Question & AnswerQ&A (CSC MEMORANDUM CIRCULAR NO. 02, S. 2001)
The primary objective is to promote harmony in the workplace, thereby fostering the productivity of each member of the organization by resolving grievances expeditiously and at the lowest possible level.
Cases that involve non-implementation of policies on economic and financial issues (salaries, incentives, working hours, leave benefits), non-implementation of policies affecting recruitment, promotion, transfer, retirement, termination, physical working conditions, interpersonal relationships, protest on appointments, and other matters giving rise to employee dissatisfaction.
Disciplinary cases (resolved under the Uniform Rules on Administrative Cases), sexual harassment cases as provided under RA 7877, and union-related issues and concerns are excluded from the grievance machinery.
The aggrieved party may present the grievance to the next higher supervisor instead of the immediate supervisor who is the object of the grievance.
No, the services of legal counsel are not allowed during grievance proceedings as these are not bound by legal rules and technicalities.
The grievance committee consists of the highest official responsible for Human Resources Management as chairperson, two division chiefs or equivalent, two rank-and-file members (one from first level and one from second level) chosen through general assembly or named by employee unions, the Bilis Aksyon Partner, and in Local Government Units, the Local Chief Executive or representative.
The aggrieved party is assured freedom from coercion, discrimination, reprisal, and biased actions on the grievance.
Immediate supervisor shall act within three (3) working days; next higher supervisor within five (5) working days; grievance committee conducts investigation and hearing within ten (10) working days and decision within five (5) working days; top management decision within ten (10) working days. Appeals to the Civil Service Commission Regional Office must be filed within fifteen (15) working days.
CFAG is a document issued by the grievance committee containing the history and final action taken on the grievance. It is required when elevating the grievance to the Civil Service Commission Regional Office after exhausting agency levels.
They may be liable for neglect of duty in accordance with existing civil service law, rules, and regulations.