Basic Policies Governing Grievance Resolution
- Grievances are to be resolved quickly at the lowest possible level.
- Aggrieved employees are assured protection from coercion, discrimination, reprisal, and bias.
- Grievance proceedings are informal, not bound by legal technicalities, and do not allow legal counsel.
- Equal representation of men and women in grievance committees is mandated.
Objectives of the Grievance Machinery
- Provide a systematic process to identify and remedy causes of grievances.
- Promote positive employee relations and prevent dissatisfaction.
- Activate and strengthen existing grievance mechanisms.
- Resolve grievances at the lowest level possible.
- Develop personnel capabilities in dispute resolution.
Scope of Application
- Applicable to all officials and employees of DepED, including non-career employees when relevant.
Definitions of Key Terms
- Accredited Employees Union: Recognized labor union as per EO No. 180.
- Career Service: Civil service positions entered through merit-based examinations with security of tenure.
- Grievance: Work-related dissatisfaction expressed verbally or in writing and unaddressed.
- Grievance Machinery: The system or method designed to resolve grievances.
- Non-Career Service: Positions with tenure limited by law or appointment terms.
- Public Sector Labor Management Council: Body overseeing government employees' right to organize.
- Various levels of positions within the department are defined (First Level, Third Level).
Application: Types of Complaints Subject to Grievance Machinery
- Non-implementation of employment policies, financial issues, wages, incentives, working conditions.
- Issues related to recruitment, promotion, transfer, retirement, termination, and related delays or unfair processes.
- Physical working conditions impacting safety and welfare.
- Interpersonal relationship disputes.
- Disputes about appointments and other employee dissatisfaction not covered by other processes.
Exclusions from Grievance Machinery
- Disciplinary actions (handled under administrative disciplinary rules).
- Sexual harassment cases (covered by RA 7877).
- Union-related issues.
Grievance Procedures
- Discussion with Immediate Supervisor
- Grievance presented orally or written.
- Supervisor must respond within 3 days.
- Special principles for privacy, encouragement, and thorough hearing apply.
- Appeal to the Higher Supervisor
- Written grievance within 5 days if dissatisfaction persists.
- Decision within 5 working days.
- Appeal to the Grievance Committee
- Elevate grievance within 5 working days.
- Committee conducts investigation and hearing within 10 working days.
- Appeal to the Office of the Secretary
- Appeal within 5 working days from committee decision.
- Decision made within 10 working days.
- Appeal to the Civil Service Commission Regional Office
- Final appeal within 15 working days.
- Requires Certification on the Final Action on the Grievance (CFAG).
Composition and Jurisdiction of Grievance Committees
- Committees established at central, regional, division, district, and school levels.
- Members must be permanent officials or employees with high integrity.
- Jurisdiction:
- School Committee: Original jurisdiction over grievances in the school.
- District Committee: Original and appellate jurisdiction within district.
- Division Committee: Original and appellate jurisdiction within division.
- Regional Committee: Original and appellate jurisdiction within region.
- Department Committee: Original and appellate jurisdiction within Central Office.
Decision-Making by Grievance Committees
- Must render written decision within 15 working days from receipt of grievance.
- Investigation and hearing conducted within 10 days; decision within 5 days after.
- Decision includes relevant facts, circumstances, and applied law or rules.
Composition of Grievance Committees at Various Levels
- School: Principal/Head Teacher, Faculty Club President, a mutually acceptable teacher.
- District: District Supervisor or designee, school principal, District Teachers' Association President or designee.
- Division: Schools Division Superintendent or designee, with own procedures.
Additional Duties and Reporting
- Grievance committees considered part of regular duties.
- Proactive grievance prevention activities mandated.
- Documentation of proceedings and agreements required.
- Issue Certification on the Final Action on the Grievance (CFAG).
- Quarterly reporting to CSC Regional Office required.
Effectivity and Amendments
- Grievance Machinery effective immediately upon CSC Regional Office approval.
- Amendments require CSC approval and take effect immediately upon approval.
Commitment of Implementation
- Officials commit to implement the grievance machinery and are liable for neglect of duty if failing to act on grievances.
- Commitment signed by Undersecretary for Finance and Administration.