Revised Public Sector Grievance Policies

Aggrieved parties are guaranteed freedom from coercion, discrimination, reprisal, and bias.
Grievance processes are informal, not subject to legal technicalities.
Legal counsel is not allowed during grievance proceedings.

Grievances may be presented verbally or in writing to the immediate supervisor.
The immediate supervisor must respond verbally within three working days.
If the grievance involves the immediate supervisor, it should be submitted to the next higher supervisor.

Grievances pertain to work-related employee dissatisfaction, including issues on:
- Non-implementation of employment policies, salaries, incentives, working conditions, leave.
- Recruitment, promotion, transfers, retirement, termination, lay-offs.
- Physical working conditions, interpersonal relations.
- Appointment protests and other employee discontent.

Agencies must ensure equal representation of men and women in committees.
Committees should implement proactive grievance prevention like quarterly assemblies, counseling, and HRD interventions.

Personnel units and grievance committees conduct continuous efforts to inform employees about grievance mechanisms.
Personnel units provide secretarial services to the grievance committee.

Investigation and hearings must occur within ten working days after grievance receipt.
Decisions rendered within five working days post-investigation.
Grievances against the committee itself may be elevated directly to top management.

Grievances may be escalated to the CSC Regional Office only after issuance of Certification on Final Action on the Grievance (CFAG) by the agency grievance committee.
CFAG includes grievance history and final agency action.

Grievance committees establish their own internal rules.
Serving on the committee is part of the member's official duties.
Committees must submit quarterly accomplishment and unresolved grievance reports to CSC Regional Office.

Supervisors refusing to act on grievances face penalties for neglect of duty under civil service laws and regulations.

Agency grievance machinery requires CSC Regional Office approval.
Amendments to machinery also require CSC approval and are effective immediately.
The circular repeals inconsistent previous issuances on grievance machinery.

Discussion with Immediate Supervisor – verbal or written grievance; response within 3 working days.
Appeal to Higher Supervisor – in writing within 5 days if unsatisfied; decision within 5 working days.
Appeal to Grievance Committee – investigation within 10 working days; decision within 5 working days.
Appeal to Top Management – decision within 10 working days; grievances against top management go directly to CSC.
Appeal to CSC Regional Office – filed within 15 working days with CFAG.

Accredited Employee Union: recognized under EO No. 180.
Bilis Aksyon Partner (BAP): CSC designated action officer under the Mamamayan Muna Program.
Grievance: work-related dissatisfaction expressed verbally or in writing not given due consideration.
Grievance Machinery: system to address grievances effectively.
Public Sector Labor-Management Council (PSLMC): body managing government employee organization rights.

General: foster a harmonious work atmosphere and improve employee morale.
Specific:
- Activate and strengthen existing grievance mechanisms.
- Settle grievances at the lowest level.
- Develop dispute settlement capabilities of personnel, especially supervisors.

Applies to all agency officials and employees including applicable non-career employees.