SCHOOL GRIEVANCE COMMITTEE

(DEPED ORDER NO. 35, S. 2004)

Division Executive Meeting

April 25, 2014

GRIEVANCE
AsMACHINERY
provided under

the Rules of the

Department, the grievance machinery
shall refer to a workable system for
determining or providing the best way to
remedy specific cause or causes of the
grievance. It is intended to help promote
wholesome and desirable employee
relations in the Department and to
prevent
employee
discontent
and
dissatisfaction.

GRIEVANCE
In MACHINERY
order to create a work atmosphere

that is conducive to good supervisoremployee relations and improved

employee morale, the machinery shall
aim to:

1. activate and strengthen the Departments

existing grievance machinery;
2. settle grievances at the lowest level
possible in the Department; and
3. provide a catalyst for the development of
capabilities to settle disputes.

APPLICATION OF
GRIEVANCE
The
following shall be MACHINERY
instances shall be acted

upon through the grievance machinery:

1. Non-implementation of policies, procedures
on economic and financial issues including
salaries, incentives, working hours, leave
benefits, unreasonable withholding of
salaries and inaction on application for
leave; practices which affect employees
from recruitment to promotion, detail,
transfer, retirement, termination and other
related issues;

APPLICATION OF
2. GRIEVANCE
Poor interpersonal relationship
and linkages;
MACHINERY
3. Inadequate physical conditions such as lack of
proper ventilation in the workplace, and
sufficient facilities and equipment necessary for
the safety and protection of employees whose
nature and place of work are classified as high
risk or hazardous;
4. Protest on appointments; and
5. All other matters giving rise to employee
dissatisfaction and discontentment outside of
those enumerated above.

APPLICATION OF
GRIEVANCE
MACHINERY
The
following cases
shall not be
acted upon through grievance
machinery;
1. Disciplinary cases which shall be resolved
pursuant to DECS Rules of Procedures on
Administrative Disciplinary Cases;
2. Sexual harassment cases as provided for in
R.A. 7877; and
3. Union-related issues and concerns.

JURISDICTION OF SCHOOL
GRIEVANCE COMMITTEE

The School Grievance

Committee shall have
original jurisdiction over
grievances of teachers and
non-teaching personnel in
the school that were not
resolved.

DECISION OF THE SCHOOL

GRIEVANCE COMMITTEE
1. The Grievance Committee shall render its decision within
fifteen (15) days from receipt of the grievance in writing and
the decision of the next higher supervisors as appealed by
the aggrieved party.
2. Within the fifteen (15) working day period, the committee
may conduct and investigation and hearing ten (10) days
from receipt of the grievance and render a decision within
five (5) days after the investigation.
3. The decision shall be in writing and shall contain all
relevant facts and circumstances as well as the law or rule
that was applied, if any.

COMPOSITION OF THE SCHOOL

GRIEVANCE COMMITTEE
(1) Principal or School Head/ Head
Teacher
(2) President of the Faculty Club
(3) A teacher who is acceptable to both
the aggrieved party and the object
of the grievance to be appointed by
the Principal or School Head/Head
Teacher

GRIEVANCE PROCEDURES
1.

Discussion with Immediate Supervisor

At the first instance, the employee/aggrieved

party shall present his/her grievance orally or
in writing to his/her immediate supervisor,
who shall , within three (3) days from the
date of presentation, inform the employee
orally of his or her decision. Provided
however, that where the object of the
grievance is the immediate supervisor, the
aggrieved party may bring the grievances to
the next higher supervisor.

GRIEVANCE PROCEDURES
In the oral discussion, the following
shall be observed :
a.

The employee/aggrieved party shall be put

at ease.

b.

The employee/aggrieved party shall be

encourage to talk.

c.

Privacy in discussion.

d.

The case shall be heard fully.

e.

A definite decision shall be reached.

GRIEVANCE PROCEDURES
2.
-

Appeal to the Higher Supervisor

If the aggrieved party is not satisfied with
the verbal decision, he or she may submit
the grievance in writing, within five (5)
days to the next higher supervisor who
shall render his or her decision within five
(5) working days from receipt of the
grievance.

GRIEVANCE PROCEDURES
3.
-

Appeal to the Grievance Committee

The decision of the next higher supervisor may be
elevated to the grievance committee within five (5)
working days from receipt of the decision of the next
higher supervisor. The grievance committee may
conduct an investigation and hearing within ten (10)
working days from receipt of the grievance and
render a decision within five (5) working days after
the investigation. Provided, however, that where the
object of the grievance is the grievance committee,
the aggrieved party may submit the grievance to the
Office of the Secretary, through the Undersecretary of
Legal Affairs.

RESPONSIBILITIES
a. Establish its own procedures and strategies.
Membership in the grievance committee shall be
considered part of the members regular duties.
b. Develop and implement pro-active measures or
activities to prevent grievance such as an employee
assembly which shall be conducted at least once
every quarter, talakayan, counseling and other
interventions. Minutes of the proceedings of these
activities shall be documented for audit purposes.
c. Conduct continuing information drive on the
Grievance Machinery among officials and employees.

RESPONSIBILITIES
d. Conduct dialogue between and among the parties

involved
e. Direct the documentation of the grievance including the
preparation and signing of written agreements reached
by the parties involved.
f. Issue final certification of the Final Action of the
Grievance (CFAG) which shall contain, among other
things, the history and final action taken by the agency
on the grievance.
g. Submit a quarterly report of its accomplishments and
status of unresolved grievances .