GRIEVANCE MACHINERY

CONFLICT IS INEVITABLE IN EVERY

ORGANIZATION.
Whenever there are people, there will always be
conflict.
CONFLICTS MAY COME FROM DIFFERENT
SOURCES.
Goals
Personality conflicts
Scarce resources
Styles
Values
 The SCHOOL HEAD shall have AUTHORITY,
ACCOUNTABILITY and RESPONSIBILITY for
creating an environment within the school
that is CONDUCIVE TO TEACHING AND
LEARNING.*
Conflicts per se do not help in creating a suitable
teaching and learning environment
STRESSFUL
TAXING
DEMANDING
PRESSURE-FILLED.
*Paragraph 2, Section 6.2, Rule VI from
Implementing Rules and Regulations of RA 9155 as
mentioned in DepEd Order No. 1, s. 2003
 SIMPLY PUT,

IT IS PART OF YOUR JOB.

You have no choice. You just have to accept that.
 But,

EMBRACING CONFLICT AS A PART OF LIFE,

YOU CAN MAKE THE MOST OF EACH
SITUATION AND USE IT AS A LEARNING
OPPORTUNITY or a LEADERSHIP
OPPORTUNITY.

You can also use it as an opportunity to transform

the situation into something better.
 School
CONFLICTS MAY COME
Head/Principal Teachers BETWEEN AND AMONG
THESE PERSONS/ENTITIES.

EACH MAY FALL INTO

JURISDICTIONS OF THE
Non-Teaching APPROPRIATE DISCIPLINING
Students/Parents
Personnel
AUTHORITY DEPENDING
UPON THE NATURE OF THE
CONFLICT
GRIEVANCE
MACHINERY
 THE GRIEVANCE MACHINERY SHALL
APPLY TO ALL LEVELS OF OFFICIALS
AND EMPLOYEES IN THE DEPARTMENT
OF EDUCATION, INCLUDING NON-
CAREER EMPLOYEES WHENEVER
APPLICABLE
 THE FOLLOWING INSTANCES SHALL BE
ACTED UPON THROUGH THE GRIEVANCE
MACHINERY:

Non- Implementation of policies, practices and

procedures on economic and financial issues and
other terms and conditions of employment fixed by
law.
Delay in the processing of overtime pay
Unreasonable withholding of salaries
Inaction on application for leave

*DepEd Order No. 35, Series of 2004

 Non-Implementation of policies, practices and
procedures which affect employees from
recruitment to personnel movement.
Failure to observe selection process in appointment
Undue delay in the processing of retirement papers.

Inadequate physical working conditions.

Lack of proper ventilation in the workplace
Insufficient facilities and equipment necessary for the
safety and protection of employees whose nature and
place of work are classified as high risk or hazardous
 Poor interpersonal relationships and linkages

Protest on appointments

All other matters given rise to employee

dissatisfaction and discontentment outside of the
cases enumerated above.
 DISCUSSION WITH IMMEDIATE SUPERVISOR
Rules to be observed:
Employee/aggrieved party shall be put at lease
Employee/aggrieved party shall be encouraged to talk
Privacy in discussion
The case shall be heard fully
A definite decision shall be reached
 APPEAL TO HIGHER SUPERVISOR
If aggrieved party is dissatisfied with the verbal
decision of the immediate supervisor, he or she
may submit the grievance in writing within five (5)
days to the next higher supervisor
The next higher supervisor shall render his or her
decision within five (5) working days from receipt
 APPEAL TO GRIEVANCE COMMITTEE
If still unfavorable to the aggrieved party/employee, 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 GC may conduct an investigation and hearing within
ten (10) working days from receipt of the grievance and
render decision within five (5) working days after
investigation
Where the party involved is the grievance committee
itself, the aggrieved party may submit the grievance to
the Secretary thru the Usec. For Legal Affairs
 APPEAL TO THE OFFICE OF THE SECRETARY

APPEAL TO THE CIVIL SERVICE COMMISSION

REGIONAL OFFICE
15 working days
Certification on the Final Action on the Grievance
(CFAG)
 COMPOSITION
SCHOOL GRIEVANCE COMMITTEE
Principal or Head Teacher
President of the Faculty Club
A teacher who is acceptable to both the aggrieved
party and the object of the grievance to be appointed
by the Principal or Head Teacher
 RESPONSIBILITIES

Establish its own procedures and strategies.

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, discussion (talakayan), counseling
and other HRD interventions.

Conduct continuing information drive on the

Grievance Machinery among officials and
employees.
 Conduct dialogue between and among the parties
involved

Direct the documentation of the grievance including

signing of written agreements reached by the
parties involved

Issue final certification on the Final Action on the

Grievance (CFAG)

Submit report every quarter on accomplishments as

well as status of unresolved grievances to the CSC
Regional Office.