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SCHOOL GRIEVANCE COMMITTEE

(DEPED ORDER NO. 35, S. 2004)


Division Executive Meeting
April 25, 2014
GRIEVANCE MACHINERY
As 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 MACHINERY
 Inorder to create a work atmosphere
that is conducive to good supervisor-
employee relations and improved
employee morale, the machinery shall
aim to:
1. activate and strengthen the Department’s
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
MACHINERY
 The following shall be 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 GRIEVANCE
MACHINERY
2. Poor interpersonal relationship and linkages;
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 member’s 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 .