GRIEVANCE

MACHINERY
GM is a system or method of determining and finding the best way to address the specific cause or causes of grievances
.

It is also a committee within the agency created primarily for the early appreciation of
complaint/grievance filed by a dissatisfied employee relative to Any of the following.
Between and among individual employees and supervisor/management
Between the management and the recognized negotiating unit

Violation of voluntary agreements reached between association and management.

Any and all matters giving rise to employees dissatisfaction.

MEANING OF GRIEVANCE
A grievance is a complaint. It can be formal,

like an employee files grievance because of

unsafe working conditions, or more of an
emotional matter.
A grievance is a complaint that may or may
not be justified. Often a grievance is a
complaint about something that breaks the
rule or law.

OBJECTIVES:
1. General

It create a work athmosphere conclusive to healthy supervisoremployee relations and improve employee moraleand conditions.
2. Specific
Activate and strengthen the Agencys existing Grievance Machinery.
Apply concilliatiuon/mediation as initial process of settling verbal or
written grievance:
Settle grievance at the lowest possible level in the organization unit
Serve as a catalyst for the development of capabilities of personnel
on grievance/dispute settlement, especially among supervisors in
the agency.

SCOPE:

The Grievance Machinery applies to all

levels of officials and employees in the
agency. It may also apply to non-career
employees whenever applicable.

GRIEVANCE COMITEE COMPOSITION

COMPOSITION
Only permanent Officials and employees, whenever applicable,
shall be appointed or elected as members of the grievance
committee.
a. The highest official resposible for Human Resource
Management (HRM) shall act as chairperson.
b. Two(2) Division Chiefs or their equivalent positions
chosen from among themselves;
c. Two (2) members from the rank-and-file
who shall serve for a term of two (2) years.
Duly designated Bilis Aksyon Partner
In the case of Local Government Unit, the Local Chief
Executive or his or her duly designated representative
shall be appointed as member of the grievance

RESPONSIBILITIES OF GRIEVANCE
MACHINERY
In finding the best way to address specific

grievance, the Committee shall have the

following responsibilities.
1. Establish its own internal procedures and

strategies. Membership in the Grievance

Committee shall be considered part of the
Members regular duties.
2. Develop and implement proactive measures or
activities to prevent grievance such as
employees assembly which shall be conducted
at least once every quarter. talakayan
counseling and other HRD interventions.

3. Conduct continuing information drive on Grievance

Machinery among officials and employees in collaboration with
the personnel unit.
4. Conduct dialougeand/or counseling
between and among the parties involved.
5. 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.
a. Act as conciliator/mediator when necessary.
6. Direct the secretariat to document the proceedings, including
the preparation and signing of written agreements reached by
the parties involved.
7. Issue certification on the Final Action on the Grievance
(CFAG) which shall contain,a,mong other things, the following
information: history and final action taken by the agency on the
grievance
8. Submit a quarterly report of its accomplishments and status
of unresolved grievances to the CIVIL SERVICE COMMISSION
Regional Office concerned.

GRIEVANCES FORMS|

GRIEVANCE
FORM
Date Filed
Name of Aggrieved Party
Section/Division/Office
Position Title/Designation Aggrieved
Partys
Immediate Supervisor
Nature/Subject of
Grievance:___________________________
_______________
ACTION/S DESIRED:
______________________________________
________
______________________________________
____________________________
______________________________________
____________________________
______________________________________
____________________________
______________________________________
____________________________
Signature of Aggrieved Party

GRIEVANCE AGREEMENT FORM

Name of Parties to a Grievance :
Nature of the Grievance
:________________________________
Steps Toward Settlement
:________________________________
Agreements Reached :
______________________________________
___________________
______________________________________
___________________
We promise to abide by the abovestated agreement.
________________________
_____________________________
Aggrieved Party Person Subject of
Grievance
__________________________
Chairman Grievance Committee

CERTIFICATION OF FINAL ACTION

ON THE GRIEVANCE
This certifies that the grievance filed
by: ____________________________
(Aggrieved Party)
on has been acted upon by this
Committee on
Final Action Taken:
______________________________________
____________
______________________________________
_____________________________
_____________________
Date ___________________ Chairman
Grievance Committee

EFFECTIVITY
The Greivance Machinery shall take effect immediately upon approval by
the Civil Service Commision Regional Office concerned.
COMMITMENT
I hereby commit to implement the provisions of the Grievance Machinery
and take necessary action in accordance with existing civil service law and rules
against supervisors/ officials who refuse to act on a grievance brought before
their attention.

JUSTIN MARC SB. CHIPECO

City Mayor
_______________________
Date

APPROVED BY:
(Sgd.) AGNES D. PADILLA
Director IV
CSC Regional Director
Signature over Printed Name
5-31-02
Date

A 10-Step guide topreparing for and conducting

grievances hearings

Having a grievance procedure is important as

it allows employers the opportunity to resolve

workplace issues early, saving them from the
breakdown of employment relationship and,
ultimately, tribunal claims.

1.
2.
3.
4.
5.
6.
7.
8.

KEY STEPS TO CARRYING OUT A FAIR GRIEVANCE HEARING:

Decide whether or not the grievance can be resolved informally
or if the formal grievance procedure should be used.
Make sure you comply with both the terms of your
organizations grievance procedures.
Appoint an appropriate manager to deal with the employee
grievance.
Carry out a full investigation into the grievance and obtain all
relevant evidence.
Invite the employee to the grievance meeting and remind them
of their statutory right to be accompanied by a colleague or
trade union representative.
Ensure that someone who is not involved in the case is
appointed to take notes on the proceedings.
Allow the employee to explain the details of their grievance and
how they would like it to be resolved.
Adjourn the grievance meeting to give proper consideration to
all the evidence before making a decision.

9. Once the decision whether or not to uphold the grievance is

made, inform
the employee in writing with details of why that decision was

Ms. Rose,gud eve. Napansin ko nakalimutan natin un Basic

Policies. Paki insert na lang po kung san natin pdeng isingit un
Basic Policies. Pkitxt n lng po ako kung kelan ulit tau magkikita
., tnx and regards.. .tita nelle ang. . . GOD BLEZPOH, to you and
to OLYN, my best regards., tnx. . . P.s. naalala mu yung
GRIEVANCE PROCEURE.. . Un ung step by step procedure then
answered by yes or no, , baka may makukunan ka ng lay outs
pa insert n lng din poh. . Tnx.