This document discusses grievances and complaints in the workplace according to Philippine law and guidelines. It defines grievances as expressions of dissatisfaction with working conditions that employees have no control over, excluding disciplinary actions. Complaints refer to ignored issues brought up in writing. The Civil Service Commission requires that grievances be resolved at the lowest level and allows employees to appeal decisions. Valid grievances include issues with policies, working conditions, relationships, and personnel actions. The grievance process involves oral discussions with supervisors, written grievances, committees, and appeals. Grievance committees must include management, supervisors, and employee representatives. Standardized forms are used to document the grievance and resolution.

2. GRIEVANCES
by Carlo O. Casumpong
MAEM 604 – PERSONNEL MANAGEMENT
COMPLAINTS
&
Revised Administrative Code of 1987 Para sa
TaumBAYAN

3.  It is an employee’s expressed (written or spoken)
feelings of dissatisfaction with some aspect of
his working conditions, relationships or status
which are outside of his control.
 This does not include those involving disciplinary
actions (Sec. 36, Revised Administrative Code of 1987) which are
governed by separate rules.
COMPLAINTS

4.  It refers to a complaint in writing
which is, in the first instance and
in employee’s opinion, has been
ignored, overridden or dropped
without due consideration.
GRIEVANCES

6. WHAT DOES THE CSC
STIPULATE?
Revised Administrative Code of
1987

7.  Employees shall have the right to present their
complaints or grievances to management and
have them adjudicated as expeditiously as possible
in the best interest of the agency, the government as
a whole, and the employee concerned.
 Such complaint or grievances shall be resolved at
the lowest possible level in the department or
agency, as the case may be, and the employee shall
have the right to appeal such decision to higher
authorities.

8.  Each department or agency shall promulgate
rules and regulations governing expeditious, fair
and equitable adjustment of employees’ complaints
or grievances in accordance with the policies
enunciated by the Commission.

9. WHAT ARE VALID GRIEVANCES?
Memorandum Circular No. 2, s.
2001 CSC Resolution No. 010113

10.  Non-implementation of Policies, Practices and
Procedures
 Physical Working Conditions
 Interpersonal Relationships and Linkages
 Protest on Appointment and Other Personnel
Actions

11. GRIEVANCE
PROCEDURE

12. ͏ The grievance procedure could be
established by both management
and employees.
͏ This is so called as
“Grievance Machinery”

13. The method of reviewing and
processing the grievance for
expeditious and satisfactory
settlement shall be prescribed by
the agency we are affiliated.
D. PROCESSING THE GRIEVANCE

14. ORAL DISCUSSION
› Employee discusses problem with
the immediate supervisor.
› The immediate supervisor then
orally responds within three days.
› The matters on the contract that
both the employer and the
employee have signed shall be
considered.
Step 1

15. › Employee submits written
grievance to the immediate
supervisor and the heads of other
departments.
› The management puts the
response into writing and shall
inform the employee within five
days.
Step 2
FORMAL
SUBMISSION OF
GRIEVANCE

16. Formal Submission of
Grievance to a Committee
› Employee submits grievance to top
line management and through a
grievance committee.
Step 3

17. Submission of
Grievance to Higher
Authority
› Employee, if not satisfied, shall
decide whether to appeal the
unresolved grievance to the Merit
System Protection Board or
Public Sector Labor
Management Council through
the Office for Personnel Relation
for arbitration, as the case may be.
Step 4

18. GRIEVANCE
COMMITTEE

19. E. CPOSITION
Who will define the committee?
› Employees
› Recognized Negotiating
Unit
› Manager/Employer

20. Each agency shall have standardized forms
for submitting grievances and indicating
decisions which will be provide the
following information:
1. Name of Complainant
2. Position Title
3. Designation (if needed)
4. Present section of Assignment
5. Immediate Supervisor
D. FORM

21. 6. Present Department or unit of
Assignment
7. Higher Supervisor
8. Nature of grievance(in brief)
9. Settlement desired
10. Signature of association official/
representative
11. Date of filing from one of the
lowest level in the agency
(Sec. 6, Rule XII of the Rules Implementing Book V of EO # 292)

22. Grievance Form

23. Grievance Agreement Form

24. Certificate of Final Action

25. GRIEVANCE
COMMITTEE
Members

26. a. For complaint/ grievances
existing between and among
individual employee and
supervisor/management:
1. one member of top management or a
representative
2. one higher supervisor except the one
being complained of one member of the rank
and file.
(Sec.11 Rule XII of the Omnibus Rules Implementing
Book V of EO # 292; Revised Administrative Code of
1987)

27. b. For the complaint/grievance
existing between the
management and
recognized/bargaining unit:
1. one member of top management or a
representative to act as chairman
2. one higher supervisor
3. one member of the association

28. END