The document discusses grievance machinery and voluntary arbitration under Article 260 of the Labor Code. It defines grievance machinery as a committee created to appreciate complaints filed by dissatisfied employees through an orderly process established in collective bargaining agreements. The grievance process is designed to quickly resolve issues, eliminate misunderstandings, and improve employee morale. It also outlines principles the grievance machinery is expected to conform with, such as ensuring employees can discuss issues informally and receive a speedy and impartial resolution at the lowest possible level. Finally, it provides five points to prepare a formal grievance - listen to facts, test if it qualifies as a grievance, investigate further, write out details of the grievance, and present it.

1. Prepared By:
Julie May A. Maribojo

2. Article 260 of the Labor Code (PD 442)
Grievance machinery and Voluntary arbitration
 requires parties to establish a grievance machinery
for the adjustment and resolution of grievances
arising from the interpretation or implementation of
a collective bargaining agreement or the
interpretation or enforcement of company personnel
policies.

3. Grievance Machinery
 is a committee within the agency created primarily for the
early appreciation of complaint/grievance filed by a
dissatisfied employee
 an orderly process established in the CBA whereby the
employer, the employee and the union, present to each
other a complaint or dissatisfaction, in the hope of getting it
settled quickly
 designed to give employees every opportunity to be heard
 aims to eliminate or reduce dissatisfaction,
misunderstanding, or complaint, which can affect the
employee’s morale and reduce efficiency

4. The grievance machinery is expected
to conform with these principles:
An employee/union may, without resorting
on formal grievance procedures, discuss
informally any problem relating to his
conditions of employment with the
supervisor.

5. The grievance machinery is expected
to conform with these principles:
 In presenting a complaint or grievance, the
employee is assured freedom from
coercion, discrimination and of a speedy
and impartial settlement of such complaint
or grievance.

6. The grievance machinery is expected
to conform with these principles:
Complaints and/or grievances must be
resolved at the lowest possible level in the
agency.
 Grievances are not bound by formal legal
rules and technicalities.

7. The grievance machinery is expected
to conform with these principles:
An employee has the right to appeal
decisions or grievances to such competent
authorities.
 A complaint or grievance is considered not
only in relation to its alleged object but also
in relation to the personal situation on the
complainant.

8. Five Points to Prepare Grievances
 Listen to the facts from the worker

9. Five Points to Prepare Grievances
Test for a grievance

10. Five Points to Prepare Grievances
 Investigate

11. Five Points to Prepare Grievances
Write the grievance
WHO was involved?
WHY is it a grievance?
WHEN did it happen?
WHERE did it happen?
WHAT settlement is wanted?

12. Five Points to Prepare Grievances
 Present the grievance

13. Prepared By:
Julie May A. Maribojo