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Some grievances arise from the real and legitimate causes.

These must be handled even though they are


imaginary, trivial, or irrational, for often times they are due to unfamiliarity with certain facts. Though
the grievance may be imaginary or trivial, It is nevertheless still a grievance until it is properly settled.

Employees are granted the right to present their complaints or grievances to management and have
them adjusted as expeditiously as possible in the best interest of the agency, the government as a
whole, and the employee concerned. Such complaints or grievances shall be resolved at the lowest level
in department or agency, as the case may be, and the employees shall have the right to appeal such
decision to higher authorities. Section 6 of rule XII if the Omnibus Rules Implementing Book V of
Executive Order No. 292 and Other Pertinent Civil Service Laws requires that the grievance procedure to
be established by both management/employer and employees/Recognized Negotiating Unit shall
include the following:

a. Oral discussion – A complaint shall be presented orally the first instance to the employee’s
immediate supervisor who shall within 3 days from date of presentation inform the employee
orally of his decision.

b. Grievance in writing – If the employee is not satisfied with the decision of the immediate
supervisor he may submit his grievances in writing through his immediate supervisor, to the
next higher officer or official who shall within 5 days from date of receipt of the written
grievance inform in the writing the employee through the immediate supervisor of his decision.

c. Appeal to the agency head – If the employee is not satisfied with prior decisions relative to his
grievances, he may submit, through channels, his grievance in writing to his department or
agency head, who may refer it to a grievance committee constituted for the purpose.

d. Processing the grievance – The method of reviewing and processing the grievance for
expeditious and satisfactory settlement shall be prescribed by the agency.

e. Composition – Composition of the grievance committee shall be defined both by the


employees/Recognized Negotiating Unit and Management/Employer.

f.

Application and interpretation of the collective agreement. Where a collective bargaining agreement
exist grievance frequently arise from the interpretation, application, and administration of its provision.
No labor contract, no matter how fair, just, and equitable, will work if either party attempts to use it as a
tool to make things hard for the other.

Absence of a clear cut laboratory policy. The absence of a clear cut policy may cause some confusion or
misunderstanding on the part of employees, especially where no effective employer- employee
channels of communication exist.
Poor supervision. Grievances also rise from poor supervision the employee’s lack of confidence in their
supervisor’s discrimination or unfair treatment.

Inadequate communication. Problems and conflicts between workers and supervisor or among co-
workers are almost invariably traceable to failure in communication or failure to maintain effective
communication.