Department of Education (Deped) Grievance Machinery: I. Basic Policies
Department of Education (Deped) Grievance Machinery: I. Basic Policies
Department of Education (Deped) Grievance Machinery: I. Basic Policies
GRIEVANCE MACHINERY
In line with the Revised Policies on the Settlement of Grievance in the Public Sector contained in
CSC Resolution No. 010113, dated January 10, 2002 and implemented through CSC Memorandum
Circular No. 02, s. 2001, the Department of Education hereby adopts the herein Grievance
Machinery.
I. BASIC POLICIES
1. A grievance shall be resolved expeditiously at all times at the lowest level possible. However, if
not settled at the lowest level possible, an aggrieved party shall present his/her grievance step
by step following the hierarchy of positions.
2. The aggrieved party shall be assured freedom from coercion, discrimination, reprisal, and
biased action on the grievance.
3. Grievance proceedings shall not be bound by legal rules and technicalities. Even verbal
grievance must be acted upon expeditiously. The services of a legal counsel shall not be
allowed.
4. The head of agency shall ensure equal opportunities for men and women to be represented in
the grievance committee.
II. OBJECTIVES
As provided under the Rules of Procedure of the Department, the grievance machinery shall refer to a
workable system for determining or providing the best way to remedy the 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. In ordet to create a work
atmosphere that is conducive to good supervisor-employee relations and improved employee morale,
the machinery shall aim to:
III. SCOPE
The Grievance Machinery shall apply to all levels of officials and employees in the Department of
Education (DepEd), including non-career employees whenever applicable.
1. Non-implementation of policies, practices and procedures on economic and financial issues and
other terms and conditions of employment fixed by law including salaries, incentives, working
hours, leave benefits such as delay in the processing of overtime pay, unreasonable withholding
of salaries and inaction on application for leave;
2. Non-implementation of policies, practices and procedures which affect employees from
recruitment to promotion, detail, transfer, retirement, termination, lay-offs, and other related
issues that affect them such as failure to observe selection process in appointment and undue
delay in the processing of retirement papers;
3. Inadequate physical working conditions such as lack of proper ventilation in the workplace, and
insufficient 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. Poor interpersonal relationships and linkages;
5. Protest on appointments; and
6. All other matters giving rise to employee dissatisfaction and discontentment outside of those
cases enumerated above.
The following cases shall not be acted upon through the grievance machinery:
1. Disciplinary cases which shall be resolved pursuant to the DECS Rules of Procedures on
Administrative Disciplinary Cases (DECS Order No. 33, s. 1999);
2. Sexual harassment cases as provided for in RA 7877; and
3. Union-related issues and concerns.
VI. GRIEVANCE PROCEDURE
The procedures for seeking redress of grievance shall be as follows:
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.
In the oral discussion, the following shall be observed:
The employee/aggrieved party shall be put at ease – Every effort shall be exerted to make the
employee who has a grievance feel at ease during the oral discussion.
The emplovee/aqqrieved party shall be encouraged to talk – The employee shall be allowed to tell or
explain his/her side during the oral discussion.
Privacy in discussion – The oral discussion shall be held in private in a quiet and secluded spot where
the conversation cannot be interrupted or overheard.
The case shall be heard fully – The supervisor shall seek to keep his/her views and opinions entirely
to himself/herself until after the employee has explained his/her-side during the oral discussion.
A definite decision shall be reached – At the end of the discussion, the supervisor must be prepared
to state his/her position clearly and accurately based on the merits of the grievance. He/She need not
immediately give a definite decision, but the decision shall be rendered within three (3) days from the
presentation of the grievance.
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.
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 for Legal Affairs.
Appeal to the Office of the Secretary
If the aggrieved party is not satisfied with the decision of the grievance committee, he/she may
elevate his/her grievance within five (5) working days from receipt of the decision to the Office of
the Secretary through the Undersecretary for Legal Affairs who shall make the decision within ten
(10) working days after the grievance. Provided, however, that where the object of the grievance is
the Secretary, the aggrieved party may bring his/her grievance directly to the Civil Service
Commission Regional Office.
Appeal to the Civil Service Commission Regional Office.
If the aggrieved party is not satisfied with the decision of top management, he or she may appeal or
elevate his or her grievance to the Civil Service Commission Regional Office concerned within
fifteen (15) working days from the receipt of such decision. The aggrieved party shall submit a
Certification on the Final Action on the Grievance (CFAG) together with the appeal. The Civil
Service Commission Regional Office shall rule on the appeal in accordance with existing civil
service law, rules and regulations.
VII. EFFECTIVITY
This Grievance Machinery shall take effect immediately upon approval by the Civil Service
Commission Regional Office concerned. Subsequent amendments shall be subject to CSC approval
and shall take effect immediately.
IX. COMMITMENT
I hereby commit to implement the provisions of this Grievance Machinery and take necessary action
in accordance with existing civil service law and rules against supervisors or officials who refuse to
act on a grievance brought before their attention.