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SCHOOL GRIEVANCE COMMITTEE ( DepEd Order No. 35, s. 2004)

SCHOOL GRIEVANCE COMMITTEE ( DepEd Order No. 35, s. 2004). Division Executive Meeting April 25, 2014. GRIEVANCE MACHINERY .

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SCHOOL GRIEVANCE COMMITTEE ( DepEd Order No. 35, s. 2004)

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  1. SCHOOL GRIEVANCE COMMITTEE(DepEd Order No. 35, s. 2004) Division Executive Meeting April 25, 2014

  2. GRIEVANCE MACHINERY • As provided under the Rules of the Department, the grievance machinery shall refer to a workable system for determining or providing the best way to remedy 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.

  3. GRIEVANCE MACHINERY • In order to create a work atmosphere that is conducive to good supervisor-employee relations and improved employee morale, the machinery shall aim to: 1. activate and strengthen the Department’s existing grievance machinery; 2. settle grievances at the lowest level possible in the Department; and 3. provide a catalyst for the development of capabilities to settle disputes.

  4. APPLICATION OF GRIEVANCE MACHINERY • The following shall be instances shall be acted upon through the grievance machinery: • Non-implementation of policies, procedures on economic and financial issues including salaries, incentives, working hours, leave benefits, unreasonable withholding of salaries and inaction on application for leave; practices which affect employees from recruitment to promotion, detail, transfer, retirement, termination and other related issues;

  5. APPLICATION OF GRIEVANCE MACHINERY • Poor interpersonal relationship and linkages; • Inadequate physical conditions such as lack of proper ventilation in the workplace, and sufficient facilities and equipment necessary for the safety and protection of employees whose nature and place of work are classified as high risk or hazardous; • Protest on appointments; and • All other matters giving rise to employee dissatisfaction and discontentment outside of those enumerated above.

  6. APPLICATION OF GRIEVANCE MACHINERY The following cases shall not be acted upon through grievance machinery; • Disciplinary cases which shall be resolved pursuant to DECS Rules of Procedures on Administrative Disciplinary Cases; • Sexual harassment cases as provided for in R.A. 7877; and • Union-related issues and concerns.

  7. JURISDICTION OF SCHOOL GRIEVANCE COMMITTEE • The School Grievance Committee shall have original jurisdiction over grievances of teachers and non-teaching personnel in the school that were not resolved.

  8. DECISION OF THE SCHOOL GRIEVANCE COMMITTEE 1. The Grievance Committee shall render its decision within fifteen (15) days from receipt of the grievance in writing and the decision of the next higher supervisors as appealed by the aggrieved party. 2. Within the fifteen (15) working day period, the committee may conduct and investigation and hearing ten (10) days from receipt of the grievance and render a decision within five (5) days after the investigation. 3. The decision shall be in writing and shall contain all relevant facts and circumstances as well as the law or rule that was applied, if any.

  9. COMPOSITION OF THE SCHOOL GRIEVANCE COMMITTEE (1) Principal or School Head/ Head Teacher (2) President of the Faculty Club (3) A teacher who is acceptable to both the aggrieved party and the object of the grievance to be appointed by the Principal or School Head/Head Teacher

  10. Grievance Procedures • 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.

  11. Grievance Procedures In the oral discussion, the following shall be observed : • The employee/aggrieved party shall be put at ease. • The employee/aggrieved party shall be encourage to talk. • Privacy in discussion. • The case shall be heard fully. • A definite decision shall be reached.

  12. Grievance Procedures 2. 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.

  13. Grievance Procedures 3. 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 of Legal Affairs.

  14. Responsibilities a. Establish its own procedures and strategies. Membership in the grievance committee shall be considered part of the member’s regular duties. b. Develop and implement pro-active measures or activities to prevent grievance such as an employee assembly which shall be conducted at least once every quarter, “talakayan”, counseling and other interventions. Minutes of the proceedings of these activities shall be documented for audit purposes. c. Conduct continuing information drive on the Grievance Machinery among officials and employees.

  15. Responsibilities d. Conduct dialogue between and among the parties involved e. Direct the documentation of the grievance including the preparation and signing of written agreements reached by the parties involved. f. Issue final certification of the Final Action of the Grievance (CFAG) which shall contain, among other things, the history and final action taken by the agency on the grievance. g. Submit a quarterly report of its accomplishments and status of unresolved grievances .

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