Human Resource ManagementA Report Presented to:

KRISHNA BUENAVENTURAProfessor

Wesleyan University of the Philippines

Human Resource Management

A Report Presented by: Jerome T. Gonzales

Wesleyan University of the Philippines

COMPLAINTS AND

GRIEVANCES

COMPLAINT• 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 his control.

• This does not include those involving disciplinary action which are governed by separate rules.

• 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

• It refers to the method of determining the finding the best way to remedy the specific cause and causes of complaint or grievance.

GRIEVANCE PROCEDURE

MODE OF SETTING EMPLOYEE-

MANAGEMENT DISPUTES

1. CONCILIATION

• the process where hereby a third party (conciliator) brings the parties together, encourages them to discuss the their differences and assists them in developing their own proposed solution.

• It is the process whereby the third party (mediator) is more active in assisting the parties reach acceptable solutions to the problems and helps the disputing parties develop or come out with an acceptable solution. The mediator can even submit his own proposal for the settlement of dispute.

2. MEDIATION

• It is the process whereby a third party who may be an individual arbitrator, a board of arbitrators or an arbitration court, is empowered to render a decision which of the dispute and is binding on both parties.(Sec.1, Rule XII of the omnibus Rules implementing Book V of EO #292)

3. ARBITRATION

GRIEVANCE PROCEDURE

• The grievance procedure which may be establish by both management/employees.

• Recognized Negotiating Unit shall include the following:

A.ORAL DISCUSSION.

• A complaint shall be presented orally in the first to the employee's immediate supervisor who shall within 3 days from the date of presentation inform the employee orally of his decision.

If the employee is not satisfied with the decision of the immediate supervisor he may submit his grievance in writing who shall within 5 days from the date of receipt of the written grievance inform in writing the employee through the immediate supervisor through the immediate supervisor of his decision.

B. GRIEVANCE IN WRITING

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

C. APPEAL TO THE AGENCY HEAD

Any party dissatisfied with the decision/ resolution of his case after undergoing grievance procedure may bring the same appeal to the Merit System Protection Poard or Public Sector labor management Council through the Office for Personnel Relation, as the case may be.

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

D. PROCESSING THE GRIEVANCE

• Composition of the grievance committee shall be defined both by the employees/ Recognized Negotiating Unit and Management/ employer.

E. COMPOSITION

• Each agency shall have standardized forms for submitting grievances and indicating decisions which will be provide the following information:

1. Name of Complainant2. Position Title3. Designation (if needed)4. Present section of

Assignment5. Immediate Supervisor

D. FORM

6. Present Department or unit of Assignment7. Higher Supervisor8. Nature of grievance(in brief)9. Settlement desired10. Signature of association

official/ representative11. 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)

COMPOSITION OF THE GRIEVANCE COMMITTEE

(Sec.11 Rule XII of the Omnibus Rules Implementing Book V of EO # 292)The grievance Committee shall be composed of the following :

a. For complaint/ grievances existing between and among individual employee and supervisor/management:

- one member of top management or a representative

- one higher supervisor except the one being complained of one member of the rank and file.

b. For the complaint/grievance existing between the management and recognized/bargaining unit:

- one member of top management or a representative to act as chairman

-one higher supervisor -one member of the association

THANK YOU!