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Primer On Grievance Machinery

This document provides an overview of grievance machinery and procedures. It defines a grievance as any dispute between an employee and employer regarding terms of a collective bargaining agreement or company policies. Grievances can be filed by individual employees, groups of employees, unions, or management. The grievance machinery establishes a process for resolving disputes peacefully through a series of steps, with unresolved grievances proceeding to voluntary arbitration. The grievance procedure typically involves raising issues to supervisors, a grievance committee, and ultimately a third party for settlement if not resolved internally.

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DOLE Region 6
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108 views4 pages

Primer On Grievance Machinery

This document provides an overview of grievance machinery and procedures. It defines a grievance as any dispute between an employee and employer regarding terms of a collective bargaining agreement or company policies. Grievances can be filed by individual employees, groups of employees, unions, or management. The grievance machinery establishes a process for resolving disputes peacefully through a series of steps, with unresolved grievances proceeding to voluntary arbitration. The grievance procedure typically involves raising issues to supervisors, a grievance committee, and ultimately a third party for settlement if not resolved internally.

Uploaded by

DOLE Region 6
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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PRIMER ON

GRIEVANCE
MACHINERY

WHAT IS GRIEVANCE?
Grievance is any difference or dispute between an employee or
the union, and the employer with respect to the interpretation,
application, or compliance with any terms and conditions of the
CBA and the company rules and regulations.

COULD THERE BE A GRIEVANCE WITHOUT A UNION OR A CBA?


Any dispute or controversy on the terms and conditions of
employment which an employee or group of employees may
present to the employer can be a grievance even without a union
or a CBA.

GROUNDS FOR GRIEVANCE


Violation/s on interpretation and/or Implementation of
Collective Bargaining Agreement
Violation/s on Interpretation and/or Enforcement of Company
Personnel Policies

TEST FOR GRIEVANCE


Violation of the Contract (Has the contract been violated?)
Violation of Management Responsibilities (Has the worker
been treated unfairly by some action of the company?)
Violation of Company Personnel Policies and Company Rules
and Regulations (Is the problem covered by the contract or
personnel policies?)
Violation of Past Practice

D EP ART M E N T O F L A B O R A ND EMPLOYMENT
NATIONAL CONCILIATION AND MEDIATION BOARD
PRIMER ON

GRIEVANCE
MACHINERY

WHO CAN FILE/INITIATE A GRIEVANCE?


Aggrieved (individual) employee
Group of employees
The Union
Management or Employer

Grievances are taken up in the Grievance Machinery.

GRIEVANCE MACHINERY
A mechanism established for the adjustment and resolution of
grievances.

What are the reasons for establishing Grievance Machinery?


To give employees an opportunity to voice their concerns;
To provide employees with the opportunity to appeal a
decision and to resolve the problem;
To prevent minor disagreements from developing into full
blown disputes;
To provide for peaceful resolution of disputes;
To provide a systematic way to resolve problems through fact
finding;
To identify causes of problems;
To keep the lines of communication between the parties open
during the life of the contract;
To provide a method of interpreting the contract;
To protect the integrity of the contractual agreement;
To build an organizational climate based on openness and
trust; and
To improve labor-management relations.

D EP ART M E N T O F L A B O R A ND EMPLOYMENT
NATIONAL CONCILIATION AND MEDIATION BOARD
PRIMER ON

GRIEVANCE
MACHINERY

Grievances brought to the Grievance Machinery pass through the


Grievance Procedure for settlement or resolution.

THE GRIEVANCE PROCEDURE


A series of formal steps that parties to a collective bargaining
agreement or workers and management agreed to take for the
adjustment of grievances including, voluntary arbitration as the
terminal step

A Grievance Procedure consists of a series of steps to be


taken within the specified time limits;

Small companies can be expected to have short, simple


procedures. Larger companies usually have multi-step
procedures;

The intermediate steps are not merely a transmission belt for


passing grievances along to the top authorities. The number
of steps provides a method of appeal to higher authorities of
a decision from a lower/supervisory official.

SECTION 2, RULE XIX


DO No. 40-03 provides for the procedure for the unorganized or
in the absence of a provision in the CBA.

GRIEVANCE PROCEDURE

Step 1: SHOP FLOOR


Employee shall present his grievance or complaint to the shop
steward.

The shop steward shall verify the facts and determine whether or
not the grievance is valid

D EP ART M E N T O F L A B O R A ND EMPLOYMENT
NATIONAL CONCILIATION AND MEDIATION BOARD
PRIMER ON

GRIEVANCE
MACHINERY

Step 2: PLANT LEVEL


If valid, shop steward shall immediately bring the complaint to the
employee’s immediate supervisor.

The immediate supervisor shall exert effort to settle the grievance


at this level.

Step 3: TOP LEVEL


If no settlement is reached, the grievance shall be referred to the
grievance committee.

The grievance committee has 10 days to decide the case.

Step 4: THIRD PARTY LEVEL


All grievances not settled at the grievance machinery shall
automatically be referred to voluntary arbitration.

for more information, visit our

website at

ncmb.gov.ph

D EP ART M E N T O F L A B O R A ND EMPLOYMENT
NATIONAL CONCILIATION AND MEDIATION BOARD

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