complaint and grievances of educators

1. SARAH JOY V. TAÑEDO
Doctor of Philosophy – Educational Management

3. COMPLAINT
It refers to any dissatisfaction
on the part of an employee
that is work related in an
organization that is not
unionized.

4. GRIEVANCES
any real or imagined feeling of
personal injustice that an
employee has about the
employment relationship.

5. CHARACTERISTICS OF
GRIEVANCES
1- It May Be Unvoiced Or Expressly Stated
2- It May Be Written Or Oral
3- It May Be Valid, Legitimate Or Untrue Or False.
4- It May Relate To The Organizational Work
5- An Employee May Feel An Injustice Has Been Done.
6- It May Affect The Performance Or Work.
7- Grievances generally give rise to Unhappiness,
Frustration, Indifference, Discontent, Poor Morale, And
Poor Efficiency.

6. CAUSES OF GRIEVANCES
Grievances may occur due to a number of reasons:
1. Economic:
Employees may demand for individual
wage adjustments. They may feel that
they are paid less when compared to
others.

7. CAUSES OF GRIEVANCES
2. Work environment:
It may be undesirable or unsatisfactory conditions of work.
3. Supervision:
It may be objections to the general methods of supervision
related to the attitudes of the supervisor towards the
employee.

8. CAUSES OF GRIEVANCES
4. Organizational change:
Any change in the organizational policies can result in
grievances.
5. Employee relations:
Employees are unable to adjust with their colleagues, suffer
from feelings of neglect and victimization and become an
object of ridicule and humiliation, or other inter- employee
disputes.

9. CAUSES OF GRIEVANCES
6. Miscellaneous:
These may be issues relating to certain violations in
respect of promotions, safety methods, transfer,
disciplinary rules, fines, granting leaves, medical
facilities, etc.

10. GRIEVANCE VS DISCIPLINE
GRIEVANCE
Provides the employer
with a process for
resolving a complaint
they are unable to
resolve through regular
communications with
their superior/manager.
DISCIPLINE
Gives employer a
process for handling an
employee who is not
meeting the expected
standards of
performance or
behavior.

11. TYPES OF GRIEVANCES
A-INDIVIDUAL
B-GROUP
C-UNION

12. INDIVIDUAL
An individual grievance is a complaint
that an action by management has
violated the rights of an individual as set
out in the collective agreement or law, or
by some unfair practice.

13. GROUP
A group grievance is a complaint by a group
of individuals, for example, a department or a
shift that has been affected the same way
and at the same time by an action taken by
management.

14. UNION
A union grievance may involve a dispute
arising directly between the parties to
the collective agreement.

15. HOW TO PREVENT A
GRIEVANCE
Identify potential causes
Correct problems promptly
Encourage corrective suggestions
Establish and reaffirm policies and work rules
Communicate and give advance notice of changes
Keep employees informed of their progress
Be objective
Learn to listen
Be consistent

17. PURPOSE OF THE GRIEVANCE
PROCEDURE
Allow employees and management to
resolve problems
Allow employees to voice concerns
workplace and environment
Keep lines of communication open

18. STEPS IN THE GRIEVANCE
PROCESS
The number of steps in the grievance process differ
according to the union involved, but each contain the
following:
1. Oral Grievance
2. Written Grievance
3. Grievance Advanced to Employee/Industrial Relations
4. Arbitration

19. ORAL GRIEVANCE
Employee presents oral grievance to
immediate supervisor within timeframe
specified by Company policies.
Immediate Superior provides written
response to the oral grievance within
timeframe .

20. WRITTEN GRIEVANCE:
If the oral grievance is not satisfactorily adjusted:
The aggrieved can submit the grievance in writing to the
department head on a standard grievance form signed by
the employee.
The grievance must be submitted in writing within the
timeframe specified in Company Policy.
The department will arrange a grievance meeting between
the department head and the grievant.
The Department shall submit a written response to the
grievance within timeframe specified in Company Policy.

21. GRIEVANCE ADVANCED TO
EMPLOYEE/LABOR RELATIONS:
If the matter is not satisfactorily adjusted in the previous (written)
step, or an answer is not given within the time specified:
 The written grievance previously submitted shall be forwarded to
the Human Resource Department within the timeframe.
If the matter is not satisfactorily adjusted in the previous (written)
step, or an answer is not given within the time specified:
 The written grievance previously submitted shall be forwarded to
the Managing Director within the timeframe.
 On policy matters only.

22. ARBITRATION
It is the process of settling an
argument or disagreement in which the
people or groups on both sides present
their opinions and ideas to a third person
or group.

23. “It is not always who is right and who is wrong. But
it is always what is right and what is wrong.”
– Prof. M.S. Rao , Chief Consultant, MSR Leadership Consultants,
India.

24. CASE to
CASE BASIS
GAME

25. SUBJECT
COORDINATORS
(Academic
Matters)
TEACHER PRINCIPAL DIVISION
SUPERVISOR
DIVISION
SUPERINTENDENT
REGIONAL
DIRECTOR
DEPEDSECRETARY
GRIEVANCECOMMITTEE
(Faculty Club Pres,PTAPres,SSGPresand
other)

26. QUESTION

27. Byproviding trainings and
seminars to teachers; by
providing sabbatical leaveto
teachers; by giving
scholarship to teachers.

28. How will the state insure that
teaching will attract and retain
its rightful share of the best
available talents?

29. Through adequate
salary and other means
of jobsatisfaction and
fulfillment.

30. May a principal of a public high
school refuse the enrolment of
a student due to sex, ethnic
grouping, or religion of the
child or hisparents?

31. No, becausesuchrefusal will violate
the right of the student to have quality
education asprovided in Sec.1Art.XIV
of the 1987 Constitution and it will also
violate his constitutional right to be
accorded equal protection of the laws
guaranteed under Sec.1 Art. III ofthem
1987 Constitution to all Filipino
citizens.

33. No, because such refusal
will violate the
Constitutional right of
the child to have quality
education.

35. Yes,becauselimiting the
enrolment is in consonance
with DepEdOrder No.32S.2003
provided that the principal will
give assistanceto the student
to enrol in nearby school soas
not to deprive him of his right
to education.