Article 137p. 137

ADMINISTRATIVE CODE AND LAW OF PUBLIC OFFICERS TEXT AND RULES

The Committee shall have the following functions:

(a) Prescribe, subject to the approval of the head of

Department or Agency, the procedure in evaluating

employee suggestions, inventions or accomplishments.

(b) Receive, review and process suggestions and

nominations.

(c) Recommend the appropriate monetary award to

be granted to the employee for his idea or suggestion.

(d)

Recommend

to

the

head of department or

agency the employees who shall be nominated for the

honor awards or incentive awards or to both awards.

SECTION

12.

The

Civil

Service

Commission

shall

constitute a Special Committee on Awards composed of

three prominent citizens who are not in the government

service, the Chief Protocol Officer of the Office of the

President, and a member of the Commission, which shall

screen and evaluate objectively all nominations received

by the Commission and shall recommend its choices to

the President. The Committees shall likewise recommend

to the Chairman of the Civil Service Commission its

choices for the "Pagasa" Awards.

SECTION

13.

Officials

and

employees

who

are

conferred the honor awards shall be considered for

promotion to the next higher position suitable to their

qualifications. Records of awards as well as letters of

commendations received shall be kept in employees'

personnel folders.

SECTION 14. Each department or agency shall set

aside in its annual budget the necessary appropriations

to cover whatever necessary expenses will be incurred in

the

granting

of

both

monetary

and

non-monetary

awards.

SECTION 15. The Commission shall report annually the

results of the Suggestions and Incentive Award Program

together with recommendations to the President. The

head of each department or agency shall submit to the

Commission by the first week of January, a consolidated

report on Suggestions and Incentive Award Program of

the department or agency during the preceding year.

RULE XI Employee Relations and Services

SECTION 1. Each head of department or agency shall

be

responsible

for

the

creation

of

an

atmosphere

conducive to good supervisor-employee relations and the

improvement of employee morale. For this purpose, the

head of each department or agency shall make provisions

for

the

establishment

of

units

responsible

for

the

maintenance of employee health, welfare, counselling,

recreation

and

similar

activities,

including

the

establishment of employee organization/union.

SECTION 2. Each head of department or agency shall

provide a system of informing employees concerning

their

rights

and

privileges

including

the

right

to

self-organization

and

their

obligations

and

conduct

required of all government officers and employees.

SECTION 3. Each head of department or agency shall

encourage:

(a) Discussion of ideas among officers and employees

throughout

the

administrative

hierarchy

through

assemblies, congresses, dialogues and other allied forms

of discussion, as well as their participation, to the greatest

degree practicable, in the development of policies and

other matters affecting them and their work;

(b) Voluntary conduct of employee activities, such as

athletics, and such others as may fall into the social,

recreational, financial, food production and livelihood

categories which are conducive to employee well-being

and consistent with the interest of public service.

RULE XII Complaints and Grievances

SECTION 1. For purposes of this Rule, the following

terms are defined as follows:

(a) Complaint — means an employee's expressed

(written or spoken) feelings of dissatisfaction with some

aspects of his working conditions, relationships or status

which are outside his control. This does not include those

involving disciplinary actions which are governed by

separate rules.

(b) Grievance — refers to a complaint in writing which

has, in the first instance and in the employee's opinion,

been

ignored,

overridden

or

dropped

without

due

consideration.

(c) Grievance Procedure — refers to the method of

determining and finding the best way to remedy the

specific cause or causes of the complaint or grievance.

(d) Modes of Settling Employee — Management

Disputes:

1.

Conciliation

—

process

whereby a third party

(conciliator)

brings

the

parties

together,

encourages

them to discuss their differences and assists them in

developing their own proposed solutions.

2.

Mediation

—

process

whereby

a

third

party

(mediator) is more active in assisting the parties reach

acceptable solutions to the problem/s and helps the

disputing parties develop or come out with an acceptable

solution.

The

mediator

can

even

submit

his

own

proposals for the settlement of disputes.

3. Arbitration — process whereby a third party who

may be an individual arbitrator, aboard of arbitrators or an

arbitration court, is empowered to render a decision

which disposes of the dispute and is binding on both

parties.

(a)

n Voluntary — a method of settling dispute/s by

submitting the "dispute" before an arbitrator or panel of

arbitrators

chosen

by

both

parties.

The

voluntary

arbitrators shall render a decision after proper hearing of

the issues. The decision of the arbitrator shall be final and

binding on the contending parties.

(b) Compulsory — a method of settling disputes

which has become hardened and irreconcilable and

remains

unresolved

after

exhausting

all

available

remedies

and

exploring

all

avenues

for

a

peaceful

settlement

of

the

dispute

under

existing

laws

and

procedures. The dispute is thus submitted to a body

established by law (Public Sector Labor Management

Council [PSLMC]) which shall render a decision after

proper hearing of the issues. The decision of the Council

shall be final and binding on the contending parties.

SECTION 2. Complaints and grievances may exist

between

and

among

individual

employees

and

Supervisor/Management and between the Management

and the Recognized Negotiating/Bargaining Unit on any

and

all

matters

which

give

rise

to

employees

dissatisfaction.

SECTION 3. Employees shall have the right to present

their complaints and/or grievances to the management

and have them settled as expeditiously as possible in the

best

interest

of

the

employee

concerned,

union/association,

agency/organization

and

the

government as a whole.

SECTION

4.

Each

department

and

agency

shall

promulgate

rules

and

regulations

governing

the

expeditious, fair and equitable settlement of employees'

complaints and/or grievances in accordance with the

policies provided by law.

SECTION

5.

Each

department

or

agency

shall

establish a grievance procedure which shall conform with

the following principles:

(a) An employee/union may, without resorting to

formal

grievance

procedures,

discuss

informally

any

© Compiled by RGL

137 of 162