It is important that employees feel heard and have non-judgmental conversation spaces within the organization to openly discuss their issues. Companies need to build a culture of empathy to enable employee expression, and this can be encouraged by HUMAN Resources by adhering to an open-door policy where an employee of the lowest bands and ranks has access to CXOs to address their grievances. As of June 30, 2018, DOLE had improved the operation of 1,177 GMs nationwide. In addition to the complaints mechanism, the Department has also improved the functioning of work management collaborations (LMC) in enterprises through a convergence programme with the National Wage and Productivity Commission, the Centre for Occupational Safety and Health, the Employee Compensation Commission and the Workers` Bureau with Special Concerns. Whether you are a group of people affected or an organization, preparing a complaint requires an investment of your financial and human resources. Once the complaint is submitted, you will need the resources to coordinate with the people involved and local, regional or international partners. You may need to respond to requests for additional research and information that may result in additional costs. In addition, you may have to pay travel expenses to attend meetings. Despite these costs, filing a complaint with a complaint mechanism is usually even cheaper than filing a lawsuit.
While grievance procedures are important in both unionized and non-unionized settings, companies must support their written policies with consistent measures if they are to maintain good relations with employees. For a complaint procedure to work, all parties must approach it with the attitude that it serves their mutual interests. Ideally, an effective grievance process will help management identify and resolve issues within a transaction before they cause serious problems. It can provide a means by which employees can communicate their concerns to senior management. In a union environment, a typical grievance procedure begins with an employee presenting a problem to their immediate supervisor within a certain period of time after the incident. The supervisor then has a fixed deadline to respond or forward the complaint that will be handled by the head of department. At this point, a union representative enters into negotiations on behalf of the employee. If the situation is still not resolved, the complaint continues in the chain of command with the plant manager and the president of the local. If the union does not follow the procedures at all times, the contract usually stipulates that it must drop the complaint. Conversely, the company is generally required to resolve the grievance in favour of the employee if management does not follow the procedures provided for in the collective agreement. Generally speaking, any dispute or controversy relating to the terms and conditions of employment that an employee or group of workers may submit to the employer may constitute a complaint even in the absence of a union or CBA.
According to this interpretation, any complaint, question or problem that an employee or group of workers wishes to raise or discuss with the employer with the aim of resolving it in accordance with the terms and conditions of employment constitutes a complaint. Sa ulat ng National Conciliation and Mediation Board (NCMB), sinabi ni Minister of Labour Silvestre Bello III na ang «Grievance machinery ay isang sistematikong pamamaraan para sa mapayapang pag-resolba ng di-pagkakaunawaan sa paggawa. Ito ay nagsisilbing daan ng komunikasyon para sa mga partido, at nagbibigay oportunidad para sa mangggagawa upang ipahayag ang kanilang mga alalahanin. If the complaint arises from the interpretation or application of the cost-benefit agreement, i.e. a complaint in the technical sense, it is subject to the complaint procedure: a formal set of steps agreed by the parties to a cost agreement. From a legal point of view, the complaints procedure is a mandatory part of every ABC. The way in which complaint mechanisms deal with complaints is also very different. Some are designed to solve problems through dialogue-based problem-solving methods, such as mediation. Others conduct investigations or findings of fact that lead to recommendations or statements. Finally, some mechanisms are responsible for imposing consequences on their results, such as.B. removal from the list, withdrawal of funds or exclusion from access to government services.
The term complaint also refers to any dispute or controversy arising from the terms of an employment relationship. Even in the absence of a union or CBA, Section 255 of the Philippine Labor Code states that an employee or group of workers may file complaints with their employer at any time. For complaint procedures to be effective, both parties should view them as a positive force that facilitates open discussion of issues. In some cases, grievance resolution becomes a kind of dashboard that reinforces an “us vs. them” mentality between work and management. In other cases, employees are reluctant to use the grievance process for fear of a division of responsibilities. Some studies have shown that employees who voice complaints tend to have lower performance ratings, promotion rates and subsequent work visits. This suggests that some employers may retaliate against workers who file complaints.