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2) Bilis Aksyon Partner- is the counterpart Action Officer of the Civil Service
Commission under the Mamamayan Muna Program in every University pursuant to
CSC MC No. 3, s. 1994.

3) Grievance- a work related discontentment or dissatisfaction which had been
expressed verbally or in writing and which in the aggrieved employee’s opinion, has
been ignored or dropped without due consideration.

4) Grievance Machinery- a system or method of determining and finding the best way to
address the specific cause or causes of a grievance.

Modes of setting 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 help the disputing parties
develop or come out with an acceptable solution. He can even submit his own
proposal(s) for the settlement of disputes.

3) Arbitration- process whereby a third party (individual arbitrator), a board of
arbitrators, or an arbitration court not acting as a court, is empowered to make
decision which disposes of the dispute.

4) Voluntary- a method of settling dispute(s) by submitting the “controversy” 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.

5) Compulsory- a method resorted to when the dispute has become hardened and
irreconconciable and remains unresolved after exhausting all the available remedies
under existing laws and procedures.

IV. SCOPE

The Grievance Machinery shall be applies when the discontent or dissatisfaction arises from
the day-to-day working relationships between and among employees and management
actions finally taken by the University.

V. APPLICATION OF GRIEVANCE MACHINERY

The following instances shall be acted upon through the grievance machinery:

a) Non-implementation of policies, practices and procedures on economic and financial
issues and other terms and conditions employment fixed by law, including salaries,
incentives, working hours, leave benefits such as delay in the processing of overtime
pay, unreasonable withholding of salaries and inaction on application for leave;

b) Non-implementation of policies, practices and procedures which affects employees
from recruitment to promotion, detail, transfer, retirement, termination, lay-offs and
other related issues that affect them such as failure to observe selection process in
appointment and undue delay in the processing.