Query: How should a complaint filed with the grievance committee for alleged shouting and belittling be handled?

In the Philippines, workplace harmony is crucial, and the law provides mechanisms to address disputes that may disrupt this environment. When an employee files a complaint against another for alleged misconduct such as shouting and belittling, it typically triggers the internal grievance machinery of the company.

Legal Framework and Guidelines:

Labor Code of the Philippines: Under the Labor Code, employers are required to establish procedures for resolving grievances in the workplace. This includes complaints about employee behavior that may undermine dignity or respect.
Department of Labor and Employment (DOLE) Guidelines: DOLE provides additional guidelines on handling workplace disputes through fair and transparent processes. This often involves a grievance committee or similar body within the organization.

Steps in Handling Grievances:

Filing of Complaint: The complainant must file a written complaint detailing the incident, including times, dates, and any witnesses. This complaint is submitted to the grievance committee or HR department.
Acknowledgment and Assessment: The committee acknowledges receipt of the complaint and assesses its validity based on preliminary evidence.
Investigation: If the complaint warrants further action, an investigation is launched. This includes interviewing the involved parties and witnesses, and gathering relevant evidence.
Hearing: Both parties may be asked to attend a hearing to present their sides of the story, often accompanied by representation if desired.
Resolution and Decision: Based on the investigation and hearing, the grievance committee makes a decision. The decision can range from dismissal of the complaint, mediation and reconciliation, to disciplinary actions against the perpetrator if the complaint is substantiated.

Employee Rights and Protection:

Right to Fair Hearing: Both parties in the grievance have the right to a fair hearing and to present their case. This is critical to ensure that all facts are considered before any decision is made.
Protection from Retaliation: The complainant is protected by law from retaliation. Any retaliatory action by the accused or by the company can lead to additional charges and penalties.

Conclusion: The grievance process is designed to resolve issues internally and restore workplace harmony. Companies must handle these complaints seriously and impartially to ensure fair treatment of all employees. This process not only supports the affected individuals but also upholds the integrity of the workplace. Employees who feel that their grievance has not been adequately addressed may seek further advice or assistance from DOLE or legal professionals to ensure their rights are protected.