(4) Grievance proceedings shall not be bound by legal rules and technicalities. Even verbal grievance must be acted upon expeditiously. The services of a legal counsel shall not be allowed; (5) A grievance shall be presented verbally or in writing in the first instance by the aggrieved party to his/her immediate supervisor. The latter shall, within three (3) working days from the date of presentation, inform verbally the aggrieved party of the corresponding action; (6) If the party being complained of is the immediate supervisor, the grievance shall be presented to the next higher supervisor; (7) A Grievance Committee shall be created by every agency/office and shall be composed of permanent officials and employees, whenever applicable, based on his/her integrity, probity sincerity and credibility; (8) The agency grievance committee shall develop and implement pro-active measures that would prevent grievance, such as employee assembly which shall be conducted at least every quarter, “talakayan”, counseling, HRD interventions and other similar activities; (9) The Human Resource Management Office, in collaboration with the agency Grievance Committee, shall conduct continuing information drive on grievance machinery among its officials and employees; (10) The Grievance Committee shall establish its own internal rules, procedures and strategies. Membership in the Committee shall be considered part of the members‟ regular duties; (11) The following cases are considered as work-related grievance which may be referred to the Committee: (a) Non-implementation of policies, practices and procedures on terms and conditions of employment fixed by law, including salaries, incentives, working hours, leave benefits and other related personnel concerns; (b) Non-implementation of policies, practices and procedures which affect the employees from recruitment to promotion, detail, transfer, retirement, termination, lay-off and other related issues that affect them; (c) Physical working conditions; (d) Interpersonal relationships and linkages; (e) Protest on appointment; and (f) All other matters giving rise to employee dissatisfaction and discontentment outside of those cases enumerated above. 214