Understanding the Notice of Strike and the Work Rotation Issue

Basahin sa Filipino

Clarifying facts, reaffirming due process, and ensuring our community stays informed

1. What is this issue all about?

On October 23, 2025, the Ateneo Employees and Workers Union (AEWU) filed a Notice of Strike, alleging that the University committed Unfair Labor Practice (ULP) in imposing disciplinary sanctions on several union officers and members.

The University firmly denies this allegation. The disciplinary actions were not retaliatory, but the result of due process following violations of University policies, including willful disobedience, insubordination, and the conduct of unauthorized meetings during work hours.

2. What exactly led to these disciplinary measures?

The issue stems from the Work Rotation Program in the Custodial Services Group, which was designed to enhance flexibility, morale, and professional development.

Consultations with all those who were to be involved in the program were held as early as April 2024, followed by dialogues and orientations in May, August, and September 2024.

While the Union expressed reservations and agreed to observe the rotation program “under protest,” they still acknowledged it before its implementation.

However, some officers and members eventually refused to comply with the initial implementation of the work rotation scheduled in early September and held unauthorized assemblies during work hours, while others readily complied and moved to their new zones of service. These gatherings reflected a concerted effort not to follow the rotation schedule, which was discussed during the assemblies called by the officers. It should be noted that both the Union and the University Administration observe established protocols for the scheduling and approval or denial of union meetings. 

The disciplinary measures that followed were based on individual acts of defiance of a lawful order and the resulting disruption of operations, and not on union activities.

3. Is the Work Rotation Program punitive or unfair?

Neither. The Work Rotation Program is a capacity-building initiative developed to:

• Broaden experience and capability
• Improve motivation and teamwork
• Promote well-being and reduce burnout
• Strengthen workforce flexibility and career growth

It was the subject of consultations conducted and explanations made multiple times to various stakeholders before implementation. Participation was determined transparently through drawing of lots and mutual agreements among workers.

4. Have the union officers been punished because of their union roles?

No. Their suspensions are not related to their being union officers, but because they conducted unauthorized meetings during work hours and/or initially failed to comply with the rotation directive, in violation of existing workplace policies.

Protocols for holding union meetings have long been in place and were previously followed by the Union. 

The sanctions imposed on all employees found liable for either or both sets of violations range from 1 to 10 days and came after observance of due process, including written notices, hearings, and decisions.

5. Were non-officers of the union also disciplined?

Yes. Both union officers and non-officers were subject to disciplinary action, following due process and based on evidence gathered during the investigation.

Two disciplinary cases were filed: the first for non-compliance with the work rotation scheme, and the second for holding unauthorized meetings during work hours.

In the first case, 51 maintenance staff were found to have committed insubordination, willful disobedience, and sabotage.

• 50 staff were given a six-day suspension, mitigated on humanitarian grounds.
• 1 staff received a 16-day suspension for also attending the May 31, 2024 meeting with UHROSS.

In the second case, involving unauthorized meetings, both officers and non-officers were investigated.

• 18 non-officers had their charges dropped.
• 30 non-officers were found liable for loitering, attending to personal business, and/or holding non-work-related meetings: 27 received a one-day suspension, and 3 received a warning after showing remorse.

The same due process and disciplinary standards were applied equally to both officers and non-officers.

6. What is the Notice of Strike filed by the AEWU about?

The Ateneo Employees and Workers Union (AEWU) filed a Notice of Strike with the Department of Labor and Employment (DOLE) one day after its president and vice president submitted their respective appeals to University management regarding the disciplinary sanctions imposed on them.

At the time, the union president was on Union Leave with Pay to attend a seminar on unionism. The sequence of events indicates that the filing of the Notice of Strike may have been related to the ongoing disciplinary proceedings under appeal, rather than to a new or separate labor grievance.

The right to strike is and continues to be respected. But it should not be used to shield anyone, particularly union officers, from accountability or to pressure the University into reversing its lawful actions.

7. Who actually benefits from this strike?

The strike would appear to serve the personal interests of a few sanctioned officers rather than the welfare of the broader union membership.

• The disciplinary sanctions are individual, not collective.
• The rotation program benefits all housekeeping staff in terms of training, exposure, and growth.
• The strike threatens these improvements and disrupts services that affect the entire community.

In short, the strike does not uplift the union as a whole — it jeopardizes jobs, pay continuity, and goodwill within the community.

8. Did the University follow due process?

Yes. Every step — from consultation to the disciplinary hearings — followed established procedures under the Employee Code of Discipline and the Collective Bargaining Agreement.

All sanctions are imposed based on findings established by evidence, proportionately imposed and fully documented.

9. What is the University’s position moving forward?

The University remains open to dialogue and respectful of the Union’s rights, in keeping with its long-standing commitment to fair, transparent, and constructive labor relations. It recognizes the Union as an important partner in promoting the welfare of employees and in advancing shared institutional goals. Dialogue, when grounded in good faith and mutual respect, is essential to sustaining a healthy and collaborative work environment.

10. What does this mean for the Ateneo community?

It means that the University continues to act in good faith and with due process, anchored in truth, fairness, and the common good. The community’s strength lies in dialogue grounded on facts and respect for procedure—not on threats, misinformation, or misplaced grievances. Ateneo remains committed to forming a just and humane workplace, upholding the rights of all, while ensuring that education and formation activities continue safely and without compromise.

Closing Message

The right to organize is recognized and protected — but it is equally important to uphold integrity and accountability. The University continues to welcome dialogue with the AEWU in the spirit of mutual respect, while ensuring that our shared mission of service, truth, and the common good remains at the heart of our actions.

Position Paper on the Alleged Unfair Labor Practice (ULP) in Relation to the Work Rotation and Disciplinary Actions Involving AEWU Officers and Members (28 Oct 2025)