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

Basahin sa Filipino

On October 23, 2025, the Ateneo Employees and Workers Union filed a Notice of Strike for alleged Unfair Labor Practice by the University.

University Position

The University categorically refutes the allegation made by the Ateneo Employees and Workers Union (AEWU) that Unfair Labor Practice (ULP) has supposedly been perpetrated by the University in disciplining the AEWU President, Vice President, other officers and certain members..

The disciplinary measures are not retaliatory, nor are they meant to interfere with legitimate union activities and did not violate any provisions of the Collective Bargaining Agreement (CBA). Sanctions have been imposed following due process and based on substantiated findings of violations of University rules and policies, namely: willful disobedience, insubordination, and the conduct of unauthorized activities during work hours—offenses that disrupt university operations and violate lawful management directives.

The University affirms that the CBA entered into by the University and AEWU does not exempt Union Officers and its members from compliance with University policies or the consequences of disciplinary breaches, and accountability for any violations committed.

Rationale and Objectives of the Work Rotation Program

The Work Rotation Program is a developmental and capacity-building initiative implemented within the Housekeeping Services Section (HSS) of the Custodial Services Group, Central Facilities and Management Office (CFMO), to enhance flexibility, morale, and professional growth. It is not at all a punitive measure.

During a consultation held by administrators with HSS members (all of whom are members of AEWU) on April 17, 2024, the following items were discussed.

• Overview of the rotation
• Concerns and challenges it seeks to address
• Objectives, mechanics, and implementation timeline
• Expected results and sustainability
• Employee benefits (“What’s in it for me?”)

The objectives of the rotation include:

1. Broader employee experience and capability
2. Improved motivation and job satisfaction
3. Deeper teamwork and awareness of individual strengths
4. Promotion of well-being and prevention of burnout
5. Enhanced flexibility and capacity building
6. Better placement and performance optimization
7. Succession planning and workforce development

During a formal dialogue between CFMO administrators and Union Officers, in the presence of UHROSS as facilitators, on May 31, 2024, the Union, through its officers, members agreed to comply with the rotation initiative though declaring it to be “under protest”.

Consultation and acknowledgment unequivocally took place before the implementation of the rotation program.

 Chronology of events leading to the imposition of disciplinary sanctions

• March–April 2024: Consultations and transparent drawlots conducted for equitable assignment; zone teammates were even allowed to negotiate and agree with their partners on who will move to another zone.
• April 17, 2024: Rotation orientation and full explanation to staff.
• May 31, 2024: AEWU and CFMO dialogue, in the presence of UHROSS; the Union agreed to comply under protest.
• August 21–29, 2024: Stakeholder roadshows and recap sessions held; Phase 1 Rotation Memo released.
• September 2–7, 2024: Walkthroughs and shadowing sessions conducted (with overtime pay for those who will do shadowing).
• September 5, 2024: AEWU officers and members held unauthorized assemblies during work hours.
• September 9, 2024: Rotation officially began; (51) maintenance personnel refused to comply. In the afternoon, AEWU submitted a letter of acceptance “with reservation” to the CFMO Director.
• September 10, 2024: AEWU filed a grievance regarding the rotation program, which was received and acknowledged by UHROSS.
• September 16-18, 2024: Notices of Charge (NOC) were issued to the 51 maintenance personnel who did not comply with the rotation directive on the first day of implementation of the rotation scheme.
• October 28, 2024: Notices of Charge (NOC) were issued on different dates relative to the September 5, 2024 incident of conduct of unauthorized assemblies.

Administrative Findings and Actions

September 9 Incident (Day 1 of Rotation)

Infractions: engaging in sabotage, insubordination, and willful disobedience

Following the investigation, 51 maintenance personnel were found guilty of insubordination and willful disobedience.

• 50 employees received six-day suspensions, mitigated on humanitarian grounds.
• 1 employee received a sixteen-day suspension for violating a prior commitment to comply with the rotation directive.

September 5 Incident (Unauthorized Meeting / Consultation)

Infractions: loitering, attending to personal business during work hours, and holding, conducting, or participating in a non-work-related meeting without prior permission from the unit head

A total of 48 non-Union Officers were charged for loitering and conducting non-work-related meetings during office hours.

• Charges against 18 employees were dropped.
• 30 employees were found guilty — 27 received one-day suspensions, while 3 were issued formal warnings.

Disciplining of Union Officers among the Employees

• Officers' suspension ranged from 1 day to 10 days for conducting unauthorized meetings during work hours.
• Protocols on seeking permission to conduct meetings are in place and have been observed by the Union until this particular meeting.

All suspensions were imposed after a full observance of administrative due process; (written notices, hearings, and decisions) as prescribed in the Employee Code of Discipline.

The scheduling of some of the suspensions was adjusted in order to accommodate the availment of Union Leaves by certain sanctioned employees.

Findings

Evidence establishes that:

1. The Work Rotation was lawfully conceived and extensively communicated.
2. Before its implementation in September 2024, AEWU was consulted in May 2024 and they agreed to comply with the initiative, albeit under protest.
3. Disciplinary sanctions are based on individual acts of defiance and misconduct, not union activity.
4. Due process was and continues to be followed at all stages.
5. Sanctions are proportionate to the gravity of each infraction.

Accordingly, the University’s actions were and are justified and lawful and do not constitute Unfair Labor Practice (ULP).

On the Notice of Strike and the Abuse of Process 

The AEWU President and Vice President each submitted their own letters of appeal regarding their respective sanctions to the University President. Both letters were dated October 21, 2025, and were received on October 22, 2025. The following day, October 23, 2025, while on Union Leave with Pay to attend a seminar on unionism, the AEWU President filed a Notice of Strike with the Department of Labor and Employment (DOLE).

The University recognizes and respects the Union’s right to resort to strikes under legally-substantiated circumstances. However, when this remedy is sought not to redress a genuine labor grievance but to compel the University to reconsider or commute sanctions that were properly imposed through due process, it undermines both good-faith labor relations and the very principles of unionism itself.

Conclusion

In light of the foregoing, the University maintains that its actions were lawful, transparent, and grounded in due process. The Work Rotation Program was a legitimate, well-consulted initiative aimed at employee development and organizational improvement. The disciplinary actions that followed were specific responses to acts of willful defiance, established through evidence and procedure—not reprisals against union activity.

The subsequent filing of a Notice of Strike therefore appears misplaced, as it seems intended to challenge or influence the outcome of a disciplinary process that had already followed due process and established procedures.

The University therefore stands by the integrity of its process and the fairness of its decisions. At the same time, it remains open to dialogue and cooperation with the AEWU in the spirit of shared accountability, mutual respect, and service to the community and industrial peace..

In affirming these principles, the University continues to pursue its mission of forming a workplace that is just, humane, and faithful to the values of truth, fairness, and the common good.