新编员工绩效考核薪资调整发生争执解决方式模板.doc

員工績效考评薪資調整發生爭執解決方法Employee Performance Pay Dispute Resolution I. Purpose 目标Company employees have the right to a hearing to review and resolve disputes concerning performance ratings and/or performance pay decisions.針對績效考评成績或績效考评調薪決定有爭議時，企业員工有權要求舉辦聽證會重新審查爭議問題點及尋找解決爭議方法.Performance pay disputes must be resolved by utilizing the Company Performance Pay Dispute Resolution procedure.績效考评調薪決定有爭議時，應運用企业績效考评調薪爭議處理程序辦理.However, disputes alleging discrimination will be processed through the Company Grievance and Appeal policy and procedure.然而,假如爭議牽涉到歧視問題，則將透過企业埋怨及申訴政策和程序辦理.II. Covered Employees 適用員工All Company employees are covered.適用企业全體員工.III. Procedure 作業程序A. Dispute Filing To file for a review of a performance pay issue, the Company employee must contact the Division of Human Resources within 15 workdays of receiving written notification of the performance appraisal rating and/or performance pay decision, and complete an Pay Dispute Resolution Form.A. 爭議案件提出為了提出重審績效考评調薪爭議案，企业員工必須在收到績效考评成績及績效考评調薪正式通知15天之內向人力資源處遞交薪資爭議調解申請表。Decisions resulting from the Company Performance Pay Dispute Resolution Procedure are final and cannot be appealed beyond the Company level.假如經過企业績效考评調薪爭議調解程序並做出最後決定，員工不得再向企业以外任何單位申訴。B. Notification of Right to Dispute 員工有權申訴爭議A Company employees right to appeal a performance rating is stated on the Company Performance Appraisal and Work Plan form.企业員工有權針對績效考评成績評定提出申訴，有關規定記載於企业績效考评和工作計劃表格中。Company employees who are eligible for a performance pay increase must receive notice of appeal rights upon notification of whether or not they will receive an increase and/or when they are advised of the amount of increase they will receive.符合績效考评調薪資格企业員工在確定是否將獲得績效考评調薪及將獲得調薪確切金額後，如有不滿才可提申訴案。1. Dispute Assistant 爭議助理Each party in the dispute may elect to ask a fellow employee of his or her choice to assist or support by accompanying them to any meetings or hearing held in response to the formal Company Performance Pay Dispute.1. 在正式企业績效考评調薪爭議規定中，爭議任一方全部能够要求選擇一位同事陪同她們參加及出席爭議相關會議及聽證會。The assistant must be a company employee who has no active disciplinary action on file and has completed training provided by Human Resources.該名助理必須是企业員工，沒有違反企业現行紀律在案和接收人力資源部相關訓練。a. The assistant is permitted to serve only in an advisory capacity, not as an advocate or spokesperson for the disputing employee or management.該名助理是容許提供諮詢工作，但不能做為爭議中任何一方辯護者或代言人。The dispute assistant may not serve as a witness in the case.該名助理不能擔任本案中證人.b. An employee may volunteer to be a dispute assistant no more than twice in a calendar year.b 企业員工能够自願要求擔任爭議助理，但十二个月不超過兩次。The assistant must obtain prior management approval for any time away from work while functioning in this capacity.爭議助理必須事先獲得主管同意，才能離開工作崗位行使相關職權。c. Management should make every effort to accommodate a request by an employee to serve as a dispute assistant.主管應該協助提出請求員工做好爭議助理工作。However, if allowing this would interfere with the proper performance of the employees regular job responsibilities, management does have the right to deny this request.然而，假如該員工擔任爭議助理會影響到其本身正常工作職責，單位主管能够拒絕該員工請求。Human Resources will provide training for employees volunteering to be dispute assistants.人力資源部將為自願擔任爭議助理員工提供訓練.A list of trained volunteers will be maintained by Human Resources and provided to the parties in a Company Performance Pay dispute as requested.爭議任何一方申請企业績效考评調薪爭議調解時，人力資源部會提供曾受過此項訓練員工名單提供雙方做參考。2. Step 1 a. Step 1 designee 第一階相關主管Normally, the supervisor is designated to conduct the Step 1 review.通常主管先要對申請案做審查.Where the dispute does not fall within the administrative or decision-making authority of the immediate supervisor, or where other factors preclude assignment to the immediate supervisor, the Human Resources Performance Pay Dispute Coordinator shall, within 48 hours of receipt of the dispute, refer the dispute to the lowest level supervisor with administrative or decision-making authority.當爭議不屬於直屬主管行政裁量權及決策權限範圍內，或有一些原因妨礙直屬主管執行這方面決策，人力資源部績效考评調薪爭議協調員必須在接到申請書48小時內將申請調解爭議申請表送交有此行政裁量權及決策權限最低階層主管審查。The employee must be notified and given the basis for the referral.提出申訴員工應該被通知並提供部分基础資料做參考。b. Meeting between Step 1 designee and employee 第一階相關主管與員工會議The Step 1 designee must meet with the employee within 10 workdays of being notified by the Human Resources Performance Pay Dispute Coordinator that a request for review of a performance pay issue has been received.第一階相關主管應於收到人力資源部績效考评調薪爭議協調員通知，在十個工作天內與員工針對績效考评調薪爭議問題舉行會議。The purpose of this meeting is to attempt to resolve the dispute at the department or division level.此會議目标是期望在部門內將績效考评調薪爭議問題解決。c. Notification of Step 1 decision 第一階相關主管決定通知The Step 1 designee must inform the employee in writing of the decision within 10 workdays of the Step 1 meeting.第一階相關主管應於上述會議結束後十個工作天內以書面正式通知該員工其決定。This decision must be reviewed and approved by the relevant department head prior to being provided to the employee.這項決定必須先經過部門主管審查和核准後才能通知該員工。If the employee is still reporting to work, the written decision shall be hand-delivered to him or her.假如這位員工照常工作，這份書面決定應親手交給她或她本人。Otherwise, the written decision shall be sent to the employees home via overnight or certified mail.不然話，這份書面決定應以快遞或掛號郵件送達該員工家。If there is any need to extend the 10 workday deadline，the designee must notify the employee in writing of the reason for the delay and the date the employee will receive the written decision.假如無法在10工作日截止時間前提出書面決定，第一階相關主管必須以書面通知該員工，書面決定延遲理由和員工將會收到書面決定日期。Copies of all correspondence shall be sent to Human Resources.全部相關來往信件均須送一份副本到人力資源部。d. Satisfaction with Step 1 第一階段是否滿意If the employee is not satisfied with the Step 1 decision, or fails to receive a decision within the time frame specified above, he or she may request to proceed to Step 2. The employee must notify the Human Resources Performance Pay Dispute Coordinator, in writing, within 10 workdays of receipt of the Step 1 decision that he or she wishes to proceed to Step 2. Failure to request Step 2 by the 10 workday deadline will close the dispute.假如該員工對第一階段決定不滿意或她在上述規定時間內沒有收到書面決定，她或她能够要求進行第二階段。該員工必須在收到或沒有收到書面決定十天內以書面通知人力資源部績效考评調薪爭議協調員，期望進行第二階段。假如沒有在10工作日截止時間內提出，企业將視此爭議結案。3. Step 2 第二階段a. In Step 2, one of the standing Company Grievance and Dispute Panels will hear the dispute.在第二階段中企业埋怨和爭議申訴委員會將針對此爭議舉辦聽證會。The Panel consists of five members, of which at least two must be non-supervisory personnel.這個委員會有五個成員，五位中最少二人是非主管階層員工.The Human Resources Performance Pay Dispute Coordinator will set the date and time of the hearing and the employee and management representative will be notified of the date and time of the hearing.人力資源部績效考评調薪爭議協調員將安排聽證會日期和時間，同時也會通知該員工和主管代表有關聽證會日期和時間。b. Request to Proceed to Step 2 進行第二階段請求A request to move to Step 2 must include a specific written summary of all relevant documentation and a list of any witnesses who can substantiate the dispute.請求進行第二階段爭議協調必須包含全部相關文件明確書面摘要和能確實證實此爭議證人。Witness lists must be submitted to the Human Resources Performance Pay Dispute Coordinator at least five workdays prior to the date of the hearing.證人名單必須在聽證會舉辦五天前送交人力資源部績效考评調薪爭議協調員。The standing Company Grievance and Dispute Panel has the right to request additional witnesses and may refuse to call any witness whose testimony has no significant bearing on the case.企业埋怨和爭議申訴委員會有權要求增加證人或拒絕呼叫任一證人，假如委員會認為該證人證詞與此案沒相关键關連話。Any request for an exception to the one-week deadline will be considered and decided by the Panel.假如要求證人名單期限超過一星期，必須由委員會考慮和決定。Neither side will be permitted representation by an attorney.任何一方全部不容許由律師代表出席。c. Hearing Proceedings 聽證會進行Attendance at an Company Performance Pay Dispute hearing is limited to the Panel, a Human Resources representative, the employee and his or her dispute assistant, a management representative and a dispute assistant, a Public Safety representative, and witnesses (witnesses may only be in the hearing room while testifying).出席企业績效考评調薪爭議聽證會人員限制為委員會委員，一名人力資源部代表，該申訴員工和她或她爭議助理，主管代表和其爭議助理，一名公共安全代表和證人(證人能够只在聽證會需要作證時出席)。A dispute assistant may not ask questions of any hearing participant, or counsel with any hearing participant during the hearing proceedings.爭議助理不能問任何參與聽證會人員問題或在聽證會進行中諮商任何參與聽證會人員。No person will be required to testify under oath.沒有做作證誓約不得作證。Both parties must be allowed to appear in person before the review panel before a final decision is rendered.雙方必須被允許在委員會做出決定前，親自出現在審查會議前充足說明。The employee may speak in his/her own behalf.該員工能够為自己說話。No comparative data (i.e. reference to other employees) will be allowed in reviewing an overall performance appraisal rating.在審查績效考评評分時不得提及到其它員工比較資料。Comparative data may be used in reviewing performance pay decisions.其它員工比較資料或許能够在審查績效考评調薪決定上使用。d. The proceedings will be tape recorded as an administrative convenience to the review panel.為了方便整理行政檔案，聽證會進行中可錄影存證。At the conclusion of the deliberations, the tapes will be sent to HR Department for storage.在仔細檢查後，錄影帶將送到人力資源部貯藏.e. Notification of Step 2 decision 第二階段決定通知The Panel will take information from both the employee and managements representative and will make a written recommendation consistent with the information received, to the designee supervisor within 10 workdays of the hearing.委員會在收取員工及主管代表雙方資訊，將決定以書面寫成建議書在聽證會十個工作天內交給相關主管。A copy of this recommendation will be provided to Human Resources. recommendation or to adopt a different decision.一份建議書副本送到人力資源部，建議或另採決定。The designee supervisor may choose to meet with the employee prior to rendering a final decision.相關主管能够選擇在通知該員工委員會決定前，與員工先會面。The designee supervisor will inform all parties in writing of the final decision.相關主管將通知該員工委員會在書面上最後決定。