員工績(jī)效考核薪資調(diào)整發(fā)生爭(zhēng)執(zhí)解決方式文件

26/26職員績(jī)效考核薪資調(diào)整發(fā)生爭(zhēng)吵解決方式EmployeePerformancePayDisputeResolutionPurpose目的Companyemployeeshavetherighttoahearingtoreviewandresolvedisputesconcerningperformanceratingsand/orperformancepaydecisions.針對(duì)績(jī)效考核成績(jī)或績(jī)效考核調(diào)薪的決定有爭(zhēng)議時(shí)，公司員工有權(quán)要求舉辦聽(tīng)證會(huì)重新審查爭(zhēng)議問(wèn)題點(diǎn)及尋找解決爭(zhēng)議的方法.PerformancepaydisputesmustberesolvedbyutilizingtheCompanyPerformancePayDisputeResolutionprocedure.績(jī)效考核調(diào)薪的決定有爭(zhēng)議時(shí)，應(yīng)運(yùn)用公司績(jī)效考核調(diào)薪爭(zhēng)議處理程序辦理.However,disputesallegingdiscriminationwillbeprocessedthroughtheCompanyGrievanceandAppealpolicyandprocedure.然而,假如爭(zhēng)議牽涉到歧視問(wèn)題，則將透過(guò)公司抱怨及申訴的政策和程序辦理.CoveredEmployees適用員工AllCompanyemployeesarecovered.適用公司全體員工.Procedure作業(yè)程序DisputeFilingTofileforareviewofaperformancepayissue,theCompanyemployeemustcontacttheDivisionofHumanResourceswithin15workdaysofreceivingwrittennotificationoftheperformanceappraisalratingand/orperformancepaydecision,andcompleteanPayDisputeResolutionForm.爭(zhēng)議案件提出為了提出重審績(jī)效考核調(diào)薪爭(zhēng)議案，公司員工必須在收到績(jī)效考核成績(jī)及績(jī)效考核調(diào)薪正式通知的15天之內(nèi)向人力資源處遞交薪資爭(zhēng)議調(diào)解申請(qǐng)表。DecisionsresultingfromtheCompanyPerformancePayDisputeResolutionProcedurearefinalandcannotbeappealedbeyondtheCompanylevel.假如經(jīng)過(guò)公司績(jī)效考核調(diào)薪爭(zhēng)議調(diào)解的程序並做出最後決定，員工不得再向公司以外的任何單位申訴。B.NotificationofRighttoDispute員工有權(quán)申訴爭(zhēng)議ACompanyemployee'srighttoappealaperformanceratingisstatedontheCompanyPerformanceAppraisalandWorkPlanform.公司員工有權(quán)針對(duì)績(jī)效考核成績(jī)?cè)u(píng)定提出申訴，有關(guān)規(guī)定記載於公司績(jī)效考核和工作計(jì)劃表格中。Companyemployeeswhoareeligibleforaperformancepayincreasemustreceivenoticeofappealrightsuponnotificationofwhetherornottheywillreceiveanincreaseand/orwhentheyareadvisedoftheamountofincreasetheywillreceive.符合績(jī)效考核調(diào)薪資格的公司員工在確定是否將獲得績(jī)效考核調(diào)薪及將獲得調(diào)薪的確切金額後，如有不滿才可提申訴案。1.DisputeAssistant爭(zhēng)議助理EachpartyinthedisputemayelecttoaskafellowemployeeofhisorherchoicetoassistorsupportbyaccompanyingthemtoanymeetingsorhearingheldinresponsetotheformalCompanyPerformancePayDispute.1.在正式的公司績(jī)效考核調(diào)薪爭(zhēng)議規(guī)定中，爭(zhēng)議的任一方都能夠要求選擇一位同事陪同他們參加及出席爭(zhēng)議相關(guān)的會(huì)議及聽(tīng)證會(huì)。TheassistantmustbeacompanyemployeewhohasnoactivedisciplinaryactiononfileandhascompletedtrainingprovidedbyHumanResources.該名助理必須是公司員工，沒(méi)有違反公司的現(xiàn)行紀(jì)律在案和同意人力資源部的相關(guān)訓(xùn)練。a.Theassistantispermittedtoserveonlyinanadvisorycapacity,notasanadvocateorspokespersonforthedisputingemployeeormanagement.該名助理是容許提供諮詢的工作，但不能做為爭(zhēng)議中任何一方的辯護(hù)者或代言人。Thedisputeassistantmaynotserveasawitnessinthecase.該名助理不能擔(dān)任本案中的證人.b.Anemployeemayvolunteertobeadisputeassistantnomorethantwiceinacalendaryear.b公司員工能夠自願(yuàn)要求擔(dān)任爭(zhēng)議助理，但一年不超過(guò)兩次。Theassistantmustobtainpriormanagementapprovalforanytimeawayfromworkwhilefunctioninginthiscapacity.爭(zhēng)議助理必須事先獲得主管批準(zhǔn)，才能離開(kāi)工作崗位行使相關(guān)職權(quán)。c.Managementshouldmakeeveryefforttoaccommodatearequestbyanemployeetoserveasadisputeassistant.主管應(yīng)該協(xié)助提出請(qǐng)求的員工做好爭(zhēng)議助理的工作。However,ifallowingthiswouldinterferewiththeproperperformanceoftheemployee'sregularjobresponsibilities,managementdoeshavetherighttodenythisrequest.然而，假如該員工擔(dān)任爭(zhēng)議助理會(huì)影響到其本身的正常工作職責(zé)，單位主管能夠拒絕該員工的請(qǐng)求。HumanResourceswillprovidetrainingforemployeesvolunteeringtobedisputeassistants.人力資源部將為自願(yuàn)擔(dān)任爭(zhēng)議助理的員工提供訓(xùn)練.AlistoftrainedvolunteerswillbemaintainedbyHumanResourcesandprovidedtothepartiesinaCompanyPerformancePaydisputeasrequested.爭(zhēng)議任何一方申請(qǐng)公司績(jī)效考核調(diào)薪爭(zhēng)議調(diào)解時(shí)，人力資源部會(huì)提供曾受過(guò)此項(xiàng)訓(xùn)練的員工名單提供雙方做參考。2.Step1a.Step1designee第一階相關(guān)主管Normally,thesupervisorisdesignatedtoconducttheStep1review.通常主管先要對(duì)申請(qǐng)案做審查.Wherethedisputedoesnotfallwithintheadministrativeordecision-makingauthorityoftheimmediatesupervisor,orwhereotherfactorsprecludeassignmenttotheimmediatesupervisor,theHumanResourcesPerformancePayDisputeCoordinatorshall,within48hoursofreceiptofthedispute,referthedisputetothelowestlevelsupervisorwithadministrativeordecision-makingauthority.當(dāng)爭(zhēng)議不屬於直屬主管的行政裁量權(quán)及決策權(quán)限範(fàn)圍內(nèi)，或有某些因素妨礙直屬主管執(zhí)行這方面的決策，人力資源部績(jī)效考核調(diào)薪爭(zhēng)議協(xié)調(diào)員必須在接到申請(qǐng)書48小時(shí)內(nèi)將申請(qǐng)調(diào)解爭(zhēng)議的申請(qǐng)表送交有此行政裁量權(quán)及決策權(quán)限的最低階層主管審查。Theemployeemustbenotifiedandgiventhebasisforthereferral.提出申訴的員工應(yīng)該被通知並提供一些差不多資料做參考。b.MeetingbetweenStep1designeeandemployee第一階相關(guān)主管與員工會(huì)議TheStep1designeemustmeetwiththeemployeewithin10workdaysofbeingnotifiedbytheHumanResourcesPerformancePayDisputeCoordinatorthatarequestforreviewofaperformancepayissuehasbeenreceived.第一階相關(guān)主管應(yīng)於收到人力資源部績(jī)效考核調(diào)薪爭(zhēng)議協(xié)調(diào)員的通知，在十個(gè)工作天內(nèi)與員工針對(duì)績(jī)效考核調(diào)薪爭(zhēng)議問(wèn)題舉行會(huì)議。Thepurposeofthismeetingistoattempttoresolvethedisputeatthedepartmentordivisionlevel.此會(huì)議目的是希望在部門內(nèi)將績(jī)效考核調(diào)薪爭(zhēng)議問(wèn)題解決。c.NotificationofStep1decision第一階相關(guān)主管決定通知TheStep1designeemustinformtheemployeeinwritingofthedecisionwithin10workdaysoftheStep1meeting.第一階相關(guān)主管應(yīng)於上述會(huì)議結(jié)束後十個(gè)工作天內(nèi)以書面正式通知該員工其決定。Thisdecisionmustbereviewedandapprovedbytherelevantdepartmentheadpriortobeingprovidedtotheemployee.這項(xiàng)決定必須先經(jīng)過(guò)部門主管的審查和核準(zhǔn)後才能通知該員工。Iftheemployeeisstillreportingtowork,thewrittendecisionshallbehand-deliveredtohimorher.假如這位員工照常工作，這份書面決定應(yīng)親手交給他或她本人。Otherwise,thewrittendecisionshallbesenttotheemployee'shomeviaovernightorcertifiedmail.不然的話，這份書面決定應(yīng)以快遞或掛號(hào)郵件送達(dá)該員工的家。Ifthereisanyneedtoextendthe10workdaydeadline，thedesigneemustnotifytheemployeeinwritingofthereasonforthedelayandthedatetheemployeewillreceivethewrittendecision.假如無(wú)法在10工作日截止時(shí)間前提出書面決定，第一階相關(guān)主管必須以書面通知該員工，書面決定延遲的理由和員工將會(huì)收到書面決定的日期。CopiesofallcorrespondenceshallbesenttoHumanResources.所有相關(guān)來(lái)往信件均須送一份副本到人力資源部。d.SatisfactionwithStep1第一階段是否滿意IftheemployeeisnotsatisfiedwiththeStep1decision,orfailstoreceiveadecisionwithinthetimeframespecifiedabove,heorshemayrequesttoproceedtoStep2.TheemployeemustnotifytheHumanResourcesPerformancePayDisputeCoordinator,inwriting,within10workdaysofreceiptoftheStep1decisionthatheorshewishestoproceedtoStep2.FailuretorequestStep2bythe10workdaydeadlinewillclosethedispute.假如該員工對(duì)第一階段的決定不滿意或他在上述規(guī)定的時(shí)間內(nèi)沒(méi)有收到書面決定，他或她能夠要求進(jìn)行第二階段。該員工必須在收到或沒(méi)有收到書面決定十天內(nèi)以書面通知人力資源部績(jī)效考核調(diào)薪爭(zhēng)議協(xié)調(diào)員，希望進(jìn)行第二階段。假如沒(méi)有在10工作日截止時(shí)間內(nèi)提出，公司將視此爭(zhēng)議結(jié)案。3.Step2第二階段a.InStep2,oneofthestandingCompanyGrievanceandDisputePanelswillhearthedispute.在第二階段中公司抱怨和爭(zhēng)議申訴委員會(huì)將針對(duì)此爭(zhēng)議舉辦聽(tīng)證會(huì)。ThePanelconsistsoffivemembers,ofwhichatleasttwomustbenon-supervisorypersonnel.這個(gè)委員會(huì)有五個(gè)成員，五位中至少二人是非主管階層的員工.TheHumanResourcesPerformancePayDisputeCoordinatorwillsetthedateandtimeofthehearingandtheemployeeandmanagementrepresentativewillbenotifiedofthedateandtimeofthehearing.人力資源部績(jī)效考核調(diào)薪爭(zhēng)議協(xié)調(diào)員將安排聽(tīng)證會(huì)的日期和時(shí)間，同時(shí)也會(huì)通知該員工和主管的代表有關(guān)聽(tīng)證會(huì)的日期和時(shí)間。b.RequesttoProceedtoStep2進(jìn)行第二階段的請(qǐng)求ArequesttomovetoStep2mustincludeaspecificwrittensummaryofallrelevantdocumentationandalistofanywitnesseswhocansubstantiatethedispute.請(qǐng)求進(jìn)行第二階段的爭(zhēng)議協(xié)調(diào)必須包括所有相關(guān)文件明確的書面摘要和能確實(shí)證實(shí)此爭(zhēng)議的證人。WitnesslistsmustbesubmittedtotheHumanResourcesPerformancePayDisputeCoordinatoratleastfiveworkdayspriortothedateofthehearing.證人名單必須在聽(tīng)證會(huì)舉辦五天前送交人力資源部績(jī)效考核調(diào)薪爭(zhēng)議協(xié)調(diào)員。ThestandingCompanyGrievanceandDisputePanelhastherighttorequestadditionalwitnessesandmayrefusetocallanywitnesswhosetestimonyhasnosignificantbearingonthecase.公司抱怨和爭(zhēng)議申訴委員會(huì)有權(quán)要求增加證人或拒絕呼叫任一證人，假如委員會(huì)認(rèn)為該證人的證詞與此案沒(méi)有重要關(guān)連的話。Anyrequestforanexceptiontotheone-weekdeadlinewillbeconsideredanddecidedbythePanel.假如要求證人名單期限超過(guò)一星期，必須由委員會(huì)考慮和決定。Neithersidewillbepermittedrepresentationbyanattorney.任何一方都不容許由律師代表出席。c.HearingProceedings聽(tīng)證會(huì)進(jìn)行AttendanceatanCompanyPerformancePayDisputehearingislimitedtothePanel,aHumanResources'representative,theemployeeandhisorherdisputeassistant,amanagementrepresentativeandadisputeassistant,aPublicSafetyrepresentative,andwitnesses(witnessesmayonlybeinthehearingroomwhiletestifying).出席公司績(jī)效考核調(diào)薪爭(zhēng)議聽(tīng)證會(huì)的人員限制為委員會(huì)委員，一名人力資源部代表，該申訴員工和他的或她的爭(zhēng)議助理，主管代表和其爭(zhēng)議助理，一名公共安全代表和證人(證人能夠只在聽(tīng)證會(huì)需要作證時(shí)出席)。Adisputeassistantmaynotaskquestionsofanyhearingparticipant,orcounselwithanyhearingparticipantduringthehearingproceedings.爭(zhēng)議助理不能問(wèn)任何參與聽(tīng)證會(huì)人員問(wèn)題或在聽(tīng)證會(huì)進(jìn)行中諮商任何參與聽(tīng)證會(huì)人員。Nopersonwillberequiredtotestifyunderoath.沒(méi)有做作證誓約不得作證。Bothpartiesmustbeallowedtoappearinpersonbeforethereviewpanelbeforeafinaldecisionisrendered.雙方必須被允許在委員會(huì)做出決定前，親自出現(xiàn)在審查會(huì)議前充分說(shuō)明。Theemployeemayspeakinhis/herownbehalf.該員工能夠?yàn)樽约赫f(shuō)話。Nocomparativedata(i.e.referencetootheremployees)willbeallowedinreviewinganoverallperformanceappraisalrating.在審查績(jī)效考核評(píng)分時(shí)不得提及到其他員工的比較資料。Comparativedatamaybeusedinreviewingperformancepaydeci