員工績效考核薪資調(diào)整發(fā)生爭執(zhí)解決方式文件

26/26職員績效考核薪資調(diào)整發(fā)生爭吵解決方式EmployeePerformancePayDisputeResolutionPurpose目的Companyemployeeshavetherighttoahearingtoreviewandresolvedisputesconcerningperformanceratingsand/orperformancepaydecisions.針對績效考核成績或績效考核調(diào)薪的決定有爭議時，公司員工有權(quán)要求舉辦聽證會重新審查爭議問題點(diǎn)及尋找解決爭議的方法.PerformancepaydisputesmustberesolvedbyutilizingtheCompanyPerformancePayDisputeResolutionprocedure.績效考核調(diào)薪的決定有爭議時，應(yīng)運(yùn)用公司績效考核調(diào)薪爭議處理程序辦理.However,disputesallegingdiscriminationwillbeprocessedthroughtheCompanyGrievanceandAppealpolicyandprocedure.然而,假如爭議牽涉到歧視問題，則將透過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.爭議案件提出為了提出重審績效考核調(diào)薪爭議案，公司員工必須在收到績效考核成績及績效考核調(diào)薪正式通知的15天之內(nèi)向人力資源處遞交薪資爭議調(diào)解申請表。DecisionsresultingfromtheCompanyPerformancePayDisputeResolutionProcedurearefinalandcannotbeappealedbeyondtheCompanylevel.假如經(jīng)過公司績效考核調(diào)薪爭議調(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)申訴爭議ACompanyemployee'srighttoappealaperformanceratingisstatedontheCompanyPerformanceAppraisalandWorkPlanform.公司員工有權(quán)針對績效考核成績評定提出申訴，有關(guān)規(guī)定記載於公司績效考核和工作計(jì)劃表格中。Companyemployeeswhoareeligibleforaperformancepayincreasemustreceivenoticeofappealrightsuponnotificationofwhetherornottheywillreceiveanincreaseand/orwhentheyareadvisedoftheamountofincreasetheywillreceive.符合績效考核調(diào)薪資格的公司員工在確定是否將獲得績效考核調(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爭議助理EachpartyinthedisputemayelecttoaskafellowemployeeofhisorherchoicetoassistorsupportbyaccompanyingthemtoanymeetingsorhearingheldinresponsetotheformalCompanyPerformancePayDispute.1.在正式的公司績效考核調(diào)薪爭議規(guī)定中，爭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議相關(guān)的會議及聽證會。TheassistantmustbeacompanyemployeewhohasnoactivedisciplinaryactiononfileandhascompletedtrainingprovidedbyHumanResources.該名助理必須是公司員工，沒有違反公司的現(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公司員工能夠自願要求擔(dān)任爭議助理，但一年不超過兩次。Theassistantmustobtainpriormanagementapprovalforanytimeawayfromworkwhilefunctioninginthiscapacity.爭議助理必須事先獲得主管批準(zhǔn)，才能離開工作崗位行使相關(guān)職權(quán)。c.Managementshouldmakeeveryefforttoaccommodatearequestbyanemployeetoserveasadisputeassistant.主管應(yīng)該協(xié)助提出請求的員工做好爭議助理的工作。However,ifallowingthiswouldinterferewiththeproperperformanceoftheemployee'sregularjobresponsibilities,managementdoeshavetherighttodenythisrequest.然而，假如該員工擔(dān)任爭議助理會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求。HumanResourceswillprovidetrainingforemployeesvolunteeringtobedisputeassistants.人力資源部將為自願擔(dān)任爭議助理的員工提供訓(xùn)練.AlistoftrainedvolunteerswillbemaintainedbyHumanResourcesandprovidedtothepartiesinaCompanyPerformancePaydisputeasrequested.爭議任何一方申請公司績效考核調(diào)薪爭議調(diào)解時，人力資源部會提供曾受過此項(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.通常主管先要對申請案做審查.Wherethedisputedoesnotfallwithintheadministrativeordecision-makingauthorityoftheimmediatesupervisor,orwhereotherfactorsprecludeassignmenttotheimmediatesupervisor,theHumanResourcesPerformancePayDisputeCoordinatorshall,within48hoursofreceiptofthedispute,referthedisputetothelowestlevelsupervisorwithadministrativeordecision-makingauthority.當(dāng)爭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，人力資源部績效考核調(diào)薪爭議協(xié)調(diào)員必須在接到申請書48小時內(nèi)將申請調(diào)解爭議的申請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)主管與員工會議TheStep1designeemustmeetwiththeemployeewithin10workdaysofbeingnotifiedbytheHumanResourcesPerformancePayDisputeCoordinatorthatarequestforreviewofaperformancepayissuehasbeenreceived.第一階相關(guān)主管應(yīng)於收到人力資源部績效考核調(diào)薪爭議協(xié)調(diào)員的通知，在十個工作天內(nèi)與員工針對績效考核調(diào)薪爭議問題舉行會議。Thepurposeofthismeetingistoattempttoresolvethedisputeatthedepartmentordivisionlevel.此會議目的是希望在部門內(nèi)將績效考核調(diào)薪爭議問題解決。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)於上述會議結(jié)束後十個工作天內(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)以快遞或掛號郵件送達(dá)該員工的家。Ifthereisanyneedtoextendthe10workdaydeadline，thedesigneemustnotifytheemployeeinwritingofthereasonforthedelayandthedatetheemployeewillreceivethewrittendecision.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(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收到書面決定的日期。CopiesofallcorrespondenceshallbesenttoHumanResources.所有相關(guān)來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.假如該員工對第一階段的決定不滿意或他在上述規(guī)定的時間內(nèi)沒有收到書面決定，他或她能夠要求進(jìn)行第二階段。該員工必須在收到或沒有收到書面決定十天內(nèi)以書面通知人力資源部績效考核調(diào)薪爭議協(xié)調(diào)員，希望進(jìn)行第二階段。假如沒有在10工作日截止時間內(nèi)提出，公司將視此爭議結(jié)案。3.Step2第二階段a.InStep2,oneofthestandingCompanyGrievanceandDisputePanelswillhearthedispute.在第二階段中公司抱怨和爭議申訴委員會將針對此爭議舉辦聽證會。ThePanelconsistsoffivemembers,ofwhichatleasttwomustbenon-supervisorypersonnel.這個委員會有五個成員，五位中至少二人是非主管階層的員工.TheHumanResourcesPerformancePayDisputeCoordinatorwillsetthedateandtimeofthehearingandtheemployeeandmanagementrepresentativewillbenotifiedofthedateandtimeofthehearing.人力資源部績效考核調(diào)薪爭議協(xié)調(diào)員將安排聽證會的日期和時間，同時也會通知該員工和主管的代表有關(guān)聽證會的日期和時間。b.RequesttoProceedtoStep2進(jìn)行第二階段的請求ArequesttomovetoStep2mustincludeaspecificwrittensummaryofallrelevantdocumentationandalistofanywitnesseswhocansubstantiatethedispute.請求進(jìn)行第二階段的爭議協(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)此爭議的證人。WitnesslistsmustbesubmittedtotheHumanResourcesPerformancePayDisputeCoordinatoratleastfiveworkdayspriortothedateofthehearing.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核調(diào)薪爭議協(xié)調(diào)員。ThestandingCompanyGrievanceandDisputePanelhastherighttorequestadditionalwitnessesandmayrefusetocallanywitnesswhosetestimonyhasnosignificantbearingonthecase.公司抱怨和爭議申訴委員會有權(quán)要求增加證人或拒絕呼叫任一證人，假如委員會認(rèn)為該證人的證詞與此案沒有重要關(guān)連的話。Anyrequestforanexceptiontotheone-weekdeadlinewillbeconsideredanddecidedbythePanel.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。Neithersidewillbepermittedrepresentationbyanattorney.任何一方都不容許由律師代表出席。c.HearingProceedings聽證會進(jìn)行AttendanceatanCompanyPerformancePayDisputehearingislimitedtothePanel,aHumanResources'representative,theemployeeandhisorherdisputeassistant,amanagementrepresentativeandadisputeassistant,aPublicSafetyrepresentative,andwitnesses(witnessesmayonlybeinthehearingroomwhiletestifying).出席公司績效考核調(diào)薪爭議聽證會的人員限制為委員會委員，一名人力資源部代表，該申訴員工和他的或她的爭議助理，主管代表和其爭議助理，一名公共安全代表和證人(證人能夠只在聽證會需要作證時出席)。Adisputeassistantmaynotaskquestionsofanyhearingparticipant,orcounselwithanyhearingparticipantduringthehearingproceedings.爭議助理不能問任何參與聽證會人員問題或在聽證會進(jìn)行中諮商任何參與聽證會人員。Nopersonwillberequiredtotestifyunderoath.沒有做作證誓約不得作證。Bothpartiesmustbeallowedtoappearinpersonbeforethereviewpanelbeforeafinaldecisionisrendered.雙方必須被允許在委員會做出決定前，親自出現(xiàn)在審查會議前充分說明。Theemployeemayspeakinhis/herownbehalf.該員工能夠?yàn)樽约赫f話。Nocomparativedata(i.e.referencetootheremployees)willbeallowedinreviewinganoverallperformanceappraisalrating.在審查績效考核評分時不得提及到其他員工的比較資料。Comparativedatamaybeusedinreviewingperformancepaydeci