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员工绩效考核薪资调整发生争执解決方式EmployeePerformancePayDisputeResolutionI.Purpose目的Companyemployeeshavetherighttoahearingtoreviewandresolvedisputesconcerningperformanceratingsand/orperformancepaydecisions.針對績效考核成績或績效考核調薪的決定有爭議時，公司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的方法.PerformancepaydisputesmustberesolvedbyutilizingtheCompanyPerformancePayDisputeResolutionprocedure.績效考核調薪的決定有爭議時，應運用公司績效考核調薪爭議處理程序辦理.However,disputesallegingdiscriminationwillbeprocessedthroughtheCompanyGrievanceandAppealpolicyandprocedure.然而,如果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.II.CoveredEmployees適用員工AllCompanyemployeesarecovered.適用公司全體員工.III.Procedure作業程序A.DisputeFilingTofileforareviewofaperformancepayissue,theCompanyemployeemustcontacttheDivisionofHumanResourceswithin15workdaysofreceivingwrittennotificationoftheperformanceappraisalratingand/orperformancepaydecision,andcompleteanPayDisputeResolutionForm.A.爭議案件提出為了提出重審績效考核調薪爭議案，公司員工必須在收到績效考核成績及績效考核調薪正式通知的15天之內向人力資源處遞交薪資爭議調解申請表。DecisionsresultingfromtheCompanyPerformancePayDisputeResolutionProcedurearefinalandcannotbeappealedbeyondtheCompanylevel.如果經過公司績效考核調薪爭議調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員工有權申訴爭議ACompanyemployee'srighttoappealaperformanceratingisstatedontheCompanyPerformanceAppraisalandWorkPlanform.公司員工有權針對績效考核成績評定提出申訴，有關規定記載於公司績效考核和工作計劃表格中。Companyemployeeswhoareeligibleforaperformancepayincreasemustreceivenoticeofappealrightsuponnotificationofwhetherornottheywillreceiveanincreaseand/orwhentheyareadvisedoftheamountofincreasetheywillreceive.符合績效考核調薪資格的公司員工在確定是否將獲得績效考核調薪及將獲得調薪的確切金額後，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薪爭議規定中，爭議的任一方都可以要求選擇一位同事陪同他們參加及出席爭議相關的會議及聽證會。TheassistantmustbeacompanyemployeewhohasnoactivedisciplinaryactiononfileandhascompletedtrainingprovidedbyHumanResources.該名助理必須是公司員工，沒有違反公司的現行紀律在案和接受人力資源部的相關訓練。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者或代言人。Thedisputeassistantmaynotserveasawitnessinthecase.該名助理不能擔任本案中的證人.b.Anemployeemayvolunteertobeadisputeassistantnomorethantwiceinacalendaryear.b公司員工可以自願要求擔任爭議助理，但一年不超過兩次。Theassistantmustobtainpriormanagementapprovalforanytimeawayfromworkwhilefunctioninginthiscapacity.爭議助理必須事先獲得主管批准，才能離開工作崗位行使相關職權。c.Managementshouldmakeeveryefforttoaccommodatearequestbyanemployeetoserveasadisputeassistant.主管應該協助提出請求的員工做好爭議助理的工作。However,ifallowingthiswouldinterferewiththeproperperformanceoftheemployee'sregularjobresponsibilities,managementdoeshavetherighttodenythisrequest.然而，假如該員工擔任爭議助理會影響到其本身的正常工作職責，單位主管可以拒絕該員工的請求。HumanResourceswillprovidetrainingforemployeesvolunteeringtobedisputeassistants.人力資源部將為自願擔任爭議助理的員工提供訓練.AlistoftrainedvolunteerswillbemaintainedbyHumanResourcesandprovidedtothepartiesinaCompanyPerformancePaydisputeasrequested.爭議任何一方申請公司績效考核調薪爭議調解時，人力資源部會提供曾受過此項訓練的員工名單提供雙方做參考。2.Step1a.Step1designee第一階相關主管Normally,thesupervisorisdesignatedtoconducttheStep1review.通常主管先要對申請案做審查.Wherethedisputedoesnotfallwithintheadministrativeordecision-makingauthorityoftheimmediatesupervisor,orwhereotherfactorsprecludeassignmenttotheimmediatesupervisor,theHumanResourcesPerformancePayDisputeCoordinatorshall,within48hoursofreceiptofthedispute,referthedisputetothelowestlevelsupervisorwithadministrativeordecision-makingauthority.當爭議不屬於直屬主管的行政裁量權及決策權限範圍內，或有某些因素妨礙直屬主管執行這方面的決策，人力資源部績效考核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的申請表送交有此行政裁量權及決策權限的最低階層主管審查。Theemployeemustbenotifiedandgiventhebasisforthereferral.提出申訴的員工應該被通知並提供一些基本資料做參考。b.MeetingbetweenStep1designeeandemployee第一階相關主管與員工會議TheStep1designeemustmeetwiththeemployeewithin10workdaysofbeingnotifiedbytheHumanResourcesPerformancePayDisputeCoordinatorthatarequestforreviewofaperformancepayissuehasbeenreceived.第一階相關主管應於收到人力資源部績效考核調薪爭議協調員的通知，在十個工作天內與員工針對績效考核調薪爭議問題舉行會議。Thepurposeofthismeetingistoattempttoresolvethedisputeatthedepartmentordivisionlevel.此會議目的是希望在部門內將績效考核調薪爭議問題解決。c.NotificationofStep1decision第一階相關主管決定通知TheStep1designeemustinformtheemployeeinwritingofthedecisionwithin10workdaysoftheStep1meeting.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。Thisdecisionmustbereviewedandapprovedbytherelevantdepartmentheadpriortobeingprovidedtotheemployee.這項決定必須先經過部門主管的審查和核准後才能通知該員工。Iftheemployeeisstillreportingtowork,thewrittendecisionshallbehand-deliveredtohimorher.假如這位員工照常工作，這份書面決定應親手交給他或她本人。Otherwise,thewrittendecisionshallbesenttotheemployee'shomeviaovernightorcertifiedmail.不然的話，這份書面決定應以快遞或掛號郵件送達該員工的家。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,heorshemayrequesttoproceedto