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1、員工績效考核薪資調整發生爭執解決方式Employee Performance Pay Dispute Resolution I. Purpose 目的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.Performance pay disputes mus
2、t be resolved by utilizing the Company Performance Pay Dispute Resolution procedure.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, disputes alleging discrimination will be processed through the Company Grievance and Appeal policy and procedure.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. Covered Employees 適用員
3、工All Company employees are covered.適用公司全體員工.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 performa
4、nce 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。Decisions resulting from the Company Performance Pay Dispute Resolution Procedure are final and cannot be appealed beyond the Company level.如果經過公司績效考核調薪爭議調解的程序並做出最
5、後決定，員工不得再向公司以外的任何單位申訴。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.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。Company employees who are eligible for a performance pay increase mu
6、st 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. Dispute Assistant 爭議助理Each party in the dispute may elect to ask a fel
7、low 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。The assistant must be a company employee who has no active disciplinary act
8、ion on file and has completed training provided by Human Resources.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. 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的工作，但不能做為爭議中任何一方的辯護者或代言人。The dispute a
9、ssistant may not serve as a witness in the case.該名助理不能擔任本案中的證人.b. An employee may volunteer to be a dispute assistant no more than twice in a calendar year.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。The assistant must obtain prior management approval for any time away from work while functioning in this capacity.爭
10、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. 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的員工做好爭議助理的工作。However, if allowing this would interfere with the proper performance of the employees regular job responsibilities, management does have
11、 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的正常工作職責，單位主管可以拒絕該員工的請求。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的員工提供訓練.A list of trained volunteers will be maintained by Human Resources and provided to the parties in a Company Per
12、formance Pay dispute as requested.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. 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 imme
13、diate 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
14、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。The employee must be notified and given the basis for the referral.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. 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 emplo
15、yee 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。The purpose of this meeting is to attempt to resolve the dispute at the
16、 department or division level.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. 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
