員工績效考核薪資調整發生爭執解決方式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...
