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
Company employees have the right to a hearing to review and resolve disputes concerning performance ratings andor performance pay decisions
針對績效考核成績績效考核調薪決定爭議時公司員工權求舉
辦聽證會重新審查爭議問題點尋找解決爭議方法
Performance pay disputes must be resolved by utilizing the Company Performance Pay Dispute Resolution procedure
績效考核調薪決定爭議時應運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
然果爭議牽涉歧視問題則將透過公司抱怨申訴政策程序辦理
II Covered Employees 適員工
All Company employees are covered
適公司全體員工
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 andor performance pay decision and complete an Pay Dispute Resolution Form
A 爭議案件提出
為提出重審績效考核調薪爭議案公司員工必須收績效考核成績
績效考核調薪正式通知15天內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
果經過公司績效考核調薪爭議調解程序並做出後決定員工公司外單位申訴
B Notification of Right to Dispute 員工權申訴爭議
A Company employee's right to appeal a performance rating is stated on the Company Performance Appraisal and Work Plan form
公司員工權針對績效考核成績評定提出申訴關規定記載於公司績效考核
工作計劃表格中
Company employees who are eligible for a performance pay increase must receive notice of appeal rights upon notification of whether or not they will receive an increase andor when they are advised of the amount of increase they will receive
符合績效考核調薪資格公司員工確定否將獲績效考核調薪將獲調薪確切金額後滿提申訴案
1 Dispute Assistant 爭議助理
Each party in the dispute may elect to ask a fellow 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 正式公司績效考核調薪爭議規定中爭議方求選擇位事陪們參加出席爭議相關會議聽證會
The assistant must be a company employee who has no active disciplinary action on file and has completed training provided by Human Resources
該名助理必須公司員工沒違反公司現行紀律案接受力資源部相關訓練
a The assistant is permitted to serve only in an advisory capacity not as an advocate or spokesperson for the disputing employee or management
該名助理容許提供諮詢工作做為爭議中方辯護者代
言
The dispute assistant may not serve as a witness in the case
該名助理擔案中證
b An employee may volunteer to be a dispute assistant no more than twice in a calendar year
b 公司員工願求擔爭議助理年超過兩次
The assistant must obtain prior management approval for any time away from work while functioning in this capacity
爭議助理必須事先獲批准離開工作崗位行相關職權
c Management should make every effort to accommodate a request by an employee to serve as a dispute assistant
應該協助提出請求員工做爭議助理工作
However if allowing this would interfere with the proper performance of the employee's regular job responsibilities management does have the right to deny this request
然假該員工擔爭議助理會影響身正常工作職責單位拒絕該員工請求
Human Resources will provide training for employees volunteering to be dispute assistants
力資源部將為願擔爭議助理員工提供訓練
A list of trained volunteers will be maintained by Human Resources and provided to the parties in a Company Performance Pay dispute as requested
爭議方申請公司績效考核調薪爭議調解時力資源部會提供受過項訓練員工名單提供雙方做參考
2 Step 1
a Step 1 designee 第階相關
Normally the supervisor is designated to conduct the Step 1 review
通常先對申請案做審查
Where the dispute does not fall within the administrative or decisionmaking authority of the immediate 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 decisionmaking authority
當爭議屬於直屬行政裁量權決策權限範圍內某素妨礙直屬執行這方面決策力資源部績效考核調薪爭議協調員必須接申請書48時內將申請調解爭議申請表送交行政裁量權決策權限低階層審查
The employee must be notified and given the basis for the referral
提出申訴員工應該通知並提供基資料做參考
b Meeting between Step 1 designee and employee 第階相關與員工會議
The Step 1 designee must meet with the employee 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
第階相關應於收力資源部績效考核調薪爭議協調員通知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 department or division level
會議目希部門內將績效考核調薪爭議問題解決
c Notification of Step 1 decision 第階相關決定通知
The Step 1 designee must inform the employee in writing of the decision within 10 workdays of the Step 1 meeting
第階相關應於述會議結束後十個工作天內書面正式通知該員工決定
This decision must be reviewed and approved by the relevant department head prior to being provided to the employee
這項決定必須先經過部門審查核准後通知該員工
If the employee is still reporting to work the written decision shall be handdelivered to him or her
假這位員工常工作這份書面決定應親手交給
Otherwise the written decision shall be sent to the employee's home via overnight or certified mail
然話這份書面決定應快遞掛號郵件送達該員工家
If there is any need to extend the 10 workday deadlinethe designee must notify the employee in writing of the reason for the delay and the date the employee will receive the written decision
假無法10工作日截止時間前提出書面決定第階相關必須書面通知該員工書面決定延遲理員工將會收書面決定日期
Copies of all correspondence shall be sent to Human Resources
相關來信件均須送份副力資源部
d Satisfaction with Step 1 第階段否滿意
If the employee is not satisfied with the Step 1 decision or fails to receive a decision within the time frame specified above he or she may request to proceed to Step 2 The employee must notify the Human Resources Performance Pay Dispute Coordinator in writing within 10 workdays of receipt of the Step 1 decision that he or she wishes to proceed to Step 2 Failure to request Step 2 by the 10 workday deadline will close the dispute
假該員工對第階段決定滿意述規定時間內沒收書面決定求進行第二階段該員工必須收沒收書面決定十天內書面通知力資源部績效考核調薪爭議協調員希進行第二階段果沒10工作日截止時間內提出公司將視爭議結案
3 Step 2 第二階段
a In Step 2 one of the standing Company Grievance and Dispute Panels will hear the dispute
第二階段中公司抱怨爭議申訴委員會將針對爭議舉辦聽證會
The Panel consists of five members of which at least two must be nonsupervisory personnel
這個委員會五個成員五位中少二非階層員工
The Human Resources Performance Pay Dispute Coordinator will set the date and time of the hearing and the employee and management representative will be notified of the date and time of the hearing
力資源部績效考核調薪爭議協調員將安排聽證會日期時間時會通知該員工代表關聽證會日期時間
b Request to Proceed to Step 2 進行第二階段請求
A request to move to Step 2 must include a specific written summary of all relevant documentation and a list of any witnesses who can substantiate the dispute
請求進行第二階段爭議協調必須包括相關文件明確書面摘確實證實爭議證
Witness lists must be submitted to the Human Resources Performance Pay Dispute Coordinator at least five workdays prior to the date of the hearing
證名單必須聽證會舉辦五天前送交力資源部績效考核調薪爭議協調員
The standing Company Grievance and Dispute Panel has the right to request additional witnesses and may refuse to call any witness whose testimony has no significant bearing on the case
公司抱怨爭議申訴委員會權求增加證拒絕呼證果委員會認為該證證詞與案沒重關連話
Any request for an exception to the oneweek deadline will be considered and decided by the Panel
果求證名單期限超過星期必須委員會考慮決定
Neither side will be permitted representation by an attorney
方容許律師代表出席
c Hearing Proceedings 聽證會進行
Attendance at an Company Performance Pay Dispute hearing is limited to the Panel a Human Resources' representative the employee and his or her dispute assistant a management representative and a dispute assistant a Public Safety representative and witnesses (witnesses may only be in the hearing room while testifying)
出席公司績效考核調薪爭議聽證會員限制為委員會委員名力資源部代表該申訴員工爭議助理代表爭議助理名公安全代表證(證聽證會需作證時出席)
A dispute assistant may not ask questions of any hearing participant or counsel with any hearing participant during the hearing proceedings
爭議助理問參與聽證會員問題聽證會進行中諮商參與聽證會員
No person will be required to testify under oath
沒做作證誓約作證
Both parties must be allowed to appear in person before the review panel before a final decision is rendered
雙方必須允許委員會做出決定前親出現審查會議前充分說明
The employee may speak in hisher own behalf
該員工為說話
No comparative data (ie reference to other employees) will be allowed in reviewing an overall performance appraisal rating
審查績效考核評分時提員工較資料
Comparative data may be used in reviewing performance pay decisions
員工較資料許審查績效考核調薪決定
d The proceedings will be tape recorded as an administrative convenience to the review panel
為方便整理行政檔案聽證會進行中錄影存證
At the conclusion of the deliberations the tapes will be sent to HR Department for storage
仔細檢查後錄影帶將送力資源部貯藏
e Notification of Step 2 decision 第二階段決定通知
The Panel will take information from both the employee and management's representative and will make a
written recommendation consistent with the information received to the designee supervisor within 10 workdays of the hearing
委員會收取員工代表雙方資訊將決定書面寫成建議書聽證會十個工作天內交給相關
A copy of this recommendation will be provided to Human Resources recommendation or to adopt a different decision
份建議書副送力資源部建議採決定
The designee supervisor may choose to meet with the employee prior to rendering a final decision
相關選擇告知該員工委員會決定前與員工先會面
The designee supervisor will inform all parties in writing of the final decision
相關將告知該員工委員會書面後決定
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Employee Performance Pay Dispute Resolution
I Purpose 目
Company employees have the right to a hearing to review and resolve disputes concerning performance ratings andor performance pay decisions
針對績效考核成績績效考核調薪決定爭議時公司員工權求舉
辦聽證會重新審查爭議問題點尋找解決爭議方法
Performance pay disputes must be resolved by utilizing the Company Performance Pay Dispute Resolution procedure
績效考核調薪決定爭議時應運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
然果爭議牽涉歧視問題則將透過公司抱怨申訴政策程序辦理
II Covered Employees 適員工
All Company employees are covered
適公司全體員工
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 andor performance pay decision and complete an Pay Dispute Resolution Form
A 爭議案件提出
為提出重審績效考核調薪爭議案公司員工必須收績效考核成績
績效考核調薪正式通知15天內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
果經過公司績效考核調薪爭議調解程序並做出後決定員工公司外單位申訴
B Notification of Right to Dispute 員工權申訴爭議
A Company employee's right to appeal a performance rating is stated on the Company Performance Appraisal and Work Plan form
公司員工權針對績效考核成績評定提出申訴關規定記載於公司績效考核
工作計劃表格中
Company employees who are eligible for a performance pay increase must receive notice of appeal rights upon notification of whether or not they will receive an increase andor when they are advised of the amount of increase they will receive
符合績效考核調薪資格公司員工確定否將獲績效考核調薪將獲調薪確切金額後滿提申訴案
1 Dispute Assistant 爭議助理
Each party in the dispute may elect to ask a fellow 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 正式公司績效考核調薪爭議規定中爭議方求選擇位事陪們參加出席爭議相關會議聽證會
The assistant must be a company employee who has no active disciplinary action on file and has completed training provided by Human Resources
該名助理必須公司員工沒違反公司現行紀律案接受力資源部相關訓練
a The assistant is permitted to serve only in an advisory capacity not as an advocate or spokesperson for the disputing employee or management
該名助理容許提供諮詢工作做為爭議中方辯護者代
言
The dispute assistant may not serve as a witness in the case
該名助理擔案中證
b An employee may volunteer to be a dispute assistant no more than twice in a calendar year
b 公司員工願求擔爭議助理年超過兩次
The assistant must obtain prior management approval for any time away from work while functioning in this capacity
爭議助理必須事先獲批准離開工作崗位行相關職權
c Management should make every effort to accommodate a request by an employee to serve as a dispute assistant
應該協助提出請求員工做爭議助理工作
However if allowing this would interfere with the proper performance of the employee's regular job responsibilities management does have the right to deny this request
然假該員工擔爭議助理會影響身正常工作職責單位拒絕該員工請求
Human Resources will provide training for employees volunteering to be dispute assistants
力資源部將為願擔爭議助理員工提供訓練
A list of trained volunteers will be maintained by Human Resources and provided to the parties in a Company Performance Pay dispute as requested
爭議方申請公司績效考核調薪爭議調解時力資源部會提供受過項訓練員工名單提供雙方做參考
2 Step 1
a Step 1 designee 第階相關
Normally the supervisor is designated to conduct the Step 1 review
通常先對申請案做審查
Where the dispute does not fall within the administrative or decisionmaking authority of the immediate 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 decisionmaking authority
當爭議屬於直屬行政裁量權決策權限範圍內某素妨礙直屬執行這方面決策力資源部績效考核調薪爭議協調員必須接申請書48時內將申請調解爭議申請表送交行政裁量權決策權限低階層審查
The employee must be notified and given the basis for the referral
提出申訴員工應該通知並提供基資料做參考
b Meeting between Step 1 designee and employee 第階相關與員工會議
The Step 1 designee must meet with the employee 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
第階相關應於收力資源部績效考核調薪爭議協調員通知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 department or division level
會議目希部門內將績效考核調薪爭議問題解決
c Notification of Step 1 decision 第階相關決定通知
The Step 1 designee must inform the employee in writing of the decision within 10 workdays of the Step 1 meeting
第階相關應於述會議結束後十個工作天內書面正式通知該員工決定
This decision must be reviewed and approved by the relevant department head prior to being provided to the employee
這項決定必須先經過部門審查核准後通知該員工
If the employee is still reporting to work the written decision shall be handdelivered to him or her
假這位員工常工作這份書面決定應親手交給
Otherwise the written decision shall be sent to the employee's home via overnight or certified mail
然話這份書面決定應快遞掛號郵件送達該員工家
If there is any need to extend the 10 workday deadlinethe designee must notify the employee in writing of the reason for the delay and the date the employee will receive the written decision
假無法10工作日截止時間前提出書面決定第階相關必須書面通知該員工書面決定延遲理員工將會收書面決定日期
Copies of all correspondence shall be sent to Human Resources
相關來信件均須送份副力資源部
d Satisfaction with Step 1 第階段否滿意
If the employee is not satisfied with the Step 1 decision or fails to receive a decision within the time frame specified above he or she may request to proceed to Step 2 The employee must notify the Human Resources Performance Pay Dispute Coordinator in writing within 10 workdays of receipt of the Step 1 decision that he or she wishes to proceed to Step 2 Failure to request Step 2 by the 10 workday deadline will close the dispute
假該員工對第階段決定滿意述規定時間內沒收書面決定求進行第二階段該員工必須收沒收書面決定十天內書面通知力資源部績效考核調薪爭議協調員希進行第二階段果沒10工作日截止時間內提出公司將視爭議結案
3 Step 2 第二階段
a In Step 2 one of the standing Company Grievance and Dispute Panels will hear the dispute
第二階段中公司抱怨爭議申訴委員會將針對爭議舉辦聽證會
The Panel consists of five members of which at least two must be nonsupervisory personnel
這個委員會五個成員五位中少二非階層員工
The Human Resources Performance Pay Dispute Coordinator will set the date and time of the hearing and the employee and management representative will be notified of the date and time of the hearing
力資源部績效考核調薪爭議協調員將安排聽證會日期時間時會通知該員工代表關聽證會日期時間
b Request to Proceed to Step 2 進行第二階段請求
A request to move to Step 2 must include a specific written summary of all relevant documentation and a list of any witnesses who can substantiate the dispute
請求進行第二階段爭議協調必須包括相關文件明確書面摘確實證實爭議證
Witness lists must be submitted to the Human Resources Performance Pay Dispute Coordinator at least five workdays prior to the date of the hearing
證名單必須聽證會舉辦五天前送交力資源部績效考核調薪爭議協調員
The standing Company Grievance and Dispute Panel has the right to request additional witnesses and may refuse to call any witness whose testimony has no significant bearing on the case
公司抱怨爭議申訴委員會權求增加證拒絕呼證果委員會認為該證證詞與案沒重關連話
Any request for an exception to the oneweek deadline will be considered and decided by the Panel
果求證名單期限超過星期必須委員會考慮決定
Neither side will be permitted representation by an attorney
方容許律師代表出席
c Hearing Proceedings 聽證會進行
Attendance at an Company Performance Pay Dispute hearing is limited to the Panel a Human Resources' representative the employee and his or her dispute assistant a management representative and a dispute assistant a Public Safety representative and witnesses (witnesses may only be in the hearing room while testifying)
出席公司績效考核調薪爭議聽證會員限制為委員會委員名力資源部代表該申訴員工爭議助理代表爭議助理名公安全代表證(證聽證會需作證時出席)
A dispute assistant may not ask questions of any hearing participant or counsel with any hearing participant during the hearing proceedings
爭議助理問參與聽證會員問題聽證會進行中諮商參與聽證會員
No person will be required to testify under oath
沒做作證誓約作證
Both parties must be allowed to appear in person before the review panel before a final decision is rendered
雙方必須允許委員會做出決定前親出現審查會議前充分說明
The employee may speak in hisher own behalf
該員工為說話
No comparative data (ie reference to other employees) will be allowed in reviewing an overall performance appraisal rating
審查績效考核評分時提員工較資料
Comparative data may be used in reviewing performance pay decisions
員工較資料許審查績效考核調薪決定
d The proceedings will be tape recorded as an administrative convenience to the review panel
為方便整理行政檔案聽證會進行中錄影存證
At the conclusion of the deliberations the tapes will be sent to HR Department for storage
仔細檢查後錄影帶將送力資源部貯藏
e Notification of Step 2 decision 第二階段決定通知
The Panel will take information from both the employee and management's representative and will make a
written recommendation consistent with the information received to the designee supervisor within 10 workdays of the hearing
委員會收取員工代表雙方資訊將決定書面寫成建議書聽證會十個工作天內交給相關
A copy of this recommendation will be provided to Human Resources recommendation or to adopt a different decision
份建議書副送力資源部建議採決定
The designee supervisor may choose to meet with the employee prior to rendering a final decision
相關選擇告知該員工委員會決定前與員工先會面
The designee supervisor will inform all parties in writing of the final decision
相關將告知該員工委員會書面後決定
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