员工管理范本汇编7
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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 must 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,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.
II. Covered Employees 適用員工
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 performance 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.
假如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. Notification of Right to Dispute 員工有權申訴爭議
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 must 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 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. 在正式的公司績效考核調薪爭議規定中，爭議的任一方都能
够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 action 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同
意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 assistant 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 公司員工能够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 employee's regular job
responsibilities, management does have 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，單位主管能够拒絕該員工的請求。
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
Performance 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
