員工績效考核薪資調(diào)整發(fā)生爭執(zhí)解決方式-預(yù)覽頁
【正文】 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(diào)薪爭議調(diào)解時，人力資源部會提供曾受過此項訓(xùn)練的員工名單提供雙方做參考。The purpose of this meeting is to attempt to resolve the dispute at the department or division level.此會議目的是希望在部門內(nèi)將績效考核調(diào)薪爭議問題解決。Otherwise, the written decision shall be sent to the employee39。d. Satisfaction with Step 1 第一階段是否滿意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.假如該員工對第一階段的決定不滿意或他在上述規(guī)定的時間內(nèi)沒有收到書面決定，他或她可以要求進行第二階段。The Panel consists of five members, of which at least two must be nonsupervisory personnel.這個委員會有五個成員，五位中至少二人是非主管階層的員工.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.人力資源部績效考核調(diào)薪爭議協(xié)調(diào)員將安排聽證會的日期和時間，同時也會通知該員工和主管的代表有關(guān)聽證會的日期和時間。Any request for an exception to the oneweek deadline will be considered and decided by the Panel.如果要求證人名單期限超過一星期，必須由委員會考慮和決定。A dispute assistant may not ask questions of any hearing participant, or counsel with any hearing participant during the hearing proceedings.爭議助理不能問任何參與聽證會人員問題或在聽證會進行中諮商任何參與聽證會人員。No parative data (. reference to other employees) will be allowed in reviewing an overall performance appraisal rating.在審查績效考核評分時不得提及到其他員工的比較資料。s representative and will make a written remendation consistent with the information received, to the designee supervisor within 10 workdays of the hearing.委員會在收取員工及主管代表雙方的資訊，將決定以書面寫成建議書在聽證會的十個工作天內(nèi)交給相關(guān)主管
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