劳动合同的解除、终止及企业裁员过程中的合规操作全面指导

劳动合同的解除、终止及企业裁员过程中的合规操作全面指导

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课程介绍

最新统计数据表明，2012年80%的劳资争议案件集中在劳动合同解除与终止中；2013新年伊始，随着经济形势和客户市场的变化，企业又面临着员工离职管理的挑战：新一轮跳槽波和招聘波的到来，以及企业基于自身发展需求进行的辞退波，可以预见新一轮的人力资源将面对的“纠纷潮”——2012年底因为加班费、工时、休假结算、乃至集体辞退等引起的纠纷和年初员工跳槽波将产生的因为员工离职而引起的争议。而2012年底以及2013年伊始颁布的 《劳动合同法修正案》 以及《最高人民法院关于审理劳动争议案件适用法律若干问题的解释（四）》，对即将到来的员工跳槽和离职风波产生怎样的影响？企业如何在日常管理实务中有效应用？这些都成了企业界急切关注的共同问题。而面对解雇员工和员工离职过程中可能引发大量劳动争议，对员工离职管理不当导致企业在劳动仲裁、诉讼中败诉的风险也现实的摆在HR的面前。

为此，名课堂特别邀请上海申达律师事务所合伙人、上海市卢湾区劳动争议仲裁委员会兼职（专家）仲裁员夏利群先生特别设计最新的培训课程，结合案例分享、“武器”总结和模拟抗辩的特别环节帮助企业找到应对措施，解决企业的燃眉之急，为避免企业在可能发生的纠纷出谋划策，找到预防和应对之策。通过本次课程，企业高层管理人员和HR将及时、准确地把握劳动合同解除、终止及企业裁员过程中的各项主要内容以及相关的实务操作技能；正确把握员工离职和企业裁员中涉及的法律规定和技巧，避免陷入各类误区，提高对员工离职劳动争议风险的预防和应对能力。

课程收益

帮助企业全面了解解雇员工的相关法律知识体系；

帮助企业有效掌握解雇员工的相关实务操作技能；

厘清企业战略调整的法律风险，实现人力资源的合规管理。

课程大纲

第一天 Day One

一、正确理解解除终止劳动合同 (9:00-9:15)

Accurately understand the dissolution of labor contrac

1.对员工权利的充分认识，是对解除合法性的必要保障

Fully recognize the rights of employee, is necessary guarantee of discharge of legitimacy

2.正确的解除：先理由（过程），后解除（结果），反其道而行，伤不起

Correct dissolution: firstly, reason (process), then lift (result), the opposite, vulnerable

3.解除目的仅仅为解除吗？谨慎！

The purpose of dissolution is only for lift? Caution!

4.解除过程中更注重程序和证据。

More focus on procedure and evidence in the process of dissolution

二、解除终止劳动合同的十四种武器 (9:15-9:45)

14 kinds of weapons of terminating the labor contract

1.解除终止劳动合同的法定理由总梳理

The total comb of legal reason of terminating the labor contract

2.如何回答同事的要求：请开除这名员工

How to answer the colleague’s request: please fire this employee

三、企业该如何以“严重违纪”及“被追究刑事责任”为由与员工解除？(9:45-10:30)

How does the enterprise terminate the labor contract with the employee on ground of “serious violation of discipline” and “criminal responsibility”?

1.“违纪”与“严重违纪”的区别？员工违纪到什么程度才称得上“严重违纪”？

The distinguish between violation of discipline and serious violation of discipline?

2.如何设置合理且具有可操作性的惩处措施？

How to set up reasonable and operational punish measures?

3.如何证明违纪行为？解读常见违纪行为及证据形式。

How to prove the violations? Interpret the common violations and the evidence forms

4.法律给予用人单位的最后支持—沪高法22条中对于严重违纪的定义

The law gives the employer last support –the definition on the serious violation of Article 22 in Shanghai high method

5.如何以被追究刑事责任为由解除员工:何为“被依法追究刑事责任”？

How to fire the staff on the grounds of criminal responsibility: what is the “criminal responsibility in accordance with the law”?

实例操作：如何处理一个侵吞公司财产的高管？

Practical operation: how to handle a senior executive who embezzle the company’s property?

上午茶歇 Morning Tea Break (10:30-10:45)

四、如何解除不能胜任工作的员工(10:45-11:15)

How to fire the incompetent staff?

1.令人厌恶的员工不一定不能胜任工作

Disgusted employee might not competent to the job?

2.什么是“不能胜任工作”？

What is “incompetent”?

3.以不能胜任工作为由的解除程序

The termination procedure on ground of incompetence

4.如何合法解除试用期内的员工？

How to legally dissolute the probation employee?

5.“不符合录用条件”与“不能胜任工作”的关系

The relationship between incongruent and incompetent

五、如何在试用期内解除员工(11:15-11:45 )

How to dissolute the probation employee?

1.如何理解“同一用人单位与同一劳动者只能约定一次试用期”？

How to understand “the same employer and the same employee can only stipulate one time probation”?

案例分享：试用期延长的合法性问题。

Case sharing: the legitimacy question of extending the probation period

2.如何把握“不符合录用条件”及认定要件？

How to grasp the “incongruent” and maintain requirement?

3.“不符合录用条件”与其他法定解除理由的竞合。

The competition and cooperation of incongruent and other legal dissolution reasons

4.员工病假天数是否可作为试用期考核内容？

The employee sick leave days can be the evaluation content of probation?

六、如何解除造成重大损害的员工(11:45-12:00 )

How to dissolute the staff who caused significant damage?

1.什么是重大损害？

What is the significant damage?

2.重大损害是否仅仅包括经济损失？

Whether the significant damage includes economic loss?

3.以重大损害为由解除员工时的取证指导

The taken evidence guide of employee dissolution on grounds of significant damage

午餐 Lunch Time(12:00-13:00 )

七、如何解除长病假及工伤员工(13:00-13:30 )

How to dissolute the long-sick leave and work related injured staff?

1.医疗期的常见误区

The common misunderstanding of medical period

2.如何判断病假单的真伪？

How to judge the authenticity of sick leave sheet?

3.如何把长病假员工拉回谈判桌？

How to let the sick leave employee back to the negotiation table?

4.另一种医疗期：“停工留薪期”

Another medical period: Shutdown leaves firewood period

5.能力以内与能力以外：哪些工伤员工是可以解除劳动合同的？

In ability and beyond ability: what work related injured employee may be dissolute the labor contract?

6.工伤员工劳动关系的处理程序及常见问题

The handle procedure and common problems of labor relationship for work related injured labor

八、如何处理协商解除劳动合同(13:30-14:00 )

How to handle the termination of labor contract by negotiation?

1.协商解除时容易遗忘的地方。

The contents easy to forget during the negotiation dissolution

2.案例分享：员工在协商解除劳动合同后反悔的特殊情况

Case sharing: the special situation of regretting after negotiation terminating the labor contract

3.案例分享：如何促使离职员工履行保密义务及交接义务？

Case sharing: how to encourage employees to fulfill the obligation of confidentiality and transfer the obligation?

九、如何以客观情况发生重大变化解除员工(14:00-15:00 )

How to fire staff on ground of significant change of objective circumstance

1.客观情况发生重大变化解除员工与经济性裁员的区别及优点

Distinguish and advantage between dissolution of staff on grounds of major change in objective circumstance and economic dismissal

2.“客观情况发生重大变化”的常见误区与正确解读

The common misunderstanding and correct interpretation of major change in the objective circumstance

3.如何正确启动“客观情况发生重大变化”的法定程序以及取证指导？

How to correctly start the legal procedure and taken evidence guide of major change in the objective circumstance?

4.如何设置协商变更劳动合同的条件？

How to set up a consultation change conditions of the labor contract?

案例分享：“客观情况发生重大变化”的灵活应用

Case sharing: the flexible application of major change in the objective circumstance

5.如何通过“客观情况发生重大变化”使违法解除的劳动合同不能恢复？

How to pass the major change in the objective circumstance and make the illegal termination of labor contract unrecovered?

6.不能适用的人群

Inapplicable crowd

下午茶歇 Afternoon Tea Break (15:00-15:15 )

十、劳务派遣关系中如何退回派遣员工(15:15-16:00 )

How to return the dispatched employee in labor dispatch

1.用工单位与用人单位的微妙关系

The subtle relationship between employ unit and employer

2.法定退回理由

The legal return reason

3.“客观情况发生重大变化”时如何退回？

How to return when major change in the objective circumstance?

案例分享：违法退回后的法律后果

Case sharing: the legal consequences after illegal return

4.恢复劳动关系后，仲裁诉讼期间的工资支付问题

After recover the labor relation, the payment of wages in arbitration process.

十一、劳动合同终止的处理(16:00-16:30 )

The handling of labor contract termination

1.劳动合同到期终止是否需要提前通知？

Whether it needs to prior notice when the labor contract expires?

2.应当如何处理劳动合同到期后忘了通知员工终止合同的意外情况？

How to deal with the accident circumstance of forgetting to inform the employee after the labor contract expires?

3.劳动合同到期终止顺延法律疑点

The legal doubt of termination and postpone of labor contract expire

案例分享：如何正确理解及运用“用人单位决定提前解散”？

Case sharing: how to correctly understand and use “the employer decides to dissolve in advance”?

第二天 Day Two

一、解除终止劳动合同时的其他疑点(9:00-9:45 )

Other doubts of terminating the labor contract

1.如何合法降低经济补偿金的计算基数？

How to reduce the calculated radix of economic compensation?

2.如何应对协商解除时员工提出的加班费？

How to deal with the staff’s over-time pay in the negotiation dissolution?

3.解除外籍员工时的常见疑问

The common questions of dissolution of foreign employees

4.如何理解诚实信用在解除员工时的体现？

How to understand the embodiment of honesty and credit in firing the employees?

5.如何计算经济补偿金的个人所得税？

How to calculate the personal income tax of economic compensation?

二、什么才是成功的裁员(9:45-10:30)

What is the successful arbitration?

1.成本、时间与风险的取舍

The choose among cost, time and risk

2.高级管理人员与基层员工的取舍

The choose between senior manager and basic employee?

3.成功裁员的基本要求

The basic requirement of successful layoffs

上午茶歇 Morning Tea Break(10:30-10:45)

三、经济性裁员的流程与弊端(10:45-11:30)

The process and disadvantage of economic arbitration

1.经济性裁员的基本流程

The basic process of economic arbitration

2.经济性裁员的弊端

The disadvantage of economic arbitration

四、如何运用劳动合同法40条制定裁员方案(11:30-12:00)

How to use the labor contract law article 40 formulating the arbitration program

1.劳动合同法40条的再解读

The re-interpretation of labor contract law article 40

2.我们推荐的流程与优点

The process and advantage we recommend

3.两种裁员流程的适用范围

The applicable scope of two kinds of arbitration process

午餐 Lunch (12:00-13:00 )

五、我们需要在裁员项目准备阶段做什么(13:00-15:00)

What do we need to do in the preparation stage of arbitration project

1.裁员项目准备阶段需要做什么

What do we need to do in the preparation stage of arbitration project

2.如何制定裁员项目的启动文件以及常见误区

How to make the start file of arbitration project and the common misunderstanding.

3.如何制定裁员方案以及常见误区

How to make the arbitration project and the common misunderstanding

4.如何进行员工分类

How to classify the employees

5.其他同样需要重视的问题

Other equal important problem

下午茶歇 Afternoon Tea Break(15:00-15:15 )

六、案例分享：裁员实施阶段的常见问题与操作实例(15:15-15:45 )

Case sharing: the common problem and operation case during the arbitration implementation

1.如何为员工召开公告会议以及常见问题

How to hold an announcement meeting for staff and common problems

2.如何设置最容易为员工接受的补偿方案

How to set up the most easiest compensation scheme for employee

3.员工在裁员项目中的常见问题回答套路以及谈判技巧

The common question answer routine and negotiation skills in the arbitration project for employee

4.起草协商解除协议时需要注意哪些问题

Which issues need to attention in the draft negotiation dissolution?

5.在大型裁员项目中，应当如何安排工作人员

How to arrange the working staff in the large-scale arbitration project?

6.特殊员工的处理方式

The handling treatment for special employee

7.其他常见疑点及应对措施

Other common problems and countermeasures

七、如何在裁员项目中保存证据(15:45-16:15 )

How to save the evidence in the arbitration project

1.在裁员项目中保存证据的目标

The objective of saving evidence in the arbitration project

2.如何保存裁员项目合理性的证据

How to save the reasonable evidence in the arbitration project

3.如何正确向员工邮寄书面材料

How to correctly to post written material to staff

4.如何正确对待裁员项目中的录音与录像

How to correctly treat the record and video in the arbitration project

八、如何正确在日常工作中保存证据(16:15-16:30 )

How to accurately save the evidence in daily work

1.什么样的电子邮件才能起到证明效果

What kind of email can have the evidence effect

2.什么样的考勤记录才能被司法机关认可

What kind of attendance records can be recognized by the judicial authority

3.如何正确保证多页装订书面材料的证明力

How to correctly ensure the proof of multiple pages of written material

4.用人单位在劳动争议中运用证人证言实例操作

The employer uses the witness testimony operation in the labor dispute.

夏老师

上海瀛泰律师事务所劳动法团队负责⼈

全国律师协会劳动与社会保障法专业委员会委员

上海市律师协会劳动法业务委员会委员

亚太法律协会会

夏利群律师于1999年正式执业，于2000年开始从事劳动法领域的研究。其目前主要业务涉及企业劳动争议案件处理、集体协商、企业规章制度完善、企业⼈力资源合规管理审计、企业并购中⼈力资源管理合规尽职调查、裁员等。夏利群律师精通国家和地区的劳动法律、法规、政策及司法实践, 因此对企业内部人事⽅方⾯面的 管理特别是在实务上有着极其丰富的经验, 曾多次受邀在上海、北京、深圳、广州、⼤连、⻘岛、杭州、苏州等地讲授劳动法培训课 程并以亲⾝经历的案例, 介绍⺫前司法实践中形成的审判实践。夏利群律师曾获得普陀区司法局先进个⼈、普陀区⻘年岗位能⼿以及 浦东新区⼗大杰出⻘年律师等诸多荣誉。

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在线报名：劳动合同的解除、终止及企业裁员过程中的合规操作全面指导(上海)

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