课程背景 Course Background:
劳动争议案件无论是仲裁还是诉讼，用人单位的败诉率都相对较高，而一旦涉及离职环节的争议，那更是用人单位败诉的“重灾区”。在现行劳动法律框架内，公司应如何规避离职环节的法律风险，在实务操作中又需要关注哪些要点，了解哪些技巧？
CCP法商精英会特邀原宝山区人民法院劳动争议审判庭法官，现权亚律师事务所高级律师唐启盛，他将通过大量案例，精解离职环节的100个”雷区问题”。
Regardless
of whether labor dispute cases are settled through arbitration or litigation,
employers have a higher rate of losing lawsuits, especially when labor disputes
involve dimission. Within the
current labor law framework, how should companies circumvent the legal risks of
dimission, what points should be
paid attention to in practical operations, and what skills should be
understood?
Tang
Qisheng, the judge of the labor dispute trial court of Baoshan District
People's Court, and a senior lawyer of TransAsia Lawyers, will elaborate 100
"minefield problems" involved in the dimission by analyzing a large number of cases.
谁该来参加 Who Should Attend:
总经理； HR总监、经理、主管、专员；部门总监、经理；其他相关人员……
GM; HR Director, HR
Manager, HR Supervisor, HR Specialist; Dept. Director, Manager; Other related
professionals……
课程大纲 Course Outline:
一、 员工主动离职时的典型问题及实操技巧
Typical problems and practical skills
when it comes to voluntary turnover of staffs
员工提前30天通知企业辞职，公司能否要求其立即离职？
If the employee who intends to resign notifies
the company 30 days in advance, can the company ask him to leave immediately?
公司能否规定或与员工约定超过/不满30天的辞职预告期？
Can the company stipulate a resignation
notice period of over/less than 30 days or agree such a period with the
employee?
员工在30天的辞职预告期内，能否撤回辞职申请？
Can the employee withdraw his
resignation application during the 30-day resignation notice period?
员工未提前30天通知公司辞职，是否需要赔偿企业经济损失？能否就此约定违约金？
If the employee who intends to resign fails
to notify the company 30 days in advance, is it necessary to compensate the
company for economic losses? Can liquidated damages be agreed upon by both parties on this issue?
员工未提前30天通知公司辞职的，公司能否不予批准辞职申请？
If the employee who intends to resign fails
to notify the company 30 days in advance, can the company reject the
resignation application?
公司与员工约定服务期的，公司能否不予批准员工的辞职申请？
If a service period has been agreed upon between the company and the employee,
can the company reject the employee's resignation application?
公司与员工约定保密期的，公司能否拒绝员工的辞职申请？
If a confidentiality period has been agreed upon between the company and the employee,
can the company reject the employee's resignation application?
员工不辞而别，公司应如何处理？
How should the company handle the
employee’s French leave?
如何理解“未及时”支付劳动报酬？
How to understand that labor
remunerations are "not timely" paid?
如何理解“未足额”支付劳动报酬？
How to understand that labor
remunerations are “not fully” paid?
员工以公司未依法支付加班工资为由辞职，能否主张经济补偿？
If the employee resigns on the grounds
that the company does not pay overtime wages according to law, can he claim
economic compensation?
公司调岗/搬迁是否属于“未按照劳动合同约定提供劳动保护或者劳动条件”？
Whether the company's post transfer/relocation
belongs to the circumstance of “not providing labor protection or work conditions
as stipulated in the labor contract”?
社保缴费基数较低，是否属于“未依法为劳动者缴纳社会保险费的”？
Whether the low social security payment
base belongs to the circumstance of “not paying social security premiums for the
employees according to law”?
如何理解公司“规章制度违反法律、法规的规定，损害劳动者权益”？
How to understand that the company's
"rules and regulations violate the provisions of laws and regulations, and
impair the rights and interests of the employees"?
女员工辞职后，发现辞职时已经怀孕的，能否要求继续履行合同？
If after a female employee’s
resignation, she found that she had already been pregnant when she
resigned, could she demand continued performance of the contract?
员工以个人原因辞职后，能否再变更辞职的理由？
After the employee resigns for personal
reasons, can he change the reason for resignation?
公司变更名称、法定代表人或投资人，员工能否辞职并主张经济补偿？
When the company changes its name, legal
representative or investor(s), whether the employee can resign and claim
economic compensation?
公司与员工约定补缴社保，员工能否以公司未依法缴纳社保为由辞职并主张经济补偿？
If the payment of unpaid social
security premiums has been agreed upon between the company and the employee, can
the employee resign on the grounds that the company did not pay social security
premiums according to law and claim economic compensation?
员工能否以未签书面劳动合同为由辞职并主张经济补偿？
Can the employee resign on the grounds that
a written labor contract was not signed and claim economic compensation?
员工辞职的时候未明确辞职理由，之后能否主张系被迫辞职？
If the employee resigned without giving clear
reasons, could he later claim that he was forced to resign?
二、 协商解除中的风险防范
Risk prevention in termination of labor
contract through negotiations
对法院诉讼期间，能否庭外签订协商解除劳动合同的协议？
Can an agreement regarding termination of labor
contract through
negotiations be signed outside the court during the court
proceedings?
协商解除劳动合同中的条款应注意哪些问题？
What issues should be paid attention to
when terminating the terms of labor contract through negotiations?
员工能否以公司欺诈、胁迫为由，主张协议无效？
Can the employee claim that the
agreement is invalid on the grounds of the company’s fraud and coercion?
解除劳动合同协议的补偿金额，能否低于法定补偿金的标准？
Can the amount of compensation for the termination of the labor contract
be lower than the standard of the statutory compensation?
协商解除劳动合同，是否需要支付1个月的代通金？
Is it necessary to pay 1 month of wage in lieu of notice in case of the
termination of labor contract through negotiations?
如何做好协商前的准备工作？
How to be well-prepared for the negotiations?
协商解除劳动合同时有哪些法律风险和注意事项？
What are the legal risks and precautions when terminating the labor
contract through negotiations?
三、 试用期不符合录用条件解除的实操技巧
Practical skills in terminating the
labor contract on the grounds that the employee does not meet the recruitment
conditions during the probation period
试用期的约定应注意哪些合规要点？
What compliance points should be paid attention to when stipulating the
probation period?
如何理解和把握“不符合录用条件”？
How to understand and grasp "not meet the recruitment
conditions"?
如何证明员工不符合录用条件？
How to prove that the employee does not meet the recruitment conditions?
能否将试用期的出勤率作为录用条件？
Whether the attendance rate during the probation period can be set as one
of the recruitment conditions?
是否必须试用期满，才能以员工不符合录用条件为由解除合同？
Whether the labor contract can be terminated on the grounds that the
employee does not meet the recruitment conditions only when the probation
period expires?
试用期不符合录用条件解除的时间节点？
Time nodes for terminating the labor contract on the grounds that the
employee does not meet the recruitment conditions during the probation period
试用期不符合录用条件解除的裁判尺度？
Referee scale for terminating the labor contract on the grounds that the
employee does not meet the recruitment conditions during the probation period
四、 严重违反规章制度解除劳动合同的实操要点
Practical points in terminating the labor contract on the
grounds that the employee seriously violates the rules and regulations
formulated by the employer
规章制度公示公告中的法律风险？
Legal risks in the publicity and announcement of rules
and regulations
Can the company fine the employee according to the rules and regulations?
对规章制度是否经过民主程序的司法审查？
Judicial review of whether the rules and regulations have undergone
democratic procedures
规章制度制定的8个典型误区？
8 typical misunderstandings in formulating rules and regulations
未经过民主程序的规章制度，是否仍然有效？
Are rules and regulations that haven’t undergone democratic procedures
still valid?
公司能否依据规章制度对员工进行罚款？
Whether the subsidiary can punish the employee according to the rules and
regulations of the parent company?
如何认定员工违反规章制度达到了“严重程度”
How to determine that the employee has “seriously” violated the rules and
regulations?
子公司能否依据母公司的规章制度处分员工？
Whether the subsidiary can punish the employee according to the rules and
regulations of the parent company?
女员工违反计划生育政策的，能否视为严重违反规章制度？
If a female employee violates the family planning policy, can it be deemed
as a serious violation of the rules and regulations?
员工拒绝公司的调岗要求，能否视为严重违反规章制度？
If an employee refuses to accept post transfer as required by the company,
can it be deemed as a serious violation of the rules and regulations?
员工拒绝加班或值班，能否视为严重违反规章制度？
If an employee refuses to work overtime or be on duty, can it be deemed
as a serious violation of the rules and regulations?
五、 严重失职，营私舞弊给公司造成重大损害解除的实操要点
Practical points in terminating the labor contract on the
grounds that the employee causes any severe damage to the company because he
seriously neglects his duties or seeks private benefits
如何认定员工存在“严重失职”行为？
How to identify the employee’s behavior of “seriously neglecting his
duties”?
如何认定员工存在“营私舞弊”行为？
How to identify the employee’s behavior of “seeking private benefits”?
如何把握员工的行为给公司造成“重大损害”？损害是否等同经济损失？
How to identify the “severe damage” to the company caused by the employee’s
behavior? Whether the “damage” is the same as economic losses?
员工虽严重失职或营私舞弊，但未给公司造成重大损害，能否解除？
If the employee’s behavior of seriously neglecting his duties or seeking
private benefits doesn’t cause the severe damage to the company, whether the
labor contract can be terminated?
六、 利益冲突解除的实操要点
Practical points in terminating the labor contract due to
conflict of interest
利益冲突解除的法律程序和实操要点？
Legal procedure and practical points for terminating the labor contract
due to conflict of interest
利益冲突解除的替代方案？
Alternative solution for terminating the labor contract due to
conflict of interest
利益冲突的举证问题？
Proof-providing issues related to conflict of interest
七、 欺诈等导致合同无效解除的实操要点
Practical points in terminating the invalid labor contract
due to fraud, etc.
员工入职期间存在哪些典型的欺诈行为？
What are the typical frauds that occur during entry formalities?
公司以员工入职为由解除合同，是否有时间限制？
If the company intends to terminate the labor contract on the grounds of entry
formalities, is there a time limit?
员工隐婚隐育的，是否属于欺诈？
Whether the employee’s behavior of concealing marital status or pregnancy
status belongs to fraud?
员工隐瞒犯罪记录的，是否属于欺诈？
Whether the employee’s behavior of concealing his criminal record belongs
to fraud?
八、 员工被依法追究刑事责任的解除要点
Points in terminating the labor contract because the
employee is under investigation for criminal liabilities according to law
刑事拘留、行政拘留、司法拘留的共同点与区别？
Common grounds and differences among criminal detention, administrative detention and judicial detention
员工被刑事拘留，公司能否解除劳动合同？
If the employee is under criminal detention, can the company
terminate the labor contract?
员工被行政拘留，公司能否依据规章制度解除劳动合同？
If the employee is under administrative detention, can the company terminate the labor contract according to rules and
regulations?
员工因冤假错案被平反，能否主张继续履行劳动合同？
If the employee’s wrongful conviction has been corrected, can he demand continued performance of the labor
contract?
九、 医疗期满解除的实操要点
Practical points in terminating the labor contract when the
period for medical treatment expires
如何计算“医疗期”的期限？
How to calculate the “period for medical treatment”?
如何证明员工“不能从事原工作，也不能从事用人单位另行安排的工作”？
How to prove that the employee “cannot resume his original position, nor
can he assume any other position arranged by the employer”?
公司另行安排工作，是否需和员工协商达成一致？
Does the company need to reach an agreement with the employee in
respect of arranging any other position?
医疗期满解除的法律程序？
Legal procedure for terminating the labor contract when the period for
medical treatment expires
十、 不能胜任工作解除的实操要点
Practical points in terminating the labor contract on the
grounds that the employee is incompetent to his position
如何证明员工“不能胜任工作”？
How to prove that the employee is “incompetent to his position”?
对于不能胜任工作的员工，公司应如何开展培训？
For the employee who is incompetent to his position, how should the
company carry out training?
对于不能胜任工作的员工，公司能否直接调岗调薪？
For the employee who is incompetent to his position, can the company
directly transfer his post or adjust his wage?
对于不能胜任工作的员工，培训和调岗，应如何选择？
For the employee who is incompetent to his position, how to chose between
training and post transfer?
对员工进行考核的法律风险与实操要点？
Legal risks and practical points in evaluation of employee
公司能否实行末位淘汰或竞争上岗？
Can the company implement the lowliest place elimination system or the
employment system through competition?
十一、情势变更解除的实操要点
Practical points in terminating the
labor contract due to change of circumstances
组织架构是否属于客观情况发生重大变化？
Whether the adjustment of organizational structure belongs to considerable change in the objective situation?
属于客观情况发生重大变化的主要情形？
Main circumstances that belong to considerable change in the objective
situation
情势变更解除有哪些程序性的要求？
What are the procedural requirements for terminating the labor contract
due to change of circumstances?
十二、经济性裁员的实操要点
Practical points in employee headcount reduction due to economic reasons
公司进行经济性裁员的法定条件？
Legal conditions for the company to reduce employee headcount due to economic reasons
经济性裁员的程序？
Procedure of employee headcount reduction due to economic reasons
经济性裁员中的不得裁减人员及优先留用人员？
Employees who shall not be laid off or shall be given a priority to be
kept during employee headcount reduction due to economic reasons
规避经济性裁员的替代方案？
Alternative solution for avoiding employee headcount reduction due to economic reasons
十三、劳动合同终止的实操要点
Practical points in the termination of
labor contract
对公司“提前解散”的司法认定？
Judicial determination of the company’s “dissolution ahead of schedule”
对终止劳动合同有哪些法律限制？
What are the legal restrictions on the termination of labor contract?
十四、离职环节中的其他法律风险和实操要点
Other legal risks and practical points
in dimission
提前30天通知和代通知的选择方案？
Alternatives of the 30-day prior notice and the wage in lieu of notice
能否在离职证明中注明解除理由？出具离职证明的时间节点？
Can the reason for contract termination be indicated in the employment
separation certificate? Time nodes for issuing the employment
separation certificate?
员工不配合工作交接的，如何处理？
If the employee doesn’t provide coordination for work handover, how to
deal with it?
员工格式化工作电脑上的数据，公司能否要求其赔偿损失？
If the employee has formatted the data on the computer for work, can the company claim compensation against him?
如何依法履行通知工会程序？公司内部没有工会怎么办？
How to notify the trade union according to law? What to do when the trade
union is not set up in the company?
交接电脑、门卡等办公用品时，应注意哪些问题？
What should be paid attention to when handing over computer, door card
and other office supplies?
解除劳动合同通知的注意要点？
Points for attention in notice of termination of labor contract
从违纪行为发生，到解除劳动合同的合理期限？
Reasonable period of time from the occurrence of
disciplinary offence to the termination of the labor contract
解除劳动合同通知送达中的注意要点？
Points for attention in serving the notice of termination of labor
contract
公司是否须严格执行规章制度中的处分与解除程序？
Whether the company must strictly implement the punishment and termination
procedures in the rules and regulations
讲师介绍 About the Speaker：
唐启盛 Sam Tang，CCP特邀讲师
资深律师 上海市权亚智博律师事务所
唐律师在律所工作期间，主要为跨国企业提供合规服务，主要包括协助内部调查、法律文件的起草与审核、规章制度的设计、群体事件的应对以及参与仲裁、诉讼。唐律师先后应人社部、北京大学、上海财经大学以及上海市劳动监察学会等组织的邀请举办讲座，撰写的法律文章先后刊登于《检察日报》、《中国劳动》、《人力资源》等专业期刊，并担任《劳动报》、威科数据库的特邀劳动法专家。
唐律师2011年8月至2016年2月期间曾任职于上海市宝山区人民法院。在法院工作期间，审理的案件类型主要包括劳动争议、合同纠纷等，积累了企业用工合规方面极为丰富的实务经验。他曾荣获中国法官学院“优秀学员”称号，撰写的法律专业文章多次刊登于上海市高级人民法院主办的《审判实践》期刊，并先后在团中央、上海市政法委、上海市妇联等机关团体举办的研讨会上获奖。撰写的民事判决书入选上海市法院系统优秀裁判文书。
During his work at the
law firm, Mr. Tang mainly provided compliance services for multinational
enterprises, including assistance in internal investigations, drafting and
review of legal documents, design of rules and regulations, response to group
incidents, and participation in arbitration and litigation. At the invitation
of Ministry of Human Resources and Social Security, Peking University, Shanghai University of Finance and Economics,
Shanghai Society for Labor Supervision and other organizations, Mr. Tang has held
many lectures. His legal articles have been published in professional
periodicals such as Procuratorate Daily, China Labor and Human Resources. Besides, he also serves as an invited labor law expert
of Laodong Daily and Wolters Kluwer
database.
Mr. Tang worked in the
Baoshan District People's Court in Shanghai from August 2011 to February 2016.
During this period, he has mainly handled cases such as labor dispute cases,
contract dispute cases, etc., and has accumulated rich practical experience in
enterprise employment compliance. He has been awarded the title of “Outstanding
Student” by the National Judges College. His professional legal articles have
been published in the periodical “Trial Practice” sponsored by the Shanghai
High People's Court and have successively won awards in seminars held by government
agencies and organizations such as the Central Committee of the Communist Youth
League, the Shanghai Political and Legislative Affairs Committee, and the
Shanghai Women's Federation. The civil judgment written by him has been
selected into the excellent judgment documents of the Shanghai court system.
近期项目 Recent Projects：
为多家跨国公司处理劳动争议案件的仲裁与诉讼事宜
Handling
arbitration and litigation matters in labor dispute cases for a number of
multinational companies
应邀为多家跨国公司调查和处理高管的违纪事件
Being invited to investigate and handle disciplinary offence of executives
for a number of multinational companies
为多家跨国公司现场处置罢工、裁员等群体事件
Handling strikes,
layoffs and other group incidents on the spot for a number of multinational
companies
为多家跨国公司提供企业用工合规的法律培训
Providing
legal training regarding enterprise employment compliance for a number of
multinational companies
具有代表性的客户：
Airbus（空客）、Aspen（艾斯本）、WestRock、Dassault
Systems（达索）、Accenture（埃森哲）、Statoil（挪威石油）、Belden（百通）、UBS（瑞银集团）、Kleeman（德门讯电梯）、Sabre（美国世博）、Newegg（新蛋）、Carter’s、DKI、IRI、Liquidity、Veolia（威立雅）、Ascena Global Sourcing、Quintiq（坤帝科）、II-VI Incorporated（美国高意）、 Unicom、AMC Networks、TOTO（东陶集团）、Schneider Electric（施耐德）、Rimini Street、Kroll、Nash、Reignwood（华彬集团）、IE Singapore、ZARA、IMC、Karla、Concordia、Redbull（红牛）、EastWest、Teradyne（泰瑞达）、UL、D&B、Littler
Mendelson P.C.、HF Holding、链家、SIMC、长江国际医学中心。
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Best Wishes,
Abbie Jiang | 江小姐
China Compliance
Professional | CCP 法商精英会
CCP法商精英会是慧岩咨询旗下专注于高端合规风控公开课、内训与微咨询的平台。致力于成为法律与商业之桥梁，让法律合规为企业的商业营运与发展创造价值。
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