课程定位

面向企业高层与HR，以劳动合同解除终止和裁员案例讨论合规操作、证据管理及争议应对。

学习收获

• 认识解雇员工所涉及的法律知识体系。
• 学习解除终止相关实务的分析与处理方法。
• 识别企业战略调整中的法律风险，认识人力资源合规管理。

课程特色

• 原课程以2012年争议统计、2013年形势及当时劳动合同法修正案和劳动争议司法解释（四）作为历史讨论背景。

课程模块

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?

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

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

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

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

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

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.

适合人群

企业高层管理人员及HR。

师资信息

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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温馨提示：本文内容根据课程内容整理，各模块实际讲授内容由授课老师根据学员情况灵活调整，最终以课堂授课为准。