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墨尔本胜利吧: 員工離職管理全程指導—100個”雷區問題”與案例精解

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  • 開課時間:2019年04月19日 09:00 周五 已結束
  • 結束時間:2019年04月19日 17:00 周五
  • 開課地點:上海市
  • 授課講師: 淘課合作講師
  • 課程編號:392605
  • 課程分類:人力資源
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課程大綱 Course Outline:
一、員工主動離職時的典型問題及實操技巧
Typical problems and practical skills when it comes to voluntary turnover of staffs
員工提前30天通知企業辭職,公司能否要求其立即離職?
If the employee who intends to resign notifies the company 30 days in advance, can the company ask him to leave immediately?
公司能否規定或與員工約定超過/不滿30天的辭職預告期?
Can the company stipulate a resignation notice period of over/less than 30 days or agree such a period with the employee?
員工在30天的辭職預告期內,能否撤回辭職申請?
Can the employee withdraw his resignation application during the 30-day resignation notice period?
員工未提前30天通知公司辭職,是否需要賠償企業經濟損失?能否就此約定違約金?
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?
員工未提前30天通知公司辭職的,公司能否不予批準辭職申請?
If the employee who intends to resign fails to notify the company 30 days in advance, can the company reject the resignation application?
公司與員工約定服務期的,公司能否不予批準員工的辭職申請?
If a service period has been agreed upon between the company and the employee, can the company reject the employee's resignation application?
公司與員工約定保密期的,公司能否拒絕員工的辭職申請?
If a confidentiality period has been agreed upon between the company and the employee, can the company reject the employee's resignation application?
員工不辭而別,公司應如何處理?
How should the company handle the employee’s French leave?
如何理解“未及時”支付勞動報酬?
How to understand that labor remunerations are "not timely" paid?
如何理解“未足額”支付勞動報酬?
How to understand that labor remunerations are “not fully” paid?
員工以公司未依法支付加班工資為由辭職,能否主張經濟補償?
If the employee resigns on the grounds that the company does not pay overtime wages according to law, can he claim economic compensation?
公司調崗/搬遷是否屬于“未按照勞動合同約定提供勞動?;せ蛘呃投跫??
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”?
社保繳費基數較低,是否屬于“未依法為勞動者繳納社會保險費的”?
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“規章制度違反法律、法規的規定,損害勞動者權益”?
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"?
女員工辭職后,發現辭職時已經懷孕的,能否要求繼續履行合同?
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?
員工以個人原因辭職后,能否再變更辭職的理由?
After the employee resigns for personal reasons, can he change the reason for resignation?
公司變更名稱、法定代表人或投資人,員工能否辭職并主張經濟補償?
When the company changes its name, legal representative or investor(s), whether the employee can resign and claim economic compensation?
公司與員工約定補繳社保,員工能否以公司未依法繳納社保為由辭職并主張經濟補償?
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?
員工能否以未簽書面勞動合同為由辭職并主張經濟補償?
Can the employee resign on the grounds that a written labor contract was not signed and claim economic compensation?
員工辭職的時候未明確辭職理由,之后能否主張系被迫辭職?
If the employee resigned without giving clear reasons, could he later claim that he was forced to resign?
二、協商解除中的風險防范
Risk prevention in termination of labor contract through negotiations
對法院訴訟期間,能否庭外簽訂協商解除勞動合同的協議?
Can an agreement regarding termination of labor contract through negotiations be signed outside the court during the court proceedings?
協商解除勞動合同中的條款應注意哪些問題?
What issues should be paid attention to when terminating the terms of labor contract through negotiations?
員工能否以公司欺詐、脅迫為由,主張協議無效?
Can the employee claim that the agreement is invalid on the grounds of the company’s fraud and coercion?
解除勞動合同協議的補償金額,能否低于法定補償金的標準?
Can the amount of compensation for the termination of the labor contract be lower than the standard of the statutory compensation?
協商解除勞動合同,是否需要支付1個月的代通金?
Is it necessary to pay 1 month of wage in lieu of notice in case of the termination of labor contract through negotiations?
如何做好協商前的準備工作?
How to be well-prepared for the negotiations?
協商解除勞動合同時有哪些法律風險和注意事項?
What are the legal risks and precautions when terminating the labor contract through negotiations?
三、試用期不符合錄用條件解除的實操技巧
Practical skills in terminating the labor contract on the grounds that the employee does not meet the recruitment conditions during the probation period
試用期的約定應注意哪些合規要點?
What compliance points should be paid attention to when stipulating the probation period?
如何理解和把握“不符合錄用條件”?
How to understand and grasp "not meet the recruitment conditions"?
如何證明員工不符合錄用條件?
How to prove that the employee does not meet the recruitment conditions?
能否將試用期的出勤率作為錄用條件?
Whether the attendance rate during the probation period can be set as one of the recruitment conditions?
是否必須試用期滿,才能以員工不符合錄用條件為由解除合同?
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?
試用期不符合錄用條件解除的時間節點?
Time nodes for terminating the labor contract on the grounds that the employee does not meet the recruitment conditions during the probation period
試用期不符合錄用條件解除的裁判尺度?
Referee scale for terminating the labor contract on the grounds that the employee does not meet the recruitment conditions during the probation period
四、嚴重違反規章制度解除勞動合同的實操要點
Practical points in terminating the labor contract on the grounds that the employee seriously violates the rules and regulations formulated by the employer
規章制度公示公告中的法律風險?
Legal risks in the publicity and announcement of rules and regulations
Can the company fine the employee according to the rules and regulations?
對規章制度是否經過民主程序的司法審查?
Judicial review of whether the rules and regulations have undergone democratic procedures
規章制度制定的8個典型誤區?
8 typical misunderstandings in formulating rules and regulations
未經過民主程序的規章制度,是否仍然有效?
Are rules and regulations that haven’t undergone democratic procedures still valid?
公司能否依據規章制度對員工進行????
Whether the subsidiary can punish the employee according to the rules and regulations of the parent company?
如何認定員工違反規章制度達到了“嚴重程度”
How to determine that the employee has “seriously” violated the rules and regulations?
子公司能否依據母公司的規章制度處分員工?
Whether the subsidiary can punish the employee according to the rules and regulations of the parent company?
女員工違反計劃生育政策的,能否視為嚴重違反規章制度?
If a female employee violates the family planning policy, can it be deemed as a serious violation of the rules and regulations?
員工拒絕公司的調崗要求,能否視為嚴重違反規章制度?
If an employee refuses to accept post transfer as re-quired by the company, can it be deemed as a serious violation of the rules and regulations?
員工拒絕加班或值班,能否視為嚴重違反規章制度?
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、嚴重失職,營私舞弊給公司造成重大損害解除的實操要點
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
如何認定員工存在“嚴重失職”行為?
How to identify the employee’s behavior of “seriously neglecting his duties”?
如何認定員工存在“營私舞弊”行為?
How to identify the employee’s behavior of “seeking private benefits”?
如何把握員工的行為給公司造成“重大損害”?損害是否等同經濟損失?
How to identify the “severe damage” to the company caused by the employee’s behavior? Whether the “damage” is the same as economic losses?
員工雖嚴重失職或營私舞弊,但未給公司造成重大損害,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、利益沖突解除的實操要點
Practical points in terminating the labor contract due to conflict of interest
利益沖突解除的法律程序和實操要點?
Legal procedure and practical points for terminating the labor contract due to conflict of interest
利益沖突解除的替代方案?
Alternative solution for terminating the labor contract due to conflict of interest
利益沖突的舉證問題?
Proof-providing issues related to conflict of interest
七、欺詐等導致合同無效解除的實操要點
Practical points in terminating the invalid labor contract due to fraud, etc.
員工入職期間存在哪些典型的欺詐行為?
What are the typical frauds that occur during entry formalities?
公司以員工入職為由解除合同,是否有時間限制?
If the company intends to terminate the labor contract on the grounds of entry formalities, is there a time limit?
員工隱婚隱育的,是否屬于欺詐?
Whether the employee’s behavior of concealing marital status or pregnancy status belongs to fraud?
員工隱瞞犯罪記錄的,是否屬于欺詐?
Whether the employee’s behavior of concealing his criminal record belongs to fraud?
八、員工被依法追究刑事責任的解除要點
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、司法拘留的共同點與區別?
Common grounds and differences among criminal detention, administrative detention and judicial detention
員工被刑事拘留,公司能否解除勞動合同?
If the employee is under criminal detention, can the company terminate the labor contract?
員工被行政拘留,公司能否依據規章制度解除勞動合同?
If the employee is under administrative detention, can the company terminate the labor contract according to rules and regulations?
員工因冤假錯案被平反,能否主張繼續履行勞動合同?
If the employee’s wrongful conviction has been corrected, can he demand continued performance of the labor contract?
九、醫療期滿解除的實操要點
Practical points in terminating the labor contract when the period for medical treatment expires
如何計算“醫療期”的期限?
How to calculate the “period for medical treatment”?
如何證明員工“不能從事原工作,也不能從事用人單位另行安排的工作”?
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,是否需和員工協商達成一致?
Does the company need to reach an agreement with the employee in respect of arranging any other position?
醫療期滿解除的法律程序?
Legal procedure for terminating the labor contract when the period for medical treatment expires
十、不能勝任工作解除的實操要點
Practical points in terminating the labor contract on the grounds that the employee is incompetent to his position
如何證明員工“不能勝任工作”?
How to prove that the employee is “incompetent to his position”?
對于不能勝任工作的員工,公司應如何開展培訓?
For the employee who is incompetent to his position, how should the company carry out training?
對于不能勝任工作的員工,公司能否直接調崗調薪?
For the employee who is incompetent to his position, can the company directly transfer his post or adjust his wage?
對于不能勝任工作的員工,培訓和調崗,應如何選擇?
For the employee who is incompetent to his position, how to chose between training and post transfer?
對員工進行考核的法律風險與實操要點?
Legal risks and practical points in evaluation of employee
公司能否實行末位淘汰或競爭上崗?
Can the company implement the lowliest place elimination system or the employment system through competition?
十一、情勢變更解除的實操要點
Practical points in terminating the labor contract due to change of circumstances
組織架構是否屬于客觀情況發生重大變化?
Whether the adjustment of organizational structure belongs to considerable change in the objective situation?
屬于客觀情況發生重大變化的主要情形?
Main circumstances that belong to considerable change in the objective situation
情勢變更解除有哪些程序性的要求?
What are the procedural re-quirements for terminating the labor contract due to change of circumstances?
十二、經濟性裁員的實操要點
Practical points in employee headcount reduction due to economic reasons
公司進行經濟性裁員的法定條件?
Legal conditions for the company to reduce employee headcount due to economic reasons
經濟性裁員的程序?
Procedure of employee headcount reduction due to economic reasons
經濟性裁員中的不得裁減人員及優先留用人員?
Employees who shall not be laid off or shall be given a priority to be kept during employee headcount reduction due to economic reasons
規避經濟性裁員的替代方案?
Alternative solution for avoiding employee headcount reduction due to economic reasons
十三、勞動合同終止的實操要點
Practical points in the termination of labor contract
對公司“提前解散”的司法認定?
Judicial determination of the company’s “dissolution ahead of schedule”
對終止勞動合同有哪些法律限制?
What are the legal restrictions on the termination of labor contract?
十四、離職環節中的其他法律風險和實操要點
Other legal risks and practical points in dimission
提前30天通知和代通知的選擇方案?
Alternatives of the 30-day prior notice and the wage in lieu of notice
能否在離職證明中注明解除理由?出具離職證明的時間節點?
Can the reason for contract termination be indicated in the employment separation certificate? Time nodes for issuing the employment separation certificate?
員工不配合工作交接的,如何處理?
If the employee doesn’t provide coordination for work handover, how to deal with it?
員工格式化工作電腦上的數據,公司能否要求其賠償損失?
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會程序?公司內部沒有工會怎么辦?
How to notify the trade un-ion according to law? What to do when the trade un-ion is not set up in the company?
交接電腦、門卡等辦公用品時,應注意哪些問題?
What should be paid attention to when handing over computer, door card and other office supplies?
解除勞動合同通知的注意要點?
Points for attention in notice of termination of labor contract
從違紀行為發生,到解除勞動合同的合理期限?
Reasonable period of time from the occurrence of disciplinary offence to the termination of the labor contract
解除勞動合同通知送達中的注意要點?
Points for attention in serving the notice of termination of labor contract
公司是否須嚴格執行規章制度中的處分與解除程序?
Whether the company must strictly implement the punishment and termination procedures in the rules and regulations



唐啟盛Sam Tang
資深律師 上海市權亞智博律師事務所

唐律師在律所工作期間,主要為跨國企業提供合規服務,主要包括協助內部調查、法律文件的起草與審核、規章制度的設計、群體事件的應對以及參與仲裁、訴訟。唐律師先后應人社部、北京大學、上海財經大學以及上海市勞動監察學會等組織的邀請舉辦講座,撰寫的法律文章先后刊登于《檢察日報》、《中國勞動》、《人力資源》等專業期刊,并擔任《勞動報》、威科數據庫的特邀勞動法專家。

唐律師2011年8月至2016年2月期間曾任職于上海市寶山區人民法院。在法院工作期間,審理的案件類型主要包括勞動爭議、合同糾紛等,積累了企業用工合規方面極為豐富的實務經驗。他曾榮獲中國法官學院“優秀學員”稱號,撰寫的法律專業文章多次刊登于上海市高級人民法院主辦的《審判實踐》期刊,并先后在團中央、上海市政法委、上海市婦聯等機關團體舉辦的研討會上獲獎。撰寫的民事判決書入選上海市法院系統優秀裁判文書。





本課程名稱: 員工離職管理全程指導—100個”雷區問題”與案例精解

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