離職管理中最棘手問題之百問百答 其它上課時間：

Training Background|培訓背景】
對于企業(yè)而言，勞動合同的解除是一件執(zhí)行難度大、法律風險高、衍生問題多的事情。但HR管理層卻不得不迎難而上，因為企業(yè)人員的優(yōu)化管理，關系到企業(yè)運營與持續(xù)發(fā)展。For enterprises, to terminate a labor contract is not so easy but has high legal risks and many derivational problems. HR has to tackle the intractable issue because optimal management of enterprise personnel determines the operation and sustainable development of an enterprise.
 
由于擔心不必要的風險，多數企業(yè)在HR管理流程中大量采用協(xié)商解除，甚至使之成為除到期終止外的唯一解除方式。然而，隨著員工追求利益最大化的現(xiàn)象愈加普遍，"協(xié)商解除越來越難"成為眾多企業(yè)共同面對的問題。To avoid unnecessary risks, most enterprises will negotiate to terminate the labor contract during HR management, which even becomes the only way of termination except for natural expiration. However, as more employees tend to pursue maximum benefits, more enterprises are encountering the difficulties in negotiated termination.
邀請有豐富實踐經驗的法律專家洪桂彬律師，
梳理出員工離職管理中最核心的85個問題，通過親自辦理的大量案例演繹，深入解析勞動合同的解除誤區(qū)、技巧、補償成本控制等，提高企業(yè)解雇的安全性與靈活性。
【Training Content|培訓內容】：
一、員工主動辭職的7個棘手問題
1、員工辭職，單位能延期批準嗎
2、員工辭職，單位能否決定最后工作日嗎
3、辭職后發(fā)現(xiàn)懷孕，發(fā)生工傷能否撤銷辭職
4、郵件辭職、口頭辭職、微信辭職有效嗎
5、管理人員能否約定超過30日的辭職預告期
6、員工不辭而別怎么破
7、員工辭職能否約定"代通金"
I. 7 intractable problems for quit of staff
1. Can an enterprise postpone approval of the quit
2. Can an enterprise determine the last work day of the staff
3. Can the quit be canceled in case of pregnancy or work-related injury after the quit
4. Is the quit made by e-mails, orally or by Wechat effective
5. Can a manager agree upon a quit notice period longer than 30 days
6. What can an enterprise do in case of a quit without a notice
7. Can the "payment in lieu of notice" be agreed upon
 
二、員工被迫辭職的7個棘手問題
1、單位通知員工長期休假屬不提供勞動條件嗎
2、單位單方變更崗位屬于不提供勞動條件嗎
3、單位欠付加班費能否索要離職補償金
4、工資連續(xù)多個月晚發(fā)能否索要離職補償金
5、規(guī)章制度輕微違法也能索要補償金嗎
6、公司社保漏繳、基數不合法能辭職要求補償金嗎
7、被迫辭職的經濟補償金如何計算
II. . 7 intractable problems of forced resigning
1. Is long-term leave of staff requested by an enterprise a type of no provision of labor conditions
2. Is change of post by an enterprise a type of no provision of labor conditions
3. Can separation allowance be requested for underpayment of overtime pay
4. Can separation allowance be requested for delayed payment of wages for several consecutive months
5. Can compensation be requested for slight breach of rules and disciplines
6. Can compensation be requested for unpaid social insurance or illegal insurance payment base by an enterprise
7. How is economic compensation calculated for forced resigning
 
三、公司過錯解雇的13個棘手問題
1. 試用期"泡病假"如何證明不符合錄用條件
2. 未約定錄用條件，試用期就不能解雇了嗎
3. 試用期6個月，2個月能決定解雇嗎
4. 嚴重違紀的"嚴重"如何認定
5. 嚴重違紀的"紀"如何證明
6. 病假手續(xù)瑕疵能算曠工嗎
7. 不定時工作制員工如何證明"曠工"
8. 規(guī)章制度未列明的違紀行為不能解雇了嗎
9. 規(guī)章制度的民主程序怎么破
10. 嚴重失職的"重大損害"如何證明
11. 公司能禁止員工非工作時間兼職嗎
12. 隱瞞工作經歷算欺詐嗎
13. 被治安拘留能否解雇
III. 13 intractable problems of fault dismissal by an enterprise
1. How can we prove that a person fails to meet recruitment requirements due to "unnecessary sick leave" during probation
2. Can an enterprise dismiss someone failing to meet recruitment requirements during probation and why
3. Can a dismissal be determined in 2 months in case of 6-month probation
4. How can we define "serious" in serious rule-breaking
5. How can we prove "rule" in serious rule-breaking
6. Is it absenteeism in case of insufficient sick leave formalities
7. How can we prove "absenteeism" for staff in flexible working hour system
8. Can an enterprise dismiss someone under the breaches not listed in rules and disciplines
9. How can an enterprise deal with democratic process in rules and disciplines
10. How can we prove "significant damage" in gross misconduct
11. Is an enterprise allowed to forbid part-time work by staff during non-working time
12. Is it a fraud to conceal work experience
13. Can an enterprise dismiss the staff under public security detention
 
四、公司無過錯解雇的12個棘手問題
1. 零星病假的醫(yī)療期如何計算
2. 抑郁癥有24個月醫(yī)療期嗎
3. 醫(yī)療期會"歸零"，循環(huán)計算嗎
4. 醫(yī)療期滿繼續(xù)請病假能立即解除嗎
5. 醫(yī)療期解除必須經過勞動能力鑒定嗎
6. "不勝任工作"如何證明
7. 日常工作輔導屬于"不勝任培訓"嗎
8. 不勝任"調崗"如何保證"合理性"
9. 第二次不勝任如何證明
10. 公司搬遷一定屬于"客觀情況發(fā)生重大變化"嗎
11. 崗位撤銷、部門撤銷、業(yè)務外包屬于"重大變化"嗎
12. 提供關聯(lián)公司崗位算履行"協(xié)商程序"嗎
IV. 12 intractable problems of non-fault dismissal by an enterprise
1. How can we count the medical period of sporadic sick leave
2. Is 24-month medical period available for depression
3. Will the medical period be "cleared" or circularly counted
4. Can medical period be terminated for continued sick leave applied after expiration of medical period
5. Is identification of labor capacity required for terminating medical period
6. How can we prove "being not qualified for job"
7. Does daily work counseling fall within "being not qualified for job"
8. How can it be "reasonable" to transfer position due to being not qualified
9. How can we prove being not qualified for a second time
10. Is relocation of an enterprise a "significant change to objective circumstances"
11. Is cancellation of position, department or business outsourcing a kind of "significant change"
12. Has en enterprise implemented "negotiated procedure" by offering position in affiliated company
 
五、公司經濟性裁員的8個棘手問題
1. 20個人以下不能適用"經濟性裁員"嗎
2. 協(xié)商解除導致裁員人數不足20人怎么辦
3. 經濟性裁員方案必須職代會通過嗎
4. 經濟性裁