如何破解各類員工"泡病假"的難題
--解決病假、醫(yī)療期、抑郁癥、精神疾病、慢性疾病等疑難病癥合規(guī)管理實務(wù)
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【Events Background|背景介紹】
近兩年來，隨著"任性員工的增多"和"二胎的放開"，泡病假的各類爭議不斷攀升，泡病假幾乎成為員工對抗用人單位的"孫子兵法"，試用期懷孕泡病假、績效考核不滿泡病假、合同到期前泡病假、抑郁癥混病假、甚至有員工到國外去開了1年的病假條以規(guī)避用人單位的"調(diào)查"。另一方面，因病假產(chǎn)生的解雇爭議用人單位屢屢敗訴，動輒被判恢復(fù)勞動關(guān)系則嚴重挑戰(zhàn)HR管理者和直線主管的權(quán)威，但如果用人單位放任不管，最長可達24個月的醫(yī)療期又往往讓企業(yè)不堪重負。 With an increasing number of self-willed employees and conditional removal of restriction on second pregnancy in recent two years, various disputes on deliberate consumption of sick leaves emerge. Making deliberate consumption of sick leaves has almost become a tactic of employees against employers, which is specifically reflected by deliberate consumption of sick leaves through pregnancy during probation, due to dissatisfaction with performance examination or depression, immediately prior to expiration of employment contracts, or even for avoiding “investigation” by employers by obtaining one-year sick notes from foreign countries. On the other hand, it is common that employers are defeated in suits relating to controversial dismissals arising from sick leaves, and are ordered to restore labor relations, with the authority of HR managers and direct supervisors challenged. However, if employers just let it go, the medical period of up to 24 months will make them suffer.
病假、醫(yī)療期員工不勝任本職工作，可否調(diào)崗調(diào)薪？如何解雇醫(yī)療期滿的員工? 員工斷續(xù)請病假怎么辦？；“對于長期混病假的員工應(yīng)如何應(yīng)對？抑郁癥等精神類疾病的醫(yī)療期如何確定？
泡病假不僅是一個法律問題，更是一個管理問題，需要引起用人單位的高度重視。XXX將邀請在病假爭議處理領(lǐng)域有豐富"合規(guī)調(diào)查"和"仲裁訴訟"經(jīng)驗的洪桂彬律師，通過百例真實案件的復(fù)盤分析為企業(yè)提供"泡病假"的診斷、預(yù)防和治療之策。
Deliberate consumption of sick leaves is not only a legal problem, but more a management problem requiring great attention of employers. XXX will invite Mr. Hong Guibin, a lawyer well-experienced in “compliance investigation” and “arbitration litigation” for dealing with sick leave disputes, to provide suggestions for enterprises to diagnose, prevent and cure “deliberate consumption of sick leaves” through analysis of over-hundred true cases.
ICH邀請對勞動爭議處理有豐富經(jīng)驗的專家，從上千例泡病假爭議挑選出具有代表性的經(jīng)典案例，分析新司法解釋背景下各類"泡病假"行為的處理重點、調(diào)查取證，為企業(yè)有效推進員工管理提供針對性的策略和技巧。Experts well-experienced in treating labor disputes are invited by ICH to analyze, through analysis of typical and classical cases selected from over-thousand cases concerning deliberate consumption of sick leaves, focuses and investigations for evidence of deliberate consumption of sick leaves under the background of new judicial interpretations, as well as to offer strategies and skills for enterprises to effectively manage their employees.
【Attendees|參與對象】：
企業(yè)人力資源總經(jīng)理、副總經(jīng)理，人力資源總監(jiān)，人力資源經(jīng)理、員工關(guān)系經(jīng)理、法務(wù)總監(jiān)、法務(wù)經(jīng)理等
【Events Content|內(nèi)容】
一、有問題的"泡病假"
1、病假程序的7種瑕疵
未及時向主管報告
未辦理任何請假手續(xù)
未提交病假資料
提交途徑錯誤
逾期提交
提交資料不完整
病假期間不配合復(fù)診安排
相關(guān)典型案例分析
I. Questionable consumption of sick leaves
1. 7 defects of sick leave procedure
Failure to timely report to supervisor
Failure to attend to sick leave formalities
Failure to submit data relating to sick leave
Wrong way of submission
Delayed submission
Incomplete submission
Refusal to cooperate in further consultation during sick leaves
Analysis of relevant typical cases
2、病假單的7種表面瑕疵
病假單涂改
病假單倒開
病假單無蓋章
無處方和診斷證明佐證
醫(yī)生與科室不符
無掛號記錄
無病例記錄對應(yīng)
相關(guān)典型案例分析
2. 7 superficial defects of sick notes
Alteration of sick notes
Back-time issue of sick note
No stamp on sick note
No evidence of prescription and diagnosis certification
Inconsistence of doctor with department
No registration record
No corresponding medical records
Analysis of relevant typical cases
3、病假的6種實體瑕疵
偽造病假單
找人代診
病假期間在外兼職
病假期間外出旅游
病假期間出境
病假期間不配合工作交接
相關(guān)典型案例分析
3. 6 physical defects of sick leaves
Fabrication of sick note
Medical diagnosis by an agent
Doing part-time work during sick leave
Going on a trip during sick leave
Going abroad during sick leave
Failure to cooperate in handover of work during sick leave
Analysis of relevant typical cases
二、沒問題的"泡病假"
II. Unquestionable consumption of sick leaves
1、確定醫(yī)療期的長短（3種情形）
一般疾病
特殊疾病（精神病、癌癥、癱瘓）
終身醫(yī)療期的適用對象
各地差異
典型案例：抑郁癥是否屬于精神病？
1. Determination on the length of medical period (3 circumstances)
General diseases
Special diseases (mental disease, cancer, paralysis)
Patients subject to life-long medical treatment
Regional difference
Typical case: Is depression a kind of mental disease?
2、確定醫(yī)療期的經(jīng)過（3種方法）
累計計算
循環(huán)計算
直接計算
各地差異
典型案例：員工斷續(xù)請病假怎么辦？
2. Determination on the duration of medical period (3 methods)
Accumulative calculation
Loop calculation
Direct calculation
Regional difference
Typical case: How to deal with continuous sick leaves asked for by an employee?
3、醫(yī)療期解除的步驟（4個步驟）
通知返崗
通知換崗
通知鑒定
通知解除
典型案例：員工事后鑒定完喪如何處理？
典型案例：醫(yī)療期繼續(xù)維系勞動關(guān)系1年，事后能否解雇？
3. Procedure of lifting a medical period (4 steps)
Notification of returning to work
Notification of position change
Notification of authentication
Notification of lifting
Typical case: How to deal with post-authentication matters?
Typical case: Can an employee be dismissed after the labor relation is maintained for one year during corresponding medical period?
4、醫(yī)療期終止的步驟（2個步驟）
通知鑒定
通知解除
典型案例：病假單在合同期滿后寄達公司可否享受醫(yī)療期？
4. Procedure of terminating medical period (2 steps)
Notification of authentication
Notification of termination
Typical case: Is an employee entitled to a medical period in case corresponding sick note is received by his employer after expiration of the employment contract?
三、涉病假的各類法定權(quán)益計算
III. Calculation of legal benefits relating to sick leaves
1、病假工資
病假工資的計算基數(shù)
病假工資的計算系數(shù)
各地病假工資的差異
典型案例：異地用工發(fā)生的病假工資爭議
1. Wage for sick leaves
Wage calculation basis for sick leaves
Wage calculation coefficient for sick leaves
Different wages for sick leaves in different regions
Typical case: Dispute on wages for sick leaves in case of employment in a different place
2、經(jīng)濟補償金計算
補償基數(shù)：是否應(yīng)剔除病假期間待遇？
補償年限：醫(yī)療期滿解除有無12個月封頂限制
2. Calculation of economic compensation
Compensation basis: Will benefits for medical period be deducted?
Compensation period: Is there an specified upper limit of 12 months for termination after expiration of a medical period?
3、醫(yī)療補助費計算
計算月份：6-12個月的適用情形
計算基數(shù)：是否封頂
取消情形：提前退休退職手續(xù)的辦理
3. Calculation of medical aids
Calculation months: 6-12 months applicable
Calculation basis: Is there an upper limit?
Cancellation: Attendance to retirement or resignation in advance
4、對其他權(quán)益的影響
病假對績效獎金的影響（可否取消或減少）
病假對年終獎金的影響（可否取消或減少）
4. Influence on other benefits
Influence of sick leaves on performance bonus (will it be canceled or reduced)
Influence of sick leaves on year-end bonus (will it be canceled or reduced)
四、特殊群體"泡病假"處理
IV. Treatment of deliberate consumption of sick leaves by special groups
1、三期女職工的病假處理
試用期懷孕請病假怎么辦
合同到期前懷孕請病假怎么辦
違反計劃生育請病假如何處理
1. Treatment of sick leaves of female employees during their pregnancy, maternity and lactation
How to deal with a sick leave asked for by a pregnant employee on probation
How to deal with a sick leave asked for by a pregnant employee immediately prior to expiration of her employment contract
How to deal with a sick leave asked for by a female employee carrying a baby against the family-planning policy
2、工傷職工的病假處理
工傷員工小傷大養(yǎng)怎么辦
工傷勞動能力鑒定作出后繼續(xù)提交病假單如何處理？
2. Treatment of sick leaves due to work-related injury
How to deal with a sick leave for serious work-related injury that an employee suffering slight work-related injury asks for?
How to deal with further sick notes submitted after assessment of labor capacity?
3、派遣員工泡病假處理
醫(yī)療期滿前可否退回派遣公司
醫(yī)療期滿后可否退回派遣公司（是否需要換崗）
3. Treatment of deliberate consumption of sick leaves by dispatched employees
Can an employee be returned to corresponding dispatching company prior to expiration of his medical period?
Can an employee be returned to corresponding dispatching company after expiration of his medical period (is position change required)?
4、退休返聘等群體病假
退休返聘、停薪留職、協(xié)保人員的病假
可否享受病假工資，可否約定病假工資標準
可否直接辭退？
4. Consumption of sick leaves by reemployed workers after retirement
Sick leaves of reemployed workers after retirement, workers subject to retention of position and suspension of salary and workers subject to agreed retention of social insurance relations
Can they enjoy wages for sick leaves or agree on wage standard for sick leaves?
Can they be directly dismissed?
5、外籍員工、港澳臺等群體病假
病假待遇能否約定？
提供國外病假單如何處理？
是否享受法定醫(yī)療期？
5. Consumption of sick leaves by foreign employees or employees from Hong Kong, Macau and Taiwan
Can benefits for sick leaves be agreed upon?
How to deal with sick notes from foreign countries?
Can they enjoy legal medical periods?
【About the Speaker|講師介紹】：
Gary Hong 洪桂彬律師
知名公司法、勞動法專家，匯業(yè)律師事務(wù)所合伙人。
洪桂彬律師專長于公司法、勞動法與爭議解決，同時熟知人力資源管理與用工成本實踐（社保/財稅），在跨區(qū)域員工關(guān)系治理、高管治理、競業(yè)限制及商業(yè)秘密等領(lǐng)域有豐富的執(zhí)業(yè)經(jīng)驗。2013年曾參與《勞動合同法修正案》《勞務(wù)派遣規(guī)定》《上海市工傷保險實施辦法（修訂）》等多部法規(guī)的立法專家討論與建議工作，洪桂彬律師同時具有豐富的授課經(jīng)驗，包括甲骨文、法國空客、強生、聯(lián)合利華、杜邦、拜耳、施耐德、索迪斯、寶馬、卡夫食品、耐克、歐尚、日立、聯(lián)想、騰訊、中歐管理工商學(xué)院、蘇格蘭皇家銀行等多家世界500強、跨國企業(yè)及境內(nèi)知名公司曾聆聽其課程。
經(jīng)驗：
成功為世界500強公司在華4000余人提供勞動關(guān)系規(guī)模轉(zhuǎn)移安置綜合解決方案
成功為某行業(yè)領(lǐng)先企業(yè)提供10000余人的勞務(wù)派遣綜合解決方案
媒體采訪：
曾接受上海電視臺新聞綜合頻道、上海東方衛(wèi)視、環(huán)球時報（英文版）、上海日報（英文版）、中國經(jīng)營報、解放日報、上海人民廣播電臺、新金融觀察、東方早報、新聞晨報等多家媒體采訪就勞動關(guān)系熱點問題發(fā)表專家意見。
出版物及其他：
《社會保險風(fēng)險控制與成本優(yōu)化實務(wù)》（獨著） 中國政法大學(xué)出版社，曾主筆專欄《模擬仲裁庭》。
【報名咨詢】
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