勞動合同單方解除管理與協(xié)商解除溝通技巧
Labor Contract Unilateral Discharge Management and the Techniques about Discharge by Negotiation Communication
【培訓(xùn)安排】2016年5月19日 北京亮馬河飯店
【培訓(xùn)費(fèi)用】3500元/人；同一公司兩人（含）以上同時報名9折優(yōu)惠（3150元/人）
【培訓(xùn)背景】
作為社會法存在的《勞動合同法》開宗明義的表明了"明確"及其"保護(hù)"的對象，意在通過分配正義來顛覆"強(qiáng)資本，弱勞動"的情形，這在有效威嚇少數(shù)"壞孩子"的同時，也使得部分"好孩子"陷入了迷失：一方面，由于擔(dān)心在單方解除方面存在不必要的法律風(fēng)險，而在HR 管理流程中大量采用協(xié)商解除（某種程度上，使得協(xié)商解除在到期終止外成了公司內(nèi)部唯一的一種解除方式）；另一方面，則又由于缺乏明晰的協(xié)商策略，導(dǎo)致樹立起一個有一個"榜樣"，時常陷入被動。
ICH宜咨本次邀請在此項(xiàng)目中具有豐富實(shí)踐經(jīng)驗(yàn)的羅欣律師，結(jié)合訴訟及非訟實(shí)例，生動詮釋"胡蘿卜"與"大棒"并重下的勞動合同解除制度。沿襲以往的慣例，羅欣律師將同樣提供高質(zhì)量的參考文本以備各位同仁課后實(shí)操時使用。
The Labor Contract Law as social law states its protection objects very clearly from the very beginning, with the intention to change the overwhelming position of capital over labor by virtue of distributive justice. The relevant provisions achieve a deterrent effect on the enterprises regardless of the rights and interests of labor workers. At the meanwhile, they may cause those law-abiding enterprises to feel at a loss. On one hand, the concern about legal risks occurring from unilateral discharge forces these enterprises to adopt frequently discharge by negotiation in the process of HR management (to some extent, discharge by negotiation has become the only method of terminating labor contracts inside companies, except expiry termination); on the other hand, lacking of explicit negotiation strategies produces more and more bad examples about discharge by negotiation and in turn the enterprises involve themselves into a passive position.
Today, we have the honor to invite Mr. Luoxin, a lawyer very experienced in this project, who will explain to us vividly the system of labor contract discharge under both carrot policy (i.e. incentive policy) and big stick policy (i.e. punishment policy), by citing some actual examples about lawsuit and non-lawsuit. As usual, Ms. Luo will provide us with high quality reference texts for our use in practice after class.
【Training Effective|培訓(xùn)收益】：
--澄清常見單方解除中的常識陷阱Clarification of some common misunderstandings about unilateral discharge;
--有效把握協(xié)商解除的溝通要點(diǎn)與技巧Effective grasping of the points and techniques of communication in negotiation for a discharge;
--進(jìn)一步完善離職流程建設(shè)Further improvement of severance procedures.
【Training Outline|課程大綱】：
一、常見單方解除誤區(qū)Common Misunderstandings about Unilateral Discharge
（一）辭職與被迫辭職Resignation and forced to Resignation
1.何謂"自動辭職"?What restrictions are imposed on the right of resignation?
2.對辭職權(quán)存在何種限制？What are The Restrictions on The Right to Resignation?
3.對未滿通知期辭職的處理
4."勸退"算什么？Shall Discouraging be Deemed as Resignation?
5."被迫"辭職的界定 The Definition of "Forced Resignation"
6.辭職可以反悔嗎？Can resignation be withdrawn?
（二）過錯性解除Discharge Caused by Faults
1.試用期內(nèi)不符合錄用條件與不能勝任工作？Inconformity with recruitment requirements and incompetence for the job during probation
2.如何界定嚴(yán)重違紀(jì)？How to define "Severe Violation of Discipline"?
3.如何開展內(nèi)部調(diào)查How to Carry Out an Internal Investigation
4.如何界定"瀆職"與"重大經(jīng)濟(jì)損失"？How to define "Misconduct" and "Significant Economic Losses"?
5.法律依據(jù)及經(jīng)典案例解析Legislative Authority and Typical Case Analysis
（三）無過錯解除Discharge Based on Non-fault
1.不能勝任工作情形的界定與證據(jù)固定Definition of incompetence and fixation of evidence
2.客觀情況重大變化及其適用限制Significant changes of objective circumstances and their applicable restrictions
3.裁員中的行政程序與裁減程序Administrative procedures and downsizing procedures during the period of layoff
4.法律依據(jù)及經(jīng)典案例解析Legislative Authority and Typical Case Analysis
二、依托單方解除理由開展的協(xié)商解除Discharge by Negotiation Based on the Causes of Unilateral Discharge
（一）基本原則與準(zhǔn)備清單Basic Principles and the List of the documents to be Prepared
1.進(jìn)行協(xié)商解除應(yīng)當(dāng)遵循的基本原則Basic Principles to be observed with respect to discharge by negotiation
2.項(xiàng)目準(zhǔn)備清單及輔助材料The list of the documents to be prepared and the supporting documents
（二）談判情緒控制要點(diǎn)Key Points of Negotiate Emotional Control
1.員工無任何反饋的處理Handling Employees without any feedback
2.員工翻舊賬的處理Handling The Employees who Keep Dredging it up
3.員工威脅公司或HR的處理
4.員工采取過激行為的處理Handling The Employees who Take Drastic Action
5.員工采取回避措施的處理（請病假、委托親屬代為談判等）Handling The Employees whoTake evasive measures.
（三）群體事件溝通要點(diǎn)Key Points of Group Event Communication
（四）典型案例解析Typical Case Analysis
1.未通過背景調(diào)查/體檢項(xiàng)目候選人的錄用信的撤銷Cancellation of recruitment letter delivered to the candidates failing in the background investigation or physical examination
2.錄用條件不明情形下的試用期解除Discharge of probation due to unidentifiable employment qualifications
3.無法定性的違紀(jì)行為Violation of disciplines of which the nature can not be determined
4.疑似不能勝任工作的員工The employees suspected to be incompetent for their job
5.尚未構(gòu)成裁員條件的減員Reduction in employees not complying with the layoff conditions
【About the Trainer| 培訓(xùn)師介紹】：
羅欣 Shane LUO
中國律師 Lawyer admitted in China
大成勞動法團(tuán)隊(duì)的合伙人律師，工作地點(diǎn)為上海。在加入大成之前，羅欣曾歷任二家頂尖專業(yè)勞動法律師事務(wù)所的合伙人、高級律師，并曾兼任某知名500強(qiáng)公司的中國區(qū)勞動法顧問。
A partner of Dacheng's Employment Law Practice team based in Shanghai. Before joining in Dacheng, Shane was a partner and a senior associate at two top tier boutique firms that both specialized in employment law. He also was seconded as an employment counsel (mainland) for a famous Fortune 500 company.
羅欣專長于勞動法及人力資源管理實(shí)踐。他的工作涉及眾多領(lǐng)域，包括制造業(yè)、金融業(yè)、IT業(yè)、醫(yī)藥業(yè)、市場研究業(yè)、零售業(yè)等。
Shane specializes in employment law and is familiar with both the legal requirements and HR practices in China. He works across a wide range of industries including manufacturing, finance, IT, pharmaceutical, marketing research, and retail.
羅欣主要負(fù)責(zé)勞動法律相關(guān)文書的起草及各類勞動爭議的處理（包括調(diào)解、仲裁及訴訟）。他經(jīng)常就協(xié)商解除、裁員、停工事件、集體協(xié)商及內(nèi)部調(diào)查等案件提供現(xiàn)場支持。
Shane mainly handles the preparation of various employment-related documents, advise on all aspects of employment law, as well as assist with labor dispute resolution (mediation, arbitration and litigation). With his expertise, he is often called upon to provide on-site support to clients on negotiations with employees for the mutual termination of their employment contracts, redundancies, strikes, collective bargaining, and internal audits.
以往經(jīng)驗(yàn) Prior Experience
為律商聯(lián)訊中國設(shè)計和升級中國勞動法數(shù)據(jù)庫；
Designing and updating LexisNexis China's employment database;
為一家美國醫(yī)藥公司依據(jù)《勞動合同法》及相關(guān)法律法規(guī)本土化相關(guān)人力資源政策；
Advised an US-based pharmaceutical company on localizing its global HR policies according to the Employment Contract Law and related regulations;
協(xié)助一家歐洲公司執(zhí)行人力資源合規(guī)審計項(xiàng)目；
Advised a EU-based company on implementing a HR management compliance audit program;
協(xié)助一家歐洲市場研究咨詢公司執(zhí)行因收購業(yè)內(nèi)另一家翹楚公司導(dǎo)致的人員整合；
Advised a EU-based marketing research company on HR integration as a result of its acquisition by another leading company in the same industry;
協(xié)助一家歐洲的金融行業(yè)公司執(zhí)行因全球策略調(diào)整導(dǎo)致的裁員項(xiàng)目；
Advised a EU-based finance company on handling layoffs due to adjustment of its global strategy;
為某家知名的社交網(wǎng)站提供咨詢及代理服務(wù)，以處理由于跳槽導(dǎo)致的群體性競業(yè)限制案件（15人）。
Advised and represented a famous SNS web company on handling collective disputes (15 persons) raised by its competitor due to non-compete restrictions.
出版物及其他經(jīng)歷 Publications and others
《中國勞動法指南》（英文版）律商聯(lián)訊境外出版（合著）
Co-author of China Employment Guidelines (English) (LexisNexis)
《紛爭與和諧:勞動爭議預(yù)防與處理實(shí)務(wù)精要》（中文版）中國勞動社會保障出版社（合著）
Co-author of Practical Guidelines for Prevention and Settlement of Labor Disputes (Chinese) (China Labor & Social Security Press)
在諸多報章和期刊上發(fā)表關(guān)于勞動法的文章，例如上海律師，新聞晨報，上海金融報、東方早報及人才市場報
Published several articles or provided comments concerning employment & labor law for newspapers and periodicals, such as Shanghai Lawyer, Morning News, Shanghai Finance News, Oriental Morning News and Labor Market News
【報名咨詢】
聯(lián)系電話：010-62258232 62278113 13718601312 18610339408
聯(lián) 系 人：李先生 陳小姐
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