Training Background|培训背景】
对于企业而言，劳动合同的解除是一件执行难度大、法律风险高、衍生问题多的事情。但HR管理层却不得不迎难而上，因为企业人员的优化管理，关系到企业运营与持续发展。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.
由于担心不必要的风险，多数企业在HR管理流程中大量采用协商解除，甚至使之成为除到期终止外的唯一解除方式。然而，随着员工追求利益最大化的现象愈加普遍，"协商解除越来越难"成为众多企业共同面对的问题。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.
邀请有丰富实践经验的法律专家洪桂彬律师，
梳理出员工离职管理中最核心的85个问题，通过亲自办理的大量案例演绎，深入解析劳动合同的解除误区、技巧、补偿成本控制等，提高企业解雇的安全性与灵活性。
【Training Content|培训内容】：
一、员工主动辞职的7个棘手问题
1、员工辞职，单位能延期批准吗
2、员工辞职，单位能否决定最后工作日吗
3、辞职后发现怀孕，发生工伤能否撤销辞职
4、邮件辞职、口头辞职、微信辞职有效吗
5、管理人员能否约定超过30日的辞职预告期
6、员工不辞而别怎么破
7、员工辞职能否约定"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、员工被迫辞职的7个棘手问题
1、单位通知员工长期休假属不提供劳动条件吗
2、单位单方变更岗位属于不提供劳动条件吗
3、单位欠付加班费能否索要离职补偿金
4、工资连续多个月晚发能否索要离职补偿金
5、规章制度轻微违法也能索要补偿金吗
6、公司社保漏缴、基数不合法能辞职要求补偿金吗
7、被迫辞职的经济补偿金如何计算
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、公司过错解雇的13个棘手问题
1. 试用期"泡病假"如何证明不符合录用条件
2. 未约定录用条件，试用期就不能解雇了吗
3. 试用期6个月，2个月能决定解雇吗
4. 严重违纪的"严重"如何认定
5. 严重违纪的"纪"如何证明
6. 病假手续瑕疵能算旷工吗
7. 不定时工作制员工如何证明"旷工"
8. 规章制度未列明的违纪行为不能解雇了吗
9. 规章制度的民主程序怎么破
10. 严重失职的"重大损害"如何证明
11. 公司能禁止员工非工作时间兼职吗
12. 隐瞒工作经历算欺诈吗
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、公司无过错解雇的12个棘手问题
1. 零星病假的医疗期如何计算
2. 抑郁症有24个月医疗期吗
3. 医疗期会"归零"，循环计算吗
4. 医疗期满继续请病假能立即解除吗
5. 医疗期解除必须经过劳动能力鉴定吗
6. "不胜任工作"如何证明
7. 日常工作辅导属于"不胜任培训"吗
8. 不胜任"调岗"如何保证"合理性"
9. 第二次不胜任如何证明
10. 公司搬迁一定属于"客观情况发生重大变化"吗
11. 岗位撤销、部门撤销、业务外包属于"重大变化"吗
12. 提供关联公司岗位算履行"协商程序"吗
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、公司经济性裁员的8个棘手问题
1. 20个人以下不能适用"经济性裁员"吗
2. 协商解除导致裁员人数不足20人怎么办
3. 经济性裁员方案必须职代会通过吗
4. 经济性裁