學(xué)習(xí)對(duì)象
人力資源總監(jiān)，人力資源經(jīng)理 法務(wù)總監(jiān)，法務(wù)經(jīng)理 律師 勞動(dòng)仲裁員 工會(huì)干部
課程目標(biāo)
受到全球經(jīng)濟(jì)復(fù)蘇放緩，歐債危機(jī)、美債危機(jī)的影響，企業(yè)面臨前所未有的困境。如何有效降低人力成本，合理配置人力資源，是新形勢(shì)下HR面臨的難題。而“雇傭長(zhǎng)期化”、“解雇嚴(yán)格化”為當(dāng)前勞動(dòng)立法的兩大突出特點(diǎn)，因此，“嚴(yán)把入口關(guān)” ，更加嚴(yán)格地、系統(tǒng)地規(guī)范招聘管理，對(duì)于企業(yè)來(lái)說(shuō)變得更加重要。本次我們非常榮幸地邀請(qǐng)到了著名勞動(dòng)法專(zhuān)家，上海江三角律師事務(wù)所首席合伙人陸敬波先生與大家一起分享在新形勢(shì)下員工甄選招用中常見(jiàn)法律風(fēng)險(xiǎn)防范。本次課程緊密結(jié)合最新的法律、法規(guī)、政策以及人力資源管理的相關(guān)知識(shí)，從企業(yè)招聘人才最初的尋尋覓覓，到筆試和面試的明察秋毫，再到嚴(yán)密的簽約加盟，最后到細(xì)致的試用考察和最終的去留，系統(tǒng)地闡述了企業(yè)招聘管理的合法化和合規(guī)劃問(wèn)題。相信會(huì)給大家?guī)?lái)幫助和啟發(fā)。



Course Background

The world economy happened have significant impact again by it’s continuously instability, at the same time, this implicate numerous enterprises will be confronted with unprecedented straits by the European debt crisis and U.S debt crisis. We got couple questions for you after all these issues came into the stage. Such as, what needs to be well prepared ahead by HR practice under the new situation? How to make appropriate reduction on employment cost, as well as how to dispose the human resources rationally.

However, Long-term hiring and rigid layoff have been being the two significant characteristics to the current labor legislation. For this reason, strict hiring requirements would be turn into more strictly and scientifically on recruiting management. It also would be becoming further important to the numerous enterprises.

As a full-day event, we are honored to have invited our renowned labor law expert from president partner and director of the River Delta Law Firm Mr. Jin Bo Lu, to share with his unique insights and authority during the form.

In this course, we will present legalization and the problem of compliance of enterprise recruiting management, in accordance with the up-to-date laws, regulations, policies and relevant knowledge of human resource management, it starts of executive search all the way to the written examination until in person interviewing, back to signing a contract, consider new staffs employability in the probation period for their leave or stay as the last step. At last, we are convinced to provide you with case implications as well as advice on how to handle with such topic in your daily HR management.



課程目標(biāo)：



幫助企業(yè)全面了解招聘流程的相關(guān)法律知識(shí)體系

幫助企業(yè)全面了解招聘流程的相關(guān)實(shí)務(wù)操作技能

幫助企業(yè)規(guī)避招聘過(guò)程中法律風(fēng)險(xiǎn)


課程內(nèi)容
一、搜尋篇

1、合法的招聘主體：如何厘清集團(tuán)企業(yè)統(tǒng)一招聘員工的勞動(dòng)關(guān)系歸屬？

2、 選擇合法的形式：招聘會(huì)、獵頭、校招、微博招聘…，如何選擇恰當(dāng)?shù)恼衅感问剑?br>
3、 知情權(quán)的行使：從應(yīng)聘簡(jiǎn)歷、入職申請(qǐng)表到員工背景調(diào)查，如何確定其范圍，企業(yè)知情權(quán)與員工隱私權(quán)的邊界如何確定？

4、 職位描述：職責(zé)說(shuō)明與職位要求的該講與不該講。

5、 就業(yè)歧視：星座歧視、血型歧視…，如何在避免產(chǎn)生就業(yè)歧視的同時(shí)進(jìn)行員工的有效甄選？

二、訂立篇：

1、 Offer Letter、勞動(dòng)合同與勞動(dòng)關(guān)系：如何確定新入職員工的勞動(dòng)關(guān)系起始時(shí)間？

2、 報(bào)到手續(xù)：新員工報(bào)到過(guò)程中發(fā)生傷害，如何定性和賠償？

3、 入職登記表：入職登記表必備內(nèi)容包括哪些？如何充分發(fā)揮入職登記表的作用？

4、 入職培訓(xùn)：入職培訓(xùn)能否約定服務(wù)期？

5、 勞動(dòng)合同類(lèi)型：固定期限、無(wú)固定期限、已完成一定任務(wù)為期限的勞動(dòng)合同，三類(lèi)勞動(dòng)合同如何靈活運(yùn)用？

6、 勞動(dòng)合同主要條款：崗位、薪酬、工作地點(diǎn)…，必備條款如何留有靈活空間？

7、 勞動(dòng)合同訂立的形式與語(yǔ)言：中文勞動(dòng)合同是否必須有？電子化的勞動(dòng)合同是否構(gòu)成事實(shí)勞動(dòng)關(guān)系？

三、試用篇：

1、 試用期的設(shè)定：試用期滿(mǎn)后仍不能確定是否錄用，經(jīng)員工本人同意，能否延長(zhǎng)試用期？

2、 試用期的考察：試用期員工的考察是否必須以明確規(guī)定的錄用條件為標(biāo)準(zhǔn)？

3、 試用期用工：試用期員工的醫(yī)療期、工傷、商業(yè)秘密保護(hù)等特殊問(wèn)題應(yīng)該如何處理？

4、 試用期留用：?jiǎn)T工轉(zhuǎn)正后工資結(jié)構(gòu)發(fā)生變化是否應(yīng)按照轉(zhuǎn)正后工資標(biāo)準(zhǔn)補(bǔ)齊試用期待遇？

5、 試用期解雇：試用期滿(mǎn)后，能否根據(jù)員工試用期的表現(xiàn)以不符合錄用條件為由解除勞動(dòng)合同？

四、特殊員工篇：

1、退休人員：退休返聘人員與柔性退休人員的處理有何不同？

2、 內(nèi)退協(xié)保人員：特殊勞動(dòng)關(guān)系的相關(guān)規(guī)定是否都不再適用？

3、 實(shí)習(xí)人員：實(shí)習(xí)、見(jiàn)習(xí)、兼職、勤工儉學(xué)，這些概念如何區(qū)分？所有在校大學(xué)生都是實(shí)習(xí)生嗎？在校生打工都不構(gòu)成勞動(dòng)關(guān)系嗎？

4、 外籍和臺(tái)港澳人員：社保問(wèn)題之外，外籍員工與臺(tái)港澳員工還有哪些需要特別注意的？最新政策對(duì)這類(lèi)員工的管理將會(huì)帶來(lái)哪些挑戰(zhàn)？

5、 與原單位仍有勞動(dòng)關(guān)系人員：雙重勞動(dòng)關(guān)系是否必然違法？簽訂勞務(wù)協(xié)議能解決雙重勞動(dòng)關(guān)系帶來(lái)的法律風(fēng)險(xiǎn)嗎？

6、 對(duì)原單位負(fù)有競(jìng)業(yè)限制義務(wù)人員：承擔(dān)競(jìng)業(yè)限制違約金后，是否仍然不能錄用對(duì)原單位負(fù)有競(jìng)業(yè)限制義務(wù)的人員？該筆違約金由用人單位承擔(dān)后，能否作為勞動(dòng)合同的違約金？

7、 勞務(wù)派遣人員：新政策對(duì)勞務(wù)派遣越來(lái)越嚴(yán)格，勞務(wù)派遣的使用是否真的違法？應(yīng)對(duì)勞務(wù)派遣的危機(jī)，企業(yè)怎么辦？

8、 非全日制用工：未簽訂書(shū)面合同的非全日制用工如何與事實(shí)勞動(dòng)關(guān)系進(jìn)行區(qū)分？是否勞動(dòng)合同明確約定工作時(shí)間為非全日制，就屬于非全日制用工？



Seminar Agenda

Executive Search

1. The principal part of legal recruitment: How to clarify conglomerate unified recruitment under the jurisdiction of labor relationship?

2. Selection on legal recruitment methods: Career fair, Headhunter, Campus recruiting, Micro bo recruiting…., How to make a proper recruitment form?

3. Exercise your right to know: How to determine their scale of application know-how, Starts off with candidate’ CV, employment application all the way to applicant’s background investigation. How to ensure the borderline between enterprises’s right to know and employee privacy?

4. Job Description: Is there any verbal limitations on job content description and position requirement?

5. Discriminations in employment: Constellation discrimination, ABO discrimination…..How to prevent employment discrimination happening, but at the same time make the staff selection efficaciously?

Setting and amendment terms of labor contracts

1. Offer letter, labor contract and labor relationship: how to determine the new staff’s start date in their labor relationship?

2. Arrangements for registration procedure: How to determine the composition of a substance and compensate for new employee’s damage occurred in their registration process?

3. Employment entry registration form: What are some necessary contents during their register? How to take advantage of employment entry registration form?

4. New employee orientation: Whether employee orientation can make an agreement on the staff’s period of service?

5. Labor contract classification: Fixed term, non-fixed term, or has completed certain task as the term of the contract

6. Main provision of labor contract: Occupation, payment, working locale…., How to keep the work flexible within essential terms?

7. Formulization and essential language to the labor contract conclusion: Whether there must have to come out with Chinese version of labor contract? Whether it can constitute the electronic labor contract as factual labor relationship to concern?

Probation

1. Setup for probationary period: With an agreement to employee, whether can extend his/her probationary period if the enterprise is uncertain of their stay or leave?

2. Consider new staff’s employability in the probation period: Whether the investigation of the probation employee must be explicitly stated employment qualifications as the standard?

3. Employ staffs in the probation period: How to proper handle on medical treatment period, industrial injury, confidential prevention and relevant cases?

4. Remain in employment in the probation period: Whether should in light of become a full-time staff to make up for their treatments in the probation period while there happened have changes on wage structure?

5. Termination in employment contract in the probation period: Upon confirmation of employment, whether can according to the performance of the employee’s probation period as a reason for inconformity hiring to terminate his/her labor contract?

Special Employment

1. Regulations on retirement workers: Are there any differences on deal with restart employment and flexible retirement?

2. Retreat as HS security staff due to their early retirement: Whether the special labor relationship and relevant provisions are no longer to apply?

3. Internships: How to make a distinction between internship, on probation, part-time job, practice of working while studying? Are all the undergraduate students interns? Does a part time staff compose labor relationships?

4. Oversea employment and employees from Taiwan, Hong Kong and Macao: Besides social insurance issue, what kind of needs we should watch out?

5. Staffs who still keep the labor relationship with their original work units: Whether dual labor relationship is illegal? Whether it can work out through any legal risks of dual labor relationship by signing a labor service agreement?

6. Staffs who responsible for their non-competition duties during the resignation: On the bearing of non-competition penalty, whether it still can't hire non-competition obligated employees to their original employing unit?

7. Labor dispatching staff: The new policies on labor dispatching would be more and more strictly, is the labor dispatching really illegal? How would enterprise be confronted with labor dispatching risk?

8. Part-time staffs: How to discriminate the actual labor relationship to those non-signing labor contracts in written form? Can we say those are part-time staffs if there has specific working time in their labor contracts?