如何破解各类员工"泡病假"的难题
--解决病假、医疗期、抑郁症、精神疾病、慢性疾病等疑难病症合规管理实务
2016年8月5日 北京-亮马河大饭店
2016年9月13日 上海-东锦江希尔顿逸林酒店
Price：3500 RMB /Per/Day
同一公司2人（含）同时参加3150元/位
【Events Background|背景介绍】
近两年来，随着"任性员工的增多"和"二胎的放开"，泡病假的各类争议不断攀升，泡病假几乎成为员工对抗用人单位的"孙子兵法"，试用期怀孕泡病假、绩效考核不满泡病假、合同到期前泡病假、抑郁症混病假、甚至有员工到国外去开了1年的病假条以规避用人单位的"调查"。另一方面，因病假产生的解雇争议用人单位屡屡败诉，动辄被判恢复劳动关系则严重挑战HR管理者和直线主管的权威，但如果用人单位放任不管，最长可达24个月的医疗期又往往让企业不堪重负。 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、医疗期员工不胜任本职工作，可否调岗调薪？如何解雇医疗期满的员工? 员工断续请病假怎么办？；“对于长期混病假的员工应如何应对？抑郁症等精神类疾病的医疗期如何确定？
泡病假不仅是一个法律问题，更是一个管理问题，需要引起用人单位的高度重视。XXX将邀请在病假争议处理领域有丰富"合规调查"和"仲裁诉讼"经验的洪桂彬律师，通过百例真实案件的复盘分析为企业提供"泡病假"的诊断、预防和治疗之策。
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邀请对劳动争议处理有丰富经验的专家，从上千例泡病假争议挑选出具有代表性的经典案例，分析新司法解释背景下各类"泡病假"行为的处理重点、调查取证，为企业有效推进员工管理提供针对性的策略和技巧。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|参与对象】：
企业人力资源总经理、副总经理，人力资源总监，人力资源经理、员工关系经理、法务总监、法务经理等
【Events Content|内容】
一、有问题的"泡病假"
1、病假程序的7种瑕疵
未及时向主管报告
未办理任何请假手续
未提交病假资料
提交途径错误
逾期提交
提交资料不完整
病假期间不配合复诊安排
相关典型案例分析
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、病假单的7种表面瑕疵
病假单涂改
病假单倒开
病假单无盖章
无处方和诊断证明佐证
医生与科室不符
无挂号记录
无病例记录对应
相关典型案例分析
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种实体瑕疵
伪造病假单
找人代诊
病假期间在外兼职
病假期间外出旅游
病假期间出境
病假期间不配合工作交接
相关典型案例分析
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、没问题的"泡病假"
II. Unquestionable consumption of sick leaves
1、确定医疗期的长短（3种情形）
一般疾病
特殊疾病（精神病、癌症、瘫痪）
终身医疗期的适用对象
各地差异
典型案例：抑郁症是否属于精神病？
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、确定医疗期的经过（3种方法）
累计计算
循环计算
直接计算
各地差异
典型案例：员工断续请病假怎么办？
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、医疗期解除的步骤（4个步骤）
通知返岗
通知换岗
通知鉴定
通知解除
典型案例：员工事后鉴定完丧如何处理？
典型案例：医疗期继续维系劳动关系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、医疗期终止的步骤（2个步骤）
通知鉴定
通知解除
典型案例：病假单在合同期满后寄达公司可否享受医疗期？
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、涉病假的各类法定权益计算
III. Calculation of legal benefits relating to sick leaves
1、病假工资
病假工资的计算基数
病假工资的计算系数
各地病假工资的差异
典型案例：异地用工发生的病假工资争议
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、经济补偿金计算
补偿基数：是否应剔除病假期间待遇？
补偿年限：医疗期满解除有无12个月封顶限制
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、医疗补助费计算
计算月份：6-12个月的适用情形
计算基数：是否封顶
取消情形：提前退休退职手续的办理
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、对其他权益的影响
病假对绩效奖金的影响（可否取消或减少）
病假对年终奖金的影响（可否取消或减少）
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、特殊群体"泡病假"处理
IV. Treatment of deliberate consumption of sick leaves by special groups
1、三期女职工的病假处理
试用期怀孕请病假怎么办
合同到期前怀孕请病假怎么办
违反计划生育请病假如何处理
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、工伤职工的病假处理
工伤员工小伤大养怎么办
工伤劳动能力鉴定作出后继续提交病假单如何处理？
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、派遣员工泡病假处理
医疗期满前可否退回派遣公司
医疗期满后可否退回派遣公司（是否需要换岗）
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、退休返聘等群体病假
退休返聘、停薪留职、协保人员的病假
可否享受病假工资，可否约定病假工资标准
可否直接辞退？
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、外籍员工、港澳台等群体病假
病假待遇能否约定？
提供国外病假单如何处理？
是否享受法定医疗期？
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|讲师介绍】：
Gary Hong 洪桂彬律师
知名公司法、劳动法专家，汇业律师事务所合伙人。
洪桂彬律师专长于公司法、劳动法与争议解决，同时熟知人力资源管理与用工成本实践（社保/财税），在跨区域员工关系治理、高管治理、竞业限制及商业秘密等领域有丰富的执业经验。2013年曾参与《劳动合同法修正案》《劳务派遣规定》《上海市工伤保险实施办法（修订）》等多部法规的立法专家讨论与建议工作，洪桂彬律师同时具有丰富的授课经验，包括甲骨文、法国空客、强生、联合利华、杜邦、拜耳、施耐德、索迪斯、宝马、卡夫食品、耐克、欧尚、日立、联想、腾讯、中欧管理工商学院、苏格兰皇家银行等多家世界500强、跨国企业及境内知名公司曾聆听其课程。
经验：
成功为世界500强公司在华4000余人提供劳动关系规模转移安置综合解决方案
成功为某行业领先企业提供10000余人的劳务派遣综合解决方案
媒体采访：
曾接受上海电视台新闻综合频道、上海东方卫视、环球时报（英文版）、上海日报（英文版）、中国经营报、解放日报、上海人民广播电台、新金融观察、东方早报、新闻晨报等多家媒体采访就劳动关系热点问题发表专家意见。
出版物及其他：
《社会保险风险控制与成本优化实务》（独著） 中国政法大学出版社，曾主笔专栏《模拟仲裁庭》。
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