劳动合同单方解除风险管理与协商解除沟通技巧(上海),罗欣授课

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劳动合同单方解除风险管理与协商解除沟通技巧

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培训安排：2016年11月11日上海东锦江希尔顿逸林酒店

培训费用：3500元/人；同一公司两人（含）以上同时报名3150元/人。

培训背景：
作为社会法存在的《劳动合同法》开宗明义的表明了"明确"及其"保护"的对象，意在通过分配正义来颠覆"强资本，弱劳动"的情形，这在有效威吓少数"坏孩子"的同时，也使得部分"好孩子"陷入了迷失：一方面，由于担心在单方解除方面存在不必要的法律风险，而在HR 管理流程中大量采用协商解除（某种程度上，使得协商解除在到期终止外成了公司内部唯一的一种解除方式）；另一方面，则又由于缺乏明晰的协商策略，导致树立起一个有一个"榜样"，时常陷入被动。
ICH本次邀请在此项目中具有丰富实践经验的罗欣律师，结合诉讼及非讼实例，生动诠释"胡萝卜"与"大棒"并重下的劳动合同解除制度。沿袭以往的惯例，罗欣律师将同样提供高质量的参考文本以备各位同仁课后实操时使用。

培训收益：
--澄清常见单方解除中的常识陷阱Clarification of some common misunderstandings about unilateral discharge;
--有效把握协商解除的沟通要点与技巧Effective grasping of the points and techniques of communication in negotiation for a discharge;
--进一步完善离职流程建设Further improvement of severance procedures.

培训大纲：

一、常见单方解除误区Common Misunderstandings about Unilateral Discharge

（一）辞职与被迫辞职Resignation and forced to Resignation

1.何谓"自动辞职"?What restrictions are imposed on the right of resignation?

2.对辞职权存在何种限制？What are The Restrictions on The Right to Resignation?

3.对未满通知期辞职的处理

4."劝退"算什么？Shall Discouraging be Deemed as Resignation?

5."被迫"辞职的界定 The Definition of "Forced Resignation"

6.辞职可以反悔吗？Can resignation be withdrawn?

（二）过错性解除Discharge Caused by Faults

1.试用期内不符合录用条件与不能胜任工作？Inconformity with recruitment requirements and incompetence for the job during probation

2.如何界定严重违纪？How to define "Severe Violation of Discipline"?

3.如何开展内部调查How to Carry Out an Internal Investigation

4.如何界定"渎职"与"重大经济损失"？How to define "Misconduct" and "Significant Economic Losses"?

5.法律依据及经典案例解析Legislative Authority and Typical Case Analysis

（三）无过错解除Discharge Based on Non-fault

1.不能胜任工作情形的界定与证据固定Definition of incompetence and fixation of evidence

2.客观情况重大变化及其适用限制Significant changes of objective circumstances and their applicable restrictions

3.裁员中的行政程序与裁减程序Administrative procedures and downsizing procedures during the period of layoff

4.法律依据及经典案例解析Legislative Authority and Typical Case Analysis

二、依托单方解除理由开展的协商解除Discharge by Negotiation Based on the Causes of Unilateral Discharge

（一）基本原则与准备清单Basic Principles and the List of the documents to be Prepared

1.进行协商解除应当遵循的基本原则Basic Principles to be observed with respect to discharge by negotiation

2.项目准备清单及辅助材料The list of the documents to be prepared and the supporting documents

（二）谈判情绪控制要点Key Points of Negotiate Emotional Control

1.员工无任何反馈的处理Handling Employees without any feedback

2.员工翻旧账的处理Handling The Employees who Keep Dredging it up

3.员工威胁公司或HR的处理

4.员工采取过激行为的处理Handling The Employees who Take Drastic Action

5.员工采取回避措施的处理（请病假、委托亲属代为谈判等）Handling The Employees whoTake evasive measures.

（三）群体事件沟通要点Key Points of Group Event Communication

（四）典型案例解析Typical Case Analysis

1.未通过背景调查/体检项目候选人的录用信的撤销Cancellation of recruitment letter delivered to the candidates failing in the background investigation or physical examination

2.录用条件不明情形下的试用期解除Discharge of probation due to unidentifiable employment qualifications

3.无法定性的违纪行为Violation of disciplines of which the nature can not be determined

4.疑似不能胜任工作的员工The employees suspected to be incompetent for their job

5.尚未构成裁员条件的减员Reduction in employees not complying with the layoff conditions

培训讲师：罗欣
大成劳动法团队的合伙人律师.在加入大成之前，罗欣曾历任二家顶尖专业劳动法律师事务所的合伙人、高级律师，并曾兼任某知名500强公司的中国区劳动法顾问。罗欣专长于劳动法及人力资源管理实践。他的工作涉及众多领域，包括制造业、金融业、IT业、医药业、市场研究业、零售业等。罗欣主要负责劳动法律相关文书的起草及各类劳动争议的处理（包括调解、仲裁及诉讼）。他经常就协商解除、裁员、停工事件、集体协商及内部调查等案件提供现场支持。
A partner of Dacheng's Employment Law Practice team based in Shanghai. Before joining in Dacheng,Shane Luo 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. Shane Luo 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.
Shane Luo 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.

以往经验 Prior Experience:
为律商联讯中国设计和升级中国劳动法数据库；为美国医药公司依据《劳动合同法》及相关法律法规本土化相关人力资源政策；协助欧洲公司执行人力资源合规审计项目；协助欧洲市场研究咨询公司执行因收购业内翘楚公司导致的人员整合；协助欧洲的金融行业公司执行因全球策略调整导致的裁员项目；为某家知名的社交网站提供咨询及代理服务，以处理由于跳槽导致的群体性竞业限制案件。
Designing and updating LexisNexis China's employment database; Advised US-based pharmaceutical company on localizing its global HR policies according to the Employment Contract Law and related regulations; Advised EU-based company on implementing a HR management compliance audit program; Advised EU-based marketing research company on HR integration as a result of its acquisition by another leading company in the same industry; Advised EU-based finance company on handling layoffs due to adjustment of its global strategy; Advised and represented a famous SNS web company on handling collective disputes raised by its competitor due to non-compete restrictions.

出版物及其他经历 Publications and others

《中国劳动法指南》（英文版）律商联讯境外出版（合著）；《纷争与和谐:劳动争议预防与处理实务精要》（中文版）中国劳动社会保障出版社（合著）；在诸多报章和期刊上发表关于劳动法的文章，例如上海律师，新闻晨报，上海金融报、东方早报及人才市场报。

Co-author of China Employment Guidelines (English) (LexisNexis); Co-author of Practical Guidelines for Prevention and Settlement of Labor Disputes (Chinese) (China Labor & Social Security Press);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。