培训安排：
2018年6月20日 北京珀丽酒店
2018年6月22日 上海东锦江希尔顿酒店
2018年6月29日 富苑皇冠假日套房酒店
培训费用：3500元/位；团体价格3150元/人（两人及以上） (包括培训、教材、午餐以及上下午茶点等)
学习收获：
参加本次讲座，您将收获：To participate in this lecture, you will harvest: To participate in this lecture, you will gain:
1、规章制度管理的流程再造与风险控制 / Rules and regulations management process reengineering and risk control.
2、招聘入职管理的流程再造及风险控制 / Recruitment process management reengineering and risk control.
3、试用期管理的流程再造及风险控制 / The process reengineering of trial period management and risk control
4、考勤管理的流程再造及风险控制 / Process reengineering and risk control of attendance management
5、薪酬管理的流程再造及风险控制 / The process reengineering and risk control of salary management
6、离职管理的流程再造及风险控制 / The process reengineering and risk control of turnover management
7、企业搬迁或关闭劳动关系处理的风险控制 / Risk control for the relocation or closing of labor relations.
8、劳务派遣管理的风险控制 / Risk control of labor dispatch management
9、劳务外包管理的风险控制 / Risk control of outsourcing management of labor services
10、退休返聘人员管理的风险控制 / Retired rehired personnel management risk control
11、外籍员工和港澳台员工管理的风险控制 / Risk control of foreign staff and Hong Kong, Macao and Taiwan staff management.
适合对象：董事长、总经理、副总经理、人事行政总监、经理、主管、招聘专员、各部门领导负责人、办公室主任、法务、律师等相关负责人
The chairman, general manager, deputy general manager, director of personnel administration, manager, supervisor, recruitment Commissioner, head of alldepartments, head of office, legal affairs, lawyers and other related persons
讲座提纲Lecture Outline：
一、规章制度管理流程再造与风险控制 Rules and regulations management process reengineering and risk control.
1、案例/Case
2、规章制度是公司说了算还是员工说了算？/ Do the rules and regulations decide whether the company has the final say or the employees have the final say?
3、公司规章制度如何才能对员工产生约束力？/ How can the company's rules and regulations be binding on employees?
4、哪些规章制度需要履行民主协商程序和公示程序？/ Which rules and regulations need to carry out democratic consultation procedures and publicity procedures?
5、所有的规章制度都必须履行民主协商程序和公示程序吗？/ must all rules and regulations fulfill democratic consultation procedures and publicity procedures?
6、修订的规章制度还需要履行民主协商和公示程序吗？ / do we need to carry out democratic consultation and publicity procedures in the revised rules and regulations?
7、什么是民主协商程序？ / What is a democratic consultative procedure?
8、常见的民主协商方法有哪些？/ What are the common methods of democratic consultation?
9、如何保留民主协商的证据？/ How to retain the evidence of democratic consultations?
10、什么是公示程序？/ What is a publicity program?
11、常见的公示方法有哪些？/ What are the common methods of publicity?
12、如何保留公示的证据？/ How to retain the evidence of publicity?
13、规章制度的生效、修订与执行 / The entry into force, revision and implementation of the rules and regulations
15、履行了民主协商程序和公示程序的规章制度就可以高枕无忧了吗？/ can we fulfill the rules and regulations of democratic consultation procedure and publicity procedure?
16、如何理解规章制度的合理性与合法性 / how to understand the rationality and legality of rules and regulations?
17、员工手册的设计要点 / The design points of the employee handbook
18、员工手册范本 / Model of employee manual
19、流程再造与风控要点 / process reengineering and main points of wind control
二、招聘入职及试用期管理流程再造及风险控制 Recruitment and trial period management process reengineering and risk control
（一）招聘入职管理流程再造及风险控制 recruitment process reengineering and risk control.
1、案例 / Case
2、如何起草招聘广告避免就业歧视？ / How to drafting the advertisement to avoid employment discrimination?
3、招聘阶段公司的告知义务有哪些？ / What are the informing obligations of the company in the recruitment stage?
4、公司知情权的法律边界在哪里？ / Where is the legal boundary of the company's right to know?
5、公司能否扣押证件／收取押金／提供担保？/ can the company seize the certificate / collect the deposit / guarantee?
6、公司招用未解除或终止劳动合同员工的法律风险 / the legal risk of employees who have not terminated or terminated labor contracts.
7、如何进行核心员工的背景调查 / How to carry out the background investigation of the core staff
8、入职体检的边界在哪里？ / Where is the boundary of the entrance examination?
9、《入职登记表》的设计要点与风险控制 / design points and risk control of entry registration form.
10、入职的资料证件提交注意事项 / The attentions of the documents submitted to the post
11、员工入职需要签署哪些核心法律文件？ / what key legal documents do employees need to sign up for?
12、流程再造与风控要点 / process reengineering and main points of wind control
（二）试用期管理流程再造及风险控制 probation management process reengineering and risk control.
1、案例 / Case
2、试用期限的法定标准是什么？ / What is the legal standard for the probation period?
3、超试用期限的法律后果是什么？ / What are the legal consequences of the period of ultra probation?
4、可以延长试用期限吗？ / Can we extend the probation period?
5、如何约定试用期工资？ / how to agree on the probationary wage?
6、单独的试用期合同是否有效？ / Is a single probation contract valid?
7、试用期内能否随意解雇员工？ / can you dismiss employees at random during the probation period?
8、“录用条件”=“招聘条件”？ / ”Employment conditions" = "recruitment conditions"?
9、什么是“录用条件”？ / What is the "employment condition"?
10、公司如何设计“录用条件”? / how does the company design "employment conditions"?
11、如何做好试用期的员工考核？ / How to do a good job assessment for the probation period?
12、能否以员工隐婚、隐孕为由解雇试用期员工？/ is it possible to dismiss probationary employees on the grounds of employee implicit marriage and implicit pregnancy?
13、流程再造与风控要点/ process reengineering and main points of wind control
三、工时制度与考勤管理核心流程再造与风险控制 The core process reengineering and risk control of man hour system and attendance management.
1、案例 / Case
2、标准工时制 / Standard working hour system
3、综合计算工时制 / Comprehensive calculation of working hour system
4、不定时工作制 / Irregular work system
5、考勤由谁承担举证责任？ / Who takes the burden of proof?
6、考勤记录至少应该保存几年？ / How many years should the attendance record be kept?
7、卡钟考勤的管理要点 / the management points of card clock attendance
8、IC卡考勤的管理要点 / the management points of IC card attendance
9、指纹考勤的管理要点 / the management points of fingerprint attendance
10、互联网远程签到的管理要点 / the management points of Internet remote check-in
11、书面签到的管理要点 / the management points of written sign in
12、如何设计考勤统计表 / How to design the attendance statistics table
13、如何设计考勤管理制度？ / How to design the attendance management system?
14、流程再造与风控要点 / process reengineering and main points of wind control
四、薪酬管理的核心流程再造与风险控制 Four, the core process reengineering of salary management and risk control
（一）案例 / Case
（二）薪酬支付原则 / the principle of payment and payment
1、工资总额的项目 / The total payroll project
2、薪酬设计的原则 / the principle of salary design
3、最低工资、基本工资、标准工资、应发工资、实发工资、正常工作时间工资、本人工资、平均工资 / minimum wage, basic wage, standard wage, payroll, real wages, normal working hours, wages, average wages.
4、最低工资中是否包含五险一金？ / whether the minimum wage includes five social insurance and one housing fund?
5、工资支付期限及超期支付法律风险 / the period of salary payment and the legal risk of overdue payment
6、工资支付方式 / Salary payment method
7、劳动合同解除与工资结算要求 / Termination of labor contract and salary settlement requirements
8、工资支付表的制作要求、保存期限 / The production requirements and the duration of the payment form
9、工资清单的内容与签收要求 / The contents of the salary list and the requirements for the signing of the bill
10、提成工资的支付争议及处理 / payment dispute and treatment
11、实行年薪制或者按考核周期支付工资的约定方法 / the annual salary system or the agreed method to pay wages according to the assessment cycle.
12、拒不支付劳动报酬罪的构成及适用 / The Constitution and application of the crime of refusing to pay for labor remuneration
（二）加班工资的支付与加班争议中的风险控制 overtime payment and risk control in overtime dispute.
1、标准工时制下的加班工资计算 / the calculation of overtime pay under the standard working hour system
2、计件工资下的加班工资计算 / Calculation of overtime wages under piecework wages
3、综合计算工时制下的加班工资计算 / The calculation of overtime pay under the comprehensive calculation of the working hour system
4、不定时工作制下的加班工资计算 / the calculation of overtime wages under the irregular work system
5、补休和调休的区别 / The difference between the 5, and get off
6、补休与加班费的适用条件；员工能否不补休而要求支付加班费？ / applicable conditions and compensatory overtime; employees can not make request to pay overtime?
7、加班和值班的区分以及在实务中的适用 / the distinction between overtime and duty and its application in practice.
8、加班工资计算基数的确定与约定技巧 / the determination and appointment skill of overtime wage calculation base.
9、加班工资的追溯期限 / the traceability period of overtime pay
10、加班工资争议中的举证规则 / the rules of proof in the dispute of overtime pay
11、如何约定“包薪制”才能得到裁判机关的认可？ / how do we agree that the "package salary system" can be recognized by the judicial authority?
12、约定六天工作制的加班工资问题 / The issue of overtime pay for the six day work system
13、超时加班的法律责任与行政处罚 / Legal and administrative penalties for overtime overtime
14、安排加班不支付加班费的加付赔偿金责任； / arrange the overtime payment without overtime payment.
15、加班审批制度能否对抗加班费支付？如何避免风险？ / can overtime approval system fight overtime pay? How to avoid risk?
16、如何有效降低加班工资争议的法律风险 / how to effectively reduce the legal risk of overtime pay disputes?
（四）特殊情形下的工资支付 salary payment under special circumstances
1、病假工资的计算基数、计算比例； / The calculation base and proportion of the sick leave wage;
3、工伤停工留薪期的工资计算标准如何确定？是否包括加班费？/ how to determine the wage standard of work-related injury and pay off period? Does it include overtime?
4、停工留薪期内员工上班，停工留薪期工资和正常工作工资能否兼得？/ is it possible for employees to go to work when they stop working or not?
5、超过法定医疗期是否需支付病假工资？/ is it necessary to pay sick leave over the statutory period?
6、如何应对员工“泡病假”？/ how to deal with employee "sick leave"?
7、婚、丧假的工资支付 / marriage, funeral leave pay
8、探亲假的工资支付 / Payroll payment for fake relatives
9、事假如何扣发工资？ / leave to deduct wages?
10、未休年休假工资的计算方法 / the calculation method of unrest salary
11、未休福利年休假的工资计算方法与风险防范方法 / the wage calculation method and risk prevention method of unpaid annual leave.
12、产假工资和生育津贴如何适用？二者出现差额如何处理？ / How does the maternity and birth allowance apply? How to deal with the difference between the two?
（五）年终奖支付中的争议与法律风险控制 disputes in the year-end bonus payment and legal risk control.
1、员工主张年终奖的举证责任 / The burden of proof of the year end award by the employees
2、新入职员工不满一年不享受年终奖的规定是否有效？ / is it valid for the new employees who don't enjoy the year-end bonus in less than a year?
3、员工年终奖发放日前离职不享受年终奖的规定是否有效？ / employee turnover before year-end bonus payment date shall not enjoy the year-end bonus is valid?
4、在年终奖发放前员工被解雇，能否享受年终奖？ / if the employees are fired before the year-end bonus, can they enjoy the year-end bonus?
5、年终奖是否计入二倍工资和经济补偿基数 / does the year-end bonus account for two times the salary and the base of economic compensation?
6、年终奖法律风险防范措施与实务操作 / year-end bonus legal risk prevention measures and practical operation.
五、离职管理流程再造及风险控制 The process reengineering of turnover management and risk control
（一）协商解除劳动合同 to negotiate the termination of a labor contract
1、案例 / Case
2、协商解除劳动合同的两种方式 / the two ways to negotiate the termination of the labor contract
3、哪种协商解除方式无需支付经济补偿金 / which way of negotiation is not required to pay the economic compensation.
4、流程再造与风控要点 / process reengineering and main points of wind control
5、《协商解除劳动合同协议书》范本 / The model of agreement on termination of labor contract by consultation
（二）员工单方提前通知解除劳动合同 the employee unilaterally terminates the labor contract ahead of time.
1、案例 / Case
2、员工提前30天通知公司解除劳动合同需要取得公司同意吗？ / employees should inform the company if they want to get rid of the labor contract 30 days in advance.
3、公司能否在30天届满前提前批准员工辞职？ / can the company approve the resignation of employees ahead of the 30 day's expiration?
4、员工通知期不足需要承担什么法律责任？ / what are the legal responsibilities of employees when the notice period is insufficient?
5、审查员工辞职报告的注意事项 / Review the attentions of the employee's resignation report
6、、如何识别附条件的辞职报告？ / how to identify the conditional resignation report?
7、双方均无法证明离职原因的情形下如何认定？ / how can we identify both parties when they cannot prove their reasons for leaving?
8、流程再造与风控要点 / process reengineering and main points of wind control
（三）员工因公司违法行为而解除劳动合同 the Employee terminates the labor contract due to the company's illegal activities.
1、案例 / Case
2、员工因公司违法行为而解除劳动合同，公司需要支付赔偿金还是补偿金？ / Employees dissolve the labor contract due to company's illegal activities do they need to pay compensation or compensation?
3、未及时足额支付劳动报酬导致员工被迫辞职的法律风险及防范 / the legal risks and precautions of employees' forced resignation without timely payment of labor remuneration.
4、公司未支付高温津贴员工能否被迫解除合同主张经济补偿？ / if the company does not pay high temperature allowance, can employees be forced to rescind the contract and claim economic compensation?
5、公司未支付年休假工资员工能否被迫解除合同主张经济补偿？ / if the company doesn't pay annual vacation pay, can employees be forced to rescind the contract and claim economic compensation?
6、公司未支付停工留薪期工资，员工能否被迫解除合同主张经济补偿？ / if the company fails to pay for the rest, then can the employee be forced to cancel the contract and claim for financial compensation?
7、公司没有足额缴纳社保，员工能否被迫解除合同主张经济补偿？ / if the company fails to pay the full amount of social security, can employees be forced to rescind the contract and claim economic compensation?
8、什么是“职业禁忌症”？ / What is a "occupational contraindication"?
9、如何处理职业禁忌症的员工？ / How to deal with occupational contraindications?
10、风控要点 / The main points of wind control
（四）公司因员工过错立即解除劳动合同 the company immediately terminates the labor contract because of employee's fault.
1、案例 / Case
2、什么是“严重违反用人单位规章制度”的行为？/ what is a serious violation of the rules and regulations of employers?
3、“重大损害”的标准是什么？/ What is the standard of "major damage"?
4、如何处理“小错不断、大错不犯”的员工？/ how to deal with mistakes constantly, do not make a big mistake "staff?
5、员工被行政拘留，公司能否解除劳动合同？/ employees are in administrative detention, can the company terminate the labor contract?
6、员工被刑事拘留，公司能否解除劳动合同？/ employees are under criminal detention, can the company terminate the labor contract?
7、“被依法追究刑事责任”指的是什么？/ what is "criminal accountability according to law"?
8、如何对旷工员工有效作出解除劳动合同处理？/ how to effectively terminate the labor contract for the absenteeism staff?
9、如何设计员工奖惩制度？/ How to design the reward and punishment system for employees?
10、《员工奖惩制度》范本 / "employee rewards and punishment system" model
11、流程再造与风控要点 / process reengineering and main points of wind control
（五）公司提前通知员工解除劳动合同 the company inform employees to terminate the labor contract ahead of time,
（一）、医疗期届满解除劳动合同 / terminating the labor contract at the expiration of the medical period
1案例 / cases
2、什么是“医疗期”？ / What is the "medical period"?
3、如何证明员工”医疗期满后不能从事原工作”？ / hw do we prove that employees cannot engage in the original work after medical treatment?
4、如何证明医疗期满员工“也不能从事由用人单位另行安排的工作”？ / How do we prove that employees who are unable to engage in medical treatment can't engage in work arranged by employers?
5、员工的劳动合同能否解除？ / Can the employee's labor contract be relieved?
6、抑郁症员工的劳动合同能否解除？ / Can the labor contract of the depressive employees be relieved?
7、精神病员工的劳动合同能否解除？ / Can the labor contract of the mentally ill employees be relieved?
8、解除医疗期届满员工劳动合同的风控要点 / release the wind control points of the employee's labor contract at the expiration of the medical treatment period.
（二）不胜任工作解除劳动合同 unsuccessful work relieves the labor contract
1案例 / cases
2、如何证明员工不胜任工作？ / How to prove that employees are unqualified for work?
3、员工不胜任工作，公司有权单方调整岗位吗？ / employees are incompetent. Is the company entitled to adjust jobs unilaterally?
4、公司以员工不胜任工作调岗的合法性与合理性 / the legitimacy and rationality of the company's job placement is not satisfactory.
5、如何设计培训内容？/ How to design the training content?
6、如何有效保留培训证据？ / How to effectively preserve the training evidence?
7、如何处理不服从调岗的员工？ / How do you deal with employees who do not obey the post?
8、流程再造与风控要点 / process reengineering and main points of wind control
（三）客观情况发生重大变化解除劳动合同 a major change in the objective situation and the termination of the labor contract.
1、案例 / Case
2、什么是“劳动合同订立时所依据的客观情况发生重大变化”？ / what is the major change in the objective situation on which the labor contract is concluded?
3、以客观情况发生重大变化为由解除劳动合同是否需要履行协商的前置程序？ / is it necessary for the labor contract to carry out the prepositional procedure of negotiation on the basis of major changes in the objective situation?
4、流程再造与风控要点 / process reengineering and main points of wind control
（四）裁员解除劳动合同 reduction of labor contracts by layoffs
1、案例 / Case
2、如何认定“生产经营发生严重困难”？ / how to identify serious difficulties in production and operation?
3、如何认定“企业转产、重大技术革新或者经营方式调整”？ / how to identify "business transformation, major technological innovation or business mode adjustment"?
4、如何认定“因劳动合同订立时所依据的客观经济情况发生重大变化”？ / how to identify "the basis for concluding labor contracts?"
5、如何履行“提前三十日向工会或者全体职工说明情况”的法定程序？ / how to fulfill the statutory procedure of "thirty days ahead of time to explain the situation to the trade union or staff?"
6、裁员方案是向劳动行政部门备案还是取得批准？ / is the layoff plan filed with the labor administration department or is it approved?
7、流程再造与风控要点 / process reengineering and main points of wind control
（五）特殊人员的劳动合同解除 / the termination of the labor contract of the special personnel
1、从事接触职业病危害作业的员工 / Employees engaged in occupational hazards
2、因工负伤并被确认丧失或者部分丧失劳动能力的员工 / employees who have been injured or injured or are partially disabled.
3、医疗期内的员工 / The staff in the medical period
4、三期内的女员工 / Women employees in the 4 and three periods
5、在本单位连续工作满十五年且距法定退休年龄不足五年的员工 / employees who work in the unit for fifteen years and are less than five years from the statutory retirement age.
6、特殊人员违反《劳动合同法》第三十九条的规定，公司可否解除劳动合同？ / special personnel violate the provisions of the thirty-ninth clause of the labor contract law, can the company terminate the labor contract?
六、企业搬迁或关闭的劳动关系处理 Handling or closing the labor relations of the enterprise
（一）企业搬迁 / enterprise relocation
1、案例 / Case
2、员工能否以企业搬迁为由要求解除劳动合同并支付经济补偿金？ / can employees remove labor contracts and pay economic compensation on the grounds of relocation?
3、在哪些情形下企业搬迁无需向员工支付解除劳动合同经济补偿金？ / under what circumstances do enterprises need to pay the economic compensation for their labor contracts without relocation to employees?
4、企业搬迁劳动关系处理的风控要点 / the main points of wind control for the handling of the relocation of enterprises
（二）企业关闭 / Enterprise closure
1、案例 / Case
2、企业关闭导致劳动合同终止还是劳动合同解除？ / does business closure lead to termination of labor contract or termination of labor contract?
3、企业关闭需要履行哪些法定程序才不会导致违法解除（终止）劳动合同？ / what legal procedures do businesses need to fulfill to break the contract?
4、企业关闭，是否需要向员工支付2008年1月1日之前的工作年限经济补偿金？ / do businesses need to pay their employees' financial compensation before January 1, 2008?
5、企业关闭劳动关系处理的风控要点 / The wind control points of closing the labor relations of enterprises
七、劳务派遣与劳务外包的风险控制 Risk control of labor dispatch and outsourcing
1、案例 / Case
2、如何理解劳务派遣的“三性”? / How to understand the dispatch of the "three"?
3、如何理解劳务派遣的“10%红线”？ / How to understand the "10% red line" of labor dispatch?
4、如何理解劳务派遣的“同工同酬”？ / How to understand "equal pay for equal work" in labor dispatch?
5、劳务派遣与劳务外包的区别 / The difference between labor dispatch and service outsourcing
6、如何避免“假外包、真派遣”？/ How to avoid "fake outsourcing, real dispatch"?
7、劳务外包的实操要点及风险控制 / The practical key points and risk control of labor service outsourcing
八、退休人员返聘的风险控制 The risk control of the re-employment of the retired
1、案例 / Case
2、达到法定退休年龄、但未领取养老金的员工，公司能否终止劳动合同？ / Is it possible for a company to terminate the labor contract if it reaches the statutory retirement age but has no pension?
3、退休返聘人员的法律适用 / legal use of the re-employed
4、退休返聘人员的工伤处理 / Injury treatment of the re-employed
九、外籍员工和台港澳员工管理的风险控制 The risk control of foreign employees and Taiwan, Hong Kong and Macau staff management
1、案例 / Case
2、外国人和台港澳人员在华就业的法定条件 / Statutory conditions for employment of foreigners and Taiwan, Hong Kong and Macao personnel in China.
3、外国人和台港澳人员在华就业能否适用《劳动合同法》？ / Is the employment contract law applicable to foreigners and Taiwan, Hong Kong and Macau personnel in China?
4、外国人和台港澳人员的劳动合同管理 / Labor contract management of foreigners and Taiwan, Hong Kong and Macao personnel.
5、外国人和台港澳人员能否签订无固定期限劳动合同？ / Can foreigners and Taiwan, Hong Kong and Macao members sign non fixed term labor contracts?
6、外国人和台港澳人员在华就业的社会保险 / Social insurance for foreigners and Taiwan, Hong Kong and Macau personnel in China.
7、外国人和台港澳人员非法就业的认定及法律责任 / The identification and legal liability of illegal employment of foreigners and Taiwan, Hong Kong and Macao personnel.
培训讲师Lecturer：
欧阳锋律师
广东君厚律师事务所高级合伙人、第三届管理委员会主任，广东省企业维权十佳法律顾问。先后在中国石化、恒大集团人力资源部担任中高级管理职位，从事HR实务及劳动法律实务逾20年。代理民商事案件逾万宗，保持高比例胜诉率，部分知名案例为主流媒体追踪报道。
社会职务：
1、中国广州仲裁委员会仲裁员
2、广州市人大常委会立法后评估专家
3、广东省高院及广东省总工会诉调专家库成员
4、广州市中院及广州市总工会诉调专家库成员
5、广州市劳动人事争议三方联合调解中心专家库成员
6、广州市天河区律师工作委员会委员
7、广州市律师协会规章制度委员会副主任
8、广州市律师协会教育法律专业委员会副主任
9、广东省及广州市律师协会劳动法律专业委员会委员
擅长领域：常年法律顾问、人力资源常年法律顾问、公司并购、公司法、劳动法、安全生产法、房地产法
郝云峰律师；劳动法实战派律师 北京东合律师事务所主任
1、热销书《HR劳动争议案例精选与实务操作指引》
2、《HR实战必备-劳动用工实战案例精选》作者
社会职务：
4、北京市劳动人事争议仲裁委员会兼职仲裁员
5、北京市律师协会劳动与社会保障法律专业委员会副主任
6、北京市劳动法学和社会保障法学会理事
7、北京市劳动法学和社会保障法学会劳动法分会常务理事
郝云峰律师长期（超过二十年）从事企业劳动用工法律风险管理与控制的研究与实践，有着丰富的劳动用工管理实战经验。
服务过客户：
北京奔驰、夏普（中国）投资、大众、新东方教育科技集团、乐天超市、盖泽工业（天津）、麦格昆磁（天津）、北京仲量联行物业管理服务、五矿发展股份、德国国家旅游局、中国银行、中国建设银行、渤海银行股份、中国农业机械化科学研究院、北京香港马会会所、全国社会保障基金理事会机关服务中心、北京航天福道高技术股份、融科地产、第一太平戴维斯（中国）、中国医药保健品进出口商会、北京迅利创成科技、北京百麦食品加工、中体彩彩票运营管理、北京歌华有限电视网络股份、海德堡印刷设备（北京）、中讯邮电咨询设计院、北京万达传媒等。
庞春云律师；著名劳动法与员工关系管理实战专家，资深律师，资深法律培训师、北京金诚同达律师事务所高级合伙人
社会职务：
1、上海市劳动争议仲裁委员会仲裁员
2、上海市律师协会劳动法律关系研究委员会委员
3、曾担任上海市律师协会劳动法律关系研究委员会副主任
4、中华全国律协劳动法委员会委员
5、上海市劳动法研究会理事
6、上海市法学会劳动法研究会委员
7、上海市总工会维权志愿团成员
8、上海市科技协会法律咨询委员会委员
9、上海市徐汇区律师界妇女联合会执行委员
《上海法治报》法律顾问团律师，《新闻晚报》维权律师，人力资源和社会保障部中国就业指导中心、中企培企业管理发展中心（中国职业教育培训认证网）培训专家，金桥人事协会荣誉导师、中国劳动争议网特聘专家，北大研修班培训名师，宝钢人才开发学院、国家林业局人才交流中心、华中科技大学、爱课中国、金前程学院、人才金港、思源领导力中心、上海起航（银行行长培训班）、上海电信进修学院、上海上体英才学院、上海电台“东方大律师”栏目、法宝365律师之家、上海市律师协会、苏州太仓市律师协会等100 多家行业协会、培训公司、科教机构等的高级讲师、特聘顾问等。
庞春云律师长期担任国内外著名企业、银行及国家机关法律顾问，为顾问单位提供合同法、劳动法律服务，审查法律事务文书和规章制度，代理诉讼和仲裁，就企业经营管理和劳动管理方面的重大决策提供法律依据和法律意见；参加项目谈判；协助企业完善规章制度、提供企业重组转制方案、合理控制企业经营风险和成本、预防及应对经济和劳动争议；协助企业进行法制宣传和培训等。她通过把法律法规与企业管理有机整合，赢得广大客户的好评与信服！
庞春云律师投身法律培训，积极做好普法教育事业，利用丰富的企业人力资源管理经验和律师实战经验，培训课程注重知识专业性和实务操作性，内容精辟、实例丰富。培训课程重点介绍实践中的常见问题与解决方法，授课采用互动性双向交流方式，以大量的实战案例为骨干，辅以深厚的学术理论基础，将培训讲师、律师工作的实务经验，与司法审判规则、客户业务经验教训等有机结合，培训风格风趣活泼，强调互动性，使学员激发脑力，深入思考，真正做到学以致用。所授课程能够有效指导学员如何防范和应对法律风险和法律争议，实现可预期的法律管理，广受企业和学员的好评，被国内培训界誉为“国内原创型、实战型、顾问型的职业培训师”、“国内顶级劳动法律培训师”。在纪念中国培训30周年“中国培训华誉奖”评比中，荣获“2014年中国最受欢迎的培训师”（行政法规类第一名）。
庞春云律师有丰富的培训经验，在全国各地巡讲合同法、劳动法与员工关系课程，培训地点涉及20多个省会城市及沿海地区大中城市。
服务过客户：曾为以下主要客户提供咨询、顾问、内训、外训服务：中国电信、中国移动、中国联通、中国银行、农业银行、光大银行、建设银行、工商银行、中国石油、中国石化、中国北车集团、中国南车集团、中国第一汽车集团、中国兵器工业集团、中船重工、中集集团、海尔集团、中建八局、雅戈尔集团、九阳集团、中铁七局、中铁十六局、核工业集团、青海桥头铝电、四川省电力公司、中国水利水电建设集团、南方电网公司、黄河水电、神华集团、新兴铸管、三角轮胎、中天建设集团、重庆宗申集团、浙江省建工集团、山西省大同齿轮集团、洛阳轴承集团、贵州信用社、东北证券、哈铁集团、宝钢集团、东方航空、安治化工、苏州信俊、德尔福、曼胡默尔、罗门哈斯、库柏、延锋集团、都福集团、迅达电梯、恩坦华、腾达航勤、英格索兰、爱斯达克、江阴万奇、柯贝尔、林德二氧化碳、通快、巍波液压、阿特拉斯、德希尼布、美卓流体、立德亚非、金雅拓、屋玛建筑、蒙特拉贡、奥特斯等千余家企业。
【报名咨询】
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联 系 人：李先生 陈小姐
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