课程背景:
与员工解除劳动关系以及员工在离职的过程中一些合规性问题一直是企业人事和法务所关注的点。“解雇、辞职、证据、工会、裁员、医疗期、离职手续、服务期、培训、竞业限制、工资福利、年终奖、年休假、违约金”，这一系列的问题常常都是肯能引起劳动争议的导火索。稍有不慎，在无形之中肯能就会为企业带来没有必要的损失并激化劳资矛盾。

课程大纲：
一、如何解除不能胜任工作的员工
How to relieve the incompetent employee?
什么是“不能胜任工作”
What is “incompetent work”?
以不能胜任工作为由的解除程序
The dismissal procedures in the name of incompetent work
以不能胜任工作为由的解除依据及实操手法
The dismissal basis and practical operation practice in the name of incompetent work
实践中常见的几种误区
Several common errors in practice.

二、如何解除长病假员工
How to relieve long sick-leave employee?
医疗期的常见误区
The common errors in the medical period
如何判断病假单的真伪
How to judge the authenticity of the sick leave?
如何把长病假员工拉回谈判桌
How to get the long sick-leave employees back on the negotiation table?

三、不能履行的合同——如何以客观情况发生重大变化解除员工
Unable performed contract---How to relieve the employees under significant changes in the objective situation
客观情况发生重大变化解除员工与经济性裁员的区别及优点
The differences and advantages between relieving the employees under significant changes in the objective situation and economic layoffs
不能适用的人群
Not applicable crowd
岗位消失是否属于客观情形发生重大变化?
Whether job vanishes is a significant change in the objective situation?
客观情形发生重大变化解除实操技法
The dismissal practical skills of significant changes in objective situation

四、企业与员工解除劳动合同篇
Ermination labor contract between enterprise and employee
企业该如何以“严重违纪”为由与员工解除？
How should the enterprise use “serious violation” as an excuse for relieving employees?
“违纪”与“严重违纪”的区别？员工违纪到什么程度才称得上“严重违纪”?
The difference between violation and serious violation. The employee violate to which kind of degree can be called serious violation?
如何以被追究刑事责任为由解除员工:何为“被依法追究刑事责任”？
How to relieving the employees in the name of being investigated for criminal responsibility? What is the “to be investigated for criminal responsibility?
实例操作：如何处理一个侵吞公司财产的高管
Practical operation: How to handle a company executive who misappropriated enterprise property

五、如何与员工协商解除劳动合同
How to negotiate with the employees to terminate the labor contract?
协商解除的几个误区
The several errors of negotiated termination
如何在协商解除时布局,如何实现有压力的协商环境
How to layout while negotiation lift? How to achieve the pressured negotiated environment?
如何选择协商解除的方案,如何在各个方案之间进行过渡转换
How to choose the negotiation lift program? How to make the transition among every program?
员工在协商解除劳动合同后反悔的特殊情况
The special circumstance of staff’s regretting after the negotiated dissolution of the labor contract

六、如何制定、实施裁员方案
How to formulate and implement layoff programs?
针对企业转移安置、规模裁减员工的政策解读；
The policy interpretation of enterprise relocated and scaled layoff
员工规模裁减之法律实战：如何设置裁员步骤及操作技巧
The law combats of scaled layoff: how to set the layoff steps and operation skills?

七、辞职
Resignation
常见误区与风险防范——员工辞职的性质：申请还是通知？
The common errors and risk prevention---the employee resignation properties: application or notice?
员工辞职的条件：书面通知与提前30天是必不可少的吗？
The employee resignation conditions: written notice 30 days in advance is essential?
员工提交辞职信后要求撤回如何处理？
How to handle the employee requests to withdraw after submitting the resignation letter?

八、服务期
Service period
用人单位向员工支付购房补贴并约定了服务期，服务期内员工离职，用人单位依据合同要求员工全额返还购房补贴，能否得到支持？
The enterprise pays the house subsidies and agrees the service period with the employee, meanwhile, the employee resign during the service period,　the enterprise requests to be refunded the house subsidies in accordance with the contract, can be supported?
可以约定服务期的情形：仅限于专项技术培训吗？
Situation can be agreed upon the service period is only in the special technical training?
劳动合同到期但仍在服务期内，用人单位终止劳动合同吗？
The labor contract expires, but still in the service period, can the enterprise terminate the labor contract?
劳动者违反服务期约定的赔偿金额如何确定，是否必须折算？
How to determine the amount of the compensation that the employee breaks up the agreement in the service period? And whether it needs to convert?

九、竞业限制
Competition restrictions
劳动合同约定用人单位可以在员工离职时通知员工是否履行竞业限制的义务，这种约定是否合法有效？
The labor contract agrees that the enterprise can inform the employee whether he needs to fulfill the obligations of competition restrictions when the employee leaves, and whether this agreement is legal and valid?
用人单位能否以员工对单位造成损失为由不支付经济补偿金？
Whether the enterprise can use the union losses caused by the staff as an excuse for not paying the economical compensation?
没有与竞争单位建立劳动合同关系就不违反竞业限制约定吗？
Doesn’t it violate the competition restriction without building the labor contract with the competitive company?
员工违反竞业限制约定，违约金之外，能否要求其离开竞争单位？
When the employee violates the competition restriction provisions, and pays the breach, can ask him to leave the competition unit?

十、薪酬福利
Wage and welfare
劳动合同年中到期终止，员工要求按实际工作日折算年终奖，并将年终奖纳入经济补偿金的基数，用人单位是否应该支付？
The labor contract expires at the mid-year, the staff requests to convert year-end bonus according to the actual working days, and bring the year-end bonus into the economical compensation base, should the employer pay?
如何确定经济补偿金的基数：工资的范围与福利的辨析；
How to determine the economical compensation basis and the description between the salary range and welfare.
特殊工资项目的处理：未到账的绩效提成、年终奖、13薪、未休年假…
The special salary processing: uncheck in performance commission, the end-year bonus, 13 months’ salary, unused annual leave etc..
离职工资的发放时间：能否安排在企业发薪日统一发放？
The payment time of termination wages: the payment can be arranged on the union payment day of the enterprise?

讲师介绍：刘昊斌律师
10余年从业经历，曾被中央电视台、中国教育电视台、北京电台、中国青年报、最高人民法院报、新京报、北京晨报、北京晚报、信报等各界媒体广泛采访和报导。
多次受中国教育电视台邀请，登台讲授《劳动合同法》、《劳动合同法实施条例》，受北京电视台邀请，讲授、跟踪解析劳动合同法在司法实践中的运用和变迁。
承办多起具有社会影响的案件，包括全国首例无固定期限劳动合同解除案、全国首例人事争议案、首例违法辞退后继续履行案等，受到各界媒体与电视台的追踪报导。
具有丰富的非诉工作经验，先后为北京近千家企业提供服务。曾任英大传媒出版集团、诺和诺德、默克雪兰诺、博士伦、思源集团、中国金融在线等国内百家大型企业的常年性劳动关系顾问。
擅长培训，培训风格以案例为依托，对案例作深度解读，立足于诠释法律与HR之间的关联，在提醒HR法律风险之余，还能解构HR所接触的管理风险和职业风险。
联拓成立以来，培养了一批劳动法律师和讲师，构建了联拓的律师团队、市场团队与销售团队，基本使联拓成长为了北京一家小有名气的劳动法专业律师所，对企业实际运营具有深刻的理解。