培訓安排：
2018年6月20日 北京珀麗酒店
2018年6月22日 上海東錦江希爾頓酒店
2018年6月29日 富苑皇冠假日套房酒店
培訓費用：3500元/位；團體價格3150元/人（兩人及以上） (包括培訓、教材、午餐以及上下午茶點等)
學習收獲：
參加本次講座，您將收獲：To participate in this lecture, you will harvest: To participate in this lecture, you will gain:
1、規章制度管理的流程再造與風險控制 / Rules and regulations management process reengineering and risk control.
2、招聘入職管理的流程再造及風險控制 / Recruitment process management reengineering and risk control.
3、試用期管理的流程再造及風險控制 / The process reengineering of trial period management and risk control
4、考勤管理的流程再造及風險控制 / Process reengineering and risk control of attendance management
5、薪酬管理的流程再造及風險控制 / The process reengineering and risk control of salary management
6、離職管理的流程再造及風險控制 / The process reengineering and risk control of turnover management
7、企業搬遷或關閉勞動關系處理的風險控制 / Risk control for the relocation or closing of labor relations.
8、勞務派遣管理的風險控制 / Risk control of labor dispatch management
9、勞務外包管理的風險控制 / Risk control of outsourcing management of labor services
10、退休返聘人員管理的風險控制 / Retired rehired personnel management risk control
11、外籍員工和港澳臺員工管理的風險控制 / Risk control of foreign staff and Hong Kong, Macao and Taiwan staff management.
適合對象：董事長、總經理、副總經理、人事行政總監、經理、主管、招聘專員、各部門領導負責人、辦公室主任、法務、律師等相關負責人
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
講座提綱Lecture Outline：
一、規章制度管理流程再造與風險控制 Rules and regulations management process reengineering and risk control.
1、案例/Case
2、規章制度是公司說了算還是員工說了算？/ Do the rules and regulations decide whether the company has the final say or the employees have the final say?
3、公司規章制度如何才能對員工產生約束力？/ How can the company's rules and regulations be binding on employees?
4、哪些規章制度需要履行民主協商程序和公示程序？/ Which rules and regulations need to carry out democratic consultation procedures and publicity procedures?
5、所有的規章制度都必須履行民主協商程序和公示程序嗎？/ must all rules and regulations fulfill democratic consultation procedures and publicity procedures?
6、修訂的規章制度還需要履行民主協商和公示程序嗎？ / do we need to carry out democratic consultation and publicity procedures in the revised rules and regulations?
7、什么是民主協商程序？ / What is a democratic consultative procedure?
8、常見的民主協商方法有哪些？/ What are the common methods of democratic consultation?
9、如何保留民主協商的證據？/ How to retain the evidence of democratic consultations?
10、什么是公示程序？/ What is a publicity program?
11、常見的公示方法有哪些？/ What are the common methods of publicity?
12、如何保留公示的證據？/ How to retain the evidence of publicity?
13、規章制度的生效、修訂與執行 / The entry into force, revision and implementation of the rules and regulations
15、履行了民主協商程序和公示程序的規章制度就可以高枕無憂了嗎？/ can we fulfill the rules and regulations of democratic consultation procedure and publicity procedure?
16、如何理解規章制度的合理性與合法性 / how to understand the rationality and legality of rules and regulations?
17、員工手冊的設計要點 / The design points of the employee handbook
18、員工手冊范本 / Model of employee manual
19、流程再造與風控要點 / process reengineering and main points of wind control
二、招聘入職及試用期管理流程再造及風險控制 Recruitment and trial period management process reengineering and risk control
（一）招聘入職管理流程再造及風險控制 recruitment process reengineering and risk control.
1、案例 / Case
2、如何起草招聘廣告避免就業歧視？ / How to drafting the advertisement to avoid employment discrimination?
3、招聘階段公司的告知義務有哪些？ / What are the informing obligations of the company in the recruitment stage?
4、公司知情權的法律邊界在哪里？ / Where is the legal boundary of the company's right to know?
5、公司能否扣押證件／收取押金／提供擔保？/ can the company seize the certificate / collect the deposit / guarantee?
6、公司招用未解除或終止勞動合同員工的法律風險 / the legal risk of employees who have not terminated or terminated labor contracts.
7、如何進行核心員工的背景調查 / How to carry out the background investigation of the core staff
8、入職體檢的邊界在哪里？ / Where is the boundary of the entrance examination?
9、《入職登記表》的設計要點與風險控制 / design points and risk control of entry registration form.
10、入職的資料證件提交注意事項 / The attentions of the documents submitted to the post
11、員工入職需要簽署哪些核心法律文件？ / what key legal documents do employees need to sign up for?
12、流程再造與風控要點 / process reengineering and main points of wind control
（二）試用期管理流程再造及風險控制 probation management process reengineering and risk control.
1、案例 / Case
2、試用期限的法定標準是什么？ / What is the legal standard for the probation period?
3、超試用期限的法律后果是什么？ / What are the legal consequences of the period of ultra probation?
4、可以延長試用期限嗎？ / Can we extend the probation period?
5、如何約定試用期工資？ / how to agree on the probationary wage?
6、單獨的試用期合同是否有效？ / Is a single probation contract valid?
7、試用期內能否隨意解雇員工？ / can you dismiss employees at random during the probation period?
8、“錄用條件”=“招聘條件”？ / ”Employment conditions" = "recruitment conditions"?
9、什么是“錄用條件”？ / What is the "employment condition"?
10、公司如何設計“錄用條件”? / how does the company design "employment conditions"?
11、如何做好試用期的員工考核？ / How to do a good job assessment for the probation period?
12、能否以員工隱婚、隱孕為由解雇試用期員工？/ is it possible to dismiss probationary employees on the grounds of employee implicit marriage and implicit pregnancy?
13、流程再造與風控要點/ process reengineering and main points of wind control
三、工時制度與考勤管理核心流程再造與風險控制 The core process reengineering and risk control of man hour system and attendance management.
1、案例 / Case
2、標準工時制 / Standard working hour system
3、綜合計算工時制 / Comprehensive calculation of working hour system
4、不定時工作制 / Irregular work system
5、考勤由誰承擔舉證責任？ / Who takes the burden of proof?
6、考勤記錄至少應該保存幾年？ / How many years should the attendance record be kept?
7、卡鐘考勤的管理要點 / the management points of card clock attendance
8、IC卡考勤的管理要點 / the management points of IC card attendance
9、指紋考勤的管理要點 / the management points of fingerprint attendance
10、互聯網遠程簽到的管理要點 / the management points of Internet remote check-in
11、書面簽到的管理要點 / the management points of written sign in
12、如何設計考勤統計表 / How to design the attendance statistics table
13、如何設計考勤管理制度？ / How to design the attendance management system?
14、流程再造與風控要點 / process reengineering and main points of wind control
四、薪酬管理的核心流程再造與風險控制 Four, the core process reengineering of salary management and risk control
（一）案例 / Case
（二）薪酬支付原則 / the principle of payment and payment
1、工資總額的項目 / The total payroll project
2、薪酬設計的原則 / the principle of salary design
3、最低工資、基本工資、標準工資、應發工資、實發工資、正常工作時間工資、本人工資、平均工資 / minimum wage, basic wage, standard wage, payroll, real wages, normal working hours, wages, average wages.
4、最低工資中是否包含五險一金？ / whether the minimum wage includes five social insurance and one housing fund?
5、工資支付期限及超期支付法律風險 / the period of salary payment and the legal risk of overdue payment
6、工資支付方式 / Salary payment method
7、勞動合同解除與工資結算要求 / Termination of labor contract and salary settlement requirements
8、工資支付表的制作要求、保存期限 / The production requirements and the duration of the payment form
9、工資清單的內容與簽收要求 / The contents of the salary list and the requirements for the signing of the bill
10、提成工資的支付爭議及處理 / payment dispute and treatment
11、實行年薪制或者按考核周期支付工資的約定方法 / the annual salary system or the agreed method to pay wages according to the assessment cycle.
12、拒不支付勞動報酬罪的構成及適用 / The Constitution and application of the crime of refusing to pay for labor remuneration
（二）加班工資的支付與加班爭議中的風險控制 overtime payment and risk control in overtime dispute.
1、標準工時制下的加班工資計算 / the calculation of overtime pay under the standard working hour system
2、計件工資下的加班工資計算 / Calculation of overtime wages under piecework wages
3、綜合計算工時制下的加班工資計算 / The calculation of overtime pay under the comprehensive calculation of the working hour system
4、不定時工作制下的加班工資計算 / the calculation of overtime wages under the irregular work system
5、補休和調休的區別 / The difference between the 5, and get off
6、補休與加班費的適用條件；員工能否不補休而要求支付加班費？ / applicable conditions and compensatory overtime; employees can not make request to pay overtime?
7、加班和值班的區分以及在實務中的適用 / the distinction between overtime and duty and its application in practice.
8、加班工資計算基數的確定與約定技巧 / the determination and appointment skill of overtime wage calculation base.
9、加班工資的追溯期限 / the traceability period of overtime pay
10、加班工資爭議中的舉證規則 / the rules of proof in the dispute of overtime pay
11、如何約定“包薪制”才能得到裁判機關的認可？ / how do we agree that the "package salary system" can be recognized by the judicial authority?
12、約定六天工作制的加班工資問題 / The issue of overtime pay for the six day work system
13、超時加班的法律責任與行政處罰 / Legal and administrative penalties for overtime overtime
14、安排加班不支付加班費的加付賠償金責任； / arrange the overtime payment without overtime payment.
15、加班審批制度能否對抗加班費支付？如何避免風險？ / can overtime approval system fight overtime pay? How to avoid risk?
16、如何有效降低加班工資爭議的法律風險 / how to effectively reduce the legal risk of overtime pay disputes?
（四）特殊情形下的工資支付 salary payment under special circumstances
1、病假工資的計算基數、計算比例； / The calculation base and proportion of the sick leave wage;
3、工傷停工留薪期的工資計算標準如何確定？是否包括加班費？/ how to determine the wage standard of work-related injury and pay off period? Does it include overtime?
4、停工留薪期內員工上班，停工留薪期工資和正常工作工資能否兼得？/ is it possible for employees to go to work when they stop working or not?
5、超過法定醫療期是否需支付病假工資？/ is it necessary to pay sick leave over the statutory period?
6、如何應對員工“泡病假”？/ how to deal with employee "sick leave"?
7、婚、喪假的工資支付 / marriage, funeral leave pay
8、探親假的工資支付 / Payroll payment for fake relatives
9、事假如何扣發工資？ / leave to deduct wages?
10、未休年休假工資的計算方法 / the calculation method of unrest salary
11、未休福利年休假的工資計算方法與風險防范方法 / the wage calculation method and risk prevention method of unpaid annual leave.
12、產假工資和生育津貼如何適用？二者出現差額如何處理？ / How does the maternity and birth allowance apply? How to deal with the difference between the two?
（五）年終獎支付中的爭議與法律風險控制 disputes in the year-end bonus payment and legal risk control.
1、員工主張年終獎的舉證責任 / The burden of proof of the year end award by the employees
2、新入職員工不滿一年不享受年終獎的規定是否有效？ / is it valid for the new employees who don't enjoy the year-end bonus in less than a year?
3、員工年終獎發放日前離職不享受年終獎的規定是否有效？ / employee turnover before year-end bonus payment date shall not enjoy the year-end bonus is valid?
4、在年終獎發放前員工被解雇，能否享受年終獎？ / if the employees are fired before the year-end bonus, can they enjoy the year-end bonus?
5、年終獎是否計入二倍工資和經濟補償基數 / does the year-end bonus account for two times the salary and the base of economic compensation?
6、年終獎法律風險防范措施與實務操作 / year-end bonus legal risk prevention measures and practical operation.
五、離職管理流程再造及風險控制 The process reengineering of turnover management and risk control
（一）協商解除勞動合同 to negotiate the termination of a labor contract
1、案例 / Case
2、協商解除勞動合同的兩種方式 / the two ways to negotiate the termination of the labor contract
3、哪種協商解除方式無需支付經濟補償金 / which way of negotiation is not required to pay the economic compensation.
4、流程再造與風控要點 / process reengineering and main points of wind control
5、《協商解除勞動合同協議書》范本 / The model of agreement on termination of labor contract by consultation
（二）員工單方提前通知解除勞動合同 the employee unilaterally terminates the labor contract ahead of time.
1、案例 / Case
2、員工提前30天通知公司解除勞動合同需要取得公司同意嗎？ / 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天屆滿前提前批準員工辭職？ / can the company approve the resignation of employees ahead of the 30 day's expiration?
4、員工通知期不足需要承擔什么法律責任？ / what are the legal responsibilities of employees when the notice period is insufficient?
5、審查員工辭職報告的注意事項 / Review the attentions of the employee's resignation report
6、、如何識別附條件的辭職報告？ / how to identify the conditional resignation report?
7、雙方均無法證明離職原因的情形下如何認定？ / how can we identify both parties when they cannot prove their reasons for leaving?
8、流程再造與風控要點 / process reengineering and main points of wind control
（三）員工因公司違法行為而解除勞動合同 the Employee terminates the labor contract due to the company's illegal activities.
1、案例 / Case
2、員工因公司違法行為而解除勞動合同，公司需要支付賠償金還是補償金？ / Employees dissolve the labor contract due to company's illegal activities do they need to pay compensation or compensation?
3、未及時足額支付勞動報酬導致員工被迫辭職的法律風險及防范 / the legal risks and precautions of employees' forced resignation without timely payment of labor remuneration.
4、公司未支付高溫津貼員工能否被迫解除合同主張經濟補償？ / 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資員工能否被迫解除合同主張經濟補償？ / 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資，員工能否被迫解除合同主張經濟補償？ / 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、公司沒有足額繳納社保，員工能否被迫解除合同主張經濟補償？ / 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“職業禁忌癥”？ / What is a "occupational contraindication"?
9、如何處理職業禁忌癥的員工？ / How to deal with occupational contraindications?
10、風控要點 / The main points of wind control
（四）公司因員工過錯立即解除勞動合同 the company immediately terminates the labor contract because of employee's fault.
1、案例 / Case
2、什么是“嚴重違反用人單位規章制度”的行為？/ what is a serious violation of the rules and regulations of employers?
3、“重大損害”的標準是什么？/ What is the standard of "major damage"?
4、如何處理“小錯不斷、大錯不犯”的員工？/ how to deal with mistakes constantly, do not make a big mistake "staff?
5、員工被行政拘留，公司能否解除勞動合同？/ employees are in administrative detention, can the company terminate the labor contract?
6、員工被刑事拘留，公司能否解除勞動合同？/ employees are under criminal detention, can the company terminate the labor contract?
7、“被依法追究刑事責任”指的是什么？/ what is "criminal accountability according to law"?
8、如何對曠工員工有效作出解除勞動合同處理？/ how to effectively terminate the labor contract for the absenteeism staff?
9、如何設計員工獎懲制度？/ How to design the reward and punishment system for employees?
10、《員工獎懲制度》范本 / "employee rewards and punishment system" model
11、流程再造與風控要點 / process reengineering and main points of wind control
（五）公司提前通知員工解除勞動合同 the company inform employees to terminate the labor contract ahead of time,
（一）、醫療期屆滿解除勞動合同 / terminating the labor contract at the expiration of the medical period
1案例 / cases
2、什么是“醫療期”？ / What is the "medical period"?
3、如何證明員工”醫療期滿后不能從事原工作”？ / hw do we prove that employees cannot engage in the original work after medical treatment?
4、如何證明醫療期滿員工“也不能從事由用人單位另行安排的工作”？ / How do we prove that employees who are unable to engage in medical treatment can't engage in work arranged by employers?
5、員工的勞動合同能否解除？ / Can the employee's labor contract be relieved?
6、抑郁癥員工的勞動合同能否解除？ / Can the labor contract of the depressive employees be relieved?
7、精神病員工的勞動合同能否解除？ / Can the labor contract of the mentally ill employees be relieved?
8、解除醫療期屆滿員工勞動合同的風控要點 / release the wind control points of the employee's labor contract at the expiration of the medical treatment period.
（二）不勝任工作解除勞動合同 unsuccessful work relieves the labor contract
1案例 / cases
2、如何證明員工不勝任工作？ / How to prove that employees are unqualified for work?
3、員工不勝任工作，公司有權單方調整崗位嗎？ / employees are incompetent. Is the company entitled to adjust jobs unilaterally?
4、公司以員工不勝任工作調崗的合法性與合理性 / the legitimacy and rationality of the company's job placement is not satisfactory.
5、如何設計培訓內容？/ How to design the training content?
6、如何有效保留培訓證據？ / How to effectively preserve the training evidence?
7、如何處理不服從調崗的員工？ / How do you deal with employees who do not obey the post?
8、流程再造與風控要點 / process reengineering and main points of wind control
（三）客觀情況發生重大變化解除勞動合同 a major change in the objective situation and the termination of the labor contract.
1、案例 / Case
2、什么是“勞動合同訂立時所依據的客觀情況發生重大變化”？ / what is the major change in the objective situation on which the labor contract is concluded?
3、以客觀情況發生重大變化為由解除勞動合同是否需要履行協商的前置程序？ / 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、流程再造與風控要點 / process reengineering and main points of wind control
（四）裁員解除勞動合同 reduction of labor contracts by layoffs
1、案例 / Case
2、如何認定“生產經營發生嚴重困難”？ / how to identify serious difficulties in production and operation?
3、如何認定“企業轉產、重大技術革新或者經營方式調整”？ / how to identify "business transformation, major technological innovation or business mode adjustment"?
4、如何認定“因勞動合同訂立時所依據的客觀經濟情況發生重大變化”？ / how to identify "the basis for concluding labor contracts?"
5、如何履行“提前三十日向工會或者全體職工說明情況”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、裁員方案是向勞動行政部門備案還是取得批準？ / is the layoff plan filed with the labor administration department or is it approved?
7、流程再造與風控要點 / process reengineering and main points of wind control
（五）特殊人員的勞動合同解除 / the termination of the labor contract of the special personnel
1、從事接觸職業病危害作業的員工 / Employees engaged in occupational hazards
2、因工負傷并被確認喪失或者部分喪失勞動能力的員工 / employees who have been injured or injured or are partially disabled.
3、醫療期內的員工 / The staff in the medical period
4、三期內的女員工 / Women employees in the 4 and three periods
5、在本單位連續工作滿十五年且距法定退休年齡不足五年的員工 / employees who work in the unit for fifteen years and are less than five years from the statutory retirement age.
6、特殊人員違反《勞動合同法》第三十九條的規定，公司可否解除勞動合同？ / special personnel violate the provisions of the thirty-ninth clause of the labor contract law, can the company terminate the labor contract?
六、企業搬遷或關閉的勞動關系處理 Handling or closing the labor relations of the enterprise
（一）企業搬遷 / enterprise relocation
1、案例 / Case
2、員工能否以企業搬遷為由要求解除勞動合同并支付經濟補償金？ / can employees remove labor contracts and pay economic compensation on the grounds of relocation?
3、在哪些情形下企業搬遷無需向員工支付解除勞動合同經濟補償金？ / under what circumstances do enterprises need to pay the economic compensation for their labor contracts without relocation to employees?
4、企業搬遷勞動關系處理的風控要點 / the main points of wind control for the handling of the relocation of enterprises
（二）企業關閉 / Enterprise closure
1、案例 / Case
2、企業關閉導致勞動合同終止還是勞動合同解除？ / does business closure lead to termination of labor contract or termination of labor contract?
3、企業關閉需要履行哪些法定程序才不會導致違法解除（終止）勞動合同？ / what legal procedures do businesses need to fulfill to break the contract?
4、企業關閉，是否需要向員工支付2008年1月1日之前的工作年限經濟補償金？ / do businesses need to pay their employees' financial compensation before January 1, 2008?
5、企業關閉勞動關系處理的風控要點 / The wind control points of closing the labor relations of enterprises
七、勞務派遣與勞務外包的風險控制 Risk control of labor dispatch and outsourcing
1、案例 / Case
2、如何理解勞務派遣的“三性”? / How to understand the dispatch of the "three"?
3、如何理解勞務派遣的“10%紅線”？ / How to understand the "10% red line" of labor dispatch?
4、如何理解勞務派遣的“同工同酬”？ / How to understand "equal pay for equal work" in labor dispatch?
5、勞務派遣與勞務外包的區別 / 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、勞務外包的實操要點及風險控制 / The practical key points and risk control of labor service outsourcing
八、退休人員返聘的風險控制 The risk control of the re-employment of the retired
1、案例 / Case
2、達到法定退休年齡、但未領取養老金的員工，公司能否終止勞動合同？ / Is it possible for a company to terminate the labor contract if it reaches the statutory retirement age but has no pension?
3、退休返聘人員的法律適用 / legal use of the re-employed
4、退休返聘人員的工傷處理 / Injury treatment of the re-employed
九、外籍員工和臺港澳員工管理的風險控制 The risk control of foreign employees and Taiwan, Hong Kong and Macau staff management
1、案例 / Case
2、外國人和臺港澳人員在華就業的法定條件 / Statutory conditions for employment of foreigners and Taiwan, Hong Kong and Macao personnel in China.
3、外國人和臺港澳人員在華就業能否適用《勞動合同法》？ / Is the employment contract law applicable to foreigners and Taiwan, Hong Kong and Macau personnel in China?
4、外國人和臺港澳人員的勞動合同管理 / Labor contract management of foreigners and Taiwan, Hong Kong and Macao personnel.
5、外國人和臺港澳人員能否簽訂無固定期限勞動合同？ / Can foreigners and Taiwan, Hong Kong and Macao members sign non fixed term labor contracts?
6、外國人和臺港澳人員在華就業的社會保險 / Social insurance for foreigners and Taiwan, Hong Kong and Macau personnel in China.
7、外國人和臺港澳人員非法就業的認定及法律責任 / The identification and legal liability of illegal employment of foreigners and Taiwan, Hong Kong and Macao personnel.
培訓講師Lecturer：
歐陽鋒律師
廣東君厚律師事務所高級合伙人、第三屆管理委員會主任，廣東省企業維權十佳法律顧問。先后在中國石化、恒大集團人力資源部擔任中高級管理職位，從事HR實務及勞動法律實務逾20年。代理民商事案件逾萬宗，保持高比例勝訴率，部分知名案例為主流媒體追蹤報道。
社會職務：
1、中國廣州仲裁委員會仲裁員
2、廣州市人大常委會立法后評估專家
3、廣東省高院及廣東省總工會訴調專家庫成員
4、廣州市中院及廣州市總工會訴調專家庫成員
5、廣州市勞動人事爭議三方聯合調解中心專家庫成員
6、廣州市天河區律師工作委員會委員
7、廣州市律師協會規章制度委員會副主任
8、廣州市律師協會教育法律專業委員會副主任
9、廣東省及廣州市律師協會勞動法律專業委員會委員
擅長領域：常年法律顧問、人力資源常年法律顧問、公司并購、公司法、勞動法、安全生產法、房地產法
郝云峰律師；勞動法實戰派律師 北京東合律師事務所主任
1、熱銷書《HR勞動爭議案例精選與實務操作指引》
2、《HR實戰必備-勞動用工實戰案例精選》作者
社會職務：
4、北京市勞動人事爭議仲裁委員會兼職仲裁員
5、北京市律師協會勞動與社會保障法律專業委員會副主任
6、北京市勞動法學和社會保障法學會理事
7、北京市勞動法學和社會保障法學會勞動法分會常務理事
郝云峰律師長期（超過二十年）從事企業勞動用工法律風險管理與控制的研究與實踐，有著豐富的勞動用工管理實戰經驗。
服務過客戶：
北京奔馳、夏普（中國）投資、大眾、新東方教育科技集團、樂天超市、蓋澤工業（天津）、麥格昆磁（天津）、北京仲量聯行物業管理服務、五礦發展股份、德國國家旅游局、中國銀行、中國建設銀行、渤海銀行股份、中國農業機械化科學研究院、北京香港馬會會所、全國社會保障基金理事會機關服務中心、北京航天福道高技術股份、融科地產、第一太平戴維斯（中國）、中國醫藥保健品進出口商會、北京迅利創成科技、北京百麥食品加工、中體彩彩票運營管理、北京歌華有限電視網絡股份、海德堡印刷設備（北京）、中訊郵電咨詢設計院、北京萬達傳媒等。
龐春云律師；著名勞動法與員工關系管理實戰專家，資深律師，資深法律培訓師、北京金誠同達律師事務所高級合伙人
社會職務：
1、上海市勞動爭議仲裁委員會仲裁員
2、上海市律師協會勞動法律關系研究委員會委員
3、曾擔任上海市律師協會勞動法律關系研究委員會副主任
4、中華全國律協勞動法委員會委員
5、上海市勞動法研究會理事
6、上海市法學會勞動法研究會委員
7、上海市總工會維權志愿團成員
8、上海市科技協會法律咨詢委員會委員
9、上海市徐匯區律師界婦女聯合會執行委員
《上海法治報》法律顧問團律師，《新聞晚報》維權律師，人力資源和社會保障部中國就業指導中心、中企培企業管理發展中心（中國職業教育培訓認證網）培訓專家，金橋人事協會榮譽導師、中國勞動爭議網特聘專家，北大研修班培訓名師，寶鋼人才開發學院、國家林業局人才交流中心、華中科技大學、愛課中國、金前程學院、人才金港、思源領導力中心、上海起航（銀行行長培訓班）、上海電信進修學院、上海上體英才學院、上海電臺“東方大律師”欄目、法寶365律師之家、上海市律師協會、蘇州太倉市律師協會等100 多家行業協會、培訓公司、科教機構等的高級講師、特聘顧問等。
龐春云律師長期擔任國內外著名企業、銀行及國家機關法律顧問，為顧問單位提供合同法、勞動法律服務，審查法律事務文書和規章制度，代理訴訟和仲裁，就企業經營管理和勞動管理方面的重大決策提供法律依據和法律意見；參加項目談判；協助企業完善規章制度、提供企業重組轉制方案、合理控制企業經營風險和成本、預防及應對經濟和勞動爭議；協助企業進行法制宣傳和培訓等。她通過把法律法規與企業管理有機整合，贏得廣大客戶的好評與信服！
龐春云律師投身法律培訓，積極做好普法教育事業，利用豐富的企業人力資源管理經驗和律師實戰經驗，培訓課程注重知識專業性和實務操作性，內容精辟、實例豐富。培訓課程重點介紹實踐中的常見問題與解決方法，授課采用互動性雙向交流方式，以大量的實戰案例為骨干，輔以深厚的學術理論基礎，將培訓講師、律師工作的實務經驗，與司法審判規則、客戶業務經驗教訓等有機結合，培訓風格風趣活潑，強調互動性，使學員激發腦力，深入思考，真正做到學以致用。所授課程能夠有效指導學員如何防范和應對法律風險和法律爭議，實現可預期的法律管理，廣受企業和學員的好評，被國內培訓界譽為“國內原創型、實戰型、顧問型的職業培訓師”、“國內頂級勞動法律培訓師”。在紀念中國培訓30周年“中國培訓華譽獎”評比中，榮獲“2014年中國最受歡迎的培訓師”（行政法規類第一名）。
龐春云律師有豐富的培訓經驗，在全國各地巡講合同法、勞動法與員工關系課程，培訓地點涉及20多個省會城市及沿海地區大中城市。
服務過客戶：曾為以下主要客戶提供咨詢、顧問、內訓、外訓服務：中國電信、中國移動、中國聯通、中國銀行、農業銀行、光大銀行、建設銀行、工商銀行、中國石油、中國石化、中國北車集團、中國南車集團、中國第一汽車集團、中國兵器工業集團、中船重工、中集集團、海爾集團、中建八局、雅戈爾集團、九陽集團、中鐵七局、中鐵十六局、核工業集團、青海橋頭鋁電、四川省電力公司、中國水利水電建設集團、南方電網公司、黃河水電、神華集團、新興鑄管、三角輪胎、中天建設集團、重慶宗申集團、浙江省建工集團、山西省大同齒輪集團、洛陽軸承集團、貴州信用社、東北證券、哈鐵集團、寶鋼集團、東方航空、安治化工、蘇州信俊、德爾福、曼胡默爾、羅門哈斯、庫柏、延鋒集團、都福集團、迅達電梯、恩坦華、騰達航勤、英格索蘭、愛斯達克、江陰萬奇、柯貝爾、林德二氧化碳、通快、巍波液壓、阿特拉斯、德希尼布、美卓流體、立德亞非、金雅拓、屋瑪建筑、蒙特拉貢、奧特斯等千余家企業。
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