勞動合同單方解除管理與協商解除溝通技巧
Labor Contract Unilateral Discharge Management and the Techniques about Discharge by Negotiation Communication
【培訓安排】2016年5月19日 北京亮馬河飯店
【培訓費用】3500元/人；同一公司兩人（含）以上同時報名9折優惠（3150元/人）
【培訓背景】
作為社會法存在的《勞動合同法》開宗明義的表明了"明確"及其"保護"的對象，意在通過分配正義來顛覆"強資本，弱勞動"的情形，這在有效威嚇少數"壞孩子"的同時，也使得部分"好孩子"陷入了迷失：一方面，由于擔心在單方解除方面存在不必要的法律風險，而在HR 管理流程中大量采用協商解除（某種程度上，使得協商解除在到期終止外成了公司內部唯一的一種解除方式）；另一方面，則又由于缺乏明晰的協商策略，導致樹立起一個有一個"榜樣"，時常陷入被動。
ICH宜咨本次邀請在此項目中具有豐富實踐經驗的羅欣律師，結合訴訟及非訟實例，生動詮釋"胡蘿卜"與"大棒"并重下的勞動合同解除制度。沿襲以往的慣例，羅欣律師將同樣提供高質量的參考文本以備各位同仁課后實操時使用。
The Labor Contract Law as social law states its protection objects very clearly from the very beginning, with the intention to change the overwhelming position of capital over labor by virtue of distributive justice. The relevant provisions achieve a deterrent effect on the enterprises regardless of the rights and interests of labor workers. At the meanwhile, they may cause those law-abiding enterprises to feel at a loss. On one hand, the concern about legal risks occurring from unilateral discharge forces these enterprises to adopt frequently discharge by negotiation in the process of HR management (to some extent, discharge by negotiation has become the only method of terminating labor contracts inside companies, except expiry termination); on the other hand, lacking of explicit negotiation strategies produces more and more bad examples about discharge by negotiation and in turn the enterprises involve themselves into a passive position.
Today, we have the honor to invite Mr. Luoxin, a lawyer very experienced in this project, who will explain to us vividly the system of labor contract discharge under both carrot policy (i.e. incentive policy) and big stick policy (i.e. punishment policy), by citing some actual examples about lawsuit and non-lawsuit. As usual, Ms. Luo will provide us with high quality reference texts for our use in practice after class.
【Training Effective|培訓收益】：
--澄清常見單方解除中的常識陷阱Clarification of some common misunderstandings about unilateral discharge;
--有效把握協商解除的溝通要點與技巧Effective grasping of the points and techniques of communication in negotiation for a discharge;
--進一步完善離職流程建設Further improvement of severance procedures.
【Training Outline|課程大綱】：
一、常見單方解除誤區Common Misunderstandings about Unilateral Discharge
（一）辭職與被迫辭職Resignation and forced to Resignation
1.何謂"自動辭職"?What restrictions are imposed on the right of resignation?
2.對辭職權存在何種限制？What are The Restrictions on The Right to Resignation?
3.對未滿通知期辭職的處理
4."勸退"算什么？Shall Discouraging be Deemed as Resignation?
5."被迫"辭職的界定 The Definition of "Forced Resignation"
6.辭職可以反悔嗎？Can resignation be withdrawn?
（二）過錯性解除Discharge Caused by Faults
1.試用期內不符合錄用條件與不能勝任工作？Inconformity with recruitment requirements and incompetence for the job during probation
2.如何界定嚴重違紀？How to define "Severe Violation of Discipline"?
3.如何開展內部調查How to Carry Out an Internal Investigation
4.如何界定"瀆職"與"重大經濟損失"？How to define "Misconduct" and "Significant Economic Losses"?
5.法律依據及經典案例解析Legislative Authority and Typical Case Analysis
（三）無過錯解除Discharge Based on Non-fault
1.不能勝任工作情形的界定與證據固定Definition of incompetence and fixation of evidence
2.客觀情況重大變化及其適用限制Significant changes of objective circumstances and their applicable restrictions
3.裁員中的行政程序與裁減程序Administrative procedures and downsizing procedures during the period of layoff
4.法律依據及經典案例解析Legislative Authority and Typical Case Analysis
二、依托單方解除理由開展的協商解除Discharge by Negotiation Based on the Causes of Unilateral Discharge
（一）基本原則與準備清單Basic Principles and the List of the documents to be Prepared
1.進行協商解除應當遵循的基本原則Basic Principles to be observed with respect to discharge by negotiation
2.項目準備清單及輔助材料The list of the documents to be prepared and the supporting documents
（二）談判情緒控制要點Key Points of Negotiate Emotional Control
1.員工無任何反饋的處理Handling Employees without any feedback
2.員工翻舊賬的處理Handling The Employees who Keep Dredging it up
3.員工威脅公司或HR的處理
4.員工采取過激行為的處理Handling The Employees who Take Drastic Action
5.員工采取回避措施的處理（請病假、委托親屬代為談判等）Handling The Employees whoTake evasive measures.
（三）群體事件溝通要點Key Points of Group Event Communication
（四）典型案例解析Typical Case Analysis
1.未通過背景調查/體檢項目候選人的錄用信的撤銷Cancellation of recruitment letter delivered to the candidates failing in the background investigation or physical examination
2.錄用條件不明情形下的試用期解除Discharge of probation due to unidentifiable employment qualifications
3.無法定性的違紀行為Violation of disciplines of which the nature can not be determined
4.疑似不能勝任工作的員工The employees suspected to be incompetent for their job
5.尚未構成裁員條件的減員Reduction in employees not complying with the layoff conditions
【About the Trainer| 培訓師介紹】：
羅欣 Shane LUO
中國律師 Lawyer admitted in China
大成勞動法團隊的合伙人律師，工作地點為上海。在加入大成之前，羅欣曾歷任二家頂尖專業勞動法律師事務所的合伙人、高級律師，并曾兼任某知名500強公司的中國區勞動法顧問。
A partner of Dacheng's Employment Law Practice team based in Shanghai. Before joining in Dacheng, Shane 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.
羅欣專長于勞動法及人力資源管理實踐。他的工作涉及眾多領域，包括制造業、金融業、IT業、醫藥業、市場研究業、零售業等。
Shane 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.
羅欣主要負責勞動法律相關文書的起草及各類勞動爭議的處理（包括調解、仲裁及訴訟）。他經常就協商解除、裁員、停工事件、集體協商及內部調查等案件提供現場支持。
Shane 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.
以往經驗 Prior Experience
為律商聯訊中國設計和升級中國勞動法數據庫；
Designing and updating LexisNexis China's employment database;
為一家美國醫藥公司依據《勞動合同法》及相關法律法規本土化相關人力資源政策；
Advised an US-based pharmaceutical company on localizing its global HR policies according to the Employment Contract Law and related regulations;
協助一家歐洲公司執行人力資源合規審計項目；
Advised a EU-based company on implementing a HR management compliance audit program;
協助一家歐洲市場研究咨詢公司執行因收購業內另一家翹楚公司導致的人員整合；
Advised a EU-based marketing research company on HR integration as a result of its acquisition by another leading company in the same industry;
協助一家歐洲的金融行業公司執行因全球策略調整導致的裁員項目；
Advised a EU-based finance company on handling layoffs due to adjustment of its global strategy;
為某家知名的社交網站提供咨詢及代理服務，以處理由于跳槽導致的群體性競業限制案件（15人）。
Advised and represented a famous SNS web company on handling collective disputes (15 persons) raised by its competitor due to non-compete restrictions.
出版物及其他經歷 Publications and others
《中國勞動法指南》（英文版）律商聯訊境外出版（合著）
Co-author of China Employment Guidelines (English) (LexisNexis)
《紛爭與和諧:勞動爭議預防與處理實務精要》（中文版）中國勞動社會保障出版社（合著）
Co-author of Practical Guidelines for Prevention and Settlement of Labor Disputes (Chinese) (China Labor & Social Security Press)
在諸多報章和期刊上發表關于勞動法的文章，例如上海律師，新聞晨報，上海金融報、東方早報及人才市場報
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
【報名咨詢】
聯系電話：010-62258232 62278113 13718601312 18610339408
聯 系 人：李先生 陳小姐
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