企业人力资源总经理、副总经理，人力资源总监，人力资源经理、员工关系经理等人力资源专业人士； 工会主席；企业法律顾问；其他相关人士

课程特色与背景

中国劳动法，特别是2008年1月1日正式实施的《劳动合同法》，在有关劳动合同解除及终止的规范中，遵循的是“严 资方，宽劳方”原则。在实际操作中，用人单位即便认为员工的情形符合《劳动合同法》规定的法定解除或终止条件，但由 于没有保留关键证据，或对法律条款的误读，或对法律条款的过于机械的理解等原因，均会被审判机构认定为违法解除或 终止劳动合同，从而承受被要求恢复劳动关系或被要求高额赔偿金支付的法律后果。劳动争议案件中，因离职而引发的纠 纷占了很大的比例，而离职问题也是人力资源管理中的难点。 此次培训为大家分享劳动争议案件利己证据的规律，使人力资源离职管理过程更为合规、谨慎，以减少法律风险。

活动纲要/Outline

1. 新民诉法司法解释所要求的证据规则

Evidence Rules re-quired by the Judicial Interpretation of the New Civil Procedure Law

2. 法院依法可以采纳的证据标准

Criteria of evidence applicably acceptable to the court

1) 证据的真实性

Authenticity of evidence

2) 证据的合法性（来源和形式符合法律规定）

Legality of evidence (source and format in compliance with legal re-quirements)

3) 证据的关联

Correlation of evidences

3. 高度盖然性——证据优势原则

High probability – the rule of preponderant evidence

1) 法院自由心证受证据高度盖然性原则限制

The free evaluation of evidence of courts is actually dominated by the rule of high probability of evidence

2) 一起深圳的客观情况发生重大变化（企业迁移）案例解读证据高度盖然性

One case of major objective condition change (enterprise relocation) in Shenzhen explains the high

probability of evidence

4. 申请对方当事人提交利己证据

Apply for the opposite party to submit evidence favorable to employer

1) 规则阐述

Rule explanation

2) “利己证据对方提交”在一起以工资发放标准作为争议焦点案件中的运用

The application of “Evidence favorable to employer submitted by the opposite party” in a dispute case focused on

salary standard

3) “利己证据对方提交”在一起以考勤作为争议焦点案件中的运用

The application of “Evidence favorable to employer submitted by the opposite party” in a dispute case focused on

check-in

5. 当事人逾期提交证据的后果

The consequence of failure to submit evidence within the designated period

1) 因故意或重大过失逾期提交证据，何种情况法院予以采纳

Fail to submit evidence within the designated period due to willful or gross negligence, which situation will

the court accept?

2) 非因故意或重大过失逾期提交证据的后果

The consequence of failure to submit evidence within the designated period due to non-willful or non-

gross negligence

6. 非中文证据的翻译

Translation of non-Chinese evidence

1) 新旧规定的差异

Differences between the old and the new provisions

2) 目前的实操

Currently applicable practice

7. 劳动争议案件中证据锁定问题共性

The Generality of Evidence Locking in Labor Dispute Cases

8. 电子邮件

E-mail

1) 电子邮件的证据效力

The evidentiary effect of e-mails

2) 法院对电子邮件证据的判断标准

The court’s judgment criteria on e-mails as evidence

3) 电子邮件作为证据锁定的实务

Practice of locking e-mail as evidence

9. 劳动合同签订

Labor contract signing

1) 通过电子邮件签订的劳动合同的效力问题

The effectiveness of the labor contract signed through e-mails

2) 员工不愿意签合同的情况下，用人单位如何锁定利己证据

Where the employee is not willing to sign the contract, how does the employer lock favorable evidence?

3) 劳动合同签订的细节——“一支神奇的笔”

Detail of labor contract signing – “a magic pen”

4) 劳动合同签订的细节——“合同内页被调包”

Detail of labor contract signing – “pages of the contract are replaced”

5) 劳动合同中的员工信息

Employee information in labor contracts

10. 合法的规章制度

Legal regulations and rules

1) 无工会、无职代会情况下的民主制定程序

Democratic drafting procedure without a labor un-ion and workers congress

2) 合法的公布方式

Legal announcing methods

3) 新旧规章制度的衔接——一则新旧制度时间上无缝对接，但仍存在“真空”的严重违纪解除案例

Transitive connection between the new and the old regulations and rules – a seriously violating contract dissolution

case when the new and the old systems are in seamless joint while “vacuum" still exists

4) 法院对规章制度内容合理性的审查——一起规章制度“越权”设定的案例

Court’s review of the rationality of the content of the regulations and rules – a case of regulations and rules

established “beyond

11. 文件的有效送达

Effective delivery of documents

1) 直接送达（员工拒收情况下的辅助手段）

Direct delivery (auxiliary method when employee refuses to take the documents)

2) 邮寄送达（员工拒收情况下的辅助手段）

Mail delivery (auxiliary method when employee refuses to take the documents)

3) 何为员工的有效送达地址

What is employee’s address of effective delivery

12. 员工离职过程中的关键证据锁定

Key Evidence Locking in the Course of Employee’s Leaving the Company

13. 员工辞职

Employee resignation

1) 辞职信的基本要求

Basic re-quirements on resignation letters

2) 员工未提交书面辞职信对用人单位的不利后果

Consequences unfavorable to employers where an employee doesn’t submit a resignation letter

14. 严重违纪解除

Seriously violating dissolution

1) 宝贵的第一次谈话

Precious first talk

2) 对解除结果期待的消极行为

Expected negative behaviors towards the dissolution result

3) 对解除结果期待的积极行为

Expected positive behaviors towards the dissolution result

4) 变更工作岗位“需要与员工协商一致”不再是必须的——一起法院对变岗合理性证据的考察的案例

Changing working post “needs to reach agreement with the employee” is not a must anymore – a case of court’s

reviewing the reasonability evidence of post change

15. 严重过失造成用人单位重大损害

Gross negligence leads to material damage to employer

1) 损害结果是否固定

Whether the results of damage are fixed

2) 因果的必然性要求

The inevitability re-quirement of cause and effect

3) 重大损害标准

Criteria of material damage

16. 医疗期满

Medical treatment period expiration

1) 有效揭穿混病假的证据锁定

Locking evidence that effectively proves fake sick leave

2) 员工不能从事原工作，也不能从事用人单位另行安排的工作的证据锁定

Locking evidence that proves the employee can neither undertake the original post, nor other posts

arranged by the employer

17. 不能胜任工作

Unqualified for work

1) 不能胜任工作解除流程的证据

Evidence of dissolution process due to disqualification for work

2) 对培训事实的证据锁定——培训不是“谈话”，不是“沟通”

Locking evidence of training – training is not “talk”, not “communication”

3) 从一起不能胜任工作解除的案例来看法院对用人单位的举证严格度

Discuss the court’s strictness on evidence citation to employers based on a case of contract dissolution due to

disqualification for work

18. 客观情况发生重大变化

Major change of objective condition

1) 客观情况发生重大变化与经济性裁员法定理由的混同

Confusion of major change of objective condition and statutory cause for economic downsizing

2) 如何用证据体现双方就变更劳动合同内容协商的充分度

How to use evidence to reflect the adequacy of negotiating the change of labor contract content between

the parties

3) 解除证据关键（一个非常被容易忽视的地方）——如何证明发生变化的客观情况是“订立劳动合同时”的客观

情况

Key of dissolution evidence ( a point very easily neglected) – how to prove the objective condition that undertakes

changes is the objective condition "when the labor contract is signed”

19. 劳动合同终止

Labor contract termination

1) 劳动合同期限届满终止通知的必要性

The necessity of labor contract expiration termination notice

2) 何种证据认定公司提前解散，同时认定劳动合同终止日

What evidence can confirm the early dissolution of a company, and confirm the date of labor contract

termination

3) 何种证据认定公司破产，同时认定劳动合同终止日

What evidence can confirm the bankruptcy of a company, and confirm the date of labor contract

termination

课程主讲

夏利群

* 上海市申达律师事务所管理合伙人

* 全国律师协会劳动与社会保障法专业委员会委员

* 上海市律师协会劳动法业务委员会委员

夏利群律师主要为企业代理各类劳动争议案件(包括劳动仲裁和诉讼)；配合企业建立完善的人事管理制度, 包括为企业制订规章制度、劳动合同、竞业限制协议、服务期协议等；配合企业与劳务派遣公司建立劳务派遣用工关系，包括为企业审核劳务派遣合作合同、审核企业与派遣员工的用工合同等。夏利群律师至今已处理各类劳动争议仲裁或诉讼案件数百起,他精通国家和地区的劳动法律、法规、政策及司法实践, 因此对企业内部人事方面的管理，特别是在实务上有着极其丰富的经验,曾多次受邀前往北京、深圳、广州、大连、青岛、杭州等地讲授劳动法培训课程并以亲身经历的案例，介绍目前司法实践中形成的审判惯例。夏利群律师曾获得普陀区司法局先进个人、普陀区青年岗位能手以及浦东新区十大杰出青年律师等诸多荣誉。