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Fee: 1天课程 3500 RMB/位。

同一公司2人（含）以上同时报名同一场课程3150元/位！

【Course Background|课程背景】：

对于规则的违反主要是基于如下原因：或是因为不知道规则，或者是知道规则但没有足够的动机遵守。在用人单位的实际人力资源合规管理中，此类例子是绝对不鲜见的。这一方面是由于劳动法律如此繁杂，以个别HR或者内部法律顾问的个人经验极难覆盖整个框架的风险点及全部规则；另一方面则是由于中国劳动法如此奇妙，以至于在相当多的时候它可能过于费解，并使得用人单位在经营目标前，难以产生一丝不苟地遵循它的足够动力。

Generally, people violate the rules due to: (i) they do not know the rules, or (ii) they have no motivation to observe the rules, which are quite common in human resource management compliance practice. On the one hand, the PRC employment law is so complicated that the understanding for such system has beyond the individual experience of the in-house team; on the other hand, the PRC employment is quite fantastic and complicated, which makes the employer can hardly observe the same fully voluntarily.

事实上，大部分的日常人力资源合规风险不是发生在个案中，而是循环发生在日常运营中。如此，能否有效的鉴别相关风险乃是进行相关风险控制的基本前提，因为企业不可能管理不可测量或者不可知的风险。

In fact, most of compliance risks do not occur in the single case, instead, the risks hide behind the daily operation repetitively. As such, whether the employer can indentify such risk is the precondition to implement the risk control plan, as the employer cannot manage what they cannot measure or sense.

本次我们荣幸地邀请到同时精通劳动法及人力资源理论的罗欣律师与大家共同讨论人力资源管理法律事务中常见的八大误区，以期能够与大家共同增进对人力资源合规风险的认识。

It is our pleasure to invite Shane Luo, who is specialized in both employment law and HR practice, to share his experience on eight common misunderstandings in human resource management legal issues, and we hope such discussion will be beneficial for improving your understanding on human resource management compliance issue.

【Course Outline|课程大纲】：

一、 用人单位充分享有用工自主权？

The employer has complete employment freedom?

    对劳动者有利原则

Pro-employee Principle

    规章制度的制定与民主程序

The formulation of the internal policy and its democratic procedure

    解除法定

Termination restricted by statutory regulations

 

二、 劳动者的同意是“万灵药”？

The consent from the employee secures everything

    意思非自治

Involuntary consent

    劳动合同协商变更与单方变更

Amendment via agreement or unilateral action

    免责条款的效力

Exemption clause

 

三、 用人单位可以在多个地域适用统一人事政策？

Uniform HR policy may be adopted across multi-jurisdictions?

    全球政策本地化

Localize the global policy

    全国政策地区化

Localize the PRC policy

    争议解决个案化

Handle the disputes case by case

 

四、 真相与证据是一回事？

The truth will be reflected by the evidence automatically?

    劳动争议中的举证责任

The burden of proof

    电子证据效力

Electronic evidence

    证据管理实务

Evidence management

 

五、 试用期内的员工可以随意解除？

The employee in probationary period can be terminated at will

    试用期内不符合录用条件与试用期内不能胜任工作

Unqualification vs. Incompetence

    如何固定录用条件

How to fix the recruiting requirements

 

六、 高级管理人员不享有加班费？

Officer has no OT pay

    工作时间制度概览

PRC working hours system

    加班审批制度

OT approval mechanism

 

七、 违法解除可以花钱了断？

The illegal termination can be solved by generous severance?

    违法解除的法律后果

The legal consequence of illegal termination

    如何理解“不能继续履行”

How to understand “unperformable”

 

八、 绩效管理可以实现优胜劣汰？

The performance management solves the low performance employee?

    绩效制度的设计目的

The purpose of the performance management

    末位淘汰

Manage out the last one

    绩效改进计划

PIP

【About the Trainer| 讲师介绍】：

罗欣 Shane LUO  

中国律师 Lawyer admitted in China大成劳动法团队的合伙人律师，工作地点为上海。在加入大成之前，罗欣曾历任二家顶尖专业劳动法律师事务所的合伙人、高级律师，并曾兼任某知名500强公司的中国区劳动法顾问。罗欣专长于劳动法及人力资源管理实践。他的工作涉及众多领域，包括制造业、金融业、IT业、医药业、市场研究业、零售业等。罗欣主要负责劳动法律相关文书的起草及各类劳动争议的处理（包括调解、仲裁及诉讼）。他经常就协商解除、裁员、停工事件、集体协商及内部调查等案件提供现场支持。

以往经验 Prior Experience

为律商联讯中国设计和升级中国劳动法数据库；

为一家美国医药公司依据《劳动合同法》及相关法律法规本土化相关人力资源政策；曾协助欧洲公司执行人力资源合规审计项目；曾协助欧洲市场研究咨询公司执行因收购业内另一家翘楚公司导致的人员整合；曾协助欧洲的金融行业公司执行因全球策略调整导致的裁员项目；为某家知名的社交网站提供咨询及代理服务，以处理由于跳槽导致的群体性竞业限制案件（15人）。

出版物及其他经历 Publications and others

《中国劳动法指南》（英文版）律商联讯境外出版（合著）《纷争与和谐:劳动争议预防与处理实务精要》（中文版）中国劳动社会保障出版社（合著）在诸多报章和期刊上发表关于劳动法的文章，例如上海律师，新闻晨报，上海金融报、东方早报及人才市场报。