學習對象
人力資源總監，人力資源經理 法務總監，法務經理 律師 勞動仲裁員 工會干部
課程目標
受到全球經濟復蘇放緩，歐債危機、美債危機的影響，企業面臨前所未有的困境。如何有效降低人力成本，合理配置人力資源，是新形勢下HR面臨的難題。而“雇傭長期化”、“解雇嚴格化”為當前勞動立法的兩大突出特點，因此，“嚴把入口關” ，更加嚴格地、系統地規范招聘管理，對于企業來說變得更加重要。本次我們非常榮幸地邀請到了著名勞動法專家，上海江三角律師事務所首席合伙人陸敬波先生與大家一起分享在新形勢下員工甄選招用中常見法律風險防范。本次課程緊密結合最新的法律、法規、政策以及人力資源管理的相關知識，從企業招聘人才最初的尋尋覓覓，到筆試和面試的明察秋毫，再到嚴密的簽約加盟，最后到細致的試用考察和最終的去留，系統地闡述了企業招聘管理的合法化和合規劃問題。相信會給大家帶來幫助和啟發。



Course Background

The world economy happened have significant impact again by it’s continuously instability, at the same time, this implicate numerous enterprises will be confronted with unprecedented straits by the European debt crisis and U.S debt crisis. We got couple questions for you after all these issues came into the stage. Such as, what needs to be well prepared ahead by HR practice under the new situation? How to make appropriate reduction on employment cost, as well as how to dispose the human resources rationally.

However, Long-term hiring and rigid layoff have been being the two significant characteristics to the current labor legislation. For this reason, strict hiring requirements would be turn into more strictly and scientifically on recruiting management. It also would be becoming further important to the numerous enterprises.

As a full-day event, we are honored to have invited our renowned labor law expert from president partner and director of the River Delta Law Firm Mr. Jin Bo Lu, to share with his unique insights and authority during the form.

In this course, we will present legalization and the problem of compliance of enterprise recruiting management, in accordance with the up-to-date laws, regulations, policies and relevant knowledge of human resource management, it starts of executive search all the way to the written examination until in person interviewing, back to signing a contract, consider new staffs employability in the probation period for their leave or stay as the last step. At last, we are convinced to provide you with case implications as well as advice on how to handle with such topic in your daily HR management.



課程目標：



幫助企業全面了解招聘流程的相關法律知識體系

幫助企業全面了解招聘流程的相關實務操作技能

幫助企業規避招聘過程中法律風險


課程內容
一、搜尋篇

1、合法的招聘主體：如何厘清集團企業統一招聘員工的勞動關系歸屬？

2、 選擇合法的形式：招聘會、獵頭、校招、微博招聘…，如何選擇恰當的招聘形式？

3、 知情權的行使：從應聘簡歷、入職申請表到員工背景調查，如何確定其范圍，企業知情權與員工隱私權的邊界如何確定？

4、 職位描述：職責說明與職位要求的該講與不該講。

5、 就業歧視：星座歧視、血型歧視…，如何在避免產生就業歧視的同時進行員工的有效甄選？

二、訂立篇：

1、 Offer Letter、勞動合同與勞動關系：如何確定新入職員工的勞動關系起始時間？

2、 報到手續：新員工報到過程中發生傷害，如何定性和賠償？

3、 入職登記表：入職登記表必備內容包括哪些？如何充分發揮入職登記表的作用？

4、 入職培訓：入職培訓能否約定服務期？

5、 勞動合同類型：固定期限、無固定期限、已完成一定任務為期限的勞動合同，三類勞動合同如何靈活運用？

6、 勞動合同主要條款：崗位、薪酬、工作地點…，必備條款如何留有靈活空間？

7、 勞動合同訂立的形式與語言：中文勞動合同是否必須有？電子化的勞動合同是否構成事實勞動關系？

三、試用篇：

1、 試用期的設定：試用期滿后仍不能確定是否錄用，經員工本人同意，能否延長試用期？

2、 試用期的考察：試用期員工的考察是否必須以明確規定的錄用條件為標準？

3、 試用期用工：試用期員工的醫療期、工傷、商業秘密保護等特殊問題應該如何處理？

4、 試用期留用：員工轉正后工資結構發生變化是否應按照轉正后工資標準補齊試用期待遇？

5、 試用期解雇：試用期滿后，能否根據員工試用期的表現以不符合錄用條件為由解除勞動合同？

四、特殊員工篇：

1、退休人員：退休返聘人員與柔性退休人員的處理有何不同？

2、 內退協保人員：特殊勞動關系的相關規定是否都不再適用？

3、 實習人員：實習、見習、兼職、勤工儉學，這些概念如何區分？所有在校大學生都是實習生嗎？在校生打工都不構成勞動關系嗎？

4、 外籍和臺港澳人員：社保問題之外，外籍員工與臺港澳員工還有哪些需要特別注意的？最新政策對這類員工的管理將會帶來哪些挑戰？

5、 與原單位仍有勞動關系人員：雙重勞動關系是否必然違法？簽訂勞務協議能解決雙重勞動關系帶來的法律風險嗎？

6、 對原單位負有競業限制義務人員：承擔競業限制違約金后，是否仍然不能錄用對原單位負有競業限制義務的人員？該筆違約金由用人單位承擔后，能否作為勞動合同的違約金？

7、 勞務派遣人員：新政策對勞務派遣越來越嚴格，勞務派遣的使用是否真的違法？應對勞務派遣的危機，企業怎么辦？

8、 非全日制用工：未簽訂書面合同的非全日制用工如何與事實勞動關系進行區分？是否勞動合同明確約定工作時間為非全日制，就屬于非全日制用工？



Seminar Agenda

Executive Search

1. The principal part of legal recruitment: How to clarify conglomerate unified recruitment under the jurisdiction of labor relationship?

2. Selection on legal recruitment methods: Career fair, Headhunter, Campus recruiting, Micro bo recruiting…., How to make a proper recruitment form?

3. Exercise your right to know: How to determine their scale of application know-how, Starts off with candidate’ CV, employment application all the way to applicant’s background investigation. How to ensure the borderline between enterprises’s right to know and employee privacy?

4. Job Description: Is there any verbal limitations on job content description and position requirement?

5. Discriminations in employment: Constellation discrimination, ABO discrimination…..How to prevent employment discrimination happening, but at the same time make the staff selection efficaciously?

Setting and amendment terms of labor contracts

1. Offer letter, labor contract and labor relationship: how to determine the new staff’s start date in their labor relationship?

2. Arrangements for registration procedure: How to determine the composition of a substance and compensate for new employee’s damage occurred in their registration process?

3. Employment entry registration form: What are some necessary contents during their register? How to take advantage of employment entry registration form?

4. New employee orientation: Whether employee orientation can make an agreement on the staff’s period of service?

5. Labor contract classification: Fixed term, non-fixed term, or has completed certain task as the term of the contract

6. Main provision of labor contract: Occupation, payment, working locale…., How to keep the work flexible within essential terms?

7. Formulization and essential language to the labor contract conclusion: Whether there must have to come out with Chinese version of labor contract? Whether it can constitute the electronic labor contract as factual labor relationship to concern?

Probation

1. Setup for probationary period: With an agreement to employee, whether can extend his/her probationary period if the enterprise is uncertain of their stay or leave?

2. Consider new staff’s employability in the probation period: Whether the investigation of the probation employee must be explicitly stated employment qualifications as the standard?

3. Employ staffs in the probation period: How to proper handle on medical treatment period, industrial injury, confidential prevention and relevant cases?

4. Remain in employment in the probation period: Whether should in light of become a full-time staff to make up for their treatments in the probation period while there happened have changes on wage structure?

5. Termination in employment contract in the probation period: Upon confirmation of employment, whether can according to the performance of the employee’s probation period as a reason for inconformity hiring to terminate his/her labor contract?

Special Employment

1. Regulations on retirement workers: Are there any differences on deal with restart employment and flexible retirement?

2. Retreat as HS security staff due to their early retirement: Whether the special labor relationship and relevant provisions are no longer to apply?

3. Internships: How to make a distinction between internship, on probation, part-time job, practice of working while studying? Are all the undergraduate students interns? Does a part time staff compose labor relationships?

4. Oversea employment and employees from Taiwan, Hong Kong and Macao: Besides social insurance issue, what kind of needs we should watch out?

5. Staffs who still keep the labor relationship with their original work units: Whether dual labor relationship is illegal? Whether it can work out through any legal risks of dual labor relationship by signing a labor service agreement?

6. Staffs who responsible for their non-competition duties during the resignation: On the bearing of non-competition penalty, whether it still can't hire non-competition obligated employees to their original employing unit?

7. Labor dispatching staff: The new policies on labor dispatching would be more and more strictly, is the labor dispatching really illegal? How would enterprise be confronted with labor dispatching risk?

8. Part-time staffs: How to discriminate the actual labor relationship to those non-signing labor contracts in written form? Can we say those are part-time staffs if there has specific working time in their labor contracts?