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<DIV style="FONT-SIZE: 24px" align=center><FONT
color=#993300><B>HR最头疼的22类问题员工的棘手问题管理情形分析及应对</B></FONT></DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)" align=center><SPAN
style="FONT-SIZE: 14pt">Analysis and Countermeasures on the Management of Thorny
Problems Related to Employees<BR></SPAN><SPAN
style="COLOR: rgb(255,0,0)">试用期休假、怀孕，抑郁症精神疾病混病假，能力不佳消极怠工，不服从主管工作指令，未婚先孕或怀孕保胎，违反公司保密制度，损害公司的声誉，不告而别失联</SPAN></DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(255,0,0)" align=center>Trial period of
leave, pregnancy, depression, mental illness, sick leave, poor ability to slow
down, do not obey the work instructions, unmarried pregnancy or pregnancy
miscarriage, breach of company secrecy system, damage the company's
reputation<BR><SPAN style="COLOR: rgb(0,0,0)"><B>北京场时间：2016年12月29日 Beijing:
December 29, 2016<BR> 上海场时间：2016年12月21日 Shanghai: December 21,
2016<BR>深圳场时间: 2017年01月05日 Shenzhen: January 5, 2017</B></SPAN></DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(255,0,0)" align=left>
<DIV style="TEXT-ALIGN: center"><SPAN
style="FONT-SIZE: 10.5pt; COLOR: !important; LINE-HEIGHT: 1.5"><B> 费用：3500元/人</B></SPAN></DIV><SPAN
style="COLOR: rgb(0,0,0)"><SPAN style="COLOR: rgb(0,0,255)"><STRONG><SPAN
style="FONT-SIZE: 12pt"><SPAN style="FONT-SIZE: 12pt">会议背景Conference
Background:</SPAN></SPAN></STRONG><BR></SPAN></SPAN>“试用期休假、怀孕，抑郁症精神疾病混病假，能力不佳消极怠工，不服从主管工作指令，未婚先孕或怀孕保胎，违反公司保密制度，损害公司的声誉，不告而别失联等问题员工”的管理，一直是让HR最头疼的问题。</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)" align=left>"Probation of
leave, pregnancy, depression, mental illness, sick leave, poor ability to slow
down, do not obey the competent work orders, unmarried pregnancy or pregnancy
miscarriage, breach of company secrecy system, damage the company's reputation,
And other issues of staff "management, HR has been the most
headaches.<BR>本课程我们特别邀请著名劳动法专家，庞律师、李律师、郝律师。该课程将结合大量经典、庭审案例，为大家分享针对试用期休假、怀孕，抑郁症精神疾病混病假，能力不佳消极怠工，不服从主管工作指令，未婚先孕或怀孕保胎，违反公司保密制度，损害公司的声誉，不告而别失联员工的管理技巧，以及管理问题员工总体的原则和思路等问题员工管理中的重点难点问题。</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)" align=left>In this course, we
invite well-known labor law experts, Pang lawyers, Li lawyers, Hao lawyers. The
course will be a combination of a large number of classic, trial cases, to share
for the probationary leave, pregnancy, depression, mental illness, sick leave,
poor ability to slow down, do not obey the work instructions, unmarried
pregnancy or miscarriage, breach of corporate secrecy System, damage to the
company's reputation, not to mention the management of staff skills, and
management issues the overall staff of the principles and ideas and other issues
of staff management focus and difficult issues.<BR></DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"> </DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><SPAN
style="COLOR: rgb(0,0,255)"><SPAN style="FONT-SIZE: 12pt">谁应该参加？Who should
attend?</SPAN></SPAN></STRONG><BR>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、法务总监、法务经理等。</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">General Manager, HR Manager,
HR Manager, HR Manager, Staff Relationship Manager, Legal Director, Legal
Manager, etc.<BR></DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><FONT size=+0><SPAN
style="COLOR: rgb(0,0,255)"><SPAN style="FONT-SIZE: 12pt">课程大纲Course
Outline</SPAN></SPAN></FONT></STRONG><BR><STRONG><SPAN
style="FONT-SIZE: 11pt"><SPAN
style="FONT-SIZE: 11pt; COLOR: rgb(255,0,0)">1、入职前的信息隐瞒与信息欺诈Pre-employment
information hiding and information
fraud</SPAN></SPAN></STRONG><BR><STRONG>常见问题Common
problem：</STRONG><BR>用人单位招用劳动者时，应告知求职者哪些情况？<BR>收到录用函后，劳动者有权反悔吗？<BR>发出录用函后，用人单位可以反悔吗？<BR>员工入职后，发现其填写信息与实际不符，可以解雇吗？<BR>面试当天受伤，能否主张工伤？<BR>用人单位有权要求劳动者提供入职押金吗？</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">-Employers who recruit
workers, should inform the job-seekers what?<BR>-Will the laborer have the right
to go back on his acceptance letter?<BR>-After issuing a letter of acceptance,
can the employer go back?<BR>-Staff entry, found that the information does not
match the actual, you can dismiss it?<BR>-Interview injured the same day, can
claim work-related injuries?<BR>-Employers have the right to require workers to
provide entry deposit?</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"> </DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><SPAN
style="COLOR: rgb(255,0,0)"><SPAN style="FONT-SIZE: 11pt">2、劳动合同签订和事实劳动关系Labor
contract and the fact that labor
relations</SPAN></SPAN></STRONG><BR><STRONG>常见问题Common
problem：</STRONG><BR>缺少必备条款，劳动合同是否有效？<BR>仅签订聘用函，能否主张事实劳动关系双倍工资？<BR>未保管好劳动合同，能否主张事实劳动关系双倍工资？</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">- Lack of mandatory terms, the
labor contract is valid?<BR>- Only signed an employment letter, can claim double
wages of factual labor relations?<BR>- Not keep a good labor contract, the fact
that labor relations can claim double wages?</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"> </DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><SPAN
style="COLOR: rgb(255,0,0)"><SPAN
style="FONT-SIZE: 11pt">3、试用期内持续病休或怀孕病休Probationary period of continuous
sickness or pregnancy sick break</SPAN></SPAN></STRONG><BR><STRONG>常见问题Common
problem：</STRONG></DIV>
<DIV
style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">能否口头约定试用期？能否单独签订试用期合同？<BR>如何正确理解试用期不符合录用条件？<BR>试用期内请病假，病假天数超过试用期，试用期可以延长吗？可以辞退吗？<BR>试用期内怀孕，休长病假，试用期可以延长吗？可以辞退吗？</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">- Can oral agreement
probation? Can I sign a probationary contract separately?<BR>- How to correctly
understand the probation period does not meet the conditions of employment?<BR>-
Probationary period of sick leave, sick days more than the probationary period,
probation can be extended? Can be dismissed?<BR>- Trial period of pregnancy,
long sick leave, probation can be extended it? Can be dismissed?</DIV>
<DIV
style="FONT-SIZE: 11pt; FONT-FAMILY: 微软雅黑; COLOR: rgb(255,0,0)"> </DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><SPAN
style="FONT-SIZE: 11pt; COLOR: rgb(255,0,0)">4、不定时制工作经常“迟到、旷工”Irregular work
often "late, absenteeism"</SPAN></STRONG><BR><STRONG>常见问题Common
problem：</STRONG><BR>业务人员、公司中高级人员的考勤管理？<BR>在领导出差期间的同时也不来公司上班也不交假期单？<BR>工作内容涉及多个工作地切换的员工，借口出差实际无法核实是否上班？</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">- Business, the company's
senior staff of attendance management?<BR>- When the leadership is out of town,
staff do not come to work the company and does not ask for leaves.<BR>- The work
involves a number of work to switch employees, an excuse to travel can not
verify whether the actual work?</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"> </DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><SPAN
style="FONT-SIZE: 11pt; COLOR: rgb(255,0,0)">5、拒绝签署公司各种回执及文件Refused to sign all
kinds of company receipts and documents</SPAN></STRONG><BR><STRONG>常见问题Common
problem：</STRONG></DIV>
<DIV
style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">员工拒绝签署员工手册确认书，警告信，通知信等？<BR>员工不签署违纪单，如何操作确保不是违法解除劳动关系？<BR>员工绩效考核不签字确认，绩效考核结果的应用的法律风险？</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">- Employees refused to sign
the employee manual confirmation letter, warning letter, notice letter?<BR>-
Employees do not sign the violation of a single, how to ensure that labor is not
illegal to lift the relationship?<BR>- Employee performance appraisal is not
signed to confirm the results of the application of performance appraisal legal
risk?<BR></DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><SPAN
style="FONT-SIZE: 11pt; COLOR: rgb(255,0,0)">6、小病大养、无病装病消极对抗Minor illness,
pretending ill, and with negative
attitudes</SPAN></STRONG><BR><STRONG>常见问题Common
problem：</STRONG><BR>员工与公司有矛盾或不想上班通过泡病假进行消极对抗<BR>可以要求员工到指定医院复诊吗？可以要求员工陪同就医吗?<BR>有时医院开的是“本人要求休息１个月”，公司能不批准休假吗？<BR>如果医院连续开具１年的病假单，单位是否能够理解为员工情况已经不能从事该岗位工作了？<BR>员工生病，病不属于紧急性，但其非得去立即休病假做手术，其态度特别恶劣，不管工作交接，工作质量特别差，该如何处理？</DIV>
<DIV style="FONT-SIZE: 10.5pt; FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">- Employees
and companies have conflicts or do not want to work through the bubble sick
leave for negative confrontation<BR>- Can employees be referred to a designated
hospital? Can employees be required to accompany a doctor?<BR>- Sometimes the
hospital to open the "I asked to rest for 1 month," the company can not approve
leave it?<BR>- If the hospital issued a one-year continuous sick leave, the unit
can understand the situation for the staff has been unable to engage in the
job?<BR>- The sickness and sickness of the employees are not urgent, but they
have to go to surgery immediately. Their attitude is particularly bad.
Regardless of the handover, the work quality is particularly poor. What should
we do?</DIV>
<DIV
style="FONT-SIZE: 11pt; FONT-FAMILY: 微软雅黑; COLOR: rgb(255,0,0)"> </DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><SPAN
style="FONT-SIZE: 11pt"><SPAN
style="FONT-SIZE: 11pt; COLOR: rgb(255,0,0)">7、利用抑郁症、精神病混病假期The use of
depression, mental illness sick leave<BR></SPAN></SPAN>常见问题Common
problem：</STRONG></DIV>
<DIV
style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">合同期内持续病假，利用抑郁症等混病假？<BR>抑郁症属于精神病吗？医疗期是最低给24个月吗？<BR>以抑郁症的医疗期届满解除劳动合同，需要支付医疗补助费吗？<BR>员工在法定的医疗期满后，继续请病假可以吗？<BR>产后抑郁症属于精神病吗？必须同意哺乳假吗？</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">- Contract sick leave during
the period, the use of depression and other sick leave?<BR>- Depression is a
mental illness? Is the medical period minimum for 24 months?<BR>- Do you need to
pay a Medicaid to terminate your labor contract at the end of your medical term
for depression?<BR>- Is it possible for staff to continue taking sick leave
after the statutory period of medical treatment expires?<BR>- Is Postpartum
Depression a Mental Illness? Must I consent to breastfeeding?</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"> </DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><SPAN
style="FONT-SIZE: 11pt; COLOR: rgb(255,0,0)">8、拒绝提交病休证明和就诊材料Refused to submit
evidence of sickness and treatment
materials</SPAN></STRONG><BR><STRONG>常见问题Common
problem：</STRONG><BR>员工持续休病假，且拒绝提交病休证明和就诊材料？<BR>病假期间不交病假单，等病假结束了再提交？<BR>拒绝设备医学检查开具的病假单有效？<BR>病假单只有医生签名无盖章是否有效？<BR>注明是个人要求出具的病假单是否有效？</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">- Do employees continue to
take sick leave and refuse to submit evidence of illness and medical
treatment?<BR>- Do not make sick leave during sick leave, and so sick end of the
re-submitted?<BR>- Reject equipment Medical check issued sick leave is
valid?<BR>- Sick leave only a doctor signed no seal is valid?<BR>- Indicate
whether the sick leave order issued by the individual is valid?</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"> </DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><SPAN
style="FONT-SIZE: 11pt; COLOR: rgb(255,0,0)">9、利用病假机会在外游玩或兼职Use of sick leave
opportunity to play or part-time</SPAN></STRONG><BR><STRONG>常见问题Common
problem：<BR></STRONG>如果有在外游玩的照片等证据，可以以此为由解雇吗？<BR>可以要求员工到指定医院复诊吗？可以要求员工陪同就医吗?</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">- If there is evidence of
photos and other play out, you can dismiss this as grounds?<BR>- Can employees
be referred to a designated hospital? Can employees be required to accompany a
doctor?</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"> </DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><FONT
style="COLOR: !important; BACKGROUND-COLOR: transparent"><SPAN
style="FONT-SIZE: 11pt; COLOR: rgb(255,0,0)">10、不休年假且不愿书面放弃年假Endless annual
leave and do not want to give up the annual
leave</SPAN></FONT></STRONG><BR><STRONG>常见问题Common
problem：</STRONG><BR>公司可以规定年休假过期作废吗？<BR>福利年休假和法定年休假的关系如何处理？<BR>福利年休假可以折薪吗？</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">- Can the company set the
annual leave to expire?<BR>- What is the relationship between the annual leave
and the statutory annual leave?<BR>- Can I get a pay break on welfare
year?</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"> </DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><SPAN
style="FONT-SIZE: 11pt; COLOR: rgb(255,0,0)">11、未婚先孕或怀孕后保胎休假Unmarried pregnancy
or miscarriage after pregnancy leave</SPAN></STRONG><BR><STRONG>常见问题Common
problem：<BR></STRONG>女员工怀孕就请病假，假单上的疾病为“早孕或孕几周”？<BR>全面二胎放开企业应当如何应对？<BR>未婚先孕，用人单位是否有权解除？未婚先孕，是否享受生育待遇？</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">- Female employees on sick
leave, leave the disease on the "early pregnancy or pregnancy a few weeks"?<BR>-
Comprehensive second-round release enterprises should be how to deal with?<BR>-
Unmarried pregnancy, the employer has the right to lift? Unmarried pregnancy,
whether to enjoy the fertility treatment?<BR></DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><SPAN
style="FONT-SIZE: 11pt; COLOR: rgb(255,0,0)">12、大错不犯小错不断老油子现象Big mistake does
not make a small mistake constantly old oil
phenomenon</SPAN></STRONG><BR><STRONG>常见问题Common
problem：</STRONG><BR>员工经常犯小错，如拒不参加会议、不回邮件、迟到、早退等？<BR>对“小错不断”员工，可以按严重违纪解除劳动合同吗？会被判违法解除吗？</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">- Employees often make a small
mistake, such as refusing to attend meetings, do not return the message, late,
leave early and so on?<BR>- The "small mistake constantly" employees, according
to a serious breach of contract to lift labor contracts? Will be sentenced to
lift the illegal?<BR></DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><SPAN
style="FONT-SIZE: 11pt; COLOR: rgb(255,0,0)">13、工作效率低下或者是消极怠工The work efficiency
is low or passive slow down</SPAN></STRONG><BR><STRONG>常见问题Common
problem：</STRONG><BR>员工做事拖拖拉拉、效力低下，找各种理由怠工（例如电脑等工作设备有问题）？<BR>绩效低，考核不合格，能证明不能胜任工作吗？<BR>不违纪的消极怠工行为如何处理，可以进行末位淘汰吗？</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">- Staff work procrastination,
ineffective, find a variety of reasons sabotage (such as computers and other
equipment problems)?<BR>- Performance is low, the examination failed, can prove
that can not do the job?<BR>- Non-disciplinary behavior of the passive slow down
how to deal with, can be eliminated by the end of it?</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"> </DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><SPAN
style="FONT-SIZE: 11pt; COLOR: rgb(255,0,0)"><SPAN
style="FONT-SIZE: 11pt">14，拒绝接受主管下达的工作指令Refused to accept the work instructions
issued by the supervisor<BR></SPAN></SPAN>常见问题Common
problem：</STRONG><BR>员工因为个性问题与主管不合，并拒不配合其下达的工作任务？<BR>员工拒绝接受工作调整、岗位调整等，用人单位有权单方面调整员工的工作吗？<BR>工作调整需要协商一致吗？员工不服从公司的工作调整怎么处理比较妥当？</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">- Staff because of personality
problems and supervisors do not, and refused to cooperate with the work assigned
to the task?<BR>- Employee refused to accept the work of adjustment, job
adjustment, the employer has the right to unilaterally adjust the work of the
staff do?<BR>- Do work adjustments require consensus? Employees do not obey the
company's work to adjust how to deal with more appropriate?</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"> </DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><SPAN
style="FONT-SIZE: 11pt; COLOR: rgb(255,0,0)">15、勤勉不足却要订无固定期合同Lack of diligence
has to set no fixed-term contracts</SPAN></STRONG><BR><STRONG>常见问题Common
problem：</STRONG><BR>公司不愿意签订无固定期合同，员工非要提出签订无固定期，公司拒签有什么后果？<BR>符合签订无固定期但签订了固定期限劳动合同有什么后果？</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">- Companies do not want to
sign a fixed-term contracts, employees have to sign the non-fixed-term, the
company refused to sign what consequences?<BR>- In line with the signing of a
fixed-term but signed a fixed-term labor contract What are the
consequences?</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"> </DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><SPAN
style="FONT-SIZE: 11pt; COLOR: rgb(255,0,0)"><SPAN
style="FONT-SIZE: 11pt">16、绩效考核合格但不见容于团队Failed to meet the performance appraisal
team<BR></SPAN></SPAN>常见问题Common
problem：</STRONG><BR>工作考勤合格但经常在团队内部传播关于公司和上司的消极想法？<BR>员工言行另类，无法与领导及其他同事沟通，共事？</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">- Work Attendance Qualified
But often within the team about the company and the boss of the negative
ideas?<BR>- Staff words and deeds of alternative, not with the leadership and
other colleagues to communicate, work together?</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"> </DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><SPAN
style="FONT-SIZE: 11pt; COLOR: rgb(255,0,0)"><SPAN
style="FONT-SIZE: 11pt">17、客观情况重大变化时难以协商The objective circumstances of major
changes difficult to negotiate<BR></SPAN></SPAN>常见问题Common
problem：</STRONG><SPAN
class=Apple-converted-space> </SPAN><BR>客观情况发生重大变化，公司确实没有岗位提供怎么办？<BR>公司业务调整，员工不接受岗位变动，也不接受协商解除劳动合同？<BR>履行裁员汇报程序，是否就可以不和员工协商变更？</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">- The objective situation has
undergone major changes, the company does not provide jobs how to do?<BR>-
Company's business adjustment, staff do not accept job changes, do not accept
the lifting of the labor contract negotiations?<BR>- The implementation of
layoffs reporting procedures, and employees can not negotiate changes?<BR></DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><SPAN
style="FONT-SIZE: 11pt; COLOR: rgb(255,0,0)"><SPAN
style="FONT-SIZE: 11pt">18、违反公司各种保密制度的行为In violation of the company's various
confidentiality system behavior<BR></SPAN></SPAN>常见问题Common
problem：</STRONG></DIV>
<DIV
style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">仅有制度规定，而没有协议约定，员工是否有义务履行竞业限制？<BR>离职员工一边拿着公司发的竞业限制补偿金，一边去竞争对手公司就业？<BR>技术部门的员工离职时，隐瞒或不披露，事后发现加入有直接竞争关系的公司？<BR>员工违反竞业限制协议，支付违约金后是否可以继续在同行就业？<BR>未约定竞业限制补偿金，员工是否有义务履行竞业限制义务？<BR>未约定竞业限制补偿金，员工履行竞业限制义务后是否有权利主张竞业限制补偿金？</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">- Only system provisions, but
no agreement, employees are obliged to perform non-compete restrictions?<BR>-
Leaving the staff side of the company's holding company issued by the
non-competition compensation, while competitors to the company's
employment?<BR>- When the employees of the technical department leave the
company, they will hide or not disclose them, and find out later whether they
join the companies that have direct competition relationship.<BR>- Employees
violate non-competition agreement, pay liquidated damages can continue to work
in peers?<BR>- If there is no agreement on non-competition compensation, is the
employee obliged to fulfill the non-competition obligation?<BR>- If there is no
agreement on compensation for non-competition, whether employees have the right
to claim non-competition compensation after performing their non-competition
obligations?<BR></DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><SPAN
style="FONT-SIZE: 11pt; COLOR: rgb(255,0,0)"><SPAN
style="FONT-SIZE: 11pt">19、以不恰当方式损害公司的声誉In an inappropriate way to damage the
company's reputation<BR></SPAN></SPAN>常见问题Common
problem：<BR></STRONG>员工的各种匿名或实名举报，通过媒体网站等渠道发布不实信息，损害其他员工或公司声誉？<BR>员工在公司散布公司的负面信息影响其他员工？<BR>如何举证用人单位的声誉影响？</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">- Employees of various
anonymous or real-name reports, through media outlets and other channels to
publish false information, damage to other employees or company reputation?<BR>-
Do employees spread the company's negative information in the company that
affects other employees?<BR>- How to prove the impact of the reputation of
employing units?<BR></DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><SPAN
style="FONT-SIZE: 11pt; COLOR: rgb(255,0,0)"><SPAN style="FONT-SIZE: 11pt">20
违反劳动纪律或规章制度Violation of labor discipline or rules and
regulations<BR></SPAN></SPAN>常见问题Common
problem：<BR></STRONG>如何理解和适用规章制度的兜底性条款？<BR>没有规章制度，能否处理员工的违纪行为？<BR>是否有权处理劳动者的私生活？<BR>如何判断违纪行为的严重性</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">- How to understand and apply
the provisions of the rules and regulations to the bottom?<BR>- No rules and
regulations, can deal with employee disciplinary behavior?<BR>- Are they
entitled to deal with the private lives of workers?<BR>- How to Judge the
Seriousness</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"> </DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><SPAN
style="FONT-SIZE: 11pt; COLOR: rgb(255,0,0)"><SPAN
style="FONT-SIZE: 11pt">21、各种不告而别或者失联的处理All kinds of failure or failure to deal
with<BR></SPAN></SPAN>常见问题Common
problem：<BR></STRONG>员工不来上班、不请假也不交辞职？<BR>员工突然失联，可以认定员工自动离职吗？公司有什么办法可以处理?<BR>员工手机关机或停机，快递拒签，用人单位如何处理？</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">- Employees do not come to
work, do not leave does not pay to resign?<BR>- Employees suddenly lost, can be
determined that employees automatically leave it? Is there any way the company
can handle?<BR>- Staff phone shutdown or shutdown, courier refused, how to deal
with the employer?</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"> </DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><SPAN
style="FONT-SIZE: 11pt; COLOR: rgb(255,0,0)"><SPAN
style="FONT-SIZE: 11pt">22、离职时不办工作交接离职手续Leaving the work does not do the work
transfer handover procedures<BR></SPAN></SPAN>常见问题Common
problem：<BR></STRONG>离职时不办理工作交接，不完成公司各部门的离职手续？<BR>离职时不交回电脑、手机等公司配备物品？</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)">- Leave for the transfer of
work; do not complete the company's various departments of the separation
procedures?<BR>- Do not return to the computer, mobile phones and other
companies with items?</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"> </DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><SPAN
style="FONT-SIZE: 11pt; COLOR: rgb(255,0,0)">如果您还有遇到这22类问题员工的其他棘手问题，欢迎您课前或课上提出您的问题，庞老师、李老师、郝老师将现场为您解答。
您的问题，我们有问必答！</SPAN></STRONG></DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><SPAN
style="FONT-SIZE: 11pt; COLOR: rgb(255,0,0)">If you have any other thorny
problems with these 22 types of problems, please do not hesitate to ask your
questions before class or during class. Ms. Pang, Mr. and Mr. Hao will answer
your questions. You have questions and we have answers!</SPAN></STRONG></DIV>
<DIV
style="FONT-SIZE: 12pt; FONT-FAMILY: 微软雅黑; COLOR: rgb(51,102,255)"> </DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG><SPAN
style="FONT-SIZE: 12pt; COLOR: rgb(0,0,255)">讲师介绍：</SPAN></STRONG></DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG>庞律师</STRONG><SPAN
class=Apple-converted-space> </SPAN><BR>中国著名劳动法律法规及仲裁专家，著名劳动法与员工关系管理专家，资深律师，资深培训师。庞春云律师先后任职于多家全国著名的律师行、国际著名咨询公司等。现为北京市广盛律师事务所高级合伙人，上海分所主任，上海市劳动争议仲裁委员会仲裁员，上海市律师协会劳动法律关系研究委员会副主任，中华全国律协劳动法委员会委员、中国劳动争议网特聘专家、人力资源和社会保障部就业中心培训专家、中国企业家培训中心特聘专家、清华名师、《上海法治报》律师大顾问团律师、上体英才学院兼职教授、上海吉衡企业管理咨询有限公司高级培训师等。<BR>庞律师长期担任国内外著名企业、银行及国家机关法律顾问，为顾问单位提供劳动法律服务，其中包括迅达、中集、罗门哈斯、德尔福、库柏、中船重工、中国银行、恩坦华等。就顾问单位劳动人事管理方面的重大决策提供法律依据和法律意见；代理参加劳动诉讼和仲裁；参加项目谈判；审查法律<FONT
face=楷体,楷体_GB2312>事务</FONT><FONT
face=黑体>文书和规章制度，协助企业完善规章制度、提供企业重组转制方案、合理控制企业经营风险和用工成本、预防及应对经济和劳动争议；协助企业进行法制宣传和培训等。</FONT></DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"> </DIV>
<DIV>
<P class=MsoNormal
style="TEXT-ALIGN: left; MARGIN: 0px 0pt; LINE-HEIGHT: 19.2pt"><B><FONT
size=+0>李</FONT>立律师</B><o:p></o:p></P>
<P class=MsoNormal
style="TEXT-ALIGN: left; MARGIN: 0px 0pt; LINE-HEIGHT: 19.2pt"><SPAN> 李律师，国内著名劳动法专家，实战派劳动法与员工关系管理专家，现为广东君厚律师事务所高级合伙人，十年特大型企业中高层职业经理人背景、十年法律实务经验，是一位具备资深企管背景的实务型律师。广东省企业维权顾问团顾问、广东省律师协会劳动与社会保障法律专业委员委员、广州市律师协会劳动与社会保障法律专业委员委员、广州市律师协会规章制度委员会委员、广州市总工会职工法律服务律师团顾问、熟知大中型企业的管理运行模式及法律需求，能有针对性地制订切实可行的法律风险防范措施。长期从事劳动法律问题研究与实务操作。在企业用工管理方面具有深厚的理论基础和丰富的实践经验，已为数百家企业提供劳动人事方面的咨询服务以及仲裁、诉讼代理服务。</SPAN><o:p></o:p></P>
<P class=MsoNormal
style="TEXT-ALIGN: left; MARGIN: 0px 0pt; LINE-HEIGHT: 19.2pt"> 李律师，有多年教育培训经验。广州、深圳、佛山、东莞、惠州、上海、北京、重庆、浙江、江苏、四川、广西、云南、海南、辽宁、江西、福建、湖南、湖北等省市讲授企业用工管理系列课程100余场。<o:p></o:p></P>
<P class=MsoNormal
style="TEXT-ALIGN: left; MARGIN: 0px 0pt; LINE-HEIGHT: 19.2pt"><FONT
size=+0> 常年担任世界500强以及知名国企、外企、民企数10家企业的法律顾问。</FONT><SPAN
style="FONT-SIZE: 9pt; FONT-FAMILY: 宋体; FONT-WEIGHT: normal; COLOR: rgb(0,0,0); BACKGROUND-COLOR: rgb(255,255,255)"><o:p></o:p></SPAN></P>
<P class=MsoNormal
style="TEXT-ALIGN: left; MARGIN: 0px 0pt; LINE-HEIGHT: 19.2pt"><FONT
size=+0><BR></FONT></P></DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><STRONG>郝律师</STRONG></DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><B>
</B>劳动法实战派资深律师，北京东合律师事务所主任、北京市劳动法学会和社会保障法学会理事、北京市律师协会劳动与社会保障法律事务专业委员会副主任、北京市劳动人事争议仲裁委员会兼职仲裁员、北京企业法治与发展研究会理事、长期从事企业劳动用工法律风险管理与控制的研究与实践，有着丰富的劳动用工管理实战经验。</DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"><BR></DIV>
<DIV style="FONT-FAMILY: 微软雅黑; COLOR: rgb(0,0,0)"> <SPAN
style="FONT-SIZE: 10.5pt; COLOR: !important; LINE-HEIGHT: 1.5"><B>Registration / 预订席位（请填写以下信息回复报名邮件）</B></SPAN></DIV><SPAN
style="COLOR: rgb(0,0,0)">参会人员信息<BR>公司名称：<BR>公司地址：<BR>姓名：<BR>性别：<BR>职位：<BR>电话：<BR>邮箱：<BR>手机：<BR>日期（请在选择处打 √ ）：[ ]</SPAN><SPAN
style="COLOR: rgb(0,0,0)">北京场时间：2016年12月29日<BR>
</SPAN><SPAN
style="FONT-SIZE: 10.5pt; LINE-HEIGHT: 1.5; BACKGROUND-COLOR: window">[ ]</SPAN><SPAN
style="FONT-SIZE: 10.5pt; COLOR: !important; LINE-HEIGHT: 1.5">上海场时间：2016年12月21日</SPAN></DIV>
<DIV><SPAN style="COLOR: rgb(0,0,0)">
</SPAN><SPAN
style="FONT-SIZE: 10.5pt; LINE-HEIGHT: 1.5; BACKGROUND-COLOR: window">[ ]</SPAN><SPAN
style="FONT-SIZE: 10.5pt; COLOR: !important; LINE-HEIGHT: 1.5"> 深圳场时间: 2017年01月05日</SPAN></DIV>
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