員工手冊制訂全程指南及風險防范

•概述/Overview
在企業(yè)員工關系管理過程中，一部行之有效的的員工手冊可以有效擴大企業(yè)的用工自主權，構建和諧員工關系，反之一部無效或無用的規(guī)章制度常會誘發(fā)勞動爭議并成為企業(yè)敗訴的直接原因。
In employee relationship management process, an effective employee handbook can effectively expand the autonomy of enterprises and employment, build a harmonious employee relations; conversely an invalid regulations often induce labor dispute and become the direct cause of losing business.
實踐中，很多用人單位依然存在著制度缺失、或繁雜而無用的情形，那么，不合規(guī)的員工手冊會給企業(yè)在日常員工關系管理帶來哪些法律風險？企業(yè)勞動規(guī)章制度具體有何重要作用？規(guī)章制度有哪些重要分類？各項規(guī)章制度如何設計和撰寫？如何合法有效地制定和公示規(guī)章制度？如何有效運用企業(yè)規(guī)章制度對員工加強管理？特別是對問題員工和高層員工、關鍵崗位員工的管理？
In practice, many companys still exist system deficiencies, or it"s not efficient.So, what kinde of legal risk will bring in the daily management of employee relations with non-compliance employee handbook?
Why the Labor regulations are so important?
What are the key regulatory classification?
How to design and write the rules and regulations?
How to effectively formulate and legitimate public regulations?
How effective use of staff rules and regulations to strengthen the management?
Especially on the management of problem employees and senior employees, key personnel?
通過本次培訓將結合大量實際案例，使HR理解和掌握員工手冊及各類規(guī)章制度的基本知識及制訂方法、原則、技巧和制定、公示要求，避免制定規(guī)章制度的誤區(qū)和勞動用工風險，減輕企業(yè)用工成本。從法律角度及人力資源實際操作狀況提出切實可行的員工手冊體系及相應的應對方案，在法律框架內保障企業(yè)利益。
This training will combine a large number of actual cases, it will make HR understand the basic konwlage of employee handbooks and all kinds of rules and regulations which includes develop methods, principles, techniques and develop, publicity requirements.Help company avoid the regulations formulate mistakes and labor and employment risks , reduce the corporate labor costs.From a legal point of view and human Resources actual operating conditions, we will make a practicable employee handbook system and appropriate response plan, and protect companys" benifits within the legal framework.
•活動綱要/Outline
一、員工手冊的五大風險：
First, the employee handbook five risk:
1、沒有規(guī)章制度或規(guī)章制度不健全的風險
1, The risk of no regulations
2、規(guī)章制度無效或部份無效的風險
2, The risk of regulations invalid or partially invalid
3、執(zhí)行不當或不執(zhí)行規(guī)章制度的風險
3, The risk of improper execution or non-execution regulations
4、規(guī)章制度內容不合理或不切實際的風險
4, The risk of regulatory content unreasonable or impractical
5、規(guī)章制度不具有操作性的風險
5, The risk of rules and regulations is unreasonable
二、應對風險六大防范措施：
Second, six kinds of precautions to cope with risks:
1、程序合法化
1, The program legalization
1）注意規(guī)章制度制定程序
1) Focus on the development process
●確保民主程序合法性——職代會的建立or全員討論
● Ensure the legitimacy of the democratic process - build congresses or full discussion
●確保公示程序合法性——書面or網(wǎng)絡
● Ensure the legitimacy of public programs - paper or network
●適用于部分員工的規(guī)章制度如何進行民主程序
● For some special rules and regulations which applicable to part of employees,how operate the democratic process
2）充分重視和利用工會組織
2) Full attention and use the union organizations
2、內容合法化
2, The contents legalization
●嚴格依據(jù)法律法規(guī)，包括：憲法、法律、行政法規(guī)、地方法規(guī)、民族自治地方依法制定的自治條例和單行條例，以及關于勞動方面的行政規(guī)章。
● Strictly in accordance with laws and regulations, including: the Constitution, laws, administrative regulations, local regulations, autonomous regulations and separate ethnic autonomous areas established by law, and administrative regulations on labor.
3、內容的量化、程式化、系統(tǒng)化
3, The quantification, stylized, systematic of content
1）量化具體要求或適用情形
1) Quantification"s specific requirements or exclusions
2）程序化設置
2) Program settings
3）整體表述系統(tǒng)化，前后表述不矛盾
3) The overall presentation systematic, not contradictory statements before and after
4）規(guī)章制度與勞動合同的關系
4) The relationship between the rules and regulations and labor contracts
5）文件檔案制度的建立
5) Establishing documented file system
●在規(guī)章制度制定方面需保留的證據(jù)
● Evidence in terms of the need to retain bylaws
●在履行告知程序方面需保留的證據(jù)
● Evidence in terms of the need to fulfill this program reserved
●在依據(jù)規(guī)章制度處理或者解除勞動合同方面需保留的證據(jù)
● Evidence in accordance with the rules and regulations on labor contracts or termination of treatment required to keep
6）嚴格執(zhí)行
6) Strictly enforce
三、員工手冊整體架構以及制訂技巧
Third, the employee handbook overall architecture and development skills
員工手冊整體架構
Employee Handbook overall architecture
（一）前言
(A) Introduction
1、原則及目的；
1, The principles and objectives;
2、適用范圍；
2. Scope;
3、相關屬于的解釋。
3, Relevant explanations.
（二）主文
(B) The main text
1、權利；
1, Right;
2、義務；
2, Obligations;
3、責任。
3. Responsibility
（三）附則
(C) Supplementary
1、解釋、修改；
1, Explain, modify
2、追溯力；
2, Retroactive
3、生效時間。
3, The effective time
4、部門制度與員工手冊的關系
4. Relations System and Employee Handbook
5、內容貼合企業(yè)/行業(yè)特點
5, Paste the contents of business / industry characteristics
四、八個具體制度的制訂指南：
Four, eight specific systems to develop guidelines:
一、招聘制度
A, The recruitment system
1、聘用管理
1 Hiring management
1)入職手續(xù)
1) Entry formalities
●入職表單、入職材料（學歷證書、離職證明）、電腦辦公用品發(fā)放
● Entry form, entry materials (diploma, leaving certificate), computer office supplies distributed
2)入職培訓
2) Induction
●規(guī)章制度培訓、崗位培訓、流程培訓
● Regulatory training, job training, process training
3)勞動合同簽訂
3) Labor contract
4)各項制度簽收
4) The sign system
5)個人狀況證明與變更
5) Proof and personal situation changes
●教育背景、家庭住址、聯(lián)系電話、直系親屬的姓名和地址、婚姻狀況
● Education, home address, telephone number, name and address of the immediate family, marital status
6)Offer管理
6) Offer Management
2、試用期管理
2, The trial management
1)試用期時間
1) Trial time
2)試用期次數(shù)
2) The number of probation
3)試用期長短
3) The length of the trial period
4)試用期工資
4) The trial period wages
3、試用期考核
3, Trial assessment
1)不符合錄用條件
1) Does not fit the employment conditions
2)試用期評估
2) Assess the trial period
3)試用期轉正
3) Positive the trial staff
4)試用期解除
4) Lift the trial staff
二、考勤制度
B, The performance appraisal system
1、考勤方式
1. Attendance way
●考勤表、打卡
● Time sheets, punch
●遲到、早退、曠工的界定
● Late, we leave early, absenteeism defined
●考勤結果的運用
● Use attendance results
2、工時制度
2 Working hour system
1)標準工時制度
1) Standard working hours system
2)特殊工時制度
2) Special working hours system
●實行：約定+審批
● Implementation: Convention and Approval
●加班：綜合工時制——平時加班150%加班費、法定節(jié)假日加班300%加班費
● Overtime: Integrated working hours - overtime hours 150% overtime, statutory holidays, overtime overtime pay 300%
●不定時工時制——法定節(jié)假日加班300%加班費
● Irregular working hours - 300% of the statutory holidays, overtime overtime
3、加班管理
3, Overtime management
●加班原則
● Overtime principle
●加班調休
● Overtime days off
●加班費支付——調休制度的有效運用
● Overtime pay - the effective use of paid leave system
●加班費計算基數(shù)的預先確定
● Overtime basis of calculation determined in advance
●加班審批程序
● Overtime approval process
●事先申請、明確加班內容及時間、事后復核
● Prior application, clear content and timing of overtime, after review
4、曠工
4, Absenteeism
●視為曠工
● Regarded as absenteeism
●曠工處理辦法
● Absenteeism approach
三、休假制度
C, Holidays system
1、假期管理
1. Holidays Management
●假期的界定
● Define holidays
●休假的程序
● Holidays program
●假期待遇
● Holidays treatment
2、帶薪年休假制度與實操
2, System of holidays with pay
●享受標準
● Standard
●休假安排
● Holidays arrangements
●休假放棄
● Holidays give up
●福利年假
● Benefits Annual Holidays
3、病假與醫(yī)療期管理
3, Sick leave and medical Management
●病假單
● Sick leave
●病假工資
● Sick pay
4、事假要點分析
4. Points of casual leave
5、其他假——婚喪假、產(chǎn)假、哺乳假等
5, The other holiday - weddings, maternity, nursing leave, etc.
四、薪酬制度
Fourth, The pay system
1、工資的結構
1, The structure of wages
●基本工資
● Basic salary
●績效工資
● Performance pay
●崗位工資
● Wage jobs
●提成
● Commission
●津貼、補貼
● Allowances, subsidies
2、薪資調整——工資的扣和減
2, Salary adjustments - wage deduction and subtraction
3、福利的構成以及各類特殊福利的運用和針對人群
3, The constitute of welfare and the use of various types of special benefits and for the special crowd
五、保密制度
Five. Secrecy System
1.保密信息的涵義及范圍
1. The meaning and scope of confidential information
2.保密義務的行為準則制訂
2. Development of the obligation of confidentiality
3.管理細則
3. Management Regulations
4.違反處罰
4. Violation penalties
5.保密費和保密期限的運用
5. Application of confidentiality fee and the term
6.保密協(xié)議的運用
6. The use of confidentiality agreements
7.競業(yè)限制的運用
7. The use of non-competition
六、獎懲制度
Sixth, rewards and penalties
1、目的和作用
1. Purpose and effect
2、獎懲原則
2, The principle of reward and punishment
3、獎勵制度
3, The reward system
（1）獎勵類型
(1) Reward Type
（2）獎勵設置
(2) Reward set
4、懲處制度
4, The disciplinary system
（1）違紀類型的設定技巧
(1) The type of setting disciplinary skills
（2）違紀行為的設定技巧
(2) A disciplinary offense set skills
（3）違紀處理的方案設計
(3) Design disciplinary process
七、離職制度
Seven, Separation the system
（1）應對勞動合同解除或終止的操作規(guī)范
(1) Respond to the labor contract is terminated or termination practices
（2）離職流程設置
(2) Separation process set
•講師介紹/Lecture
楊璐律師Lawyer Lu Yang
現(xiàn)楊璐律師主要致力于勞動法領域的理論研究與實踐，對于勞動爭議、企業(yè)人力資源法律風險管理及盡職調查、法律意見等方面有豐富的辦案經(jīng)驗。作為代理律師，能在第一時間為客戶提供預防和處理糾紛的法律意見，參與和解談判，參與案件執(zhí)行，這些年來楊璐律師，一直秉承辦事嚴謹、講求信用、注重效率的原則，具有良好的律師職業(yè)道德和敬業(yè)精神。
Lawyer Yang now focused on theory and practice in the field of labor law, have wealth experience in labor disputes,
corporate human resources legal risk management and due diligence, legal advice.
As a lawyer, he can provide legal advice for customers to prevent and deal with disputes at first time,
participate in settlement negotiations and implementation of the case.
Over the years,Lawyer Yang is always rigorous, credible and efficient and have good professional ethics and professionalism
　　具有豐富的非訴工作經(jīng)驗，先后為多家企業(yè)提供服務。在擔任多家企業(yè)法律顧問的過程中獲得企業(yè)負責人和人事部門的深度認可。曾任中國金融在線集團、國土資源航空物探遙感中心、方正科技、高思教育等國內多家企業(yè)的常年性勞動關系法律顧問。
Has extensive experience in non-litigation work and provided services to lots of enterprises.
Obtain the depth recognized by enterprises as a legal adviser.Former perennial legal counsel for labor relations for ina Finance Online Group,
Land and Resources Aero Geophysical Survey and Remote Sensing Center, Founder Technology, high thinking education and other domestic enterprises.
　　因楊璐律師培訓內容的實用性及培訓風格的生動風趣、案例豐富，已獲得廣大HR學員的一致好評和認可。為了能夠給顧問單位提供更全面、細致的法律服務，楊璐律師已同多家培訓機構及咨詢管理公司及人力資源服務公司建立廣泛合作。為求為法律顧問單位提供更優(yōu)質的服務，促使顧問單位能夠建立良好的勞資關系，使企業(yè)在法律風險可控范圍內實現(xiàn)良性動作和發(fā)展。
Because the training is practicality, vivid humor and have rich cases, Laywer Yang has received the praise and recognition from many HR pratitioners.
To be able to provide more comprehensive and detailed legal services for enterprise,
Laywer Yang has already made extensive cooperation with many training institutions
and consulting management companies and human resources services company.
For the sake of providing a better service for enterprise and prompting enterprise to establish good labor relations.
And let enterprise make benign operation and development which they control legal risks.

上一篇：客戶關系管理與維系

下一篇：職位設計與職位分析