员工手册制订全程指南及风险防范

•概述/Overview
在企业员工关系管理过程中，一部行之有效的的员工手册可以有效扩大企业的用工自主权，构建和谐员工关系，反之一部无效或无用的规章制度常会诱发劳动争议并成为企业败诉的直接原因。
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.
实践中，很多用人单位依然存在着制度缺失、或繁杂而无用的情形，那么，不合规的员工手册会给企业在日常员工关系管理带来哪些法律风险？企业劳动规章制度具体有何重要作用？规章制度有哪些重要分类？各项规章制度如何设计和撰写？如何合法有效地制定和公示规章制度？如何有效运用企业规章制度对员工加强管理？特别是对问题员工和高层员工、关键岗位员工的管理？
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?
通过本次培训将结合大量实际案例，使HR理解和掌握员工手册及各类规章制度的基本知识及制订方法、原则、技巧和制定、公示要求，避免制定规章制度的误区和劳动用工风险，减轻企业用工成本。从法律角度及人力资源实际操作状况提出切实可行的员工手册体系及相应的应对方案，在法律框架内保障企业利益。
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.
•活动纲要/Outline
一、员工手册的五大风险：
First, the employee handbook five risk:
1、没有规章制度或规章制度不健全的风险
1, The risk of no regulations
2、规章制度无效或部份无效的风险
2, The risk of regulations invalid or partially invalid
3、执行不当或不执行规章制度的风险
3, The risk of improper execution or non-execution regulations
4、规章制度内容不合理或不切实际的风险
4, The risk of regulatory content unreasonable or impractical
5、规章制度不具有操作性的风险
5, The risk of rules and regulations is unreasonable
二、应对风险六大防范措施：
Second, six kinds of precautions to cope with risks:
1、程序合法化
1, The program legalization
1）注意规章制度制定程序
1) Focus on the development process
●确保民主程序合法性——职代会的建立or全员讨论
● Ensure the legitimacy of the democratic process - build congresses or full discussion
●确保公示程序合法性——书面or网络
● Ensure the legitimacy of public programs - paper or network
●适用于部分员工的规章制度如何进行民主程序
● For some special rules and regulations which applicable to part of employees,how operate the democratic process
2）充分重视和利用工会组织
2) Full attention and use the union organizations
2、内容合法化
2, The contents legalization
●严格依据法律法规，包括：宪法、法律、行政法规、地方法规、民族自治地方依法制定的自治条例和单行条例，以及关于劳动方面的行政规章。
● 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、内容的量化、程式化、系统化
3, The quantification, stylized, systematic of content
1）量化具体要求或适用情形
1) Quantification"s specific requirements or exclusions
2）程序化设置
2) Program settings
3）整体表述系统化，前后表述不矛盾
3) The overall presentation systematic, not contradictory statements before and after
4）规章制度与劳动合同的关系
4) The relationship between the rules and regulations and labor contracts
5）文件档案制度的建立
5) Establishing documented file system
●在规章制度制定方面需保留的证据
● Evidence in terms of the need to retain bylaws
●在履行告知程序方面需保留的证据
● Evidence in terms of the need to fulfill this program reserved
●在依据规章制度处理或者解除劳动合同方面需保留的证据
● Evidence in accordance with the rules and regulations on labor contracts or termination of treatment required to keep
6）严格执行
6) Strictly enforce
三、员工手册整体架构以及制订技巧
Third, the employee handbook overall architecture and development skills
员工手册整体架构
Employee Handbook overall architecture
（一）前言
(A) Introduction
1、原则及目的；
1, The principles and objectives;
2、适用范围；
2. Scope;
3、相关属于的解释。
3, Relevant explanations.
（二）主文
(B) The main text
1、权利；
1, Right;
2、义务；
2, Obligations;
3、责任。
3. Responsibility
（三）附则
(C) Supplementary
1、解释、修改；
1, Explain, modify
2、追溯力；
2, Retroactive
3、生效时间。
3, The effective time
4、部门制度与员工手册的关系
4. Relations System and Employee Handbook
5、内容贴合企业/行业特点
5, Paste the contents of business / industry characteristics
四、八个具体制度的制订指南：
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)入职手续
1) Entry formalities
●入职表单、入职材料（学历证书、离职证明）、电脑办公用品发放
● Entry form, entry materials (diploma, leaving certificate), computer office supplies distributed
2)入职培训
2) Induction
●规章制度培训、岗位培训、流程培训
● Regulatory training, job training, process training
3)劳动合同签订
3) Labor contract
4)各项制度签收
4) The sign system
5)个人状况证明与变更
5) Proof and personal situation changes
●教育背景、家庭住址、联系电话、直系亲属的姓名和地址、婚姻状况
● Education, home address, telephone number, name and address of the immediate family, marital status
6)Offer管理
6) Offer Management
2、试用期管理
2, The trial management
1)试用期时间
1) Trial time
2)试用期次数
2) The number of probation
3)试用期长短
3) The length of the trial period
4)试用期工资
4) The trial period wages
3、试用期考核
3, Trial assessment
1)不符合录用条件
1) Does not fit the employment conditions
2)试用期评估
2) Assess the trial period
3)试用期转正
3) Positive the trial staff
4)试用期解除
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
●迟到、早退、旷工的界定
● Late, we leave early, absenteeism defined
●考勤结果的运用
● Use attendance results
2、工时制度
2 Working hour system
1)标准工时制度
1) Standard working hours system
2)特殊工时制度
2) Special working hours system
●实行：约定+审批
● Implementation: Convention and Approval
●加班：综合工时制——平时加班150%加班费、法定节假日加班300%加班费
● Overtime: Integrated working hours - overtime hours 150% overtime, statutory holidays, overtime overtime pay 300%
●不定时工时制——法定节假日加班300%加班费
● Irregular working hours - 300% of the statutory holidays, overtime overtime
3、加班管理
3, Overtime management
●加班原则
● Overtime principle
●加班调休
● Overtime days off
●加班费支付——调休制度的有效运用
● Overtime pay - the effective use of paid leave system
●加班费计算基数的预先确定
● Overtime basis of calculation determined in advance
●加班审批程序
● Overtime approval process
●事先申请、明确加班内容及时间、事后复核
● Prior application, clear content and timing of overtime, after review
4、旷工
4, Absenteeism
●视为旷工
● Regarded as absenteeism
●旷工处理办法
● 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、带薪年休假制度与实操
2, System of holidays with pay
●享受标准
● Standard
●休假安排
● Holidays arrangements
●休假放弃
● Holidays give up
●福利年假
● Benefits Annual Holidays
3、病假与医疗期管理
3, Sick leave and medical Management
●病假单
● Sick leave
●病假工资
● Sick pay
4、事假要点分析
4. Points of casual leave
5、其他假——婚丧假、产假、哺乳假等
5, The other holiday - weddings, maternity, nursing leave, etc.
四、薪酬制度
Fourth, The pay system
1、工资的结构
1, The structure of wages
●基本工资
● Basic salary
●绩效工资
● Performance pay
●岗位工资
● Wage jobs
●提成
● Commission
●津贴、补贴
● Allowances, subsidies
2、薪资调整——工资的扣和减
2, Salary adjustments - wage deduction and subtraction
3、福利的构成以及各类特殊福利的运用和针对人群
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.保密信息的涵义及范围
1. The meaning and scope of confidential information
2.保密义务的行为准则制订
2. Development of the obligation of confidentiality
3.管理细则
3. Management Regulations
4.违反处罚
4. Violation penalties
5.保密费和保密期限的运用
5. Application of confidentiality fee and the term
6.保密协议的运用
6. The use of confidentiality agreements
7.竞业限制的运用
7. The use of non-competition
六、奖惩制度
Sixth, rewards and penalties
1、目的和作用
1. Purpose and effect
2、奖惩原则
2, The principle of reward and punishment
3、奖励制度
3, The reward system
（1）奖励类型
(1) Reward Type
（2）奖励设置
(2) Reward set
4、惩处制度
4, The disciplinary system
（1）违纪类型的设定技巧
(1) The type of setting disciplinary skills
（2）违纪行为的设定技巧
(2) A disciplinary offense set skills
（3）违纪处理的方案设计
(3) Design disciplinary process
七、离职制度
Seven, Separation the system
（1）应对劳动合同解除或终止的操作规范
(1) Respond to the labor contract is terminated or termination practices
（2）离职流程设置
(2) Separation process set
•讲师介绍/Lecture
杨璐律师Lawyer Lu Yang
现杨璐律师主要致力于劳动法领域的理论研究与实践，对于劳动争议、企业人力资源法律风险管理及尽职调查、法律意见等方面有丰富的办案经验。作为代理律师，能在第一时间为客户提供预防和处理纠纷的法律意见，参与和解谈判，参与案件执行，这些年来杨璐律师，一直秉承办事严谨、讲求信用、注重效率的原则，具有良好的律师职业道德和敬业精神。
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
　　具有丰富的非诉工作经验，先后为多家企业提供服务。在担任多家企业法律顾问的过程中获得企业负责人和人事部门的深度认可。曾任中国金融在线集团、国土资源航空物探遥感中心、方正科技、高思教育等国内多家企业的常年性劳动关系法律顾问。
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.
　　因杨璐律师培训内容的实用性及培训风格的生动风趣、案例丰富，已获得广大HR学员的一致好评和认可。为了能够给顾问单位提供更全面、细致的法律服务，杨璐律师已同多家培训机构及咨询管理公司及人力资源服务公司建立广泛合作。为求为法律顾问单位提供更优质的服务，促使顾问单位能够建立良好的劳资关系，使企业在法律风险可控范围内实现良性动作和发展。
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.

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