課程背景 Course Background：
規(guī)章制度（含員工手冊）有助于企業(yè)合理地管理員工，并且，有效且實用的的規(guī)章制度能夠有效擴大企業(yè)的用工自主權(quán)并和諧其勞動關(guān)系。但規(guī)章制度作為“企業(yè)內(nèi)部的法”，越來越受到法律的規(guī)范要求和企業(yè)員工的關(guān)注，因此，不規(guī)范的規(guī)章制度常常會誘發(fā)勞動爭議并成為企業(yè)敗訴的直接原因。
事實上，絕大多數(shù)企業(yè)的規(guī)章制度中都存在這樣那樣違法、無效、無用、矛盾的內(nèi)容和情形，這些內(nèi)容和情形平時“潛伏”在裝訂精美漂亮的各類規(guī)章制度中成為了一個個的隱患，如果不及時消除遲早會發(fā)作而致企業(yè)于被動不利之地。另外，由于法律法規(guī)的不斷更新，原本已經(jīng)嚴(yán)格審查的規(guī)章制度若不與時俱進地及時調(diào)整跟進，同樣也會從沒問題變?yōu)橛袉栴}。對此越來越多的企業(yè)HR和法務(wù)人士已經(jīng)意識到，規(guī)章制度的制訂、審查、修訂是一項非常專業(yè)化、日�；�和前期化的不可或缺的重要功課。
本課程亦即為此特別設(shè)計并推出，并特別邀請到著名勞動法律師羅欣為企業(yè)HR和法務(wù)人士帶來企業(yè)勞動規(guī)章制度的制定和修改、常見誤區(qū)甄別法律風(fēng)險防范和修正的詳解。
 
課程收益 Course Benefits：
§ 通過實例診斷和解析，幫助企業(yè)了解規(guī)章制度的相關(guān)法律要義及常見的法律風(fēng)險
Through the practical diagnosis and analysis, to help enterprise to understand the relevant laws and regulations and common legal risk
§ 通過現(xiàn)場診斷和答疑，幫助企業(yè)消除規(guī)章制度的相關(guān)法律誤區(qū)
Through the on-site diagnosis and answering, to help enterprise to eliminate the relevant law misunderstanding of rules and regulations
§ 幫助企業(yè)學(xué)習(xí)和了解規(guī)章制度常見的制訂方法
Help the enterprise to study and understand the common formulation methods of rules and regulations

誰應(yīng)該參加 Who Should Attend：
人力資源總監(jiān)，人力資源經(jīng)理，法務(wù)總監(jiān)，法務(wù)經(jīng)理，律師，勞動仲裁員，工會干部
HR Director, HR Manager, Legal Director, Legal Manager,Lawyer, Labor Arbitrator

課程大綱 Course Outline:
一、 企業(yè)規(guī)章制度制定理念常見誤區(qū)
The common error of enterprise’s rules and regulations’ formulation ideas
1. 規(guī)章制度與員工手冊混同化
The pooling between enterprise’s rules and regulations and employee handbook
1) 員工手冊與“八大項”規(guī)章制度
The employee handbook and “eight’ rules and regulations
2) 員工手冊與“普法宣傳手冊”
The employee handbook and the handbook of popularizing law
3) 員工手冊、規(guī)章制度與不成文慣例
The employee handbook, rules and regulations and unwritten convention
2. 全球政策未能本地化
The global policy failed to localize
1) 跨國公司的“一體化”政策
The ‘integration’ policy of MNC
2) 全球政策的“水土不服”
The unacclimatized of global policy
3) 全球政策未能合規(guī)遵守的風(fēng)險
The global policy failed to comply with the risk
3. 全國政策未能地區(qū)化
The global policy failed to regionalization
1) 以總部所在地的標(biāo)準(zhǔn)替代所有分部的標(biāo)準(zhǔn)
To alternate all segments’ standards with the headquarter’s standards
2) 未能重視履行地的管轄結(jié)點效應(yīng)
Failed to pay attention to the jurisdiction’s node effect.
4. 適用標(biāo)準(zhǔn)機械化
The mechanization of application standards
1) 用工自主權(quán)的膨脹
The expansion of employing autonomy
2) 機械推理與機械適用
The machinery reasoning and machinery application
3) 規(guī)章制度與勞動合同的沖突
The conflicts between regulation and labor contract

二、 民主與公示程序
The procedure of democracy and publicity
1. 民主程序
The democratic procedure
1) 民主程序流程
The process of democratic procedure
2) 民主程序與集體協(xié)商
The democratic procedure and collective negotiation
3) 民主程序中的“征求意見”
The solicit views in democratic procedure
2. 公示程序
The publicity procedure
1) 書面告知
Written informed
2) 電子證據(jù)
Electronic evidence
3) 其他告知
Other notice

三、 常見規(guī)章制度起草要點
The draft points of common rules and regulations
1. 勞動合同管理制度
The management system of labor contract
1) 招聘
Recruitment
2) 入職
Entry
3) 變動
Change
2. 薪酬福利制度
The salary and welfare system
1) 薪酬結(jié)構(gòu)
The salary structure
2) 年終獎授予及限制
Year-end bonus grants and restrictions
3) 加班審批制度及加班費支付
Overtime approval system and overtime pay
3. 工作時間及休息休假
Working hours and holidays
1) 工作時間制度
Working hour system
2) 年休假管理
Annual leave management
3) 病假及”三期”女職工假期管理
Sick leave and ‘Phase III’female vacation management
4) 其他常見帶薪假期
Other common paid holidays
5) 事假
Leave
4. 勞動紀(jì)律
Labor discipline
1) 分層分類的表述結(jié)構(gòu)
The expression structure of all classification
2) 合理性界定及“累犯加重”原則
The reasonable definition and ‘a(chǎn)ccumulative violation punishment’ principle
3) 脫崗行為
Off-the-job behavior
4) 抗命行為
Disobedient behavior
5) 瀆職行為
Malfeasance behavior
6) 欺詐行為
Fraud behavior
7) “口袋罪”
Pocket crime
8) 調(diào)查及解除流程
Investigation and termination process