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勞動關系管理培訓公開課
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勞動合同的解除、終止及企業裁員過程中的合規操作全面指導
【課程編號】：MKT042851
勞動合同的解除、終止及企業裁員過程中的合規操作全面指導
【課件下載】：點擊下載課程綱要Word版
【所屬類別】：勞動關系管理培訓
【時間安排】：2026年06月04日 到 2026年06月05日5800元/人
2025年10月23日 到 2025年10月24日5800元/人
2025年05月15日 到 2025年05月16日5800元/人
【授課城市】：上海
【課程說明】：如有需求,我們可以提供勞動合同的解除、終止及企業裁員過程中的合規操作全面指導相關內訓
【課程關鍵字】：上海勞動合同解除培訓,上海企業裁員培訓
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課程介紹
最新統計數據表明，2012年80%的勞資爭議案件集中在勞動合同解除與終止中；2013新年伊始，隨著經濟形勢和客戶市場的變化，企業又面臨著員工離職管理的挑戰：新一輪跳槽波和招聘波的到來，以及企業基于自身發展需求進行的辭退波，可以預見新一輪的人力資源將面對的“糾紛潮”——2012年底因為加班費、工時、休假結算、乃至集體辭退等引起的糾紛和年初員工跳槽波將產生的因為員工離職而引起的爭議。而2012年底以及2013年伊始頒布的 《勞動合同法修正案》 以及《最高人民法院關于審理勞動爭議案件適用法律若干問題的解釋（四）》，對即將到來的員工跳槽和離職風波產生怎樣的影響？企業如何在日常管理實務中有效應用？這些都成了企業界急切關注的共同問題。而面對解雇員工和員工離職過程中可能引發大量勞動爭議，對員工離職管理不當導致企業在勞動仲裁、訴訟中敗訴的風險也現實的擺在HR的面前。
為此，名課堂特別邀請上海申達律師事務所合伙人、上海市盧灣區勞動爭議仲裁委員會兼職（專家）仲裁員夏利群先生特別設計最新的培訓課程，結合案例分享、“武器”總結和模擬抗辯的特別環節幫助企業找到應對措施，解決企業的燃眉之急，為避免企業在可能發生的糾紛出謀劃策，找到預防和應對之策。通過本次課程，企業高層管理人員和HR將及時、準確地把握勞動合同解除、終止及企業裁員過程中的各項主要內容以及相關的實務操作技能；正確把握員工離職和企業裁員中涉及的法律規定和技巧，避免陷入各類誤區，提高對員工離職勞動爭議風險的預防和應對能力。
課程收益
?幫助企業全面了解解雇員工的相關法律知識體系；
?幫助企業有效掌握解雇員工的相關實務操作技能；
?厘清企業戰略調整的法律風險，實現人力資源的合規管理。
課程大綱
第一天 Day One
一、正確理解解除終止勞動合同 (9:00-9:15)
Accurately understand the dissolution of labor contrac
1.對員工權利的充分認識，是對解除合法性的必要保障
Fully recognize the rights of employee, is necessary guarantee of discharge of legitimacy
2.正確的解除：先理由（過程），后解除（結果），反其道而行，傷不起
Correct dissolution: firstly, reason (process), then lift (result), the opposite, vulnerable
3.解除目的僅僅為解除嗎？謹慎！
The purpose of dissolution is only for lift? Caution!
4.解除過程中更注重程序和證據。
More focus on procedure and evidence in the process of dissolution
二、解除終止勞動合同的十四種武器 (9:15-9:45)
14 kinds of weapons of terminating the labor contract
1.解除終止勞動合同的法定理由總梳理
The total comb of legal reason of terminating the labor contract
2.如何回答同事的要求：請開除這名員工
How to answer the colleague’s request: please fire this employee
三、企業該如何以“嚴重違紀”及“被追究刑事責任”為由與員工解除？(9:45-10:30)
How does the enterprise terminate the labor contract with the employee on ground of “serious violation of discipline” and “criminal responsibility”?
1.“違紀”與“嚴重違紀”的區別？員工違紀到什么程度才稱得上“嚴重違紀”？
The distinguish between violation of discipline and serious violation of discipline?
2.如何設置合理且具有可操作性的懲處措施？
How to set up reasonable and operational punish measures?
3.如何證明違紀行為？解讀常見違紀行為及證據形式。
How to prove the violations? Interpret the common violations and the evidence forms
4.法律給予用人單位的最后支持—滬高法22條中對于嚴重違紀的定義
The law gives the employer last support –the definition on the serious violation of Article 22 in Shanghai high method
5.如何以被追究刑事責任為由解除員工:何為“被依法追究刑事責任”？
How to fire the staff on the grounds of criminal responsibility: what is the “criminal responsibility in accordance with the law”?
實例操作：如何處理一個侵吞公司財產的高管？
Practical operation: how to handle a senior executive who embezzle the company’s property?
上午茶歇 Morning Tea Break (10:30-10:45)
四、如何解除不能勝任工作的員工(10:45-11:15)
How to fire the incompetent staff?
1.令人厭惡的員工不一定不能勝任工作
Disgusted employee might not competent to the job?
2.什么是“不能勝任工作”？
What is “incompetent”?
3.以不能勝任工作為由的解除程序
The termination procedure on ground of incompetence
4.如何合法解除試用期內的員工？
How to legally dissolute the probation employee?
5.“不符合錄用條件”與“不能勝任工作”的關系
The relationship between incongruent and incompetent
五、如何在試用期內解除員工(11:15-11:45 )
How to dissolute the probation employee?
1.如何理解“同一用人單位與同一勞動者只能約定一次試用期”？
How to understand “the same employer and the same employee can only stipulate one time probation”?
案例分享：試用期延長的合法性問題。
Case sharing: the legitimacy question of extending the probation period
2.如何把握“不符合錄用條件”及認定要件？
How to grasp the “incongruent” and maintain requirement?
3.“不符合錄用條件”與其他法定解除理由的競合。
The competition and cooperation of incongruent and other legal dissolution reasons
4.員工病假天數是否可作為試用期考核內容？
The employee sick leave days can be the evaluation content of probation?
六、如何解除造成重大損害的員工(11:45-12:00 )
How to dissolute the staff who caused significant damage?
1.什么是重大損害？
What is the significant damage?
2.重大損害是否僅僅包括經濟損失？
Whether the significant damage includes economic loss?
3.以重大損害為由解除員工時的取證指導
The taken evidence guide of employee dissolution on grounds of significant damage
午餐 Lunch Time(12:00-13:00 )
七、如何解除長病假及工傷員工(13:00-13:30 )
How to dissolute the long-sick leave and work related injured staff?
1.醫療期的常見誤區
The common misunderstanding of medical period
2.如何判斷病假單的真偽？
How to judge the authenticity of sick leave sheet?
3.如何把長病假員工拉回談判桌？
How to let the sick leave employee back to the negotiation table?
4.另一種醫療期：“停工留薪期”
Another medical period: Shutdown leaves firewood period
5.能力以內與能力以外：哪些工傷員工是可以解除勞動合同的？
In ability and beyond ability: what work related injured employee may be dissolute the labor contract?
6.工傷員工勞動關系的處理程序及常見問題
The handle procedure and common problems of labor relationship for work related injured labor
八、如何處理協商解除勞動合同(13:30-14:00 )
How to handle the termination of labor contract by negotiation?
1.協商解除時容易遺忘的地方。
The contents easy to forget during the negotiation dissolution
2.案例分享：員工在協商解除勞動合同后反悔的特殊情況
Case sharing: the special situation of regretting after negotiation terminating the labor contract
3.案例分享：如何促使離職員工履行保密義務及交接義務？
Case sharing: how to encourage employees to fulfill the obligation of confidentiality and transfer the obligation?
九、如何以客觀情況發生重大變化解除員工(14:00-15:00 )
How to fire staff on ground of significant change of objective circumstance
1.客觀情況發生重大變化解除員工與經濟性裁員的區別及優點
Distinguish and advantage between dissolution of staff on grounds of major change in objective circumstance and economic dismissal
2.“客觀情況發生重大變化”的常見誤區與正確解讀
The common misunderstanding and correct interpretation of major change in the objective circumstance
3.如何正確啟動“客觀情況發生重大變化”的法定程序以及取證指導？
How to correctly start the legal procedure and taken evidence guide of major change in the objective circumstance?
4.如何設置協商變更勞動合同的條件？
How to set up a consultation change conditions of the labor contract?
案例分享：“客觀情況發生重大變化”的靈活應用
Case sharing: the flexible application of major change in the objective circumstance
5.如何通過“客觀情況發生重大變化”使違法解除的勞動合同不能恢復？
How to pass the major change in the objective circumstance and make the illegal termination of labor contract unrecovered?
6.不能適用的人群
Inapplicable crowd
下午茶歇 Afternoon Tea Break (15:00-15:15 )
十、勞務派遣關系中如何退回派遣員工(15:15-16:00 )
How to return the dispatched employee in labor dispatch
1.用工單位與用人單位的微妙關系
The subtle relationship between employ unit and employer
2.法定退回理由
The legal return reason
3.“客觀情況發生重大變化”時如何退回？
How to return when major change in the objective circumstance?
案例分享：違法退回后的法律后果
Case sharing: the legal consequences after illegal return
4.恢復勞動關系后，仲裁訴訟期間的工資支付問題
After recover the labor relation, the payment of wages in arbitration process.
十一、勞動合同終止的處理(16:00-16:30 )
The handling of labor contract termination
1.勞動合同到期終止是否需要提前通知？
Whether it needs to prior notice when the labor contract expires?
2.應當如何處理勞動合同到期后忘了通知員工終止合同的意外情況？
How to deal with the accident circumstance of forgetting to inform the employee after the labor contract expires?
3.勞動合同到期終止順延法律疑點
The legal doubt of termination and postpone of labor contract expire
案例分享：如何正確理解及運用“用人單位決定提前解散”？
Case sharing: how to correctly understand and use “the employer decides to dissolve in advance”?
第二天 Day Two
一、解除終止勞動合同時的其他疑點(9:00-9:45 )
Other doubts of terminating the labor contract
1.如何合法降低經濟補償金的計算基數？
How to reduce the calculated radix of economic compensation?
2.如何應對協商解除時員工提出的加班費？
How to deal with the staff’s over-time pay in the negotiation dissolution?
3.解除外籍員工時的常見疑問
The common questions of dissolution of foreign employees
4.如何理解誠實信用在解除員工時的體現？
How to understand the embodiment of honesty and credit in firing the employees?
5.如何計算經濟補償金的個人所得稅？
How to calculate the personal income tax of economic compensation?
二、什么才是成功的裁員(9:45-10:30)
What is the successful arbitration?
1.成本、時間與風險的取舍
The choose among cost, time and risk
2.高級管理人員與基層員工的取舍
The choose between senior manager and basic employee?
3.成功裁員的基本要求
The basic requirement of successful layoffs
上午茶歇 Morning Tea Break(10:30-10:45)
三、經濟性裁員的流程與弊端(10:45-11:30)
The process and disadvantage of economic arbitration
1.經濟性裁員的基本流程
The basic process of economic arbitration
2.經濟性裁員的弊端
The disadvantage of economic arbitration
四、如何運用勞動合同法40條制定裁員方案(11:30-12:00)
How to use the labor contract law article 40 formulating the arbitration program
1.勞動合同法40條的再解讀
The re-interpretation of labor contract law article 40
2.我們推薦的流程與優點
The process and advantage we recommend
3.兩種裁員流程的適用范圍
The applicable scope of two kinds of arbitration process
午餐 Lunch (12:00-13:00 )
五、我們需要在裁員項目準備階段做什么(13:00-15:00)
What do we need to do in the preparation stage of arbitration project
1.裁員項目準備階段需要做什么
What do we need to do in the preparation stage of arbitration project
2.如何制定裁員項目的啟動文件以及常見誤區
How to make the start file of arbitration project and the common misunderstanding.
3.如何制定裁員方案以及常見誤區
How to make the arbitration project and the common misunderstanding
4.如何進行員工分類
How to classify the employees
5.其他同樣需要重視的問題
Other equal important problem
下午茶歇 Afternoon Tea Break(15:00-15:15 )
六、案例分享：裁員實施階段的常見問題與操作實例(15:15-15:45 )
Case sharing: the common problem and operation case during the arbitration implementation
1.如何為員工召開公告會議以及常見問題
How to hold an announcement meeting for staff and common problems
2.如何設置最容易為員工接受的補償方案
How to set up the most easiest compensation scheme for employee
3.員工在裁員項目中的常見問題回答套路以及談判技巧
The common question answer routine and negotiation skills in the arbitration project for employee
4.起草協商解除協議時需要注意哪些問題
Which issues need to attention in the draft negotiation dissolution?
5.在大型裁員項目中，應當如何安排工作人員
How to arrange the working staff in the large-scale arbitration project?
6.特殊員工的處理方式
The handling treatment for special employee
7.其他常見疑點及應對措施
Other common problems and countermeasures
七、如何在裁員項目中保存證據(15:45-16:15 )
How to save the evidence in the arbitration project
1.在裁員項目中保存證據的目標
The objective of saving evidence in the arbitration project
2.如何保存裁員項目合理性的證據
How to save the reasonable evidence in the arbitration project
3.如何正確向員工郵寄書面材料
How to correctly to post written material to staff
4.如何正確對待裁員項目中的錄音與錄像
How to correctly treat the record and video in the arbitration project
八、如何正確在日常工作中保存證據(16:15-16:30 )
How to accurately save the evidence in daily work
1.什么樣的電子郵件才能起到證明效果
What kind of email can have the evidence effect
2.什么樣的考勤記錄才能被司法機關認可
What kind of attendance records can be recognized by the judicial authority
3.如何正確保證多頁裝訂書面材料的證明力
How to correctly ensure the proof of multiple pages of written material
4.用人單位在勞動爭議中運用證人證言實例操作
The employer uses the witness testimony operation in the labor dispute.
夏老師
上海瀛泰律師事務所勞動法團隊負責?
全國律師協會勞動與社會保障法專業委員會委員
上海市律師協會勞動法業務委員會委員
亞太法律協會會
夏利群律師于1999年正式執業，于2000年開始從事勞動法領域的研究。其目前主要業務涉及企業勞動爭議案件處理、集體協商、企業規章制度完善、企業?力資源合規管理審計、企業并購中?力資源管理合規盡職調查、裁員等。夏利群律師精通國家和地區的勞動法律、法規、政策及司法實踐, 因此對企業內部人事?方?面的 管理特別是在實務上有著極其豐富的經驗, 曾多次受邀在上海、北京、深圳、廣州、?連、?島、杭州、蘇州等地講授勞動法培訓課 程并以親?經歷的案例, 介紹?前司法實踐中形成的審判實踐。夏利群律師曾獲得普陀區司法局先進個?、普陀區?年崗位能?以及 浦東新區?大杰出?年律師等諸多榮譽。