人力资源管理法律事务中常见的八大误区-猝不及防的中招区

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一、 用人单位充分享有用工自主权？

The employer has complete employment freedom?

l    对劳动者有利原则

Pro-employee Principle

l    规章制度的制定与民主程序

The formulation of the internal policy and its democratic procedure

l    解除法定

Termination restricted by statutory regulations

二、 劳动者的同意是“万灵药”？

The consent from the employee secures everything

l    意思非自治

Involuntary consent

l    劳动合同协商变更与单方变更

Amendment via agreement or unilateral action

l    免责条款的效力

Exemption clause

三、 用人单位可以在多个地域适用统一人事政策？

Uniform HR policy may be adopted across multi-jurisdictions?

l    全球政策本地化

Localize the global policy

l    全国政策地区化

Localize the PRC policy

l    争议解决个案化

Handle the disputes case by case

四、 真相与证据是一回事？

The truth will be reflected by the evidence automatically?

l    劳动争议中的举证责任

The burden of proof

l    电子证据效力

Electronic evidence

l    证据管理实务

Evidence management

五、 试用期内的员工可以随意解除？

The employee in probationary period can be terminated at will

l    试用期内不符合录用条件与试用期内不能胜任工作

Unqualification vs. Incompetence

l    如何固定录用条件

How to fix the recruiting requirements

六、 高级管理人员不享有加班费？

Officer has no OT pay

l    工作时间制度概览

PRC working hours system

l    加班审批制度

OT approval mechanism

七、 违法解除可以花钱了断？

The illegal termination can be solved by generous severance?

l    违法解除的法律后果

The legal consequence of illegal termination

l    如何理解“不能继续履行”

How to understand “unperformable”

八、 绩效管理可以实现优胜劣汰？

The performance management solves the low performance employee?

l    绩效制度的设计目的

The purpose of the performance management

l    末位淘汰

Manage out the last one

l    绩效改进计划

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