《員工違紀(jì)（違規(guī)）行為處理與合法調(diào)查取證》課程詳情
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違紀(jì)導(dǎo)致的沖突和爭(zhēng)議，是員工關(guān)系管理中的難點(diǎn)所在。不恰當(dāng)?shù)倪`紀(jì)處理輕則導(dǎo)致雙倍賠償、恢復(fù)勞動(dòng)關(guān)系，重則引發(fā)群體性停工、罷工，不僅給公司帶來(lái)巨大經(jīng)濟(jì)損失，而且將極大的挑戰(zhàn)公司的管理權(quán)威，從而為企業(yè)的后續(xù)管理埋下隱患。另一方面，中國(guó)員工的忠誠(chéng)度普遍下降，員工的"對(duì)抗性"違紀(jì)持續(xù)增多，違紀(jì)行為本身也出現(xiàn)"多元化、復(fù)雜化、極端化"的新特征。諸如配偶介入利益沖突、商業(yè)賄賂、過(guò)激維權(quán)、性騷擾、濫用電子資源等新型違紀(jì)行為給公司的人員管理和證據(jù)固定帶來(lái)新挑戰(zhàn)，如何對(duì)員工違紀(jì)行為進(jìn)行類型化思考和以及如何進(jìn)行調(diào)查取證，避免敗訴風(fēng)險(xiǎn)，成為眾多企業(yè)普遍關(guān)心的問題。
The conflict and dispute arising out of or in connection with the violation of discipline are the difficulties in employee relationship management. Improper violation handling will cause double compensation and recovery of labor relationship or even cause mass strike and shutdown, which will not only bring huge economic loss to the company but also greatly challenge the company's managerial authority, thus paving the way for the disaster in subsequent management. On the other hand, the loyalty of Chinese employees decreases generally and employees' "antagonistic" violations increase constantly and the violations are also showing the new characteristics of "diversification, complication and extremalization". For instance, the spouse intervention in the interest conflict, commercial bribery, extreme rights protection, sexual harassment, misuse of electronic resources and other new violations bring new challenges to the company's personnel management and evidence fixing. How to conduct typological thinking on the employees' violation and how to make investigation and obtain evidence and avoid risk of losing lawsuit become the common concerns of the enterprises.
2015年2月4日，最高法正式發(fā)布《關(guān)于適用〈中華人民共和國(guó)民事訴訟法〉的解釋》，網(wǎng)上聊天記錄、博客、微博客、手機(jī)短信、電子簽名、域名等形成或者存儲(chǔ)在電子介質(zhì)中的信息可以視為民事案件中的證據(jù)。該司法解釋對(duì)違紀(jì)違規(guī)行為調(diào)查取證將產(chǎn)生怎樣的影響？如何有效固定電子證據(jù)？如何避免證據(jù)風(fēng)險(xiǎn)？
On Feb. 4, 2015, the Supreme Court formally released the Interpretation on Application of "Civil Procedure Law of the People's Republic of China", in which it is clearly specified that the information that is formed or stored in the electronic medium such as online chatting record, blog, microblog, phone message, electronic signature and domain name can be deemed as the evidences for civil cases. What is the influence of the judicial explanation on the investigation and evidence acquisition of violations? How to effectively fix the electronic evidences? How to avoid evidence risk?
根據(jù)最高院《民訴法》新司法解釋與違紀(jì)調(diào)查程序，2015年的員工違紀(jì)有兩大趨勢(shì)：過(guò)激化、隱蔽化。違紀(jì)問題來(lái)勢(shì)洶洶，違紀(jì)員工面對(duì)沖突，現(xiàn)在往往不通過(guò)法律手段而采取其他過(guò)激方式，對(duì)公司造成更大損失。此時(shí)公司該怎么辦？
ICH邀請(qǐng)對(duì)勞動(dòng)爭(zhēng)議處理有豐富經(jīng)驗(yàn)的專家，從上千例違紀(jì)解雇爭(zhēng)議挑選出具有代表性的經(jīng)典案例，分析新司法解釋背景下各類違紀(jì)行為的處理重點(diǎn)、調(diào)查取證和證據(jù)固定，為企業(yè)有效推進(jìn)違紀(jì)員工管理提供針對(duì)性的策略和技巧。
In accordance with the new judicial explanation and violation investigation procedure specified in Civil Procedure Law of the People's Republic of China issued by the Supreme Court, the employees' violation has two trends in 2015: extremalization and concealment. When facing the malevolent violations and conflicts, the employees always take other violent behaviors instead of legal measures, which will cause larger loss to the company. How can the company cope with the situation?

【Training Content|培訓(xùn)內(nèi)容】
前言：什么是違紀(jì)，什么不是違紀(jì)
Preface: definition of violation and non-violation
一、民訴法新司法解釋背景下的證據(jù)實(shí)務(wù)
I. Evidence Practice under the Background of New Judicial Explanation of Civil Procedure Law

（一）證據(jù)類型(I) Type of evidence
7類法定證據(jù)類型Seven types of legal evidences
數(shù)據(jù)電文證據(jù)（郵件、短信、網(wǎng)頁(yè)、微信等）新規(guī)則New rules for data and electronic evidences (e-mail, short message, webpage and Wechat)
涉外證據(jù)的取證規(guī)則Rules for obtaining the foreign evidences
合規(guī)訪談?dòng)涗�、調(diào)查報(bào)告的證據(jù)歸類Classification of evidences of legal interview records and investigation reports


（二）證據(jù)屬性(II) Attribute of evidence
真實(shí)性：電子考勤記錄如何確認(rèn)其真實(shí)性Authenticity: how to confirm the authenticity of electronic attendance record
合法性：未經(jīng)對(duì)方同意的錄音、錄像是否有效Legality: whether the voice recording and video recording not approved by the concerned parties are valid or not
未經(jīng)在職員工同意進(jìn)入員工郵箱獲得郵件是否合法Without the consent of the current employees, is it legal to log in the employees' e-mail boxes to obtain the e-mails?
關(guān)聯(lián)性：證人證言、客戶投訴信對(duì)于違紀(jì)行為的證明力Correlation: Probative force of the witness testimony and client's complaint letter on the violations.


（三）舉證責(zé)任
(III) Burden of proof
"誰(shuí)主張誰(shuí)舉證"在違紀(jì)案件中的運(yùn)用Application of "burden of proof borne by claimant" in the illegal cases
"舉證責(zé)任倒置"在違紀(jì)案件中的運(yùn)用Application of "reversion of burden of proof" in the illegal cases
新民訴法司法解釋對(duì)"舉證期限"新規(guī)定New provisions on the "time limit for adducing evidence" in the new judicial explanation on Civil Procedure Law


（四）證明標(biāo)準(zhǔn)
(IV) Standard of proof
"排除一切合理懷疑" "Beyond all reasonable doubt"
"高度蓋然性" "High degree of probability"
"優(yōu)勢(shì)證據(jù)規(guī)則" "Preponderance of evidence"
"孤證"與"證據(jù)鏈" "Single evidence" and "chain of evidence"

二、案例解析十類典型違紀(jì)行為的調(diào)查取證
II. Case Analysis of Investigation and Evidence Collection of Ten Typical Violations

（一）職業(yè)操守
(I) Professional observance
盜竊Burglary
商業(yè)賄賂Commercial bribery
性騷擾Sexual harassment


（二）出勤違紀(jì)
(II) Attendance violation
曠工、曠職Absenteeism and absence from duty without leave
虛報(bào)工時(shí)、加班、代打卡False declaration of working hours, overtime work and punching card on behalf of others


（三）業(yè)務(wù)違紀(jì)
(III) Business violation
越權(quán)行為Act in excess of authority
瀆職行為Misconduct
非法侵占Illegal encroachment


（四）違反誠(chéng)信
(IV) Breach of good faith
虛假陳述False statement
騙取信任Trust cheating


（五）對(duì)抗指示
(V) Breach of instructions
消極怠工 Demotivation
拒絕崗位調(diào)整Refusal of position adjustment
拒絕公司搬遷Refusal of company relocation


（六）泄露秘密
(VI) Breach of confidence
泄露商業(yè)秘密Leak commercial secret
泄露秘密信息Leak confidential information
違反保密規(guī)定Breach of confidentiality provision


（七）侵害致?lián)p
(VII) Loss caused by infringement
損害員工利益Damage employees' benefit
損害公司利益Damage company's benefit


（八）利益沖突
(VIII) Conflict of interest
擅自兼職Do part-time job without authorization
在職競(jìng)業(yè)On-job competition
自我交易Self-dealing
飛單交易Betrayal-oriented transaction


（九）危險(xiǎn)行為
(IX) Dangerous behavior
打架斗毆Fighting and brawling
毀壞財(cái)物Damage of properties


（十）過(guò)激維權(quán)
(X) Extreme rights protection
罷工停工Strike and shutdown
擅自報(bào)警Call the police without permission
群發(fā)郵件Send mass email
擅闖堵門Authorized entry and blockage of door
滯留辦公Retention for official handling
跳樓群訪Jumping and group interview
媒體披露Disclosure to media

三、案例解析"違紀(jì)案件"處理四要件
III. Case Analysis-Four Elements for Handling "Illegal Cases"

（一）明確的法律依據(jù)
(II) Clear handling basis
法律依據(jù)的引用Quotation of legal basis
法律依據(jù)與事實(shí)依據(jù)相結(jié)合的"表述""Statement" combining the legal basis and factual basis
嚴(yán)重違紀(jì)與嚴(yán)重失職、不勝任的區(qū)分
Differentiation between serious violation of discipline and gross negligence & incompetence


（二）明確的處理依據(jù)
(II) Clear handling basis
規(guī)章制度的配適性分析Analysis of applicability of rules and systems
規(guī)章制度的合法性分析
民主程序的證據(jù)要求（是否必須成立職代會(huì)或召開全體員工大會(huì)）Analysis of validity of the rules and systems
公示程序的證據(jù)要求（局域網(wǎng)公示是否具有法律效力？）Evidential re-quirement of democratic process (whether the workers' congress or overall staff congress shall be held or not)
制度歧義條款的判斷
Judgment of clause on system ambiguity

（三）充分的事實(shí)依據(jù)違紀(jì)行為發(fā)生的證據(jù)（如何通過(guò)錄音、訪談、郵件分析等獲得證據(jù)）(III) Full factual basis
違紀(jì)行為調(diào)查的證據(jù)（啟動(dòng)違紀(jì)調(diào)查的注意事項(xiàng)）
Evidence of occurrence of violations (how to obtain the evidence via recording, interview and e-mail analysis)
違紀(jì)行為處理的證據(jù)（作出違紀(jì)處理的證據(jù)固定）Evidence of investigation of violations (precautions for initiation of investigation on violation)


（四）完整的程序依據(jù)
(IV) Complete procedure basis
避免重復(fù)處理Avoid repeated handling
避免超過(guò)處理"時(shí)效"Avoid exceeding the "deadline" for handling
避免違反既定流程Avoid violating the existing procedures
給予申辯的注意事項(xiàng)Precautions for giving defence
送達(dá)處理決定Deliver handling decision
通知工會(huì)及再次通知工Inform the labor un-ion and inform the labor un-ion again


四、違紀(jì)案件爭(zhēng)議協(xié)調(diào)與處理
IV.Coordination and Handling of Dispute on Illegal Cases.
（一）違紀(jì)解雇類爭(zhēng)議的裁審應(yīng)對(duì)
(I) Judge response to dispute on illegal dismissal
如何快速推進(jìn)違紀(jì)員工的協(xié)商談判How to rapidly promote the negotiation between employees violating the discipline
如何應(yīng)對(duì)恢復(fù)勞動(dòng)關(guān)系的仲裁訴請(qǐng)
How to cope with the application for arbitration for recovery of labor relationship


（二）特殊群體的違紀(jì)處理注意事項(xiàng)
(II) Precautions for handling of violations of special group
三期、病假、工傷職工注意事項(xiàng)Precautions for employees under "three periods", having a sick leave and occupational injury
高級(jí)管理人員違紀(jì)處理注意事項(xiàng)Precautions of violation handling by senior managers
勞務(wù)派遣、委派人員的注意事項(xiàng)Precautions for labor dispatching and personnel delegation
外籍港澳臺(tái)員工的處理注意事項(xiàng)
Precautions for handling of foreign employees and employees from Hong Kong, Macao and Taiwan

《員工違紀(jì)（違規(guī)）行為處理與合法調(diào)查取證》所屬分類
綜合管理

《員工違紀(jì)（違規(guī)）行為處理與合法調(diào)查取證》所屬專題
員工關(guān)系與企業(yè)管理培訓(xùn)、企業(yè)員工職業(yè)化訓(xùn)練、

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