【Training Background|培訓背景】
違紀導致的沖突和爭議，是員工關系管理中的難點所在。不恰當的違紀處理輕則導致雙倍賠償、恢復勞動關系，重則引發(fā)群體性停工、罷工，不僅給公司帶來巨大經濟損失，而且將極大的挑戰(zhàn)公司的管理權威，從而為企業(yè)的后續(xù)管理埋下隱患。另一方面，中國員工的忠誠度普遍下降，員工的"對抗性"違紀持續(xù)增多，違紀行為本身也出現"多元化、復雜化、極端化"的新特征。諸如配偶介入利益沖突、商業(yè)賄賂、過激維權、性騷擾、濫用電子資源等新型違紀行為給公司的人員管理和證據固定帶來新挑戰(zhàn)，如何對員工違紀行為進行類型化思考和以及如何進行調查取證，避免敗訴風險，成為眾多企業(yè)普遍關心的問題。
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《關于適用〈中華人民共和國民事訴訟法〉的解釋》，網上聊天記錄、博客、微博客、手機短信、電子簽名、域名等形成或者存儲在電子介質中的信息可以視為民事案件中的證據。該司法解釋對違紀違規(guī)行為調查取證將產生怎樣的影響？如何有效固定電子證據？如何避免證據風險？
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?
根據最高院《民訴法》新司法解釋與違紀調查程序，2015年的員工違紀有兩大趨勢：過激化、隱蔽化。違紀問題來勢洶洶，違紀員工面對沖突，現在往往不通過法律手段而采取其他過激方式，對公司造成更大損失。此時公司該怎么辦？
ICH邀請對勞動爭議處理有豐富經驗的專家，從上千例違紀解雇爭議挑選出具有代表性的經典案例，分析新司法解釋背景下各類違紀行為的處理重點、調查取證和證據固定，為企業(yè)有效推進違紀員工管理提供針對性的策略和技巧。
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|培訓內容】
前言：什么是違紀，什么不是違紀
Preface: definition of violation and non-violation
一、民訴法新司法解釋背景下的證據實務
I. Evidence Practice under the Background of New Judicial Explanation of Civil Procedure Law

（一）證據類型(I) Type of evidence
7類法定證據類型Seven types of legal evidences
數據電文證據（郵件、短信、網頁、微信等）新規(guī)則New rules for data and electronic evidences (e-mail, short message, webpage and Wechat)
涉外證據的取證規(guī)則Rules for obtaining the foreign evidences
合規(guī)訪談記錄、調查報告的證據歸類Classification of evidences of legal interview records and investigation reports


（二）證據屬性(II) Attribute of evidence
真實性：電子考勤記錄如何確認其真實性Authenticity: how to confirm the authenticity of electronic attendance record
合法性：未經對方同意的錄音、錄像是否有效Legality: whether the voice recording and video recording not approved by the concerned parties are valid or not
未經在職員工同意進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?
關聯(lián)性：證人證言、客戶投訴信對于違紀行為的證明力Correlation: Probative force of the witness testimony and client's complaint letter on the violations.


（三）舉證責任
(III) Burden of proof
"誰主張誰舉證"在違紀案件中的運用Application of "burden of proof borne by claimant" in the illegal cases
"舉證責任倒置"在違紀案件中的運用Application of "reversion of burden of proof" in the illegal cases
新民訴法司法解釋對"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）證明標準
(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)勢證據規(guī)則" "Preponderance of evidence"
"孤證"與"證據鏈" "Single evidence" and "chain of evidence"

二、案例解析十類典型違紀行為的調查取證
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
(II) Attendance violation
曠工、曠職Absenteeism and absence from duty without leave
虛報工時、加班、代打卡False declaration of working hours, overtime work and punching card on behalf of others


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


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


（五）對抗指示
(V) Breach of instructions
消極怠工 Demotivation
拒絕崗位調整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
在職競業(yè)On-job competition
自我交易Self-dealing
飛單交易Betrayal-oriented transaction


（九）危險行為
(IX) Dangerous behavior
打架斗毆Fighting and brawling
毀壞財物Damage of properties


（十）過激維權
(X) Extreme rights protection
罷工停工Strike and shutdown
擅自報警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"違紀案件"處理四要件
III. Case Analysis-Four Elements for Handling "Illegal Cases"

（一）明確的法律依據
(II) Clear handling basis
法律依據的引用Quotation of legal basis
法律依據與事實依據相結合的"表述""Statement" combining the legal basis and factual basis
嚴重違紀與嚴重失職、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
(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
民主程序的證據要求（是否必須成立職代會或召開全體員工大會）Analysis of validity of the rules and systems
公示程序的證據要求（局域網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）充分的事實依據違紀行為發(fā)生的證據（如何通過錄音、訪談、郵件分析等獲得證據）(III) Full factual basis
違紀行為調查的證據（啟動違紀調查的注意事項）
Evidence of occurrence of violations (how to obtain the evidence via recording, interview and e-mail analysis)
違紀行為處理的證據（作出違紀處理的證據固定）Evidence of investigation of violations (precautions for initiation of investigation on violation)


（四）完整的程序依據
(IV) Complete procedure basis
避免重復處理Avoid repeated handling
避免超過處理"時效"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Precautions for giving defence
送達處理決定Deliver handling decision
通知工會及再次通知工Inform the labor un-ion and inform the labor un-ion again


四、違紀案件爭議協(xié)調與處理
IV.Coordination and Handling of Dispute on Illegal Cases.
（一）違紀解雇類爭議的裁審應對
(I) Judge response to dispute on illegal dismissal
如何快速推進違紀員工的協(xié)商談判How to rapidly promote the negotiation between employees violating the discipline
如何應對恢復勞動關系的仲裁訴請
How to cope with the application for arbitration for recovery of labor relationship


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