無固定期限勞動(dòng)合同管理的法律實(shí)務(wù) ——無固定期限勞動(dòng)合同=鐵飯碗？ Legal Practice on Open-ended Employment Contract Management ——Is Open-ended Employment Contract a Lifelong Job? 本期講師（Brief Introduction to Jason Lu, Esq.）： 畢振洲律師 上海江三角律師事務(wù)所蘇州分所主任、資深律師、勞動(dòng)法培訓(xùn)師.《勞動(dòng)法苑》副主編，《勞動(dòng)法苑》、《人力資源》期刊特約攢稿人。中國法學(xué)會(huì)會(huì)員，上海勞動(dòng)法學(xué)會(huì)委員，中國管理科學(xué)研究院學(xué)術(shù)委員會(huì)特約研究員，“第八屆中國經(jīng)濟(jì)學(xué)家論壇特邀嘉賓。1996年獲得律師資格，清華大學(xué)法學(xué)院民商法學(xué)研究生班畢業(yè)，曾在山東、北京、上海執(zhí)業(yè)多年。著作：參與編寫《論劍》、《勞動(dòng)合同法HR應(yīng)用指南》、《紛爭與和諧——?jiǎng)趧?dòng)爭議預(yù)防與處理實(shí)務(wù)精要》。 Mr. Bi is the chief of River Delta Law Firm Suzhou Branch ,senior attorney and trainer in Labor Law, the subeditor and writer of “Labor Law Society” , the writer of “HR” magazine, one member of the China Law Society, guest researcher of Academic Committee of China Manage Science Academy , invited guest of the “the Eighth Economist's Forum---2007 International Seminar on Analysis and Prediction of Socio-Economic Situation in China “ He has got the qualification of Lawyer in 1996, and graduated from post-graduated class in law school of Tsinghua University. He has practiced as a attorney in Shandong, Shanghai, Beijing for many years. The writings he has participated in as follows: ”Dialog” ”Application Guidance on Labor Law Contract for HR” “Dispute and Harmony—Practice Essentials of the Prevention and Settlement of Labor Disputes” “Legal Practice on Succession Plan of Enterprise”. 講座背景（Background）： 眾所周知，“無固定期限勞動(dòng)合同”是《勞動(dòng)合同法》給用人單位提出的諸多新問題中最為頭痛、最具挑戰(zhàn)性的問題，因此也自然成為了用人單位在員工關(guān)系管理中所共同且高度關(guān)注的最熱點(diǎn)和最難點(diǎn)問題之一。無固定期限勞動(dòng)合同究竟如何界定？究竟是好是壞？究竟是不是“鐵飯碗”？如何正確處理其與固定期限勞動(dòng)合同的關(guān)系？“滿十年”如何計(jì)算？“滿十年”后是否必須簽訂？“連續(xù)兩次固定期”如何認(rèn)定？此后單位還有沒有選擇權(quán)？哪些員工不適用？應(yīng)簽未簽有何嚴(yán)重后果？如何合法有效規(guī)避？對此類合同員工如何調(diào)崗調(diào)薪？如何合法有效地解雇淘汰？如何通過提高管理水平有效應(yīng)對這一挑戰(zhàn)？等等具體問題均是圍繞無固定期限勞動(dòng)合同的種種典型疑難困惑。本課程因此而生以為用人單位釋疑解惑。 As well known, “Open-ended Employment Contract” is the trickiest and the most challenging problem provided to employer by Employment Contract Law. Correspondingly, it has naturally become one of the hottest and the most difficult issues for employer paying more attention in the management of staff relationship. How to define Open-ended Employment Contract exactly? How to balance the relation with Fixed-term Employment Contract correctly? How to calculate ten years of continuous working ages? How to define the occasion of twice consecutive renew of Fixed-term Employment Contract? Which kind of employees are not apply to Open-ended Employment Contract leaded by twice consecutive renew of Fixed-term Employment Contract? What are the serious consequences of non-renewal of an Open-ended Employment Contract while the employer should conclude an Open-ended Employment Contract according to the law? How to avoid the said risk effectively and legally? How to transfer the position of relevant staff or adjust the compensation of relevant staff? How to legally dismiss unqualified or incompetent employee with Open-ended Employment Contract? How to improve the management skills effectively for the purpose of coping with such challenge? etc. All these questions are typical doubts arisen from Open-ended Employment Contract, and this course is designed to help employer finding a solution to solve relevant issues. 課程目標(biāo)（Objective）： 1、幫助用人單位準(zhǔn)確理解相關(guān)法律法規(guī)和政策的真正涵義。 Helping the employer correctly understand the real nature of related laws and policies. 2、幫助用人單位正確把握相關(guān)實(shí)務(wù)操作的各項(xiàng)技能。 Helping the employer correctly learn all the skills of related legal practice. 講座大綱（Outline）： 第一部分 勞動(dòng)合同期限的正確理解與適用 Part One Correctly understand and apply the employment contract period 勞動(dòng)合同三種期限的厘清 Clarify the three types of terms of employment contract 固定與無固定期限勞動(dòng)合同的區(qū)別 The differences between Fixed-term Employment Contracts and Open-ended Employment Contracts 勞動(dòng)合同期限與服務(wù)期的關(guān)系 The relationship between employment contract term and a term of service 第二部分 無固定期限勞動(dòng)合同的訂立實(shí)務(wù) Part Two Conclusion practice of Open-ended Employment Contracts （一） 應(yīng)當(dāng)訂立情形與相關(guān)實(shí)務(wù) Conditions should conclude Open-ended Employment Contracts and related practice 視為訂立情形與相關(guān)實(shí)務(wù) Deemed as concluding Open-ended Employment Contracts and related practice 幾類特殊員工的特別處理 Several special treatments of special employees 第三部分 無固定期限勞動(dòng)合同的履行和變更實(shí)務(wù) Part Three Practice on performance and amendment of Open-ended Employment Contract (一) 用人單位自身變化與合同履行實(shí)務(wù) Practice of employer’s operation change and employment contract’s performance (二) 調(diào)崗調(diào)薪與合同變更實(shí)務(wù) Practice of transferring, compensation adjusting and employment contract’s amendment 第四部分 無固定期限勞動(dòng)合同的終止和解除實(shí)務(wù) Part Four Practice on termination or rescission of Open-ended Employment Contract (一) 無固定期限勞動(dòng)合同終止和解除情形對比 Comparison of Open-ended Employment Contract’s termination and rescission (二) 用人單位非過錯(cuò)性解除實(shí)務(wù) Practice of employer’s termination without fault of employee (三) 用人單位經(jīng)濟(jì)性裁員實(shí)務(wù) Practice of redundancy (四) 用人單位過錯(cuò)性解除實(shí)務(wù) Practice of employer’s termination with fault of employee (五) 雙方協(xié)商解除實(shí)務(wù) Practice of termination by consultation (六) 用人單位違法解除的法律責(zé)任 The employer’s legal liability about terminating employment contract illegally 第五部分 咨詢答疑 Part Five Question and Answer