近年来，劳动者对自身的休息权及休假期间的待遇问题愈加关注，与休假相关的劳动纠纷日益增多。女职工劳动保护的不断细化与加强，使得产前假、哺乳假等新型纠纷不断涌现。为此，我们举办病假、医疗期及女职工保护的法律解读与案例解析会议。

病假、医疗期及女职工保护的法律解读与案例解析

In recent years,the workers pay more and more attention on their right to rest and the treatment during the annual leave, and leave-related labor disputes is increasing. Labor protection of female employees continue to refine and strengthen which make pregnancy maternity leave, breastfeeding breaks and this kind of new dispute emerge.

产假、产前假、产前检查假有何区别？

What's the difference among maternity leave, prenatal leave and antenatal examination

享受产前假、哺乳假的条件？

What are the conditions to enjoy the prenatal leave and breastfeeding breaks?

生育津贴应如何支付？各地有何区别？

How to pay the maternity allowance? What's the difference all over the country?

违法计划生育是否可享受产假相关待遇？

If someone break the family planning policy, should she enjoy the maternity-related treatment?

公司能否以严重违纪为由解除劳动合同？

Does company terminate the labor contract because the staff has serious violation of discipline?

传统的病假待遇及管理，仍然受到“小病大养”、“虚假病假”等问题的挑战。对于长期混病假的员工应如何应对？

Traditional treatment and management of sick leave system still challenged by "Minor illness support", "false sick leave" and other kind of issues. How to deal with the staff which fake long-term sick leave?

如何防范虚开病假？单位可以设定哪些限制程序？

How to prevent falsely making out for sick leave? What kind of limited program should company set up?

病假工资计算基数、计算比例及病假待遇各地有何差异？

What's the difference about sick pay calculation base, ratio and treatment all over the country?

医疗期满解除或终止劳动合同时是否需要支付医疗补偿费？

Does company have to pay the medical compensation after lifting the medical expiratio or terminating the labor contracts?

一系列的问题都考验着企业人事管理的方方面面。

These series of questions testing all aspects of HR management.

如何有效管理，减少公司成本？如何正确操作，避免劳动纷争？

How to effectively manage and reduce the company's cost? How to properly operate and avoid labor disputes?

EFC Link邀请到了著名劳动法专家董保华教授将通过详实的素材和生动的案例为您深刻解析案例背后的劳动法律问题，解读企业面临的法律风险，指导企业面对劳动争议问题的实务操作。

Professor Dong, the Well-known labor law expert, will deeply resolve the labour legal issues behind the case for you through informative material and vivid case.Interpreting the legal risk the company is facing and guiding them to pratically operate the labor dispute issues.

二、病假管理

Second, The Management of Sick Leave

（1）请假管理制度的制订及完善
(1) Development and improvement of leave system
请假程序
Leave program
准假权限
Furlough privileges
缺勤处理
Absence processing

（2）医疗管理
(2) Medical Management
指定医院复查制度
Designated hospital review system
虚假病假员工的管理技巧
Management skills of false sick leave staff
“小病大养”的处理及防范
Treatment and Prevention of "minor illness support"

（3）病假工资制度设计
(3) Development and Design of the sick pay system
病假工资计算基数、折扣比例的各地标准
The standard of the sick pay calculation base and ratio all over the country
病假工资的封顶及保底限制
The maximum amount and minimum guarantee of sick pay

三、医疗期管理
Third, The Management of Medical Peiord

（1）医疗期标准
(1) The standard of medical period
各地医疗期的法定标准及计算
Legal standards and calculation of medical period all over the country
医疗期的延长
The prolongation of medical period

（2）医疗期满解除合同
(2)Terminate the contract after expiration of medical period
医疗期满解除合同的条件
The conditions
医疗期满解除合同的程序及技巧
The procedures and techniques

（3）合同到期，如何处理仍在医疗期内的员工
(3) How to deal with the staff which his contract is expired but still in medical period?
医疗期内劳动合同到期的员工如何处理
How to deal with the staff which his contract is expired but still in medical period?
医疗补助费的支付条件和支付标准
The payment standards and terms of medical fee

会议时间：2015.9.17

会议地点：上海金茂大厦世纪大道88号

活动纲要/Outline

三期女职工管理

The Management of Female Employees in Special Period

一、概述--三种状态

First, Overview - Three States

1. 独生子女生育
1. The one-child policy
2. 单独二胎生育
2. Second-child policy for only-child parent
3. 违反计划生育
3. The violation of family planning

二、订立--反对歧视

Second, Development - Against Discrimination
1. 反歧视的法律规定
1. The development of anti-discrimination law
2. 反歧视的热点案例
2. The hotspot cases of anti-discrimination

三、履行--特殊保护

Third, The Performance - Special Protection
1.生育奖励
1.Maternity Award
2.生育假期
2 Maternity Leave
3.生育待遇
3.Maternity Treatment
4.生育津贴
4.Maternity Allowance

三种生育状态分别可以享受上述哪些保护？
What kind of protections does the female employees in three different fertility status enjoy?

易混淆问题的探讨：
Discussion of confusing issues
1）婚假与晚婚假在结婚多久内应使用完毕？
1）How long does the marriage and late marriage leave should be used up after marriage?
2）婚假与晚婚假是否可以分开申请使用？
2） Does the marriage leave and late marriage leave apply separately?
3）婚假期间若遇到法定节假日、双休日，可否顺延？
3）Can they apply for an extension if the marriage leave coincide with the holidays and weekends?
4）晚婚假的七天是否可以间断申请使用？若遇到法定节假日、双休日，可否顺延？
4）Can they use the seven days leave of late marriage intermittently? Can they apply for an extension if the late marriage leave coincide with the holidays and weekends?
5）某公司有规定，女职工必须到指定医院进行相关的检查或复查，并以此医院的相关证明作为批准产前假/哺乳假的依据，此做法是否可行？
5）A company has the regulation that their female employees have to do the examination and review in the designated hospital, use this hospital's relevant evidence for the approve of prenatal leave and breastfeeding breaks; is this regulation feasible?

四、变更--调岗调薪

Fourth, Change - Position transfer and Salary adjustment
三种生育状态下的调岗能否得到法律支持？
Could the position transfer under three fertility get the law support?

五、终结--解雇保护

Fifth, The Termination - Dismissal Protection
1. 以违反计划生育为由解除
1. Lifting by violation of family
【法律规定及热点案例分析】
 [Law and analysis of hot case]
2. 以其他违纪行为为由解除
2. Lifting by other misconduct
【法律规定及热点案例分析】
 [Law and analysis of hot case]
3. 协商解除以及可撤销制度
3. Negotiations and revocable system
【法律规定及热点案例分析】
 [Law and analysis of hot case

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