【会议日程】
活动纲要/Outline





一、概述--三种状态



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

【会议嘉宾】
讲师介绍/Lecturer

<div>
董保华先生简介












</div>

【会议门票】




【会议通知】
近年来，<a href="/tag/24712/">劳动者</a>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<a href="/tag/10702/">职工保护</a>的<a href="/tag/925/">法律</a>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

























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?





























<div>一、病假、医疗期与停工留薪期三者的区别 
First, What's the difference among sick leave, medical period and suspension period with pay?</div>

二、病假管理



（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

董保华

教授、博士生导师

主办方

会务费

两人以上

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