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導語

在涉及勞(lao)(lao)(lao)動關系的(de)(de)(de)諸多法(fa)律文件(jian)中，勞(lao)(lao)(lao)動合(he)(he)(he)同(tong)是(shi)最基礎的(de)(de)(de)文件(jian)，也(ye)是(shi)勞(lao)(lao)(lao)動關系權利(li)義(yi)務(wu)的(de)(de)(de)總括，制定(ding)一(yi)份完(wan)善的(de)(de)(de)勞(lao)(lao)(lao)動合(he)(he)(he)同(tong)對用(yong)人單(dan)位(wei)(wei)意義(yi)重大。但實務(wu)中，用(yong)人單(dan)位(wei)(wei)有(you)(you)的(de)(de)(de)不(bu)簽(qian)訂勞(lao)(lao)(lao)動合(he)(he)(he)同(tong)、有(you)(you)的(de)(de)(de)以勞(lao)(lao)(lao)務(wu)合(he)(he)(he)同(tong)冒(mao)充(chong)勞(lao)(lao)(lao)動合(he)(he)(he)同(tong)、有(you)(you)的(de)(de)(de)勞(lao)(lao)(lao)動合(he)(he)(he)同(tong)粗制濫(lan)造無法(fa)保護用(yong)人單(dan)位(wei)(wei)合(he)(he)(he)法(fa)權益(yi)。有(you)(you)鑒于此，小編曬出“十三(san)步法(fa)”勞(lao)(lao)(lao)動合(he)(he)(he)同(tong)制定(ding)方針，指導用(yong)人單(dan)位(wei)(wei)如何制定(ding)一(yi)份完(wan)美(mei)(mei)的(de)(de)(de)勞(lao)(lao)(lao)動合(he)(he)(he)同(tong)。小伙(huo)伴們(men)也(ye)比對比對，咱們(men)的(de)(de)(de)合(he)(he)(he)同(tong)，完(wan)美(mei)(mei)了嗎？

1、員工分類要(yao)先行

制定勞(lao)動合(he)同之前必須(xu)對(dui)員(yuan)工(gong)(gong)進(jin)行(xing)具(ju)體(ti)分(fen)類，實務中用(yong)人單位往往對(dui)本單位職工(gong)(gong)不(bu)(bu)加區(qu)分(fen)，采用(yong)同一(yi)份勞(lao)動合(he)同管理，即不(bu)(bu)能(neng)滿足員(yuan)工(gong)(gong)的個(ge)性(xing)需(xu)求(qiu)，也在一(yi)定程(cheng)度上增加了單位的用(yong)工(gong)(gong)成本。因此需(xu)要根據(ju)崗位、工(gong)(gong)作(zuo)(zuo)期限、工(gong)(gong)作(zuo)(zuo)形式(shi)、員(yuan)工(gong)(gong)特點等因素，對(dui)員(yuan)工(gong)(gong)做出分(fen)類，對(dui)不(bu)(bu)同類型員(yuan)工(gong)(gong)分(fen)類管理。具(ju)體(ti)操作(zuo)(zuo)如下表：

2、勞動(dong)合同主體須(xu)明確

勞(lao)(lao)動關系(xi)主體(ti)(ti)具(ju)有特殊性(xing)，一方是用(yong)(yong)(yong)人(ren)單(dan)(dan)(dan)(dan)(dan)位(wei)，一方是勞(lao)(lao)動者(zhe)。用(yong)(yong)(yong)人(ren)單(dan)(dan)(dan)(dan)(dan)位(wei)主體(ti)(ti)需要(yao)考慮的問題是用(yong)(yong)(yong)人(ren)資格問題和集團(tuan)型公司勞(lao)(lao)動關系(xi)歸(gui)屬(shu)(shu)問題。用(yong)(yong)(yong)人(ren)資格表現為用(yong)(yong)(yong)人(ren)單(dan)(dan)(dan)(dan)(dan)位(wei)主體(ti)(ti)適格性(xing)，現在(zai)企(qi)業經(jing)營形式多樣，包括(kuo)掛(gua)靠經(jing)營、內部承包、貼牌生產、連鎖運營，涉及的企(qi)業眾(zhong)多，這就(jiu)需要(yao)明確用(yong)(yong)(yong)人(ren)單(dan)(dan)(dan)(dan)(dan)位(wei)主體(ti)(ti)，以實際用(yong)(yong)(yong)工作為用(yong)(yong)(yong)人(ren)單(dan)(dan)(dan)(dan)(dan)位(wei)確定(ding)的標準。同時(shi)需要(yao)注(zhu)意采用(yong)(yong)(yong)集團(tuan)化經(jing)營的單(dan)(dan)(dan)(dan)(dan)位(wei)，因集團(tuan)型公司融(rong)合和了母子(zi)公司、總分公司、關聯(lian)公司等多種類型，職工可能在(zai)這些(xie)公司之(zhi)間來回變(bian)動，也需要(yao)注(zhu)意勞(lao)(lao)動關系(xi)主體(ti)(ti)的歸(gui)屬(shu)(shu)，確定(ding)勞(lao)(lao)動合同中用(yong)(yong)(yong)人(ren)單(dan)(dan)(dan)(dan)(dan)位(wei)為那一方。

勞(lao)動(dong)者(zhe)主(zhu)體(ti)要(yao)求(qiu)有(you)(you)年(nian)(nian)(nian)齡(ling)(ling)(ling)要(yao)求(qiu)和勞(lao)動(dong)能力要(yao)求(qiu)，勞(lao)動(dong)者(zhe)年(nian)(nian)(nian)齡(ling)(ling)(ling)分(fen)為(wei)(wei)(wei)最(zui)(zui)低(di)(di)年(nian)(nian)(nian)齡(ling)(ling)(ling)和退(tui)休年(nian)(nian)(nian)齡(ling)(ling)(ling)，按照法(fa)律規(gui)(gui)定最(zui)(zui)低(di)(di)年(nian)(nian)(nian)齡(ling)(ling)(ling)為(wei)(wei)(wei)16歲，低(di)(di)于最(zui)(zui)低(di)(di)年(nian)(nian)(nian)齡(ling)(ling)(ling)的(de)用(yong)(yong)工(gong)(gong)涉嫌非(fei)(fei)法(fa)用(yong)(yong)工(gong)(gong)，導(dao)致非(fei)(fei)法(fa)用(yong)(yong)工(gong)(gong)的(de)行(xing)政責任。退(tui)休年(nian)(nian)(nian)齡(ling)(ling)(ling)法(fa)律規(gui)(gui)定為(wei)(wei)(wei)男(nan)年(nian)(nian)(nian)滿60歲，女年(nian)(nian)(nian)滿55歲（不區分(fen)女職(zhi)工(gong)(gong)和女干部(bu)）。最(zui)(zui)低(di)(di)年(nian)(nian)(nian)齡(ling)(ling)(ling)一般沒有(you)(you)爭議，最(zui)(zui)退(tui)休年(nian)(nian)(nian)齡(ling)(ling)(ling)各地(di)(di)存在一些爭議，主(zhu)要(yao)是對(dui)(dui)達到退(tui)休年(nian)(nian)(nian)齡(ling)(ling)(ling)但未享受養老保險(xian)待遇或者(zhe)未辦理退(tui)休手續的(de)職(zhi)工(gong)(gong)的(de)身(shen)份(fen)認定。因對(dui)(dui)此類職(zhi)工(gong)(gong)有(you)(you)的(de)認為(wei)(wei)(wei)具(ju)有(you)(you)勞(lao)動(dong)者(zhe)主(zhu)體(ti)資(zi)格(ge)(ge)，有(you)(you)的(de)認為(wei)(wei)(wei)喪失勞(lao)動(dong)者(zhe)主(zhu)體(ti)資(zi)格(ge)(ge)，筆者(zhe)建議企業應當(dang)結合當(dang)地(di)(di)的(de)地(di)(di)方性法(fa)律規(gui)(gui)章予(yu)以(yi)確(que)定，防止(zhi)超齡(ling)(ling)(ling)勞(lao)動(dong)者(zhe)用(yong)(yong)工(gong)(gong)。

3、確定勞(lao)動合同期限

勞動(dong)(dong)合(he)同期(qi)(qi)限(xian)(xian)(xian)是勞動(dong)(dong)合(he)同的重點條款(kuan)，對勞動(dong)(dong)合(he)同期(qi)(qi)限(xian)(xian)(xian)的類型，法(fa)律規定(ding)了三種方式：固定(ding)期(qi)(qi)限(xian)(xian)(xian)、無固定(ding)期(qi)(qi)限(xian)(xian)(xian)和(he)以完成(cheng)一(yi)定(ding)工(gong)作任務為期(qi)(qi)限(xian)(xian)(xian)。實務中大(da)多數企業(ye)對員工(gong)均采(cai)用(yong)一(yi)視同仁的態度(du)，不加區分采(cai)用(yong)同一(yi)類型的勞動(dong)(dong)合(he)同期(qi)(qi)限(xian)(xian)(xian)，導致(zhi)單位用(yong)工(gong)成(cheng)本(ben)的無端增加。

對(dui)勞動合(he)同期(qi)限(xian)采用(yong)分類(lei)約定(ding)(ding)：普通員(yuan)(yuan)工(gong)一般(ban)采用(yong)固定(ding)(ding)期(qi)限(xian)，期(qi)限(xian)的(de)長(chang)(chang)短可(ke)以按(an)照工(gong)作崗位的(de)需要(yao)確(que)定(ding)(ding)；對(dui)項(xiang)目(mu)類(lei)員(yuan)(yuan)工(gong)，如建(jian)筑(zhu)項(xiang)目(mu)、軟件項(xiang)目(mu)，可(ke)以采用(yong)完成一定(ding)(ding)工(gong)作任(ren)務為期(qi)限(xian)，但(dan)主要(yao)注意要(yao)明確(que)約定(ding)(ding)工(gong)作任(ren)務完成的(de)標準；對(dui)技(ji)術性或者管(guan)理(li)型(xing)員(yuan)(yuan)工(gong)，可(ke)以采用(yong)無固定(ding)(ding)期(qi)限(xian)，建(jian)立員(yuan)(yuan)工(gong)和(he)單位的(de)長(chang)(chang)期(qi)關系，從而增(zeng)強員(yuan)(yuan)工(gong)的(de)忠誠度和(he)企業對(dui)核(he)心(xin)人才的(de)吸引力。

同(tong)時(shi)對勞動(dong)(dong)(dong)合同(tong)期(qi)限需要建立監控(kong)體系，法律規定(ding)(ding)工作(zuo)年(nian)限超(chao)10年(nian)和連續(xu)兩次訂(ding)立固(gu)定(ding)(ding)期(qi)限勞動(dong)(dong)(dong)合同(tong)，勞動(dong)(dong)(dong)者即享有訂(ding)立無(wu)固(gu)定(ding)(ding)期(qi)限的(de)強制締約權，因此(ci)單(dan)位必須做好對勞動(dong)(dong)(dong)合同(tong)期(qi)限的(de)監控(kong)工作(zuo)，防止因操作(zuo)不(bu)當，造(zao)成(cheng)合同(tong)期(qi)限選擇(ze)中(zhong)的(de)被動(dong)(dong)(dong)局面。

4、約定試用期(qi)

試(shi)(shi)用(yong)(yong)(yong)期(qi)(qi)(qi)條(tiao)款(kuan)是(shi)勞(lao)(lao)動(dong)(dong)合(he)同(tong)(tong)(tong)(tong)中的(de)(de)一項特殊條(tiao)款(kuan)，旨在(zai)約(yue)定(ding)一定(ding)時間作為(wei)勞(lao)(lao)資雙方相(xiang)互(hu)考(kao)察的(de)(de)時間，對試(shi)(shi)用(yong)(yong)(yong)期(qi)(qi)(qi)的(de)(de)約(yue)定(ding)要注意三點：一是(shi)試(shi)(shi)用(yong)(yong)(yong)期(qi)(qi)(qi)的(de)(de)期(qi)(qi)(qi)限，依據(ju)(ju)《勞(lao)(lao)動(dong)(dong)合(he)同(tong)(tong)(tong)(tong)法(fa)(fa)》第(di)(di)19條(tiao)規定(ding)了試(shi)(shi)用(yong)(yong)(yong)期(qi)(qi)(qi)的(de)(de)最長期(qi)(qi)(qi)限，如(ru)違(wei)反試(shi)(shi)用(yong)(yong)(yong)期(qi)(qi)(qi)最長期(qi)(qi)(qi)限，超(chao)期(qi)(qi)(qi)試(shi)(shi)用(yong)(yong)(yong)則(ze)(ze)依據(ju)(ju)《勞(lao)(lao)動(dong)(dong)合(he)同(tong)(tong)(tong)(tong)法(fa)(fa)》第(di)(di)83條(tiao)面臨賠(pei)償(chang)金罰(fa)則(ze)(ze)；二是(shi)試(shi)(shi)用(yong)(yong)(yong)期(qi)(qi)(qi)的(de)(de)約(yue)定(ding)次(ci)數，19條(tiao)第(di)(di)2款(kuan)規定(ding)“同(tong)(tong)(tong)(tong)一用(yong)(yong)(yong)人(ren)(ren)單位與(yu)同(tong)(tong)(tong)(tong)一勞(lao)(lao)動(dong)(dong)者只能約(yue)定(ding)一次(ci)試(shi)(shi)用(yong)(yong)(yong)期(qi)(qi)(qi)”，對此(ci)條(tiao)款(kuan)企業容易(yi)產生誤(wu)解，認為(wei)試(shi)(shi)用(yong)(yong)(yong)期(qi)(qi)(qi)可以因崗位調換(huan)約(yue)定(ding)多次(ci)。確(que)實勞(lao)(lao)動(dong)(dong)部《關于試(shi)(shi)行(xing)勞(lao)(lao)動(dong)(dong)合(he)同(tong)(tong)(tong)(tong)制度若(ruo)干問題(ti)的(de)(de)通知(zhi)》第(di)(di)4條(tiao)規定(ding)了試(shi)(shi)用(yong)(yong)(yong)期(qi)(qi)(qi)的(de)(de)隨崗約(yue)定(ding)，但新法(fa)(fa)優(you)于舊法(fa)(fa)，《勞(lao)(lao)動(dong)(dong)合(he)同(tong)(tong)(tong)(tong)法(fa)(fa)》第(di)(di)19條(tiao)第(di)(di)2款(kuan)對此(ci)作出了修(xiu)訂，應當按照(zhao)19條(tiao)第(di)(di)2款(kuan)的(de)(de)規定(ding)執行(xing)；三、試(shi)(shi)用(yong)(yong)(yong)期(qi)(qi)(qi)內(nei)(nei)(nei)謹防(fang)出資培訓(xun)。依據(ju)(ju)勞(lao)(lao)動(dong)(dong)部辦公廳《關于試(shi)(shi)用(yong)(yong)(yong)期(qi)(qi)(qi)內(nei)(nei)(nei)解除(chu)勞(lao)(lao)動(dong)(dong)合(he)同(tong)(tong)(tong)(tong)處理(li)依據(ju)(ju)問題(ti)的(de)(de)復函》，“用(yong)(yong)(yong)人(ren)(ren)單位出資對員工進(jin)行(xing)各類技術(shu)性培訓(xun)，職工提出與(yu)單位解除(chu)勞(lao)(lao)動(dong)(dong)關系的(de)(de)，如(ru)果在(zai)試(shi)(shi)用(yong)(yong)(yong)期(qi)(qi)(qi)內(nei)(nei)(nei)，則(ze)(ze)用(yong)(yong)(yong)人(ren)(ren)單位不得要求(qiu)員工支付該項培訓(xun)費用(yong)(yong)(yong)”。

5、工作(zuo)地點彈性約定

工(gong)(gong)(gong)(gong)作(zuo)地(di)(di)點的約定(ding)(ding)與(yu)員工(gong)(gong)(gong)(gong)社保關系(xi)、仲(zhong)裁管轄(xia)、最低工(gong)(gong)(gong)(gong)資均(jun)有很大關系(xi)，我國實行勞動(dong)合同(tong)(tong)履行地(di)(di)優(you)先原則，一(yi)般情況下是將工(gong)(gong)(gong)(gong)作(zuo)地(di)(di)點作(zuo)為勞動(dong)合同(tong)(tong)履行地(di)(di)對待。但實務(wu)中，因企業搬(ban)遷(qian)、辦公(gong)場所(suo)到期、員工(gong)(gong)(gong)(gong)外派、出差等多種因素，工(gong)(gong)(gong)(gong)作(zuo)地(di)(di)點容易發生變動(dong)。這就需要在勞動(dong)合同(tong)(tong)中約定(ding)(ding)彈性(xing)工(gong)(gong)(gong)(gong)作(zuo)地(di)(di)點。

彈(dan)性工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)(zuo)(zuo)地(di)(di)點(dian)(dian)，一(yi)要求(qiu)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)(zuo)(zuo)地(di)(di)點(dian)(dian)宜明確不(bu)宜模糊約(yue)(yue)(yue)定。實(shi)務(wu)中(zhong)有些公(gong)司(si)(si)為(wei)了避免擅自變(bian)更工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)(zuo)(zuo)地(di)(di)點(dian)(dian)的(de)(de)(de)不(bu)利(li)后果，采(cai)用模糊約(yue)(yue)(yue)定的(de)(de)(de)方式，如(ru)將工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)(zuo)(zuo)地(di)(di)點(dian)(dian)約(yue)(yue)(yue)定為(wei)“中(zhong)國”、“中(zhong)國陜西”或(huo)者約(yue)(yue)(yue)定為(wei)“單位(wei)辦(ban)公(gong)場所(suo)及其(qi)(qi)(qi)委派的(de)(de)(de)其(qi)(qi)(qi)他(ta)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)(zuo)(zuo)場所(suo)”、“職工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)自愿服(fu)從公(gong)司(si)(si)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)(zuo)(zuo)地(di)(di)點(dian)(dian)的(de)(de)(de)安排(pai)”等(deng)等(deng)，這類約(yue)(yue)(yue)定往往導致工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)(zuo)(zuo)地(di)(di)點(dian)(dian)不(bu)明，在(zai)實(shi)際處理中(zhong)，法院或(huo)者仲裁部門也會(hui)根據實(shi)際履(lv)行(xing)原則，以(yi)(yi)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)現有的(de)(de)(de)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)(zuo)(zuo)地(di)(di)作(zuo)(zuo)(zuo)(zuo)(zuo)(zuo)為(wei)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)(zuo)(zuo)地(di)(di)點(dian)(dian)，從而使工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)(zuo)(zuo)地(di)(di)點(dian)(dian)的(de)(de)(de)模糊約(yue)(yue)(yue)定歸于(yu)無效；二(er)是(shi)(shi)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)(zuo)(zuo)地(di)(di)點(dian)(dian)宜面(mian)不(bu)宜點(dian)(dian)。工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)(zuo)(zuo)地(di)(di)點(dian)(dian)是(shi)(shi)一(yi)個(ge)固(gu)定的(de)(de)(de)點(dian)(dian)，但約(yue)(yue)(yue)定時可(ke)以(yi)(yi)作(zuo)(zuo)(zuo)(zuo)(zuo)(zuo)為(wei)一(yi)個(ge)面(mian)約(yue)(yue)(yue)定，如(ru)約(yue)(yue)(yue)定為(wei)“陜西西安長安區”，則單位(wei)在(zai)長安區內(nei)的(de)(de)(de)變(bian)動(dong)，并未(wei)給(gei)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)造成不(bu)方便，則此種變(bian)動(dong)屬于(yu)履(lv)行(xing)勞動(dong)合同的(de)(de)(de)變(bian)動(dong)，可(ke)以(yi)(yi)由單方自主決定。三要求(qiu)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)(zuo)(zuo)地(di)(di)點(dian)(dian)約(yue)(yue)(yue)定與崗位(wei)相結合。如(ru)對(dui)外(wai)勤員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)單位(wei)銷售人員(yuan)(yuan)、采(cai)購人員(yuan)(yuan)等(deng)，這類勞動(dong)者的(de)(de)(de)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)(zuo)(zuo)性質(zhi)決定了其(qi)(qi)(qi)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)(zuo)(zuo)地(di)(di)點(dian)(dian)其(qi)(qi)(qi)需(xu)要在(zai)企業機構所(suo)在(zai)地(di)(di)以(yi)(yi)外(wai)的(de)(de)(de)其(qi)(qi)(qi)他(ta)區域(yu)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)(zuo)(zuo)，以(yi)(yi)完成工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)(zuo)(zuo)任務(wu)，因此，可(ke)以(yi)(yi)根據需(xu)要在(zai)勞動(dong)合同中(zhong)約(yue)(yue)(yue)定“工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)(zuo)(zuo)地(di)(di)點(dian)(dian)為(wei)：公(gong)司(si)(si)所(suo)在(zai)地(di)(di)XX（省）市等(deng)，用人單位(wei)根據經營需(xu)要，可(ke)以(yi)(yi)對(dui)員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)的(de)(de)(de)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)(zuo)(zuo)地(di)(di)點(dian)(dian)在(zai)上述(shu)范圍內(nei)作(zuo)(zuo)(zuo)(zuo)(zuo)(zuo)合理調整，員(yuan)(yuan)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)同意(yi)并承諾在(zai)以(yi)(yi)上范圍內(nei)服(fu)從公(gong)司(si)(si)的(de)(de)(de)工(gong)(gong)(gong)(gong)(gong)(gong)(gong)(gong)作(zuo)(zuo)(zuo)(zuo)(zuo)(zuo)地(di)(di)點(dian)(dian)調整的(de)(de)(de)安排(pai)”。

6、獨立崗位合同約定

崗位(wei)(wei)條款(kuan)約(yue)(yue)(yue)定(ding)歷來是(shi)企(qi)業頭疼的(de)(de)一(yi)(yi)個(ge)問題，主(zhu)要是(shi)崗位(wei)(wei)一(yi)(yi)旦(dan)約(yue)(yue)(yue)定(ding)，則企(qi)業調(diao)崗自主(zhu)權受到限制，一(yi)(yi)旦(dan)調(diao)崗就必須和職(zhi)工協商一(yi)(yi)致(zhi)，極容(rong)易(yi)產(chan)生(sheng)糾紛，對(dui)此筆者建(jian)議采用訂立單(dan)獨的(de)(de)崗位(wei)(wei)合同(tong)+競聘上(shang)崗規(gui)避崗位(wei)(wei)約(yue)(yue)(yue)定(ding)的(de)(de)風險。

具體的操作方法(fa)是將勞動合同(tong)期(qi)(qi)限分(fen)割為(wei)若干個崗(gang)(gang)位(wei)(wei)(wei)(wei)合同(tong)期(qi)(qi)限，崗(gang)(gang)位(wei)(wei)(wei)(wei)合同(tong)期(qi)(qi)滿，實(shi)行競聘上(shang)崗(gang)(gang)制度，如不能競聘上(shang)的，則重新調換崗(gang)(gang)位(wei)(wei)(wei)(wei)，重新訂立崗(gang)(gang)位(wei)(wei)(wei)(wei)合同(tong)。采(cai)用(yong)此種(zhong)方式單位(wei)(wei)(wei)(wei)可以將崗(gang)(gang)位(wei)(wei)(wei)(wei)變(bian)(bian)更轉換為(wei)崗(gang)(gang)位(wei)(wei)(wei)(wei)合同(tong)的履行，避免了崗(gang)(gang)位(wei)(wei)(wei)(wei)變(bian)(bian)動的協商一(yi)致風險。

7、勞動(dong)報酬(chou)“三(san)化”約定

一(yi)般來說，用人(ren)單(dan)(dan)位(wei)對(dui)勞(lao)(lao)動(dong)報(bao)(bao)(bao)酬(chou)有兩(liang)點要(yao)求：一(yi)是(shi)報(bao)(bao)(bao)酬(chou)的激勵性(xing)(xing)，建(jian)立階(jie)梯式報(bao)(bao)(bao)酬(chou)體系，利(li)用勞(lao)(lao)動(dong)報(bao)(bao)(bao)酬(chou)強化激勵性(xing)(xing)；二是(shi)報(bao)(bao)(bao)酬(chou)的可控性(xing)(xing)，便(bian)于單(dan)(dan)位(wei)調整勞(lao)(lao)動(dong)報(bao)(bao)(bao)酬(chou)，控制勞(lao)(lao)動(dong)報(bao)(bao)(bao)酬(chou)成本。據此，筆者(zhe)提出勞(lao)(lao)動(dong)報(bao)(bao)(bao)酬(chou)的“三化”方案。

勞(lao)(lao)(lao)動報(bao)酬(chou)結構(gou)(gou)多元化(hua)。勞(lao)(lao)(lao)動報(bao)酬(chou)總額(e)是固定(ding)的，法律(lv)對勞(lao)(lao)(lao)動報(bao)酬(chou)的規(gui)制也僅僅是從足額(e)及時發放的角度來要求，并(bing)未涉及勞(lao)(lao)(lao)動報(bao)酬(chou)結構(gou)(gou)。因(yin)此企(qi)(qi)業(ye)可(ke)以(yi)建(jian)立多元化(hua)的勞(lao)(lao)(lao)動報(bao)酬(chou)結構(gou)(gou)，即采(cai)用基(ji)(ji)本(ben)工(gong)資(zi)+績(ji)效工(gong)資(zi)+福利+年(nian)終獎+補(bu)貼的結構(gou)(gou)方式，并(bing)制定(ding)每類結構(gou)(gou)不同(tong)的支付(fu)辦法，如基(ji)(ji)本(ben)工(gong)資(zi)依據崗(gang)位(wei)確定(ding)，績(ji)效工(gong)資(zi)隨考核(he)，福利以(yi)級別(bie)職位(wei)為準，年(nian)終獎將個人報(bao)酬(chou)與(yu)企(qi)(qi)業(ye)效益相結合(he)，補(bu)貼作為企(qi)(qi)業(ye)的自由支配項目(mu)。

勞(lao)動報酬長(chang)(chang)期(qi)(qi)(qi)化。勞(lao)動報酬長(chang)(chang)期(qi)(qi)(qi)化的(de)關鍵在于降(jiang)低短(duan)期(qi)(qi)(qi)支付項目(mu)，加大長(chang)(chang)期(qi)(qi)(qi)支付項目(mu)。如年(nian)終獎(jiang)、福利、補貼可以采用(yong)按年(nian)發(fa)放(fang)的(de)方式，并將其發(fa)放(fang)與職工(gong)工(gong)作(zuo)年(nian)限相結合，樹立職工(gong)長(chang)(chang)期(qi)(qi)(qi)工(gong)作(zuo)的(de)激勵，起(qi)到穩(wen)定職工(gong)隊伍，降(jiang)低員工(gong)流失率(lv)，鞏(gong)固職工(gong)忠(zhong)誠度的(de)作(zuo)用(yong)。

勞(lao)(lao)動(dong)(dong)報(bao)酬(chou)(chou)的(de)制度(du)(du)化(hua)。勞(lao)(lao)動(dong)(dong)報(bao)酬(chou)(chou)是職工和企(qi)(qi)業(ye)關注的(de)焦點，報(bao)酬(chou)(chou)的(de)變化(hua)對企(qi)(qi)業(ye)影響極(ji)大(da)，因此筆者建議企(qi)(qi)業(ye)建立(li)勞(lao)(lao)動(dong)(dong)報(bao)酬(chou)(chou)支付(fu)辦(ban)法，實行勞(lao)(lao)動(dong)(dong)報(bao)酬(chou)(chou)的(de)透明(ming)化(hua)管理。具體操作是將勞(lao)(lao)動(dong)(dong)報(bao)酬(chou)(chou)結(jie)構、支付(fu)方式、支付(fu)時間、支付(fu)依據、晉升規則、保密規定集中作為企(qi)(qi)業(ye)的(de)一(yi)項規章制度(du)(du)，實現勞(lao)(lao)動(dong)(dong)報(bao)酬(chou)(chou)成本的(de)可控性。

8、社會保險優化約定

社(she)會保(bao)(bao)險(xian)(xian)(xian)是勞(lao)動(dong)法(fa)律關系中的(de)一(yi)(yi)個(ge)重要內容，近年來(lai)隨(sui)著《社(she)會保(bao)(bao)險(xian)(xian)(xian)法(fa)》的(de)實行，五(wu)項(xiang)社(she)會保(bao)(bao)險(xian)(xian)(xian)總額占到企(qi)(qi)業(ye)(ye)(ye)工資(zi)(zi)成本的(de)51%，社(she)保(bao)(bao)成本成為(wei)(wei)(wei)企(qi)(qi)業(ye)(ye)(ye)關注的(de)一(yi)(yi)項(xiang)重要內容。社(she)會保(bao)(bao)險(xian)(xian)(xian)風險(xian)(xian)(xian)重點在(zai)于社(she)保(bao)(bao)成本的(de)優化，筆者(zhe)認為(wei)(wei)(wei)對社(she)保(bao)(bao)成本的(de)優化可(ke)(ke)以(yi)(yi)(yi)從三個(ge)方(fang)(fang)面考慮：1、社(she)會保(bao)(bao)險(xian)(xian)(xian)繳費基數(shu)(shu)優化，社(she)保(bao)(bao)繳費基數(shu)(shu)優化需要和工資(zi)(zi)結(jie)構(gou)相結(jie)合(he)，采(cai)用(yong)短期(qi)工資(zi)(zi)降(jiang)低、長期(qi)工資(zi)(zi)加大的(de)方(fang)(fang)式降(jiang)低社(she)保(bao)(bao)繳費基數(shu)(shu)；2、社(she)保(bao)(bao)外包。目前一(yi)(yi)些人力資(zi)(zi)源服務公(gong)司均能提(ti)供社(she)保(bao)(bao)代理服務，可(ke)(ke)以(yi)(yi)(yi)通(tong)(tong)過社(she)保(bao)(bao)業(ye)(ye)(ye)務外包降(jiang)低社(she)保(bao)(bao)操作(zuo)的(de)人工成本；3、商業(ye)(ye)(ye)保(bao)(bao)險(xian)(xian)(xian)補充(chong)。以(yi)(yi)(yi)工傷保(bao)(bao)險(xian)(xian)(xian)為(wei)(wei)(wei)例，工傷保(bao)(bao)險(xian)(xian)(xian)基金(jin)雖然可(ke)(ke)以(yi)(yi)(yi)報銷大部(bu)分(fen)工傷費用(yong)，但仍有幾項(xiang)由企(qi)(qi)業(ye)(ye)(ye)本身承擔，企(qi)(qi)業(ye)(ye)(ye)可(ke)(ke)以(yi)(yi)(yi)通(tong)(tong)過商業(ye)(ye)(ye)補充(chong)保(bao)(bao)險(xian)(xian)(xian)免(mian)除企(qi)(qi)業(ye)(ye)(ye)的(de)賠付責任(ren)。

9、違約賠(pei)償責(ze)任(ren)約定

從違(wei)約(yue)金(jin)(jin)的(de)(de)法(fa)律(lv)沿革來(lai)看(kan)，08年(nian)之(zhi)前《勞動法(fa)》采(cai)用(yong)的(de)(de)任(ren)意(yi)違(wei)約(yue)金(jin)(jin)的(de)(de)約(yue)定方式(shi)，對違(wei)約(yue)金(jin)(jin)數(shu)額、約(yue)定情況(kuang)均(jun)未限制。08年(nian)之(zhi)后《勞動合(he)(he)同法(fa)》第(di)25條(tiao)采(cai)用(yong)限制違(wei)約(yue)金(jin)(jin)的(de)(de)立法(fa)方式(shi)，將違(wei)約(yue)金(jin)(jin)范圍限定在(zai)服務期違(wei)約(yue)金(jin)(jin)和競業禁止違(wei)約(yue)金(jin)(jin)兩個(ge)方面(mian)。企業需要注(zhu)意(yi)的(de)(de)是(shi)不能(neng)(neng)擴大違(wei)約(yue)金(jin)(jin)的(de)(de)適用(yong)范圍。因此(ci)不能(neng)(neng)在(zai)勞動合(he)(he)同中擴大違(wei)約(yue)金(jin)(jin)的(de)(de)適用(yong)范圍，否則可能(neng)(neng)導致(zhi)無效(xiao)條(tiao)款，并承擔無效(xiao)條(tiao)款的(de)(de)法(fa)律(lv)責任(ren)。

對員(yuan)(yuan)工(gong)造(zao)成(cheng)單位損(sun)(sun)(sun)(sun)(sun)失(shi)(shi)(shi)(shi)賠(pei)(pei)償(chang)，可(ke)以(yi)在勞動合同(tong)中(zhong)約定(ding)損(sun)(sun)(sun)(sun)(sun)失(shi)(shi)(shi)(shi)計(ji)算條(tiao)款處(chu)理員(yuan)(yuan)工(gong)給企業(ye)造(zao)成(cheng)損(sun)(sun)(sun)(sun)(sun)失(shi)(shi)(shi)(shi)的(de)賠(pei)(pei)償(chang)責任(ren)和員(yuan)(yuan)工(gong)違法離(li)職造(zao)成(cheng)損(sun)(sun)(sun)(sun)(sun)失(shi)(shi)(shi)(shi)責任(ren)。因員(yuan)(yuan)工(gong)給企業(ye)造(zao)成(cheng)損(sun)(sun)(sun)(sun)(sun)失(shi)(shi)(shi)(shi)的(de)賠(pei)(pei)償(chang)責任(ren)法律沒(mei)有(you)明確(que)規定(ding)，僅僅在《工(gong)資支付暫行規定(ding)》第16條(tiao)予以(yi)認可(ke)，企業(ye)可(ke)以(yi)針(zhen)對員(yuan)(yuan)工(gong)所在崗位及可(ke)能(neng)造(zao)成(cheng)的(de)損(sun)(sun)(sun)(sun)(sun)失(shi)(shi)(shi)(shi)約定(ding)該損(sun)(sun)(sun)(sun)(sun)失(shi)(shi)(shi)(shi)的(de)計(ji)算辦法。員(yuan)(yuan)工(gong)違法離(li)職造(zao)成(cheng)的(de)損(sun)(sun)(sun)(sun)(sun)失(shi)(shi)(shi)(shi)同(tong)樣可(ke)以(yi)采(cai)用(yong)提前(qian)做出損(sun)(sun)(sun)(sun)(sun)失(shi)(shi)(shi)(shi)計(ji)算的(de)約定(ding)，通(tong)過損(sun)(sun)(sun)(sun)(sun)失(shi)(shi)(shi)(shi)計(ji)算條(tiao)款確(que)定(ding)員(yuan)(yuan)工(gong)賠(pei)(pei)付數額，以(yi)此作為企業(ye)追(zhui)究(jiu)員(yuan)(yuan)工(gong)損(sun)(sun)(sun)(sun)(sun)失(shi)(shi)(shi)(shi)賠(pei)(pei)償(chang)責任(ren)的(de)依據。

10、競業禁止(zhi)莫忽視

競(jing)業(ye)禁止是一把雙刃劍，即約(yue)(yue)束(shu)員工，也限制企(qi)業(ye)。對禁業(ye)禁止的約(yue)(yue)定，單位的著力點(dian)競(jing)業(ye)禁止約(yue)(yue)束(shu)范圍和競(jing)業(ye)禁止的解除兩個方(fang)面。競(jing)業(ye)禁止是對職工就業(ye)的約(yue)(yue)束(shu)，約(yue)(yue)定應(ying)當明確，明確競(jing)業(ye)禁止的區域(yu)范圍、行業(ye)范圍，競(jing)爭性企(qi)業(ye)范圍。如因約(yue)(yue)定不(bu)明造(zao)成員工違(wei)反競(jing)業(ye)禁止協議(yi)，企(qi)業(ye)必然(ran)遭受無(wu)端損失。

競業(ye)禁(jin)止的(de)(de)解(jie)(jie)(jie)除(chu)在最(zui)高院《關(guan)于審理勞動(dong)爭(zheng)議適(shi)用(yong)法律若干(gan)問題的(de)(de)意(yi)見四》（以(yi)下簡稱意(yi)見）中做出了(le)明確規定，第八條規定了(le)單(dan)位的(de)(de)默示解(jie)(jie)(jie)除(chu)，單(dan)位可以(yi)通(tong)過不作為方式即不支(zhi)付競業(ye)禁(jin)止補償金滿(man)三(san)個(ge)月的(de)(de)，構成(cheng)競業(ye)禁(jin)止的(de)(de)事實(shi)解(jie)(jie)(jie)除(chu)。這(zhe)點主(zhu)要針對(dui)單(dan)位對(dui)員工競業(ye)禁(jin)止態度的(de)(de)變化，如員工已無競業(ye)禁(jin)止的(de)(de)必(bi)要，則可以(yi)通(tong)過此種方式短期約束員工。

 意見第九條(tiao)規定了單(dan)(dan)位(wei)的單(dan)(dan)方解除(chu)權(quan)，單(dan)(dan)位(wei)可以在(zai)支(zhi)付員(yuan)工三個月競(jing)(jing)業禁(jin)止補償費用之后(hou)解除(chu)協議。本(ben)條(tiao)同(tong)樣適(shi)用于已(yi)經無須競(jing)(jing)業禁(jin)止的員(yuan)工，單(dan)(dan)位(wei)可以實時(shi)解除(chu)競(jing)(jing)業禁(jin)止協議，降低單(dan)(dan)位(wei)支(zhi)出。

11、規章制度(du)指(zhi)引性條款

在企業擬定的(de)(de)勞動(dong)合同(tong)中(zhong)，一般都會設置規(gui)(gui)(gui)章制(zhi)度(du)指(zhi)引性條款(kuan)，如員工勞動(dong)報酬按照單(dan)位勞動(dong)報酬計發辦法(fa)確(que)定、員工考(kao)(kao)核(he)標準參照企業考(kao)(kao)核(he)制(zhi)度(du)、員工上下班時間依(yi)據考(kao)(kao)勤(qin)制(zhi)度(du)確(que)定。這(zhe)些指(zhi)引性條款(kuan)實際是將規(gui)(gui)(gui)章制(zhi)度(du)作(zuo)為勞動(dong)合同(tong)的(de)(de)一部分，但需要注意的(de)(de)是規(gui)(gui)(gui)章制(zhi)度(du)的(de)(de)適用(yong)效力(li)。

規(gui)章(zhang)(zhang)制(zhi)(zhi)(zhi)度與(yu)員(yuan)(yuan)工(gong)利益(yi)相關的(de)條(tiao)款其(qi)生效有(you)三(san)個前提：一是規(gui)章(zhang)(zhang)制(zhi)(zhi)(zhi)度經(jing)過民(min)主(zhu)程序(xu)制(zhi)(zhi)(zhi)定。但這點在司(si)法(fa)解釋四實行后有(you)所松動，只要規(gui)章(zhang)(zhang)制(zhi)(zhi)(zhi)度內容合(he)法(fa)并向(xiang)員(yuan)(yuan)工(gong)公示(shi)(shi)(shi)，就(jiu)可(ke)以作為(wei)企(qi)(qi)業(ye)管理的(de)依據；二是規(gui)章(zhang)(zhang)制(zhi)(zhi)(zhi)度必須(xu)經(jing)過公示(shi)(shi)(shi)程序(xu)，告(gao)知員(yuan)(yuan)工(gong)。對公示(shi)(shi)(shi)程序(xu)法(fa)律沒有(you)明確規(gui)定，企(qi)(qi)業(ye)一般可(ke)以采用員(yuan)(yuan)工(gong)告(gao)知培訓(xun)并簽訂告(gao)知函的(de)方式履行告(gao)知義(yi)務；三(san)是規(gui)章(zhang)(zhang)制(zhi)(zhi)(zhi)度與(yu)勞動合(he)同(tong)(tong)內容的(de)沖突，勞動合(he)同(tong)(tong)效力優先。這要求我們制(zhi)(zhi)(zhi)定規(gui)章(zhang)(zhang)制(zhi)(zhi)(zhi)度指引性條(tiao)款必須(xu)審核(he)勞動合(he)同(tong)(tong)內容，不(bu)能出現與(yu)勞動合(he)同(tong)(tong)沖突性條(tiao)款。

12、工作交接條款不(bu)可(ke)少

員(yuan)工(gong)(gong)離職管理(li)中容易忽略的一個問題就是工(gong)(gong)作(zuo)(zuo)(zuo)(zuo)交接(jie)(jie)(jie)問題，勞(lao)(lao)(lao)資矛盾可(ke)能(neng)更直(zhi)接(jie)(jie)(jie)地(di)表現為(wei)(wei)工(gong)(gong)作(zuo)(zuo)(zuo)(zuo)交接(jie)(jie)(jie)的沖突，如員(yuan)工(gong)(gong)拒絕交接(jie)(jie)(jie)工(gong)(gong)作(zuo)(zuo)(zuo)(zuo)、不(bu)交還工(gong)(gong)作(zuo)(zuo)(zuo)(zuo)工(gong)(gong)具、非法(fa)占有公司財務。因此有必要在(zai)勞(lao)(lao)(lao)動(dong)合(he)同(tong)中對工(gong)(gong)作(zuo)(zuo)(zuo)(zuo)交接(jie)(jie)(jie)提前(qian)做出約(yue)(yue)(yue)(yue)定(ding)。對工(gong)(gong)作(zuo)(zuo)(zuo)(zuo)交接(jie)(jie)(jie)，主(zhu)要規定(ding)在(zai)《勞(lao)(lao)(lao)動(dong)合(he)同(tong)法(fa)》第(di)五(wu)十條第(di)二款“勞(lao)(lao)(lao)動(dong)者(zhe)應(ying)(ying)當按照(zhao)雙方(fang)的約(yue)(yue)(yue)(yue)定(ding)，辦理(li)工(gong)(gong)作(zuo)(zuo)(zuo)(zuo)交接(jie)(jie)(jie)。用人(ren)單位(wei)依照(zhao)本法(fa)有關規定(ding)應(ying)(ying)當向(xiang)勞(lao)(lao)(lao)動(dong)者(zhe)支付(fu)經濟補償金的，在(zai)辦結工(gong)(gong)作(zuo)(zuo)(zuo)(zuo)交接(jie)(jie)(jie)時支付(fu)”，據此一方(fang)面用人(ren)單位(wei)可(ke)以約(yue)(yue)(yue)(yue)定(ding)“員(yuan)工(gong)(gong)應(ying)(ying)當按照(zhao)合(he)同(tong)約(yue)(yue)(yue)(yue)定(ding)做好(hao)工(gong)(gong)作(zuo)(zuo)(zuo)(zuo)交接(jie)(jie)(jie)，不(bu)交接(jie)(jie)(jie)或者(zhe)不(bu)完全交接(jie)(jie)(jie)，造成(cheng)公司損失的，員(yuan)工(gong)(gong)應(ying)(ying)當承擔損失賠償責任”；另一方(fang)面用人(ren)單位(wei)也可(ke)以以經濟補償金為(wei)(wei)條件，督(du)促員(yuan)工(gong)(gong)辦理(li)工(gong)(gong)作(zuo)(zuo)(zuo)(zuo)交接(jie)(jie)(jie)。

13、送達地址條款莫忘記

企(qi)業員(yuan)工(gong)關(guan)系(xi)管理中(zhong)送(song)達是一(yi)個難(nan)題，企(qi)業的(de)(de)勞(lao)動合同、崗(gang)位薪資變動通知(zhi)(zhi)、解(jie)除通知(zhi)(zhi)、終(zhong)止通知(zhi)(zhi)等諸多法(fa)律(lv)文書(shu)(shu)都須(xu)(xu)送(song)達員(yuan)工(gong)才能發生法(fa)律(lv)效力(li)。但多數企(qi)業忽略了對送(song)達地(di)(di)址的(de)(de)約(yue)定，導致員(yuan)工(gong)失聯后相關(guan)法(fa)律(lv)文書(shu)(shu)無(wu)法(fa)送(song)達，最典型的(de)(de)就是形成“兩不找”的(de)(de)法(fa)律(lv)狀態，造成企(qi)業的(de)(de)法(fa)律(lv)隱患(huan)。因此必須(xu)(xu)在勞(lao)動合同中(zhong)明確約(yue)定“員(yuan)工(gong)應當向企(qi)業提供準確的(de)(de)郵(you)遞(di)地(di)(di)址和聯系(xi)方(fang)式，如(ru)郵(you)遞(di)地(di)(di)址和聯系(xi)方(fang)式變動應當及時通知(zhi)(zhi)企(qi)業。員(yuan)工(gong)郵(you)遞(di)地(di)(di)址和聯系(xi)方(fang)式變動未履(lv)行通知(zhi)(zhi)義務的(de)(de)，企(qi)業按照原(yuan)地(di)(di)址郵(you)遞(di)送(song)達，無(wu)論(lun)是否退回均視(shi)為送(song)達。因此造成的(de)(de)法(fa)律(lv)后果(guo)由員(yuan)工(gong)負擔”。