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This course aims to provide practical advice on how to combine HR acumen with Employment Law knowledge to draw up clear guidelines that can be used by organisations to guard against possible employees’ claims. While it is essential for HR professionals to be well-versed in Employment Law, the set of skills and legal knowledge they require is different from lawyers, which must be applicable to their daily work.

Objectives

To answer the key questions of:

• Why do HR professionals play an important gatekeeper role in formulation of the right policy?
• Why is Employment Law an important factor in determining whether a workforce is engaged or not?
• Why is it crucial for HR managers to understand what is conducive to employee engagement or not?

Module 1   Overview – Employment Contract and Terms of Employment

• Basic legal knowledge in Hong Kong 
• Intention to create legal relation 
• Offer and acceptance of the employment contract
• Continuous employment (418)
• Contracts (Rights of Third Parties) Ordinance
• Contracting out 
• Contract of service vs. Contract for service; Self-employed Persons
• Common Pitfalls in Negotiating and Drafting Contracts

Module 2 Introduction of wages and different types of leaves

• Discretionary
• Payment of wages and salary slips
• 713 calculation
• Deduction from wages
• End of year payment

• Rest days
• Statutory holidays
• Annual leave
• Calculating leave payments
• Late for work
• Overtime working hours
• Work from home calculation

Maternity

• Maternity leave
• Maternity leave payments
• Medical examination
• Harmful work
• Employment protection

Sickness

• Sick leave
• Paid sickness day
• Sickness allowance
• Employment protection

Paternity

• Statutory paternity leave
• Paternity leave payments
• Employment protection
• Minimum wage
• Competition Ordinance

Module 3 Disciplinary Action and Termination; Handling Labour Disputes and Employee Relations

Disciplinary Action and Termination

• Lawful and reasonable termination
• Summary dismissal
• Consequence of unreasonable termination
• Variation of employment terms
• Payment for suspension from employment
• Severance Payment, Long Service Payment and Terminal Payment

Handling Labour Disputes and Employee Relations

• Handling disciplinary meeting and staff termination
• Grievance handling
• Disciplinary action
  • Between line management and HR
  • Complaints and lawsuits
  • Public relations issues
  • Practising legislations
• Managing relationship with unions
• Apology Ordinance

From Compliance to Employee Relations

• Employer branding: What it takes to be good employers
• Building up employee relations

Module 4 Equal Opportunities Issues & Data Protection in HRM 

Equal Opportunities Issues in HRM

• Practical case study and sharing
• Unlawful acts
• Introduction to Equal Opportunities Commission (EOC) 
• Role and functions
• Concepts of discrimination, harassment and equal opportunities
• The six prohibited grounds
• Application of the legislation: To identify practices that may constitute unlawful discrimination in major human resources management
• Good management practices and ways to prevent discrimination and harassment in the workplace

Data Protection

• Data and other terminologies
• Personal Data (Privacy) Ordinance
• Key compliance requirements for recruitment
• Recruitment advertisements
• Code of practice on HRM

Module 5 MPF; Employees' Compensation; Health and Safety

MPF

• Employer's responsibilities and general MPF administrative matters
• Contribution Surcharge
• Common misconceptions and tips on avoiding non-compliance
• Latest developments of the MPF System
• End of MPF Offsetting and its impact

Health and Safety

• Aspects related to office injuries and illnesses
• Occupational safety and health regulation (Manual handling
• operations & Display screen equipment)
• Fire safety provision in occupational safety and health regulation

Employees’ Compensation

• Handling work injury
• Application of Employees’ Compensation Ordinance
• Compensation items
• Employer’s and employees’ responsibilities
• Settlement channels
• Loss assessment

To qualify for the course certificate, full programme participants are required to fulfil ALL of the requirements below:

• A minimum of 80% attendance of the full programme

• A pass mark in-of-term assessment (Examination date & time: 12 August 2024, 7:00pm – 9:00pm)

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查詢:

劉小姐

Tel: (852) 2837 3830

Email: learning@hkihrm.org