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131106 mondai manual.pdf
1.
退職勧奨のポイントについて 131106:福田作成 退職勧奨時のポイントについて記す。 退職勧奨自体は、労働基準法違反ではない。ただし、退職勧奨の理由が明確であること。 →複数回の懲戒を文書で出す。本人に話し、受け取った事実を記録する。 前提 解雇の場合「不当解雇」という理由で、労働者が会社を訴えるきっかけを与えることになる。 □チェック □就業規則で、具体的な問題行為の規程をする。□懲戒解雇などはしない、したくないという決意を持つ。□とにかく事実をロギングし、最悪の事態に備える。 使用 文書 □懲戒委員会議事録 □ヒアリングシート □懲戒規程 □事実整理フォーマット(メール送受信、事実整理) 退職勧奨の注意8点(日経トップリーダ 2013.10 p.45より抜粋、一部編集) No 注意点 当社の場合は? 「代表者」+「上級管理職」or「代表者」+「同僚」 で必ず実施す る。 1
面談は、社長や実態を把握している幹部が実施し、課長など下位の管理職に任せない。 また、「発生した事実」は「知りたい従業員」にありのままを伝え る。隠すこと、事実を曲げることはしない。知りたくない従業員には あえて伝える必要はないが、社内に不安・不満をを残さない。 「提案」という形を取る。つまり、相手にメリットがある具体的な条 2 退職の強要や脅迫と指摘されないように、社員が自由に意思表明できる環境で実施する。 件を提示する。Ex)~までに自己都合での退職申し出であれば、手当 を~円、など。採用したことにも責任はある。 3 どんな社員に対しても誠意をもって、礼儀正しく丁寧に接する。 4 面談は2名以上で臨むのが原則。会話は証拠として録音しておく。 感謝の気持ちをまずは伝える。当社で利益ゼロ、費用だけになった人 材は過去10年の、のべ100名以上の稼働で、1名のみである。 No.6に関連。電話に関しても、「ボイスレコーダー」を使う。必ず、 面談後に「議事録」を作成し本人に送付する。 No.6と関連。感情的にならない。淡々と事実を”周囲からヒアリング” 5 人格を批判するような発言をしたらこちらの負け。 する。本人とは話さない。言った言わないは時間のムダ。本人の主張 は、主張の事実として記録し、証拠がない限り、「事実として認めな 6 感情的な表現はできるだけ避け、規則と事実を示して退職を迫る。 事実整理フォーマットを使い、事実の時系列での整理を行う。 7 退職勧奨の面談は5回、各30分を限度とし、就業時間中に実施する。 本人が出社しない場合などは、メールで伝える。 8 面談で人間関係がこじれた場合は他の面談者があたる。 選択肢として、中途は「管理職」との交代はあるが、最後は「代表 者」が対応する。
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