The Consequence of Breaking the Rules of Probation Time

According to Article 83 of  Labor Contract Law of the People’s Republic of China   ” If any employer stipulates the probation period with any worker in violations of this Law, it shall be ordered to make a correction by the labor administration department. If the illegally stipulated probation has been performed, the worker shall be paid compensation by the employer in light of the time worked on probation beyond the statutory probation period, at the rate of the worker’S monthly salary after probation.”

According to Labour contract Law, under the following circumstances, the employer should bear the compensation:

  • the agreed probation time is longer than the statutory length and it has been performed.

The rules of probation time are compulsive, there are consequences when the company breaks them.For example, if the employee and employer conclude a 1 year labour contract, the probation time of the employee should be no longer than 2 months. If the labour contract between them stipulate 4 months probation time, the employee could report it to labour administrative department; if the wrongful probation time is already performed, the employee could get a two month salary as compensation.

  • An employer stipulates more than one  probation period with a same worker and the probation time has been performed.
  • Probation period is stipulated in a labor contract with a period to complete the prescribed work or a labor contract with a fixed period of less than three months and it has been performed.
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Part Time (Non-Full-Time) Labour Relation

Part Time labour  is also governed by labour contract law, but it is quite different from full time labour:

  • The working hour system of part time labour:

            1. The remuneration is generally calculated on hourly basis;

            2. The average working hours of a worker per day shall not be more than four hours and the cumulative working hours per week for the same employer shall not be more than 24 hours; CONTINUE READING…

Posted in Basic Concepts, Insurance, Probation Period, Termination and Revoke of the Labour Contract, Wages, Working Hours, Rest and Vacation | Comments Off

The Importance of Recruitment Requirements

You all know from my last post that the employer could cancel the labour contract during probation period if the employee could not satisfy the recruitment requirements. However, satisfying the recruitment requirements is not equal to capability of doing one’s job.

Recruitment requirements are the requirements illustrated in recruitment advertising,  not some requirements the employer could come up with  during the probation time. Thus, don’t try to fire any employee by reason of incapability of doing one’s job unless this reason  is stipulated in your recruitment advertising.

Unfortunately, the enterprises always ignore the importance of recruitment advertisement. I have to suggest that the more concrete the recruitment ads are, the better it will be.

Posted in Probation Period, Recruitment | 1 Comment »

Could the Employer Cancel the Labour Contract Wilfully During Probation?

Most of the enterprises think they could fire the employee during probation period if they can prove this employee is not qualified for this job , however, this is a misunderstanding of the Labour Contract Law.

Actually, according to Labour Contract Law, the employer could only cancel the labour contract when the following circumstances occurred:

  1. the employee  has been proved not to satisfy the recruitment requirements during the probation period;
  2. the employee  is in serious violation of the bylaws of the employer;
  3. the employee  causes any severe damages to the employer due to his grave negligence to duties or seeking private benefits;
  4.  the employee establishes a labor relationship with other employers at the same time and may seriously influence his completion of the work in this entity, or he refuses to make a correction after the employer has pointed it out;
  5.  If the employee concludes or modifies, by way of deception or coercion or taking advantage of the other employer’s  difficulties, makes the employer to conclude or to make an amendment of a labor contract that is contrary to that employer’S true will,  the labour contract is invalidated.
  6. the employee  is subject to criminal liabilities according to law.
  7.  The employee  falls ill or is injured for a non-work-related reason, and is not able to bear the original post after the expiration of the medical treatment period as prescribed, nor can he assume any other position as arranged by the employer.
  8. The employee  is incapable of doing his job and remains so upon training or upon adjustment to his post.

 If the employer terminates the labor contract during the probation period, it shall make an explanation to the employee.

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the Length of Probation Period in Employment Contract (China)

How long is the probationary period ?

1.  Where  the labour contract was signed before Jan 1st 2008,  the probation period should be not more than 6 months.

2. Where the labour contract was signed before Jan 1st 2008 in Shanghai,the probationary period depends on the term of the labour contract.

The term of a labour contract  Probation Period
 the term of a labor contract  < 6 months no probation period
6months  ≤  the term of a labor contract  < 1 year      ≤1 months
1 year  ≤  the term of a labor contract  < 3 years ≤3months
3 year  ≤  the term of a labor contract ≤6 months

3. Where the labour contract was signed after Jan 1st 2008, the probation period also depends on the term of the labour contract.

The term of a labour contract  Probation Period
3 months  ≤  the term of a labor contract  < 1 year      ≤1 month
1 year  ≤  the term of a labor contract  < 3 years ≤2 months
3 year  ≤  the term of a labor contract(fixed-term contract) ≤6 months
Unfixed-term contract ≤6 months
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