Posted on May 21st, 2011 by Cindy Zhang
Is hiring or firing an Ayi (Someone who do your cleaning, cooking or baby sitting) bound to Labour Rules?
No, the relation between the family and its Ayi is not a labour relation.
How to define the relation between a family and an Ayi ?
It's a service relation.
What's the difference between the service relation and labour relation?
Service relation is between equal parties, civil rules in China protect both parties without prejudice.
Labour relation is between unequal parties. When 南京充气城堡 drafting the labour rules, the legislator assumed the employer has power over employee, so the Read the rest of this entry »
Posted on May 12th, 2011 by Cindy Zhang
In every labour contract, there are statutory clauses and promissory clauses. The statutory clauses shall be stipulated in accord with labour law, and the promissory clauses could be stipulated by contractual parties with free will as long as they don't violate other laws in China.
The difference between Chinese labourer and Foreign labourer when concluding a labour relation in China is the foreign labourer has more promissory areas. Due to statutory rules are used to protect labourer, the Chinese labourer is protected more.
Statutory areas for Chinese labourer
Statutory Areas for foreign labourer
National Rules
Shanghai Rules
MinRead the rest of this entry »
Posted on May 12th, 2011 by admin
（Promulgated by the Ministry of Labour， Ministry of Public Security， Ministry of Foreign Affairs and Ministry of Foreign Trade and Economic Cooperation， on 22 January 1996 and effective as of 1 May 1996.）
PART ONE GENERAL PROVISIONS
Article 1 These Regulations are formulated in accordance with the provisions of relevant laws and regulations in order to strengthen administration of the employment of foreigners in China.
Article 2 For the purposes of these Regulations， the term “foreigners” shall refer to persons who do not have Chinese citizenship pursuant to the provisions of the PRC， Nationality Law.
For the purposes of thRead the rest of this entry »
Posted on May 11th, 2011 by Cindy Zhang
National Rules and Loacal Rules:
The labour rules in China are a big family. There are national rules which could apply to entire China, and also there are local rules which only apply to local labour relation. Sometimes, the local rules may conflict with national rules. Even according to legislation law, we shall apply to national rule when there are conflicts, the local authorities prefer local rules.
New Rules and Old Rules
Due to there are a lot of revolutions of labour law in China, we shall know which rules are applicable—new rules or old rules?
New rules are only apply to the labour relations after they are promulgated.
Posted on May 10th, 2011 by Cindy Zhang
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;
The form of the Labour Contract:
Both parties may conclude an oral agreement.
The labour relation of part time is not exclusive.
Any worker that conducts non-full-time labor may conclude labor contracts with one employer or more, but no labor coRead the rest of this entry »
Posted on May 1st, 2011 by Cindy Zhang
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 recruitmentRead the rest of this entry »
Posted on May 1st, 2011 by Cindy Zhang
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:
the employee has been proved not to satisfy the recruitment requirements during the probation period;
the employee is in serious violation of the bylaws of the employer;
the employee causes any severe damages to the employer due to his grave negligence to duties or seeking private benefits;
the emRead the rest of this entry »
Posted on May 1st, 2011 by Cindy Zhang
There are several ways to end a labour contract:
Cancelled by one party or both of them.
(1) Employer and Emloyee both agree to cancel the labour contract.
An employer and a worker may cancel the labor contract upon consensus by consultation.
(2) An employee's right to cancel the labour contract:
Cancelling wtih advance notice : A employee may cancel the labor contract if he informs the employer in written from 30 days in advance. During the probation period, a employee may cancel the labor contract if he informs the employer three days in advance.
Cancelling at any time: In the case of any of the following circumstances occurringRead the rest of this entry »
Posted on April 28th, 2011 by Cindy Zhang
Annual leave is the holiday with salary. During Annual leave, the employee shall be paid just the same as normal working days.
Which kind of employee could ask for paid annual leave?
The employee who has been working for a consecutive period of more than one year shall be entitled to paid annual leave. This is a fundamental requirement for annual leave.
It's no doubt that working with one employer for more than one consecutive year could meet the requirement of annual leave. Furthermore, it's also acceptable the employee works with more than one employers for more than one consecutive year, if there is no time gap among different emRead the rest of this entry »
Posted on April 28th, 2011 by admin
Regulation on Paid Annual Leave of the Employee
