Un guide pratique de conformité de loi du travail en Chine
Par AJ Hu
La série récente d'événements de travail de profil haut a jeté un projecteur sur la protection droits d'ouvriers des' en Chine.
Plusieurs multinationales étrangères, y compris FoxConn, McDonald et Yum ! Stigmatise d'inc. - qui possède la marque de KFC, avait été étudié pour fournir des conditions de travail pauvres, sous-payer leurs ouvriers à temps partiel et s'engager dans d'autres pratiques déloyales de travail. La délivrance des ouvriers slaves des fours à briques et des mines dans des provinces de Henan et de Shanxi avait également fait des titres dans beaucoup de médias de nouvelles locaux et internationaux. Ces événements et l'établissement récent de la loi du travail révisée de la Chine le 29 juin 2007 - après 18 mois de discussions houleuses, rappellent les investisseurs étrangers d'être conscients de leurs engagements légaux en tant qu'employeur en Chine.Engagements des employeurs étrangers
La Chine a son propres système et règlements de travail uniques. Indépendamment des conditions habituelles d'emploi, telles que les contrats de signature avec des ouvriers, répondant à des normes de salaire et publiant le salaire opportun, des employeurs en Chine sont également obligés :
1. Classez leur emploi et renvoi de personnel avec les bureaux appropriés de gouvernement
2. Personnel maintenez employés' classent - un document chinois unique qui enregistre toute l'histoire d'universitaire et d'emploi d'un employé, et la responsabilité de maintenir le dossier est transféré à partir d'un employeur à l'autre quand l'employé change les travaux
3. Retenez et payez l'impôt sur le revenu individuel au nom de leurs employés
4. Apportez les contributions mensuelles les prestations sociales à leurs employés' et les fonds de logement
La plupart des processus ci-dessus sont compliquées par la participation de plusieurs bureaux de gouvernement et écritures pénibles. For the unfamiliar, staffing their China operations may pose a challenge. What follows is a useful list of “must-knows” for employers in China.
Employment contract
Official employment contracts written in Chinese must be provided to all employees. While there is no standard contract format, the agreement should bear critical information including term of contract, probation period, job responsibilities, labor protection and working conditions, compensation, termination conditions, disciplinary rules and breach of contract provisions. Depending on individual needs of companies, it is also common to include other contract terms such as non-compete clause, non-disclosure agreements and training bond period.
Term of contracts
Three legal forms of employment terms exist in China:
• Fixed Term Employment - contract terminates once the stated time period lapse. Upon expiration, the contract can be renewed with mutual consent from both contracting parties.
• Open-Ended Employment - contract without termination date.
• Project-based Employment – contract terminates upon completion of a stated project.
Due to the common abuse of fixed-term contracts by companies to avoid long-term employment commitments, the new labor law includes several provisions to curb such practice and better protect workers’ rights. Now, companies can sign at most two fixed-term contracts with an employee and are obliged to pay severance compensation if they do not renew the contract.
Wages
The wage standards vary across different regions of China, depending upon economic conditions and job requirements. For Shanghai, the current minimum required wage stands at RMB 840.
Social Welfare Benefits
Employers are obliged to contribute to the employees’ social welfare benefits on a monthly basis.The Domicile City Insurance is the most common benefit scheme adopted for employees of Shanghai residency. The contribution by both employer and employee is detailed in the table below:
The contributions are calculated based upon the gross salary paid to the employee, but a varying minimum base and maximum cap applies for Shanghai, Beijing and Guangzhou.
Working hours
The China labor law stipulates an eight-hour workday, with no more than 40 working hours per week for full-time employees. If there is a specific need for overtime, companies would need to discuss the arrangements with relevant unions and provide overtime compensation, set at 150% of normal wages for overtime on normal workdays, 200% for rest days, and 300% for national holidays.
Leave and vacations
Similar to other international labor practices, China’s leave and vacation policy includes annual leave, wedding leave, funeral leave, maternity leave and sick leave. In addition, employees working out of their registered province or city are eligible for family visitation leave.
Termination
Generally, workers can terminate their employment contracts by providing a 30 days’ written notice to the employer. However, the prior notice can be exempted if the worker is still under probation or if the company fails to fulfill its legal obligations as an employer. Termination by employers is much more complicated and often involves severance compensation. An employer can dismiss staff without prior notice or severance pay only if the worker fails to perform during the probation period or if the worker commits a serious breach of conduct, dereliction of duty or crime in accordance with the law. In other situations, the employer will be required to give 30 days’ notice to the employee and/or pay compensations stipulated by the provincial governments. The new labor law also states that companies planning to reduce their workforce must consult the labor unions 30 days prior to the dismissal. It is undeniable that China offers vast opportunities to foreign investors, but at the same time, the risks of labor disputes can significantly impact business operations. It is therefore critical for employers to develop responsible HR strategies that ensure stable business operations in China.
AJ Hu is the Partner of The JLJ Group (www.jljgroup.com), a one-stop service-provider
assisting foreign companies to enter or grow inthe China market.
