中国の労働法の承諾への実用的なガイド
AJ Huによって
最近の一連の高プロファイルの労働のでき事は労働者のの保護のスポットライトを」中国の権利投げた。
FoxConn、マクドナルドおよびYumを含む複数の外国の多国籍企業、! KFCのブランドを所有するブランド株式会社悪い労働条件を提供すること、パートタイムの労働者に低賃金を支払うことおよび他の不公平な労働練習の従事のために調査された。 レンガ窯からの奴隷の労働者およびHenanおよび山西地域の鉱山の救助はまた多くのローカルおよび国際マスコミの見出しを作った。 2007年6月29日の中国の修正された労働法のこれらのでき事そして最近の制定は-激論後の…の18かの数か月、外国投資家に中国の雇用者として法律上の義務を意識するために思い出させている。外国の雇用者の義務
中国に自身の独特な労働システムおよび規則がある。 通常の雇用の条件から離れて、労働者が付いている署名の契約のような、賃金の水準にあっておよび時機を得たサラリーを出して中国の雇用者はまた強いられる:
1. 関連した政府局とのスタッフの雇用そして解雇をファイルしなさい
2. 従業員の」人員ファイルする維持しなさい-従業員が仕事を変えるとき従業員のすべての学者そして職歴を記録する独特な中国文書、およびファイルを維持する責任は1人の雇用者から別のものに移る
3. 従業員に代わって個々の所得税を差し控え、支払いなさい
4. 従業員のへの月例貢献を」社会利点およびハウジングの資金しなさい
上記のプロセスのほとんどは複数の政府局および退屈な書類事務の介入によって複雑になる。 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.
