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SAFE has eased market access for foreign exchange, employee termination requirements have been heightened and the Shanghai FTZ has launched a pilot project for the parallel import of automobiles [ABSTRACT FROM AUTHOR]

I have heard that underpaying social insurance is a major cause of labour unrest in China. How do I calculate employees' contribution amounts correctly and ensure all payments are made in compliance with labour and insurance laws? What is the most cost-effective way to handle this? [ABSTRACT FROM AUTHOR]

The number of temporary placement workers used by enterprises may not be more than 10% of the enterprises' total workforce. [ABSTRACT FROM AUTHOR]

The labour authority of Macau has put in place strong guidelines and requirements for the employment process in order to meet the rocketing economy's demand for workforce [ABSTRACT FROM AUTHOR]

The article reports on issues that foreign employers should consider when drafting and signing employment contracts in China. The Employment Contract Law requires that an employment contract must have certain terms like the identity information of both parties and social insurance. A template can be utilised in any province without being challenged. A Chinese translation of the contract will be necessary because of the requirements of the arbitral tribunal or court in case a dispute arises.

The author comments on draft provisions which clarified some areas of the Employment Contract Law in China. The provisions will limit the percentage of labor dispatch. According to the draft, labor dispatch is a for-profit business model wherein employees are hired by a staffing agency and the dispatch employees work for another employer. The three categories of dispatch employees are temporary, substitute and auxiliary.

The article reports that the Ministry of Human Resources and Social Security (MOHRSS) has issued draft provisions to clarify some areas of the Employment Contract Law. The draft placed a 10% limit on the amount of placed workers a company can used as part of its total employee pool. The three types of placed workers under the law are auxiliary, temporary and substitute.

The article discusses the regulatory developments in China as of mid-2013. It cites the confusion by employers in dealing with the amended Employment Contract Law due to the lack of implementing regulations. The Ministry of Human Resources and Social Security (MOHRSS) also failed to release the percentage of dispatch workers that a company is allowed to use.

The article provides an answer to a question on how a foreign-invested enterprise in China can avoid costly labor disputes and penalties when it terminates an employment contract.

The article explores challenges facing foreign representative offices that use temporary workers in China. Placement is a contractual relationship between the worker, the user of the placed worker and the placement agent. Foreign representative offices complain of high placement costs. Some representative offices also say that their agencies are useless. According to the author, the revision of the Employment Contract Law may offer little hope for such situations.

The amendments to China's 2008 Employment Contract Law have closed some loopholes but simplistic definitions and vague wording have created new ones. Questions also remain over how aggressively the new Law will be enforced [ABSTRACT FROM AUTHOR]

The article reports on new legislation in China related to employment and securities investment funds. In Article 66 of the revised People's Republic of China (PRC) Employment Contract Law, placement is now defined as a complementary nature and shall only apply to temporary, ancillary or substitute positions. The Amendment to the PRC Trademark Law (Draft) allows the filing of a single application for registration of a trademark for different types of products.

The article reports that several employers have mentioned their uncertainty in structuring non-compete clauses despite the implementation of the Employment Contract Law in 2008 in China. Lawyer May Lu explained that several employers fail to take the necessary measures to protect information contained in the law and are not always aware of its strict requirements. She added that reasonable compensation is important in non-compete agreements. The key provisions of the law are provided.

The article focuses on the regulation of labour dispatch in China. It recalls that the draft amendment to the Employment Contract Law was released on July 9, 2012 for public comments which generated nearly 560 comments within a month. It notes that the draft amendment is comprised of four articles that seek to enhance the restrictions placed on the labour dispatch employment model. One factor behind the debate about labour dispatch concerns the internal headcount restriction.

The article offers guidelines for foreign companies to ensure an optimum choice in regards to using staffing firms in China. Foreign companies are advised to select a staffing firm with a good reputation, has flexibility on some of the terms and conditions, and has the proper license. The representative office is urged to sign a supplementary contract directly with the employees to detail certain work conditions, including rights and obligations between the staffing firm and the employee.

The article presents the views of employment specialists on how Chinese labor laws affect the company and its foreign workers and what issues should they consider before setting up an office in China. According to Megan Kruman, a foreign consultant at Shanghai HR&L Law Firm, among the issues that should be considered include labor relations, employment contract laws in the country and social insurance. Other issues to consider, according to Susan Deng of Mayer Brown JSM, are immigration and social insurance.

The article discusses the employment process in China, as well as the laws related to it. It is stressed that there are legal problems surrounding the process of seeking, interviewing and selecting candidates for a position. The Administration of Foreigners Working in China Provisions contains the basic requirements foreign employees should meet which include being at least 18 years old and having a valid passport. China's Employment Contract Law mandates individual written employment contracts to be subjected to limited exemption.

The article discusses a court case involving Pine Labs Private Limited v. Gemalto Terminals India Private Limited which deals with the issue of ownership of copyright under Indian law. It specifically discusses the applicability of Section 19 to an equitable assignment in order to determine its legitimacy. The Delhi High Court determined that the copyright ownership was based on the aspect relating to contract of employment and contract for employment.

The article focuses on a tax policy in China which may force multinational companies to choose either a high tax or provide local employment contracts to expatriates. The State Administration of Taxation (SAT) announces that it will audit non-resident enterprises sending management personnel to China. Part of the audit will examine whether expatriate secondment arrangements form a permanent establishment (PE), according to the law firm Baker & McKenzie. The bias concerning employees under the Employment Contract Law is discussed.

The article reports on the decision of China to not revise its Employment Contract Law (ECL), despite increasing bankruptcy cases. According to Xin Chunying of the Legislative Affairs Commission of the Standing Committee of the National People's Congress (NPC), the law had nothing to do with the financial crisis and the country's labour relations are stable. Jiang Junlun, a partner of King & Wood, explains that the expiration of employment contracts is related to the major direct labour costs.

The article reports on the reiteration by China's State Council that its directive for companies comply with the 30-day reporting notice rule stipulated under the 2007 Employment Contract Law (ECL) before implementing multiple employee layoffs. Under the ECL, employers must report planned layoffs to local labor authorities at least 30 days in advance. The State Council is reminding companies to submit written layoff plans involving 20 or more employees to the local labor union and social security department.

The article discusses the decision of the provincial government in Guangdong, China, to postpone the application of the Implementing Regulations for the People's Republic of China (PRC) Employment Contract Law (ECL). Guangdong officials allowed cities, such as Dongguan and Shenzhen, to issue their own local rules and will eventually consider issuing provincial regulations after a trial period. The delay was welcomed by companies who feared that the regulations will create additional burden.

The article discusses China's Employment Contract Law (ECL) which requires companies across the country to report mass layoffs of more than 20 employees to local labor authorities. However, the decision of authorities in Shandong and Hubei provinces to revise the rules has made it compulsory for companies to seek government approval for dismissal of more than 40 workers. The possibility of decreasing the minimum wage in order to address rising unemployment and social instability is also cited.

The article discusses the failure of the implementing regulations to clarify ambiguities in China's Employment Contract Law (ECL). It notes that the provincial rules are likely to generate inconsistencies as provinces such as Hubei, Shandong, and Shanghai try to give companies more flexibility to address their employment problems, boost local economy, and encourage investment. Gaps in national and local rules affect labor issues like overtime work pay, mass lay-offs, and contract renewal.

The article looks into the impact of the People's Republic of China (PRC) Labor Contract Law (LCL) on existing and newly concluded labor contracts. Among the issues subject to the PRC LCL are contract header, duty of the employer to inform the employee of working conditions, term of employment contract, probation period, training clause, paid leave, termination, economic compensation for termination, and dispute settlement. The LCL covers both Chinese and foreign invested companies, local and foreign employees.

The article reports on the controversy regarding the Guiding Opinion on Law on the Mediation and Arbitration of Employment Disputes and the Employment Contract Law issued by the provincial government of Guangdong, China without waiting for the State Council to pass the Implementing Draft on the said law. The opinion aims to make the province's litigation and arbitration system more efficient. Issues clarified in the opinion are handling of employment disputes and arbitration, standardized overtime payment and the definition of an open term contract.

The article presents the Guiding Opinion on Several Issues Concerning the Application of the (Law on the Mediation and Arbitration of Employment Disputes) and the (Employment Contract), issued by the provincial government of Guangdong, China. Guangdong clarifies issues arising from the Employment Contract Law. The Opinion addresses issues concerning payment of social insurance premiums by the employer, employment arbitration awards, severance pay, fixed-term employment contracts, non-compete provisions and overtime wages in Guangdong Province.

The article outlines the Guiding Opinion on Several Issues Concerning the Application of the (Law on the Mediation and Arbitration of Employment Disputes) and the (Employment Contract Law) issued by the provincial government of Guangdong Province, China. The Opinion addresses issues concerning payment of social insurance premiums by the employer, employment arbitration awards, severance pay, fixed-term employment contracts, non-compete provisions and overtime wages in Guangdong Province. The Opinions were issued to handle employment disputes.

The article reports on the promulgation of the Employment Contracts Law (ECL) and the Employment Promotion Law (EPL) by the National People's Congress, which were both implemented in China on January 1, 2008. It states the objectives of the ECL which include expanding employment relationships, boosting the rights of an employee and raising the authority and number of trade unions in the workplace. It was noted that the government's intention to prevent discrimination is demonstrated by the EPL.

The article reports on the draft rules on the enforcement of the Labour Contract Law,which was released by the Chinese State Council's Legislative Affairs Office on May 8, 2008 to seek public opinion. Issues covered by such policies include terms of labour contracts, compensation following the end of a contract and the dispatch of staff. HaoLiWen PRC Attorneys senior partner Zhao Deming stressed the contribution of the labour law to the growth of unemployment rate in the country.

The article provides an overview of the labor laws in China. The People's Republic of China (PRC) Employment Contract Law (ECL) that took effect on January 1, 2008 covers contractual relationships between employers and their employees. The PRC Law on the Mediation and Arbitration of Employment Disputes effective May 1, 2008 establishes the relevance of mediation and arbitration proceedings on labor law disputes in practice and intends to reduce the workload of the People's Courts.

The article presents information on the Measures for the Record Filing of Employment of Workers and Registration of Employment and Unemployment, issued in Guangzhou City, China on March 4, 2008. According to Article 9 of these measures, employers should settle written employment contracts with their recruited employees. A copy of the contract shall be given by the employer to the employee, who shall confirm it by signing on the Form for Increase and Reduction in Employment of Workers and in Personnel Subject to Social Insurance of Guangzhou City.

The article discusses the implementation of the Labour Contract Law in China. Although the size of the country makes it difficult to control the employers who abuse their staff, the disputes are handled by arbitration tribunals that settle cases such as the unlawful termination of employees and negotiations with regard to the signing of labor contracts. For the foreign companies who are at first wary about the requirements of compliance, are made to understand that there will be no further restrictions if they already followed the rules.

A summary is presented of the bill Circular on the Issue of the New Model Text for the (Guangzhou Municipal Employment Contract), prepared by the Guangzhou City government.

The article presents updates on China's legislation from 2008 to 2009. It explains employment-related issues in the New Labor Contract Law adopted by the Standing Committee of the National People's Congress (NPC) of the People's Republic of China (PRC) and its Implementing Regulations adopted by the State Council. The Ministry of Commerce (Mofcom), the National Development and Reform Commission (NDRC), and the State Administration for Industrial and Commerce (SAIC) are agencies that review and enforce acts under the Anti-monopoly Law (AML).

The article discusses ways to restructure employment arrangements in China in the light of the recession and the reinforced labor law regime. According to the article, firms must handle employment arrangements delicately and cautiously and be mindful that poorly structured actions and decisions may result in additional costs and risks for the company. The article also reviews the Chinese Labor Contract Law in relation to part-time employment, wage reductions, reduced work hours, compulsory leave, redundancy and bankruptcy.

The article offers information on the Labour Contract Law (LCL) in China. According to the implementing regulations of the LCL, open-ended contracts are not immune to termination, contrary to the fear of some. Under the LCL, workers employed for 10 consecutive years or on two fixed-term contracts can be employed under an open-ended contract. Under such contracts, employment cannot be terminated without showing cause.

The article discusses human resources (HR) issues facing multinational companies in the People's Republic of China (PRC) following the passage of restrictive employment laws. An employer must consider local regulations when conducting HR due diligence. Understanding the target company's workforce in view of the proposed transaction is the second step in HR due diligence. Full-time employees are required to have a written employment contract under the Labour Law and the Employment Contract Law. Rules on wages, layoff and severance are also explained.

This article focuses on the revised Foreign Workers Employment Law in South Korea. According to the Ministry of Labour, there is no need for foreign nationals to make the obligatory one-month trip outside Korea to extend their labor contracts. Under the revised law, foreign nationals allowed to work for up to three years will be able to extend their contracts for another two years. Ministry official Kim Yeon-shik says the new law will enable employers to secure overseas manpower and workers can easily adjust to Korean society.