By (auth.), Chris Devonshire-Ellis, Christian Fleming, Eunice Ku (eds.)
Chinese legislations areas major tasks on employers to stay legally compliant in all exertions concerns. during this advisor, we deal with the key concerns in dealing with employment relationships in China.
- Recruiting Professionals
- Hiring Staff
- Handling Payroll
- Managing the Employment Relationship
- Terminating the Employment Relationship
- Organizing Visas
Within those subject matters, we handle hard work contracts, corporation rulebooks, wage applications, social coverage contributions, detailed conditions for staff (extended affliction or pregnancy), termination and severance pay, and visas for international employees and chinese language employees being despatched to paintings abroad.
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Additional resources for Human Resources and Payroll in China
2. Is the position likely to be a permanent one? 3. What kind of responsibilities will the employee have within the organization? 4. The effect on the motivation and sense of belonging of the employee. 5. Whether or not the company is able to employ people directly in China. The first four points will be considered by employers all over the world. If the role is expected to be a permanent one carrying a large degree of responsibility, then the employer will generally look to hire the employee directly.
5 Allowances and benefits (particularly for foreign employees). 5 Length of probationary period. 5 Stock options. We also recommend that some reference be made to the company rulebook in the employment contract. This makes a clear association between the signing of the employment contract by the employee and their observation of the company rules. In certain cities, once the template has been drafted it should be taken to the local Labor Bureau for verification. If you fail to do this, the validity of some of the clauses may be challenged by your employees in the event of a dispute arising from the implementation of such a contract.
A company may devise hundreds of rules in their rulebook, making it extremely hard for the employees to keep “in compliance,” and also increasing the workload of the HR division to supervise the rules. Bear in mind that if a dispute with an employee or ex-employee reaches the court, the judge may consider the size and complexity of the rulebook when deciding how much responsibility the employee should take for a particular infraction. If the judge considers that the company has set arbitrary rules in order to find reasons to dismiss employees then the employee is more likely to receive a sympathetic judgment.