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Visas & Permis

Thelastchinese — Thu, 30 Aug 2007 05:44:47 CDT

La question des Visas et des permis en Chine, n'est pas vraiment particulière. Il y a, comme de partout, différent VISA selon les raisons de votre séjour.

Bien sûr, le VISA Z, ou permis de résidence, est celui qui intéresse les étrangers
amenés à travailler en Chine. Vous trouverez ici quelques explications concernants :

How to manage the Human Resources in China ?

Thelastchinese — Fri, 17 Aug 2007 03:57:08 CDT

Although China worked a lot to improve its administration,
the Human Resources Management is still a big part to handle.

Turn Over, Salary, Taxes, Income tax, individual tax,...
but let's clarify that by giving you some good informations and tools.

How is the Employement Contract Law in China for 2008 ?

Thelastchinese — Fri, 17 Aug 2007 03:55:25 CDT

EMPLOYMENT CONTRACT LAW OF CHINA

Adopted at the 28th Session of the Standing Committee of the 10th National People’s Congress on June 29, 2007
Effective from January 1, 2008
Unofficial Translation Prepared by Baker & McKenzie

CHAPTER 1: GENERAL PROVISIONS
CHAPTER 2: CONCLUSION OF EMPLOYMENT CONTRACTS
CHAPTER 3: PERFORMANCE AND AMENDMENT OF EMPLOYMENT CONTRACTS
CHAPTER 4: TERMINATION AND ENDING OF EMPLOYMENT CONTRACTS
CHAPTER 5: SPECIAL PROVISIONS
SECTION 1 COLLECTIVE CONTRACTS
SECTION 2 PLACEMENt
CHAPTER 6 : MONITORING INSPECTIONS
CHAPTER 7 : LEGAL LIABILITY
CHAPTER 8 : SUPPLEMENTARY PROVISIONS

CHAPTER 1 GENERAL PROVISIONS

Article 1
This Law has been formulated in order to improve the employment contract system, to specify the rights and obligations of the parties to employment contracts, to protect the lawful rights and interests of Employees and to build and develop harmonious and stable employment relationships.

Article 2
This Law governs the establishment of employment relationships between, and the conclusion, performance, amendment, termination and ending of employment contracts by, organizations such as enterprises, individual economic organizations and private non-enterprise units in the People’s Republic of China (“Employers”) on the one hand and Employees in the People’s Republic of China on the other hand.
The conclusion, performance, amendment, termination and ending of employment contracts by state authorities, institutions or social organizations on the one hand and Employees with whom they establish employment relationships on the other hand, shall be handled pursuant to this Law.

Article 3
The conclusion of employment contracts shall comply with the principles of lawfulness, fairness, equality, free will, negotiated consensus and good faith.
A lawfully concluded employment contract is binding, and both the Employer and the Employee shall perform their respective obligations stipulated therein.

Article 4
Employers shall establish and improve internal rules and regulations, so as to ensure that Employees enjoy their labor rights and perform their labor obligations.
When an Employer formulates, revises or decides on rules and regulations, or material matters, that have a direct bearing on the immediate interests of its Employees, such as those concerning compensation, work hours, rest, leave, work safety and hygiene, insurance, benefits, employee training, work discipline or work quota management, the same shall be discussed by the employee representative congress or all the employees. The employee representative congress or all the employees, as the case may be, shall put forward a proposal and comments, whereupon the matter shall be determined through consultations with the Labor Union or employee representatives conducted on a basis of equality.
If, during the implementation of an Employer’s rule or regulation or decision on a crucial decision,, the Labor Union or an employee is of the opinion that the same is inappropriate, it or he is entitled to communicate such opinion to the Employer, and the rule, regulation or decision shall be improved by making amendments after consultations.
Rules and regulations, and crucial decisions, that have a direct bearing on the immediate interests of Employees shall be made public or be communicated to the Employees by the Employer.

Article 5
The labor administration authorities of People’s Governments at the county level and above, together with the Labor Union and enterprise representatives, shall establish a comprehensive tri-partite mechanism for the coordination of employment relationships, in order to jointly study and resolve major issues concerning employment relationships.

Article 6
A Labor Union shall assist and guide Employees in the conclusion of employment contracts with their Employer and the performance thereof in accordance with the law, and establish a collective bargaining mechanism with the Employer in order to safeguard the lawful rights and interests of Employees.

CHAPTER 2 CONCLUSION OF EMPLOYMENT CONTRACTS

Article 7
An Employer’s employment relationship with an Employee is established on the date it starts employing the Employee. An Employer shall keep a register of employees, for reference purposes.

Article 8
When an Employer employs an Employee, it shall truthfully inform him as to the content of the work, the working conditions, the place of work, occupational hazards, production safety conditions, compensation and other matters which the Employee requests to be informed about. The Employer has the right to learn from the Employee basic information which directly relates to the employment contract, and the Employee shall truthfully provide the same.

Article 9
When employing an Employee, an Employer may not retain the Employee’s resident ID card or other certificates, nor may it require him to provide guarantee or collect property from him under some other guise.

Article 10
To establish an employment relationship, a written employment contract shall be concluded.
In the event that no written employment contract was concluded at the time of establishment of an employment relationship, a written employment contract shall be concluded within one month after the date on which the Employer starts employing the Employee.
Where an Employer and an Employee conclude an employment contract before the Employer starts employing the Employee, the employment relationship shall be established on the date on which the Employer starts employing the Employee.

Article 11
In the event that an Employer fails to conclude a written employment contract with an Employee at the time its starts to employ him, and it is not clear what compensation was agreed upon with the Employee, the compensation of the new Employee shall be decided pursuant to the rate specified in the collective contract; where there is no collective contract or the collective contract is silent on the matter, equal pay shall be given for equal work.

Article 12
Employment contracts are divided into fixed-term employment contracts, open-ended employment contracts and employment contracts to expire upon completion of a certain job.

Article 13
A “fixed-term employment contract” is an employment contract whose ending date is agreed upon by the Employer and the Employee.
An Employer and an Employee may conclude a fixed-term employment contract upon reaching a negotiated consensus.
Article 14
An “open-ended employment contract” is an employment contract for which the Employer and the Employee have agreed not to stipulate a definite ending date.
An Employer and an Employee may conclude an open-ended employment contract upon reaching a negotiated consensus. If an Employee proposes or agrees to renew his employment contract or to conclude an employment contract in any of the following circumstances, an open-ended employment contract shall be concluded, unless the Employee requests the conclusion of a fixed-term employment contract:
(1) The Employee has been working for the Employer for a consecutive period of not less than 10 years;
(2) when his Employer introduces the employment contract system or the state owned enterprise that employs him re-concludes its employment contracts as a result of restructuring, the Employee has been working for the Employer for a consecutive period of not less than 10 years and is less than 10 years away from his legal retirement age; or
(3) prior to the renewal, a fixed-term employment contract was concluded on two consecutive occasions and the Employee is not characterized by any of the circumstances set forth in Article 39 and items (1) and (2) of Article 40 hereof.
If an Employer fails to conclude a written employment contract with an Employee within one year from the date on which it starts employing the Employee, the Employer and the Employee shall be deemed to have concluded an open-ended employment contract.

Article 15
An “employment contract with a term to expire upon completion of a certain job” is an employment contract in which the Employer and the Employee have agreed that the completion of a certain job is the term of the contract.
An Employer and an Employee may, upon reaching a negotiated consensus, conclude an employment contract with a term to expire upon completion of a certain job.

Article 16
An employment contract shall become effective when the Employer and the Employee have reached a negotiated consensus thereon and each of them has signed or sealed the text of such contract.
The Employer and the Employee shall each hold one copy of the employment contract.

Article 17
An employment contract shall specify the following matters:
(1) The name, domicile and legal representative or main person in charge of the Employer;
(2) The name, domicile and number of the resident ID card or other valid identity document of the Employee;
(3) The term of the employment contract;
(4) The job description and the place of work;
(5) Working hours, rest and leave;
(6) Compensation;
(7) Social insurance;
(8) Labor protection, working conditions and protection against occupational hazards; and
(9) Other matters which laws and statutes require to be included in employment contracts.
In addition to the requisite terms mentioned above, an Employer and an Employee may agree to stipulate other matters in the employment contract, such as probation period, training, confidentiality, supplementary insurance and benefits, etc.

Article 18
If a dispute arises due to the fact that the rate or standards for compensation or working conditions, etc. are not explicitly specified in the employment contract, the Employer and the Employee may renegotiate. If the negotiations are unsuccessful, the provisions of the collective contract shall apply. If there is no collective contract or the collective contract is silent on the issue of compensation, equal pay shall be given for equal work; if there is no collective contract or the collective contract is silent on the issue of working conditions, the relevant regulations of the state shall apply.

Article 19
If an employment contract has a term of not less than three months but less than one year, the probation period may not exceed one month; if an employment contract has a term of more than one year and less than three years, the probation period may not exceed two months; and if an employment contract has a term of not less than three years or is open-ended, the probation period may not exceed six months.
An Employer may stipulate only one probation period with any given Employee.
No probation period may be specified in an employment contract with a term to expire upon completion of a certain job or an employment contract with a term of less than three months.
The probation period shall be included in the term of the employment contract. If an employment contract provides for a probation period only, then there is no probation period and the term concerned shall be the term of the employment contract.

Article 20
The wages of an Employee on probation may not be less than the lowest wage level for the same job with the Employer or less than 80 percent of the wage agreed upon in the employment contract, and may not be less than the minimum wage rate in the place where the Employer is located.

Article 21
An Employer may not terminate an employment contract during the probation period unless the Employee is characterized by any of the circumstances set forth in Article 39 and items (1) and (2) of Article 40 hereof. If an Employer terminates an employment contract during the probation period, it shall explain the reasons to the Employee.

Article 22
If an Employer provides special funding for an Employee’s training and gives him professional technical training, it may conclude an agreement specifying a term of service with such Employee.
If the Employee breaches the agreement on the term of service, he shall pay liquidated damages to the Employer as agreed. The measure of the liquidated damages may not exceed the training expenses paid by the Employer. The liquidated damages that the Employer requires the Employee to pay may not exceed the portion of the training expenses allocable to the unperformed portion of the term of service.
The reaching of agreement on a term of service between the Employer and the Employee does not affect the raising of the Employee’s compensation during the term of service according to the normal wage adjustment mechanism.

Article 23
An Employer and an Employee may include in their employment contract provisions on confidentiality matters relating to maintaining the confidentiality of the trade secrets of the Employer and to intellectual property.
If an Employee has a confidentiality obligation, the Employer may agree with the Employee on competition restriction provisions in the employment contract or confidentiality agreement, and stipulate that the Employer shall pay financial compensation to the Employee on a monthly basis during the term of the competition restriction after the termination or ending of the employment contract. If the Employee breaches the competition restriction provisions, he shall pay liquidated damages to the Employer as stipulated.

Article 24
The personnel subject to competition restrictions shall be limited to the Employer’s senior management, senior technicians and other personnel with a confidentiality obligation. The scope, territory and term of the competition restrictions shall be agreed upon by the Employer and the Employee, and such agreement shall not violate laws and regulations.
The term, counted from the termination or ending of the employment contract, for which a person as mentioned in the preceding paragraph is subject to competition restrictions in terms of his working for a competing Employer that produces the same type of products or is engaged in the same type of business as his current Employer, or in terms of his establishing his own business to produce the same type of products or engage in the same type of business, shall not exceed two years.

Article 25
With the exception of the circumstances specified in Articles 22 and 23 hereof, an Employer may not stipulate with an Employee provisions on the bearing of liquidated damages by the Employee.

Article 26
An employment contract shall be invalid or partially invalid if:
(1) A party uses such means as deception or coercion, or takes advantage of the other party’s difficulties, to cause the other party to conclude an employment contract, or to make an amendment thereto, that is contrary to that party’s true intent;
(2) The Employer disclaims its legal liability or denies the Employee his rights; or
(3) Mandatory provisions of laws or administrative statutes are violated.
If the invalidity or partial invalidity of the employment contract is disputed, it shall be confirmed by a labor dispute arbitration institution or a People’s Court.

Article 27
If certain provisions of an employment contract are invalid and such invalidity does not affect the validity of the remaining provisions, the remaining provisions shall remain valid.

Article 28
If an employment contract is confirmed as invalid and the Employee has already performed labor, the Employer shall pay the Employee compensation. The amount of compensation shall be determined with reference to the compensation of Employees in the same or a similar position with the Employer.

CHAPTER 3 PERFORMANCE AND AMENDMENT OF EMPLOYMENT CONTRACTS

Article 29
The Employer and the Employee shall each fully perform its/his obligations in accordance with the employment contract.

Article 30
Employers shall pay their Employees compensation on time and in full in accordance with the employment contracts and state regulations.
If an Employer falls into arrears with the payment of compensation or fails to make payment in full, the Employee may, in accordance with the law, apply to the local People’s
Court for an order to pay; and the People’s Court shall issue such order in accordance with the law.

Article 31
Employers shall strictly implement the work quota standards and may not compel or in a disguised manner compel Employees to work overtime. If an Employer arranges for an Employee to work overtime, it shall pay him overtime pay in accordance with the relevant state regulations.

Article 32
Employees shall not be held in breach of their employment contracts if they refuse to perform dangerous operations that are instructed in violation of regulations or peremptorily ordered by management staff of the Employer.
Employees have the right to criticize, report to the authorities or lodge accusations against their Employers in respect of working conditions that endanger their lives or health.

Article 33
Changes such a change in the name, legal representative or main person in charge of, or an (the) investor(s) in, an Employer shall not affect the performance of its employment contracts.

Article 34
If an Employer is merged or divided, etc., its existing employment contracts shall remain valid and continue to be performed by the Employer(s) which succeeded to its rights and obligations

Article 35
An Employer and an Employee may amend the provisions of their employment contract if they so agree after consultations. Amendments to an employment contract shall be made in writing.
The Employer and the Employee shall each hold one copy of the amended employment contract.

CHAPTER 4 TERMINATION AND ENDING OF EMPLOYMENT CONTRACTS

Article 36
An Employer and an Employee may terminate their employment contract if they so agree after consultations.

Article 37
An Employee may terminate his employment contract upon 30 days’ prior written notice to his Employer. During his probation period, an Employee may terminate his employment contract by giving his Employer three days’ prior notice.

Article 38
An Employee may terminate his employment contract if his Employer:
(1) Fails to provide the labor protection or working conditions specified in the employment contract;
(2) Fails to pay compensation in full and on time;
(3) Fails to pay the social insurance premiums for the Employee in accordance with the law;
(4) Has rules and regulations that violate laws or regulations, thereby harming the Employee’s rights and interests;
(5) causes the employment contract to be invalid due to a circumstance specified in the first paragraph of Article 26 hereof;
(6) Gives rise to another circumstance in which laws or administrative statutes permit an Employee to terminate his employment contract.
If an Employer uses violence, threats or unlawful restriction of personal freedom to compel an Employee to work, or if an Employee is instructed in violation of rules and regulations or peremptorily ordered by his Employer to perform dangerous operations which threaten his personal safety, the Employee may terminate his employment contract forthwith without giving prior notice to the Employer.

Article 39
An Employer may terminate an employment contract if the Employee:
(1) Is proved during the probation period not to satisfy the conditions for employment;
(2) Materially breaches the Employer’s rules and regulations;
(3) Commits serious dereliction of duty or practices graft, causing substantial damage to the Employer;
(4) has additionally established an employment relationship with another Employer which materially affects the completion of his tasks with the first-mentioned Employer, or he refuses to rectify the matter after the same is brought to his attention by the Employer;
(5) causes the employment contract to be invalid due to the circumstance specified in item (1) of the first paragraph of Article 26 hereof; or
(6) Has his criminal liability pursued in accordance with the law.

Article 40
An Employer may terminate an employment contract by giving the Employee himself 30 days’ prior written notice, or one month’s wage in lieu of notice, if:
(1) after the set period of medical care for an illness or non-work-related injury, the Employee can engage neither in his original work nor in other work arranged for him by his Employer;
(2) The Employee is incompetent and remains incompetent after training or adjustment of his position; or
(3) A major change in the objective circumstances relied upon at the time of conclusion of the employment contract renders it unperformable and, after consultations, the Employer and Employee are unable to reach agreement on amending the employment contract.

Article 41
If any of the following circumstances makes it necessary to reduce the workforce by 20 persons or more or by a number of persons that is less than 20 but accounts for 10 percent or more of the total number of the enterprise’s employees, the Employer may reduce the workforce after it has explained the circumstances to its Labor Union or to all of its employees 30 days in advance, has considered the opinions of the Labor Union or the employees and has subsequently reported the workforce reduction plan to the labor administration department:
(1) Restructuring pursuant to the Enterprise Bankruptcy Law;
(2) Serious difficulties in production and/or business operations;
(3) The enterprise switches production, introduces a major technological innovation or revises its business method, and, after amendment of employment contracts, still needs to reduce its workforce; or
(4) Another major change in the objective economic circumstances relied upon at the time of conclusion of the employment contracts, rendering them unperformable.
When reducing the workforce, the Employer shall retain with priority persons:
(1) Who have concluded with the Employer fixed-term employment contracts with a relatively long term;
(2) Who have concluded open-ended employment contracts with the Employer; or
(3) Who are the only ones in their families to be employed and whose families have an elderly person or a minor for whom they need to provide.
If an Employer that has reduced its workforce pursuant to the first paragraph hereof hires again within six months, it shall give notice to the persons dismissed at the time of the reduction and, all things being equal, hire them on a preferential basis.

Article 42
An Employer may not terminate an employment contract pursuant to Article 40 or Article 41 hereof if the Employee:
(1) is engaged in operations exposing him to occupational disease hazards and has not undergone a pre-departure occupational health check-up, or is suspected of having contracted an occupational disease and is being diagnosed or under medical observation;
(2) Has been confirmed as having lost or partially lost his capacity to work due to an occupational disease contracted or a work-related injury sustained with the Employer;
(3) Has contracted an illness or sustained a non-work-related injury, and the set period of medical care therefore has not expired;
(4) Is a female employee in her pregnancy, confinement or nursing period;
(5) Has been working for the Employer continuously for not less than 15 years and is less than 5 years away from his legal retirement age;
(6) Finds himself in other circumstances stipulated in laws or administrative statutes.

Article 43
When an Employer is to terminate an employment contract unilaterally, it shall give the Labor Union advance notice of the reason therefore. If the Employer violates laws, administrative statutes or the employment contract, the Labor Union has the right to demand that the Employer rectify the matter. The Employer shall study the Labor Union’s opinions and notify the Labor Union in writing as to the outcome of its handling of the matter.

Article 44
An employment contract shall end if:
(1) Its term expires;
(2) The Employee has commenced drawing his basic old age insurance pension in accordance with the law;
(3) The Employee dies, or is declared dead or missing by a People’s Court;
(4) The Employer is declared bankrupt;
(5) The Employer has its business license revoked, is ordered to close or is closed down, or the Employer decides on early liquidation; or
(6) Another circumstance specified in laws or administrative statutes arises.

Article 45
If an employment contract expires and any of the circumstances specified in
Article 42 hereof applies, the term of the employment contract shall be extended until the relevant circumstance ceases to exist, at which point the contract shall end. However, matters relating to the ending of the employment contract of an Employee who has lost or partially lost his capacity to work as specified in item (2) of Article 42 hereof shall be handled in accordance with state regulations on work-related injury insurance.

Article 46
In any of the following circumstances, the Employer shall pay the Employee severance pay:
(1) The employment contract is terminated by the Employee pursuant to Article 38 hereof;
(2) The employment contract is terminated after such termination was proposed to the Employee by the Employer pursuant to Article 36 hereof and the parties reached agreement thereon after consultations;
(3) The employment contract is terminated by the Employer pursuant to Article 40 hereof;
(4) The employment contract is terminated by the Employer pursuant to the first paragraph of Article 41 hereof;
(5) The employment contract is a fixed–term contract that ends pursuant to item (1) of
Article 44 hereof, unless the Employee does not agree to renew the contract even though the conditions offered by the Employer are the same as or better than those stipulated in the current contract;
(6) The employment contract ends pursuant to item (4) or (5) of Article 44 hereof;
(7) Other circumstances specified in laws or administrative statutes.

Article 47
An Employee shall be paid severance pay based on the number of years worked with the Employer at the rate of one month’s wage for each full year worked. Any period of not less than six months but less than one year shall be counted as one year. The severance pay payable to an Employee for any period of less than six months shall be one-half of his monthly wages.
If the monthly wage of an Employee is greater than three times the average monthly wage of employees in the Employer’s area as published by the People’s Government at the level of municipality directly under the central government or municipality divided into districts of the area1 where the Employer is located, the rate for the severance pay paid to him shall be three times the average monthly wage of employees and shall be for not more than 12 years of work.
For the purposes of this Article, the term “monthly wage” means the Employee’s average monthly wage for the 12 months prior to the termination or ending of his employment contract.

Article 48
If an Employer terminates or ends an employment contract in violation of this
Law and the Employee demands continued performance of such contract, the Employer shall continue performing the same. If the Employee does not demand continued performance of the employment contract or if continued performance of the employment contract has become impossible, the Employer shall pay damages pursuant to Article 87 hereof.

Article 49
The state will take measures to establish a comprehensive system that enables Employees’ social insurance accounts to be transferred from one region to another and to be continued in such other region.

Article 50
At the time of termination or ending of an employment contract, the Employer shall issue a proof of termination or ending of the employment contract and, within 15 days, carry out the procedures for the transfer of the Employee’s file and social insurance account.
The Employee shall carry out the procedures for the handover of his work as agreed by the parties. If relevant provisions of this Law require the Employer to pay severance pay, it shall pay the same upon completion of the procedures for the handover of the work.
The Employer shall keep terminated or ended employment contracts on file for not less than two years, for reference purposes.

CHAPTER 5 SPECIAL PROVISIONS

Section 1 Collective CONTRACT

Article 51
After bargaining on an equal basis, enterprise employees, as one party, and their Employer may conclude a collective contract on such matters as compensation, working hours, rest, leave, work safety and hygiene, insurance, benefits, etc. The draft of the collective contract shall be presented to the employee representative congress or all the employees for discussion and approval.
A collective contract shall be concluded by the Labor Union, on behalf of the enterprise’s employees, and the Employer. If the Employer does not yet have a Labor Union, it shall
1 Translator’s note: The phrase “of the area” does not appear in the Chinese text. It has been added by us in view of the context.
Conclude the collective contract with a representative put forward by the Employees under the guidance of the Labor Union at the next higher level.

Article 52
Enterprise employees, as one party, and their Employer may enter into specialized collective contracts addressing labor safety and hygiene, protection of the rights and interests of female employees, the wage adjustment mechanism, etc.

Article 53
Industry-wide or area-wide collective contracts may be concluded between the Labor Union on the one hand and representatives on the side of the enterprises on the other hand in industries such as construction, mining, catering services, etc. within areas below the county level.

Article 54
After a collective contract has been concluded, it shall be submitted to the labor administration authority. The collective contract shall become effective upon the lapse of 15 days from the date of receipt thereof by the labor administration authority, unless the said authority raises any objections to the contract.
A collective contract that has been concluded in accordance with the law is binding on the Employer and the Employees. An industry-wide or area-wide collective contract is binding on Employers and Employees in the industry or in the area in the locality concerned.

Article 55
The rates for compensation, standards for working conditions, etc. stipulated in a collective contract may not be lower than the minimum rates and standards prescribed by the local People’s Government. The rates for compensation, standards for working conditions, etc. stipulated in the employment contract between an Employer and an Employee may not be lower than those stipulated in the collective contract.

Article 56
If an Employer’s breach of the collective contract infringes upon the labor rights and interests of the employees, the Labor Union may, in accordance with the law, demand that the Employer assume liability. If a dispute arising from the performance of the collective contract is not resolved following consultations, the Labor Union may apply for arbitration and institute an action according to law.

Section 2 Placement

Article 57
Staffing firms shall be established in accordance with the relevant provisions
of the Company Law and have registered capital of not less than RMB￥500,000.

Article 58
Staffing firms are Employers as mentioned in this Law and shall perform an Employer’s obligations toward its Employees. The employment contract between a staffing firm and an Employee to be placed shall, in addition to the matters specified in Article 17 hereof, specify matters such as the unit with which the Employee will be placed, the term of his placement, his position, etc.
The employment contracts between staffing firms and the Employees to be placed shall be fixed term employment contracts with a term of not less than two years. Staffing firms shall pay compensation on a monthly basis. During periods when there is no work for Employees to be placed, the staffing firm shall pay such Employees compensation on a monthly basis at the minimum wage rate prescribed by the People’s Government of the place where the staffing firm is located.

Article 59
When placing Employees, staffing firms shall enter into staffing agreements with the units that accept the Employees under the placement arrangements (“Accepting Units”). The staffing agreements shall stipulate the job positions in which Employees are placed, the number of persons placed, the term of placement, the amounts and methods of payments of compensation and social insurance premiums, and the liability for breach of the agreement.
An Accepting Unit shall decide with the staffing firm on the term of placement based on the actual requirements of the job position, and it may not conclude several short-term placement agreements to cover a continuous term of labor use.

Article 60
Staffing firms shall inform the Employees placed of the content of the placement agreements.
Staffing firms may not pocket part of the compensation that the Accepting Units pay to the Employees in accordance with the placement agreement.
Staffing firms and the Accepting Units may not charge fees from the Employees placed.

Article 61
If a staffing firm places an Employee with an Accepting Unit in another region, the Employee’s compensation and working conditions shall be in line with the rates and standards of the place where the Accepting Unit is located.

Article 62
Accepting Units shall perform the following obligations:
(1) Implement state labor standards and provide the corresponding working conditions and labor protection;
(2) communicate the job requirements and compensation of the Employees placed;
(3) Pay overtime pay and performance bonuses and provide benefits appropriate for the job positions;
(4) Provide the placed Employees who are on the job with the training necessary for their job positions; and
(5) In case of continuous placement, implement a normal wage adjustment system.
Accepting Units may not in turn place the Employees with other Employers.

Article 63
Placed Employees shall have the right to receive the same pay as that received by Employees of the Accepting Unit for the same work. If an Accepting Unit has no Employee in the same position, the compensation shall be determined with reference to the compensation paid in the place where the Accepting Unit is located to Employees in the same or a similar position.

Article 64
Placed Employees have the right to lawfully join the Labor Union of their staffing firm or the Accepting Unit or to organize such unions, so as to protect their own lawful rights and interests.

Article 65
Placed Employees may terminate their employment contracts with their staffing firms pursuant to Article 36 or 38 hereof.
If any of the circumstances provided for in Article 39 and items (1) and (2) of Article 40 hereof applies to a placed Employee, his Accepting Unit may return him to the staffing firm, which may terminate its employment contract with him
in accordance with the relevant provisions of this Law.

Article 66
The placement of Employees shall generally be practiced for temporary, auxiliary or substitute job positions.

Article 67
Employers may not establish staffing firms to place Employees with themselves or their subordinate units.

Section 3 Part-Time Labor

Article 68
The term “part-time labor” means a form of labor for which the compensation is chiefly calculated by the hour and where the Employee generally averages not more than 4 hours of work per day and not more than an aggregate 24 hours of work per week for the same Employer.

Article 69
The two parties to part-time labor may conclude an oral agreement.
An Employee who engages in part-time labor may conclude an employment contract with one or more Employers, but a subsequently concluded employment contract may not prejudice the performance of a previously concluded employment contract.

Article 70
The two parties to part-time labor may not stipulate a probation period.

Article 71
Either of the two parties to part-time labor may terminate the use of the labor by notice to the other party at any time. No severance pay shall be payable by the Employer to the Employee upon termination of the use of the labor.

Article 72
The hourly compensation rate for part-time labor may not be lower than the minimum hourly wage rate prescribed by the People’s Government of the place where the Employer is located.
The compensation settlement and payment cycle for part-time labor may not exceed 15 days.

CHAPTER 6 MONITORING INSPECTIONS

Article 73
The State Council’s labor administration authority shall be responsible for overseeing the implementation of the employment contract system nationwide. The labor administration authorities of local People’s Governments at the county level and above shall be responsible for overseeing the implementation of the employment contract system in their respective jurisdictions.
In the course of overseeing the implementation of the employment contract system, the labor administration authorities of People’s Governments at the county level and above shall consider the opinions of the Labor Unions, the representatives on the side of the enterprises and the authorities in charge of the industries concerned.

Article 74
The labor administration authorities of local People’s Governments at the county level and above shall conduct monitoring inspections of the implementation of the following aspects of the employment contract system, in accordance with the law:
(1) Employers’ formulation of rules and regulations that have a direct bearing on the immediate interests of Employees, and the implementation thereof;
(2) The conclusion and termination of employment contracts by Employers and Employees;
(3) Compliance with relevant regulations on placement by staffing firms and Accepting Units;
(4) Employers’ compliance with state regulations on Employees’ working hours, rest and leave;
(5) Employers’ payment of compensation as specified in the employment contracts and compliance with minimum wage rates;
(6) Employers’ enrollment in the various types of social insurance and payment of social insurance premiums; and
(7) Other labor matters requiring monitoring inspections, as specified in laws and administrative statutes.

Article 75
When the labor administration authority of a local People’s Government at the county level or above conducts a monitoring inspection, it has the authority to review materials relating to the employment contracts and collective contracts and conduct an on the-spot inspection of the work premises. Both the Employer and the Employees shall truthfully provide relevant information and materials.
When working personnel of a labor administration authority conduct a monitoring inspection, they shall show their IDs, exercise their functions and powers according to law and enforce the law in a well-disciplined manner.

Article 76
Such competent authorities as construction authorities, health authorities, production safety regulators, etc. of People’s Governments at the county level and above shall, to the extent of their respective purviews, oversee the implementation of the employment contract system by Employers.

Article 77
An Employee whose lawful rights and interests have been infringed upon shall have the right to request that the relevant authority deal with the infringement according to law, or to apply for arbitration and institute an action according to law.

Article 78
Labor Unions shall safeguard the lawful rights and interests of Employees in accordance with the law and monitor the performance of the employment contracts and collective contracts by Employers. If an Employer violates labor laws or statutes or breaches an employment contract or collective contract, the Labor Union has the right to voice its opinion or require that the matter be rectified. If an Employee applies for arbitration or institutes an action, the Labor Union shall provide support and assistance in accordance with the law.

Article 79
All organizations and individuals are entitled to report violations of this Law.
The labor administration authorities of People’s Governments at the county level and above shall timely check and handle the violations reported and reward those persons whose reports are valuable.

CHAPTER 7 LEGAL LIABILITY

Article 80
If an Employer’s rule or regulation with a direct bearing on the immediate interests of Employees violates laws or administrative statutes, the labor administration authority shall order rectification and give a warning. If the said rule or regulation caused an Employee to suffer harm, the Employer will be liable for damages.

Article 81
If the text of an employment contract provided by an Employer lacks any of the mandatory clauses which this Law requires to be included in such contracts or if an Employer fails to deliver the text of the employment contract to the Employee, the labor administration authority shall order rectification; if the Employee suffered harm as a result thereof, the Employer will be liable for damages.

Article 82
If an Employer concludes a written employment contract with an Employee more than one month but less than one year after the date on which it started using him, it shall each month pay to the Employee twice his wage.
If an Employer fails, in violation of this Law, to conclude an open-ended employment contract with an Employee, it shall each month pay to the Employee twice his wage, starting from the date on which an open-ended employment contract should have been concluded.

Article 83
If the probation period stipulated by an Employer with an Employee violates this Law, the labor administration authority shall order rectification. If the illegally stipulated probation has been performed, the Employer shall pay compensation to the Employee according to the time worked on probation beyond the statutory probation period, at the rate of the Employee’s monthly wage following the completion of his probation.

Article 84
If an Employer violates this Law by retaining an Employee’s resident ID card or other papers, the labor administration authority shall order the same returned to the Employee within a specified period of time and impose a penalty in accordance with the provisions of relevant laws.
If an Employer violates this Law by collection property from Employees as security or under some other guise, the labor administration authority shall order the same returned to the Employees within a specified period of time and impose a fine on the Employer of not less than RMB￥500 and not more than RMB￥2,000 for each person; If the Employees suffered harm as a result of the said conduct on the part of the Employer, the Employer will be liable for damages. If an Employer retains an Employee’s file or other article after the Employee has terminated or ended his employment contract in accordance with the law, a penalty shall be imposed in accordance with the preceding paragraph.

Article 85
If an Employer:
(1) Fails to pay an Employee his compensation in full and on time as stipulated in his employment contract or prescribed by the state;
(2) Pays compensation below the local minimum wage rate;
(3) Arranges overtime without paying overtime pay; or
(4) Terminates or ends an employment contract without paying the Employee severance pay pursuant to this Law; then the labor administration authority shall order it to pay the compensation, overtime pay or severance pay within a specified period of time; if the compensation is lower than the local minimum wage rate, the Employer shall pay the shortfall. If payment is not made within the time limit, the Employer shall be ordered to additionally pay damages to the Employee at a rate of not less than 50 percent and not more than 100 percent of the amount payable.

Article 86
If an employment contract is confirmed as being invalid in accordance with Article 26 hereof and the other party suffers harm as a result thereof, the party at fault shall be liable for damages.

Article 87
If an Employer terminates or ends an employment contract in violation of this Law, it shall pay damages to the Employee at twice the rate of the severance pay provided for in Article 47 hereof.

Article 88
If an Employer:
(1) uses violence, threats or unlawful restriction of personal freedom to compel an Employee to work;
(2) Instructs in violation of rules and regulations, or peremptorily orders, an Employee to perform dangerous operations which threaten his personal safety;
(3) Insults, corporally punishes, beats, illegally searches or detains an Employee; or
(4) provides odious working conditions or a severely polluted environment, resulting in serious harm to the physical or mental health of Employees; it shall be subjected to administrative punishment; if the said conduct constitutes a criminal offense, criminal liability shall be pursued according to law; if the Employee suffers harm as a result of the said conduct on the part of the Employer, the Employer will be liable for damages.

Article 89
If an Employer fails, in violation of this Law, to issue to an Employee a certificate evidencing the termination or ending of his employment contract, the labor administration authority shall order rectification. If the Employee suffers harm as a result of such failure, the Employer will be liable for damages.

Article 90
If an Employee terminates his employment contract in violation of this Law or breaches the confidentiality obligations or competition restrictions stipulated in his employment contract, and if such violation or breach causes his Employer to suffer loss, he will be liable for damages.

Article 91
If an Employer hires an Employee whose employment contract with another Employer has not yet been terminated or ended, causing the other Employer to suffer a loss, it shall be jointly and severally liable with the Employee for damages.

Article 92
If a staffing firm violates this Law, the labor administration authority and other relevant competent authorities shall order it to rectify the situation. If the circumstances are serious, it shall impose a fine of not less than RMB￥1,000 and not more than RMB￥5,000 for each person, and the administration for industry and commerce shall revoke the business license. If the Employee(s) placed suffer(s) harm, the staffing firm and the Accepting Unit shall be jointly and severally liable for damages.

Article 93
An Employer that carries on business without the legal qualifications therefore will be pursued according to law for its legal liability for its illegal and criminal acts. If its Employees have already performed labor, the Employer or its investor(s) shall pay them compensation, severance pays and damages in accordance with the relevant provisions of this Law. If the Employees suffer harm as a result thereof, the said unit shall be liable for damages.

Article 94
If an individual that contracts for the operation of a business hires Employees in violation of this Law and an Employee suffers harm as a result thereof, the organization that employed such contractor shall be jointly and severally liable with the contractor for damages.

Article 95
If a labor administration authority, another competent authority or a member of its working personnel neglects its/his duties, fails to perform its/his statutory duties or exercises its/his authority in violation of the law, thereby causing harm to an Employee or an
Employer, liability for damages shall be borne and the leading official directly in charge and the other persons directly responsible shall be subjected to administrative penalties in accordance with the law; if a criminal offense is constituted, criminal liability shall be pursued in accordance with the law.

CHAPTER 8 SUPPLEMENTARY PROVISIONS

Article 96
Where laws or administrative statutes contain, or the State Council has formulated, separate regulations concerning the conclusion, performance, amendment, termination or ending of employment contracts by and between institutions and those of their working personnel that are subject to the employment system, matters shall be handled in accordance with such regulations; in the absence of such regulations, matters shall be handled in accordance with this Law.

Article 97
Employment contracts concluded in accordance with the law before the implementation of this Law and continuing to exist on the implementation date of this Law shall continue to be performed. For the purposes of item (3) of the second paragraph of Article 14 hereof, the number of consecutive occasions on which a fixed-term employment contract is concluded shall be counted from the first renewal of such contract to occur after the implementation of this Law.
If an employment relationship was established prior to the implementation of this Law without the conclusion of a written employment contract, such contract shall be concluded within one month from the implementation date of this Law.
If an employment contract existing on the implementation date of this Law is terminated or ends after the implementation of this Law and, pursuant to Article 46 hereof, severance pay is payable, the number of years for which severance pay is payable shall be counted from the implementation date of this Law. If, under relevant regulations in effect prior to the implementation of this Law, the Employee is entitled to severance pay from the Employer in respect of a period preceding the implementation of this Law, the matter shall be handled in accordance with the relevant regulations that were in effect at that time.

Article 98
This Law shall be implemented from January 1, 2008.

Comment négocier avec un partenaire chinois (part 02) ?

Thelastchinese — Fri, 10 Aug 2007 21:54:15 CDT

Négocier avec un partenaire chinois (Part 02)

Le lien personnel et la relation de confiance sont la clé de voûte de l'organisation sociale chinoise. Ils constituent en quelque sorte un contrepoids au système bureaucratique, dont le fonctionnement serait régulièrement bloqué si l'on ne pouvait s'affranchir de la rigidité des lignes hiérarchiques. Le cloisonnement des responsabilités est censé agir comme une arme efficace pour éviter les concentrations de pouvoirs, mais il multiplie aussi les lieux d'influence et favorise l'implication de multiples acteurs dans l'élaboration des décisions. D'où la nécessité de trouver des appuis en réseau si l'on veut s'informer des situations et pouvoir ainsi influer sur leur évolution.

Pour chaque Chinois, quelle que soit la position sociale occupée, la recherche d'appuis est presque une question de survie, les relations qui le protègent sont sa seconde peau.

Idéalement, ces liens de solidarité constituent la garantie de relations sociales paisibles, où l'intérêt de la société rejoint l'intérêt personnel, du fait des devoirs qu'elle impose à chacun vis-à-vis d'un cercle important de personnes (cercle familial, puis par extension tous ceux avec lesquels on peut arguer d'une communauté de liens, lieu d'origine, école, travail…). En période politique ou sociale troublée, ils favorisent évidemment l'amplitude du développement des phénomènes de corruption, comme c'est le cas aujourd'hui, mais ce serait commettre une lourde erreur que d'assimiler la place et le rôle traditionnel des réseaux de relation à ceux des circuits mafieux.

Vivre en société en Chine, c'est accepter de s'inscrire dans des liens de dépendance et d'obligation mutuelles. Le réseau de relations (guanxi) que vous tisserez fera de vous un "obligeant" pour certains et un "obligé" pour d'autres. Qu'une société mettant au premier plan les devoirs sociaux et les liens de confiance interpersonnels au dépens des principes du droit et du régime des lois, renvoie en Occident l'image d'un environnement instable est aisément compréhensible.

Là où le bât blesse, c'est que notre sentiment général d'insécurité se traduit fréquemment par de la méfiance à l'égard de chaque Chinois en particulier. L'importance que nous accordons au texte du contrat et l'énergie que nous dépensons dans la précision de sa rédaction prennent le pas sur les efforts de courtoisie, de convivialité et d'ouverture qu'il faut déployer inlassablement en Chine pour mériter la confiance de l'autre.

Car même si la Chine progresse en matière de sécurisation de l'environnement juridique pour répondre aux besoins de l'ouverture économique à l'étranger, il ne faut pas s'attendre à un bouleversement des mentalités. La Chine ne fait qu'emprunter des méthodes et des techniques de l'Occident pour les adapter librement à ses objectifs de développement. Une révolution vers "l'Etat de droit" signifierait pour la Chine une remise en cause de ses conceptions en matière de "gouvernementdes hommes" qui constituent le fondement et l'originalité de sa culture. La Chine fera donc de l'Etat de droit et du capitalisme, mais à son unique façon.

L'effort relationnel et la création du lien de confiance sont et resteront donc déterminants pour une négociation réussie, à défaut de quoi, les interlocuteurs chinois se sentiront toujours libres de toute véritable contrainte. Autrement dit, les "mauvais coups" seront bons non seulement en cours de négociation mais lors de l'application du contrat !

Les Chinois reprochent souvent aux négociateurs français d'être prétentieux, raisonneurs, pinailleurs, rigides, impulsifs et colériques. Dans le cas d'entreprises dirigées ou co-dirigées par des français, nous sommes perçus comme fantaisistes dans l'organisation et l'encadrement du travail, imprécis dans les directives et la définition des responsabilités, imprévisibles dans les actions… mais surtout comme de fameux manieurs de papier, de fax et de téléphone !

Mais ce ne sont pas les seules caractéristiques qui nous donnent l'occasion de faire "perdre la face" aux Chinois. Notre puissant sens hiérarchique nous fait souvent ignorer le rôle et les conseils des "petits". Nous le manifestons de multiples façons (souvent inconscientes) en négociation ; en écartant de fait du débat la majorité des participants, mais aussi en dédaignant toute rencontre qui ne soit pas aménagée à l'échelon le plus élevé.

Or en Chine, la solidité du lien hiérarchique est basée sur les liens d'interdépendance. "Qui que tu sois, où que tu te positionnes, on a besoin de toi". Cette reconnaissance que nourrit l'idée d'utilité sociale n'a rien de formel. Naturellement, tout Chinois sait d'où il parle et ce qui l'autorise à parler. Que l'on soit directeur, chef d'atelier, ouvrier ou chauffeur, il existe pour chacun un espace où les remarques et les conseils que l'on formule méritent la considération de tous. Celui qui l'oublie pourrait le payer cher : le pouvoir de nuisance ne dépend pas du rang que l'on occupe et un subalterne peut bloquer des situations et parfois créer plus de ravages qu'un personnage haut placé.

Dossier de la CCI Touraine

Source : Journey2theast

Comment faire des Affaires en Chine ?

Thelastchinese — Fri, 10 Aug 2007 21:48:20 CDT

Essayons de regrouper quelques articles intéressants sur des "trucs et astuces" pour réussir à faire des affaires en Chine.

- Comment négocier avec un partenaire chinois (Part 01) ?
- Comment négocier avec un partenaire chinois (Part 02) ?

Comment obtenir un Visa Z / Permis de Résidence via Hong Kong ?

Thelastchinese — Thu, 02 Aug 2007 01:58:44 CDT

Si vous êtes déjà en Chine, et donc déjà titulaire d’un VISA, vous devrez absolument quitter le territoire chinois afin de pouvoir faire la demande d'un permis de résidence (à moins d'avoir une fonction particulère à responsabilité (CEO, Chief Representative,...)).

En effet, il vous faudra présenter aux autorités chinoises du pays où vous vous rendrez, votre autorisation de travail, afin d’obtenir un VISA temporaire de travail.

Nous vous conseillons alors, de vous rendre à Hong Kong pour obtenir le Visa provisoire de travail. Cette solution est la moins onéreuse et de loin la plus rapide.

Pour celail faut se rendre au Consulat Chinois de Hong Kong:

People's Republic of China Consulate
Visa office of the Ministry of Foreign Affairs
5/F – 7/F Lower Block, China Resources Bldg,
26 Harbour Road, Wan Chai Hong Kong
Tel: (852) 2827 1881

Compter environ 6 heures et 400 HKD (~ 400 RMB ~40€).

Pièces à fournir :

Il faut dans tous les cas (à Hong Kong, ou en France)fournir ces documents :
- Une lettre officielle d'invitation délivrée par une autorité chinoise compétente.
- Un passeport en cours de validité et disponible pendant la durée de la procédure.
- Un formulaire de demande de visa correctement rempli et signé
- Une photo d'identité à coller sur le formulaire de demande de visa
- Une fiche familiale d'état civile ou une photocopie du livret de famille (pour époux, enfants et autres membres accompagnant de la famille, figurant sur la lettre officielle d'invitation)
- Une attestation ou une déclaration sur l'honneur de la vie commune légalisée par la mairie pour les compagnons non mariés figurant sur la lettre officielle d'invitation

Vous pourrez, une fois le visa récupé retourner en République Populaire de Chine (pas Macao, pas Hong Kong, ou même Taiwan) d'où vous terminerez l'ensemble des démarches.
(Permis de résidence temporaire délivré par le comissariat de police du quartier de résidence ou la réception de l'hôtel dans lequel vous résidez, visite médicale, obtenir votre permis de travail, et votre permis de résidence).

Informations proposées par :

Contactez nous pour obtenir le dossier détaillé
info@gnt-consulting.com

French

Thelastchinese — Sun, 22 Jul 2007 21:57:54 CDT

English

French

Chinese 中文

Visas & Permis :	V.I.E. : Volontariat International en Entreprise :
Comment enregistrer une entreprise en Chine ?	Comment gérer ses Ressources Humaines en Chine ?
Taxes	Comptabilité
Import - Export	Lois
Comment faire des Affaires en Chine ?

Shgnt-Blog : The Chinese Business Blog :

Comment négocier avec un partenaire chinois (part 01) ?

Thelastchinese — Sun, 22 Jul 2007 21:55:47 CDT

Négocier avec un partenaire chinois (Part 01)

Pour des raisons à la fois historiques, politiques et sentimentales, la France bénéficie en Chine d'un réel capital de confiance et de sympathie, qu'il ne faut pas hésiter à exploiter. Nous sommes en outre crédités d'excellentes compétences techniques, parfois meilleures que celles attribuées aux Américains, et d'un potentiel innovant inégalé.

En fait la difficulté majeure est le plus souvent l'obstacle culturel, auquel sont confrontées toutes les entreprises occidentales en Chine, quelle que soit leur taille ou le secteur d'activités dans lesquelles elles interviennent. Les Français se comportent souvent comme s'ils étaient l'échantillon le plus représentatif de l'humanité universelle… et cette "suffisance" française agace particulièrement les Chinois, même si eux-mêmes ne sont pas en reste sur le terrain de l'orgueil national et du sentiment de supériorité.

Sans aucun doute, les Chinois sont fiers de leur culture et attachés aux valeurs qu'elle porte ; à la différence près qu'ils ne prétendent pas les imposer aux autres, mais aussi qu'ils ont une vive conscience de la relativité et du mouvement des choses, des hauts et des bas par lesquels peut passer une civilisation, et qui leur permet de toujours conserver au plus profond d'eux-mêmes une immense modestie.

LA NEGOCIATION INTERCULTURELLE AVEC LES CHINOIS

Ce n'est ni par la qualité technique, ni par l'amélioration de leur compétitivité commerciale que les entreprises occidentales peuvent vraiment faire la différence en Chine. Les Français ont souvent tendance à surévaluer l'atout technique et ont du mal à admettre que leurs efforts pour promouvoir la culture de la qualité ne soient pas mieux payés de retour. C'est que travailler et réussir en Chine dépend davantage encore d'un "savoir-vivre" que d'un "savoir-faire".

Le niveau technique est une condition certes nécessaire mais d'autant plus suffisante aux yeux des Chinois qu'il est réputé acquis s'agissant des pays du monde occidental. Les Chinois sont beaucoup plus sensibles aux niveaux des prix mais, contrairement à certains préjugés bien établis, la compétitivité commerciale ne constitue pas non plus la panacée. Dans les secteurs sensibles et/ou prioritaires, soumis au contrôle vigilant des autorités centrales, la détermination chinoise se fait fort d'obtenir des conditions équivalentes de chacune des entreprises mises en concurrence. Le bagout et l'habileté relationnelle sont de meilleures armes que des prix sacrifiés.

Le savoir-vivre

La première règle est celle qui institue qu'on ne traite en Chine qu'entre gens de bonne compagnie. La phase préliminaire à la négociation est donc une étape déterminante où l'on est censé apprendre lentement à se connaître et à s'apprécier. Bien menée, elle doit permettre de révéler s'il y a ou non convergence objective d'intérêts entre les deux parties. Et dans l'affirmative, aboutir très naturellement, aux yeux des Chinois, à la signature du contrat même lorsque les conditions "externes" exigent que plusieurs candidats soient mis en concurrence.

La négociation proprement dite ne devrait être alors qu'un épisode secondaire, ne faisant que couronner une entente, plus ou moins longuement mûrie mais déjà acquise lors de l'étape précédente, de "faire ensemble". L'essentiel est dans cette détermination, dans le dévoilement de cette motivation commune, suffisamment forte pour balayer tous les "petits" obstacles à venir. Entendons par là, à la fois les sacrifices qu'impliquera de part et d'autre la recherche de solutions et de compromis, et à la fois les efforts et l'imagination qu'exigeront certains ajustements inévitables du contrat en cours de réalisation. Dans tous les cas, chacun devra fournir des efforts raisonnables qui ne sauraient être préjudiciables à l'une des parties et remettre en cause le sacro-saint principe d'équité. Les Chinois y sont viscéralement attachés tout autant par réalisme que par souci d'efficacité. Comme le dit le vieux dicton chinois : "Là où tu ne trouves pas ton intérêt, tu ne trouveras jamais le mien".

Le prix à payer en énergie et en temps sera donc toujours très lourd et ce pour deux raisons essentielles et étroitement liées : la place accordée aux relations interpersonnelles et la complexité de l'organisation bureaucratique.

Dossier de la CCI Touraine

Source : Journey2theast

English

Thelastchinese — Tue, 05 Jun 2007 04:23:18 CDT

English

French

Chinese 中文

Visas & Permits	Human Ressourses
Register a company	Accounting
Taxes	Law
Import - Export

How to calculate the Salary & the Insurance cost of your employee ?

Thelastchinese — Tue, 05 Jun 2007 04:21:39 CDT

How much a Local / Shanghainese / Foreigner employee is going to cost ?

If you are looking to open your own company in Shanghai, you may wonder how much your employees are going to cost you !

Please, download the attached table to have an overall understanding about how much your employees are going to cost you, salary, taxes,...

They are local shanghainese ? From other provinces ? Foreigners?
You will find all the informations you need in this document.

Information proposed by :

If you need any further information,
feel free to contact us :
info@gnt-consulting.com

How to calculate the individual income tax in China ?

Thelastchinese — Thu, 24 May 2007 05:53:57 CDT

The tax system in China is more or less the same as everywhere.

For example, regarding the individual income tax,
there are diferent level of salary leading to different deductions.

Level 级数	Salary 累进区间	Minimum 下限	Tax % 税率	Tax Deduction 扣除数
1	<500	0	5%	0
2	500-2000	500	10%	25
3	2000-5000	2000	15%	125
4	5000-20000	5000	20%	375
5	20000-40000	20000	25%	1375
6	40000-60000	40000	30%	3375
7	60000-80000	60000	35%	6375
8	80000-100000	80000	40%	10375
9	>100000	100000	45%	15375

In order to be able to perfectly calculate a much tax have to be paid, we offer you this Excel table.
On the right of the table, you input your gross salary, and right away will see
how much will be your net salary, and how much taxes you have to pay.

Information proposed by :

For further information, feel free to contact us :
info@gnt-consulting.com

Comment calculer son impôt sur le revenu en Chine ?

Thelastchinese — Thu, 24 May 2007 04:43:31 CDT

Le système du calcul d'impôt en Chine, est relativement le même qu'ailleurs.

Par exemple, concernant l'impôt sur le revenu,
celui ci fonctionne par tranches de salaires, qui donnent droit à différents abattements :

Tranche 级数	Salaire 累进区间	Minimum 下限	Taxe % 税率	Abattement 扣除数
1	<500	0	5%	0
2	500-2000	500	10%	25
3	2000-5000	2000	15%	125
4	5000-20000	5000	20%	375
5	20000-40000	20000	25%	1375
6	40000-60000	40000	30%	3375
7	60000-80000	60000	35%	6375
8	80000-100000	80000	40%	10375
9	>100000	100000	45%	15375

Le mieux, pour bien calculer le montant des impôts à payer à partir de son salaire brut,
nous vous invitons à télécharger la pièce jointe (ici).
Ce document, est une feuille Excel dans laquelle vous entrée, à gauche, votre salaire brut,
et vous obtenez le montant d'impôt à payer et votre salaire net.

Informations proposées par :

Contactez nous pour obtenir plus d'informations
info@gnt-consulting.com

Comment gérer ses Ressources Humaines en Chine ?

Thelastchinese — Thu, 24 May 2007 02:16:20 CDT

Même si la Chine a sut rattraper son retard à bien des niveaux,
les questions des ressources humaines restent
des domaines relativement complexe.

Turnover, taxes, embauche direct ou indirect, etc...
Clarifions tout ça, petit à petit :

Comment calculer son impôt sur le revenu en Chine ?

Comment enregistrer une entreprise en Chine?

Thelastchinese — Tue, 22 May 2007 05:25:26 CDT

Enregistrer une entreprise en Chine est de plus en plus simple, il faut bien le reconnaître. Le gouvernement a simplifié les démarches et encourage les entreprises étrangères à s'implanter en Chine. Certaines industries sont d'ailleures très clairement mises en avant.

Essayons de vous simplifier la tâche :

Comment enregistrer un Bureau de Représentation en Chine?

V.I.E.

Thelastchinese — Tue, 22 May 2007 03:41:17 CDT

Le Volontariat International en Entreprise :

Le programme de V.I.E. Volontariat d'International en Entreprise, a été mis à disposition des jeunes Français mais aussi des ressortissants de l'Union Européene afin de servir les entreprises françaises sur la scène internationale.

Veuillez parcourir les pages ci-dessous pour prendre connaissance de ce programme et des différentes procédure le concernant pour des missions en Chine.

Le VIE est un programme mis en place par Ubifrance et les Missions Economique de l'Ambassade de France.

Dernières mises à jour :

G&T Consulting - Wikisite - Recently Updated Pages

Visas & Permis

How to manage the Human Resources in China ?

How is the Employement Contract Law in China for 2008 ?

EMPLOYMENT CONTRACT LAW OF CHINA

CONTENTS

Comment négocier avec un partenaire chinois (part 02) ?

Négocier avec un partenaire chinois (Part 02)

Comment faire des Affaires en Chine ?

Comment obtenir un Visa Z / Permis de Résidence via Hong Kong ?

French

Comment négocier avec un partenaire chinois (part 01) ?

Négocier avec un partenaire chinois (Part 01)

English

How to calculate the Salary & the Insurance cost of your employee ?

How to calculate the individual income tax in China ?

Comment calculer son impôt sur le revenu en Chine ?

Comment gérer ses Ressources Humaines en Chine ?

Comment enregistrer une entreprise en Chine?

V.I.E.

Le Volontariat International en Entreprise :