By Zengyi Xie
The fundamental target of this ebook is to aid readers comprehend the improvement of the idea and perform of work legislation in China, and to familiarize them with significant advances and closing demanding situations during this box. the writer additionally places ahead feedback on the right way to increase exertions legislations in China at the foundation of an research of key difficulties and comparative research. The ebook may also function an invaluable advisor, permitting HR specialists at businesses with chinese language staff or doing enterprise in China to higher comprehend chinese language exertions legislation and laws. It covers a wide diversity of work legislations matters, together with the which means of work relatives, definition of the worker and organisation, the tasks of employers and staff, anti-discrimination, hard work dispatch, minimal salary, termination of work contracts, paintings damage assurance, hard work inspections and hard work dispute resolution.
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Extra info for Labor Law in China: Progress and Challenges
Example text
16 The Labor Law, adopted 5 Jul. 1994, entry in force 1 Jan. 1995, only contains general principles of equality. The law containing more specific rules on anti-discrimination, namely the Employment Promotion Law, was adopted in 2007. 17 Ministry of Human Resources and Social Security of the People’s Republic of China, Bulletin of Statistics for the Development of Human Resources and Social Security in China of 2013. 18 The third reason is incorrect knowledge or attitudes on the part of employers in relation to factors such as gender, age, region and health.
8 Deborah J Lockton, Employment Law, 5th Edition, Palgrave Macmillan, 2006, pp. 58–76. 6 26 2 Basic Duties of the Employer and the Employee with (2) the duty to obey reasonable lawful order. Obeying the employer’s instructions is the most basic duty of the employee. , we can see there are similarities as well as differences between the two countries in regard to the duties of the employer and employee. Laws in both countries have provisions for duties of loyalty of the employee toward the employer, including confidentiality, not to accept bribes, and not to compete.
17 Ministry of Human Resources and Social Security of the People’s Republic of China, Bulletin of Statistics for the Development of Human Resources and Social Security in China of 2013. 18 The third reason is incorrect knowledge or attitudes on the part of employers in relation to factors such as gender, age, region and health. 20 The last but not the least reason is institutional factors. , registered resident) applicants, which means non-resident applicants cannot enjoy equal opportunities in the job market.