【正文】 ed employment contract.　　Article 15　　An “employment contract with a term to expire on pletion of a certain job〞 is an employment contract in whi the Employer and the Employee have agreed that the pletion of a certain job is the term of the contract.　　An Employer and a Employee may on reaing a negotiated consensus conclude an employment contract with a term to expire on pletion of a certain job.　　Article 16　　An employment contract shall bee effective when the Employer and the Employee have reaed a negotiated consensus thereon and ea of them has signed or sealed the text of su contract.　　The Employer and the Employee shall ea 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 arge 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 des cription and the place of work；　　5〕 Working hours rest and leave；　　6〕 Labor pensation；　　7〕 Social insurance；　　8〕 Labor protection working conditions and protection against occational hazards； and　　9〕 Other matters whi laws and statutes require to be included in employment contracts.　　In addition to the requisite terms mentioned above an Employer and a Employee may agree to stipulate other matters in the employment contract su as probation period training confidentiality splementary insurance and benefits etc.　　Article 18　　If a dispute arises due to the fact that the rate or standards for labor pensation 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 labor pensation 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 openended 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 on pletion 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 a 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 on 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 aracterized 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 a Employee39。s Republic of ina 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 ply 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 su as those concerning pensation 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 ments whereon the matter shall be determined through consultations with the Trade union or employee representatives conducted on a basis of equality.　　If during the implementation of an Employer39。s Republic of ina “Employers〞〕 on the one hand and Employees in the People39。s employment relationship with a Employee is established on the date it starts using the Employee. An Employer shall keep a register of employees for reference purposes.　　Article 8　　When an Employer hires a Employee it shall truthfully inform him as to the content of the work the working conditions the place of work occational hazards production safety conditions labor pensation and other matters whi the Employee requests to be informed about. The Employer has the right to learn from the Employee basic information whi directly relates to the employment contrac