【正文】 s, and crucial decisions, that have a direct bearing on the immediate interests of Employees shall be made public or be municated to the Employees by the Employer. Article 5The labor administration authorities of People’s Governments at the county level and above, together with the Labor Union and enterprise representatives, shall establish a prehensive tripartite mechanism for the coordination of employment relationships, in order to jointly study and resolve major issues concerning employment relationships. Article 6A 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 CONTRACTSArticle 7An 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 8When 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, pensation 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 9When 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 10To 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 11In 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 pensation was agreed upon with the Employee, the pensation of the new Employee shall be decided pursuant to the rate specified in the collective contract。 (6) Compensation。 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 27If 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 28If an employment contract is confirmed as invalid and the Employee has already performed labor, the Employer shall pay the Employee pensation. The amount of pensation shall be determined with reference to the pensation of Employees in the same or a similar position with the Employer. (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 pel 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 39An Employer may terminate an employment contract if the Employee: (1) Is proved during the probation period not to satisfy the conditions for employment。 (2) Serious difficulties in production and/or business operations。 (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。 (3) The employment contract is terminated by the Employer pursuant to Article 40 hereof。SECTION 1 COLLECTIVE CONTRACT or (6) Another circumstance specified in laws or administrative statutes arises. Article 45If 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 workrelated injury insurance. Article 46In 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。 (3) Has contracted an illness or sustained a nonworkrelated injury, and the set period of medical care therefore has not expired。 (2) The Employee is inpetent and remains inpetent after training or adjustment of his position。 (4) Has rules and regulations that violate laws or regulations, thereby harming the Employee’s rights and interests。 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 upon pletion of a certain job or an e