【正文】 (4) The Employer is declared bankrupt。 (5) causes the employment contract to be invalid due to the circumstance specified in item Page 8 of 30 (1) of the first paragraph of Article 26 hereof。 (8) Labor protection, working conditions and protection against occupational hazards。s Congress on June 29, 20xx Effective from January 1, 20xx By Baker amp。 (2) The Employer disclaims its legal liability or denies the Employee his rights。 (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。 (4) The employment contract is terminated by the Employer pursuant to the first paragraph of Article 41 hereof。 (4) Is a female employee in her pregnancy, confinement or nursing period。 (5) causes the employment contract to be invalid due to a circumstance specified in the first paragraph of Article 26 hereof。 (3) The term of the employment contract。 (2) The name, domicile and number of the resident ID card or other valid identity document of the Employee。 (4) Has rules and regulations that violate laws or regulations, thereby harming the Employee’s rights and interests。 (3) Has contracted an illness or sustained a nonworkrelated injury, and the set period of medical care therefore has not expired。 (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。 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 fixedterm employment contracts with a relatively long term。 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 labor pensation. The amount of labor pensation shall be determined with reference to the labor pensation 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 labor pensation on time and in full in accordance with the employment contracts and state regulations. If an Employer falls into arrears with the payment of labor pensation 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。 MCKenzie 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, anizations such as enterprises, individual economic anizations and private nonenterprise 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 anizations 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, such 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, whereupon the matter shall be determined through consultations with the Trade union or employee representatives conducted on a basis of Page 2 of 30 equality. If, during the implementation of an Employer’s rule or regulation or decision on a crucial matter, the Trade union or an employee is of the opinion that the same is inappropriate, it or he is entitled to municate such opinion to the