【正文】 (4) the employer is declared。(2) the worker has started exercising his/her basic pension insurance entitlements。Article 44 An employer which unilaterally rescinds a labour contract shall notify the labour union of the reason beforehand. Where the employer violates the provisions of laws and regulations or the labour contract, the labour union shall have the right to require the employer to make correction. The employer shall study the opinion of the labour union and notify the labour union in writing of the oute.第四十四條用人單位應(yīng)當(dāng)研究工會的意見，并將處理結(jié)果書面通知工會。 用人單位單方解除勞動合同，應(yīng)當(dāng)事先將理由通知工會。(5) where a worker has worked for 15 years consecutively with the employer and will attain his/her statutory retirement age in less than five years’ time。(3) during the stipulated medical treatment period of a worker suffering from illness or nonworkrelated injury。 Under any of the following circumstances, the employer shall not rescind a labour contract pursuant to the provisions of Article 40 and Article 41:(1) where a worker who has engaged in work exposed to occupational hazards has not undergone postemployment occupational health check or during the period where a worker is suspected to have contracted an occupational illness or under medical observation。 勞動者有下列情形之一的，用人單位不得依照本法第四十條、第四十一條的規(guī)定解除勞動合同：（一）從事接觸職業(yè)病危害作業(yè)的勞動者未進(jìn)行離崗前職業(yè)健康檢查，或者疑似職業(yè)病病人在診斷或者醫(yī)學(xué)觀察期間的；（二）在本單位患職業(yè)病或者因工負(fù)傷并被確認(rèn)喪失或者部分喪失勞動能力的；（三）患病或者非因工負(fù)傷，在規(guī)定的醫(yī)療期內(nèi)的；（四）女職工在孕期、產(chǎn)期、哺乳期的；（五）在本單位連續(xù)工作滿十五年，且距法定退休年齡不足五年的；（六）法律、行政法規(guī)規(guī)定的其他情形。(2) a worker who has entered into a nonfixedterm labour contract with the employer。(3) the enterprise undergoes a change of production, significant technological reform or change of mode of operation and upon variation of labour contracts, there is still a need for retrenchment。 Under any of the following circumstances where an employer needs to retrench 20 or more employees or where the number of employees to be retrenched is less than 20 but prises 10% or more of the total number of employees of the enterprise, the employer shall explain the situation to the labour union or all staff 30 days in advance and seek the opinion of the labour union or the employees, the employer may carry out the retrenchment exercise upon reporting the retrenchment scheme to the labour administrative authorities:(1) the employer undergoes restructuring pursuant to the provisions of the Enterprise Bankruptcy Law。用人單位依照本條第一款規(guī)定裁減人員，在六個月內(nèi)重新招用人員的，應(yīng)當(dāng)通知被裁減的人員，并在同等條件下優(yōu)先招用被裁減的人員。 有下列情形之一，需要裁減人員二十人以上或者裁減不足二十人但占企業(yè)職工總數(shù)百分之十以上的，用人單位提前三十日向工會或者全體職工說明情況，聽取工會或者職工的意見后，裁減人員方案經(jīng)向勞動行政部門報告，可以裁減人員：（一）依照企業(yè)破產(chǎn)法規(guī)定進(jìn)行重整的；（二）生產(chǎn)經(jīng)營發(fā)生嚴(yán)重困難的；（三）企業(yè)轉(zhuǎn)產(chǎn)、重大技術(shù)革新或者經(jīng)營方式調(diào)整，經(jīng)變更勞動合同后，仍需裁減人員的；（四）其他因勞動合同訂立時所依據(jù)的客觀經(jīng)濟(jì)情況發(fā)生重大變化，致使勞動合同無法履行的。(2) where the worker cannot perform his/her duties and remains to be incapable of performing the job duties after training or job transfer。Article 40 or(6) where criminal prosecution is instituted against the worker pursuant to the law.第四十條(4) where the worker holds a labour relationship with another employer concurrently which has a severe impact on his/her performance of work tasks assigned by the employer or refuses to make correction as demanded by the employer。(2) where the worker has mitted a serious breach of the employer’s rules and system。Article 39 or(6) any other circumstances where the worker may rescind a labour contract as stipulated by the laws and regulations.Where an employer uses means such as violence, threat or illegal restriction of personal freedom to coerce a worker into provision of labour or where an employer gives orders which violate the rules or force a worker to engage in risk work which endangers the worker’s personal safety, the worker may forthwith rescind the labour contract and shall not be required to give the employer advance notice thereof.第三十九條(4) where the rules and system of the employer violate the provisions of laws and regulations and are prejudicial to the worker’s rights and interests。(2) where the employer fails to promptly pay labour remuneration in full amount。Article 38 用人單位有下列情形之一的，勞動者可以解除勞動合同：（一）未按照勞動合同約定提供勞動保護(hù)或者勞動條件的；（二）未及時足額支付勞動報酬的；（三）未依法為勞動者繳納社會保險費(fèi)的；（四）用人單位的規(guī)章制度違反法律、法規(guī)的規(guī)定，損害勞動者權(quán)益的；（五）因本法第二十六條第一款規(guī)定的情形致使勞動合同無效的；（六）法律、行政法規(guī)規(guī)定勞動者可以解除勞動合同的其他情形。Article 37 勞動者提前三十日以書面形式通知用人單位，可以解除勞動合同。Article 36 Upon negotiation and consensus between an employer and a worker, the contents of a labour contract may be varied. Variation of a labour contract shall be made in writing.The employer and the worker shall each hold a copy of the varied labour contract.第四章 勞動合同的解除和終止CHAPTER 4 — RESCISSION AND TERMINATION OF LABOUR CONTRACTS第三十六條變更后的勞動合同文本由用人單位和勞動者各執(zhí)一份。 用人單位與勞動者協(xié)商一致，可以變更勞動合同約定的內(nèi)容。Article 34 The change of name of an employer or change of legal representative or key personincharge or investors etc shall not affect the performance of a labour contract.第三十四條 用人單位變更名稱、法定代表人、主要負(fù)責(zé)人或者投資人等事項(xiàng)，不影響勞動合同的履行。Article 32 勞動者拒絕用人單位管理人員違章指揮、強(qiáng)令冒險作業(yè)的，不視為違反勞動合同。Article 31 用人單位應(yīng)當(dāng)嚴(yán)格執(zhí)行勞動定額標(biāo)準(zhǔn)，不得強(qiáng)迫或者變相強(qiáng)迫勞動者加班。Article 30 用人單位應(yīng)當(dāng)按照勞動合同約定和國家規(guī)定，向勞動者及時足額支付勞動報酬。Article 29 Where a labour contract is deemed to be invalid and the worker has provided labour services, the employer shall pay labour remuneration to the worker. The amount of labour remuneration shall be determined with reference to the labour remuneration of a worker holding the same or similar position in the employer’s organisation.第三章 勞動合同的履行和變更CHAPTER 3 — PERFORMANCE AND VARIATION OF LABOUR CONTRACTS第二十九條勞動報酬的數(shù)額，參照本單位相同或者相近崗位勞動者的勞動報酬確定。 The partial invalidity of a labour contract shall not affect the validity of the other clauses of the contract and such other clauses shall continue to be valid.第二十八條 勞動合同部分無效，不影響其他部分效力的，其他部分仍然有效。(2) where the employer waives its statutory liabilities and exclude the worker from his/her rights。Article 26 下列勞動合同無效或者部分無效：（一）以欺詐、脅迫的手段或者乘人之危，使對方在違背真實(shí)意思的情況下訂立或