【正文】 worker to terminate the labor contract. If an Employer uses violence, threats or unlawful restriction of personal freedom to force an employee to work, or if an Employer forces or instructs an employee to perform dangerous tasks which would endanger his personal safety in violation of rules or regulations, the employee may terminate his labor contract immediately without giving any prior notice to the Employer. Article 39causes the labor contract to be invalid due to any of the circumstances stipulated in the first paragraph of Article 26 of this Law。adopts rules or regulations that are in violation of laws or regulations, thereby impairing the employee’s rights and interests。fails to pay the social insurance premium for the employee in accordance with the law。fails to pay labor pensation in full or on time。fails to provide work protection or working conditions as stipulated in the labor contract。An employee may terminate the labor contract upon giving his Employer 30 days’ prior written notice. An employee may terminate his labor contract during the probation period by giving the Employer 3 days’ prior notice. Article 38Revocation and Termination of Labor ContractsArticle 36 Article 35A change in the Employer’s name, legal representative, main personincharge or investor, or in relation to other matters shall not affect the performance of the labor contract.Article 34An Employer shall strictly implement the work quota standards, and shall not force or in a disguised manner force any worker to work overtime. In the event that the Employer arranges for a worker to work overtime, it shall pay overtime wages to the employee in accordance with the relevant state regulations. Article 32 The Employer and the employee shall fully perform their respective obligations in accordance with the terms of the labor contract.Article 30 Where a labor contract is held to be invalid and the worker has performed his obligations, the Employer shall pay the employee labor pensation for such obligations. The amount of labor pensation shall be determined with reference to the labor pensation for employee s in the same or a similar position with the Employer.Chapter III shall be subject to determination by a labor dispute arbitration institution or a People’s court. Article 27 the labor contract is in violation of the mandatory provisions of laws or administrative regulations. If there is any dispute over the invalidity or partial invalidity of the labor contract, itthe labor contract absolves the Employer from legal liability and denies the employee his rights。 against the latter’s true intent。A labor contract shall be wholly or partially invalid if:(1)Save for circumstances stipulated in Article 22 and Article 23 of this law, an Employer shall not enter into an agreement with an employee regarding liquidated damages to be borne by the employee.An Employer and an employee may include in their labor contract confidentiality provisions in respect of the Employer’s trade secrets and other confidential matters with regard to intellectual property.If an employee has a confidentiality obligation, the Employer may contract with the worker to include nonpetition provisions in the labor contract or confidentiality agreement, and agree to pay financial pensation to the employee on a monthly basis during the nonpetition period after the termination or revocation of the labor contract. If the employee breaches the nonpetition provisions, he shall pay liquidated damages to the Employer in accordance with the stipulated terms. Article 24 If an Employer is paying for a worker’s special training expenses and providing him with professional technical training, it may enter into an agreement specifying a term of service with such employee. If the employee breaches the agreed term of service, he shall pay liquidated damages to the Employer in accordance with the terms of the agreement. The amount of the liquidated damages shall not exceed the amount of the training allowance provided by the Employer. The amount of the liquidated damages required by the Employer shall not exceed the portion of the training allowance allocated to the unperformed portion of the term of service.An Employer shall not terminate the labor contract during the probation period unless the employee falls into any of the circumstances stipulated in Article 39 and items (1) and (2) of Article 40 of this law. If an Employer terminates a labor contract during the probation period, it shall explain the reasons to the employee. Article 22 Article 20 for a fixedterm labor contract with a term of more than three years and an openended labor contract, the probation period may not exceed six months. The same Employer may only stipulate one probation period with any given employee.If a labor contract has a term of more than three months but less than one year, the probation period may not exceed one month。 if such negotiation fails, the provisions of the collective contract shall apply. If there is no collective contract or if the collective contract is silent on the issue of labor pensation, the principle of equal pay for equal work shall apply。other issues required by laws and regulations to be included in the labor contract. Apart from the mandatory terms mentioned above, an Employer and an employee may agree to include other matters in the labor contract such as probation period, training, confidentiality, supplementary insurance and welfare, etc.Article 18 labor protection, working conditions and protection against occupational hazards。social insurance。labor pensation。working hours, rest and leave。scope of work and place of work。term of the labor contract。name, residential address and number of the resident ID card or other valid identity document number of the worker。name, domicile and legal representative or main person incharge of the Employer。A labor contract shall bee effective