【正文】 rm labour contracts, nonfixedterm labour contracts and labour contracts which expire upon pletion of agreed assignments.第十三條用人單位與勞動(dòng)者協(xié)商一致，可以訂立固定期限勞動(dòng)合同。 A fixedterm labour contract shall refer to a labour contract for which the employer and the worker have agreed on the date of termination.Upon negotiation and consensus between the employer and the worker, a fixedterm labour contract may be concluded.第十四條用人單位與勞動(dòng)者協(xié)商一致，可以訂立無固定期限勞動(dòng)合同。用人單位自用工之日起滿一年不與勞動(dòng)者訂立書面勞動(dòng)合同的，視為用人單位與勞動(dòng)者已訂立無固定期限勞動(dòng)合同。 A nonfixedterm labour contract shall refer to a labour contract for which the employer and the worker have agreed that the date of termination is not fixed.Upon negotiation and consensus between the employer and the worker, a nonfixedterm labour contract may be concluded. Under any of the following circumstances, a worker may propose or agree to renewal or conclusion of labour contract。(2) when the employer first implemented the labour contract system or when a new labour contract is concluded upon restructuring of a Stateowned enterprise, the worker has worked for the employer for a period of 10 years consecutively and will attain his/her statutory retirement age in less than 10 years’ time。 以完成一定工作任務(wù)為期限的勞動(dòng)合同，是指用人單位與勞動(dòng)者約定以某項(xiàng)工作的完成為合同期限的勞動(dòng)合同。Article 15 勞動(dòng)合同由用人單位與勞動(dòng)者協(xié)商一致，并經(jīng)用人單位與勞動(dòng)者在勞動(dòng)合同文本上簽字或者蓋章生效。Article 16 勞動(dòng)合同應(yīng)當(dāng)具備以下條款：（一）用人單位的名稱、住所和法定代表人或者主要負(fù)責(zé)人；（二）勞動(dòng)者的姓名、住址和居民身份證或者其他有效身份證件號(hào)碼；（三）勞動(dòng)合同期限；（四）工作內(nèi)容和工作地點(diǎn)；（五）工作時(shí)間和休息休假；（六）勞動(dòng)報(bào)酬；（七）社會(huì)保險(xiǎn)；（八）勞動(dòng)保護(hù)、勞動(dòng)條件和職業(yè)危害防護(hù)；（九）法律、法規(guī)規(guī)定應(yīng)當(dāng)納入勞動(dòng)合同的其他事項(xiàng)。Article 17(2) name, address and identity card number or other valid identity document number of the worker。(4) job duties and work premises。(6) labour remuneration。(8) labour protection, working conditions and occupational hazard prevention and protection。 勞動(dòng)合同對(duì)勞動(dòng)報(bào)酬和勞動(dòng)條件等標(biāo)準(zhǔn)約定不明確，引發(fā)爭(zhēng)議的，用人單位與勞動(dòng)者可以重新協(xié)商；協(xié)商不成的，適用集體合同規(guī)定；沒有集體合同或者集體合同未規(guī)定勞動(dòng)報(bào)酬的，實(shí)行同工同酬；沒有集體合同或者集體合同未規(guī)定勞動(dòng)條件等標(biāo)準(zhǔn)的，適用國家有關(guān)規(guī)定。 Where a labour contract is unclear on the provisions for labour remuneration and working conditions etc and in the event of a dispute, the employer and the worker may renegotiate。 where there is no collective contract or where the collective contract has no provision on labour remuneration, the same remuneration shall be paid for the same job position。 勞動(dòng)合同期限三個(gè)月以上不滿一年的，試用期不得超過一個(gè)月；勞動(dòng)合同期限一年以上不滿三年的，試用期不得超過二個(gè)月；三年以上固定期限和無固定期限的勞動(dòng)合同，試用期不得超過六個(gè)月。以完成一定工作任務(wù)為期限的勞動(dòng)合同或者勞動(dòng)合同期限不滿三個(gè)月的，不得約定試用期。勞動(dòng)合同僅約定試用期的，試用期不成立，該期限為勞動(dòng)合同期限。 Where the term of a labour contract is more than three months but less than one year, the probationary period shall not exceed one month。 for fixedterm contracts of three years and above and nonfixedterm labour contracts, the probationary period shall not exceed six months.The same employer and the same worker may only agree on probationary period once.For labour contracts which expire upon pletion of agreed assignments or labour contracts with a term of less than three months, no probationary period shall be agreed upon.The probationary period shall form part of the term of the labour contract. Where a labour contract only stipulates a probationary period and the worker fails to pass the probationary period, the probationary period shall be the term of the labour contract.第二十條Article 20 在試用期中，除勞動(dòng)者有本法第三十九條和第四十條第一項(xiàng)、第二項(xiàng)規(guī)定的情形外，用人單位不得解除勞動(dòng)合同。Article 21 用人單位為勞動(dòng)者提供專項(xiàng)培訓(xùn)費(fèi)用，對(duì)其進(jìn)行專業(yè)技術(shù)培訓(xùn)的，可以與該勞動(dòng)者訂立協(xié)議，約定服務(wù)期。違約金的數(shù)額不得超過用人單位提供的培訓(xùn)費(fèi)用。用人單位與勞動(dòng)者約定服務(wù)期的，不影響按照正常的工資調(diào)整機(jī)制提高勞動(dòng)者在服務(wù)期期間的勞動(dòng)報(bào)酬。 Where an employer bears special training expenses for a worker in providing professional technical training, it may conclude an agreement with the worker to stipulate a period of service.Where a worker breaches the agreement on period of service, he/she shall pay default penalty to the employer pursuant to the agreement. The amount of default penalty shall not exceed the training expenses borne by the employer. The amount of default penalty demanded by the employer from the worker shall not exceed the amount of training expenses to be amortised over the unperformed period of service.The agreement between an employer and a worker on a period of service shall not have any impact on the raise of labour remuneration during the period of service pursuant to normal wage increment mechanism.第二十三條對(duì)負(fù)有保密義務(wù)的勞動(dòng)者，用人單位可以在勞動(dòng)合同或者保密協(xié)議中與勞動(dòng)者約定競(jìng)業(yè)限制條款，并約定在解除或者終止勞動(dòng)合同后，在競(jìng)業(yè)限制期限內(nèi)按月給予勞動(dòng)者經(jīng)濟(jì)補(bǔ)償。Article 23 競(jìng)業(yè)限制的人員限于用人單位的高級(jí)管理人員、高級(jí)技術(shù)人員和其他負(fù)有保密義務(wù)的人員。在解除或者終止勞動(dòng)合同后，前款規(guī)定的人員到與本單位生產(chǎn)或者經(jīng)營同類產(chǎn)品、從事同類業(yè)務(wù)的有競(jìng)爭(zhēng)關(guān)系的其他用人單位，或者自己開業(yè)生產(chǎn)或者經(jīng)營同類產(chǎn)品、從事同類業(yè)務(wù)的競(jìng)業(yè)限制期限，不得超過二年。 Personnel subject to nonpetition restrictive covenant shall be limited to the employer’s senior management personnel, senior technical personnel and other personnel who are obliged to keep confidentiality. The scope, geographical region and duration of nonpetition restrictive covenant shall be agreed between the employer and the worker。 除本法第二十二條和第二十三條規(guī)定的情形外，用人單位不得與勞動(dòng)者約定由勞動(dòng)者承擔(dān)違約金。 Except for the circumstances stipulated in Article 22 and Article 23, an employer shall not agree with a worker on bearing of default penalty by the worker.第二十六條對(duì)勞動(dòng)合同的無效或者部分無效有爭(zhēng)議的，由勞動(dòng)爭(zhēng)議仲裁機(jī)構(gòu)或者人民法院確認(rèn)。 The following labour contracts shall be wholly or partially invalid:(1) a labour contract which is concluded or varied by use of fraudulent or coercive tactics or taking advantage of the counterparty’s unfavourable position to cause the counterparty to act against the real intention。 or(3) where the mandatory provisions of the laws and administrative regulations are violated.A dispute over a wholly or partly invalid labour contract shall be determined by a labour dispute arbitration agency or a People’s Court.第二十七條Article 27 勞動(dòng)合同被確認(rèn)無效，勞動(dòng)者已付出勞動(dòng)的，用人單位應(yīng)當(dāng)向勞動(dòng)者支付勞動(dòng)報(bào)酬。Article 28 用人單位與勞動(dòng)者應(yīng)當(dāng)按照勞動(dòng)合同的約定，全面履行各自的義務(wù)。 An employer and a worker shall perform their respective obligations fully pursuant to the provisions of the labour contract.第三十條用人單位拖欠或者未足額支付勞動(dòng)報(bào)酬的，勞動(dòng)者可以依法向當(dāng)?shù)厝嗣穹ㄔ荷暾?qǐng)支付令，人民法院應(yīng)當(dāng)依法發(fā)出支付令。 Employers shall promptly pay labour remunera