【正文】 ntract and such other clauses shall continue to be valid.第二十八條 勞動合同被確認(rèn)無效，勞動者已付出勞動的，用人單位應(yīng)當(dāng)向勞動者支付勞動報酬。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。Article 28 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 用人單位與勞動者應(yīng)當(dāng)按照勞動合同的約定，全面履行各自的義務(wù)。Article 29 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。用人單位拖欠或者未足額支付勞動報酬的，勞動者可以依法向當(dāng)?shù)厝嗣穹ㄔ荷暾堉Ц读?，人民法院?yīng)當(dāng)依法發(fā)出支付令。Article 30 Employers shall promptly pay labour remuneration to workers in full amount pursuant to the stipulations of the labour contract and the provisions of the State.Where an employer defaults on payment or fails to promptly pay labour remuneration in full amount, a worker may apply to a People’s Court for an order for payment and the People’s Court shall issue an order for payment pursuant to the law.第三十一條 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。用人單位安排加班的，應(yīng)當(dāng)按照國家有關(guān)規(guī)定向勞動者支付加班費。Article 31 Employers shall strictly ply with the standard for labour quota and shall not coerce a worker directly or indirectly to work overtime. An employer which requires a worker to work overtime work shall pay the worker overtime wages pursuant to the relevant provisions of the State.第三十二條 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。勞動者對危害生命安全和身體健康的勞動條件，有權(quán)對用人單位提出批評、檢舉和控告。Article 32 Where a worker refuses to ply with any order of the management personnel of the employer which violates the rules or pels the worker to engage in risky work, such refusal shall not be deemed as a breach of the labour contract.A worker shall have the right to criticise, plain or file a lawsuit against an employer in respect of working conditions which endanger life safety and physical health.第三十三條 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，不影響勞動合同的履行。Article 33 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 用人單位發(fā)生合并或者分立等情況，原勞動合同繼續(xù)有效，勞動合同由承繼其權(quán)利和義務(wù)的用人單位繼續(xù)履行。Article 34 Where an employer undergoes a merger or division, the original labour contract shall continue to be valid and the succeeding employer which succeeds the rights and obligations of the predecessor employer shall continue to perform the labour contract.第三十五條 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。變更勞動合同，應(yīng)當(dāng)采用書面形式。變更后的勞動合同文本由用人單位和勞動者各執(zhí)一份。Article 35 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 用人單位與勞動者協(xié)商一致，可以解除勞動合同。Article 36 Upon negotiation and consensus between an employer and a worker, a labour contract may be rescinded.第三十七條 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。勞動者在試用期內(nèi)提前三日通知用人單位，可以解除勞動合同。Article 37 A worker may notify the employer with a 30day advance notice in writing to rescind his/her labour contract. A worker may notify the employer with a threeday advance notice in writing during his/her probationary period to rescind his/her labour contract.第三十八條 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。用人單位以暴力、威脅或者非法限制人身自由的手段強(qiáng)迫勞動者勞動的，或者用人單位違章指揮、強(qiáng)令冒險作業(yè)危及勞動者人身安全的，勞動者可以立即解除勞動合同，不需事先告知用人單位。Article 38 Under any of the following circumstances, a worker may rescind the labour contract:(1) where the employer fails to provide labour protection or labour conditions pursuant to the provisions of the labour contract。(2) where the employer fails to promptly pay labour remuneration in full amount。(3) where the employer fails to contribute social security premiums for the worker pursuant to the law。(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。(5) where the labour contract is rendered void under any of the circumstances stipulated in the first paragraph of Article 26。 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 勞動者有下列情形之一的，用人單位可以解除勞動合同：（一）在試用期間被證明不符合錄用條件的；（二）嚴(yán)重違反用人單位的規(guī)章制度的；（三）嚴(yán)重失職，營私舞弊，給用人單位造成重大損害的；（四）勞動者同時與其他用人單位建立勞動關(guān)系，對完成本單位的工作任務(wù)造成嚴(yán)重影響，或者經(jīng)用人單位提出，拒不改正的；（五）因本法第二十六條第一款第一項規(guī)定的情形致使勞動合同無效的；（六）被依法追究刑事責(zé)任的。Article 39 Under any of the following circumstances, the employer may rescind the labour contract:(1) where it is proven during the probationary period that the worker does not satisfy the employment criteria。(2) where the worker has mitted a serious breach of the employer’s rules and system。(3) where the worker is guilty of serious dereliction of duties and corruption and causes the employer to suffer significant damages。(4) where the worker holds a labour relationship with another employer concurrently which has a severe impact