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ڣ2021-06-11 11:08:36

΄ BʞԬ\`C ʠiPޱJ [MBO Bb޶ NԬb΅ ܵAЂg @CA K_ʴЄ ʴb` OO ΅_HNЃ aΈ_] Lfa Ή`Zi B_ݰ ^ΆNLe Die`Ђ GdM` HPGЂ eFʟЅ Eeܵ _ca dKDM^ hC΄Bʞ Ԭ\`Cʠ iPޱJ[M BOB b޶N Ԭb΅ܵ AЂg @CAK _ʴЄ ʴb` OO΅_ HNЃa Έ_] LfaΉ `ZiB _ݰ^Ά NLeD ie`ЂG dM`H PGЂ eFʟЅE eٰܵ_ cadKD M^hC΄ BʞԬ\ `CʠiPޱ J[MB OBb ޶NԬb ΅ܵA Ђg@CA K_ʴ Єʴb` O O΅_HN ЃaΈ_] Lf aΉ`Z iB_ ݰ^ΆNL eDie` ЂGdM `HPG ЂeFʟ ЅEe ٰܵ_c adKDM ^hC΄B ʞԬ\`C ʠiPޱJ [MBO Bb޶ NԬb΅ ܵAЂg @CA K_ʴЄ ʴb` OO ΅_HNЃ aΈ_] LfaΉ `Zi B_ݰ ^ΆNLe Die`Ђ GdM`H PGЂ eFʟЅE eٰܵ _cad KDM^hC ΄BʞԬ \`CʠiP ޱJ[MB OBb ޶NԬb ΅ܵA Ђg@C AK_ ʴЄʴ b`O O΅_H NЃaΈ_ ]L faΉ `ZiB_ ݰ^ΆN LeDie `ЂGdM `H PGЂeF ʟЅE eٰܵ_c adKD M^hC΄ BʞԬ\` CʠiPޱ J[MB OBb ޶NԬb ΅ܵAЂ g@CA K_ʴ Єʴb` O O΅_HNЃ aΈ_] Lf aΉ`Z iB_ ݰ^ΆNLe Die`Ђ GdM`H PGЂ eFʟЅ Eeܵ _ca dKDM^h C΄Bʞ Ԭ\`Cʠi PޱJ[M BOBb ޶NԬ b΅ܵ AЂg@ CAK _ʴЄʴ b`O O΅_H NЃ aΈ_] Lfa Ή`Z iB_ݰ ^ΆNLe Die`Ђ GdM` HPG ЂeFʟЅ Ee ٰ_ca dKDM^ hC΄B ʞԬ\`Cʠ iPޱJ[ MBOB b޶N Ԭb΅ ܵAЂg @CAK _ʴЄ ʴb` OO΅ _HNЃa Έ_] LfaΉ `ZiB _ݰ^ ΆNLeD ie`ЂG dM`H PGЂ eFʟЅ Eeٰܵ _cad KDM^h C΄BʞԬ \`Cʠi PޱJ[MB OBb ޶NԬ b΅ܵA Ђg@ CAK_ ʴЄʴb `O O΅_HN ЃaΈ_ ]Lf aΉ` ZiB_ ݰ^ΆNL eDie `ЂGdM `HP GЂeFʟ ЅEe ٰܵ_c adKDM ^hC΄ BʞԬ\`C ʠiPޱJ [MBO CЅܵ_` bK_A eʟ^MdB ]]H\ CܵΆ\i GNKPA ZEB BOΉDfD J*ܹ ʞ޶J aDKC ΅[_M ʴBB@΄ g^΄P Ήad ΉKΈL G޶ D·F΄ hOLЃ ʠbN ԬCEЂ b\ ʞO` hޱCЅ ܵ_`b K_Aeʟ ^MdB]] H\CܵΆ \iGN KPAZ EBBOΉ DfDJ ܹʞ ޶JaD KC΅ [_MʴBB @΄g^ ΄PΉa dΉK ΈLG޶ D· F΄hO LЃµʠ bNԬ CEЂb \ʞO `h ޱCЅܵ_ `bK_ Aeʟ^M dB]]H \CܵΆ\ iGNKP AZEB BOΉD fDJ*ܹ ʞ޶ JaD KC΅[_ MʴBB@ ΄g^΄P Ήad ΉK ΈLG޶ D·F ΄hOLЃ µʠb NԬC EЂb \ʞO `hޱC Ѕܵ_`b K_Aeʟ ^MdB] ]H\C ܵΆ\iGN KPA ZEBBO ΉDfDJ *ܹ ʞ޶Ja DKC΅ [_MʴB B@΄g^ ΄PΉ adΉ KΈLG޶ D· F΄hO LЃ µʠbN ԬCE Ђb \ʞO` hޱC Ѕܵ_`b K_Ae ʟ^MdB ]]H\C ܵΆ\iG NKPA ZEBB OΉDfD J*ܹ ʞ޶J aDKC΅ [_Mʴ BB@΄g ^΄PΉ adΉ KΈLG ޶D ·F΄ hOLЃµ ʠbN ԬCEЂ b\ʞ O` hޱCЅܵ _`b K_Aeʟ ^MdB]] H\Cܵ Ά\iGN KPAZ EBBO ΉDfDJ ܹ ʞ޶JaD KC΅ [_MʴB B@΄g^ ΄PΉ adΉK ΈLG޶ D·F ΄hOL Ѓµʠ bNԬC EЂb \ʞO `hޱ CЅܵ_ `bK_A eʟ^Md B]]H\ CܵΆ\i GNKP AZEB BOΉDf DJ*ܹ ʞ޶J aDK C΅[_M ʴBB@΄ g^΄P Ήad ΉKΈ LG޶ D·F΄ hOLЃ ʠbN ԬCE Ђb\ ʞO` hޱC Ѕܵ_`b K_Ae ʟ^MdB] ]H\C ܵΆ\iG NKPA ZEBB OΉDfDJ *ܹ ʞ޶J aDKC΅ [_Mʴ BB@΄g^ ΄PΉ adΉK ΈLG޶ D· F΄hO LЃµʠ bNԬ CEЂb \ʞO `h ޱCЅܵ_ `bK_ Aeʟ^M dB]]H \CܵΆ\ iGNK PAZEB BOΉD fDJ* ܹʞ޶ JaD KC΅[_ MʴBB@ ΄g^΄ PΉad ΉK ΈLG޶ D·F ΄hOL Ѓµʠb NԬC EЂb \ʞO `hޱ CЅܵ_` bK_A eʟ^Md B]]H\ CܵΆ\i GNKPA ZEB BOΉDf DJ*ܹ ʞ޶J aDKC ΅[_Mʴ BB@΄g^ ΄PΉ adΉ KΈLG ޶D ·F΄h OLЃµ ʠbNԬ CEЂ b\ʞO ` hޱCЅܵ _`bK _Aeʟ^ MdB]]H \CܵΆ \iGNK PA ZEBB OΉDfD J*ܹ ʞ޶J aDKC ΅[_Mʴ BB@΄g ^΄P ΉadΉ KΈL G޶D ·F΄ hOLЃ ʠbN ԬCEЂ b\ʞ O` hޱCЅ ܵ_`b K_Aeʟ ^MdB]] H\Cܵ Ά\iGN KPAZ EBBO ΉDfDJ ܹ ʞ޶Ja DKC΅ [_MʴB B@΄g^ ΄PΉ adΉ KΈLG޶ D· F΄h OLЃµʠ bNԬ CEЂb \ʞO ` hޱCЅܵ_ `bK _Aeʟ^M dB]]H \CܵΆ\i GNKP AZEB BOΉDf DJ*ܹ ʞ޶J aDK C΅[_ MʴBB@΄ g^΄P Ήad ΉKΈ LG޶ D·F΄ hOLЃ µʠbN ԬCE Ђb \ʞO` hޱC Ѕܵ_`b K_Ae ʟ^MdB ]]H\C ܵΆ\iG NKPA ZEBB OΉDfD J*ܹ ʞ޶J aDKC ΅[_Mʴ BB@΄g ^΄PΉ adΉ KΈL G޶D ·F΄ hOLЃµ ʠbN ԬCEЂ b\ʞ O` hޱCЅܵ _`bK _Aeʟ^M dB]]H \CܵΆ \iGNK PAZE BBOΉD fDJ* ܹʞ ޶JaD KC΅[ _MʴBB@ ΄g^΄ PΉa dΉK ΈLG޶ D·F ΄hOL Ѓµʠ bNԬC EЂb \ʞO `hޱ CЅܵ_ `bK_A eʟ^Md B]]H\ CܵΆ\i GNKP AZEB BOΉDf DJ*ܹ ʞ޶J aDK C΅[_M ʴBB@΄ g^΄P Ήad ΉKΈ LG޶ D·F΄ hOLЃ µʠbN ԬCE Ђb\ ʞO` hޱCЅܵ _`b K_Aeʟ ^MdB]] H\Cܵ Ά\iGN KPAZ EBBOΉ DfDJ ܹʞ ޶JaD KC΅ [_MʴBB @΄g^ ΄PΉa dΉK ΈLG޶ D·F΄ hOLЃ ʠbN ԬCEЂ b\ ʞO` hޱCЅ ܵ_`b K_Aeʟ ^MdB] ]H\Cܵ Ά\iGN KPA ZEBBO ΉDfDJ *ܹ ʞ޶Ja DKC΅ [_MʴB B@΄g^ ΄PΉ adΉ KΈLG ޶D· F΄h OLЃµʠ bNԬ CEЂ b\ʞO ` hޱCЅܵ _`bK _Aeʟ^ MdB]]H \CܵΆ \iGN KPAZE BBOΉ DfDJ* ܹʞ ޶JaD KC΅[ _MʴBB @΄g^΄ PΉad ΉKΈ LG޶ D·F ΄hOLЃ µʠb NԬCE Ђb \ʞO `hޱC Ѕܵ_` bK_Ae ʟ^MdB ]]H\ CܵΆ\iG NKPA ZEBB OΉDfD J*ܹ ʞ޶J aDKC ΅[_Mʴ BB@΄g ^΄P ΉadΉ KΈL G޶D ·F΄ hOLЃ ʠbN ԬCEЂ b\ ʞO` hޱCЅ ܵ_`b K_Aeʟ ^MdB] ]H\Cܵ Ά\iGN KPAZ EBBO ΉDfDJ *ܹ ʞ޶Ja DKC΅ [_MʴBB @΄g^΄ PΉa dΉK ΈLG޶ D· F΄hOL Ѓµʠ bNԬ CEЂb \ʞO `hޱ CЅܵ_ `bK_ Aeʟ^Md B]]H \CܵΆ\i GNKP AZEB BOΉDf DJ*ܹ ʞ޶J aDK C΅[_ MʴBB@΄ g^΄P Ήad ΉKΈ LG޶ D·F΄ hOLЃ µʠb NԬCE Ђb \ʞO` hޱC Ѕܵ_` bK_Ae ʟ^MdB ]]H\C ܵΆ\iG NKPA ZEBB OΉDfD J*ܹ ʞ޶Ja DKC΅ [_MʴB B@΄g^ ΄PΉ adΉ KΈLG޶ D· F΄hO LЃµʠ bNԬ CEЂb \ʞO `h ޱCЅܵ_ `bK_ Aeʟ^M dB]]H \C ܵΆ\iGN KPA ZEBB OΉDfDJ *ܹ ʞ޶Ja DKC΅ [_Mʴ BB@΄g^ ΄PΉ adΉ KΈLG ޶D ·F΄h OLЃµ ʠbNԬ CEЂ b\ʞ O` hޱCЅܵ _`bK _Aeʟ^ MdB]] H\CܵΆ \iGN KPAZE BBOΉ DfDJ ܹʞ ޶JaD KC΅ [_MʴBB @΄g^ ΄PΉa dΉK ΈLG޶ D· F΄hO LЃµʠ bNԬ CEЂb \ʞO `h ޱCЅܵ_ `bK_A eʟ^MdB ]]H\ CܵΆ\i GNKPA ZEB BOΉDfD J*ܹ ʞ޶J aDKC ΅[_M ʴBB@΄g ^΄P Ήad ΉKΈL G޶ D·F΄ hOLЃ ʠbN ԬCEЂ b\ ʞO` hޱCЅ ܵ_`b K_Aeʟ ^MdB] ]H\Cܵ Ά\iGN KPA ZEBBO ΉDfDJ *ܹ ʞ޶Ja DKC΅ [_MʴB B@΄g^ ΄PΉ adΉ KΈLG ޶D· F΄h OLЃµ ʠbNԬ CEЂ b\ʞO `h ޱCЅܵ_ `bK_ Aeʟ^M dB]]H \CܵΆ\ iGNKP AZEB BOΉD fDJ*ܹ ʞ޶ JaDK C΅[_ MʴBB@ ΄g^΄P Ήad ΉKΈ LG޶ D·F ΄hOLЃ µʠb NԬCE Ђb \ʞO `hޱC Ѕܵ_` bK_Ae ʟ^MdB ]]H\ CܵΆ\iG NKPA ZEB BOΉDfD J*ܹ ʞ޶J aDKC ΅[_M ʴBB@΄g ^΄P ΉadΉ KΈL G޶ D·F΄ hOLЃ ʠbN ԬCEЂ b\ʞO ` hޱCЅܵ _`bK _Aeʟ^ MdB]]H \CܵΆ \iGNK PAZE BBOΉD fDJ* ܹʞ ޶JaD KC΅[ _MʴBB@ ΄g^΄ PΉad Ή KΈLG ޶D ·F΄ hOLЃµ ʠbN ԬCEЂ b\ʞ O` hޱCЅܵ _`b K_Aeʟ^ MdB]] H\Cܵ Ά\iGN KPAZ EBBOΉ DfDJ ܹ ʞ޶JaD KC΅ [_MʴBB @΄g^ ΄PΉ adΉK ΈLG޶ D· F΄hO LЃµʠ bNԬ CEЂb \ʞO `h ޱCЅܵ_ `bK_ Aeʟ^M dB]]H \CܵΆ\ iGNK PAZEB BOΉD fDJ* ܹʞ޶ JaD KC΅[_ MʴBB@΄ g^΄P Ήad ΉKΈ LG޶ D·F΄ hOLЃ ʠbN ԬCE Ђb\ ʞO` hޱCЅ ܵ_`b K_Ae ʟ^MdB] ]H\C ܵΆ\iGN KPA ZEBB OΉDfDJ *ܹ ʞ޶Ja DKC΅ [_Mʴ BB@΄g^ ΄PΉ adΉ KΈLG ޶D ·F΄h OLЃµ ʠbN ԬCEЂ b\ʞ O` hޱCЅܵ _`b K_Aeʟ^ MdB]] H\CܵΆ \iGN KPAZ EBBOΉ DfDJ ܹʞ ޶JaD KC΅[_ MʴBB@ ΄g^΄ PΉad ΉK ΈLG޶ D·F ΄hOL Ѓµʠb NԬC EЂb \ʞO `hޱ CЅܵ_` bK_A eʟ^MdB ]]H\ CܵΆ\i GNKPA ZEB BOΉDfD J*ܹ ʞ޶J aDKC ΅[_M ʴBB@΄g ^΄P Ήad ΉKΈL G޶ D·F΄ hOLЃ ʠbN ԬCEЂ b\ ʞO` hޱCЅ ܵ_`b K_Aeʟ ^MdB] ]H\C ܵΆ\iGN KPA ZEBBO ΉDfDJ ܹʞ ޶JaD KC΅ [_MʴBB @΄g^ ΄PΉa dΉK ΈLG޶ D· F΄hOL Ѓµʠ bNԬ CEЂb \ʞO `hޱ CЅܵ_ `bK_A eʟ ^MdB]] H\Cܵ Ά\iGN KPAZ EBBO ΉDfDJ ܹ ʞ޶Ja DKC΅ [_MʴB B@΄g^ ΄PΉ adΉ KΈLG޶ D· F΄hO LЃµʠ bNԬ CEЂb \ʞO `h ޱCЅܵ_ `bK _Aeʟ^M dB]]H \CܵΆ\ iGNK PAZE BBOΉD fDJ* ܹʞ ޶JaD KC΅[ _MʴBB@ ΄g^΄ PΉa dΉK ΈLG޶ D·F ΄hOL Ѓµʠ bNԬC EЂb \ʞO `hޱC Ѕܵ_`b K_Ae ʟ^MdB ]]H\C ܵΆ\iG NKPA ZEBB OΉDfD J*ܹ ʞ޶J aDKC΅ [_Mʴ BB@΄g ^΄PΉ adΉ KΈLG ޶D ·F΄ hOLЃµ ʠbN ԬCEЂ b\ʞ O` hޱCЅܵ _`b K_Aeʟ^ MdB]] H\Cܵ Ά\iGN KPAZ EBBO ΉDfDJ ܹ ʞ޶JaD KC΅ [_MʴB B@΄g^ ΄PΉ adΉK ΈLG޶ D· F΄hO LЃµʠ bNԬ CEЂb \ʞO `hޱ CЅܵ_ `bK_A eʟ^Md B]]H\ CܵΆ\i GNKP AZEB BOΉDf DJ*ܹ ʞ޶J aDK C΅[_M ʴBB@΄ g^΄P Ήad ΉKΈ LG޶ D·F΄ hOLЃ ʠbN ԬCE Ђb\ ʞO` hޱCЅ ܵ_`b K_Ae ʟ^MdB] ]H\C ܵΆ\iG NKPA ZEBB OΉDfDJ *ܹ ʞ޶J aDKC΅ [_Mʴ BB@΄g^ ΄PΉ adΉ KΈLG ޶D ·F΄h OLЃµʠ bNԬ CEЂb \ʞO `h ޱCЅܵ_ `bK_ Aeʟ^M dB]]H \CܵΆ\ iGNKP AZEB BOΉD fDJ*ܹ ʞ޶ JaDK C΅[_ MʴBB@΄ g^ ΄PΉ adΉ KΈLG ޶D· F΄h OLЃµʠ bNԬ CEЂ b\ʞO ` hޱCЅܵ_ `bK _Aeʟ^ MdB]]H \CܵΆ \iGNK PAZE BBOΉ DfDJ* ܹʞ ޶JaD KC΅[ _MʴBB @΄g^΄ PΉa dΉK ΈLG޶ D· F΄hOL Ѓµʠ bNԬ CEЂb \ʞO `hޱ CЅܵ_ `bK_ Aeʟ^Md B]]H \CܵΆ\i GNKP AZEB BOΉDf DJ*ܹ ʞ޶J aDKC ΅[_Mʴ BB@΄g ^΄P ΉadΉ KΈL G޶D ·F΄ hOLЃ ʠbN ԬCEЂ b\ʞ O` hޱCЅ ܵ_`b K_Aeʟ ^MdB]] H\Cܵ Ά\iGN KPAZ EBBO ΉDfDJ ܹ ʞ޶Ja DKC΅ [_MʴB B@΄g^ ΄PΉ adΉ KΈLG޶ D· F΄h OLЃµʠ bNԬ CEЂb \ʞO ` hޱCЅܵ_ `bK _Aeʟ^M dB]]H \CܵΆ \iGNK PAZE BBOΉD fDJ*ܹ ʞ޶J aDK C΅[_ MʴBB@΄ g^΄P Ήad ΉKΈ LG޶ D·F΄ hOLЃ µʠbN ԬCE Ђb \ʞO` hޱC Ѕܵ_`b K_Ae ʟ^MdB ]]H\C ܵΆ\iG NKPA ZEBB OΉDfD J*ܹ ʞ޶J aDKC΅ [_Mʴ BB@΄g ^΄PΉ adΉ KΈL G޶D ·F΄ hOLЃµ ʠbN ԬCEЂ b\ʞ O` hޱCЅܵ _`b K_Aeʟ ^MdB]] H\Cܵ Ά\iGN KPAZE BBOΉD fDJ* ܹʞ ޶JaD KC΅[ _MʴBB@ ΄g^΄ PΉad ΉK ΈLG޶ D·F ΄hOL Ѓµʠb NԬC EЂb \ʞO `hޱC Ѕܵ _`bK _Aeʟ^ MdB]] H\CܵΆ \iGN KPAZE BBOΉ DfDJ ܹʞ ޶JaD KC΅[ _MʴBB @΄g^ ΄PΉa dΉK ΈLG޶ D· F΄hO LЃµʠ bNԬ CEЂb \ʞO `h ޱCЅܵ_ `bK_ Aeʟ^Md B]]H \CܵΆ\ iGNKP AZEB BOΉD fDJ*ܹ ʞ޶ JaDK C΅[_ MʴBB@ ΄g^΄P Ήad ΉKΈ LG޶ D·F ΄hOLЃ µʠb NԬCE Ђb\ ʞO` hޱCЅ ܵ_`b K_Aeʟ ^MdB] ]H\Cܵ Ά\iGN KPA ZEBBO ΉDfDJ *ܹ ʞ޶Ja DKC΅ [_MʴB B@΄g^ ΄PΉ adΉ KΈLG ޶D· F΄h OLЃµʠ bNԬ CEЂ b\ʞO ` hޱCЅܵ_ `bK _Aeʟ^ MdB]]H \CܵΆ \iGN KPAZE BBOΉ DfDJ* ܹʞ ޶JaD KC΅[ _MʴBB @΄g^΄ PΉa dΉK ΈLG޶ D· F΄hOL Ѓµʠb NԬCE Ђb \ʞO `hޱC Ѕܵ_` bK_Ae ʟ^MdB ]]H\ CܵΆ\iG NKPA ZEBB OΉDfD J*ܹ ʞ޶J aDKC ΅[_Mʴ BB@΄g ^΄P ΉadΉ KΈL G޶D ·F΄ hOLЃ ʠbN ԬCEЂ b\ʞ O` hޱCЅ ܵ_`b K_Aeʟ ^MdB] ]H\Cܵ Ά\iGN KPAZ EBBO ΉDfDJ *ܹ ʞ޶Ja DKC΅ [_MʴB B@΄g^ ΄PΉ adΉ KΈLG޶ D· F΄hOL Ѓµʠ bNԬ CEЂb \ʞO `hޱ CЅܵ_ `bK_A eʟ^Md B]]H\ CܵΆ\i GNKP AZEB BOΉDf DJ*ܹ ʞ޶J aDKC ΅ [_MʴBB @΄g^ ΄PΉ adΉK ΈLG޶ D· F΄hO LЃµʠ bNԬ CEЂb \ʞO `h ޱCЅܵ_ `bK_ Aeʟ^M dB]]H \CܵΆ\ iGNK PAZEB BOΉD fDJ*ܹ ʞ޶ JaD KC΅[_ MʴBB@ ΄g^΄P Ήad ΉK ΈLG޶ D·F ΄hOL Ѓµʠb NԬC EЂb \ʞO `hޱ CЅܵ_` bK_A eʟ^MdB ]]H\ CܵΆ\i GNKPA ZEB BOΉDfD J*ܹ ʞ޶Ja DKC΅ [_Mʴ BB@΄g^ ΄PΉ adΉ KΈLG ޶D ·F΄h OLЃµ ʠbNԬ CEЂ b\ʞ O` hޱCЅܵ _`bK _Aeʟ^ MdB]] H\CܵΆ \iGN KPAZE BBOΉ DfDJ ܹʞ ޶JaD KC΅[ _MʴBB @΄g^ ΄PΉa dΉK ΈLG޶ D· F΄hO LЃµʠ bNԬ CEЂb \ʞO `h ޱCЅܵ_ `bK_ Aeʟ^M dB]]H \CܵΆ\ iGNKP AZEB BOΉDfD J*ܹ ʞ޶J aDKC ΅[_M ʴBB@΄g ^΄P Ήad ΉKΈL G޶ D·F΄ hOLЃ ʠbN ԬCEЂ b\ ʞO` hޱCЅ ܵ_`b K_Aeʟ ^MdB] ]H\Cܵ Ά\iGN KPA ZEBBO ΉDfDJ *ܹ ʞ޶Ja DKC΅ [_MʴB B@΄g^ ΄PΉ adΉ KΈLG ޶D· F΄h OLЃµ ʠbNԬ CEЂ b\ʞO ` hޱCЅܵ _`bK _Aeʟ^ MdB]]H \CܵΆ\ iGNKP AZEB BOΉD fDJ*ܹ ʞ޶ JaDK C΅[_ MʴBB@΄ g^΄P Ήad ΉKΈ LG޶ D·F΄ hOLЃ µʠbN ԬCE Ђb\ ʞO `h ޱCЅܵ_ `bK _Aeʟ^M dB]]H \CܵΆ\ iGNK PAZE BBOΉD fDJ* ܹʞ޶ JaD KC΅[ _MʴBB@ ΄g^΄ PΉad ΉK ΈLG޶ D·F ΄hOL Ѓµʠb NԬC EЂb \ʞO `hޱ CЅܵ_` bK_A eʟ^Md B]]H\ CܵΆ\i GNKP AZEB BOΉDf DJ*ܹ ʞ޶J aDK C΅[_M ʴBB@΄ g^΄P Ήad ΉKΈ LG޶ D·F΄ hOLЃ ʠbN ԬCEЂ b\ʞ O` hޱCЅܵ _`b K_Aeʟ^ MdB]] H\Cܵ Ά\iGN KPAZ EBBOΉ DfDJ ܹ ʞ޶JaD KC΅ [_MʴBB @΄g^ ΄PΉ adΉK ΈLG޶ D· F΄hO LЃµʠ bNԬ CEЂb \ʞO `h ޱCЅܵ_ `bK_ Aeʟ^M dB]]H \CܵΆ\ iGNK PAZEB BOΉD fDJ* ܹʞ޶ JaD KC΅[_ MʴBB@ ΄g^΄ PΉad ΉK ΈLG޶ D·F΄ hOLЃ ʠbN ԬCE Ђb\ ʞO` hޱCЅ ܵ_`b K_Ae ʟ^MdB] ]H\C ܵΆ\iGN KPA ZEBB OΉDfDJ *ܹ ʞ޶Ja DKC΅ [_Mʴ BB@΄g^ ΄PΉ adΉ KΈLG ޶D ·F΄h OLЃµ ʠbNԬ CEЂ b\ʞ O` hޱCЅܵ _`b K_Aeʟ^ MdB]] H\CܵΆ \iGN KPAZ EBBOΉ DfDJ ܹʞ ޶JaD KC΅ [_MʴBB @΄g^ ΄PΉa dΉK ΈLG޶ D·F ΄hOL Ѓµʠb NԬC EЂb \ʞO `hޱC Ѕܵ_` bK_Ae ʟ^MdB ]]H\ CܵΆ\iG NKPA ZEBB OΉDfD J*ܹ ʞ ޶JaD KC΅[ _MʴBB @΄g^΄ PΉa dΉK ΈLG޶ D· F΄hOL Ѓµʠ bNԬC EЂb \ʞO `hޱ CЅܵ_ `bK_A eʟ^Md B]]H \CܵΆ\i GNKP AZEB BOΉDf DJ*ܹ ʞ޶J aDK C΅[_M ʴBB@΄ g^΄P Ήad ΉKΈ LG޶ D·F΄ hOLЃ µʠbN ԬCE Ђb \ʞO` hޱC Ѕܵ_`b K_Ae ʟ^MdB ]]H\C ܵΆ\iG NKPA ZEBBO ΉDfDJ ܹ ʞ޶Ja DKC΅ [_MʴB B@΄g^ ΄PΉ adΉ KΈLG޶ D· F΄hO LЃµʠ bNԬ CEЂb \ʞO `h ޱCЅܵ_ `bK _Aeʟ^M dB]]H \CܵΆ\ iGNK PAZE BBOΉD fDJ* ܹʞ޶ JaD KC΅[ _MʴBB@ ΄g^΄ PΉa dΉK ΈLG޶ D·F ΄hOL Ѓµʠ bNԬC EЂb \ʞO `hޱ CЅܵ_ `bK_A eʟ^Md B]]H\ CܵΆ\iG NKPA ZEBB OΉDfD J*ܹ ʞ޶J aDKC΅ [_Mʴ BB@΄g ^΄PΉ adΉ KΈLG ޶D ·F΄ hOLЃµ ʠbN ԬCEЂ b\ʞ O` hޱCЅܵ _`b K_Aeʟ^ MdB]] H\Cܵ Ά\iGN KPAZ EBBOΉ DfDJ ܹ ʞ޶JaD KC΅ [_MʴB B@΄g^ ΄PΉ adΉK ΈLG޶ D· F΄hO LЃµʠ bNԬ CEЂb \ʞO `h ޱCЅܵ_ `bK_ Aeʟ^Md B]]H\ CܵΆ\i GNKP AZEB BOΉDf DJ*ܹ ʞ޶J aDKC ΅[_M ʴBB@΄g ^΄P Ήad ΉKΈL G޶ D·F΄ hOLЃ ʠbN Ԭ CEЂb \ʞO `h ޱCЅܵ_ `bK_ Aeʟ^Md B]]H \CܵΆ\ iGNKP AZEB BOΉDf DJ*ܹ ʞ޶ JaDK C΅[_ MʴBB@΄ g^΄P Ήad ΉKΈ LG޶ D·F΄ hOLЃ µʠb NԬCE Ђb \ʞO` hޱC Ѕܵ_` bK_Ae ʟ^MdB ]]H\ CܵΆ\iG NKPA ZEBB OΉDfD J*ܹ ʞ޶J aDKC ΅[_Mʴ BB@΄g ^΄P ΉadΉ KΈL G޶D ·F΄h OLЃµʠ bNԬ CEЂ b\ʞO ` hޱCЅܵ_ `bK _Aeʟ^ MdB]]H \CܵΆ \iGNK PAZE BBOΉ DfDJ* ܹʞ ޶JaD KC΅[ _MʴBB @΄g^΄ PΉa dΉK ΈLG޶ D· F΄hOL Ѓµʠ bNԬC EЂb \ʞO `hޱ CЅܵ_ `bK_ Aeʟ^Md B]]H \CܵΆ\i GNKP AZEB BOΉDf DJ*ܹ ʞ޶J aDK C΅[_ MʴBB@΄ g^΄P Ήad ΉKΈL G޶D ·F΄ hOLЃ ʠbN ԬCEЂ b\ʞ O` hޱCЅ ܵ_`b K_Aeʟ ^MdB]] H\Cܵ Ά\iGN KPAZ EBBO ΉDfDJ ܹ ʞ޶Ja DKC΅ [_MʴB B@΄g^ ΄PΉ adΉ KΈLG޶ D· F΄hO LЃµʠ bNԬ CEЂb \ʞO ` hޱCЅܵ_ `bK _Aeʟ^M dB]]H \CܵΆ \iGNK PAZE BBOΉD fDJ* ܹʞ ޶JaD KC΅[ _MʴBB@ ΄g^΄P Ήad ΉKΈ LG޶ D·F΄ hOLЃ µʠbN ԬCE Ђb\ ʞO` hޱCЅ ܵ_`b K_Ae ʟ^MdB] ]H\C ܵΆ\iGN KPA ZEBBO ΉD fDJ*ܹ ʞ޶ JaD KC΅[_ MʴBB@ ΄g^΄P Ήad ΉK ΈLG޶ D·F ΄hOLЃ µʠb NԬC EЂb \ʞO `hޱC Ѕܵ_` bK_A eʟ^MdB ]]H\ CܵΆ\iG NKPA ZEB BOΉDfD J*ܹ ʞ޶J aDKC ΅[_M ʴBB@΄g ^΄P Ήad ΉKΈL G޶ D·F΄ hOLЃ ʠbN ԬCEЂ b\ ʞO` hޱCЅ ܵ_`b K_Aeʟ ^MdB] ]H\Cܵ Ά\iGN KPAZE BBOΉ DfDJ ܹʞ ޶JaD KC΅[ _MʴBB @΄g^ ΄PΉa dΉK ΈLG޶ D· F΄hO LЃµʠ bNԬ CEЂb \ʞO `h ޱCЅܵ_ `bK_ Aeʟ^Md B]]H \CܵΆ\ iGNKP AZEB BOΉDf DJ*ܹ ʞ޶ JaDK C΅[_ MʴBB@ ΄g^΄P Ήad ΉKΈ LG޶ D·F ΄hOLЃ µʠb NԬCE Ђb \ʞO `hޱC Ѕܵ_` bK_Ae ʟ^MdB] ]H\Cܵ Ά\iGN KPA ZEBBO ΉDfDJ *ܹ ʞ޶Ja DKC΅ [_MʴB B@΄g^ ΄PΉ adΉ KΈLG ޶D· F΄h OLЃµʠ bNԬ CEЂ b\ʞO ` hޱCЅܵ_ `bK _Aeʟ^ MdB]]H \CܵΆ \iGNK PAZE BBOΉ DfDJ* ܹʞ ޶JaD KC΅[ _MʴBB @΄g^΄ PΉa dΉK ΈLG޶ D· F΄hOL Ѓµʠ bNԬ CEЂb \ʞO `hޱ CЅܵ_` bK_Ae ʟ^MdB ]]H\ CܵΆ\iG NKPA ZEBB OΉDfD J*ܹ ʞ޶J aDKC΅ [_Mʴ BB@΄g ^΄PΉ adΉ KΈLG ޶D ·F΄h OL Ѓµʠb NԬC EЂb \ʞO `hޱ CЅܵ_` bK_A eʟ^Md B]]H\ CܵΆ\i GNKPA ZEB BOΉDf DJ*ܹ ʞ޶J aDKC ΅[_M ʴBB@΄ g^΄P Ήad ΉKΈL G޶ D·F΄ hOLЃ ʠbN ԬCEЂ b\ ʞO` hޱCЅ ܵ_`b K_Ae ʟ^MdB] ]H\C ܵΆ\iGN KPA ZEBB OΉDfDJ *ܹ ʞ޶Ja DKC΅ [_Mʴ BB@΄g^ ΄PΉ adΉ KΈLG޶ D· F΄hO LЃµʠ bNԬ CEЂb \ʞO `h ޱCЅܵ_ `bK_ Aeʟ^M dB]]H \CܵΆ\ iGNK PAZEB BOΉD fDJ*ܹ ʞ޶ JaD KC΅[_ MʴBB@ ΄g^΄P Ήad ΉK ΈLG޶ D·F ΄hOLЃ µʠb NԬC EЂb \ʞO `hޱ CЅܵ_` bK_A eʟ^MdB ]]H\ CܵΆ\i GNKPA ZEB BOΉDfD J*ܹ ʞ޶J aDKC ΅[_M ʴBB@΄g ^΄PΉ adΉ KΈLG ޶D ·F΄h OLЃµ ʠbNԬ CEЂ b\ʞ O` hޱCЅܵ _`bK _Aeʟ^ MdB]] H\CܵΆ \iGN KPAZE BBOΉ DfDJ ܹʞ ޶JaD KC΅[ _MʴBB @΄g^ ΄PΉa dΉK ΈLG޶ D· F΄hO LЃµʠ bNԬ CEЂb \ʞO `h ޱCЅܵ_ `bK_ Aeʟ^M dB]]H \CܵΆ\ iGNKP AZEB BOΉD fDJ*ܹ ʞ޶ JaDK C΅[_M ʴBB@΄g ^΄P Ήad ΉKΈL G޶ D·F΄ hOLЃ ʠbN ԬCEЂ b\ʞ O` hޱCЅ ܵ_`b K_Aeʟ ^MdB]] H\Cܵ Ά\iGN KP AZEB BOΉDf DJ*ܹ ʞ޶J aDK C΅[_M ʴBB@΄ g^΄P Ήad ΉKΈ LG޶ D·F΄ hOLЃ µʠbN ԬCE Ђb\ ʞO` hޱC Ѕܵ_`b K_Ae ʟ^MdB] ]H\C ܵΆ\iG NKPA ZEBB OΉDfDJ *ܹ ʞ޶J aDKC΅ [_Mʴ BB@΄g ^΄PΉ adΉ KΈLG ޶D ·F΄ hOLЃµ ʠbN ԬCEЂ b\ʞ O` hޱCЅܵ _`b K_Aeʟ^ MdB]]H \CܵΆ\ iGNK PAZE BBOΉD fDJ* ܹʞ޶ JaD KC΅[ _MʴBB@ ΄g^΄ PΉad ΉK ΈLG޶ D·F ΄hOL Ѓµʠb NԬC EЂb \ʞO `hޱ CЅܵ_` bK_A eʟ^Md B]]H\ CܵΆ\i GNKPA ZEB BOΉDf DJ*ܹ ʞ޶J aDK C΅[_M ʴBB@΄ g^΄P Ήad ΉKΈ LG޶ D·F΄ hOLЃ ʠbN ԬCE Ђb\ ʞO` hޱCЅ ܵ_`b K_Aeʟ^ MdB]] H\Cܵ Ά\iGN KPAZ EBBOΉ DfDJ ܹ ʞ޶JaD KC΅ [_MʴBB @΄g^ ΄PΉ adΉK ΈLG޶ D· F΄hO LЃµʠ bNԬ CEЂb \ʞO `h ޱCЅܵ_ `bK_ Aeʟ^M dB]]H \CܵΆ\ iGNK PAZEB BOΉD fDJ* ܹʞ޶ JaD KC΅[_ MʴBB@ ΄g^΄ PΉad ΉK ΈLG޶ D·F ΄hOL Ѓµʠb NԬC EЂb \ʞO` hޱCЅ ܵ_`b K_Ae ʟ^MdB] ]H\C ܵΆ\iGN KPA ZEBBO ΉDfDJ *ܹ ʞ޶Ja DKC΅ [_MʴB B@΄g^ ΄PΉ adΉ KΈLG޶ D·F΄ hOLЃ µʠb NԬCE Ђb \ʞO` hޱC Ѕܵ_` bK_Ae ʟ^MdB ]]H\C ܵΆ\iG NKPA ZEBB OΉDfD J*ܹ ʞ޶J aDKC ΅[_Mʴ BB@΄g ^΄PΉ adΉ KΈL G޶D ·F΄ hOLЃµ ʠbN ԬCEЂ b\ʞ O` hޱCЅ ܵ_`b K_Aeʟ ^MdB]] H\Cܵ Ά\iGN KPAZ EBBO ΉDfDJ ܹ ʞ޶Ja DKC΅ [_MʴB B@΄g^ ΄PΉa dΉK ΈLG޶ D· F΄hOL Ѓµʠ bNԬC EЂb \ʞO `hޱ CЅܵ_ `bK_A eʟ^Md B]]H \CܵΆ\i GNKP AZEB BOΉDf DJ*ܹ ʞ޶J aDK C΅[_M ʴBB@΄ g^΄P Ήad ΉKΈ LG޶ D·F΄ hOLЃ µʠbN ԬCE Ђb \ʞO` hޱC Ѕܵ_`b K_Ae ʟ^MdB ]]H\C ܵΆ\iG NKPA ZEBB OΉDfD J*ܹ ʞ޶J aDKC΅ [_MʴB B@΄g^ ΄PΉ adΉ KΈLG޶ D· F΄hO LЃµʠ bNԬ CEЂb \ʞO `h ޱCЅܵ_ `bK _Aeʟ^M dB]]H \CܵΆ\ iGNK PAZE BBOΉD fDJ* ܹʞ޶ JaD KC΅[ _MʴBB@ ΄g^΄ PΉad ΉK ΈLG޶ D·F ΄hOL Ѓµʠ bNԬC EЂb \ʞO `hޱ CЅܵ_ `bK_A eʟ^Md B]]H\ CܵΆ\i GNKP AZEB BOΉDf DJ*ܹ ʞ޶J aDKC΅ [_Mʴ BB@΄g ^΄PΉ adΉ KΈLG ޶D ·F΄h OLЃµ ʠbNԬ CEЂ b\ʞ O` hޱCЅܵ _`bK _Aeʟ^ MdB]]H \ CܵΆ\iG NKPA ZEB BOΉDfD J*ܹ ʞ޶J aDKC ΅[_M ʴBB@΄g ^΄P ΉadΉ KΈL G޶ D·F΄ hOLЃ ʠbN ԬCEЂ b\ ʞO` hޱCЅ ܵ_`b K_Aeʟ ^MdB] ]H\Cܵ Ά\iGN KPAZ EBBO ΉDfDJ *ܹ ʞ޶Ja DKC΅ [_MʴB B@΄g^ ΄PΉ adΉ KΈLG ޶D· F΄h OLЃµʠ bNԬ CEЂ b\ʞO ` hޱCЅܵ_ `bK_ Aeʟ^Md B]]H \CܵΆ\ iGNKP AZEB BOΉDf DJ*ܹ ʞ޶ JaDK C΅[_ MʴBB@΄ g^΄P Ήad ΉKΈ LG޶ D·F΄ hOLЃ µʠb NԬCE Ђb \ʞO` hޱC Ѕܵ_` bK_Ae ʟ^MdB ]]H\C ܵΆ\iG NKPA ZEBB OΉDfD J*ܹ ʞ޶J aDKC ΅[_Mʴ BB@΄g ^΄P ΉadΉ KΈL G޶D ·F΄ hOLЃ ʠbN ԬCEЂ b\ʞ O` hޱCЅܵ_ `bK _Aeʟ^ MdB]]H \CܵΆ \iGNK PAZE BBOΉ DfDJ* ܹʞ ޶JaD KC΅[ _MʴBB @΄g^΄ PΉa dΉK ΈLG޶ D· F΄hOL Ѓµʠ bNԬC EЂb \ʞO `hޱ CЅܵ_ `bK_A eʟ^Md B]]H \CܵΆ\i GNKP AZEB BOΉDf DJ*ܹ ʞ޶J aDK C΅[_ MʴBB@΄ g^΄P Ήad ΉKΈ LG޶ D·F΄ hOLЃ µʠbN ԬCEЂ b\ʞ O` hޱCЅ ܵ_`b K_Aeʟ ^MdB]] H\Cܵ Ά\iGN KPAZ EBBOΉ DfDJ ܹ ʞ޶JaD KC΅ [_MʴBB @΄g^ ΄PΉa d ΉKΈL G޶ D·F΄ hOLЃ ʠbN ԬCEЂ b\ ʞO` hޱCЅ ܵ_`b K_Aeʟ ^MdB] ]H\C ܵΆ\iGN KPA ZEBBO ΉDfDJ *ܹ ʞ޶Ja DKC΅ [_MʴB B@΄g^ ΄PΉ adΉ KΈLG ޶D· F΄h OLЃµ ʠbNԬ CEЂ b\ʞ O` hޱCЅܵ _`bK _Aeʟ^ MdB]] H\CܵΆ \iGN KPAZE BBOΉ DfDJ ܹʞ ޶JaD KC΅[ _MʴBB@ ΄g^΄P Ήad ΉK ΈLG޶ D·F ΄hOLЃ µʠb NԬC EЂb \ʞO `hޱC Ѕܵ_` bK_A eʟ^MdB ]]H\ CܵΆ\iG NKPA ZEB BOΉDfD J*ܹ ʞ޶J aDKC ΅[_M ʴBB@΄g ^΄P ΉadΉ KΈL G޶ D·F΄ hOLЃ ʠbN ԬCEЂ b\ ʞO` hޱCЅ ܵ_`b K_Aeʟ ^MdB] ]H\Cܵ Ά\iGN KPA ZEBBO ΉDfDJ *ܹ ʞ޶JaD KC΅[ _MʴBB @΄g^ ΄PΉa dΉK ΈLG޶ D· F΄hO LЃµʠ bNԬ CEЂb \ʞO `h ޱCЅܵ_ `bK_ Aeʟ^Md B]]H \CܵΆ\ iGNKP AZEB BOΉDf DJ*ܹ ʞ޶ JaDK C΅[_ MʴBB@΄ g^΄P Ήad ΉKΈ LG޶ D·F ΄hOLЃ µʠb NԬCE Ђb \ʞO `hޱC Ѕܵ_` bK_Ae ʟ^MdB ]]H\ CܵΆ\iG NKPA ZEBB OΉDfDJ *ܹ ʞ޶Ja DKC΅ [_MʴB B@΄g^ ΄PΉ adΉ KΈLG޶ D· F΄hO LЃµʠ bNԬ CEЂb \ʞO `h ޱCЅܵ_ `bK_ Ae ʟ^MdB] ]H\C ܵΆ\iGN KPA ZEBBO ΉDfDJ *ܹ ʞ޶Ja DKC΅ [_MʴB B@΄g^ ΄PΉ adΉ KΈLG޶ D· F΄hO LЃµʠ bNԬ CEЂb \ʞO `h ޱCЅܵ_ `bK_ Aeʟ^M dB]]H \CܵΆ\ iGNKP AZEB BOΉD fDJ*ܹ ʞ޶ JaDK C΅[_ MʴBB@΄ g^΄P Ήad ΉKΈ LG޶ D·F΄ hOLЃ µʠbN ԬCE Ђb\ ʞO` hޱ CЅܵ_` bK_A eʟ^MdB ]]H\ CܵΆ\iG NKPA ZEB BOΉDfD J*ܹ ʞ޶J aDKC ΅[_Mʴ BB@΄g ^΄PΉ adΉ KΈLG ޶D ·F΄ hOLЃµ ʠbN ԬCEЂ b\ʞ O` hޱCЅܵ _`bK _Aeʟ^ MdB]]H \CܵΆ \iGN KPAZE BBOΉ DfDJ* ܹʞ ޶JaD KC΅[ _MʴB

ͶͬӢĶհ
Order of the President of the Peoples Republic of China л񹲺͹ϯ ʮţ (No. 65)

The Labor Contract Law of the Peoples Republic of China, which was adopted at the 28th Session of the Standing Committee of the Tenth National Peoples Congress of the Peoples Republic of China on June 29, 2007, is hereby promulgated and shall come into force as of January 1, 2008.

л񹲺͹Ͷͬ 񹲺͹ʮȫ᳣ ίԱڶʮ˴λ 2007 6 29 ͨ蹫 2008 1 1 ʩ С л񹲺͹ϯ

President of the Peoples Republic of China Hu Jintao 2007 6 29 June 29, 2007 л񹲺͹Ͷͬ Labor Contract Law of the Peoples Republic of China 2007 6 29 յʮȫ ᳣ίԱڶʮ˴λͨ (Adopted at the 28th Session of Standing Committee of the Tenth National Peoples Congress of the Peoples Republic of China on June 29, 2007) Ŀ ¼

Contents

һ



Chapter I General Provisions Chapter II Formation of Labor Contracts Chapter III Fulfillment and Change of Labor Contracts Chapter IV Dissolution and Termination of Labor Contracts Chapter V Special Provisions Section 1 Collective Contract Section 2 Worker Dispatch Section 3 Part-time Employment Chapter VI Supervision and Inspection Chapter VII Legal Liabilities Chapter VIII Supplementary Provisions

ڶ

ͶͬĶ



Ͷͬкͱ



ͶͬĽֹ



ر涨

һ

ͬ

ڶ

Dz



ȫù









ڰ



Chapter I General Provisions

һ



Article 1This Law is formulated for the purposes of improving the labor contractual system, clarifying the rights and obligations of both parties of labor contracts, protecting the legitimate rights and interests of employees, and establishing and developing a harmonious and stable employment relationship.

һ

ΪͶͬƶȣȷͶ

ͬ˫˵Ȩ񣬱Ͷ ĺϷȨ棬ͷչгȶͶ ϵƶ

Article 2 This Law shall apply to the establishment of employment relationship between employees and enterprises, individual economic organizations, private non-enterprise entities, or other organizations (hereafter referred to as employers), and to the formation, fulfillment, change, dissolution, or termination of labor contracts.

ڶ

л񹲺͹ڵҵ

֯ҵλ֯³ ˵λͶ߽Ͷϵ СֹͶͬ

The state organs, public institutions, social organizations, and their employees among them there is an employment relationship shall observe this Law in the formation, fulfillment, change, dissolution, or termination of their labor contracts.

һءҵλ

ͶϵͶߣС ֹͶͬձִС

Article 3 The principle of lawfulness, fairness, equality, free will, negotiation for agreement and good faith shall be observed in the formation of a labor contract.



ͶͬӦѭϷ

**ԸЭһ¡ʵõԭ

ͶͬԼ A labor contract concluded according to the law shall have a binding force. The employer and the employee shall perform the obligations as stipulated in the labor contract. λͶӦͶͬԼ

Article 4 An employer shall establish a sound system of employment rules so



˵λӦͶ

as to ensure that its employees enjoy the labor rights and perform the employment obligations.

ƶȣͶͶȨ Ͷ

Where an employer formulates, amends or decides rules or important events concerning the remuneration, working time, break, vacation, work safety and sanitation, insurance and welfare, training of employees, labor discipline, or management of production quota, which are directly related to the interests of the employees, such rules or important events shall be discussed at the meeting of employees representatives or the general meeting of all employees, and the employer shall also put forward proposals and opinions to the employees and negotiate with the labor union or the employees representatives on a equal basis to reach agreements on these rules or events.

˵λƶ޸Ļ߾й ꡢʱ䡢Ϣݼ١Ͷȫ ոְѵͶԼ ֱ漰ͶĹ ƶȻشʱӦְ ȫְۣ ְ*Эȷ

ڹƶȺشʵʩ УְΪʵģȨ ˵λͨЭ޸ơ

During the process of execution of a decision about a rule or about an important event, if the labor union or the employees deem it improper, they may require the employer to amend or improve the rules or decisions through negotiations. ˵λӦֱ漰Ͷ ĹƶȺشʾ߸ ֪Ͷߡ

The employer shall make an announcement of the rules and important events which are directly related to the interests of the employees or inform the employees of these rules or events. Article 5 The labor administrative department of the peoples government at the county level or above shall, together with the labor union and the representatives of the enterprise, establish a sound three-party mechanism to coordinate employment relationship and shall jointly seek to solve the major problems related to employment relations. ؼͶŻ

ͬҵȫЭͶ ϵƣͬойͶϵ ش⡣

Article 6 The labor union shall assist and direct the employees when they conclude with the employers and fulfill labor contracts and establish a collective negotiation mechanism with the employers so as to maintain the lawful rights and interests of the employees.



ӦָͶ

λͶͬ˵ λЭ̻ƣάͶߵĺϷȨ 档

Chapter II Formation of Labor Contracts

ڶ

ͶͬĶ

Article 7 An employer establishes an employment relationship with an employee from the date when the employer puts the employee to work. The employer shall prepare a roster of employees for inspection.



˵λù֮Ͷ

Ͷϵ˵λӦְ 顣

Article 8 When an employer hires an employee, it shall faithfully inform him of the work contents, conditions and location, occupational harm, work safety state, remuneration, and other information which the employee requires to be informed. The employer has the right to know the basic information of the employer which is directly related to the labor contract and the employee shall faithfully provide such information.

ڰ

˵λͶʱӦʵ

֪Ͷ߹ݡ ص㡢 ְҵΣȫ״Ͷ꣬Լ ͶҪ˽˵λȨ ˽ͶͶֱͬصĻ ͶӦʵ˵

Article 9 When an employer hires an employee, it shall not detain his identity card or other certificates, nor require him to provide a guaranty or collect money or property from him under any other excuse.

ھ

˵λͶߣÿѺ

ߵľ֤֤Ҫ ṩͶȡ 

Article 10 A written labor contract shall be concluded in the establishment of an employment relationship.

ʮ ͬ

ͶϵӦͶ

Where an employment relationship has already been established with an employee but no written labor contract has been entered simultaneously, a written labor contract shall be concluded within one month from the date when the employee begins to work.

ѽͶϵδͬʱͶ ͬģӦù֮һڶ Ͷͬ

˵λͶùǰͶ Where an employer and an employee conclude a labor contract prior to the employment, the employment relationship is established from the date when the employee begins to work. ͬģͶϵù֮

Article 11 Where an employer fails to conclude a written labor contract when the employer put his employee to work, if the remuneration stipulated between the employer and the employee is not clear, the remuneration to the new employee shall conform to the provisions of the collective contract. If there is no collective contract or if there is no such stipulation in the collective contract, the principle of equal pay for equal work shall be observed.

ʮһ

˵λδùͬʱ

ͶͬͶԼͶ겻 ȷģõͶߵͶ갴ռ ͬ涨ı׼ִУûмͬ߼ ͬδ涨ģʵͬͬꡣ

Article 12 Labor contracts are classified into fix-term labor contracts, labor contracts without a fixed term, and the labor contracts that set the completion

ʮ

ͶͬΪ̶Ͷ

ͬ޹̶Ͷͬһ

of specific tasks as the term to end contracts.

Ϊ޵Ͷͬ

Article 13 A fixed-term labor contract refers to a labor contract in which the employer and the employee stipulate the time of termination of the contract.

ʮ

̶Ͷָͬ˵

λͶԼֹͬʱͶͬ

The employer and the employee may conclude a fixed-term labor contract upon negotiation.

˵λͶЭһ£Զ ̶Ͷͬ

Article 14 A labor contract without a fixed term refers to a labor contract in which the employer and the employee stipulate no certain time to end the contract.

ʮ

޹̶Ͷָͬ

λͶԼȷֹʱͶ ͬ

An employer and an employee may, through negotiations, conclude a labor contract without a fixed term. Under any of the following circumstances, if the employee proposes or agrees to renew or conclude a labor contract, a labor contract without a fixed term shall be concluded unless the employee proposes to conclude a fixed-term labor contract: 1. The employee has already worked for the employer for 10 full years consecutively; 2. When the employer initially adopts the labor contract system or when a state-owned enterprise re-concludes the labor contract due to restructuring, the employee has already worked for this employer for 10 full years consecutively and he attains to the age which is less than 10 years up to the statutory retirement age; or 3. The labor contract is to be renewed after two fixed-term labor contracts have been concluded consecutively, and the employee is not under any of the circumstances as mentioned in Article 39 and Paragraphs (1) and (2) of Article 40 of this Law.

˵λͶЭһ£Զ ޹̶Ͷ֮ͬһ ͬͶͬģ Ͷ̶Ͷͬ⣬Ӧ ޹̶Ͷͬ

һͶڸ˵λ ʮģ

˵λʵͶͬƶ ߹ҵ¶Ͷͬʱ ڸ˵λʮҾ෨ 䲻ʮģ

ι̶Ͷͬ Ͷûбʮ͵ʮ

һ ڶ涨Σ Ͷͬġ If the employer fails to sign a written labor contract with an employee after the lapse of one full year from the date when the employee begins to work, it shall be deemed that the employer and the employee have concluded a labor contract without a fixed term. ˵λù֮һ겻Ͷ ߶ͶͬģΪ˵λ Ѷ޹̶Ͷͬ

Article 15 A labor contract that sets the completion of a specific task as the term to end the contract refers to the labor contract in which the employer and the employee stipulate that the time period of the contract shall be

ʮ

һΪ޵

ָͬ˵λͶԼij Ϊͬ޵Ͷͬ

based on the completion of a specific task. ˵λͶЭһ£Զ An employer and an employee may, upon negotiation, conclude a labor contract that sets the completion of a specific task to end the contract. һΪ޵Ͷͬ

Article 16 A labor contract shall be agreed with by the employer and the employee and shall come into effect after the employer and the employee affix their signatures or seals to the labor contract.

ʮ

Ͷͬ˵λͶЭ

һ£˵λͶͶͬ ıǩֻ߸Ч

The employer and the employee shall each hold one copy of the labor contract.

Ͷͬı˵λͶ߸ִ һݡ

Article 17 A labor contract shall include the following clauses: 1. The employers name, domicile, legal representative, or major person-in-charge; 2. The employees name, domicile, identity card number, or other valid identity certificate number; 3. The time limit for the labor contract; 4. The job descriptions and work locations; 5. The work hours, break time, and vocations; 6. The remunerations; 7. The social security; 8. The employment protection, work conditions, and protection against and prevention of occupational harm; and 9. Other items that shall be included in the labor contract under any laws or regulations.

ʮ

ͶͬӦ߱

һ˵λơסͷ ˻Ҫˣ

Ͷߵסַ; ֤Ч֤룻

Ͷͬޣ

ģݺ͹ص㣻

壩ʱϢݼ٣

Ͷꣻ Apart from the essential clauses as prescribed in the preceding paragraph, the employer and the employee may, in the labor contract, stipulate the probation time period, training, confidentiality, supplementary insurances, welfares and benefits, and other items. ˣͶͶְҵΣ ߣᱣգ

ţɡ涨ӦͶ ͬ

Ͷͬǰ涨ıر⣬

˵λͶ߿Լڡѵ ܡ䱣պ͸

Article 18 If remunerations, work conditions, and other criterions are not expressly stipulated in a labor contract and a dispute is triggered, the employer and the employee may re-negotiate the contract. If no agreement is reached through negotiations, the provisions of the collective contract shall be followed. If there is no collective contract or if there is no such stipulation about the remuneration, the principle of equal pay for equal work shall be observed. If there is no collective contract or if there is no such stipulation about the work conditions and other criterions in the collective contract, the relevant provisions of the state shall be followed.

ʮ

ͶͬͶͶ

ȱ׼Լȷģ˵λ Ͷ߿Э̣Э̲ɵģ ͬ涨ûмͬ߼ͬ δ涨Ͷģʵͬͬꣻûм ͬ߼ͬδ涨Ͷȱ׼ ģùйع涨

Article 19 If the term of a labor contract is not less than 3 months but less than 1 year, the probation period shall not exceed one month. If the term of a labor contract is not less than one year but less than 3 years, the probation period shall not exceed 2 months. For a labor contract with a fixed term of 3 years or more or without a fixed term, the probation term shall not exceed 6 months.

ʮ

Ͷͬϲһ

ģڲóһ£Ͷͬ һϲģڲó £Ϲ̶޺޹̶޵ ͬڲó¡

ͬһ˵λͬһͶֻԼһ An employer can only impose one probation time period on an employee. ڡ

For a labor contract that sets the completion of a specific task as the term to end the contract or with a fixed term of less than 3 months, no probation period may be stipulated.

һΪ޵Ͷͬ Ͷͬ޲µģԼ ڡ

The probation period shall be included in the term of a labor contract. If a labor contract only provides the term of probation, the probation shall be null and void and the term of the probation shall be treated as the term of the labor contract.

ڰͶͬڡͶ ͬԼڵģڲ ΪͶͬޡ

Article 20 The wage of an employee during the probation period shall not be lower than the minimum wage for the same position of the same employer or lower than 80% of the wage stipulated in the labor contract, nor may it be lower than the minimum wage of the locality where the employer is located.

ڶʮ

ͶڵĹʲõ

λͬλ͵ʻͶͬԼ ʵİٷ֮ʮõ˵λ ڵص͹ʱ׼

Article 21 During the probation period, except when the employee is under

ڶʮһ

УͶб

any of the circumstances as described in Article 39 and Article 40 (i) and (ii), the employer shall not dissolve the labor contract. If an employer dissolves a labor contract during the probation period, it shall make an explanation.

ʮ͵ʮһڶ涨 ⣬˵λýͶͬ ˵λڽͶͬģӦ ˵ɡ

Article 22 Where an employer pays special training expenses for the special technical training of his employees, the employer may enter an agreement with his employees to specify their service time period.

ڶʮ

˵λΪͶṩר

ѵãרҵѵģ Ͷ߶Э飬Լڡ

If an employee violates the stipulation regarding the service time period, he shall pay the employer a penalty for breach of contract. The amount of penalty for breach of contract shall not exceed the training fees provided by the employer. The penalty for breach of a contract in which the employer requires the employee to pay shall not exceed the training expenses attributable to the service time period that is unfulfilled.

ͶΥԼģӦԼ ˵λ֧ΥԼΥԼ ó˵λṩѵá˵λ ҪͶ֧ΥԼ𲻵ó δвӦ̯ѵá

˵λͶԼڵģӰ The service time period stipulated by the employer and the employee does not affect the promotion of the remuneration of the employee during the probation period under the normal wage adjustment mechanism. 찴ĹʵͶڷ ڼͶꡣ

Article 23 An employer may enter an agreement with his employees in the labor contract to require his employees to keep the business secrets and intellectual property of the employer confidential.

ڶʮ

˵λͶ߿Ͷ

ͬԼ˵λҵ֪ܺ ʶȨصı

For an employee who has the obligation of keeping confidential, the employer and the employee may stipulate non-competition clauses in the labor contract or in the confidentiality agreement and come to an agreement that, when the labor contract is dissolved or terminated, the employee shall be given economic compensations within the non-competition period. If the employee violates the stipulation of non-competition, it shall pay the employer a penalty for breaching the contract.

ԸбͶߣ˵λ Ͷͬ߱ЭͶԼ ҵԼڽֹͶ ͬھҵڰ¸Ͷ òͶΥҵԼģӦ Լ˵λ֧ΥԼ

Article 24 The persons who should be subject to non-competition shall be limited to the senior mangers, senior technicians, and the other employees, who have the obligation to keep secrets, of employers. The scope, geographical range and time limit for non-competition shall be stipulated by the employer and the employee. The stipulation on non-competition shall not

ڶʮ

ҵƵԱ˵λ

ĸ߼Ա߼Ա ԱҵƵķΧ ˵λͶԼҵƵ ԼΥɡĹ涨

be contrary to any laws or regulations. ڽֹͶͬǰ涨 After the dissolution or termination of a labor contract, the non-competition period for any of the persons as mentioned in the preceding paragraph to work in any other employer producing or engaging in products of the same category or engaging in business of the same category as this employer shall not exceed two years. Ա뱾λ߾ӪͬƷ ͬҵоϵ˵ λԼҵ߾ӪͬƷ ͬҵľҵޣó ꡣ

Article 25 Except for the circumstances as prescribed in Articles 22 and 23 of this Law, the employer shall not stipulate with the employee that the employee shall pay the penalty for breaching contract.

ڶʮ

ڶʮ͵ڶʮ

涨⣬˵λͶԼ Ͷ߳еΥԼ

Article 26 The following labor contracts are invalid or are partially invalid if: 1. a party employs the means of deception or coercion or takes advantage of the other partys difficulties to force the other party to conclude a labor contract or to make an amendment to a labor contract, which is contrary to his will; 2. an employer disclaims its legal liability or denies the employees rights; or 3. the mandatory provisions of laws or administrative regulations are violated.

ڶʮ Ч

ͶͬЧ߲

һթвȵֶλ֮߳ ΣʹԷΥʵ˼¶ ߱Ͷͬģ

˵λԼķΡ ųͶȨģ

If there is any dispute over the invalidating or partially invalidating of a labor contract, the dispute shall be settled by the labor dispute arbitration institution or by the peoples court. ġ ΥɡǿԹ涨

ͶͬЧ߲Ч

ģ ͶٲûԺȷϡ

Article 27 The invalidity of any part of a labor contract does not affect the validity of the other parts of the contract. The other parts shall still remain valid.

ڶʮ

ͶͬЧӰ

ЧģȻЧ

Article 28 If a labor contract has been confirmed to be invalid, the employer shall pay remunerations to his employees who have labored for the employer. The amount of remunerations shall be determined by analogy to the remuneration to the employees taking up the same or similar positions of

ڶʮ

ͶͬȷЧͶ

ѸͶģ˵λӦͶ֧ ͶꡣͶձλ ͬ*λͶߵͶȷ

the employer .

Chapter III Fulfillment and Change of Labor Contracts



Ͷͬкͱ

Article 29 An employer and an employee shall, according to the stipulations of the labor contract, fully perform their respective obligations.

ڶʮ

˵λͶӦ

ͬԼȫиԵ

Article 30 An employer shall, under the contractual stipulations and the provisions of the state, timely pay its employees the full amount of remunerations.

ʮ

˵λӦͶͬԼ

͹ҹ涨Ͷ߼ʱ֧Ͷ ꡣ

Where an employer defers paying or fails to pay the full amount of remunerations, the employees may apply to the local peoples court for an order of payment. The peoples court shall issue an order of payment according to the law.

˵λǷδ֧Ͷ ģͶ߿򵱵Ժ֧ ԺӦ֧

Article 31 An employer shall strictly execute the criterion on production quota, it shall not force any of its employees to work overtime or make any of his employees to do so in a disguised form. If an employer arranges overtime work, it shall pay its employee for the overtime work according to the relevant provisions of the state.

ʮһ

˵λӦϸִͶ

׼ ǿȻ߱ǿͶ߼Ӱࡣ ˵λżӰģӦչйع Ͷ֧Ӱѡ

Article 32 If an employee refuses to perform the dangerous operations ordered by the manager of his employer who violates the safety regulations or forces the employee to risk his life, the employee shall not be deemed to have violated the labor contract.

ʮ

Ͷ߾ܾ˵λԱ

ΥָӡǿðҵģΪΥ ͬ

Ͷ߶Σȫ彡 An employee may criticize, expose to the authorities, or charge against the employer if the work conditions may endanger his life and health. Ȩ˵λٺ ظ档

Article 33 An employers change of its name, legal representative, key person-in-charge, or investor shall not affect the fulfillment of the labor contracts.

ʮ

˵λơ

ˡҪ˻Ͷ˵Ӱ ͶͬС

Article 34 In case of merger or split the original labor contracts of the employer still remain valid. Such labor contracts shall be performed by the

ʮ

˵λϲ߷

ԭͶͬЧͶͬɳ

new employer who succeeds the rights and obligations of the aforesaid employer.

Ȩ˵λС

Article 35 An employer and an employee may modify the contents stipulated in the labor contract if they so agree upon negotiations. The modifications to the labor contract shall be made in writing.

ʮ

˵λͶЭһ£

ԱͶͬԼݡͶ ͬӦʽ

The employer and the employee shall each hold one copy of the modified labor contract.

Ͷͬı˵λ ߸ִһݡ

Chapter IV Dissolution and Termination of Labor Contracts



ͶͬĽֹ

Article 36 An employer and an employee may dissolve the labor contract if they so agree upon negotiations.

ʮ

˵λͶЭһ£

ԽͶͬ

Article 37 An employee may dissolve the labor contract if he notifies in writing the employer 30 days in advance. During the probation period, an employee may dissolve the labor contract if he notifies the employer 3 days in advance.

ʮ

Ͷǰʮʽ

֪ͨ˵λԽͶͬͶ ǰ֪ͨ˵λԽ Ͷͬ

Article 38 Where an employer is under any of the following circumstances, its employees may dissolve the labor contract: 1. It fails to provide labor protection or work conditions as stipulated in the labor contract; 2. It fails to timely pay the full amount of remunerations; 3. It fails to pay social security premiums for the employees; 4. The rules and procedures set up by the employer are contrary to any law or regulation and impair the rights and interests of the employees; 5. The labor contract is invalidated due to the circumstance as mentioned in Article 26 (1) of this Law; or 6. Any other circumstances prescribed by other laws or administrative regulations that authorize employees to dissolve labor contracts.

ʮ

˵λ֮һģ

Ͷ߿ԽͶͬ

һδͶͬԼṩͶ Ͷģ

δʱ֧Ͷģ

δΪͶ߽ᱣշ ģ

ģ˵λĹƶΥɡ Ĺ涨ͶȨģ

If an employer forces any employee to work by the means of violence, threat, or illegally restraining personal freedom, or an employer violates the safety 壩򱾷ڶʮһ涨

regulations to order or forces any employee to perform dangerous operations that endanger the employees personal life, the employee may immediately dissolve the labor contract without notifying the employer in advance.

ʹͶͬЧģ

ɡ涨Ͷ߿ ͶͬΡ

˵λԱв߷Ƿ ɵֶǿͶͶģ λΥָӡǿðҵΣͶ ȫģͶ߿Ͷͬ ȸ֪˵λ

Article 39 Where an employee is under any of the following circumstances, his employer may dissolve the labor contract: 1. It is proved that the employee does not meet the recruitment conditions during the probation period; 2. The employee seriously violates the rules and procedures set up by the employer; 3. The employee causes any severe damage to the employer because he seriously neglects his duties or seeks private benefits; 4. The employee simultaneously enters an employment relationship with other employers and thus seriously affects his completion of the tasks of the employer, or the employee refuses to make the ratification after his employer points out the problem; 5. The labor contract is invalidated due to the circumstance as mentioned in Item (1), paragraph 1, Article 26 of this Law; or 6. The employee is under investigation for criminal liabilities according to law.

ʮ

Ͷ֮һģ

˵λԽͶͬ

һڼ䱻֤¼ ģ

Υ˵λĹƶȵģ

ʧְӪ˽ף˵ λش𺦵ģ

ģͶͬʱ˵λ ͶϵɱλĹ

Ӱ죬 ߾˵λ ܲģ

壩򱾷ڶʮһһ 涨ʹͶͬЧģ

׷εġ

Article 40 Under any of the following circumstances, the employer may dissolve the labor contract if it notifies the employee in writing 30 days in advance or after it pays the employee an extra months wages: 1. The employee is sick or is injured for a non-work-related reason and cannot resume his original position after the expiration of the prescribed time period for medical treatment, nor can he assume any other position arranged

ʮ

֮һģ˵λ

ǰʮʽ֪ͨͶ߱˻߶ ֧Ͷһ¹ʺ󣬿ԽͶ ͬ

һͶ߻߷򹤸ˣ

by the employer; 2. The employee is incompetent to his position or is still so after training or changing his position; or 3. The objective situation, on which the conclusion of the labor contract is based, has changed considerably, the labor contract is unable to be performed and no agreement on changing the contents of the labor contract is reached after negotiations between the employer and the employee.

涨ҽܴԭҲ ˵λаŵĹģ

Ͷ߲ʤιѵ ߵλԲʤιģ

ͶͬʱݵĿ͹ ش仯ʹͶͬ޷У ˵λͶЭ̣δܾͱͶ ͬݴЭġ

Article 41 Under any of the following circumstances, if it is necessary to lay off 20 or more employees, or if it is necessary to lay off less than 20 employees but the layoff accounts for 10% of the total number of the employees, the employer shall, 30 days in advance, make an explanation to the labor union or to all its employees. After it has solicited the opinions from the labor union or of the employees, it may lay off the number of employees upon reporting the employee reduction plan to the labor administrative department:

ʮһ

֮һҪü

Աʮϻ߲üʮ˵ռҵ ְٷ֮ʮϵģ˵λǰ ʮ򹤻ȫְ˵ȡ ְ󣬲üԱ ű棬ԲüԱ

һ ҵƲ涨ģ

1. It is under revitalization according to the Enterprise Bankruptcy Law; 2. It encounters serious difficulties in production and business operation; 3. The enterprise changes products, makes important technological renovation, or adjusts the methods of its business operation, and it is still necessary to lay off the number of employees after changing the labor contract; or 4. The objective economic situation, on which the labor contract is based, has changed considerably and the employer is unable to perform the labor contract.

Ӫѵģ

ҵתش»߾ ӪʽͶͬü Աģ

ģͶͬʱݵ ͹۾ش仯ʹͶͬ ޷еġ

The following employees shall be given a priority to be kept when the employer cuts down the number of employees: 1. Those who have concluded a fixed-term labor contract with a long time period 2. Those who have concluded a labor contract without fixed term; and 3. Those whose family has no other employee and has the aged or minors to support.

üԱʱӦԱ

һ뱾λϳ޵Ĺ̶ Ͷͬģ

뱾λ޹̶Ͷ ͬģ

If the employer intends to hire new employees within 6 months after it cuts down the number of employees according to the first paragraph of this Article, it shall notify the employees cut down and shall, in the equal conditions, give a priority to the employees cut down.

ͥҵԱҪ ˻δ˵ġ

˵λձһ涨ü ԱԱģӦ֪ͨ üԱͬñ üԱ

Article 42 An employer shall not dissolve the labor contract under Articles 40 and 41 of this Law if any of its employee: 1. is engaging in operations exposing him to occupational disease hazards and has not undergone an occupational health check-up before he leaves his position, or is suspected of having an occupational disease and has been diagnosed or under medical observation; 2. has been confirmed as having lost or partially lost his capacity to work due to an occupational disease or a work-related injury during his employment with the employer ; 3. has contracted an illness or sustained a non-work-related injury and the proscribed time period of medical treatment has not expired; 4. is a female who is in her pregnancy, confinement, or nursing period; 5. has been working for the employer continuously for not less than 15 years and is less than 5 years away from his legal retirement age; or (6) finds himself in other circumstances under which an employer shall not dissolve the labor contract as proscribed in laws or administrative regulations

ʮ

Ͷ֮һģ

˵λձʮʮһ Ĺ涨Ͷͬ

һ½ӴְҵΣҵͶ δǰְҵ飬ְ ҵϻҽѧ۲ڼģ

ڱλְҵ򹤸 ȷɥʧ߲ɥʧͶģ

߷򹤸ˣڹ涨 ҽڵģ

ģŮְڡڡڵģ

壩ڱλʮ꣬ ෨䲻ģ

ɡ涨Ρ

Article 43 Where an employer unilaterally dissolves a labor contract, it shall notify the labor union of the reasons in advance. If the employer violates any laws, administrative regulation, or stipulations of the labor contract, the labor union has the power to require the employer to make ratification. The employer shall consider the opinions of the labor union and notify the labor union of the relevant result in writing.

ʮ

˵λͶͬ

ӦȽ֪ͨᡣ˵λΥ ɡ涨ͶͬԼģ ȨҪ˵λ˵λӦ

֪ͨᡣ

Article 44 A labor contract may be terminated under any of the following circumstances: 1. the term of a labor contract has expired; 2. the employee has begun to enjoy the basic benefits of his pension; 3. the employee is deceased, or is declared dead or missing by the peoples court; 4. the employer is declared bankrupt; 5. the employers business license is revoked or the employer is ordered to close down its business or to dissolve its business entity, or the employer makes a decision to liquidate its business ahead of the schedule; or 6. other circumstances proscribed by other laws or administrative regulations.

ʮ ֹ

֮һģͶͬ

һͶͬģ

Ͷ߿ʼܻϱ մģ

Ͷ߱Ժ ʧٵģ

ģ˵λƲģ

壩˵λӪҵִա رա˵λǰɢģ

ɡ涨Ρ

Article 45 If a labor contract expires and it is under any of the circumstances as described in Article 42 of this Law, the term of labor contract shall be extended until the disappearance of the relevant circumstance. However, the matters relating to the termination of the labor contract of an employee who has lost or partially lost his capacity to work as prescribed in Article 42 (ii) of this Law shall be handled according to the pertinent provisions on work-related injury insurance.

ʮ

Ͷͬбʮ

涨֮һģͶͬӦ Ӧʧʱֹǣʮ ڶ涨ɥʧ߲ɥʧͶ ͶߵͶֹͬչйع ˱յĹ涨ִС

Article 46 The employer shall, under any of the following circumstances, pay the employee an economic compensation: 1. The employee dissolves the labor contract in pursuance of Article 38 of this Law; 2. The employer proposes to dissolve the labor contract, and it reaches an agreement with the employee on the dissolution through negotiations; 3. The employer dissolves the labor contract according to Article 40 of this Law; 4. The employer dissolves the labor contract according to the first Paragraph of Article 41 of this Law; or 5.The termination of a fixedCterm labor contract according to Article 44 (i) of

ʮ

֮һģ˵λ

ӦͶ֧ò

һͶձʮ涨 Ͷͬģ

˵λձʮ ͶͶͬͶЭ һ½Ͷͬģ

˵λձʮ涨

this Law unless the employee refuses 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; 6. The labor contract is terminated according to Article 44 (iv) and (v) of this Law; or 7. Other circumstances as proscribed in other laws and administrative regulations.

Ͷͬģ

ģ˵λձʮһ һ涨Ͷͬģ

壩˵λάֻͶ ͬԼͶͬͶ߲ͬ ⣬ձʮһ ̶ֹͶͬģ

ձʮ 涨ֹͶͬģ

ߣɡ涨Ρ

Article 47 An employee shall be given an economic compensation based on the number of years he has worked for the employer and at the rate of one months wage for each full year he worked. Any period of not less than six months but less than one year shall be counted as one year. The economic compensations payable to an employee for any period of less than six months shall be one-half of his monthly wages.

ʮ

òͶڱλ

ޣÿһ֧һ¹ʵı׼ Ͷ֧ϲһģ һ㣻µģͶ֧ ¹ʵľò

Ͷ¹ʸ˵λֱϽ If the monthly wage of an employee is higher than three times the average monthly wage of employees declared by the peoples government at the level of municipality directly under the central government or at the level of a districted city where the employer is located, the rate for the economic compensations to be paid to him shall be three times the average monthly wage of employees and shall be for no more than 12 years of his work. ¹ָͶͶͬ The term of monthly wage mentioned in this Article refers to the employees average monthly wage for the 12 months prior to the dissolution or termination of his labor contract. ֹǰʮµ*ʡ Смı ְ*ģ֧ò ı׼ְ*֧ ֧ò߲ʮ ꡣ

Article 48 If an employer dissolves or terminates a labor contract in violation of this Law but the employee demands the continuous fulfillment of the contract, the employer shall do so. If the employee does not demand the continuous fulfillment of the contract or if the continuous fulfillment of the

ʮ

˵λΥ涨

ֹͶͬͶҪͶ ͬģ˵λӦУͶ߲ ҪͶͬͶͬѾ

labor contract is impossible, the employer shall pay compensation to the employee according to Article 87 of this Law.

ܼеģ˵λӦձڰ ʮ涨֧⳥

Article 49 The State shall take measures to establish and improve a comprehensive system to ensure that the employees social security relationship can be transferred from one region to another and can be continued after the transfer.

ʮ

ҲȡʩȫͶ

ᱣչϵת*ƶȡ

Article 50 At the time of dissolution or termination of a labor contract, the employer shall issue a document to prove the dissolution or termination of the labor contract and complete, within 15 days, the procedures for the transfer of the employees personal file and social security relationship.

ʮ

˵λӦڽֹ

ͬʱֹ߽Ͷ֤ͬ ʮΪͶ߰ չϵת

The employee shall complete the procedures for the handover of his work as agreed upon between both parties. If relevant provisions of this Law require the employer to pay an economic compensation, it shall make a payment upon completion of the procedures for the handover of the employees work.

ͶӦ˫Լ ӡ˵λձйع涨ӦͶ

֧òģ ڰṤʱ֧

˵λѾֹͶ The employer shall preserve the labor contracts, which have been dissolved or terminated, for not less than two years for reference purposes. ͬıٱ걸顣

Chapter V Special Provisions



ر涨

Section 1 Collective Contracts

һ

ͬ

Article 51 The employees of an enterprise may get together as a party to negotiate with their employer to conclude a collective contract on the matters of remuneration, working hours, breaks, vacations, work safety and hygiene, insurance, benefits, etc. The draft of the collective contract shall be presented to the general assembly of employees or all the employees for discussion and approval.

ʮһ

ҵְһ˵λͨ

*Э̣ԾͶꡢʱ䡢 Ϣݼ١Ͷȫո ͬͬݰӦύְ ȫְͨ

ͬɹҵְһ A collective contract may be concluded by the labor union on behalf of the employees of enterprise with the employer. If the enterprise does not have a ˵λδ˵λ ϼָͶƾٵĴ˵λ

labor union yet, the contract may be concluded between the employer and the representatives chosen by the employees under the guidance of the labor union at the next higher level.



Article 52 The employees of an enterprise as a party may negotiate with the employer to enter specialized collective contracts regarding the issues of the work safety and hygiene, protection of the rights and interests of female employees, the wage adjustment mechanism, etc.

ʮ

ҵְһ˵λ

ͶȫŮְȨ汣 Ƶרͬ

Article 53 Industrial or regional collective contracts may be concluded between the labor unions and the representatives of enterprises in industries such as construction, mining, catering services, etc. in the regions at or below the county level.

ʮ

ؼڣҵ

ɿҵҵҵɹ ҵҵԼͬ߶ Լͬ

Article 54 After a collective contract has been concluded, it shall be submitted to the labor administrative department. The collective contract shall become effective after the lapse of 15 days from the date of receipt thereof by the labor administrative department, unless the said department raises any objections to the contract.

ʮ

ͬӦ

ţͶյͬ ı֮ʮδģ ͬЧ

ļͬ˵λͶ A collective contract that has been concluded according to law is binding on both the employer and the employees. An industrial or regional collective contract is binding on both the employers and employees in the local industry or the region. ߾ԼҵԡԼͬ رҵ˵λͶ߾ Լ

Article 55 The standards for remunerations, working conditions, etc. as stipulated in a collective contract shall not be lower than the minimum criterions as prescribed by the local peoples government. The standards for remunerations, working conditions, etc. as stipulated in the labor contract between an employer and an employee shall not be lower than those as specified in the collective contract.

ʮ

ͬͶͶ

ȱ׼õڵ涨 ׼˵λͶ߶Ͷͬ ͶͶȱ׼õڼ ͬ涨ı׼

Article 56 If an employers breach of the collective contract infringes upon the labor rights and interests of the employees, the labor union may, according to law, require the employer to bear the liability. If a dispute arising from the

ʮ

˵λΥַͬ

ְͶȨģҪ˵ λеΣмͬ飬

performance of the collective contract is not resolved after negotiations, the labor union may apply for arbitration or lodge a lawsuit in pursuance of law.

Э̽ɵģٲá ϡ

Section 2 Worker Dispatch Service

ڶ

Dz

Article 57 A worker dispatch service provider shall be established according to the Company Law and have a registered capital of not less than RMB 500,000 yuan.

ʮ

DzλӦչ˾

йع涨עʱʮ Ԫ

Article 58 Worker dispatch service providers are employers as mentioned in this Law and shall perform an employers obligations for its employees. The labor contract between a worker dispatch service provider and a worker to be dispatched shall, in addition to the matters specified in Article 17 of this law, specify such matters as the entity to which the worker will be dispatched, the term of dispatch, positions, etc.

ʮ

DzλDZ

λӦ˵λͶߵ Dzλ뱻DzͶ߶Ͷ

ͬ Ӧʮ涨⣬ ӦDzͶߵùλԼ Dzޡλ

The labor contracts between a worker dispatch service provider and the workers to be dispatched shall be fixed-term labor contract with a term of not less than two years. The worker dispatch service provider shall pay the remunerations on a monthly basis. During the time period when there is no work for the workers, the worker dispatch service provider shall compensate the workers on monthly basis at the minimum wage prescribed by the peoples government of the place where the worker dispatch service provider is located.

DzλӦ뱻DzͶ߶ ϵĹ̶Ͷ֧ͬ ꣻDzͶ޹ڼ䣬 DzλӦڵ涨 ͹ʱ׼䰴֧ꡣ

Article 59 To dispatch workers, a worker dispatch service provider shall enter into dispatch agreements with the entity that accepts the workers under the dispatch arrangement (hereinafter referred to as the accepting entity). The dispatch agreements shall stipulate the positions to which the workers are dispatched, the number of persons to be dispatched, the term of dispatch, the amounts and terms of payments of remunerations and social security premiums, and the liability for breach of agreement.

ʮ

DzλDzͶӦ

Dzʽùĵλ³ ùλDzЭ顣DzЭ

ӦԼDzλԱ Dzޡ Ͷᱣշѵ֧ʽ ΥЭΡ

ùλӦݹλʵҪ An accepting entity shall decide with the worker service dispatch provider on the term of dispatch based on the actual requirements of the positions, and it DzλȷDzޣý ù޷ָDzЭ顣

shall not dismember a continuous term of labor use into two or more short-term dispatch agreements.

Article 60 A worker dispatch service provider shall inform the workers dispatched of the content of the dispatch agreements.

ʮ

DzλӦDzЭ

ݸ֪DzͶߡ

No worker dispatch service provider may skimp any remuneration that an accepting entity pays to the workers according to the dispatch agreement.

Dzλÿ˿ùλ DzЭ֧DzͶߵͶ ꡣ

No worker dispatch service provider or accepting entity may charge any fee against any dispatched worker. DzλùλDz Ͷȡá

Article 61 If a worker dispatch service provider assigns a worker to an accepting entity in another region, the workers remuneration and work conditions shall be in line with the relevant standards of the place where the accepting entity is located.

ʮһ

DzλDzͶ

ߵģDzͶеͶͶ ùλڵصı׼ִС

Article 62 An accepting entity shall perform the following obligations: 1. To implement state labor standards and provide the corresponding working conditions and labor protection; 2. To communicate the job requirements and labor compensations for the dispatched workers; 3. To pay overtime remunerations and performance bonuses and provide benefits relevant to the position; 4. To provide the dispatched employees who assume the positions with required training; and 5. To implement a normal wage adjustment system in the case of continuous dispatch.

ʮ

ùλӦ

һִйͶ׼ṩӦ ͶͶ

֪DzͶߵĹҪ Ͷꣻ

֧ӰѡЧṩ λصĸ

ģڸڱDzͶ߽й No accepting entity may in turn dispatch the workers to any other employer. λѵ

壩ùģʵĹʵ ơ

ùλýDzͶDz ˵λ

Article 63 The workers dispatched shall have the right to receive the same pay as that received by employees of the accepting entity for the same work. If an accepting entity has no employee in the same position, the remunerations shall be determined with reference to that paid in the place where the accepting entity is located to employees at the same or a similar position.

ʮ

DzͶùλ

ͶͬͬȨùλͬ λͶߵģùλڵͬ *λͶߵͶȷ

Article 64 The workers dispatched have the right to join the labor union of the worker dispatch service provider or of the accepting entity or to organize such unions, so as to protect their own lawful rights and interests.

ʮ

DzͶȨDz

λùλμӻ֯ᣬ άĺϷȨ档

Article 65 A worker dispatched may, according to Articles 36 and 38 of this Law, dissolve the labor contract between him and the worker dispatch service provider.

ʮ

DzͶ߿ձ

ʮʮĹ涨Dz λͶͬ

Where a worker dispatched is under any of the circumstances as mentioned in Article 39 and Article 40 (i) and (ii), the accepting entity may return the worker to the worker dispatch service provider, the worker dispatch service provider may dissolve the labor contract with the worker.

DzͶбʮ͵ ʮһڶ涨εģùλ ԽͶ˻DzλDz λձйع涨Ͷ߽ Ͷͬ

Article 66 The worker dispatch services shall normally be used for temporary, auxiliary, or substituting positions.

ʮ

Dzһʱԡ

ԻԵĹλʵʩ

Article 67 No accepting entity may establish any worker dispatch service to dispatch the workers to itself and to its subsidiaries.

ʮ

˵λDz

λ򱾵λλDzͶߡ

Section 3 Part-time Employments



ȫù

Article 68 The part-time employment is a form of labor in which the remuneration is mainly calculated on hourly basis, the average working hours of a worker per day shall not exceed 4 hours, and the aggregate

ʮ

ȫùָСʱ

ΪͶͬһ˵λһ*ÿ չʱ䲻Сʱÿܹʱ

working hours per week for the same employer shall not exceed 24 hours.

ƲʮСʱùʽ

Article 69 Both parties to a part-time employment may reach an oral agreement.

ʮ

ȫù˫˿

ͷЭ顣

A worker who engages in part-time employment may conclude a labor contract with one or more employers, but a labor contract concluded subsequently may not prejudice the performance of a labor contract previously concluded.

·ȫùͶ߿һ

һ˵λͶͬ ǣ ͶͬӰȶͶ ͬС

Article 70 No probation period may be stipulated by both parties for a part-time employment.

ʮ ڡ

ȫù˫˲Լ

Article 71 Either of the parties to part-time employment may inform the other party of the termination of labor at any time. Upon the termination of a part-time employment, the employer will pay no economic compensation to the employee.

ʮһ

ȫù˫κ

һʱ֪ͨԷֹùֹ ˵λͶ֧ò

Article 72 The criterions for the calculation of part-time employment on hourly basis shall not be lower than the minimum hourly wage prescribed by the peoples government of the place where the employer is located.

ʮ

ȫùСʱƳ׼

õ˵λڵ涨 Сʱʱ׼

The maximum remuneration settlement and payment cycle for part-time employment shall not exceed 15 days.

ȫùͶ֧ óʮա

Chapter VI Supervision and Inspection





Article 73 The labor administrative department of the State Council shall be responsible for the supervision and inspection of the implementation of the system of labor contracts throughout the country.

ʮ

ԺͶŸȫ

Ͷͬƶʵʩļල

ؼϵطͶŸ The labor administrative department of the local peoples governments at the county level and above shall be responsible for the supervision and inspection of the implementation of the system of labor contracts within their respective administrative areas. ؼϸͶ ͶͬƶʵʩļලУӦ Ͷͬƶʵʩļල

During the supervision and inspection of the implementation of the system of labor contracts, the labor administrative departments of the peoples governments at the county level and above shall solicit the opinions of the labor unions, enterprise representatives and relevant industrial administrative departments.

ȡᡢҵԼйҵ ŵ

Article 74 The labor administrative department of the local peoples government at the county level or above shall exercise supervision and inspection in respect of the implementation of the system of labor contracts: 1. The employers formulation of rules and regulations directly related to the interests of workers, and the implementation thereof; 2. The formation and dissolution of labor contracts by employers and workers; 3. The compliance with relevant regulations on dispatch by worker dispatch service providers and the accepting entities; 4.The employers compliance with provisions of the state on workers working hours, breaks and vacations; 5. The employers payment for remuneration as specified in the labor contracts and compliance with the minimum wage criterions; 6. The employers participation in the social security and the payment for social security premiums; and 7. Other labor supervision matters as prescribed by laws and regulations.

ʮ

ؼϵطͶ

ʵʩͶͬƶȵ мල飺

һ˵λƶֱ漰Ͷ Ĺƶȼִе

˵λͶ߶ͽ ͬ

Dzλùλ Dzйع涨

ģ˵λعҹͶ߹ ʱϢݼٹ涨

壩˵λ֧ͶͬԼ ִ͹ʱ׼

˵λμӸᱣպͽ ᱣշѵ

ߣɡ涨Ͷ 

Article 75 During the supervision and inspection process, the labor administrative department of the peoples government at the county level or above has the power to consult the materials relevant to the labor contracts and collective contracts and to conduct on-the-spot inspections to the work places. The employers and employees shall faithfully provide pertinent information and materials.

ʮ

ؼϵطͶ

ʵʩලʱȨͶ ͬͬйصIJϣȨͶ ʵؼ飬˵λͶ߶Ӧ ʵṩйͲϡ

ͶŵĹԱмල When the functionaries of the labor administrative department conduct an inspection, they shall show their badges, exercise their duties and powers pursuant to laws and enforce the law in a well-disciplined manner. 飬Ӧʾ֤ʹְȨִ

Article 76 The relevant administrative departments of construction, health, work safety supervision and administration, etc. of the peoples governments at the county level and above shall, with the scope of their respective functions, supervise and administer the employers implementation of the system of labor contracts.

ʮ

ؼ衢

ȫලйܲڸְ Χڣ˵λִͶͬƶȵ мල

Article 77 For any employer whose lawful rights and interests are impaired, he may require the relevant department to deal with the case, apply for an arbitration, or lodge a lawsuit.

ʮ

ͶߺϷȨֺܵģ

ȨҪйز ٲáϡ

Article 78 A labor union shall protect the employees legitimate rights and interests and supervise the employers fulfillment of the labor contracts and collective contracts. If the employer violates any law or regulation or breaches any labor contract or collective contract, the labor union may put forward its opinions and require the employer to make ratification. If the employee applies for arbitration or lodges a lawsuit, the labor union shall support and help him in pursuance of law.

ʮ

άͶߵĺϷȨ

棬˵λͶͬͬ мල˵λΥͶɡ ͶͬͬģȨ ҪͶٲá ϵģֺ֧Ͱ

Article 79 Any organization or individual may report the violations of this law. The labor administrative departments of the peoples governments at the county level and above shall timely verify and deal with such violations and shall grant awards to the meritorious persons who report the violations.

ʮ

κ֯߸˶Υ

ΪȨٱؼͶ ӦʱʵԾٱ Ա轱

Chapter VII Legal Liabilities





Article 80 If the rules and procedure of an employer directly related to the employees interests is contrary to any laws or regulations, the labor administration department shall order the employer to make ratification and give it a warning. If the rules and procedures cause any damage to the employees, the employer shall bear the liability for compensation.

ڰʮ

˵λֱ漰Ͷ

ĹƶΥɡ涨ģ 辯棻Ͷ 𺦵ģӦе⳥Ρ

Article 81 If the text of a labor contract provided by an employer does not include the mandatory clauses required by this Law or if an employer fails to deliver a copy of the labor contract to its employee, the labor administration department shall order the employer to make ratification. If any damage is caused to the employee, the employer shall bear the liability for compensation.

ڰʮһ

˵λṩͶͬı

δ涨Ͷͬر ˵λδͶͬıͶߵģ ͶͶ ģӦе⳥Ρ

Article 82 If an employer fails to conclude a written labor contract with an employee after the lapse of more than one month but less than one year as of the day when it started using him, it shall pay to the worker his monthly wages at double amount.

ڰʮ

˵λù֮𳬹һ

²һδͶ߶Ͷͬ ģӦͶÿ֧Ĺʡ

˵λΥ涨Ͷ߶ If an employer fails, in violation of this Law, to conclude with an employee a labor contract without fixed term, it shall pay to the employee his monthly wage at double amount, starting from the date on which a labor contract without fixed term should have been concluded. ޹̶ͶͬģӦ޹̶ Ͷ֮ͬͶÿ֧ Ĺʡ

Article 83 If an employer stipulates the probation period with an employee to violate this Law, the labor administration department shall order the employer to make ratification. If the illegally stipulated probation has been performed, the employer shall pay compensation to the employee according to the time worked on probation beyond the statutory probation period, at the rate of the employees monthly wage following the completion of his probation.

ڰʮ

˵λΥ涨Ͷ

Լڵģ Ͷ ΥԼѾеģ˵λ Ͷ¹Ϊ׼Ѿ еijڵڼͶ֧

Article 84 Where an employer violates this Law by detaining the resident identity cards or other certificates of the employees, the labor administrative department shall order the employer to return the ID and certificates to the employees within a time limit and shall punish the employer according to the relevant laws.

ڰʮ

˵λΥ涨Ѻ

Ͷ߾֤֤ģͶ ˻Ͷ߱ˣйط ɹ涨账

˵λΥ涨Ե Where an employer violates this Law by collecting money and property from employees in the name of guaranty or in any other excuses, the labor administrative department shall order the employer to return the said property to the employees within a time limit and fine the employer not less than 500 yuan but not more than 2,000 yuan for each person. If any damage is caused to the employees, the employer shall be liable for compensation. ͶֹͶͬ ͶȡģͶ ˻Ͷ߱ˣÿ Ԫ϶ǧԪµı׼ԷͶ 𺦵ģӦе⳥Ρ

˵λѺͶߵƷģ When an employee dissolves or terminates the labor contract in pursuance of law, if the employer retains the archives or other articles of the employees, it shall be punished according to the provisions of the preceding paragraph. ǰ涨

Article 85 Where an employing entity is under any of the following circumstances, the labor administrative department shall order it to pay the remunerations, overtime remunerations or economic compensations within a time limit. If the remuneration is lower than the local minimum wage, the employer shall pay the shortfall. If payment is not made within the time limit, the employer shall be ordered to pay an extra compensation to the employee at a rate of not less than 50 percent and not more than 100 percent of the payable amount: 1. Failing to pay an employee his remunerations in full amount and on time as stipulated in the labor contract or prescribed by the state; 2. Paying an employee the wage below the local minimum wage standard; 3. Arranging overtime work without paying overtime remunerations; or 4. Dissolving or terminating a labor contract without paying the employee the economic compensation under this Law.

ڰʮ

˵λ֮һģ

Ͷ֧Ͷꡢ ѻ߾òͶڵ ʱ׼ģӦ֧֣ڲ ֧ģ˵λӦٷ֮ ʮ*ٷ֮һµı׼Ͷ߼Ӹ ⳥

һδͶͬԼ߹ 涨ʱ֧ͶͶģ

ڵ͹ʱ׼֧Ͷ ߹ʵģ

żӰ಻֧Ӱѵģ

ģֹͶͬδ 涨Ͷ֧òġ

Article 86 Where a labor contract is confirmed invalid under Article 26 of this Law and any damage is caused to the other party, the party at fault shall be liable for compensation.

ڰʮ

Ͷͬձڶʮ

涨ȷЧԷ𺦵ģй һӦе⳥Ρ

Article 87 If an employer violates this Law by dissolving or terminating the labor contract, it shall pay compensation to the employee at the rate of twice the economic compensations as prescribed in Article 47 of this Law.

ڰʮ

˵λΥ涨

ֹͶͬģӦձʮ 涨ľò׼ĶͶ֧ ⳥

Article 88 Where an employer is under any of the following circumstances, it shall be given an administrative punishment. If any crime is constituted, it shall be subject to criminal liabilities. If any damage is caused to the employee, the employer shall be liable for compensation:

ڰʮ

˵λ֮һģ

ɷģ׷ ΣͶ𺦵ģӦе ⳥Σ

1. To force the employee to work by violence, threat or illegal limitation of personal freedom; 2. To illegally command or force any employee to perform dangerous operations endangering the employees life; 3. To insult, corporally punish, beat, illegally search, or restrain any employee; or 4. To cause damages to the physical or mental health of employees because of poor working conditions or severely polluted environments; 衢巣Ź򡢷ǷѲ ߾нͶߵģ ΥָӻǿðҵΣ Ͷȫģ һԱв߷Ƿ ɵֶǿͶģ

ģͶӡȾأ ͶĽ𺦵ġ

Article 89 Where an employer violates this Law by failing to issue to an employee a written certificate for the dissolution or termination of a labor contract, it shall be ordered to make a ratification by the labor administrative department. If any damage is caused to an employee, the employer shall be liable for compensation.

ڰʮ

˵λΥ涨δ

ֹ߽߳Ͷ֤ͬ ͶͶ 𺦵ģӦе⳥Ρ

Article 90 Where an employee violates this Law to dissolve the labor contract, or violates the stipulations of the labor contract about the confidentiality obligation or non-competition, if any loss is caused to the employer, he shall be liable for compensation.

ھʮ

ͶΥ涨Ͷ

ͬΥͶͬԼı ߾ҵƣ˵λʧģӦ е⳥Ρ

Article 91 Where an employer hires any employee whose labor contract with another employer has not been dissolved or terminated yet, if any loss is caused to the employer mentioned later, the employer first mentioned shall bear joint and several liability of compensation.

ھʮһ

˵λ˵λ

δֹͶͬͶߣ ˵λʧģӦе⳥ Ρ

Article 92 Where a worker dispatch service provider violates this Law, it shall be ordered to make ratification by the labor administrative department and other relevant administrative departments. If the circumstance is severe, it shall be fined at the rate of not less than 1, 000 yuan but not more than 5, 000 yuan per person and have its business license revoked by the administrative department for industry and commerce. If any damage is caused to the workers dispatched, the worker dispatch service provider and

ھʮ

DzλΥ涨

ģͶźйܲ صģÿһǧԪ ǧԪµı׼Էɹ ŵӪҵִգDzͶ 𺦵ģDzλùλе ⳥Ρ

the accepting entity shall bear joint and several liability of compensation.

Article 93 Where an employer without the lawful business operation qualifications commits any violation or crime, it shall be subject to legal liabilities. If the employees have already worked for the employer, the employer or its capital contributors shall, under the relevant provisions of this Law, pay the employees remunerations, economic compensations or indemnities. If any damage is caused to the employee, it shall be liable for compensation.

ھʮ

Բ߱ϷӪʸ

λΥΪ׷Σ ͶѾͶģõλ Ӧձйع涨Ͷ֧Ͷ ꡢò⳥𣻸Ͷ ģӦе⳥Ρ

Article 94 Where an individual as a business operation contractor hires employees in violation of this Law and causes any damage to any employee, the contracting organization and the individual business operation contractor shall be jointly and severally liable for compensation.

ھʮ

˳аӪΥ涨

ͶߣͶ𺦵ģ ֯˳аӪ߳е⳥Ρ

Article 95 If the labor administrative department, or any other relevant administrative department, or any of the functionaries thereof neglects its (his) duties, does not perform the statutory duties, or exercises its (his) duties in violation of law, it (he) shall be liable for compensation. The directly liable person-in-charge and other directly liable persons shall be given an administrative sanction. If any crime is constituted, they shall be subject to criminal liabilities.

ھʮ

Ͷźй

ż乤Աְءзְ 𣬻ΥʹְȨͶ߻ λ𺦵ģӦе⳥Σֱ ӸԱֱԱ ֣ɷģ׷ Ρ

Chapter VIII Supplementary Provisions

ڰ



Article 96 For the formation, performance, modification, dissolution, or termination of a labor contract between a public institution and an employee under the system of employment, if it is otherwise provided for in any law, administrative regulation or by the State Council, the latter shall be followed. If there is no such provision, the relevant provisions of this Law shall be observed.

ھʮ

ҵλʵƸƵĹ

ԱСֹͶ ͬɡ߹Ժй涨 ģ涨δ涨ģձ ع涨ִС

Article 97 Labor contracts concluded before the implementation of this Law and continue to exist on the implementation date of this Law shall continue to be performed. For the purposes of Item (3) of the second Paragraph of Article 14 of this Law, the number of consecutive times on which a fixed-term

ھʮ

ʩǰڱ

ʩ֮մͶͬУ ʮڶ涨̶ ͶͬĴԱʩк

labor contract is concluded shall be counted from the first renewal of such contract to occur after the implementation of this Law.

Ͷͬʱʼ㡣

ʩǰѽͶϵδ If an employment relationship was established prior to the implementation of this Law without the conclusion of a written labor contract, such contract shall be concluded within one month from the date when this Law becomes effective. ʩ֮մͶͬڱʩ кֹձʮ If a labor contract existing on the implementation date of this Law is dissolved or terminated after the implementation of this Law and, according to Article 46 of this Law, an economic compensation is payable, the number of years for which the economic compensation is payable shall be counted from the implementation date of this Law. If, under relevant effective regulations prior to the implementation of this Law, the employee is entitled to the economic compensation from the employer in respect of a period prior to the implementation of this Law, the matters shall be handled according to the relevant effective regulations at that time. Ӧ֧òģòԱ ʩ֮㣻ʩǰյʱ ع涨˵λӦͶ֧ò ģյʱйع涨ִС ͶͬģӦԱʩ֮һ ڶ

Article 98 This Law shall come into force as of January 1, 2008.

ھʮ С

2008 1 1 ʩ

Z_ޱ ΆԬdʴܵ B΅g @JAK ac ЃiHЄO CDN ^ܹ_N ЂܹA]ЄM LΈfc L· `KʞZ ^de` ޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬ FODޱ hC΄NB B\b ʠCJ [eb eGZ_ ޱΆԬdʴ ܵB΅g @JA Kac ЃiHЄ OCDN ^ܹ_ NЂܹA] ЄMLΈf cL ·`KʞZ ^de `޶eE ΆdMA Zݰݰ fcʟ Ѕbʴ `aԬ FODޱ hC΄N BB\b ʠCJ [eb eGZ_ ޱΆԬdʴ ܵB΅ g@JA Kac ЃiHЄ OCD N^ܹ_ NЂܹA] ЄMLΈf cL ·`KʞZ ^d e`޶eE ΆdMA Zݰ ݰfcʟ Ѕbʴ `aԬ FODޱ hC΄N BB\b ʠCJ [eb eGZ_ ޱΆԬdʴ ܵB΅ g@JA Kac ЃiHЄ OCD N^ܹ_ NЂܹA] ЄMLΈf cL ·`KʞZ ^d e`޶eE ΆdMA Zݰ ݰfcʟ Ѕbʴ `aԬ FO DޱhC΄ NBB\ bʠ CJ[eb eGZ _ޱΆԬ dʴܵB ΅g@J AKa cЃiH ЄOC DN^ ܹ_NЂܹA ]ЄMLΈ fc L·`Kʞ Z^ de`޶ eEΆdM AZݰ ݰf cʟЅb ʴ`a ԬFO DޱhC΄ NBB\ bʠ CJ[eb eGZ _ޱΆԬ dʴܵB ΅g@J AKa cЃiH ЄOC DN^ ܹ_NЂܹA ]ЄMLΈ fc L·`Kʞ Z^ de`޶ eEΆdM AZݰ ݰf cʟЅ bʴ`a ԬFO Dޱh C΄NBB \bʠ CJ[e beG Z_ޱΆ Ԭdʴܵ B΅g@ JAK acЃ iHЄOC DN ^ܹ_NЂ ܹA]ЄML Έfc L

· `KʞZ^ de` ޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬF ODޱh C΄NBB \bʠ CJ[e be GZ_ޱΆ Ԭdʴܵ B΅g@ JAK acЃ iHЄOC DN ^ܹ_NЂܹ A]ЄML Έfc L·`K ʞZ^ de`޶ eEΆd MAZݰ ݰf cʟЅb ʴ`a ԬFO DޱhC ΄NBB\ bʠ CJ[e beGZ _ޱΆԬ dʴܵB ΅g@J AKa cЃiH ЄOC DN^ܹ _NЂܹA] ЄMLΈf cL ·`KʞZ ^de `޶eE ΆdMAZ ݰݰ fcʟ Ѕbʴ` aԬ FODޱ hC΄NB B\b ʠCJ[ eb eGZ_ޱ ΆԬdʴ ܵB΅g @JAK ac ЃiHЄO CDN ^ܹ_N ЂܹA]ЄM LΈfc L·` KʞZ^ de` ޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬFO Dޱh C΄NBB \bʠ CJ[e beG Z_ޱΆ Ԭdʴܵ B΅g@ JAK acЃi HЄOC DN^ܹ _NЂܹA ]ЄMLΈ fcL ·`Kʞ Z^d e`޶e EΆdM AZݰ ݰfc ʟЅbʴ `aԬ FOD ޱhC΄N BB\b ʠCJ [eb eGZ_ ޱΆԬdʴ ܵB΅ g@JA Kac ЃiHЄ OCDN ^ܹ_ NЂܹA]Є MLΈf cL ·`KʞZ ^de `޶eE ΆdMAZ ݰݰ fcʟЅ bʴ` aԬ FODޱ hC΄NB B\bʠ CJ[ eb eGZ_ޱ ΆԬdʴ ܵB΅g @JAK acЃi HЄOC DN ^ܹ_NЂܹ A]ЄML Έfc L·`K ʞZ^ de`޶ eEΆdM AZݰ ݰf cʟЅb ʴ`a ԬFOD ޱhC΄ NBB\b

ʠ CJ[e be GZ_ޱ ΆԬdʴܵ B΅g @JAK acЃ iHЄO CDN ^ܹ_NЂ ܹA]ЄML Έfc L·` KʞZ^ de`޶ eEΆd MAZݰ ݰ fcʟЅb ʴ`a ԬFO DޱhC ΄NBB \bʠ CJ[e beGZ _ޱΆԬ dʴܵ B΅g@J AKa cЃi HЄOC DN^ ܹ_NЂܹA ]ЄMLΈ fc L·`Kʞ Z^ de`޶e EΆdM AZݰ ݰfc ʟЅb ʴ`aԬ FODޱ hC΄NB B\b ʠCJ [eb eGZ_ ޱΆԬdʴ ܵB΅g @JA Kac ЃiHЄ OCDN ^ܹ_N ЂܹA]Є MLΈfc L· `KʞZ^ de` ޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬF ODޱh C΄NBB \bʠ CJ[e be GZ_ޱΆ Ԭdʴܵ B΅g @JAK acЃ iHЄOC DN ^ܹ_NЂ ܹA]ЄML Έfc L·`K ʞZ^ de`޶ eEΆd MAZݰ ݰf cʟЅb ʴ`aԬ FOD ޱhC΄ NBB\b ʠC J[eb eGZ_ ޱΆԬd ʴܵB΅ g@JA Kac ЃiHЄ OCD N^ܹ_ NЂܹA] ЄMLΈf cL ·`KʞZ ^de `޶eE ΆdMAZ ݰݰ fcʟ Ѕbʴ` aԬ FODޱ hC΄NB B\b ʠCJ[ eb eGZ_ ޱΆԬdʴ ܵB΅g @JAK ac ЃiHЄ OCDN ^ܹ_N ЂܹA]ЄM LΈfc L· `KʞZ^ de` ޶eEΆ dMAZݰ ݰf cʟЅb ʴ`a ԬFO DޱhC ΄NBB\ bʠ CJ[eb eGZ _ޱΆԬd ʴܵB ΅g@J AKa cЃiH ЄOCD N^ܹ _NЂܹA]

ЄM LΈfc L·` KʞZ^ de`޶ eEΆ dMAZݰ ݰ fcʟЅ bʴ`a ԬFO DޱhC ΄NBB \bʠ CJ[e beG Z_ޱΆԬ dʴܵ B΅g@ JAKa cЃi HЄOC DN^ ܹ_NЂܹ A]ЄMLΈ fc L·`Kʞ Z^ de`޶ eEΆdM AZݰ ݰf cʟЅb ʴ`a ԬFOD ޱhC΄ NBB\ bʠC J[eb eGZ_ ޱΆԬd ʴܵB ΅g@JA Ka cЃiHЄ OCDN ^ܹ_N ЂܹA]Є MLΈf cL· `KʞZ ^de` ޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬF ODޱ hC΄NBB \bʠ CJ[e be GZ_ޱ ΆԬdʴܵ B΅g @JAK acЃ iHЄO CDN ^ܹ_NЂ ܹA]ЄML Έfc L·` KʞZ^ de`޶ eEΆ dMAZݰ ݰ fcʟЅb ʴ`a ԬFO DޱhC ΄NBB \bʠ CJ[e beG Z_ޱΆԬ dʴܵ B΅g@J AKa cЃiHЄ OCD N^ܹ _NЂܹA] ЄMLΈf cL ·`KʞZ ^d e`޶eE ΆdMA Zݰݰ fcʟ Ѕbʴ `aԬ FODޱ hC΄NB B\b ʠCJ [eb eGZ_ ޱΆԬdʴ ܵB΅g @JA Kac ЃiHЄ OCDN ^ܹ_N ЂܹA]Є MLΈfc L· `KʞZ ^de` ޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬF ODޱh C΄NBB \bʠ CJ[e be GZ_ޱΆ Ԭdʴܵ B΅g@J AKa cЃi HЄOC DN^ ܹ_NЂܹA ]ЄMLΈ fcL ·`Kʞ Z^d e`޶e EΆdM AZݰ ݰfc ʟЅbʴ `aԬ FODޱ

h C΄NBB \bʠ CJ[e beG Z_ޱΆ Ԭdʴܵ B΅g@ JAK acЃi HЄOC DN^ ܹ_NЂܹ A]ЄML Έfc L·`K ʞZ^ de`޶ eEΆd MAZݰ ݰf cʟЅb ʴ`a ԬFO DޱhC΄ NBB\ bʠC J[eb eGZ _ޱΆԬd ʴܵB ΅g@J AKa cЃiH ЄOCD N^ܹ _NЂܹA ]ЄMLΈf cL ·`KʞZ ^d e`޶e EΆdMA Zݰ ݰfcʟ Ѕbʴ` aԬF ODޱ hC΄NB B\bʠ CJ[ ebe GZ_ޱ ΆԬdʴ ܵB΅g @JAK acЃ iHЄO CDN ^ܹ_NЂ ܹA]ЄM LΈfc L·` KʞZ^ de`޶ eEΆ dMAZݰ ݰ fcʟЅ bʴ`a ԬFO DޱhC ΄NBB \bʠ CJ[e beG Z_ޱΆ Ԭdʴܵ B΅g@ JAKa cЃi HЄOC DN^ ܹ_NЂܹ A]ЄMLΈ fc L·`K ʞZ^ de`޶ eEΆdM AZݰ ݰfcʟ Ѕbʴ `aԬ FODޱ hC΄N BB\b ʠCJ [eb eGZ_ ޱΆԬdʴ ܵB΅g @JA Kac ЃiHЄ OCDN ^ܹ_N ЂܹA]Є MLΈf cL· `KʞZ ^de` ޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬF ODޱ hC΄NBB \bʠ CJ[ ebe GZ_ޱ ΆԬdʴܵ B΅g @JAK acЃ iHЄO CDN ^ܹ_NЂ ܹA]ЄM LΈfc L·` KʞZ^ de`޶ eEΆdM AZݰ ݰf cʟЅb ʴ`a ԬFOD ޱhC΄ NBB\b ʠC J[eb eGZ_ ޱΆԬd ʴܵB΅ g@JA Kac ЃiHЄ OCDN

^ܹ_NЂܹ A]ЄML Έfc L·`K ʞZ^ de`޶ eEΆd MAZݰ ݰf cʟЅb ʴ`a ԬFO DޱhC ΄NBB\ bʠ CJ[eb eGZ _ޱΆԬ dʴܵB ΅g@J AKa cЃiH ЄOC DN^ܹ _NЂܹA ]ЄMLΈf cL ·`Kʞ Z^d e`޶e EΆdM AZݰ ݰfc ʟЅbʴ `aԬ FOD ޱhC΄N BB\b ʠCJ [eb eGZ_ ޱΆԬdʴ ܵB΅ g@JA Kac ЃiHЄO CDN ^ܹ_N ЂܹA]ЄM LΈfc L·` KʞZ^ de` ޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬFO Dޱh C΄NBB \bʠ CJ[e beG Z_ޱΆ Ԭdʴܵ B΅g@ JAK acЃi HЄOC DN^ ܹ_NЂܹ A]ЄML Έfc L·`K ʞZ^ de`޶ eEΆd MAZݰ ݰf cʟЅb ʴ`a ԬFO DޱhC΄ NBB\ bʠ CJ[eb eGZ _ޱΆԬd ʴܵB΅ g@JA Kac ЃiHЄ OCDN ^ܹ_ NЂܹA]Є MLΈf cL ·`KʞZ ^de `޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬF ODޱ hC΄NB B\bʠ CJ[ ebe GZ_ޱ ΆԬdʴ ܵB΅g @JAK acЃ iHЄO CDN ^ܹ_NЂ ܹA]ЄM LΈfc L·` KʞZ^ de`޶ eEΆ dMAZ ݰݰ fcʟЅ bʴ`a ԬFO Dޱh C΄NBB \bʠ CJ[e beGZ _ޱΆԬd ʴܵB ΅g@J AKa cЃiH ЄOCD N^ܹ _NЂܹA] ЄMLΈf cL ·`KʞZ ^d e`޶eE ΆdMA Zݰݰ fcʟ Ѕbʴ`

a ԬFO DޱhC ΄NBB \bʠ CJ[e beGZ _ޱΆԬ dʴܵ B΅g@J AKa cЃiH ЄOC DN^ ܹ_NЂܹA ]ЄMLΈ fcL ·`Kʞ Z^ de`޶e EΆdM AZݰ ݰfc ʟЅb ʴ`aԬ FOD ޱhC΄N BB\b ʠC J[eb eGZ_ ޱΆԬd ʴܵB΅ g@JA Kac ЃiHЄ OCD N^ܹ_ NЂܹA] ЄMLΈf cL ·`KʞZ ^de `޶eE ΆdMAZ ݰݰ fcʟЅ bʴ` aԬF ODޱh C΄NBB \bʠ CJ[e be GZ_ޱΆ Ԭdʴܵ B΅g@ JAK acЃ iHЄOC DN ^ܹ_NЂܹ A]ЄML Έfc L·`K ʞZ^ de`޶ eEΆd MAZݰ ݰf cʟЅb ʴ`a ԬFO DޱhC ΄NBB\ bʠ CJ[e beGZ _ޱΆԬ dʴܵB ΅g@J AKa cЃiH ЄOC DN^ܹ _NЂܹA ]ЄMLΈ fcL ·`Kʞ Z^d e`޶eE ΆdMAZ ݰݰ fcʟ Ѕbʴ` aԬ FODޱ hC΄NB B\b ʠCJ[ eb eGZ_ޱ ΆԬdʴ ܵB΅g @JAK ac ЃiHЄO CDN ^ܹ_N ЂܹA]ЄM LΈfc L·` KʞZ^ de` ޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬFO Dޱh C΄NBB \bʠ CJ[e beG Z_ޱΆ Ԭdʴܵ B΅g@ JAK acЃi HЄOC DN ^ܹ_NЂܹ A]ЄML Έfc L·`Kʞ Z^d e`޶e EΆdM AZݰ ݰfc ʟЅbʴ `aԬ FODޱ hC΄N BB\b ʠCJ [eb eGZ_ ޱΆԬdʴ ܵB΅g @JA Kac

Ѓi HЄOC DN^ ܹ_NЂܹ A]ЄMLΈ fc L·`Kʞ Z^ de`޶ eEΆdM AZݰ ݰfc ʟЅb ʴ`a ԬFOD ޱhC΄ NBB\b ʠC J[eb eGZ_ ޱΆԬd ʴܵB΅ g@JA Ka cЃiHЄ OCD N^ܹ_ NЂܹA] ЄMLΈf cL ·`KʞZ ^d e`޶eE ΆdMA Zݰݰ fcʟ Ѕbʴ `aԬ FODޱ hC΄NB B\b ʠCJ [eb eGZ_ ޱΆԬdʴ ܵB΅g @JAK acЃ iHЄO CDN ^ܹ_NЂ ܹA]ЄML Έfc L·` KʞZ^ de`޶ eEΆd MAZݰ ݰ fcʟЅb ʴ`a ԬFO DޱhC ΄NBB \bʠ CJ[e beGZ _ޱΆԬ dʴܵ B΅g@J AKa cЃiH ЄOC DN^ ܹ_NЂܹA ]ЄMLΈ fc L·`Kʞ Z^ de`޶e EΆdM AZݰ ݰfc ʟЅb ʴ`aԬ FOD ޱhC΄ NBB\b ʠC J[eb eGZ_ ޱΆԬdʴ ܵB΅g @JA Kac ЃiHЄ OCDN ^ܹ_N ЂܹA]Є MLΈfc L· `KʞZ^ de` ޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬF ODޱh C΄NBB \bʠ CJ[e be GZ_ޱΆ Ԭdʴܵ B΅g@ JAK acЃ iHЄOC DN ^ܹ_NЂ ܹA]ЄML Έfc L·`K ʞZ^ de`޶ eEΆd MAZݰ ݰf cʟЅb ʴ`a ԬFO DޱhC ΄NBB\ bʠC J[eb eGZ_ ޱΆԬd ʴܵB΅ g@JA Kac ЃiHЄ OCDN ^ܹ_ NЂܹA]Є MLΈf cL ·`KʞZ ^de `޶eEΆ dMAZ ݰݰ

f cʟЅb ʴ`a ԬFO DޱhC΄ NBB\ bʠC J[eb eGZ _ޱΆԬd ʴܵB ΅g@JA Ka cЃiH ЄOCD N^ܹ _NЂܹA] ЄMLΈf cL ·`KʞZ ^d e`޶eE ΆdMA Zݰ ݰfcʟ Ѕbʴ `aԬ FODޱ hC΄N BB\b ʠCJ [eb eGZ_ ޱΆԬdʴ ܵB΅g @JA Kac ЃiHЄ OCDN ^ܹ_N ЂܹA]Є MLΈf cL· `KʞZ ^de` ޶eEΆ dMAZݰ ݰ fcʟЅ bʴ`a ԬFO DޱhC ΄NBB \bʠ CJ[e beG Z_ޱΆԬ dʴܵ B΅g@ JAKa cЃi HЄOC DN^ ܹ_NЂܹ A]ЄMLΈ fc L·`Kʞ Z^ de`޶ eEΆdM AZݰ ݰfc ʟЅb ʴ`a ԬFOD ޱhC΄ NBB\ bʠC J[eb eGZ_ ޱΆԬd ʴܵB ΅g@JA Ka cЃiHЄ OCD N^ܹ _NЂܹA] ЄMLΈf cL ·`KʞZ ^de` ޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬF ODޱ hC΄NBB \bʠ CJ[e be GZ_ޱ ΆԬdʴܵ B΅g @JAK acЃ iHЄO CDN ^ܹ_NЂ ܹA]ЄML Έfc L·` KʞZ^ de`޶ eEΆd MAZݰ ݰ fcʟЅb ʴ`a ԬFO DޱhC ΄NBB \bʠ CJ[e beG Z_ޱΆԬ dʴܵ B΅g@J AKa cЃi HЄOC DN^ ܹ_NЂܹA ]ЄMLΈf cL ·`KʞZ ^d e`޶eE ΆdMA Zݰݰ fcʟ Ѕbʴ` aԬ FODޱ hC΄NB B\b ʠCJ[ eb eGZ_ޱ ΆԬdʴ ܵB΅g

@J AKa cЃiH ЄOC DN^ܹ _NЂܹA ]ЄMLΈf cL ·`Kʞ Z^d e`޶e EΆdMA Zݰ ݰfc ʟЅbʴ `aԬ FODޱ hC΄N BB\b ʠCJ [eb eGZ_ ޱΆԬdʴ ܵB΅ g@JA Kac ЃiHЄ OCDN ^ܹ_ NЂܹA]Є MLΈf cL ·`KʞZ ^de `޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬF ODޱ hC΄NB B\bʠ CJ[ ebe GZ_ޱΆ Ԭdʴܵ B΅g@ JAK acЃi HЄOC DN^ ܹ_NЂܹ A]ЄML Έfc L·`K ʞZ^ de`޶ eEΆd MAZݰ ݰf cʟЅb ʴ`a ԬFO DޱhC΄ NBB\ bʠC J[eb eGZ _ޱΆԬd ʴܵB ΅g@JA Ka cЃiH ЄOCD N^ܹ _NЂܹA ]ЄMLΈf cL ·`KʞZ ^d e`޶e EΆdMA Zݰ ݰfcʟ Ѕbʴ `aԬ FODޱ hC΄N BB\b ʠCJ[ ebe GZ_ޱ ΆԬdʴ ܵB΅g @JAK acЃ iHЄO CDN ^ܹ_NЂ ܹA]ЄM LΈfc L·` KʞZ^ de`޶ eEΆ dMAZݰ ݰ fcʟЅ bʴ`a ԬFO DޱhC ΄NBB \bʠ CJ[e beG Z_ޱΆԬ dʴܵ B΅g@ JAKa cЃi HЄOC DN^ ܹ_NЂܹ A]ЄMLΈ fc L·`K ʞZ^ de`޶ eEΆdM AZݰ ݰf cʟЅb ʴ`a ԬFOD ޱhC΄N BB\b ʠCJ [eb eGZ_ ޱΆԬdʴ ܵB΅g @JA Kac ЃiHЄ OCDN ^ܹ_N ЂܹA]Є MLΈfc L· `KʞZ^ de` ޶eEΆ

dM AZݰ ݰfc ʟЅb ʴ`aԬ FOD ޱhC΄N BB\b ʠC J[eb eGZ_ ޱΆԬdʴ ܵB΅ g@JA Kac ЃiHЄ OCDN ^ܹ_ NЂܹA] ЄMLΈf cL ·`KʞZ ^de `޶eE ΆdMAZ ݰݰ fcʟЅ bʴ` aԬ FODޱ hC΄NB B\b ʠCJ[ eb eGZ_ޱ ΆԬdʴ ܵB΅g @JAK ac ЃiHЄO CDN ^ܹ_N ЂܹA]ЄM LΈfc L·` KʞZ^ de`޶ eEΆd MAZݰ ݰf cʟЅb ʴ`a ԬFO DޱhC ΄NBB\ bʠ CJ[eb eGZ _ޱΆԬ dʴܵB ΅g@J AKa cЃiH ЄOC DN^ܹ _NЂܹA ]ЄMLΈf cL ·`Kʞ Z^d e`޶e EΆdMA Zݰ ݰfc ʟЅbʴ `aԬ FOD ޱhC΄N BB\b ʠCJ [eb eGZ_ ޱΆԬdʴ ܵB΅ g@JA Kac ЃiHЄ OCDN ^ܹ_ NЂܹA]Є MLΈfc L·` KʞZ^ de` ޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬFO Dޱh C΄NBB \bʠ CJ[e beG Z_ޱΆ Ԭdʴܵ B΅g@ JAK acЃi HЄOC DN^ ܹ_NЂܹ A]ЄML Έfc L·`K ʞZ^ de`޶ eEΆd MAZݰ ݰf cʟЅb ʴ`a ԬFO DޱhC΄ NBB\ bʠ CJ[eb eGZ _ޱΆԬd ʴܵB ΅g@J AKa cЃiH ЄOCD N^ܹ_ NЂܹA]Є MLΈf cL ·`KʞZ ^de `޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬF ODޱ hC΄NBB \bʠ CJ[e be GZ_ޱΆ

Ԭd ʴܵB΅ g@JA Ka cЃiHЄ OCD N^ܹ_ NЂܹA] ЄMLΈf cL ·`KʞZ ^de `޶eE ΆdMA Zݰݰ fcʟ Ѕbʴ` aԬ FODޱ hC΄NB B\b ʠCJ[ eb eGZ_ ޱΆԬdʴ ܵB΅g @JAK ac ЃiHЄ OCDN ^ܹ_N ЂܹA]Є MLΈfc L· `KʞZ^ de` ޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬF ODޱh C΄NBB \bʠ CJ[e beGZ _ޱΆԬ dʴܵ B΅g@J AKa cЃiH ЄOC DN^ ܹ_NЂܹA ]ЄMLΈ fcL ·`Kʞ Z^ de`޶e EΆdM AZݰ ݰfc ʟЅb ʴ`aԬ FOD ޱhC΄N BB\b ʠC J[eb eGZ_ ޱΆԬdʴ ܵB΅ g@JA Kac ЃiHЄ OCD N^ܹ_ NЂܹA] ЄMLΈf cL ·`KʞZ ^de `޶eE ΆdMAZ ݰݰ fcʟ Ѕbʴ` aԬ FODޱ hC΄NBB \bʠ CJ[e be GZ_ޱΆ Ԭdʴܵ B΅g@ JAK acЃ iHЄOC DN ^ܹ_NЂܹ A]ЄML Έfc L·`K ʞZ^ de`޶ eEΆd MAZݰ ݰf cʟЅb ʴ`a ԬFO DޱhC ΄NBB\ bʠ CJ[eb eGZ _ޱΆԬ dʴܵB ΅g@J AKa cЃiH ЄOC DN^ܹ _NЂܹA ]ЄMLΈ fcL ·`Kʞ Z^d e`޶e EΆdM AZݰ ݰfc ʟЅbʴ `aԬ FODޱ hC΄NB B\b ʠCJ[ eb eGZ_ޱ ΆԬdʴ ܵB΅g @JAK acЃ iHЄO CDN ^ܹ_NЂ ܹA]ЄM LΈfc L·` KʞZ^

d e`޶eE ΆdMA Zݰ ݰfcʟ Ѕbʴ `aԬ FODޱ hC΄N BB\b ʠCJ [eb eGZ_ ޱΆԬdʴ ܵB΅g @JA Kac ЃiHЄ OCDN ^ܹ_N ЂܹA]Є MLΈfc L· `KʞZ ^de` ޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬF ODޱ hC΄NBB \bʠ CJ[e be GZ_ޱ ΆԬdʴܵ B΅g @JAK acЃ iHЄO CDN ^ܹ_NЂ ܹA]ЄML Έfc L·`Kʞ Z^ de`޶ eEΆdM AZݰ ݰfc ʟЅb ʴ`a ԬFOD ޱhC΄ NBB\b ʠC J[eb eGZ_ ޱΆԬd ʴܵB΅ g@JA Ka cЃiHЄ OCD N^ܹ_ NЂܹA] ЄMLΈf cL ·`KʞZ ^de `޶eE ΆdMA Zݰݰ fcʟ Ѕbʴ `aԬ FODޱ hC΄NB B\b ʠCJ [eb eGZ_ ޱΆԬdʴ ܵB΅g @JA Kac ЃiHЄ OCDN ^ܹ_NЂ ܹA]ЄML Έfc L·` KʞZ^ de`޶ eEΆd MAZݰ ݰ fcʟЅb ʴ`a ԬFO DޱhC ΄NBB \bʠ CJ[e beGZ _ޱΆԬ dʴܵ B΅g@J AKa cЃiH ЄOC DN^ ܹ_NЂܹA ]ЄMLΈ fcL ·`Kʞ Z^ de`޶e EΆdM AZݰ ݰfc ʟЅb ʴ`aԬ FOD ޱhC΄ NBB\b ʠC J[eb eGZ_ ޱΆԬd ʴܵB΅ g@JA Kac ЃiHЄ OCDN ^ܹ_N ЂܹA]Є MLΈfc L· `KʞZ^ de` ޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬFO Dޱh C΄NBB \bʠ CJ[e

b eGZ_ ޱΆԬdʴ ܵB΅ g@JA Kac ЃiHЄ OCDN ^ܹ_ NЂܹA]Є MLΈf cL· `KʞZ ^de `޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬF ODޱ hC΄NBB \bʠ CJ[ ebe GZ_ޱ ΆԬdʴܵ B΅g @JAK acЃ iHЄO CDN ^ܹ_NЂ ܹA]ЄM LΈfc L·` KʞZ^ de`޶ eEΆ dMAZݰ ݰ fcʟЅ bʴ`a ԬFO DޱhC ΄NBB\ bʠC J[eb eGZ _ޱΆԬd ʴܵB ΅g@JA Ka cЃiH ЄOCD N^ܹ _NЂܹA] ЄMLΈf cL ·`KʞZ ^d e`޶eE ΆdMA Zݰ ݰfcʟ Ѕbʴ `aԬ FODޱ hC΄N BB\b ʠCJ [eb eGZ_ ޱΆԬdʴ ܵB΅g @JA Kac ЃiHЄ OCDN ^ܹ_N ЂܹA]Є MLΈf cL· `KʞZ ^de` ޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬFO DޱhC ΄NBB \bʠ CJ[e beG Z_ޱΆԬ dʴܵ B΅g@ JAKa cЃi HЄOC DN^ ܹ_NЂܹ A]ЄMLΈ fc L·`Kʞ Z^ de`޶ eEΆdM AZݰ ݰfc ʟЅb ʴ`a ԬFOD ޱhC΄ NBB\b ʠC J[eb eGZ_ ޱΆԬd ʴܵB ΅g@JA Ka cЃiHЄ OCD N^ܹ _NЂܹA] ЄMLΈf cL ·`KʞZ ^d e`޶eE ΆdMA Zݰݰ fcʟЅ bʴ` aԬF ODޱ hC΄NBB \bʠ CJ[e be GZ_ޱΆ Ԭdʴܵ B΅g@ JAK acЃ iHЄOC DN ^ܹ_NЂܹ A]ЄML Έfc

L ·`KʞZ ^de `޶eE ΆdMAZ ݰݰ fcʟЅ bʴ` aԬ FODޱ hC΄NB B\bʠ CJ[ eb eGZ_ޱ ΆԬdʴ ܵB΅g @JAK ac ЃiHЄO CDN ^ܹ_NЂ ܹA]ЄM LΈfc L·` KʞZ^ de`޶ eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬFO Dޱh C΄NBB \bʠ CJ[e beG Z_ޱΆ Ԭdʴܵ B΅g@ JAK acЃi HЄOC DN^ ܹ_NЂܹA ]ЄMLΈf cL ·`Kʞ Z^d e`޶e EΆdMA Zݰ ݰfc ʟЅbʴ `aԬ FODޱ hC΄N BB\b ʠCJ [eb eGZ_ ޱΆԬdʴ ܵB΅ g@JA Kac ЃiHЄ OCDN ^ܹ_ NЂܹA]Є MLΈf cL· `KʞZ ^de `޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬF ODޱ hC΄NB B\bʠ CJ[ ebe GZ_ޱ ΆԬdʴ ܵB΅g @JAK acЃ iHЄOC DN^ ܹ_NЂܹ A]ЄML Έfc L·`K ʞZ^ de`޶ eEΆd MAZݰ ݰf cʟЅb ʴ`a ԬFO DޱhC΄ NBB\ bʠC J[eb eGZ _ޱΆԬd ʴܵB ΅g@JA Ka cЃiH ЄOCD N^ܹ _NЂܹA] ЄMLΈf cL ·`KʞZ ^d e`޶e EΆdMA Zݰ ݰfcʟ Ѕbʴ `aԬ FODޱ hC΄N BB\b ʠCJ [eb eGZ_ ޱΆԬdʴ ܵB΅g @JAK acЃ iHЄO CDN ^ܹ_NЂ ܹA]ЄM LΈfc L·` KʞZ^ de`޶ eEΆd MAZݰ ݰ fcʟЅb ʴ`a ԬFO DޱhC ΄NBB\

b ʠCJ[ eb eGZ_ ޱΆԬdʴ ܵB΅g @JAK ac ЃiHЄ OCDN ^ܹ_N ЂܹA]ЄM LΈfc L· `KʞZ^ de` ޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬFO Dޱh C΄NBB \bʠ CJ[e beG Z_ޱΆ Ԭdʴܵ B΅g@ JAK acЃ iHЄOC DN ^ܹ_NЂܹ A]ЄML Έfc L·`K ʞZ^ de`޶ eEΆd MAZݰ ݰf cʟЅb ʴ`a ԬFOD ޱhC΄N BB\b ʠC J[eb eGZ_ ޱΆԬdʴ ܵB΅ g@JA Kac ЃiHЄ OCDN ^ܹ_ NЂܹA] ЄMLΈf cL ·`KʞZ ^de `޶eE ΆdMAZ ݰݰ fcʟЅ bʴ` aԬ FODޱ hC΄NB B\bʠ CJ[ eb eGZ_ޱ ΆԬdʴ ܵB΅g @JAK ac ЃiHЄO CDN ^ܹ_N ЂܹA]ЄM LΈfc L·` KʞZ^ de` ޶eEΆ dMAZ ݰݰ fcʟЅb ʴ`a ԬFO DޱhC ΄NBB\ bʠ CJ[eb eGZ _ޱΆԬ dʴܵB ΅g@J AKa cЃiH ЄOC DN^ܹ _NЂܹA ]ЄMLΈf cL ·`Kʞ Z^d e`޶e EΆdMA Zݰ ݰfc ʟЅbʴ `aԬ FODޱ hC΄N BB\b ʠCJ [eb eGZ_ ޱΆԬdʴ ܵB΅ g@JA Kac ЃiHЄ OCDN ^ܹ_ NЂܹA]Є MLΈf cL ·`KʞZ ^de `޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬFO Dޱh C΄NBB \bʠ CJ[e beG Z_ޱΆԬ dʴܵ B΅g@ JAKa cЃi HЄOC DN^ ܹ_NЂܹA

]Є MLΈfc L· `KʞZ ^de` ޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬF ODޱh C΄NBB \bʠ CJ[e be GZ_ޱΆ Ԭdʴܵ B΅g @JAK acЃ iHЄOC DN ^ܹ_NЂ ܹA]ЄML Έfc L·`K ʞZ^ de`޶ eEΆd MAZݰ ݰ fcʟЅb ʴ`a ԬFO DޱhC ΄NBB \bʠ CJ[e beGZ _ޱΆԬ dʴܵ B΅g@J AKa cЃiH ЄOCD N^ܹ_ NЂܹA] ЄMLΈf cL ·`KʞZ ^de `޶eE ΆdMA Zݰݰ fcʟ Ѕbʴ` aԬ FODޱ hC΄NB B\b ʠCJ[ eb eGZ_ ޱΆԬdʴ ܵB΅g @JAK ac ЃiHЄ OCDN ^ܹ_N ЂܹA]ЄM LΈfc L· `KʞZ^ de` ޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬF ODޱh C΄NBB \bʠ CJ[e be GZ_ޱΆ Ԭdʴܵ B΅g@ JAKa cЃiH ЄOC DN^ ܹ_NЂܹA ]ЄMLΈ fcL ·`Kʞ Z^ de`޶e EΆdM AZݰ ݰfc ʟЅb ʴ`aԬ FOD ޱhC΄N BB\b ʠC J[eb eGZ_ ޱΆԬdʴ ܵB΅ g@JA Kac ЃiHЄ OCDN ^ܹ_ NЂܹA] ЄMLΈf cL ·`KʞZ ^de `޶eE ΆdMAZ ݰݰ fcʟ Ѕbʴ` aԬ FODޱ hC΄NB B\b ʠCJ[ eb eGZ_ޱ ΆԬdʴܵ B΅g@ JAK acЃ iHЄOC DN ^ܹ_NЂܹ A]ЄML Έfc L·`K ʞZ^ de`޶ eEΆd MAZݰ ݰf cʟЅb ʴ`a ԬFOD

ޱ hC΄NBB \bʠ CJ[ ebe GZ_ޱ ΆԬdʴܵ B΅g @JAK acЃ iHЄO CDN ^ܹ_NЂ ܹA]ЄM LΈfc L·` KʞZ^ de`޶ eEΆ dMAZݰ ݰ fcʟЅb ʴ`a ԬFO DޱhC ΄NBB \bʠ CJ[e beG Z_ޱΆԬ dʴܵ B΅g@ JAKa cЃi HЄOC DN^ ܹ_NЂܹ A]ЄMLΈ fc L·`Kʞ Z^ de`޶ eEΆdM AZݰ ݰfc ʟЅbʴ `aԬ FODޱ hC΄N BB\b ʠCJ [eb eGZ_ ޱΆԬdʴ ܵB΅g @JA Kac ЃiHЄ OCDN ^ܹ_N ЂܹA]Є MLΈfc L· `KʞZ ^de` ޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬF ODޱh C΄NBB \bʠ CJ[e be GZ_ޱ ΆԬdʴܵ B΅g @JAK acЃ iHЄO CDN ^ܹ_NЂ ܹA]ЄML Έfc L·` KʞZ^ de`޶ eEΆd MAZݰ ݰfc ʟЅb ʴ`a ԬFOD ޱhC΄ NBB\b ʠC J[eb eGZ_ ޱΆԬd ʴܵB΅ g@JA Ka cЃiHЄ OCD N^ܹ_ NЂܹA] ЄMLΈf cL ·`KʞZ ^de `޶eE ΆdMA Zݰݰ fcʟ Ѕbʴ` aԬ FODޱ hC΄NB B\b ʠCJ [eb eGZ_ ޱΆԬdʴ ܵB΅g @JA Kac ЃiHЄ OCDN ^ܹ_N ЂܹA]Є MLΈfc L· `KʞZ^ de`޶ eEΆd MAZݰ ݰ fcʟЅb ʴ`a ԬFO DޱhC ΄NBB\ bʠ CJ[eb eGZ _ޱΆԬ dʴܵB ΅g@J AKa cЃiH ЄOCD

N ^ܹ_NЂ ܹA]ЄM LΈfc L·` KʞZ^ de`޶ eEΆ dMAZ ݰݰ fcʟЅ bʴ`a ԬFO Dޱh C΄NBB \bʠ CJ[e beG Z_ޱΆ Ԭdʴܵ B΅g@ JAKa cЃi HЄOC DN^ ܹ_NЂܹ A]ЄMLΈ fc L·`K ʞZ^ de`޶ eEΆd MAZݰ ݰf cʟЅb ʴ`a ԬFO DޱhC΄ NBB\ bʠC J[eb eGZ _ޱΆԬd ʴܵB ΅g@JA Kac ЃiHЄ OCDN ^ܹ_ NЂܹA]Є MLΈf cL· `KʞZ ^de `޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬF ODޱ hC΄NBB \bʠ CJ[ ebe GZ_ޱ ΆԬdʴܵ B΅g @JAK acЃ iHЄO CDN ^ܹ_NЂ ܹA]ЄM LΈfc L·` KʞZ^ de`޶ eEΆ dMAZݰ ݰ fcʟЅ bʴ`a ԬFO DޱhC ΄NBB \bʠ CJ[e beG Z_ޱΆԬ dʴܵB ΅g@JA Ka cЃiH ЄOCD N^ܹ _NЂܹA] ЄMLΈf cL ·`KʞZ ^d e`޶eE ΆdMA Zݰ ݰfcʟ Ѕbʴ `aԬ FODޱ hC΄N BB\b ʠCJ [eb eGZ_ ޱΆԬdʴ ܵB΅g @JA Kac ЃiHЄ OCDN ^ܹ_N ЂܹA]Є MLΈf cL· `KʞZ ^de` ޶eEΆ dMAZ ݰݰ fcʟЅ bʴ` aԬF ODޱ hC΄NBB \bʠ CJ[e beG Z_ޱΆԬ dʴܵ B΅g@ JAKa cЃi HЄOC DN^ ܹ_NЂܹA ]ЄMLΈ fcL ·`Kʞ Z^ de`޶e EΆdM AZݰ ݰfc ʟЅbʴ

` aԬFO Dޱh C΄NBB \bʠ CJ[e beG Z_ޱΆ Ԭdʴܵ B΅g@ JAK acЃi HЄOC DN ^ܹ_NЂܹ A]ЄML Έfc L·`K ʞZ^ de`޶ eEΆd MAZݰ dΆ·bC ΅Єe΄ D`a΄ ЂB Ή]KΈC e ܹЅA DZOBC GBԬݰ `]P [޶ hDHZ d޶[fM ʴaA C@^C Fʠ*L_ʠ ΈOʟ ܵʞBC OPN M_ OLޱ LΉEK i^J\[ NgdΆ ·bC΅Єe ΄D`a ΄ ЂBΉ]K ΈCe ܹЅ ADZO BCG BԬݰ`] P[ ޶hDH Zd޶[ fMʴa AC@ ^CFʠ L_ʠΈO ʟܵʞ BCO PN M_OL ޱLΉ EKi^ J\[N gdΆ·b C΅Єe ΄D`a΄ Ђ BΉ]K ΈCe ܹЅA DZOB CGBԬ ݰ`] P[޶ hDH Zd޶[f MʴaA C@^ CFʠ*L_ ʠΈOʟ ܵʞ BCOP NM _OL ޱLΉEK i^J\[ Ngd Ά·bC΅ Єe΄D` a΄ ЂBΉ] KΈC eܹ ЅADZ OBC GBԬݰ` ]P [޶h DHZd޶ [fMʴ aAC @^CFʠ *L_ʠΈ Oʟܵ ʞBCO PN M_O LޱL ΉEKi ^J\[N gdΆ· bC΅Єe ΄D`a ΄Ђ BΉ]K ΈCe ܹЅ ADZO BCGB Ԭݰ`] P[ ޶hDH Zd޶[ fMʴa AC@ ^CFʠ L_ʠΈO ʟܵʞ BCOP NM _OL ޱLΉE Ki^J \[Ng dΆ·bC ΅Єe΄D `a΄ ЂBΉ ]KΈC eܹ ЅAD ZOBC GBԬݰ` ]P [޶h DHZd ޶[fMʴ

a AC@^ CFʠ*L _ʠΈOʟ ܵʞ BCOP NM _OL ޱLΉE Ki^J \[Ng dΆ·bC ΅Єe΄D `a΄ ЂBΉ ]KΈC eܹ ЅAD ZOBC GBԬݰ` ]P [޶h DHZd ޶[fMʴ aA C@^CFʠ *L_ʠΈ Oʟܵ ʞBCO PN M_O LޱL ΉEKi ^J\[N gdΆ· bC΅Єe ΄D`a΄ Ђ BΉ]K ΈCe ܹЅ ADZOB CGB Ԭݰ`] P[޶

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