Company: IDVV
Filing Date: 2025-07-03
Form Type: 10-12G/A
Source: 0001683168-25-004925
Chunk: 36

Company: ModuLink Inc.
Filing Date: 2025-07-03
Form: 10-12G/A
Chunk 36
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 In addition, in those
cases where an endangered species is involved, environmental rules and regulations can result in the elimination of development in identified
environmentally sensitive areas. To date, we have never experienced a significant environmental issue.

Employment Ordinance

Hong Kong

The Employment Ordinance is
the main piece of legislation governing conditions of employment in Hong Kong since 1968. It covers a comprehensive range of employment
protection and benefits for employees, including Wage Protection, Rest Days, Holidays with Pay, Paid Annual Leave, Sickness Allowance,
Maternity Protection, Statutory Paternity Leave, Severance Payment, Long Service Payment, Employment Protection, Termination of Employment
Contract, Protection Against Anti-Union Discrimination. In addition, every employer must take out employees’ compensation insurance
to protect the claims made by employees in respect of accidents occurred during the course of their employment.

An employer must also comply
with all legal obligations under the Mandatory Provident Fund Schemes Ordinance, (CAP485). These include enrolling all qualifying employees
in MPF schemes and making MPF contributions for them. Except for exempt persons, employer should enroll both full-time and part-time employees
who are at least 18 but under 65 years of age in an MPF scheme within the first 60 days of employment. The 60-day employment rule does
not apply to casual employees in the construction and catering industries. Pursuant to the said Ordinance, we are required to make MPF
contributions for our Hong Kong employees once every contribution period (generally the wage period within 1 month). Employers and employees
are each required to make regular mandatory contributions of 5% of the employee’s relevant income to an MPF scheme, subject to the
minimum and maximum relevant income levels. For a monthly-paid employee, the minimum and maximum relevant income levels are HKD7,100 and
HKD30,000 respectively.

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China

Depending on future regulatory
developments, we may become subject to PRC laws applicable to businesses in general, including those related to labor, occupational safety,
contracts, torts, and intellectual property. We may also face restrictions under PRC foreign exchange regulations, which could limit our
ability to convert foreign currency into Renminbi, acquire mainland entities, or make dividend or other payments of cash to IDVV.

Regulations in the PRC

Currently, our group does
not have any subsidiaries or operations in the PRC. However, in the event that