Exhibit 10.2


 


Contract
#: LD2018070026


 


LABOR
CONTRACT


 


Employer(Party
)A: Fujian Province Lichen Management and Consulting Company Limited


 


Legal
Representative (Authorized Representative): Ya Li Phone Number:                           


 


Company
Address: B2306, Block B, Tower 3, Jinjiang Wanda Plaza Commercial Complex, 888 Century Avenue, Meiling Street, Jinjiang City, Fujian
Province, People’s Republic of China


 


ZIP
Code: 362000


 


Employee
(Part B): Zhixiang Fang


 


Gender:
Male Month/Year of Birth: November 1972


 


ID
Number:                                        


 


Mailing
Address (or household register address):                                                                                                                              


 


Current
Address:                                                                                                                                


 


Contact:                        
E-mail Address:                              


 


Emergency
contact and contact information                                 


 




     


     


    

 


In
accordance with “The Labor Contract Law of the People’s Republic of China” and other laws, regulations, and rules, both parties
shall adhere to the principles of equality, voluntariness and consensus, and will sign this labor contract and jointly abide by the terms
listed.


 


		I.	CONTRACT
                                            PERIOD AND PROBATION PERIOD



 


		A.	Contract
                                            Period



 


Both
Party A and Party B choose the No.   1   form below to determine the term of this contract:


 


þ   1. Fixed period: from July 18, 2018 to July 17, 2023.


 


☐  2.
No fixed period: from ___/__  to the time when the statutory or termination conditions agreed in this contract appear.


 


☐  3.
Period by task: From  ___/__ to the time a certain task completed.


 


The
above-mentioned contract period can be changed by mutual agreement or in accordance with the conditions agreed in this contract.


 


		B.	Probation
                                            Period



 


		1.	The
probation period of this contract is from ___/__to  ___/__. If Party B has passed the assessment by Party A, the probation period will expire
and Party B will be hired.



 


		2.	During
                                            the probation period, regardless of whether Party B meets the above requirements, as long
                                            as one of the following circumstances occurs, Party A has the right to regard it as not meeting
                                            the hiring criteria:



 


		1)	Providing
                                            false identity certificates, academic qualifications, degrees, technical qualifications and
                                            other documents, materials, and certificates;



 


		2)	Concealing
                                            medical records, suffering from mental illness or other illnesses (including new illnesses
                                            and onset of existing illnesses), female employees became pregnant before onboarding but
                                            did not inform Party A before onboarding;



 


		3)	Concealing
                                            other labor relations that still exist or have not been terminated, or have confidentiality
                                            obligations or non-compete clause obligations to the original employer, but have not notified
                                            Party A prior to employment;



 


		4)	Unable
to complete the tasks, unable to reach the work goal or unable to pass the probation period performance assessment, earning ___/__ evaluation
points or above;



 


		5)	Being
                                            clearly not eligible for employment according to company policy;



 


		6)	Unable
                                            to attend work for reasons other than work-related injuries;



 


		7)	Refusing
                                            to complete tasks assigned by the supervisor.



 






    2


     


    

 


		3.	Based
                                            on Party B’s performance during the probation period, Party A has the right to end
                                            the probation period before the expiration of the probation period and formally hire Party
                                            B. In this case, the expiration date of the probation period shall be the date when Party
                                            A notified Party B of the formal employment.



 


		4.	The
                                            probation period is included in the term of the labor contract.



 


		II.	RESPONSIBILITIES
                                            AND WORK LOCATION



 


		A.	Position
                                            and Responsibilities



 


		1.	According
                                            to Party A’s work demand at the time of signing this contract and Party B’s own
                                            criteria, Party B shall be employed for the position as CFO.



 


		2.	For
                                            details of the work tasks or responsibilities of the aforementioned positions of Party B,
                                            please refer to: “Job Description” and other work tasks or responsibilities assigned
                                            by Party A to Party B. According to the requirements of job responsibilities, Party B shall
                                            use all its time and energy to complete the tasks assigned by Party A within the specified
                                            working hours. After signing this contract with Party A, it shall not be employed by other
                                            companies or individuals at the same time. Only when Party A assigns or obtains Party A’s
                                            consent, can Party B engage in part-time activities in other employers, including full-time,
                                            part-time, commission, agency, or any other forms of labor relations.



 


		3.	Party
                                            B has fully understood the responsibilities and requirements of the aforementioned positions,
                                            and promised to earnestly perform the responsibilities of the position, complete the specified
                                            tasks up to quality, quantity and on time, cherish Party A’s reputation, safeguard
                                            Party A’s interests, and protect Party A’s secrets.



 


		B.	Occupational
                                            Hazard Notification



 


According
to Party A’s notification before signing the contract, Party B has known that the position it is engaged is (select with √):


 


☐  1.
Without occupational hazards


 


☐  2.
With occupational hazards


 


		C.	Work
                                            Location



 


The
work location of Party B is: Jinjiang City, Fujian Province (including all districts and counties under the network).


 






    3


     


    

 


		D.	Position
                                            and Work Location Adjustment



 


		1.	In
                                            view of Party A’s implementation of the separation of job and employment system, Party A
                                            can adjust Party B’s job position in accordance with work needs or changes in job responsibilities
                                            and Party B’s performance. Party B needs to agree to and obey Party A’s job position including
                                            salary adjustments. If Party B refuses to comply with Party A’s arrangements and adjustments
                                            without statutory or legitimate reasons, it is deemed that Party B has seriously violated
                                            this contract and rules and regulations, and Party A has the right to take measures and even
                                            terminate this contract in accordance with this contract and/or company public announcement,
                                            without paying any economic compensation to Party B.



 


		2.	Changes
                                            within the geographical scope agreed in the above item C. shall not be regarded as changes
                                            in the work location, and Party B shall obey Party A’s arrangements and adjustments.



 


		III.	WORKING
                                            HOURS, VACATION AND PERSONAL LEAVE



 


		A.	Working
                                            Hours



 


Party
B’s position implements the no.   1   working hour system as follows: (Note: The implementation of no. 2 & 3 types of
working hour system must be approved by the labor administrative department in accordance with the law.)


 


þ  1.
Standard working hours


 


☐  
2. Combined working hours


 


☐  3.
Irregular working hours


 


Party
A formulates the employee’s working hours, vacation and personal leave system in accordance with the law; Party B must abide by
the working hours, vacation and personal leave system and commute to and from work in accordance with the regulations


 


		B.	Overtime



 


		1.	Party
                                            A does not encourage employees to work overtime, but due to business needs, Party A can extend
                                            working hours and arrange for Party B to work overtime.



 


		2.	In
                                            cases that overtime is firmly required, Party B shall submit a written application to the
                                            superior, stating the reason and time of the overtime, and it shall be deemed to be working
                                            overtime after approval. Overtime hours are subject to the actual time, and overtime compensation
                                            is subject to Party A’s relevant regulations. Party B cannot decide to work overtime
                                            on its own. It must be arranged by the superior or reported to the superior for approval
                                            in accordance with the procedures, otherwise it will not be regarded as overtime.



 


		C.	Vacation
                                            and Personal Leave



 


		1.	During
                                            the employment period, Party B shall have paid holidays such as statutory holidays as stipulated
                                            by the government; due to work-related injuries or occupational diseases, illnesses or non-work-related
                                            injuries, they shall be entitled to medical treatment period and corresponding treatment
                                            in accordance with the law.



 


		2.	Party
                                            B’s working hours are in accordance with Party A’s rules and regulations. Party
                                            A can arrange for Party B to work on Saturdays and Sundays if necessary. Those who work on
                                            Saturdays and Sundays will not be considered as overtime work. Party A may arrange other
                                            time for Party B’s weekly rest days, and Party B agrees with this.



 




    4


     


    

 


		D.	Personal
                                            Leave



 


		1.	If
                                            Party B needs to take personal leave under special circumstances during its working period,
                                            Party B must write a leave slip in advance, which will take effect after being reviewed by
                                            Party B’s superior and signed and approved. After Party A’s approval, Party B’s
                                            full salary will be deducted based on the actual number of days of leave taken.



 


		2.	If
                                            Party B asks for personal leave without the approval of Party A or leaves the job without
                                            asking for leave, it shall be treated as Party B’s absenteeism. If the consecutive
                                            absenteeism exceeds two days, or the cumulative absenteeism within one year exceeds five
                                            days, Party A shall have the right to delist Party B and terminate the labor contract, and
                                            Party B shall not be entitled to any economic compensation.



 


		IV.	WAGES
                                            AND SOCIAL INSURANCE



 


		A.	Wages



 


If
Party B provides normal labor during the legal working hours or the working hours stipulated in the labor contract, Party A shall pay
Party B’s wages in accordance with the wage standards stipulated in the labor contract. Party B’s available wages include: ☐ Basic
salary; ☐ Post salary; ☐ Performance bonus;☐ Others: non-competition compensation. Bonuses, allowances, subsidies or welfare fees shall
be implemented in accordance with the distribution system formulated by Party A.


 


		B.	Wages
                                            Calculation Method



 


The
wage standard takes the No. 1  form below:


 


☐  1.
Standard monthly salary 


 


The
wages include the basic salary 42,000RMB and the performance salary ___/__ RMB; the probation period salary payment and performance
evaluation standards are subject to the company’s relevant regulations.


 


☐  2.
Monthly salary for special positions


 


The
wages include the basic salary /  RMB, the performance salary ___/__ RMB and the non-competition
compensation ___/__  RMB; the probation period salary payment and performance evaluation standards are subject to the
company’s relevant regulations.


 


☐  3.
The two parties separately agree that wages shall be paid in accordance with the annual salary ___/__ RMB or other ___/__
forms. 


 






    5


     


    

 


		C.	Wages
                                            Adjustment



 


In
view of Party A’s implementation of the job-employment separation system, Party B agrees to implement a job-changing and salary-changing
system, that is, Party B’s labor wages change within work location, job position, and job responsibilities, and is adjusted accordingly
in accordance with Party A’s wages system.


 


		D.	Payment



 


		1.	Party
                                            A will pay Party B’s previous monthly salary in RMB on the 15th of each month
                                            through cash, bank transfer, or remittance, etc.



 


The
bank account number designated by Party B is:                                     


 


Bank
name and branch: Industrial and Commercial Bank of China, Quanxiu Branch


 


		2.	If
                                            Party A is indeed unable to pay workers’ wages due to business difficulties and capital turnover,
                                            under the premise of guaranteeing Party B’s basic living conditions, it may postpone
                                            the payment after reaching a consensus with the company’s labor union or worker representatives
                                            and forming a written agreement. The maximum extension shall not exceed 30 days.



 


		3.	If
                                            Party B disagrees with the salary paid by Party A, it shall submit a written submission to
                                            Party A within 3 days from the date of salary settlement, and it shall be deemed as no disagreement
                                            if there’s no submission within the time.



 


		4.	If
                                            Party A underpays Party B’s wages due to unclear wage calculation standards or improper
                                            calculation methods, or Party B refuses to receive it, or the bank account transfer or remittance
                                            provided by Party B is returned, Party A shall not be deemed to be in unprovoked arrears
                                            or wages deduction.



 


		E.	Wages
                                            Deduction



 


		1.	If
                                            Party B violates Party A’s rules and regulations and causes Party B to cause economic
                                            losses to Party A, Party A may demand compensation for the economic losses and direct deductions
                                            from Party B’s wages. However, the monthly deduction shall not exceed 20% of Party
                                            B’s monthly salary. If the remaining salary after deduction is lower than the local
                                            monthly minimum wage standard, it will be paid according to the minimum wage standard.



 


		2.	The
                                            personal income tax payable by Party B and the social insurance expenses that shall be borne
                                            by the individual in accordance with the law shall be borne by the person himself, and shall
                                            be withheld by Party A in the period of salary payment.



 


		F.	Social
                                            Insurance



 


Social
insurance is carried out in accordance with the provisions of the State and the relevant policies.


 






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		V.	RULES
                                            AND REGULATIONS



 


		A.	The
                                            Formulation and Compliance of Rules and Regulations



 


		1.	Party
                                            A formulates and improves various rules and regulations and labor disciplines in accordance
                                            with the relevant provisions of the government (including but not limited to employee manuals,
                                            job responsibilities, attendance system, performance appraisal system, training agreement,
                                            confidentiality agreement, safety guidelines, labor contract management, wage management,
                                            employee rewards and punishments, and other labor management systems).



 


		2.	Party
                                            A shall manage Party B in accordance with national laws and regulations and Party A’s
                                            rules and regulations. If Party B violates the rules and labor discipline, Party A has the
                                            right to impose sanctions, terminate the labor contract, and pursue other responsibilities
                                            in accordance with laws, rules and regulations.



 


		3.	The
                                            fine to be imposed by Party A on Party B’s violation of rules and regulations and labor
                                            discipline shall be determined by Party A accordingly. Party A may implement downgrade punishment
                                            according to the circumstances of Party B and the rules and regulations of the company.



 


		B.	Violation
                                            of Rules and Regulations



 


		1.	If
                                            Party B commits one of the following acts, it shall be deemed that Party B has seriously
                                            violated the rules and regulations, and Party A shall have the right to impose sanctions
                                            in accordance with the rules and regulations, labor disciplines, laws and regulations, until
                                            the labor contract is terminated



 


		1)	Violating
                                            labor discipline, leaving early without reason, absent from work, having passive idleness,
                                            failing to complete work tasks, often (referring to accumulatively more than 3 times in a
                                            month) late without reason;



 


		2)	Disobedience
                                            to work assignments, transfers and commands without justified reasons, or being unreasonable,
                                            gathering crowds to make trouble, fighting, and affecting work and social order;



 


		3)	Behaving
                                            in violation of law and discipline;



 


		4)	Conducting
                                            actions listed in the company rules and regulations that would lead to labor contract termination;



 


		5)	Committed
                                            other serious mistakes;



 


		6)	Violation
                                            of any other regulations under the company rules and regulations.



 


		2.	If
                                            Party B’s illegal acts or bad social behaviors cause great damage to Party A’s
                                            image, Party A may impose corresponding sanctions on Party B in accordance with the company’s
                                            rules and regulations until the labor contract is terminated.



 


		3.	If
                                            Party B seriously violates laws, regulations and Party A’s labor discipline, rules
                                            and regulations and causes losses to Party A, it shall be liable for compensation within
                                            its scope of responsibility. Party A has the right to directly deduct the remuneration due
                                            to Party B according to law, and Party A has the right to request Party B to pay for the
                                            insufficient amount.



 


		4.	Other
                                            matters shall be implemented in accordance with Party A’s rules and regulations.



 




    7


     


    

  


		5.	If
                                            Party A terminates the labor contract in accordance with the foregoing items 1-4 of this
                                            paragraph, it does not need to pay Party B the economic compensation or compensation for
                                            the termination of the labor contract.



 


		VI.	IMPLEMENTATION
                                            AND CHANGE OF THE LABOR CONTRACT



 


		A.	Implementation



 


Both
Party A and Party B shall fully implement their respective obligations in accordance with the provisions of the labor contract.


 


		B.	Negotiable
                                            Change



 


Party
A and Party B may change the provisions agreed in the labor contract in accordance with the conditions agreed in this contract or after
consultation. Any changes in the labor contracts should be in writing.


 


The
change of the labor contract (including but not limited to the change of the contract period or the automatic renewal after the expiration)
is only an adjustment of the content of the original contract, does not constitute a suspension or cancellation of the original contract,
and does not constitute the formation of a new contract.


 


		C.	Non-change
                                            Matters



 


For
cases of Party A adjusts Party B’s job position, responsibilities, work location and correspondingly adjusts Party B’s labor
remuneration in accordance with the provisions of this contract, it is considered a normal implementation of the labor contract and does
not cause any changes to the labor contract.


 


		VII.	RESCISSION,
                                            TERMINATION AND RENEWAL OF LABOR CONTRACT 



 


		A.	Rescission
                                            After Negotiation



 


Within
an agreement between both parties, the labor contract can be rescinded.


 


		B.	Rescission
                                            by Party A



 


If
any of the following circumstances occurred to Party B, Party A can Rescind the labor contract at any time, and does not need to pay
economic compensation or compensation for the termination of the labor contract:


 


		1)	Is
                                            proven not to reach the hiring criteria during probation period;



 


		2)	Conduct
                                            serious violation of Party A’s rules and regulations;



 


		3)	Conduct
                                            serious dereliction of duty, malpractice for private purposes, causing significant damage
                                            to Party A;



 




    8


     


    

 


		4)	Party
                                            B has established labor relations or other part-time relations with other employers at the
                                            same time, which causes a serious impact on completing work tasks for Party A, or it refuses
                                            to make changes upon request of Party A;



 


		5)	The
                                            labor contract got invalid due to Party B’s fault;



 


		6)	Being
                                            investigated for criminal responsibility (including probation) in accordance with the law
                                            or under re-education through labor;



 


		7)	Refusing
                                            to obey Party A’s job adjustments and work arrangements;



 


		8)	Violation
                                            of the agreement on confidentiality in this contract;



 


		9)	Using
                                            fraud, coercion or taking advantage of others’ difficulties to make Party A sign or
                                            change the labor contract against its true intentions;



 


		10)	Providing
                                            false certificates, false statements, incomplete or untrue information or supporting documents
                                            when applying for employment or during he labor contract period;



 


		11)	Violation
                                            of this labor contract and causing serious losses to Party A;



 


		12)	Owning
                                            an improper life style and are subject to public security penalties, which have a serious
                                            adverse effect on the image of the employer; or has been seriously disrupt the order of Party
                                            A’s production and work, and undergoes with a sanction by Party A;



 


		13)	Other
                                            circumstances stipulated by laws, regulations, and Party A’s company rules.



 


		C.	Contract
                                            Termination



 


In
any of the following circumstances, the labor contract shall be terminated:


 


		1.	The
                                            labor contract time period is expired;



 


		2.	Party
                                            B begins to receive basic pension insurance benefits in accordance with the law, or reaches
                                            the statutory retirement age;



 


		3.	Party
                                            B has passed away, or is declared dead or missing by the people’s court;



 


		4.	Party
                                            A is declared bankrupt according to law;



 


		5.	Party
                                            A has its business license revoked, ordered to close down, or makes the decision to cancel
                                            the business or to dissolve early;



 


		6.	Other
                                            circumstances stipulated by laws and administrative regulations.



 






    9


     


    

 


		D.	Contract
                                            Expiration and Extension



 


		1.	When
                                            the term of this labor contract expires, both parties have the right to choose whether to
                                            renew the contract. Party B shall inform Party A in writing of its intention to renew the
                                            labor contract 30 days before the expiration of the labor contract. If Party B has not clearly
                                            informed Party A of the renewal of the labor contract by the end of the contract, it shall
                                            be deemed that Party B does not agree to the original agreement and would not renew the contract
                                            with the given conditions.



 


		2.	After
                                            the expiration of this labor contract, if both parties agree to renew the labor contract
                                            after negotiation, they can sign another written labor contract. If the two parties fail
                                            to sign a new written contract, or if Party B continues to work for Party A after the expiration
                                            of the labor contract, and Party A does not raise an objection, it will be deemed that both
                                            parties agree to continue to perform according to the original contract and the original
                                            labor contract will be automatically extended for one year or a time limit specified by Party
                                            A (in case of conflict between the two, the time limit specified by Party A shall prevail).
                                            The number of postponements stipulated in this clause is unlimited until Party A notify a
                                            termination time. In this case, it should be considered as a modification of the original
                                            contract period, that is, the continuation of the contract period. It shall not be interpreted
                                            as the absence of a labor contract between the two parties, nor shall it be interpreted as
                                            a new contract between the two parties.



 


		3.	The
                                            above two clauses can coexist. If there is a conflict between the two, the second case shall
                                            be applied first.



 


		E.	Temporary
                                            Suspension of the Labor Contract



 


If
Party B is held for review, detention, or arrest by relevant agencies for suspected violations or crimes, or temporarily loses personal
freedom and fails to provide labor for other reasons, Party A may temporarily suspend the performance of the labor contract with Party
B during the period when Party B’s personal freedom is restricted. During the temporary suspension, Party A does not hold the obligations
such as payment of remuneration stipulated in the labor contract, and can apply for the social insurance account suspension/seal procedure,
and this period will not be included in Party B’s working time with Party A. If Party B was proved that it has been wrongly restricted
in personal freedom, it may, in accordance with law, seek compensation from the relevant departments for the loss of Party B during the
period of suspension of the performance of the labor contract.


 


		VIII.	SPECIAL
                                            AGREEMENT



 


		A.	Statement
                                            and Guarantee by Party B



 


		1.	Party
                                            B guarantees that it has terminated the labor relationship with other employers at the time
                                            when signing the contract with Party A. Otherwise, Party A has the right to terminate this
                                            contract and does not need to pay economic compensation. If Party A is prosecuted by Party
                                            B’s original employer due to Party B’s fault, Party B shall compensate Party
                                            A for all losses suffered as a result.



 




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		2.	Party
                                            B guarantees that the various documents provided to Party A are true, legal and valid, and
                                            the statements made are true, complete and unreserved. If Party B provides false identity
                                            certificates or other information, conceals important information or other fraudulent acts,
                                            it shall compensate Party A for all losses, including but not limited to any form of compensation
                                            that Party A has undertaken and should bear (including but not limited to work injury insurance,
                                            compensation for work-related injuries, compensation for personal injury, etc.), the available
                                            benefits that Party A deserves but cannot obtain (including but not limited to insurance
                                            claims, etc.), and various losses after the labor contract is deemed invalid. For the above
                                            losses suffered by Party A, Party A has the right to recover from Party B or directly offset
                                            it, and terminate the labor contract or labor relationship at any time without economic compensation.
                                            Party B shall bear all losses by itself and has no right to claim the corresponding treatment
                                            in the labor law and various rights in the civil law.



 


		B.	Work
                                            Maintenance Before Resignation



 


Regardless
of the reason for canceling or terminating this contract, Party B shall, in accordance with Party A’s relevant rules and regulations,
go through relevant procedures at Party A’s for the cancelation or termination of the labor contract within 5 days of the termination
or termination of this contract (including certificate of termination of the labor contract issuance, archives and social security relations
transfers, etc).


 


		C.	The
                                            Handover of Work



 


Regardless
of the reason for cancellation or termination of this contract, Party B shall complete the handover of work in accordance with Party
A’s regulations, and also need to go through the transfer and return procedures of loan certificates, documents, and property.
In case of loss or damage, compensation shall be made at the original price, and the compensation shall be deducted from wages or economic
compensation (not to be regarded as a deduction of wages), and Party B shall pay the shortfall separately. Party B shall be liable for
compensation if it does not comply with the regulations and causes losses to Party A. Only after the aforementioned handover procedures
are completed, Party A will start to pay the economic compensation, and the actual payment will be made after deduction of the amount
owed by Party B and the amount of compensation.


 


		D.	Ownership
                                            of Intellectual Property Rights



 


Party
B confirms: During the validity period of this contract, due to Party B’s position in Party A, Party B may have access to a large
number of Party A’s trade secrets (including business secrets and technical secrets) and other intellectual property rights, regardless
of the time and place Party B forms the copyrights, trademark rights, patent rights, non-patent technology rights, discoveries, inventions,
ideas and other rights that are the same or similar to or related to Party A’s business scope, are all duty activities, and the
rights belong to Party A. The determination of the ownership of the work completed by Party B since Party A’s resignation shall
be carried out in accordance with relevant laws and regulations.


 


		IX.	OTHER
                                            AGREEMENTS



 


		A.	Previous
                                            Agreements



 


All
labor contracts signed by both parties before (including agreements specifically for training, trade secret protection, competition restriction,
house purchase and other individual matters), if they are inconsistent with this contract, this contract shall prevail. If there is no
conflict, it still maintains its validity during its validity period.


 




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		B.	Annexes
                                            to the Contract



 


		1.	Agreements
                                            related to the labor contract, such as the confidentiality and non-competition agreement
                                            separately signed by both parties, are an integral part of this contract.



 


		2.	The
                                            various rules and regulations (including but not limited to employee manuals, job responsibilities,
                                            training agreements, confidentiality agreements, safety guidelines, etc.) that Party A publishes
                                            in the company are the main annexes of the contract and have the same effect as this contract.
                                            Party B should be strictly follow them.



 


		C.	Contact
                                            Information



 


		1.	If
                                            Party B changes the communication contact location, it shall notify Party A in writing within
                                            seven days. Otherwise, any notices and documents shall be subject to the communication contact
                                            location recorded by Party B in this contract. The consequences of the inability to contact
                                            due to the unknown communication address of Party B would be taken by Party B itself.



 


		2.	In
                                            addition to the aforementioned methods, Party A also has the right to to publish announcements,
                                            notices, statements in newspapers, or send emails to Party B’s email address for information
                                            delivery or notification.



 


		3.	Party
                                            B agrees to authorize the “emergency contact person” written at the beginning of
                                            this contract to act as the delegate of Party B when it is in a state of contact barriers.
                                            The delegate has the right to accept settlement, mediation, sign and collect relevant documents,
                                            and collect money and property on its behalf without going through another authorization
                                            procedures.



 


		D.	Others



 





 



 


		X.	ADDITIONAL
                                            TERMS OF CONDITIONS



 


		A.	Matters
                                            Not Mentioned Herein



 


Matters
not covered in the contract shall be implemented in accordance with current labor laws and regulations. If there are no relevant regulations,
it can be negotiated and determined by both parties.


 


		B.	Effective
                                            Conditions



 


This
contract will become effective after Party A’s signature and seal, and Party B’s signature. Any alteration or counterfeiting
in this contract is invalid.


 


		C.	Contract
                                            Copies



 


		1.	This
                                            contract is in duplicate, with each party holding one copy, with the same legal effect



 


		2.	If
                                            verification and filing is required, one more copy shall be submitted to the labor administrative
                                            department where Party A is located for verification and filing.



 




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(The
remainder of this page is intentionally left blank.)


 


Party
A: Fujian Province Lichen Management and Consulting Company Limited


 


Legal
Representative (or authorized representative): Ya Li


 


July
18th, 2018


 


Party
B: Zhixiang Fang


 


July
18th, 2018


 


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