Exhibit 10.25


 


Hong Kong Highpower Technology Co., Ltd.


Labor Contract


 


Party A (Employer)


Name of Company: Hong Kong Highpower
Technology Co., Ltd.


Hong Kong
Address: 12th chamber, 15th building, Dali Square Shimen Shatian, Hong Kong.


Legal Representative: Dang Yu Pan


Tel: ***


Party B (Employee): 


Name of Employee: Sunny Pan


Sex: Male


Birth Date:


ID Card / Passport No.: ***


Address:


Tel: ***


 


Considering
that


 


Party B is willing to be employed by Party
A and contribute wisdom to Party A’s enterprise. Party A is willing to recruit Party B and delicate to increasing investors’
ROI and employees’ welfare at the same time.


 


Party A has informed Party B of job content,
work condition, work place, occupational hazard, safety production situation, labor remuneration, labor discipline and other situation
which Party B demands to know.


 


Party B has been aware of its job content,
work condition, work place, occupational hazard, safety production situation, labor remuneration, labor discipline and other situation.


 


Party B has ensure Party A that Party B
is not bound by any laws and regulations, contracts or other duties (including but not limited by competitive restriction) which
has not been terminated or restrains Party B from signing this contract.


 


Party A had ensured Party A that the materials
related to employment provided by Party B is real and legal.


 


The Parties, intending to be bound
hereby, agree to enter into this Employment Contract on the basis of equality, free will and mutual consultation pursuant
to the Labor Law of the People’s Republic of China (“PRC”), the Employment Contract Law of the PRC and
other laws, regulations and rules.


 


Article 1 Term of the Labor Contract


 


1. Both Party A and Party B agree that
the term of the Labor Contract shall be determined as set forth in Item 1 below: 


 


(1)Fixed Term: Adopt “3+5”
mode which means the first three years was fixed to start from January 1, 2015 to December 31, 2017. At December, 2017, both parties
decide whether to renew the contract and the renewal period is five years for the moment as agreed.


(2) Open-ended: From date/month/year


(3) Project-based: From to the expiration
of the term. The symbol of finishing the job is.


 




     

     


    

 


Article 2 Job Description and Workplace
Location


 


1. Party B shall engage in the job of Financial
Director.


Party A may adjust reasonably Party B’s
job positions and job content based on personnel system, operational business needs and Party B’s performance.


 


2. Party A may change Party B’s workplace
location according to operation and business needs and Party B is willing to obey the agreement, change Party B’s workplace
location and complete work task initiatively.


Party B’s workplace location may
be arranged at as below:


 


(1) Shenzhen( Shenzhen Highpower, Springpower,
Icon)


(2) Huizhou (Industrial Park)


(3) Ganzhou (Industrial Park)


(4) Other office


 


Article 3 Working Hours, Rest and
Leave Entitlements


 


1. The working hours of Party B shall be
determined as set forth in Item 1 below.


 


(1)The normal working hours system


In addition to fixed overtime, Party B
shall apply for overtime by letter which shall be approved by the leader and handed to Human Resources Department for final approval.
The confirmed overtime is allowed to take working days off in the same month.


(2)A cumulative working hours system


a. It means that working hours shall be
calculated comprehensively by year, in the meanwhile Party A shall ensure that Party B’s working time per day and per week
shall basically accord to the legal standard working hours.


(3) The non-fixed working hours system


a. Party B’s working hours shall
be determined by job demand and Party A’s arrangement.


b. Party A shall adopt reasonable working
hours methods like co-located work, co-located rest, holidays by turns, days off and flexible working hour to ensure Party B’s
Rest and Leave Entitlements and the completion of production and work task.


c. Vacation


 


Party B shall take the vacation according
to Party A’s regulation.


 


Article 4 Work Remuneration


 


1. Party A shall formulate salary distribution
system by law and inform Party B that the wages paid by Party A to Party B shall not be less than the minimum wage standard stipulated
by the people’s government. Party B’s annual salary before the deduction of tax would be 670,000 yuan. Fixed compensation
takes 65% and shall be paid each month for 12 months total by Party A. Annual assessment takes 35% and is related to the accomplishment
of performance contract.


 


2. Party A will pay wages to Party B on
the 28th day of each month. Party A shall pay Party B wages once each the following month in monetary form and pay annual
performance wage at the first half of the following year.


 


Article 5 Social insurance and social benefits


 


1. If Party B has occupational diseases
or work-related injuries, Party A shall execute the regulations according to Law of Occupational Disease Prevention and Treatment
and The Regulation on Work Injury Insurance.


 




     

     


    

 


Article 6 Labor Protection, Working
Conditions and Protections Against Occupational Hazards


 


1. According to the related stipulation
of labor protection from the state, province and city, Party A provides standard working condition and necessary labor protection
facilities, insuring Party B’s safety and health during work.


 


2. According to the related stipulation
from the state, province and city, Party A shall provide special protection for female workers and underage workers.






3. Party B is entitled to refuse Party
A’s illegal command and command on risky work. Party B is entitled to demand Party A to correct the behaviors on safety and
health hazards.


 


Article 7 Regulations


 


1. Party A shall inform Party B of rules
and regulations formulated by Party A according to law.


 


2. Party B shall abide by rules and regulations
formulated by Party A according to law and the related stipulation of labor protection from the state, province and city, finish
the work tasks, improve vocational skills, and observe the safety operating rules and professional ethics.


 


3. If Party B violates against labor discipline
and rules and regulations, Party A is entitled to hold accountable for Party B and terminate the contract according to the labor
contract. If hence Party A suffer loss, Party A has right to pursue Party B's liability for damages.


 


4. Party B shall obey the related stipulation
of Birth Control from the state, province and city.


 


Article 8 The Change of the Labor Contract


 


1. The Parties may modify relevant terms
of the Labor Contract through mutual consultation and agreement. Labor Contract modification shall be in written form and be held
by each party.


 


2. Of any of the following circumstances,
the Contract can be modified through mutual consultation.


a. The objective conditions based on which
the contract is signed has greatly changed so as to this contract cannot be fulfilled.


b. Party A reasonably adjusts Party B’s
position based on personnel system, business needs and Party B’s performance.


c. Party B cannot take up or occupy the
original job.


 


Article 9 Cancellation and Termination
the Labor Contract


 


1. The Parties may terminate the Employment
Contract where they have agreed to do so through mutual consultation and agreement.


 


2. Party B may terminate the Labor Contract
with 30 days’ prior written notice to Party A. Party B may terminate the Employment Contract during the probationary period
with 3 days’ written notice to Party A.


 


3. Party B may terminate his employment
contract under any of the following circumstances involving Party A: 


 


a. Where Party A has failed to provide
labor protection or working conditions as stipulated in the Labor Contract.


b. Where Part A has failed to pay remuneration
on time or in full.


c. Where Party A’s policies violate
laws or regulations, thereby infringing upon Party B’s rights and interests.


d. Where Party A has concluded or modified
the Employment Contract against the true intentions of Party B through the use of fraud, coercion or exploitation of the
unfavorable position of Party B, as a result of which this Contract is deemed
null and void.


 




     

     


    

 





e. Other circumstances for termination
by Party B as specified under laws and regulations.


 


4. Party B may terminate the Employment
Contract with immediate effect and without advance notice to Party A If Party A uses violence, intimidation, or an unlawful restraint
of individual freedom to compel Party B to work, or if Party A instructs Party B to violate the law or engage in hazardous work
that endangers his personal safety.


 


5. Of any of the following circumstances,
Party A may immediately terminate the labor contract.


 


a. Been proven not to meet the conditions
of employment during the trial period (with 3 days’ advance notice).


b. The employee seriously violates the
rules and procedures set up by the employer.


c. Party B causes any severe damage to
Party A because Party B seriously neglects his/her duties or seeks private benefits;


d. Party B simultaneously enters an employment
relationship with other employers and thus seriously affects his completion of the tasks of the employer, or Party B refuses to
make the ratification after Party A points out the problem.


e. Where Party B has concluded or modified
the Employment Contract against the true intentions of Party A through the use of fraud, coercion or exploitation of the unfavorable
position of Party A, as a result of which this Agreement is deemed null and void;


f. Party B deliberately leaks Party A's
commercial secrets.


g. Party B provides false identification,
resume, education background, professional qualification, medical record and so on.


h. Churning in private. Churning in private
means that 1 the company’s order by the company’s client is transferred to other company; 2 Party A does
not receive the orders because Party A does not have the battery type or model, or consider price factor and chooses to OEM. Without
Party A’s permission, Party B transfer the orders to other company in secret.


i. Party B shall be investigated for criminal
responsibility according to law


 


6. Under any of the following circumstances,
Party B may dissolve the labor contract:


 


a. Party B 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 by Party A;


b. Party B is incompetent to his position
or is still so after training or changing his position.


c. 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 Party A and Party B.


 


7. 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, Party A 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:


 


a. It is under revitalization according
to the Enterprise Bankruptcy Law;


b. It encounters serious difficulties in
production and business operation;


c. 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;


 




     

     


    

 


d. The objective economic situation, on
which the labor contract is based, has changed considerably and the employer is unable to perform the labor contract.


 


8. A labor contract may be terminated under
any of the following circumstances:


 


a. the term of a labor contract has expired;


b. Party B has begun to enjoy the basic
benefits of his pension;


c. Party B is deceased, or is declared
dead or missing by the people’s court;


d. Party A is declared bankrupt;


e. Party A’s business license is
revoked or the employer is ordered to close down its business or to dissolve its business entity, or Party A makes a decision to
liquidate its business ahead of the schedule;


f. Other circumstances proscribed by other
laws or administrative regulations.


 


Article 10 Legal responsibilities for violating
the Labor Contract


 


1. Regarding any party who violates the
Labor Contract and raise the revocation and causes economic losses to the other party, they shall bear the legal responsibility
according to how serious the result and responsibility is; if two side both have made a mistake, according to the real situation,
two sides shall bear legal responsibility separately.


 


2. With C funding the training, if Party
B terminate the Labor Contract in advance, Party B shall compensate Party A for the following losses:


a. Training fee: training compensation
fee= (the Contract total months – served months) / the Contract total months * actual cost for training


b. the served months count from the day
on which the Contract is signed.


 


Article 11 The remove of labor contract
and termination process


 


When Party A and Party B cancel and terminate
the Contract, Party B shall transfer the work in accordance with the agreement of the two sides. Party A shall issue a written
confirmation to Party B in accordance with the law and do the file and social security transfer within 15 days.


 


Article 12 Dispute Settlement


 


Labor disputes occurring in a joint venture
shall first of all be solved through consultation by the two parties. If consultation fails, they can ask the worker representative
congress’s permanent branches for help to solve the dispute, or apply to the labor dispute mediation committee of their unit
for mediation; or apply arbitration committee for labor disputes for judgment directly. If two parties have an objection to the
arbitral decision, they shall obey the decision. If the arbitration ruling is not accepted, then litigation may be commenced in
the People's Court.


 


Article 13 Party A and Party B have reached
an agreement through friendly consultation to conclude the following contract.


 


1. Performance contract


 


2. Confidentiality agreement and competition
agreement


 


Article 14 Other


 


1. The following terms are in dispensable
supplementary instructions which have the same legal force as the Contract.


 




     

     


    

 


a. Employee manual, confidentiality agreement
and competition agreement, performance contract. Entry communication protocols of Sunny.


b. Employee orientation guidance and a
letter to the new employees.


 


2. The unsettled affairs in the Contract
or the terms which is against the existing rules and regulations shall be executed according to the existing rules and regulations.


 


3. The contract shall go into force after
the signature of both parties. Alteration or signature without written authorization is invalid.


 


4. The unsettled affairs in the Contract
shall be executed according to Party A’s rules and regulations.


 


5. This Contract is in duplicate, each
of the parties has one copy.


 


	Party A	Party B
	Signature	Signature
	Date	Date