Shengtai Power International, Inc.: Exhibit 10.12 - Prepared by TNT
Filings Inc.



  
  

  

  
Exhibit 10.12

  
  (English Translation) 

  Employment Contract 

  
  Employer: Shenzhen ShengTai Industrial Co., Ltd. 

  Address: Building 9, Xinhe New Industrial Park Fuyong Township, Bao An
  District Shenzhen,

  China 518004 

  Legal Representative: Zou Derong 

  Position: President 

  Liaison Officer: Dong Zhe 

  Contact No.: +86 755 3367 9088 

  Employee: 

  Name: Zhang Hongdong 

  Gender: Male

  ID No.: 510107270415087 

  Address: Shenzhen, China 

  Contact No. : +86 013246697780 

  This Contract is signed and followed on a mutuality
  voluntary basis by and between the Employer and Employee in accordance with
  Labor Law of People's Republic of China (hereinafter referred to as Labor Law)
  and Law of People's Republic of China on Employment Contract (hereinafter
  referred to as Employment Contract Law)." 

  1. 

  Term of the Contract: 

  The term of this contract is for 2 years and shall commence
  on 10th December, 2005, and shall continue until 9th December, 2008, unless
  earlier terminated pursuant to this Contract. There is no probationary period
  for the Employee. 

  2. 

  Job Description: 

  The Employer agrees to employ Mr. Zhang Hongdong as vice
  president in production Department, located in Building 9, Xinhe New
  Industrial Park Fuyong Township, Bao An District Shenzhen. 

  3. 

  Working Hours & Rest &
  Vocation 

  a. The normal working hours of the Employee shall be eight hours each day,
  excluding meals and rest for an average of five days per week, for an average
  of forty hours per week. 

  b. The Employee is entitled to all legal holidays and other paid leaves of
  absence in accordance with the laws and regulations of People's Republic of
  China and the company 's work rules. 

  

  c. The Employer may extend working hours due to the
  requirements of its production or business after consultation with the Trade
  Union and the Employee, and should be in accordance with Rule 41 of Labor Law.
  

  4. 

  Remuneration of Labor 

  a. The salary of the Employee shall be monthly paid by the
  Employer in accordance with applicable laws and regulations of People's
  Republic of China. It shall be paid by legal tender and not less than the
  standard minimum salary in Shenzhen. 

  b. The salary of the Employee is CNY$100,000 per month, including overtime
  pay and allowance. 

  c. The Employer shall pay the Employee in accordance with Rule 44 of Labor
  Law in case of overtime. 

  d. The Employer must pay salary by the legal tender, practicality or
  securities is not allowed for the payment. 

  e. The Employer and the Employee should negotiate with each
  other or collectively to ascertain the salary growth method, which depends on
  the operations of the Company and the change of Consumer Price Index. 

  f. The salary should be paid on 20th of every month and on the latest
  working day in case of holiday or rest. 

  5.

   Social Security &
  Welfare 

  a. The Employer will pay for all mandatory social security
  programs such as pension insurance, unemployment insurance, Medicare of the
  Employee according to the relevant nationalA
  province and city regulations.
  

  b. In case of the Employee is ill or in non work-related
  injury, the Employer should provide treatment period and proper welfare for
  the period in accordance with the laws and relevant regulations of People's
  Republic of China. 

  c. In case of the Employee catching any occupational
  disease or work related injury, the Employer should implement in accordance
  with the Law on Prevention and Control of Occupational Diseases, Regulation on
  Work-Related Injury Insurances and relevant rules of People's Republic of
  China. 

  d. The Employer should provide the following welfare and treatment: All
  welfare and treatment prescribed by the company. 

  

  6.

   Working Protection &
  Working Conditions 

  a. The Employer should provide the Employee with
  occupational safety and health conditions conforming to the provisions of the
  State and necessary articles of labor protection to guarantee the safety and
  health during the working process. 

  b. The Employer should provide protection on specialized operations for
  women and minors. 

  c. The Employer should provide the Employee with safety
  education and technique training; The Employee to be engaged in specialized
  operations should receive specialized training and acquire qualifications for
  such special operations. 

  d. The Employee should have the right to refuse any
  deregulation or working under hazard situations. For any operations not
  strictly abide safety and health requirements, the Employee should have the
  right to request amendment or report to relevant departments. 

  7. 

  Labor Discipline 

  a. The Employer may draft bylaws and labor disciplines of the Company,
  According to which, the Employer shall have the right to give rewards or take
  disciplinary actions to the Employee; 

  b. The Employee shall comply with the management directions of the Employer
  and obey the bylaws and labor disciplines of the Employer. 

  c. The Employee shall undertake the obligation to obey national and city
  policy of family planning. 

  8.

   Modification, Discharge
  and Termination of the Contract 

  a. The relevant clauses of the Contract may be modified or discharged in
  case of agreement by both parties or in accordance with Labor Law. 

  b. Modification of the Contract should be in written format
  and both parties should have one duplicate of the modified contract, except
  that the Employee is not competent for daily work, in which situation the
  Employer may adjust the working contents in accordance with relevant laws and
  regulations. 

  c. The Contract should be terminated in case of any situation prescribed in
  Labor Law. 



  9. 

  Economic Compensation and
  Medical Subsidy 

  Policy of Economic Compensation and Medical Subsidy in the Contract is in
  accordance with the Labor Law and relevant regulations of the national and
  local government. Employee under probationary period (less than 6 months)
  should request in written format 7 days before resign. Salary will be
  calculated through HR and financial departments after approval and distributed
  on the 20th of next month, and there will be no compensation arises from the
  company. If the Employee requests in written format and accomplish proper
  transferring procedures with HR department, but leaves as soon as the written
  request is submitted, 7 days’ (56 working hours) salary will be deducted to
  offset the losses of the company and the balances will be distributed on the
  20th of next month, and there will be no compensation arises from the company.
  If the Employee neither requests in written format nor accomplish proper
  transferring procedures with HR department, the company has the legal rights
  to get the belongings back and pursue relevant economic or legal
  responsibilities of the Employee, and all the salary during the probationary
  period will be deducted and there will be no compensation arises from the
  company. 

  Employee under probationary period should exercise daily
  operation in accordance with work manuals. In case the Employee is not
  competent for the operations or cause any injury or casualty, the company will
  adjust the position of the Employee or dismiss the Employee without paying any
  compensation. The Employee will be sent to police in case of any serious
  situations. Employee after probationary period should request in written
  format 30 days before resign. Salary will be calculated through HR and
  financial departments after approval and distributed on the 20th of next
  month, and there will be no compensation arises from the company. If the
  Employee requests in written format and accomplish proper transferring
  procedures with HR department, but leaves as soon as the written request is
  submitted, 7 days’ (56 working hours) salary will be deducted to offset the
  losses of the company and the balances will be distributed on the 20th of next
  month, and there will be no compensation arises from the company. If the
  Employee neither requests in written format nor accomplish proper transferring
  procedures with HR department, the company has the legal rights to get the
  belongings back and pursue relevant economic or legal responsibilities of the
  Employee, and all the salary during the probationary period will be deducted
  and there will be no compensation arises from the company. 

  Resigned Employee may entrust another employee with fetching the residual
  salary on the 20th of next month, with signed proxy statement and copy of
  effective ID Card of both. 

  The resign of Management Employee should follow relevant HR
  and administration procedures as same as other employees, except that the
  distribution of salary need the approval of the General Manager. After
  approval, the salary will be distributed on the 20th of next month according
  to the calculation of Financial Department, and there will be no compensation
  arises from the company. 

  If Employee, including both employees under and after
  probationary periods, is summoned for a trial or impounded by Police for
  involving any probable crime, the company may stop paying salary and insulate
  the Employee from current work, and there will be no salary and compensation
  during the period. The Employee may be back to the previous position with the
  same salary in case the Employee is found innocent. There will be no
  compensation arises for all Employee that is resigned or dismissed. All the
  rules will be aligned with work manuals and should be implemented in
  accordance. 



  Employer: (official stamp): Shenzhen ShengTai Industrial Co., Ltd. 

  Representative: Zou Derong 

  Date: December 18th , 2005 

  Employee: Luo Tong 

  Date: December 18th , 2005 

  Remark: The contract has two duplicates. The Employee will keep the yellow
  version and the Employer will keep the white.