Shengtai Power International, Inc.: Exhibit 10.11 - Prepared by TNT Filings Inc.




  




Exhibit 10.11 

(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: Zou Derong 

Gender: Male 

ID No.: 522601196603277616 

Address: Shenzhen, China 

Contact No. : +86 013808802449 

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 3
years and shall commence on 1st July, 2006 and shall continue until 30th June,
2009, unless earlier terminated pursuant to this Contract. There is no
probationary period for the Employee. 

2. 

Job Description:


The Employer agrees to employ Mr. Zou
Derong as general manager of company, 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$5,000 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.