EX-10.59






Exhibit 10.59

CONFIDENTIAL TREATMENT

REQUESTED PURSUANT TO RULE 406



Certain portions of this exhibit have been omitted pursuant to a request for
confidential treatment under Rule 406 of the Securities Act of 1933, as
amended. The omitted materials have been filed separately with the Securities
and Exchange Commission.




Contract Number: MYHD-L011




LABOR CONTRACT




of




BEIJING A.B.C INVESTMENT CONSULTING CO., LTD.





	Party A: 	 	Beijing A.B.C Investment Consulting Co., Ltd.
	 
	Party B: 	 	Zhang Shu
	 
	Signing Date: 	 	May 12, 2009




1









 










According to the Labor Law of the People’s Republic of China, the Labor Contract Law of the
People’s Republic of China and relevant laws and regulations, after reaching a consensus through
equal and freewill consultations, Party A and Party B have entered into this Contract for mutually
abiding by the articles hereunder.




I. Basic Information of the Parties to the Labor Contract




	 	 	 
	Article 1

	 	Party A: Beijing A.B.C Investment Consulting Co., Ltd.
	 

	 	Legal Representative (Main Responsible Person) or Authorized Proxy: Lin You Su
	 

	 	Registered Address: 25B, New Poly Plaza, No. 1 North Chaoyangmen Street, Dongcheng
District, Beijing
	 

	 	Operation Address: 25B, New Poly Plaza, No. 1 North Chaoyangmen Street, Dongcheng
District, Beijing
	 
	 	 
	Article 2

	 	Party B: Zhang Shu            Gender: Female
	 

	 	Type of Hukou (Agricultural or Non-Agricultural): Non-Agricultural
ID Card Number: [***]
	 

	 	Starting Time of Working for Party A: May 12, 2008
Home Address: [***]
	 

	 	Registered Place of Hukou:
[***]






II. Term of the Labor Contract




	 	 	 
	Article 3

	 	This Contract shall be a fixed-term labor contract.
	 
	 	 
	 

	 	This Contract shall come into effect on May 12, 2009 and expire on May 11, 2012.






III. Job Description and Working Place




	 	 	 
	Article 4

	 	As required by Party A, Party B agrees to assume the office (occupation) of Finance Manager of the Finance
Department.
	 
	 	 
	Article 5

	 	According to the operating features of the office (occupation) of Party A, the working area or working
place of Party B shall be Beijing, and due to the needs of the job, Party B may go on a business trip to
other places.
	 
	 	 
	Article 6

	 	The working performance of Party B shall reach the standards provided by the Labor Law, the Labor Contract
Law, the relevant laws and regulations of Beijing






2









 






	 	 	 
	 

	 	city and the rules and regulations and job
responsibilities and requirements formulated by the company according to the aforesaid laws and
regulations.






IV. Working Hours and Rest and Leave




	 	 	 
	Article 7

	 	Party A arranges Party B to implement the standard labor time system.
	 
	 	 
	 

	 	In case of implementing standard labor time system, the working hours per day for Party
B shall not exceed eight (8) hours, the working hours per week shall not exceed forty
(40) hours and there shall be two (2) days for rest every week.
	 
	 	 
	 

	 	In case of implementing comprehensive calculation working hour system or flexible
working hour system, Party A shall procure a prior administration permission decision
approving the special working hour system issued by labor administrative department.
	 
	 	 
	Article 8

	 	The leave system carried out by Party A for Party B shall include:
	 

	 	The leave enjoyed by the in-service employees according to the regulations of the
company.






V. Remuneration




	 	 	 
	Article 9

	 	The salary of Party B for the preceding month shall be paid by Party A in RMB before the
5th day of each month.
	 
	 	 
	 

	 	The pre-tax salary of Party B shall
be [***].
	 
	 	 
	 

	 	Other provisions on the salary agreed by both Party A and Party B:                    .
	 
	 	 
	Article 10

	 	In case of idleness of Party B due
to Party A’s lack of work tasks, Party A shall pay Party B the
monthly living expenses in the amount of RMB / or according to the standard of the minimum living
expenses provided by relevant regulations of the State.






VI. Social Insurance and other Insurances and Welfare




	 	 	 
	Article 11

	 	Both Party A and Party B shall participate in the social insurances according to the regulations of
the State and Beijing City. Party A shall carry out relevant procedures for taking out social
insurances of Party B and assume corresponding






3









 






	 	 	 
	 

	 	social insurance obligations.
	 
	 	 
	Article 12

	 	In the event that Party B suffers from illness or non work-related injuries, the medical treatment
shall be implemented according to relevant regulations of the State and Beijing City. Party A shall
pay Party B the sick leave salary on the standard of not less than eighty percent (80%) of the
minimum wage of Beijing City.
	 
	 	 
	Article 13

	 	In the event that Party B suffers from occupational diseases or work-related injuries, the treatment
shall be implemented according to relevant regulations of the State and Beijing City.
	 
	 	 
	Article 14

	 	Party A shall provide Party B with the following welfare:
	 

	 	The welfare enjoyed by the in-service employees according to the regulations of the
company.






VII. Labor Protection, Work Conditions and Occupational Hazards Protection




	 	 	 
	Article 15

	 	Based on the requirements of job positions and according to the regulations of the State
relating to labor safety and work health, Party A shall provide Party B with requisite
safety protection measures and distribute necessary labor protection articles.
	 
	 	 
	Article 16

	 	Party A shall, according to relevant laws and regulations of the State, establish safe
production system, and Party B shall strictly abide by the labor safety system of Party
A. Party B is strictly forbidden to work against rules so as to prevent accidents during
the work process and reduce occupational hazards.
	 
	 	 
	Article 17

	 	Party A shall establish and improve its occupational diseases prevention and treatment
liability system, enhance the management of prevention and treatment of occupational
diseases and improve prevention and treatment level of occupational diseases.






VIII. Rescission and Termination of Labor Contract and Economic Compensations




	 	 	 
	Article 18

	 	The rescission, termination and renewal of the labor contract by both Party A and Party B
shall be carried out according to the Labor Contract Law of the People’s Republic of
China and relevant regulations of the State and Beijing City.
	 
	 	 
	Article 19

	 	In the event of rescinding or terminating this Contract, Party A shall issue to Party






4









 






	 	 	 
	 

	 	B a document evidencing the rescission or termination of the labor contract and complete
relevant transference procedures for archives and social insurance of Party B within
fifteen (15) days.
	 
	 	 
	Article 20

	 	Party B shall, according to the agreements of both Parties, attend to the handover of
work. In case of economic compensations, the payment shall be made when the work handover
is completed.






IX. Other Provisions Agreed by the Parties




	 	 	 
	Article 21

	 	Both Party A and Party B agree to supplement the followings to this Contract:
	 

	 	None
	 

	 	 





X. Treatment of Labor Disputes and Miscellaneous




	 	 	 
	Article 22

	 	In case of any disputes between both Parties due to implementing this Contract, the
Parties may submit such dispute to the Labor Dispute Conciliation Commission of Party A
for intermediation. In case such dispute cannot be resolved by intermediation, the
Parties may submit such dispute to relevant labor dispute arbitration commission for
arbitration.
	 
	 	 
	 

	 	Either Party may directly apply for relevant labor dispute arbitration commission for
arbitration.
	 
	 	 
	Article 23

	 	The appendices to this Contract shall be set out as follows:
	 

	 	Employee Handbook, Attendance Checking Management System of the Company, Employee
Confidentiality Agreement and other rules and regulations formulated by the company (to
name just a few due to the variety of appendices).
	 
	 	 
	Article 24

	 	As for those matters not covered by this Contract or those in conflict with the
relevant regulations of the State and Beijing City in future, the relevant
regulations shall apply.
	 
	 	 
	Article 25

	 	This Contract shall be signed in two (2) counterparts and Party A and Party B shall each
hold one (1).






5









 






	 	 	 
	Party A (Stamp):

	 	Party B (Signature or Stamp):
	 
	 	 
	[Seals of the Company and Legal
Representative]

	 	/s/ Zhang Shu
	 
	 	 
	Legal Representative (Main Responsible Person) 

Or Entrusted Proxy (Signature or Stamp):
	 	 






Signing Date: May 12, 2009




6









 








RENEWAL OF THE LABOR CONTRACT



The type of the contract term for this renewed labor contract shall be                      term contract.



The valid term of this renewed contract shall be commencing from ___to ___.




	 	 	 
	Party A (Stamp):

	 	Party B (Signature or Stamp):
	 
	 	 
	Legal Representative (Main Responsible Person) 

Or Authorized Proxy (Signature or Stamp):
	 	 






Signing Date: ____



The type of the contract term for this renewed labor contract shall be                      term contract.



The valid term of this renewed contract shall be commencing from ___to ___.




	 	 	 
	Party A (Stamp):

	 	Party B (Signature or Stamp):
	 
	 	 
	Legal Representative (Main Responsible Person) 

Or Authorized Proxy (Signature or Stamp):
	 	 






7









 






Signing Date: _____




ALTERATION OF THE LABOR CONTRACT



Based on the consensus reached by both Party A and Party B through
consultations, this Contract shall be altered as follows:




	 	 	 
	Party A (Stamp):

	 	Party B (Signature or Stamp):
	 
	 	 
	Legal Representative (Main Responsible Person) 

Or Authorized Proxy (Signature or Stamp):
	 	 






Signing Date: _____





8











 





			
	Attendance Management Regulation of 

Beijing A.B.C. Investment Consulting Co., Ltd.
	 	Human Resources Management Regulation 08-05-27
	 





1 Scope



This Regulation specifies the content and procedures for the attendance management of Beijing A. B.
C. Investment Consulting Co., Ltd. (the “Company”) and is applicable to all the functional
departments of the Company.




2 Purpose



This Regulation is to strengthen the employees’ attendance management, regulate the daily schedule
of the employees and the card punching procedure, enforce the attendance discipline and guarantee
the arrangement of normal daily schedule of the employees.




3 Responsibilities





	3.1	 	The attendance checking job shall be undertaken by the receptionist of the Human Resources
and Administration Department (“HR Department”), the monthly breakdown for the employees
attendance shall be completed before 28th of every month on the basis of the data
recording from the attendance system, employees attendance registrations, out of office
registration forms and in lines of leave applications, and upon the examination and check of
the manager in charge of human resources, such breakdown shall be submitted to the director of
HR Department for signature and confirmation.
	 
	3.2	 	The checked attendance record will be regarded as one of the bases for the payment of salary.
	 
	3.3	 	The person in charge of the attendance shall be responsible for authenticity and accuracy of
the attendance records. In case of any inauthenticity in the attendance records of the
employees due to the misunderstanding of the Regulation or intentional fraud, relevant
disciplinary punishment may be imposed on the responsible person in light of the
circumstances.





4 Content





	4.1	 	Working Hours




 









 











			
	Attendance Management Regulation of 

Beijing A.B.C. Investment Consulting Co., Ltd.
	 	Human Resources Management Regulation 08-05-27
	 






	4.1.1	 	The Company adopts the system of five working days per week, and the working days of each
week shall be from Monday to Friday.
	 
	4.1.2	 	The working hours of each working day shall be eight hours, commencing from 9:00 to 17:00;
and the lunch time shall be half an hour in the noon.
	 
	4.2	 	Card Punching Provisions
	 
	4.2.1	 	The Company adopts the attendance card punching system, and every employee shall punch
his/her card in person as going on/off shift. The substituted card punching is prohibited and
a fine in the amount of RMB50 shall be imposed on both parties; in serious circumstances,
relevant employees may be fired.
	 
	4.2.2	 	If the attendance card is lost or broken, relevant employee shall apply to the HR Department
for new card purchasing or broken card repairing initiatively; in addition, such employee
shall fill in the Employee Attendance Registration Form and his/her department director’s
shall sign and confirm it.
	 
	4.2.3	 	The attendance card belongs to the Company, which shall be kept by each employee
appropriately and it shall be returned when quitting from the Company. Should such card is
lost or broken, relevant employee shall compensate for the cost of such card in the amount of
RMB 20/card.
	 
	4.2.4	 	When relevant employee forgets to punch the attendance card, he/she shall fill in the
Employee Attendance Registration Form and procure his/her department director’s signature and
confirmation, and a fine in the amount of RMB 5 shall be imposed. Relevant attendance
registration procedures must be conducted within the very day, a late registration shall be
deemed as invalid and absence would be recorded, and the salary for the very day would be
deducted.
	 
	4.2.5	 	If any employee has to go out of office on business during the working hours, the
Out-of-Office Registration Form due to Business or Private Reason shall be filled in with the
reason and time specified, and upon the signature of the department director, such
Out-of-Office Registration Form due to Business or Private Reason shall be returned to the
receptionist of the HR Department for




 









 











			
	Attendance Management Regulation of 

Beijing A.B.C. Investment Consulting Co., Ltd.
	 	Human Resources Management Regulation 08-05-27
	 






	 	 	record. In the event that he/she cannot return to the Company before off shift, please supplement
the return time the next day.
	 
	4.3	 	Attendance Regulation
	 
	4.3.1	 	Late Arrival and Early Leave
	 
	4.3.1.1	 	Late arrival refers to the arrival after 9:00 during working days; early leave refers to
the leave before 17:00 during working days, and one early leave shall be regarded as an
absence of half a day. The fine for late arrival shall be settled down according to the late
time, in case of less than 10 minutes, a fine in the amount of RMB 10 will be imposed and in
case of more than 10 minutes, the amount corresponding to the salary entitled for such late
time will be deducted.
	 
	4.3.1.2	 	If the late arrivals in one month accumulate to more than 3 times (inclusive), the fines
for all the late arrivals shall be doubled.
	 
	4.3.2	 	Absence
	 
	4.3.2.1	 	In addition to the fine in the amount of triple salary of the current day, administrative
punishment, demotion or striking out of the Company may be applied in light of the
circumstances. In case of continuous or accumulative three days’ absences within one year, the
Company is entitled to unilaterally fire the employee.
	 
	4.3.3	 	Sick Leave
	 
	4.3.3.1	 	Sick leave needs the doctor’s verification or diagnosis letter of the hospital
at the district or higher level, and if such doctor’s verification or diagnosis letter
could not be shown and relevant procedures have not been made up within the time limit,
such leave will be deducted from annual leave or shall be regarded as absence in light of
the circumstances.
	 
	4.3.3.2	 	If the employee could not submit the sick leave application on the very day in person due
to acute disease, he/she must ask for such sick leave from his/her direct leader immediately
through telephone/email, and makes up the sick leave procedures upon his/her recovery,
otherwise, such sick leave will




 









 











			
	Attendance Management Regulation of 

Beijing A.B.C. Investment Consulting Co., Ltd.
	 	Human Resources Management Regulation 08-05-27
	 






	 	 	be treated as annual leave or absence.
	 
	4.3.3.3	 	More than three days’ (inclusive) sick leave shall be approved by the department leader in
charge and filed with relevant department in charge for record and registration; more than
five days’ sick leave shall be approved by the president of the Company; and if the sick leave
shall be more than 30 days, the written application for sick leave attached with diagnosis
verification and sick leave letter issued by third-grade A-level hospital shall be made by the
sick employee in person, which shall be examined and kept for record upon the approvals from
the leaders in charge and the examination of HR Department director.
	 
	4.3.3.4	 	Each month:
	 
	 	 	The salary will not be deducted if the sick leave is within one day;
	 
	 	 	20% of the salary per day will be deducted if the sick leave is from two days to three
days (including three days);
	 
	 	 	40% of the salary per day will be deducted if the sick leave is from four days to seven
days (including seven days);
	 
	 	 	70% of the salary per day will be deducted if the sick leave is from eight days to 30
days (including 30 days).
	 
	 	 	If such sick leave is more than 30 days, the salary during the sick leave shall
be paid in accordance with the minimum wage of Beijing City.
	 
	4.3.4	 	Personal Leave
	 
	4.3.4.1	 	The employee asking for personal leave shall fill in the Employee Leave Application Form
upon the procurement of prior consent from the department leader, which will come into effect
upon the signature of the department leader. In case the employee cannot conduct the relevant
personal leave procedures in advance, he/she shall ask for the personal leave from the direct
leader on the current day through email or telephone in a timely fashion and make up the
relevant procedures as he/she returns to work, otherwise, the personal leave will be treated
as absence.
	 
	4.3.4.2	 	Personal leave within one day (inclusive) shall be approved by the




 









 











			
	Attendance Management Regulation of 

Beijing A.B.C. Investment Consulting Co., Ltd.
	 	Human Resources Management Regulation 08-05-27
	 






	 	 	department leader in charge; personal leave more than two days (inclusive) shall be submitted to
and approved by the president of the Company. The approved personal leave letter by the
leaders shall be submitted to the HR Department for record and registration.
	 
	4.3.4.3	 	Any leave without any procedures (including the unapproved leave application) shall be
treated as absence.
	 
	4.3.4.4	 	In case of personal leave, the salary corresponding to the leaving hours for the current
day shall be deducted.
	 
	4.3.4.5	 	The employee is entitled to one day paid personal leave, which could be separated as two
half days leave.
	 
	4.3.4.6	 	Upon approval, personal leave could be deducted from annual leave or home leave (applicable
for the non-local employees).
	 
	4.3.5	 	Overtime Work
	 
	4.3.5.1	 	The employees shall strive to improve work efficiency and raise the professional
qualification and ability, and relevant daily work shall be completed within the very day. If
the work for the very day could not be completed due to any subjective reason, the extended
working time shall not
be considered as overtime.
	 
	4.3.5.2	 	In case of any overtime arrangement by the department leader, the relevant employee shall
fill in the Employee Overtime Application Letter, upon the approvals from the department
director, HR Department director and president of the Company, the overtime compensation shall
be computed and the adjustment of rest could be arranged.
	 
	4.3.5.3	 	Standard and Method for Overtime Compensation Calculation (the benchmark for the overtime
compensation calculation is the monthly salary, and the payment standard shall be conducted in
accordance with relevant provisions of labor laws)






	 	a	 	Hourly Salary = (basic salary + salary for post ) monthly /20.92 days/8
hours
	 
	 	b	 	Daily Salary = (basic salary + salary for post ) monthly /20.92 days




 









 











			
	Attendance Management Regulation of 

Beijing A.B.C. Investment Consulting Co., Ltd.
	 	Human Resources Management Regulation 08-05-27
	 






	 	c	 	Compensation for the Overtime during working days = hourly
salary x 1.5 x hours for overtime
	 
	 	d	 	Compensation for the Overtime during the weekend= daily salary x 2
	 
	 	e	 	Compensation for the Overtime during statutory festivals and holidays =
daily salary x 3






	4.4	 	Leave
	 
	4.4.1	 	Statutory festivals and holidays will be implemented in accordance with the leave measures
provided by the laws and the State Council.
	 
	4.4.2	 	Annual leave
	 
	4.4.2.1	 	The employee who has continuously worked for the Company for more than one year could enjoy
the paid annual leave stipulated by the national regulations (“Annual Leave”). The salary
during the Annual Leave shall be the same as the salary during the working days. The employee
who has worked for the Company for more than one year but less than 10 years
accumulatively is entitled to five days’ Annual Leave; the employee who has worked for
the Company for more than 10 years but less than 20 years is entitled to 10 days’ Annual
Leave; the employee who has worked for the Company for more than 20 years is entitled to
15 days’ Annual Leave. In addition, the statutory festivals and vacations are not
included in the Annual Leave.
	 
	4.4.2.2	 	The employee who is entitled to the Annual Leave shall submit its leave application reports
in written for next year in December of the very year, which shall specify the leave duration
and returning date for work. The Company will arrange the Annual Leave plan for all the
employees according to the circumstances and in consideration of the employees’ intentions.
The employee may take the Annual Leave once as a whole or several times separately during the
current year, and generally, the cross-year Annual Leave may not be approved.
	 
	4.4.2.3	 	In the event any employee’s Annual Leave could not be arranged due to the




 









 











			
	Attendance Management Regulation of 

Beijing A.B.C. Investment Consulting Co., Ltd.
	 	Human Resources Management Regulation 08-05-27
	 






	 	 	job demand, upon the consent of the very employee, such Annual Leave could be waived; however,
the salary corresponding to the days of the Annual Leave must be tripled and paid to the
employee. Without special reasons, the employee shall not apply to waive the Annual Leave and
claim for the compensation for the Annual Leave.
	 
	4.4.2.4	 	For the convenience of the arrangement by the Company, the employee shall submit his/her
Annual Leave application to the manager in charge one month in advance, and complete relevant
job handover with the colleague one week in advance.
	 
	4.4.2.5	 	The employee who proposes to take the Annual Leave shall complete his/her job
appropriately, and in case of any job which must be finished during the Annual Leave, such
employee shall make the specific handover with the colleague and notify his/her contact
information to ensure the free contact
during the leave.
	 
	4.4.2.6	 	In case of any of the following circumstances, the Annual Leave shall not be taken;






	 	a	 	The sick or personal leave for the current year accounts for 30 days
accumulatively;
	 
	 	b	 	The female employee has taken the maternity leave in the current year;
	 
	 	c	 	The employee has taken the home leave.






	4.4.3	 	Other leave regulations




The official employee of the Company could enjoy the following leaves:





	4.4.3.1	 	Work-related injury leave






	 	a	 	Any employee who gets injured while working could enjoy the work-related
injury leave with the provision of sick leave verification issued by the district or
higher level hospital within 24 hours provided that the injury has not been incurred
due to the negligence of such injured employee.
	 
	 	b	 	All the salary during the work-related injury leave shall be paid.






	4.4.3.2	 	Marriage Leave




 









 











			
	Attendance Management Regulation of 

Beijing A.B.C. Investment Consulting Co., Ltd.
	 	Human Resources Management Regulation 08-05-27
	 






	 	a	 	The employee asking for marriage leave shall fill in the Employee Leave
Application Form one week in advance and upon the examination of the department
director, the Employee Leave Application Form shall be submitted to the director of
HR Department for approval and submitted to the manager of HR Department for record.
	 
	 	b	 	The employee could enjoy 5 days’ marriage leave if his marriage is not
late one, and the employee with a late marriage (as the female employee over 23
years old and male employee over 25 years old) could enjoy 10 days’ marriage leave.
	 
	 	c	 	The employee with the non-first marriage could enjoy only 3 days’
marriage leave.
	 
	 	d	 	The weekend during the marriage leave could not be deducted.
	 
	 	e	 	The employee asking for marriage leave shall show the marriage
certificate and use such marriage leave within one year upon the procurement of the
marriage certificate.
	 
	 	f	 	The employee shall enjoy fully-paid salary during the marriage leave.






	4.4.3.3	 	Maternity leave






	 	a	 	The application procedures shall be the same as those applicable to
marriage leave;
	 
	 	b	 	 The maternity leave shall be implemented in accordance with the
governmental regulations:






	 	1)	 	The maternity leave for female employees is 90 days, among
which, 15 days’ leave is the prior maternity leave. In case of dystocia,
additional 15 days’ leave shall be enjoyed by such female employee.
	 
	 	2)	 	The female employee who is complied with the regulation for
late marriage could have additional 15 days’ after maternity leave.
	 
	 	3)	 	The male employee who is complied with the regulation for late
marriage age could enjoy 3 day’s paid maternity leave continuously after the
maternity of his spouse.
	 
	 	4)	 	Nursing leave shall be arranged in accordance with the relevant





 









 







			
	Attendance Management Regulation of 

Beijing A.B.C. Investment Consulting Co., Ltd.
	 	Human Resources Management Regulation 08-05-27
	 






	 	 	 	national regulations.
	 
	 	c	 	The maternity expenses for the female employee who has participated in
the social medical insurance shall be dealt with in accordance with the provisions
of social medical insurance.






	4.4.3.4	 	Funeral Leave






	 	a	 	The application procedures shall be the same as those for the sick or
personal leave.
	 
	 	b	 	In case of any death of the immediate relatives (parents, spouse and
children) of the employee or the parents of his/her spouse, the employee
could enjoy three days’ paid funeral leave for funeral arrangement.
	 
	 	c	 	In case of any death of the close relatives (brothers, sisters,
grandparents or the spouse’s grandparents) of the employee, the employee could enjoy
one day’s paid funeral leave for funeral arrangement.
	 
	 	d	 	If any employee shall arrange the funeral for the death of his/her
immediate relative in other places, additional round trip leave shall be approved,
the duration of which shall be determined according to the location.






	4.4.3.5	 	Home leave






	 	a	 	The official employee who has worked for the Company for more than one
year, could enjoy a 10 days’ paid home leave per year in the event that the employee
does not live in the same place with his/her parents or spouse, and the additional
round trip leave shall be separately counted.
	 
	 	b	 	As for the married employee, if the employee lives with his/her spouse in
the same place, the married employee could enjoy a 10 days’ home leave for his/her
parents every four years; and if the employee does not live with his/her spouse in
the same place, the married employee could enjoy a 10 days’ home leave each year.
	 
	 	c	 	Upon the approval, the employee complied with the above-mentioned
provisions could submit the round trip hard sleeper tickets or coach tickets for
reimbursement.





 









 






			
	Attendance Management Regulation of 

Beijing A.B.C. Investment Consulting Co., Ltd.
	 	Human Resources Management Regulation 08-05-27
	 







	 	d	 	Home hereof refers to the registered residence place of the parents of
unmarried employee or the registered residence place of the spouse of the married
employee.






	4.4.3.6	 	Certain Explanations






	 	a	 	The director (or the vice director) shall submit all the leave
applications to the director of HR Department for examination, and the leave shall
come into effect upon the approval from the president of the Company.
	 
	 	b	 	All the verification or letters in relation to the above-mentioned leaves
shall be submitted to the human resource manger of the HR Department for record. If
the leave application procedures are not be conducted as above, such leave will be
treated as absence.





5 Miscellaneous





	5.1	 	The interpretation right to this Regulation belongs to the HR Department, which could amend
or alter the Regulation in light of the circumstances.
	 
	5.2	 	This Regulation shall be implemented commencing from the issuance date.






 











 





EMPLOYEES’ HANDBOOK




OF




BEIJING A.B.C INVESTMENT CONSULTING CO., LTD.




September 2008




 









 








CONTENTS




	 	 	 	 	 	 	 	 	 
	1.	 	Human Resource Management System	 	 	3	 
	 
	 	1.1	 	Labor Contract	 	 	3	 
	 
	 	1.2	 	Enrollment of New Employees	 	 	3	 
	 
	 	1.3	 	Probation Assessment of New Employees	 	 	4	 
	 
	 	1.4	 	Attendance Checking Management	 	 	4	 
	 
	 	1.5	 	Overtime Working Management	 	 	5	 
	 
	 	1.6	 	Salary and Welfare	 	 	6	 
	 
	 	1.7	 	Rewards and Penalties	 	 	7	 
	 
	 	1.8	 	Demission of Employees	 	 	7	 
	2.	 	Administration and Support Service Management System	 	 	7	 
	 
	 	2.1	 	Safety and Confidentiality	 	 	7	 
	 
	 	2.3	 	Assets	 	 	8	 
	 
	 	2.4	 	Environment	 	 	8	 
	 
	 	2.5	 	Usage of Meeting Room Equipments	 	 	8	 
	3.	 	Financial Management System	 	 	10	 
	 
	 	3.1	 	Borrowing and Reimbursement	 	 	10	 
	 
	 	3.2	 	Travel Expenses Management	 	 	11	 
	 
	 	3.3	 	Reimbursement Procedures for Traveling Expenses, Vehicle Fees and
Correspondence Fees	 	 	13	 
	4.	 	Appendices	 	 	13	 






The HR Department shall be responsible for the amendment of this Employees’ Handbook.




 









 








1. Human Resources Management System




1.1 Labor Contract




In order to standardize the employment management and protect the legal rights and interests of the
Company and employees, according to the Labor Law of the People’s Republic of China and the Labor
Contract Law of the People’s Republic of China, all formal employees shall enter into Labor
Contracts with the Company.



Before entering into Labor Contracts, the employees shall accurately submit the following materials
within the required time limit:




	(1)	 	Document evidencing the termination or severance of labor relations with other employers
(original);






(2) Academic Degree Testimonial (verifying the original and retaining the photocopy);






	(3)	 	Professional Title/Qualification Certificate (verifying the original and retaining the
photocopy);





(4) Identification Card (verifying the original and retaining the photocopy);




(5) Physical Examination Report issued by the appointed hospitals (original);




(6) Other requisite materials requested by the Company.




Within the valid term of the Labor Contract, in the event that the Company finds out that the
information or materials provided by the employees at the time of enrollment are false or
inconsistent with the facts, the Company may terminate the Labor Contract at any time without the
need of paying any economic compensation.



After the expiration of the Labor Contract, the HR Department of the Company shall issue the
Notification on Renewal/Termination of Labor Contract at least thirty (30) days prior to the
expiration of the Labor Contract. After receiving the notifications, the employees shall send back
the Receipt Acknowledgement within prescribed time limit. In case of termination of Labor Contract,
the employee shall enter into the demission management stage, and in case of renewal of Labor
Contracts, the employee shall renew the Labor Contract prior to the expiration.



1.2 Enrollment of New Employees




Before start working at the Company, new employees shall go through the enrolling process.



When checking in, new employees shall provide the following materials:




	(1)	 	Document evidencing the termination or severance of labor relations with other employers
(original);
	 
	(2)	 	Academic Degree Testimonial (verifying the original and retaining the photocopy);
	 
	(3)	 	Professional Title/Qualification Certificate (verifying the original and retaining the
photocopy);




 









 












	(4)	 	Identification Card (verifying the original and retaining the photocopy);
	 
	(5)	 	Physical Examination Report issued by the appointed hospitals (original).





New employees shall go through the enrolling process according to Enrollment Guidance on New
Employees.



1.3 Probation Assessment of New Employees




1.4 Attendance Checking Management




Working Hours




The Company implements the policy of five working days, with Monday to Friday as the working days.



The working hours shall be from 9:00 to 17:00, with half an hour of lunch break at noon.



When going on or off shifts, the employees shall punch cards in person, substitutional
card-punching is strictly prohibited.



In case of going out during working hours, the employees shall report to their superiors and
register at the reception counter.



The Company provides the following types of leaves: sick leave, personal leave, annual leave,
marriage leave, maternity leave, funeral leave, home leave and work-related injury leave. In case
of asking for leaves, the employees shall abide by and implement the Leave Application Procedures
as below:



 









 










For detailed information concerning the attendance checking please refer to the Attendance Checking
Management System.



1.5 Overtime Working Management




The Company implements the beforehand application and identification system for the employees’
overtime working. Only being applied for and approved by the division principal, the working for
extra hours and working for off-work hours may be identified as overtime working. Without being
applied for or being approved, the working for extra hours and working for off-work hours are not
overtime working.



The examination and approval procedures for overtime working are described as below:



 









 










For detailed information concerning the overtime working management please refer to the Overtime
Working Management System and Overtime Working Management Procedures.



1.6 Compensation and Welfare




The compensation system of the Company is composed of salary, bonus and welfare.



Salary:



The salary of the employees shall be determined according to their positions and adaptabilities of
such positions, and the bonus shall include bonus at company level and bonus at department level.
In accordance with relevant regulations of local governments, the Company shall take out various
social insurances and housing provident fund for its employees who have entered into Labor
Contracts.



The Company implements the belated payroll system. The HR Department shall take charge of
calculating the salary and withholding and collecting the individual income tax. Prior to the fifth
(5th) day of each month, the Company shall remit the salary to the deposit books of the
employees and send out the payroll after the salary has arrived.



Bonus:

**********




Welfare:



The Company provides welfares including lunch allowance, transportation allowance, communication
allowance and other allowances.



 









 





Bonus:



For detailed information please refer to the Salary System Introduction and the welfare systems of
different places.



1.7 Rewards and Penalties

**********




1.8 Demission of Employees




In case of resignation, the employee shall submit the written Resignation Letter thirty (30) days
in advance.



Commencing from the date of submitting the Resignation Letter, the employee shall enter the
demission management stage. The department of the resigned employee shall arrange the work handover
and the HR Department shall assist in completing relevant procedures. The
resigned employee shall be obliged to cooperate with his/her department in completing work handover
and return the Company’s assets in his/her possession.



2. Administration and Support Service Management System




2.1 Safety and Confidentiality




The safety issue shall not be ignored and please always caution your personal safety and property
safety.




	•	 	Protecting the Company’s property safety and your personal safety, and avoiding disclosing
the Company’s business secretes;






	 	(1)	 	when entering the working area, please wear and initially produce your badge;
	 
	 	(2)	 	please do not lend the entrance card, and in the event the entrance card is lost,
please report to the Administration and HR Department at the first time;
	 
	 	(3)	 	please smash the documents carrying sensitive information.






	•	 	Fire prevention safety is everyone’s responsibility:






	 	(1)	 	no smoking at working area;
	 
	 	(2)	 	turning off the power for electrical equipments during the holidays and festivals;
	 
	 	(3)	 	no misappropriation of the fire prevention facilities and equipments;
	 
	 	(4)	 	in case of detecting fire dangers, please initiatively take effective actions and
notify the security section at the first time.






	•	 	Protecting the Company’s and your properties, and take good care of the keys:






	 	(1)	 	please do not duplicate the keys to the doors or office desks without permission;
	 
	 	(2)	 	in case of needing adjusting office desks, please raise such requirement in advance
and return the keys to the old office simultaneously, and please do not move the office
appliances.




 









 











2.3 Assets




Assets Procurement: please follow the procurement procedures. As for the assets with the unit price
of more than RMB2,000, such assets shall be procured by the administration and support department,
and any such procurement made by individuals shall not be reimbursed.



You are responsible for taking good care of assets in your possession. In case of loss, damage or
transfer of assets, please notify the Administration and HR Department and go through relevant
procedures according to the regulations. Please do not disassemble or assemble the office
appliances without permission.



2.4 Environment




The environmental resources of the Company shall be maintained by everyone:




	(1)	 	Saving resources, please start from small things: set sleep mode for office computers, timely
turn off lights when off duty, turn off air-conditioners, turn off office computers,
save water and paper, and if possible, try to use single page of paper.






	(2)	 	Keep office places clean and tidy, do not take meals at office area and avoid the food
residues to pollute the environment.





(3)    Please take care of public property, and do not carve or mark at random.



2.5 Usage of Meeting Room Equipments




1. Usage of Projector









 









 













Note:





	(1)	 	For different types of computers, the Fx may be

	 
	(2)	 	In case of first use of VISTA system, right-click over the desktop, then choose
“Personalization”—“Connection to Projector or other external displays”—“Connection to
Display”, and then operate according to the instructions.





2. Usage of Tele-conference System




(1) Setting-up Conference:









 









 








(2) Joining the Conference:









If the fixed conference serial number and password are used for a conference call, the presiding
person shall be the first one to dial the number of 4008100800 to initiate the conference in
advance, and keep the phone in the answering status to make sure the successful entering of other
participants.



In case of using the tele-conference system, information in relation to the telephone number and
password could be obtained from the receptionist.



3. Financial Management System




3.1 Borrowing and Reimbursement




In order to strengthen the internal control of the Company and implement the principle of economy
and efficiency, examination and responsibility regulations for the expense voucher
reimbursement shall be executed. The respective responsible persons are: the employee applying for
reimbursement—manger—department director—financial manger—chief financial
officer—president, and the responsibility for those are decreased gradually. Namely, the person
applying for reimbursement shall undertake the primary responsibility for the legality and
authenticity of the expense vouchers, the manger for the person applying for reimbursement shall
undertake the secondary responsibility, and the responsibilities for the department director,
financial manger, chief financial officer and president shall be decreased in turn.



The expenses incurred in the current month must be submitted for reimbursement within the very
month attached with the expense voucher, otherwise, the consequence may be assumed individually.
The financial staff shall examine and conduct reimbursement in accordance with relevant financial
regulations and take the responsibility for the authenticity of the original materials.



As for certain expenditures, the invoice of which may be submitted after the payment, if the
relevant invoices failed to be submitted to the financial department according to the



 









 







requirements, the prepaid amount shall be deducted from the salary of the month following the incurrence month
of such expenditure.



3.2 Travel Expenses Management




Travel expenses refers to the various fees incurred as the employee goes out for the operation and
business of the Company, such as traveling expenses, hotel expenses, and subsidy for business trip,
etc.




	(1)	 	The employee for any business trip shall fill in the Employee Business Trip Application Form
and upon the approval and signature of the manger or director, submit it to the Administration
and HR Department for record.






	(2)	 	Such Employee Business Trip Application Form shall specify the business trip task, schedule,
destination, estimated expenses and etc. In case of any additional client entertainment
expenses, such estimated expenses and reasons must be specified in the Employee Business Trip
Application Form.






	(3)	 	The air or train ticket required for the business trip may be booked by the HR Department,
and the advance order shall be submitted to the financial department for settlement.






	(4)	 	Without any permission, the employee shall not stay around or make a detour during the
business trip. In case of any stay due to private reason with the consent of the Company, the
corresponding travel expenses shall not be reimbursed.






	(5)	 	If the business trip has to be extended due to the unfinished task, such extension shall be
approved by the department manger arranging such business trip and the Administration and HR
Department shall be notified for record alteration.






	(6)	 	The travel expenses shall be reimbursed in compliance with the standard, the expenses voucher
and the actual days for business trip. The meal subsidy and etc. shall adopt the
fixed amount per day, and the total amount shall be calculated in accordance with the days on
business trip.






	(7)	 	In case of any air or train travel, relevant taxi fees between the air or train station and
the hotel could be reimbursed, and the bus tickets may be reimbursed in accordance with the
actual expense.






	(8)	 	If the time spent on the train is more than 12 hours in the daytime or 8 hours at night, the
employee on business trip is entitled to take the hard sleeper ticket. If the employee waives
the right to take the hard sleeper ticket, 40% of the balance between the hard seat and the
hard sleeper could be paid to such employee at a whole.






	(9)	 	The employee shall fill in the Travel Expense Reimbursement Form within one week (excluding
the end of each month) after he/she comes back to the Company. The expenses voucher shall be
stuck onto the sticking list according to the incurrence time and category, and the total
subsidy shall be calculated in light of the respective standard accurately. Such Travel
Expense Reimbursement Form shall be submitted to the financial department on time.






	(10)	 	The financial department will reimburse the employee in accordance with the travel expense
standards, and the exceeding portion cannot be reimbursed, which shall be 




 









 






	 	 	undertaken by the employee himself/herself.






	(11)	 	Standards for Accommodation Fee and Subsidy





	 	 	 	 	 	 	 
	 	 	 	 	 	 	Standard for Meal
	 	 	 	 	Accommodation	 	Expense and
	Destination	 	Level	 	Standard	 	Subsidy
	Shanghai, Shenzhen,
Guangzhou, Zhuhai,

Hangzhou and other

provincial capital

cities
	 	President
	 	complete

reimbursement
	 	complete

reimbursement
	 	Director
	 	550
	 	110
	 	Department Manager
	 	450
	 	90
	 	Project Manger,
Operator
	 	300
	 	70
	 	Staff
	 	200
	 	50
	General provincial 

capital cities and 

prefecture-level 

cities
	 	President
	 	complete

reimbursement
	 	complete

reimbursement
	 	Director
	 	400
	 	80
	 	Department Manager
	 	300
	 	60
	 	Project Manger,
Operator
	 	200
	 	50
	 	Staff
	 	100
	 	40
	County-level cities 

and towns
	 	President
	 	complete

reimbursement
	 	complete

reimbursement
	 	Director
	 	300
	 	80
	 	Department Manager
	 	200
	 	40
	 	Project Manger,
Operator
	 	100
	 	30
	 	Staff
	 	80
	 	20






Note:





	(a)	 	The general manger of the subsidiary shall adopt the standard applicable for the department
manger, and the standards for other levels shall be determined according to such method.






	(b)	 	In case of any business trip with the president, the expenses for the meals together with
the president could be reimbursed in full and the corresponding meal subsidy could not be paid;
the expenses for the meal without the president could not be reimbursed, but the corresponding
meal subsidy could be entitled to.






	(c)	 	Hotel invoices and traveling tickets incurred within the standard could be reimbursed, and
the exceeding part shall be undertaken by the employee himself/herself.






	(d)	 	In case of any entertainment for business reason, the corresponding meal subsidy shall not be
paid.






	(e)	 	The meal subsidy could be divided into three parts in accordance with the time of the
business trip, 20% of the meal subsidy for breakfast, 40% of the meal subsidy for lunch and
40% of the meal subsidy for dinner. 100% for the whole day.






	(12)	 	Employee for long-term business trip should be paid at the standard of RMB 500/month (without
other subsidies).






	(13)	 	The general manger of any subsidiary or the project manger who are appointed to certain
subsidiary or project could not enjoy the subsidy.






	(14)	 	Procedures for Approval: the employee applying for reimbursement-manger-department
director-financial manger-chief financial officer-president.




 









 












	3.3	 	Reimbursement Procedures for Traveling Expenses, Vehicle Fees and Communication Fees





Traveling Expenses refers to the traveling fees incurred from the office to other places other than
the office for business reason. This article shall be only applicable to those employees who do not
enjoy the vehicle subsidy.




	(1)	 	Employee shall take the bus for the business within the city when the Company could not
dispatch the vehicle, and in case of any business requiring for taking a taxi, approval of the
manager in advance is required.






	(2)	 	If the Company could dispatch any vehicle, the traveling expense could not be reimbursed.






	(3)	 	The round trip traveling expenses for the business out of the office (for any meeting or
training) could be reimbursed in accordance with the direct distance, and the exceeding part
shall be undertaken by the employee himself/herself.





Vehicle Fees refers to the relevant fees in relation to the vehicles incurred for the business out
of the office.




	(1)	 	The driver shall conduct relevant procedures with the Administration and HR Department, and
the toll charge and parking charge shall be reimbursed in accordance with the expenses
voucher. The driver shall abide by the relevant regulations of the Administration and HR
Department.






	(2)	 	If the employee takes use of any private vehicle for business task, relevant vehicle fees
shall be reimbursed in accordance with the standards approved by the leaders of the Company.





Communication Fees refers to various fees in relation to the operation, including the charge for
landline telephone and mobile phone.




	(1)	 	Without any approval, the employee could not purchase any mobile phone with the payment
undertaken by the Company.
	(2)	 	The communication fees could be reimbursed in accordance with the standard of the Company.







	(3)	 	Procedures for Approval: the employee applying for reimbursement-manger-department
director-financial manger-chief financial officer-president.





4. Appendices




(1) Enrollment Guidance on New Employees

(2) New Employees Registration Form

(3) Letter of Intent for Labor Contract Extension (Termination)

(4) Resignation Letter

(5) Demission Handover Sheet



 









 





(6) Demission Settlement Sheet

(7) Certification on Termination (Severance) of Labor Contract

(8) Leave Application Form





 











 




Employee Registration Form

(Please fill in with Chinese Language and the Company undertakes the confidentiality)



Personal Information




	 	 	 	 	 	 
	Name                                                             

	 	Gender:                                                             
	 	Place for
photo
sticking	 
	(Chinese/ English)
	 	 	 	 
	Age:
                                                                                    

	 	Birthday: ___ Year
___ Month ___ Date	 	 
	 
	 	 	 	 
	Ethnic/Nationality:                                                            

	 	Home Town:
                                              	 	 
	 
	 	 	 	 
	ID Card Number:                          
                                                 
                                                        
          
	 





Marriage:     oYes     oNo           Health Condition:                               
                                                                



Height:
                    
cm    Weight:
                                kg   Blood Type:                                                             



Political Status:                              Professional Title/Qualification:
                                                                       



Highest Academic Qualification:                              Highest Academic Degree:                                     



Speciality:                               



Graduation School:                                                                                          
                                                             



Registered
Residence:
                                        
Residence Nature: o City   o   Village



Address in Beijing:                                                                                                         Zip Code:
                            



Mobile Phone Number:                                                       
             Telephone Number:                                         



Email Address:                                                             




Working Experience (from the nearest)




	 	 	 	 	 	 	 
	From	 	To	 	Company or Unit	 	Position/Post
	 
	 	 	 	 	 	 
	 

	 	 
	 	 
	 	 
	 
	 	 	 	 	 	 
	 

	 	 
	 	 
	 	 
	 
	 	 	 	 	 	 
	 

	 	 
	 	 
	 	 
	 
	 	 	 	 	 	 
	 

	 	 
	 	 
	 	 





 









 






Educational Background (from the highest)




	 	 	 	 	 	 	 	 	 	 	 
	From	 	To	 	School	 	Speciality	 	Academic Qualification	 	Degree
	 
	 	 	 	 	 	 	 	 	 	 
	 

	 	 
	 	 
	 	 
	 	 
	 	 
	 
	 	 	 	 	 	 	 	 	 	 
	 

	 	 
	 	 
	 	 
	 	 
	 	 
	 
	 	 	 	 	 	 	 	 	 	 
	 

	 	 
	 	 
	 	 
	 	 
	 	 
	 
	 	 	 	 	 	 	 	 	 	 
	 

	 	 
	 	 
	 	 
	 	 
	 	 





Family Members




	 	 	 	 	 	 	 	 	 	 	 	 
	Relationship	 	Name	 	 	Age	 	 	Company or Unit and Post
	 
	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 	 	 	 
	 
	 	 	 	 	 	 	 	 





Emergency Contact




Please provide the name, telephone number and address of your emergency contact person

(no emergency, no trouble)



Emergency Contact Person:                                          Telephone Number:                         
                



Address:                                                                       




 









 








Enrollment Guidance on New Employees




	 	 	 
	Name of Employee:                                                    

	 	Department:                                         
	Position/Post:                                                             

	 	Date of Enrollment: ___
Day ___ Month ___ Year









  	 	 	 	 	 	 	 	 	 	 	 	 	 
	 	 	 	 	 	 	 	 	 	 	Responsible	 	Signature of
	 	 	Relevant	 	 	 	Completion	 	Responsible	 	Person	 	Employees
	Step	 	Procedures	 	Detailed
        Content	 	Status	 	Department	 	and Date	 	and Date
	
        1 

          

      	 	Enrollment Check In 	 	Arranging the office desk 	 	 	 	







Administration
and
HR
Department	 	 	 	 
	 	 	Filling the Employee

        Registration Form	 	 	 	 	 	 	 
	 	 	Receiving the Entrance

        Card	 	 	 	 	 	 	 
	 	 	Receiving the Food Card	 	 	 	 	 	 	 
	 	 	Receiving the Labor

        Contract	 	 	 	 	 	 	 
	 	 	Introduction of the office allocation of the
        Company	 	 	 	 	 	 	 
	 	 	Illustration of the company’s systems	 	 	 	 	 	 	 
	
        2 

          

      	 	Materials Retained 	 	4 X 1” color photos	 	 	 	 	 	 	 
	 	 	2 X photocopies of ID Card	 	 	 	 	 	 	 
	 	 	Photocopy of Academic Diploma / Degree Certificate	 	 	 	 	 	 	 
	 	 	Photocopy of Professional Title/Qualification
        Certificate	 	 	 	 	 	 	 
	 	 	Medical Manual (the blue

        brochure)	 	 	 	 	 	 	 
	 	 	Document evidencing the Termination of Labor
        Contract with other employers	 	 	 	 	 	 	 
	 	 	Other No. 1:	 	 	 	 	 	 	 
	 	 	Other No. 2:	 	 	 	 	 	 	 
	
        3 

          

      	 	Office Equipments 	 	Computer: (number)	 	 	 	 	 	 	 
	 	 	Telephone: extension

        number ()	 	 	 	 	 	 	 
	 	 	E-mail:	 	 	 	 	 	 	 
	 	 	Daily office supplies	 	 	 	 	 	 	 
	 	 	Keys	 	 	 	 	 	 	 
	 	 	Other equipped articles	 	 	 	 	 	 	 
	
        4 

          

      	 	Enrollment Training 	 	Introduction of the Company	 	 	 	 	 	 	 	 
	 	 	Relevant rules and regulations of the Company	 	 	 	 	 	 	 	 
	 	 	Rules of Employees of the Company	 	 	 	 	 	 	 	 
	 	 	Introduction of department members 	 	 	 	 	 	 	 	 
	 	 	Rules and regulations of the department	 	 	 	Department in
charge	 	 	 	 
	 	 	Introduction of the position, standard and
        evaluation standard	 	 	 	 	 	 	 	 
	 	 	Others:	 	 	 	 	 	 	 	 






Note: this form shall be kept by the Administration and HR Department.




 









 








Resignation Letter



Dear leaders:




I am                      (name) from                                   
       (department), due to                                                           
                      




_______________________________________________________________________________________________




_______________________________________________________________________________________________,



after thorough and careful consideration, I submit the resignation to the Company on
                     day                      month                      year.




Resigner:                     




Date:          day          month
        year




 









 





Demission Settlement




1. Work duration till:                      Day                      Month                      Year;




2. Salary Settlement:




2.1 Salary Settlement till:                      Day                      Month                      Year;




2.2 Salary Settlement Amount:




	 	 	 	 	 
	Monthly Salary:	 	 
	Daily Salary (Monthly salary/21.75 days)	 	 
	Attendance days of current month:	 	 
	Attendance salary (Daily salary*attendance days)	 	 
	     add

	 	other added:	 	 
	     minus

	 	social insurance paid by individual:	 	 
	 

	 	house provident fund paid by individual:	 	 
	 

	 	other deductions:	 	 
	Taxable salary:
	 	 	 	 
	     minus

	 	individual income tax:	 	 
	Demission monthly salary settlement:	 	 





Your salary will be remitted to your bank account at the salary payment day, please check at
that time.




Personal Signature:                 Date:





	3.	 	Social Insurance
	 
	 	 	The endowment insurance and unemployment insurance shall be paid till                      Month
                     Year; the medical insurance shall be paid till                      Month                     
Year; the house provident fund shall be paid till                      Month                      Year.





Personal Signature:                 Date:





	4.	 	Transfer of Archives
	 
	 	 	As requested by yourself, the archives shall be transferred to                                         ; the
Company shall pay for the archive keeping fees till                      Month                      Year. Please
make sure to complete the archive transfer procedures with the Certificate on Transfer of
Archives issued by the Company before                      Month                      Year.
	 
	 	 	In case you have not transferred the archives until                      Month                      Year, the
Company will convert your archives into the individual account, and commencing from being
converted into be individual account, the archive keeping fees shall be paid by yourself.





Personal Signature:                 Date:





	5.	 	Document Evidencing Termination (Severance) of Labor Contract
	 
	 	 	The Document Evidencing Termination (Severance) of Labor Contract has been received by myself.





Personal Signature:                 Date:





	6.	 	Certificate on Transfer of Archives has been received.





Personal Signature:                 Date:





	 	 	As for the above content, I myself have no objection and reconfirm it.





 









 











	 	 	 
	Responsible person of HR Department:

	 	Personal Signature:
	Date:

	 	Date:






 





Certificate on Transfer of Archives



                                        :




                          (name) has left the office on                      Day                     
Month                     
Year, please assist in completing the archive transfer procedures and transfer the archives to the
place where he/she provides.



	 	 	 
	Sealed by the Company:

	 	Date:






 









 






Demission Handover Sheet




	 	 	 	 	 	 	 
	Name:

	 	 	 	Department:	 	 
	 
	 	 	 	 	 	 
	Work End Time:

	 	 	 	Demission Time:	 	 
	 
	 	 	 	 	 	 
	Demission Reason:
	 	 	 	 	 	 
	 
	 	 	 	 	 	 
	Work Handover:
	 	 	 	 	 	 
	 
	 	 	 	 	 	 
	Articles Handover:

	 	Name of Articles
	 	Demised Person
	 	Responsible Person
	 
	 	 	 	 	 	 
	Financial Department
	 	 	 	 	 	 
	 
	 	 	 	 	 	 
	HR Settlement	 	Details please refer to the Demission Settlement Sheet
	 
	 	 	 	 	 	 
	Department 

Responsible Person

	 	Responsible Person of
Financial Department
	 	HR Department
	 	Company Leader
	 
	 	 	 	 	 	 
	 
	 	 	 	 	 	 
	Note:
	 	 	 	 	 	 






Note:



The appendices of the Demission Handover Sheet include the Demission Settlement Sheet and Document
Evidencing the Termination (Severance) of Labor Contract, both of which must be attached.




 









 








Demission Document III




Document Evidencing Termination (Severance) of Labor Contract

(kept by the Company)




Stub No. ()




     Our unit has entered into the Labor Contract with Mr./Ms.                     , according to
                    , the labor contract relation has been terminated (severed) on                      Day                     
Month                      Year.



Responsible Person of HR Department:                 Date:




 





Certificate on Termination (Severance) of Labor Contract

(Put into the individual archive)




     Our unit has entered into the Labor Contract with Mr./Ms.                     , according to
                    , the labor contract relation has been terminated (severed) on                      Day                     
Month                      Year.



Responsible Person of HR Department:                 Date:




 





Certificate on Termination (Severance) of Labor Contract

(Give to the employee)




Mr./Ms.                     




     The Labor Contract entered into between you and the Company has been terminated on on
                     Day                      Month                      Year according to      
                                                                   
        .
It is hereby certified.



Sealed by the Company:                 Date:




 









 





Leave Application Form




	 	 	 	 	 
	Name

	 	Post
	Department	 
	 
	 	 	 	 
	Leave Type:
	 	 	 	 
	     o Annual Leave     o Marriage Leave     o Maternity Leave     o Home Leave
	 
	 	 	 	 
	     o Funeral Leave     o Work-related Injury     o Sick Leave (more than three days (inclusive))
	 
	Leave Time:
	 	 	 	 
	From                      Day                      Month                      Year to     
                 Day                      Month                      Year, with           
           days of leaving in total.
	 
	 	 	 	 
	Responsible

Person of the

Department
	 	 	 	 
	 
	 	 	 	 
	Director of

Administration

and HR

Department
	 	 	 	 
	 
	 	 	 	 
	President
	 	 	 	 
	 
	 	 	 	 
	Back from

Leave Record
	 	 	 	 





Note: the Leave Application Form shall be kept by the Administration and HR Department for record.




—— Cutting Line—




Leave Application Form




	 	 	 	 	 
	Name

	 	Post
	Department	 
	 
	 	 	 	 
	Leave Type:
	 	 	 	 
	     o Annual Leave     o Marriage Leave     o Maternity Leave     o Home Leave
	 
	 	 	 	 
	     o Funeral Leave     o Work-related Injury     o Sick Leave (more than three days (inclusive))
	 
	Leave Time:
	 	 	 	 
	From                      Day                      Month                      Year to    
                  Day                      Month                      Year, with           
           days of leaving in total.
	 
	 	 	 	 
	Responsible

Person of the

Department
	 	 	 	 
	 
	 	 	 	 
	Director of

Administration

and HR

Department
	 	 	 	 
	 
	 	 	 	 
	President
	 	 	 	 
	 
	 	 	 	 
	Back from

Leave Record
	 	 	 	 





Note: the Leave Application Form shall be kept by the Administration and HR Department for record.





 











 









CHINA HYDROELECTRIC FUND BEIJING MANAGEMENT

COMPANY

BEIJING A.B.C. INVESTMENT CONSULTING CO., LTD.




Appendix 1




Employee Confidentiality Agreement




Party A: Beijing A.B.C. Investment Consulting Co, Ltd.



Party B:____________



Article 1 Regulations and Rules on Confidentiality




During the office holding term, Party B shall abide by the regulations and rules for
confidentiality of Party A and perform his/her confidentiality obligations corresponding to his/her
post; Without the written consent form Party A, except for the necessity of performing job duties,
        , Party B shall not disclose, disseminate, announce, transfer, take advantage of or in other forms
which may make any third party (including other employees of Party A, who are not entitled to this
confidential information in accordance with the confidentiality regulations and rules of Party A)
know any Technology Secrets and Business Secrets which belong to Party A or for which Party A
assumes any confidentiality obligation to other parties.




Regardless of the quit reason, within the following two years commencing from the quit date, Party
B shall still assume the same confidentiality obligation as he/she is being employed by Party A for
the Technology Secrets and Business Secrets exposed to or known by Party B during the term of
his/her office, which belong to Party A or for which Party A assumes any confidentiality obligation
to other parties.




Article 2 Restriction on Second Occupation




Party B warrants that, during the office term with Party A, he/she shall not take any second
occupation; within the first year after the quit from Party A, he/she shall not take any
office in other enterprises which provide the same services as those provided




	 	 	 
	Address:

	 	Rm C2-1403, Sunshine Plaza, 68 An Li Road, Chao Yang District, Beijing, China 100101
	Tel:

	 	86-10-6492 8483   6497 4534
	Fax:

	 	86-10-6496 1540






 









 











CHINA HYDROELECTRIC FUND BEIJING MANAGEMENT

COMPANY

BEIJING A.B.C. INVESTMENT CONSULTING CO., LTD.




by Party A or operate any business by himself/herself same as or similar to Party A.



Article 3 Technology Secrets and Business Secrets





	1	 	Technology Secrets referred to herein include, without limitation, technology plan, project
design, technology index, manufacturing method, technology report, testing report, drawings,
sample machines, samples, models, molds, operation manuals, technology documents, relevant
correspondences, etc. The above-mentioned Technology Secrets include all the confidential
information which is provided by the clients of Party A, for which Party A assumes the
confidentiality obligation. The Business Secrets referred to herein include, without
limitation, client list, marketing plan, pricing policy, goods purchase channel, purchasing
materials, financial materials, legal information, human resources information, meeting
information, correspondences, etc.
	 
	2	 	All the documents, materials, notes, reports, letters, facsimiles, tapes, disks, instruments,
computers, e-mails or carriers in any other forms containing or recording the confidential
information of Party A, which are held or kept by Party B for job requirement, shall belong to
Party A, no matter whether such
confidential information has any business value. In case of quit or upon the request of
Party A, Party B shall return all the properties and the carriers containing the confidential
information of Party A without making any copy, withholding or disclosing of such
confidential information to other persons.





Article 4 Loss Compensation and Warranty




In the event Party B takes advantage of his/her job for the disclosure of such Technology Secrets
and Business Secrets in any form, Party B shall be fired with 50% of the wage for the current month
being withheld, provided that no loss incurred due




	 	 	 
	Address:

	 	Rm C2-1403, Sunshine Plaza, 68 An Li Road, Chao Yang District, Beijing, China 100101
	Tel:

	 	86-10-6492 8483 6497 4534
	Fax:

	 	86-10-6496 1540






 









 











CHINA HYDROELECTRIC FUND BEIJING MANAGEMENT

COMPANY

BEIJING A.B.C. INVESTMENT CONSULTING CO., LTD.




to such disclosure; if such disclosure causes any loss, in addition to the dismissal, Party B shall
assume the corresponding civil, administrative and criminal liabilities, and Party A is entitled to
claim for the economic losses against Party B.



Article 5 Miscellaneous




As the appendix to the labor/employment contract, such Agreement shall have the same legal effect
as the labor/employment contract. In case of any inconsistency with any prior oral or written
agreement, the provisions hereof shall prevail. This Agreement shall be executed in two
counterparts and Party A and Party B shall each hold one with the same legal effect. This
Agreement shall come into effect upon the signatures of Party A and Party B with the official stamp
being affixed.



Party A: Beijing A. B. C. Investment Consulting Co., Ltd.




Legal Representative:___________



Date of Signature:______________



Party B:__________________




ID Card Number:____________



Date of Signature:___________



	 	 	 
	Address:

	 	Rm C2-1403, Sunshine Plaza, 68 An Li Road, Chao Yang District, Beijing, China 100101
	Tel:

	 	86-10-6492 8483 6497 4534
	Fax:

	 	86-10-6496 1540