Exhibit 10.1


 


Contract #: LD201801006


 


LABOR CONTRACT


 


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


 


Legal Representative (Authorized Representative):
Ya Li Phone Number: 0595-85633335


 


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


 


ZIP Code: 362000


 


Employee (Part B): Ya Li


 


Gender: Male Month/Year of Birth: August
1979


 


ID Number: 34290197908286019


 


Mailing Address (or household register address):
116 Hongzhaian West Area, Jinjinag City, Fujian Province


 


Current Address:116
Hongzhaian West Area, Jinjinag City, Fujian Province


 


Contact:
13960458855 E-mail Address:____


 


Emergency contact and contact information: ____


 




     


     


    

 


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


 


		I.	CONTRACT PERIOD AND PROBATION PERIOD



 


		A.	Contract Period



 


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


 


þ
1. Fixed period: from January 19, 2018 to January 18, 2023.


 


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


 


o
3. Period by task: From     /     to the time a certain task completed.


 


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


 


		B.	Probation Period



 


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



 


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



 


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



 


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



 


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



 


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



 


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



 


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



 


		7)	Refusing to complete tasks assigned by the supervisor.



 






    2


     


    

 


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



 


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



 


		II.	RESPONSIBILITIES AND WORK LOCATION



 


		A.	Position and Responsibilities



 


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



 


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



 


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



 


		B.	Occupational Hazard Notification



 


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


 


þ
1. Without occupational hazards


 


☐
2. With occupational hazards


 


		C.	Work Location



 


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


 


		D.	Position and Work Location Adjustment



 


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



 






    3


     


    

 


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



 


		III.	WORKING HOURS, VACATION AND PERSONAL LEAVE



 


		A.	Working Hours



 


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


 


þ
1. Standard working hours


 


☐
2. Combined working hours


 


☐
3. Irregular working hours


 


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


 


		B.	Overtime



 


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



 


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



 


		C.	Vacation and Personal Leave



 


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



 


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



 






    4


     


    

 


		D.	Personal Leave



 


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



 


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



 


		IV.	WAGES AND SOCIAL INSURANCE



 


		A.	Wages



 


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


 


		B.	Wages Calculation Method



 


The wage standard takes the No.      1       form
below:


 


☐ 1.
Standard monthly salary 


 


The wages include the basic salary 60,000RMB
and the performance salary      /     RMB; the probation period salary payment and performance evaluation standards are subject to the company’s
relevant regulations.


 


☐ 2.
Monthly salary for special positions


 


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


 


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


 


		C.	Wages Adjustment



 


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


 






    5


     


    

 


		D.	Payment



 


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



 


The bank account number
designated by Party B is: 6222081408001449058


 


Bank name and branch:
Industrial and Commercial Bank of China, Jinjiang Xinhua Street


 


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



 


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



 


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



 


		E.	Wages Deduction



 


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



 


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



 


		F.	Social Insurance



 


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


 


		V.	RULES AND REGULATIONS



 


		A.	The Formulation and Compliance of Rules and Regulations



 


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



 


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



 


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



 


		B.	Violation of Rules and Regulations



 


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



 


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



 


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



 


		3)	Behaving in violation of law and discipline;



 


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



 


		5)	Committed other serious mistakes;



 


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



 






    6


     


    

  


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



 


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



 


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



  


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



 


		VI.	IMPLEMENTATION AND CHANGE OF THE LABOR CONTRACT



 


		A.	Implementation



 


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


 


		B.	Negotiable Change



 


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


 


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


 


		C.	Non-change Matters



 


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


 


		VII.	RESCISSION, TERMINATION AND RENEWAL OF LABOR CONTRACT 



 


		A.	Rescission After Negotiation



 


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


 


		B.	Rescission by Party A



 


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


 


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



 


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



 


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



 


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



 






    7


     


    

 


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



 


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



 


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



 


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



 


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



 


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



 


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



 


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



 


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



 


		C.	Contract Termination



 


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


 


		1.	The labor contract time period is expired;



 


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



 


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



 


		4.	Party A is declared bankrupt according to law;



 


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



 


		6.	Other circumstances stipulated by laws and administrative regulations.



 


		D.	Contract Expiration and Extension



 


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



 






    8


     


    

 


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



 


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



 


		E.	Temporary Suspension of the Labor Contract



 


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


 


		VIII.	SPECIAL AGREEMENT



 


		A.	Statement and Guarantee by Party B



 


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



 


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



 






    9


     


    

 


		B.	Work Maintenance Before Resignation



 


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


 


		C.	The Handover of Work



 


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


 


		D.	Ownership of Intellectual Property Rights



 


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


 


		IX.	OTHER AGREEMENTS



 


		A.	Previous Agreements



 


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


 






    10


     


    

 


		B.	Annexes to the Contract



 


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



 


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



 


		C.	Contact Information



 


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



 


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



 


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



 


		D.	Others



  


		X.	ADDITIONAL TERMS OF CONDITIONS



 


		A.	Matters Not Mentioned Herein



 


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


 


		B.	Effective Conditions



 


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


 


		C.	Contract Copies



 


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



 


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



 






    11


     


    

 


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


 


Party A: Fujian Province Lichen Management and Consulting
Company Limited


 


Legal Representative (or authorized representative):
Ya Li


 


January 19th, 2018


 


Party B: Ya Li


 


January 19th, 2018


 


 


12