### Arbitration Ordinance 《仲裁條例》

105. Appointors and administrators to be liable only for certain acts and omissions
(1) A person—
(a) who appoints an arbitral tribunal or mediator; or
(b) who exercises or performs any other function of an administrative nature in connection with arbitral or mediation proceedings,
is liable in law for the consequences of doing or omitting to do an act in the exercise or performance, or the purported exercise or performance, of the function only if it is proved that the act was done or omitted to be done dishonestly.
(2) Subsection (1) does not apply to an act done or omitted to be done by—
(a) a party to the arbitral or mediation proceedings; or
(b) a legal representative or adviser of the party,
in the exercise or performance, or the purported exercise or performance, of a function of an administrative nature in connection with those proceedings.
(3) An employee or agent of a person who has done or omitted to do an act referred to in subsection (1) is liable in law for the consequence of the act done or omission made only if it is proved that—
(a) the act was done or omission was made dishonestly; and
(b) the employee or agent was a party to the dishonesty.
(4) Neither a person referred to in subsection (1) nor an employee or agent of the person is liable in law for the consequences of any act done or omission made by—
(a) the arbitral tribunal or mediator concerned; or
(b) an employee or agent of the tribunal or mediator,
in the exercise or performance, or the purported exercise or performance, of the tribunal’s arbitral functions or the mediator’s functions merely because the person, employee or agent has exercised or performed a function referred to in that subsection.
(5) In this section—
appoint (委任) includes nominate and designate;
mediator (調解員) has the same meaning as in section 104, and mediation proceedings (調解程序) is to be construed accordingly.

106. Rules of court
(1) The power to make rules of court under section 54 (Rules of court) of the High Court Ordinance (Cap. 4) includes power to make rules of court for—
(a) the making of an application for an interim measure under section 45(2) or an order under section 60(1); or
(b) the service out of the jurisdiction of an application for the interim measure or order.
(2) Any rules made by virtue of this section may include the incidental, supplementary and consequential provisions that the authority making the rules considers necessary or expedient.

107. Making an application, etc. under this Ordinance
An application, request or appeal to the court under this Ordinance is, unless otherwise expressed, to be made in accordance with the Rules of the High Court (Cap. 4 sub. leg. A).

### Arbitration Ordinance 《仲裁條例》

108. Decision, etc. of Court under this Ordinance
A decision, determination, direction or award of the Court under this Ordinance is to be treated as a judgment of the Court for the purposes of section 14 (Appeals in civil matters) of the High Court Ordinance (Cap. 4).

110. Effect of repeal on subsidiary legislation
Any subsidiary legislation made under the repealed Ordinance and in force at the commencement of this Ordinance, so far as it is not inconsistent with this Ordinance, continues in force and has the like effect for all purposes as if made under this Ordinance.

111. Savings and transitional provisions
(1) Part 1 of Schedule 3 provides for the savings and transitional arrangements that apply on, or relate to, the commencement of this Ordinance. (Amended 11 of 2015 s. 5)
(2) Part 2 of Schedule 3 provides for the savings and transitional arrangements that apply on, or relate to, the commencement* of the Arbitration (Amendment) Ordinance 2015 (11 of 2015). (Added 11 of 2015 s. 5)
(3) Part 3 of Schedule 3 provides for the savings and transitional arrangements that relate to the Arbitration (Amendment) Ordinance 2017 (5 of 2017). (Added 5 of 2017 s. 6)

* Commencement date: 17 July 2015.

112. (Omitted as spent—E.R. 3 of 2015)

### Minimum Wage Ordinance 《最低工資條例》

1. Short title
(Amended E.R. 1 of 2017)(1) This Ordinance may be cited as the Minimum Wage Ordinance.
(2) (Omitted as spent—E.R. 1 of 2017)

### Minimum Wage Ordinance 《最低工資條例》

3. Exempt student employment
A work experience student and his or her employer may agree to treat a continuous period of up to 59 days during the contract of employment (the current contract) as a period of exempt student employment if—
(a) no period during another contract of employment to which the work experience student was a party and that commenced in the same calendar year as the current contract was a period of exempt student employment; and
(b) the work experience student provides to the employer before the commencement of the current contract a statutory declaration (or copy of a statutory declaration) made by him or her verifying the fact set out in paragraph (a).

4. Hours worked
The hours worked by an employee in a wage period include any time during which the employee is, in accordance with the contract of employment or with the agreement or at the direction of the employer—
(a) in attendance at a place of employment, irrespective of whether he or she is provided with work or training at that time; or
(b) travelling in connection with his or her employment excluding travelling (in either direction) between his or her place of residence and his or her place of employment other than a place of employment that is outside Hong Kong and is not his or her usual place of employment.

5. Wage period
(1) The wage period of an employee is the period in respect of which wages are payable to the employee for work done or to be done under his or her contract of employment.
(2) Unless the contrary is proved, that period must be taken to be one month.
(3) For a completed or terminated contract of employment that has had at least one previous wage period, the final wage period is the period commencing at the end of the penultimate wage period and ending on the day of completion or termination of the contract.
(4) For a completed or terminated contract of employment that has not had at least one previous wage period, the final wage period is the period commencing at the beginning of the contract and ending on the day of completion or termination of the contract.