Source: https://www.chinalawblog.com/author/graceyang/page/2
Timestamp: 2020-01-24 06:01:35
Document Index: 651224371

Matched Legal Cases: ['art 1', 'art 2', 'art 3', 'art 1', 'art 2', 'art 1', 'art 1']

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Working out of Seattle and Beijing, Grace is Harris Bricken’s lead attorney on China labor and employment law matters and the author of a book, the China Employment Law Guide. She is a native Beijinger who has studied and lived in the United States for many years. She is fluent in English and in Mandarin Chinese, and works out of Harris Bricken's Beijing and Seattle offices. Her international background gives her a deep understanding of both American and Chinese cultures and legal systems.
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By Grace Yang on October 6, 2019
As we enter the final quarter of the year, I was thinking it would make sense to provide a brief summary of the China employment law trends our China employment lawyers are seeing.
We have seen a significant rise in employee terminations by foreign companies in China. This increase in employee terminations has mostly stemmed…
By Grace Yang on September 15, 2019
A China employment contract must specify the employee’s working hours and the working hours system under which the employee will work. The employee contract for an employee working under the standard hours system must state the employee will have “standard” working hours (this generally means 8 hours a day and 40 hours a week) and…
We terminated an employee yesterday because of X, Y and Z and we just need one of your China lawyers to quickly review our situation to make sure we handled the termination…
China’s employment laws require full-time employees be employed pursuant to a written employment contract. But what happens if an employee is employed without a written employment contract? As with pretty much everything related to China employment laws it varies from place to place. But for the China employer, it will never be good…
By Grace Yang on August 5, 2019
As I wrote in Part 1, Part 2 and Part 3 of this series, now is not the time for employers in China (especially American companies) to be doing anything that does not fully comply with China’s employment laws. China’s relations with the West — especially the United States) are at a low point…
By Grace Yang on July 28, 2019
In Part 1 and Part 2 of this series, I wrote about how it has become more important than ever for foreign companies in China — especially American companies to have a China-centric employment contract and employer rules and regulations (aka employee handbook). But to stay on the right side of China’s toughened employment enforcement…
In Part 1 of this series, How to Avoid China Employment Law Problems, Part 1: An Employee Handbook That Works, we wrote how Chinese authorities are going hard after foreign employers (especially Americans) for violations of China’s employment laws. See also Want to…
With China’s economy in decline and with so many foreign companies in China laying off employees, it should come as no surprise that the Chinese government is cracking down harder than ever before on foreigner employers that do not comply with China’s employment laws and the number of employee lawsuits is correspondingly on the rise.…
China employers must have written employment contracts. When drafting a China employment contract, one of the critical issues is always going to be the term of employment. Our clients are always asking us how they should set the employment term, especially the initial employment term. The short answer is the typical lawyer answer: it depends…
China employers often want to extend an offer letter to their potential new hires to prove they are serious about bringing them on board. Some candidates expect or may even request an “official” offer letter from their potential employer. This is understandable. However, offer letters are neither needed nor required in China and they do…