Document:

Shengtai Power International, Inc.: Exhibit 10.13 - Prepared by TNT
Filings Inc.

  
  

  

  
Exhibit 10.13

  
  (English Translation) 

  Employment Contract 

  
  Employer: Shenzhen ShengTai Industrial Co., Ltd. 

  Address: Building 9, Xinhe New Industrial Park Fuyong Township, Bao An
  District Shenzhen,

  China 518004 

  Legal Representative: Zou Derong 

  Position: President 

  Liaison Officer: Dong Zhe 

  Contact No.: +86 755 3367 9088 

  Employee: 

  Name: Luo Tong 

  Gender: Male 

  ID No.: 513 0016 8101 2029 

  Address: Shenzhen, China 

  Contact No. : 86 0130 5800 5951 

 

  This Contract is signed and followed on a mutuality voluntary basis by and
  between the Employer and Employee in accordance with Labor Law of People's
  Republic of China (hereinafter referred to as Labor Law) and Law of People's
  Republic of China on Employment Contract (hereinafter referred to as
  Employment Contract Law)." 

  1. 

  Term of the Contract: 

  The term of this contract is for 3 years and shall commence
  on 18th December, 2005, and shall continue until 17th December, 2008, unless
  earlier terminated pursuant to this Contract. There is no probationary period
  for the Employee. 

  2.

   Job Description: 

  The Employer agrees to employ Mr./Ms. Luo Tong (Name) as
  Chief Financial Officer (Job title) in Financial Department, located in
  Building 9, Xinhe New Industrial Park Fuyong Township, Bao An District
  Shenzhen. 

  3.

  Working Hours & Rest &
  Vocation 

  a. The normal working hours of the Employee shall be eight hours each day,
  excluding meals and rest for an average of five days per week, for an average
  of forty hours per week. 

  b. The Employee is entitled to all legal holidays and other paid leaves of
  absence in accordance with the laws and regulations of People's Republic of
  China and the company 's work rules. 

  

  c. The Employer may extend working hours due to the
  requirements of its production or business after consultation with the Trade
  Union and the Employee, and should be in accordance with Rule 41 of Labor Law.
  

  4. 

  Remuneration of Labor 

  a. The salary of the Employee shall be monthly paid by the
  Employer in accordance with applicable laws and regulations of People's
  Republic of China. It shall be paid by legal tender and not less than the
  standard minimum salary in Shenzhen. 

  b. The salary of the Employee is CNY$5,000 per month, including overtime
  pay and allowance. 

  c. The Employer shall pay the Employee in accordance with Rule 44 of Labor
  Law in case of overtime. 

  d. The Employer must pay salary by the legal tender, practicality or
  securities is not allowed for the payment. 

  e. The Employer and the Employee should negotiate with each
  other or collectively to ascertain the salary growth method, which depends on
  the operations of the Company and the change of Consumer Price Index. 

  f. The salary should be paid on 20th of every month and on the latest
  working day in case of holiday or rest. 

  5. 

  Social Security & Welfare 

  a. The Employer will pay for all mandatory social security
  programs such as pension insurance, unemployment insurance, Medicare of the
  Employee according to the relevant nationalA
  province and city regulations.
  

  b. In case of the Employee is ill or in non work-related
  injury, the Employer should provide treatment period and proper welfare for
  the period in accordance with the laws and relevant regulations of People's
  Republic of China. 

  c. In case of the Employee catching any occupational
  disease or work related injury, the Employer should implement in accordance
  with the Law on Prevention and Control of Occupational Diseases, Regulation on
  Work-Related Injury Insurances and relevant rules of People's Republic of
  China. 

  d. The Employer should provide the following welfare and treatment: All
  welfare and treatment prescribed by the company. 

  

  6.

   Working Protection &
  Working Conditions 

  a. The Employer should provide the Employee with
  occupational safety and health conditions conforming to the provisions of the
  State and necessary articles of labor protection to guarantee the safety and
  health during the working process. 

  b. The Employer should provide protection on specialized operations for
  women and minors. 

  c. The Employer should provide the Employee with safety
  education and technique training; The Employee to be engaged in specialized
  operations should receive specialized training and acquire qualifications for
  such special operations. 

  d. The Employee should have the right to refuse any
  deregulation or working under hazard situations. For any operations not
  strictly abide safety and health requirements, the Employee should have the
  right to request amendment or report to relevant departments. 

  7. 

  Labor Discipline 

  a. The Employer may draft bylaws and labor disciplines of the Company,
  According to which, the Employer shall have the right to give rewards or take
  disciplinary actions to the Employee; 

  b. The Employee shall comply with the management directions of the Employer
  and obey the bylaws and labor disciplines of the Employer. 

  c. The Employee shall undertake the obligation to obey national and city
  policy of family planning. 

  8. 

  Modification, Discharge and
  Termination of the Contract 

  a. The relevant clauses of the Contract may be modified or discharged in
  case of agreement by both parties or in accordance with Labor Law. 

  b. Modification of the Contract should be in written format
  and both parties should have one duplicate of the modified contract, except
  that the Employee is not competent for daily work, in which situation the
  Employer may adjust the working contents in accordance with relevant laws and
  regulations. 

  c. The Contract should be terminated in case of any situation prescribed in
  Labor Law. 

  

  9. 

  Economic Compensation and
  Medical Subsidy 

  Policy of Economic Compensation and Medical Subsidy in the Contract is in
  accordance with the Labor Law and relevant regulations of the national and
  local government. Employee under probationary period (less than 6 months)
  should request in written format 7 days before resign. Salary will be
  calculated through HR and financial departments after approval and distributed
  on the 20th of next month, and there will be no compensation arises from the
  company. If the Employee requests in written format and accomplish proper
  transferring procedures with HR department, but leaves as soon as the written
  request is submitted, 7 days’ (56 working hours) salary will be deducted to
  offset the losses of the company and the balances will be distributed on the
  20th of next month, and there will be no compensation arises from the company.
  If the Employee neither requests in written format nor accomplish proper
  transferring procedures with HR department, the company has the legal rights
  to get the belongings back and pursue relevant economic or legal
  responsibilities of the Employee, and all the salary during the probationary
  period will be deducted and there will be no compensation arises from the
  company. 

  Employee under probationary period should exercise daily
  operation in accordance with work manuals. In case the Employee is not
  competent for the operations or cause any injury or casualty, the company will
  adjust the position of the Employee or dismiss the Employee without paying any
  compensation. The Employee will be sent to police in case of any serious
  situations. Employee after probationary period should request in written
  format 30 days before resign. Salary will be calculated through HR and
  financial departments after approval and distributed on the 20th of next
  month, and there will be no compensation arises from the company. If the
  Employee requests in written format and accomplish proper transferring
  procedures with HR department, but leaves as soon as the written request is
  submitted, 7 days’ (56 working hours) salary will be deducted to offset the
  losses of the company and the balances will be distributed on the 20th of next
  month, and there will be no compensation arises from the company. If the
  Employee neither requests in written format nor accomplish proper transferring
  procedures with HR department, the company has the legal rights to get the
  belongings back and pursue relevant economic or legal responsibilities of the
  Employee, and all the salary during the probationary period will be deducted
  and there will be no compensation arises from the company. 

  Resigned Employee may entrust another employee with fetching the residual
  salary on the 20th of next month, with signed proxy statement and copy of
  effective ID Card of both. 

  The resign of Management Employee should follow relevant HR
  and administration procedures as same as other employees, except that the
  distribution of salary need the approval of the General Manager. After
  approval, the salary will be distributed on the 20th of next month according
  to the calculation of Financial Department, and there will be no compensation
  arises from the company. 

  If Employee, including both employees under and after
  probationary periods, is summoned for a trial or impounded by Police for
  involving any probable crime, the company may stop paying salary and insulate
  the Employee from current work, and there will be no salary and compensation
  during the period. The Employee may be back to the previous position with the
  same salary in case the Employee is found innocent. 

  

  There will be no compensation arises for all Employee that is resigned or
  dismissed. All the rules will be aligned with work manuals and should be
  implemented in accordance. 

  Employer: (official stamp): Shenzhen ShengTai Industrial Co., Ltd. 

  Representative: Zou Derong 

  Date: December 18th , 2005 

  Employee: Luo Tong 

  Date: December 18th , 2005 

  Remark: The contract has two duplicates. The Employee will keep the yellow
  version and the Employer will keep the white.Shengtai Power International, Inc. - Exhibit 10.14 - Prepared By TNT
Filings Inc.

  

Exhibit 10.14 

(English Translation) 

Technological Consultant Retaining Agreement 

Where as: 

Shenzhen ShengTai Industrial Co., LTD (Hereinafter "the
Company") And 

University of Electronic Science and Technology of China
(Hereinafter "the University") 

According to the related terms of The Contract Law of The
People’s Republic of China, the Company and the University herein agree and sign
as follow: 

	
  Position: the
  Company hires the University to serve as technological consultant to provide
  R&D, and consulting service on technology renovation and improvement. 

 

	
  Term: the
  cooperation will be valid for 5 years, starts from January 1st 2005 and ends
  on December 31st 2009, the two parties will renew the contract every year at
  the ending date of the previous contract. 

 

	
  Compensation: the
  compensation to the University can be divided into two parts, (a) an annual
  fee of 480,000RMB and the payment term will be discussed and decided according
  to the situation by the two parties; (b) On condition that the technology
  innovation and product improvement of LCD TV power supply, LCD TV 2 in 1 power
  supply and LCD TV 3 in 1 power supply can reduce the Company’s cost and make
  it more competitive in the market, the Company will pay the University
  technology support fee 300,000 RMB, and the University will not be entitled
  for any dividend or reward from the profit derived from the introduce of the
  technology. 

 

	
  Technology result
  and the ownership: the University will primarily provide the Company with new
  technology and new information of the power supply industry, and improve the
  rapid development and the industrialization process of the Company’s power
  supply technology. During the period the University serves as technological
  consultant for the Company, any invent, product, software, technological
  secret and other business secret, and intellectual property the University
  produced in fulfilling the duty will belong to the Company. The Company can
  fully and freely use the invent, product, software, technological secret and
  other business secret in its business scope to apply for protection, run
  business to sell to the third party. The University should provide all
  required information and take all necessary activity and help the Company
  acquire and use related intellectual property. If both parties decide to
  finish the cooperation, the University has no right to use or sell the
  technology. 

	
  Technological
  requirement, developing schedule and acceptance. 

 

	
  Non-disclosure
  liability 

a)    
The non-disclosure obligation of the University 

Besides the need to fulfill the
contract, the University meanwhile bears following non-disclosure obligation:

(1)     In the
retaining term, the University will have to follow all written and unwritten
non-disclosure regulations, systems of the Company and fulfill its
non-disclosure responsibility of its position. 

(2)     Do not
collect any business secret not related to its work of its business. 

(3)     Do not
disclose, tell, public, issue, initiate, transfer to or in any way let the third
party (including people from the Company that should not access the secret
according to the non-disclosure regulation) know the technological secret or
other business secret of the Company or of other but the Company has the
responsibility to keep the secret. 

(4)     the
University guarantees that, within tetaining term, it will not hold any position
such as shareholder, partner, director, supervisor, manager, employee, agent,
and consultant etc. in any other enterprises and entities, which may compete
with the Company in providing similar products and services; furthermore, the
University will not provide same kind of products and services by itself, unless
it’s granted permission from the Company. 

b)    
Confidentiation provision 

Unless having another agreement, no
matter if the University still serves the Company and for any reason to
terminate the consultancy agreement, it must keep all the secrets related to the
technology or business information of the Company. 

	
  The University will
  bear their expenses within consultancy term, such as communication expenses,
  and material expenses etc. the Company will reimburse expenses of business
  trip and sign other agreements with the University if other significant
  projects are proposed to launch. 

 

	
  Liability for
  breach of agreement 

Each party of agreement takes
compensation liability according to the actual losses to counterpart, once it
breaches the agreement. 

	
  Dispute resolution.
  

The agreement takes effect after
signing by both parties. Each party agrees to settle dispute by negotiation when
performing agreement. If it fails, application of arbitration will rise to
Shenzhen Arbitration Committee. 

	The agreement is in duplicate for each party which has same
  force of law. 

 

Shenzhen ShengTai Industrial Co., LTD 

By: ____________________________________ 

[Company Representative Signature] 

Title: ___________________________________ 

Date: _______________ 

University of Electronic Science and Technology of China 

By: _________________________________ 

Date: ______________

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