Document:

Getpokerrakeback.com: Exhibit 10.11 - Prepared By TNT Filings Inc.

Exhibit 10.11 

(English Translation) 

Shenzhen Municipality 

Labor Contract 

(Applicable to Full-Time Employment)

Shenzhen Municipal Labor and Social Security
Bureau Draws Up 

	Party A (The
      Employer) 	Party B (The Employee)
  
	 	 
	Name Shenzhen Skyrise Technology Co., Ltd 	Name Mingchun Zhou 
	Address 4f, Bldg. 3, Maqueling, Middle Area 	Gender Male 
	                Of High And New Tech.
      Industry Park, 	 
	                Nanshan,
      Shenzhen, 	 
	Legal representative:
    	ID (Passport) 
	(Main Person in Charge)
      Mingchun Zhou 	No.310104197008135610 
	Contact Min She 	Address Futian District, Shenzhen city Tianran
      Garden  E-1506 
	Tel: 26012512 	Tel: 13902310976 

According to the Labor Law of the People's Republic of China (The Labor Law hereafter), the Law of the People’s Republic of China on Employment Contracts
(The Employment Contract Law hereafter),
relative laws and regulations, Party A and Party B sign this contract abiding by
principles of lawful, fair, equal and voluntary, negotiation, honest and
faithful, and will obey all the regulations set forth by this contract.

	1. 	Contract Term 

	 	1.1 	Both Parties agree to follow the
      1.11 way of deciding the contract term below: 
	 	 	 	 
	 		1.11 	Fixed Term: From 2009 (year) 5 (month) 27 (day) to 2010 (year) 5 (month) 27
      (day). 
	 	 	 	 
	 		1.12 	Open-ended (labor) Term: From (year) (month) (day) 
	 	 	 	 
	 		1.13 	Confirm the term based on task: From
      (year) (month) (day) to the date the task of__________ been finished. The mark of
      finishing the task is __________.
	 	 	 	 
	 		1.2 	Probation period None (The probation period is
      included in the contract term, if there is no probation period, please
      write “none”) 

	2. 	Job Responsibility and Location 
	 	 
		
      Party B’s job responsibility (position or type
      of work): CEO 

      Party B’s working location Shenzhen (or other designated place).
  

	3. 	Working Time and Holidays 
	 	 
		3.1 Both Parties agree to follow the
      First way below to decide Party B’s working time.

	 	3.11 	Standard Working Hour, which is
      8 hours per day (not exceed 8 hours), 40 hours per week (not exceed 40 hours), at least one day
      for rest per week.
  

	 		 
	 		3.12 	Flexible working hour, which means the
      position of Party B could apply flexible working hour which has been
      examined and approved by administrative authority of Labor and Social
      Security. 
	 	 	 	 
	 		3.13 	Comprehensive working hour, which means the
      position of Party B could apply comprehensive working hour which has been
      examined and approved by the administrative authority of Labor and Social
      Security. 
	 	 	 	 
	 	3.2 	If Party A needs to prolong the
      working hour due to manufacturing or management need, Party A should
      execute according to the Clause 41 of The Labor Law. 
	 	 	 	 
	 	3.3 	Party B should have the right to
      enjoy legal festivals and holidays such as marriage leave, maternity
      leave, funeral leave etc. 
	 	 	 	 
	 	3.4 	Other rest arrangement of Party B
      follows the Employee Handbook
      regulations. 

	4. 	Salary 

	 	4.1 	Party A should establish the salary system
      according to law and inform Party B. The salary should not be lower than
      the lowest salary of the year publicly announced by the city
      government. 
	 	 	 
	 	4.2 	Party B’s monthly salary is according to negotiation agreement of both parties.
      (Of which the salary for probation
      period is ____) or according to negotiation
      agreement of both parties. 
	 	 	 
	 	4.3 	Party A distributes salary on 12th of every month.
      Party A should distribute the salary at least once per month to Party B by
      way of currency.
	 	 	 
	 	4.4 	Party B’s overwork salary, holiday salary and
      salary under special circumstances should be paid according to related
      laws and regulations. 
	 	 	 
	 	4.5 	Both Parties’ other agreements on the salary:
      RMB 13,000 per month.
  

	5. 	Social Insurance and Welfare
  

	 	5.1 	Both Parties should join the social insurance
      plan and pay the insurance fee according to the regulations of the city,
      the province and the country government. 
	 	 	 
	 	5.2 	If Party B gets sick or injured but not due to
      work, Party A should allow medical treatment period and provide welfare of
      medical treatment period to Party B according to the regulations of the
      city, the province and the country government.

	 	5.3 	If Party B gets vocational disease or injured
      due to work, Parry A should execute the related laws and regulations
      according to Occupational Disease
      Prevention Law and Work-related Injury Insurance
      Regulations. 
	 	 	 
	 	5.4 	Party A should provide Party B with below
      welfare according to the related
      regulations of the Employee Handbook. 

	6. 	Labor protection, working conditions,
      protection against occupational hazards 

	 	6.1 	Based on labor protection regulation of the
      city, the province and the country, Party A provide working place that is
      in line with the safety and health standard of the country and necessary
      labor protection products to ensure the safety and health of Party B
      during the work. 
	 	 	 
	 	6.2 	Based on regulation of the city, the province
      and the country, Party A is prepared to give special protection for women
      and workers under 18 years old. 
	 	 	 
	 	6.3 	Party B engages in the work of___, which may
      cause occupational hazard____. Party A should take protection measures___
      and provide health check to Party B__times every year. 
	 	 	 
	 	6.4 	Party B has the right to not follow the
      illegal command and enforced risky working command. For actions that harm
      the safety and health of Party B, Party B has the right to ask for
      rectification or report to related department.

	7. 	Regulations 

	 	7.1 	For regulations made by Party A according to
      the law, Party B should be informed. 
	 	 	 
	 	7.2 	Party B should comply with the regulations of
      the city, the province and the country and regulations made by Party A,
      finish work on time, improve its vocational skills, and abide by the
      safety operation rule and ethics. 
	 	 	 
	 	7.3 	Party B should comply with regulations related
      to family planning of the city, the province and the country.
  

	8. 	Change of the Contract 
	 	 
		The contract can be changed with the agreement
      of both parties in a written way. The changed contract should be held by
      each party with one copy respectively. 

	9. 	Contract Rescission and Termination
  

	 	9.1 	The contract could be rescinded on mutual
      agreement of both Parties. 
	 	 	 
	 	9.2 	The contract could be rescinded on the
      condition that Party B informs Party A by written notice 30 days in
      advance; The contract could be rescinded on the condition that Party B
      informs Party A 3 days in advance during probation period. 
	 	 	 
	 	9.3 	If there occurs any of below circumstances,
      Party B could inform Party A to rescind the contract:

	 	9.31 	Party A does not provide working protection or
      working conditions as agreed in the employment contract. 
	 	 	 
	 	9.32 	Party A does not pay the full amount of salary
      in time. 
	 	 	 
	 	9.33 	Party A does not pay social insurance fee for
      Party B according to law. 
	 	 	 
	 	9.34 	Party A’s rules and regulations do not obey
      laws and regulations and harm Party B’s rights and interests.

	 	 	 
	 	9.35 	Party A forces Party B to sign or revise this
      contract disobeying Party B’s true intention by means of swindling,
      coercing or utilizing the precarious situation Party B is in.

	 	 	 
	 	9.36 	Party A avoids lawfully designated
      responsibilities, eliminates Party B’s rights and interests and leads to
      the invalidity of the contract. 
	 	 	 
	 	9.37 	Party A disobeys mandatory provisions of the
      laws and administrative regulations and leads to the invalidity of the
      contract. 
	 	 	 
	 	9.38 	Other circumstances in which Party B could
      rescind the contract regulated in the laws and administrative
      regulations. 

	 	9.4 	Party B could rescind the contract immediately
      without prior notice to Party A in the circumstances that Party A forces
      Party B to work by means of violence, threaten or illegal restriction of
      personal freedom, or Party A breaks rules and regulations and conducts or
      imposes illegal operations on Party B and does harm to Party B’s personal
      safety. 
	 	 	 
	 	9.5 	Party A could rescind the contract if Party B
      falls into one of any below categories: 

	 	9.51 	To be proved not conform to the
      employment qualifications in probation period. 
	 	 	 	 
	 	9.52 	Serious violation of the rules and
      regulations of Party A. 
	 	 	 	 
	 	9.53 	Serious dereliction of duty and
      corruption which leads to great damage to Party A. 
	 	 	 	 
	 	9.54 	Party B establishes working
      relations with other employers simultaneously and seriously influences the
      task of Party A or refuses to correct after Party A’s notice.

	 	 	 	 
	 	9.55 	Party B forces Party A to
      sign or alter this contract disobeying Party A’s true intention by means
      of swindling, coercing or utilizing the precarious situation Party A is
      in. 
	 	 	 	 
	 	9.56	Have criminal responsibility to be investigated and dealt with in
      accordance with the law. 

	 	9.6 	In any circumstance as below, the contract
      could be rescinded if Party A informs Party B 30 days in advance by
      written notice or pays extra one month’s salary to Party B:
  

	 	9.61 	Party B is not able to do the original work or
      other work arranged by Party A after the regulated medical treatment
      period because of sickness or injury not due to his job. 
	 	 	 
	 	9.62 	Party B is not competent for the job or still
      not competent for the job after training or position transfer.
  
	 	 	 
	 	9.63 	The subjective conditions of the employment
      contract has significantly changed and lead to the failure of contract
      execution, in which Party A and Party B could not reach agreement on the
      alteration of the contract after negotiation.

	 	9.7 	In any of circumstances below, Party A needs
      to reduce more than 20 employees or less than 20 employees but the number
      taking up more than 10 percent of Party A’s total number of staffs, Party
      A should explain the situation to the labor union or all the staffs 30
      days in advance and reports the reduction plan to the working
      administrative department after listening to the suggestions of the labor
      union or the staffs, Party A could lay off the staffs.

	 	 	 
	 	9.71 	Reorganization according to the
    regulations of the Law on Enterprise Bankruptcy;  
	 	 	 
	 	9.72 	Have significant difficulties in
    production and operations. 
  
	 	 	 
	 	9.73	
    During the process of enterprise transformation,
    significant technology transform or operation method adjustment, the
    enterprise still needs to lay off staffs after revision to the employment
    contract. 

	 	 	 
	 	9.74 	The subjective conditions of the
    employment contract have significantly changed and lead to the failure of
    contract execution. 

	 	9.8 	The contract should be terminated if there
      occurs any of the below circumstances: 

	 	9.81 	The contract term has come to an end.
    
	 	 	 
	 	9.82 	Party B has started to enjoy the basic
      endowment insurance welfare according to law. 
	 	 	 
	 	9.83 	Party B dies or be announced to be dead or be
      announced to be missing. 
	 	 	 
	 	9.84 	Party A has been announced bankruptcy by
      law. 
	 	 	 
	 	9.85 	Party A has been invalidated the business
      license, ordered to close, withdraw or Party A decides to dissolve ahead
      of schedule. 
	 	 	 
	 	9.86 	Other circumstances regulated by the laws and
      administrative regulations. 

	10. 	Economic Compensation

	 	10.1 	Party A should pay economic compensation to
      Party B if it conforms to any of below circumstances:

	 	10.11  	 Party A proposes to rescind the employment contract
      according to the rule of clause 9.1 of this contract, and reaches
      agreement with Party B after negotiation.
	 	  
	 	10.12
    	  Party B rescinds the employment contract according
      to the rule of clause 9.3 and clause 9.4 of this contract.
	 	  
	 	10.13
    	  Party A rescinds the employment contract according
      to the rule of clause 9.6 of this contract.
	 	  
	 	10.14
    	  Party A rescinds the employment contract according
      to the rule of clause 9.7 of this contract.
	 	  
	 	10.15
    	Except the circumstance that while Party A maintains or
      raises the agreed conditions to continue the employment contract but Party
      B disagrees to continue the contract, the fix-term employment contract be
      terminated according to the rule of clause 9.81 of this
  contract.
	 	  
	 	10.16
    	  Terminating the employment contract according to
      the rules of clause 9.84 and clause 9.85 of this contract.
	 	  
	 	10.17  	Other circumstances regulated by the laws and
      administrative regulations.

	 	10.2 	
    In circumstance that any Party rescinds or
      terminates this contract, the economic compensation should be
executed according to the Employment Contract Law and related regulations of the
city, the province, and the country. If according to the law, Party A should pay
economic compensation to Party B, Party A should pay when Party B finishes the
job transfer procedure. 

	 	 
	11. 	Procedures for Dissolution and Termination of
      Contract 

Both Parties
dissolve and terminate this contract, Party B should go through the job transfer
procedures as agreed. Party A should provide written proof to Party B according
to the law and handle the file and social insurance transfer issues within 15
days for Party B. 

	12. 	Dispute Settlement 

Both Parties
should try to solve the dispute by negotiation first. If negotiations do not
work, the two Parties could seek mediation from the labor union or apply for
mediation from the Labor Dispute Mediation Committee of the company; Both
Parties could also apply for arbitration directly from Labor Dispute Arbitration
Committee. If there is no objection to the arbitration award, both Parties
should perform accordingly. The two Parties could conduct a suit to the People's
Court if either of them has objection to the arbitration award. 

	13. 	Other Clauses that both Parties Agreed
      on: 

	 	13.1 	Below rules and regulations are to be the
      appendix of this contract: Employee Handbook, Confidentiality Agreement,
      and various rules and
      regulations issued by Party A (including the Performance Assessment
      System). 
	 	 	 
	 	13.2 	Party A has the right to adjust the
      position of Party B according to the working performance of Party
      B. 

	14. 	Others Issues 

	 	14.1 	Uncovered matters of this contract or if any
      of the clauses of this contract has been against the current laws and
      regulations, execute according to the current laws and regulations.
    
	 	 	 
	 	14.2 	This contract validates from the date of
      signatures of both Party A and Party B, alteration or procuration
      endorsement without written authorization are invalidate. 
	 	 	 
	 	14.3 	The contract is in two copies of the same
      form, each party holds one. 

	Party A: (Stamp) 	  	Party B:
      (Signature) 
	  	  	  
	           Min She 	  	Mingchun
      Zhou 
	Legal representative: (Main
      Person in Charge) 	  	  
	
Date: May 27th, 2009
		
 		

Date: May 27th, 2009Getpokerrakeback.com: Exhibit 10.12 - Prepared By TNT Filings Inc.

Exhibit 10.12 

(English Translation) 

Shenzhen Municipality 

Labor Contract 

(Applicable to Full-Time Employment)

Shenzhen Municipal Labor and Social Security
Bureau Draws Up 

	Party A (The
      Employer) 	Party B (The Employee)
  
	 	 
	Name Shenzhen Skyrise Technology Co., Ltd 	Name 
    Dongmei Wu  
	Address 4f, Bldg. 3, Maqueling, Middle Area 	Gender Female 
	                Of High And New Tech.
      Industry Park, 	 
	                Nanshan,
      Shenzhen, 	 
	Legal representative:
    	ID (Passport) 
	(Main Person in Charge)
      Mingchun Zhou 	No.
    320322197905103823  
	Contact Min She 	Address 
    4f, Bldg. 3, Maqueling, Middle Area Of
    
	 	              
    High And New Tech. Industry Park, Nanshan, Shenzhen  
	Tel: 26012512 	Tel: 13632642729
     

According to the Labor Law of the People's Republic of China (The Labor Law hereafter), the Law of the People’s Republic of China on Employment Contracts
(The Employment Contract Law hereafter),
relative laws and regulations, Party A and Party B sign this contract abiding by
principles of lawful, fair, equal and voluntary, negotiation, honest and
faithful, and will obey all the regulations set forth by this contract.

	1. 	Contract Term 

	 	1.1 	Both Parties agree to follow the
      1.11 way of deciding the contract term below: 
	 	 	 	 
	 		1.11 	Fixed Term: From 2009 (year) 6 (month) 11 (day) to 2010 (year) 6 (month) 11
      (day). 
	 	 	 	 
	 		1.12 	Open-ended (labor) Term: From (year) (month) (day) 
	 	 	 	 
	 		1.13 	Confirm the term based on task: From
      (year) (month) (day) to the date the task of__________ been finished. The mark of
      finishing the task is __________.
	 	 	 	 
	 		1.2 	Probation period None (The probation period is
      included in the contract term, if there is no probation period, please
      write “none”) 

	2. 	Job Responsibility and Location 
	 	 
		
      Party B’s job responsibility (position or type
      of work): CFO 

      Party B’s working location Shenzhen (or other designated place).
  

	3. 	Working Time and Holidays 
	 	 
		3.1 Both Parties agree to follow the
      First way below to decide Party B’s working time.

	 	3.11 	Standard Working Hour, which is
      8 hours per day (not exceed 8 hours), 40 hours per week (not exceed 40 hours), at least one day
      for rest per week.
  

	 		 
	 		3.12 	Flexible working hour, which means the
      position of Party B could apply flexible working hour which has been
      examined and approved by administrative authority of Labor and Social
      Security. 
	 	 	 	 
	 		3.13 	Comprehensive working hour, which means the
      position of Party B could apply comprehensive working hour which has been
      examined and approved by the administrative authority of Labor and Social
      Security. 
	 	 	 	 
	 	3.2 	If Party A needs to prolong the
      working hour due to manufacturing or management need, Party A should
      execute according to the Clause 41 of The Labor Law. 
	 	 	 	 
	 	3.3 	Party B should have the right to
      enjoy legal festivals and holidays such as marriage leave, maternity
      leave, funeral leave etc. 
	 	 	 	 
	 	3.4 	Other rest arrangement of Party B
      follows the Employee Handbook
      regulations. 

	4. 	Salary 

	 	4.1 	Party A should establish the salary system
      according to law and inform Party B. The salary should not be lower than
      the lowest salary of the year publicly announced by the city
      government. 
	 	 	 
	 	4.2 	Party B’s monthly salary is according to negotiation agreement of both parties.
      (Of which the salary for probation
      period is ____) or according to negotiation
      agreement of both parties. 
	 	 	 
	 	4.3 	Party A distributes salary on 12th of every month.
      Party A should distribute the salary at least once per month to Party B by
      way of currency.
	 	 	 
	 	4.4 	Party B’s overwork salary, holiday salary and
      salary under special circumstances should be paid according to related
      laws and regulations. 
	 	 	 
	 	4.5 	Both Parties’ other agreements on the salary:
      RMB 4,500 per month.
  

	5. 	Social Insurance and Welfare
  

	 	5.1 	Both Parties should join the social insurance
      plan and pay the insurance fee according to the regulations of the city,
      the province and the country government. 
	 	 	 
	 	5.2 	If Party B gets sick or injured but not due to
      work, Party A should allow medical treatment period and provide welfare of
      medical treatment period to Party B according to the regulations of the
      city, the province and the country government.

	 	5.3 	If Party B gets vocational disease or injured
      due to work, Parry A should execute the related laws and regulations
      according to Occupational Disease
      Prevention Law and Work-related Injury Insurance
      Regulations. 
	 	 	 
	 	5.4 	Party A should provide Party B with below
      welfare according to the related
      regulations of the Employee Handbook. 

	6. 	Labor protection, working conditions,
      protection against occupational hazards 

	 	6.1 	Based on labor protection regulation of the
      city, the province and the country, Party A provide working place that is
      in line with the safety and health standard of the country and necessary
      labor protection products to ensure the safety and health of Party B
      during the work. 
	 	 	 
	 	6.2 	Based on regulation of the city, the province
      and the country, Party A is prepared to give special protection for women
      and workers under 18 years old. 
	 	 	 
	 	6.3 	Party B engages in the work of___, which may
      cause occupational hazard____. Party A should take protection measures___
      and provide health check to Party B__times every year. 
	 	 	 
	 	6.4 	Party B has the right to not follow the
      illegal command and enforced risky working command. For actions that harm
      the safety and health of Party B, Party B has the right to ask for
      rectification or report to related department.

	7. 	Regulations 

	 	7.1 	For regulations made by Party A according to
      the law, Party B should be informed. 
	 	 	 
	 	7.2 	Party B should comply with the regulations of
      the city, the province and the country and regulations made by Party A,
      finish work on time, improve its vocational skills, and abide by the
      safety operation rule and ethics. 
	 	 	 
	 	7.3 	Party B should comply with regulations related
      to family planning of the city, the province and the country.
  

	8. 	Change of the Contract 
	 	 
		The contract can be changed with the agreement
      of both parties in a written way. The changed contract should be held by
      each party with one copy respectively. 

	9. 	Contract Rescission and Termination
  

	 	9.1 	The contract could be rescinded on mutual
      agreement of both Parties. 
	 	 	 
	 	9.2 	The contract could be rescinded on the
      condition that Party B informs Party A by written notice 30 days in
      advance; The contract could be rescinded on the condition that Party B
      informs Party A 3 days in advance during probation period. 
	 	 	 
	 	9.3 	If there occurs any of below circumstances,
      Party B could inform Party A to rescind the contract:

	 	9.31 	Party A does not provide working protection or
      working conditions as agreed in the employment contract. 
	 	 	 
	 	9.32 	Party A does not pay the full amount of salary
      in time. 
	 	 	 
	 	9.33 	Party A does not pay social insurance fee for
      Party B according to law. 
	 	 	 
	 	9.34 	Party A’s rules and regulations do not obey
      laws and regulations and harm Party B’s rights and interests.

	 	 	 
	 	9.35 	Party A forces Party B to sign or revise this
      contract disobeying Party B’s true intention by means of swindling,
      coercing or utilizing the precarious situation Party B is in.

	 	 	 
	 	9.36 	Party A avoids lawfully designated
      responsibilities, eliminates Party B’s rights and interests and leads to
      the invalidity of the contract. 
	 	 	 
	 	9.37 	Party A disobeys mandatory provisions of the
      laws and administrative regulations and leads to the invalidity of the
      contract. 
	 	 	 
	 	9.38 	Other circumstances in which Party B could
      rescind the contract regulated in the laws and administrative
      regulations. 

	 	9.4 	Party B could rescind the contract immediately
      without prior notice to Party A in the circumstances that Party A forces
      Party B to work by means of violence, threaten or illegal restriction of
      personal freedom, or Party A breaks rules and regulations and conducts or
      imposes illegal operations on Party B and does harm to Party B’s personal
      safety. 
	 	 	 
	 	9.5 	Party A could rescind the contract if Party B
      falls into one of any below categories: 

	 	9.51 	To be proved not conform to the
      employment qualifications in probation period. 
	 	 	 	 
	 	9.52 	Serious violation of the rules and
      regulations of Party A. 
	 	 	 	 
	 	9.53 	Serious dereliction of duty and
      corruption which leads to great damage to Party A. 
	 	 	 	 
	 	9.54 	Party B establishes working
      relations with other employers simultaneously and seriously influences the
      task of Party A or refuses to correct after Party A’s notice.

	 	 	 	 
	 	9.55 	Party B forces Party A to
      sign or alter this contract disobeying Party A’s true intention by means
      of swindling, coercing or utilizing the precarious situation Party A is
      in. 
	 	 	 	 
	 	9.56	Have criminal responsibility to be investigated and dealt with in
      accordance with the law. 

	 	9.6 	In any circumstance as below, the contract
      could be rescinded if Party A informs Party B 30 days in advance by
      written notice or pays extra one month’s salary to Party B:
  

	 	9.61 	Party B is not able to do the original work or
      other work arranged by Party A after the regulated medical treatment
      period because of sickness or injury not due to his job. 
	 	 	 
	 	9.62 	Party B is not competent for the job or still
      not competent for the job after training or position transfer.
  
	 	 	 
	 	9.63 	The subjective conditions of the employment
      contract has significantly changed and lead to the failure of contract
      execution, in which Party A and Party B could not reach agreement on the
      alteration of the contract after negotiation.

	 	9.7 	In any of circumstances below, Party A needs
      to reduce more than 20 employees or less than 20 employees but the number
      taking up more than 10 percent of Party A’s total number of staffs, Party
      A should explain the situation to the labor union or all the staffs 30
      days in advance and reports the reduction plan to the working
      administrative department after listening to the suggestions of the labor
      union or the staffs, Party A could lay off the staffs.

	 	 	 
	 	9.71 	Reorganization according to the
    regulations of the Law on Enterprise Bankruptcy;  
	 	 	 
	 	9.72 	Have significant difficulties in
    production and operations. 
  
	 	 	 
	 	9.73	
    During the process of enterprise transformation,
    significant technology transform or operation method adjustment, the
    enterprise still needs to lay off staffs after revision to the employment
    contract. 

	 	 	 
	 	9.74 	The subjective conditions of the
    employment contract have significantly changed and lead to the failure of
    contract execution. 

	 	9.8 	The contract should be terminated if there
      occurs any of the below circumstances: 

	 	9.81 	The contract term has come to an end.
    
	 	 	 
	 	9.82 	Party B has started to enjoy the basic
      endowment insurance welfare according to law. 
	 	 	 
	 	9.83 	Party B dies or be announced to be dead or be
      announced to be missing. 
	 	 	 
	 	9.84 	Party A has been announced bankruptcy by
      law. 
	 	 	 
	 	9.85 	Party A has been invalidated the business
      license, ordered to close, withdraw or Party A decides to dissolve ahead
      of schedule. 
	 	 	 
	 	9.86 	Other circumstances regulated by the laws and
      administrative regulations. 

	10. 	Economic Compensation

	 	10.1 	Party A should pay economic compensation to
      Party B if it conforms to any of below circumstances:

	 	10.11  	 Party A proposes to rescind the employment contract
      according to the rule of clause 9.1 of this contract, and reaches
      agreement with Party B after negotiation.
	 	  
	 	10.12
    	  Party B rescinds the employment contract according
      to the rule of clause 9.3 and clause 9.4 of this contract.
	 	  
	 	10.13
    	  Party A rescinds the employment contract according
      to the rule of clause 9.6 of this contract.
	 	  
	 	10.14
    	  Party A rescinds the employment contract according
      to the rule of clause 9.7 of this contract.
	 	  
	 	10.15
    	Except the circumstance that while Party A maintains or
      raises the agreed conditions to continue the employment contract but Party
      B disagrees to continue the contract, the fix-term employment contract be
      terminated according to the rule of clause 9.81 of this
  contract.
	 	  
	 	10.16
    	  Terminating the employment contract according to
      the rules of clause 9.84 and clause 9.85 of this contract.
	 	  
	 	10.17  	Other circumstances regulated by the laws and
      administrative regulations.

	 	10.2 	
    In circumstance that any Party rescinds or
      terminates this contract, the economic compensation should be
executed according to the Employment Contract Law and related regulations of the
city, the province, and the country. If according to the law, Party A should pay
economic compensation to Party B, Party A should pay when Party B finishes the
job transfer procedure. 

	 	 
	11. 	Procedures for Dissolution and Termination of
      Contract 

Both Parties
dissolve and terminate this contract, Party B should go through the job transfer
procedures as agreed. Party A should provide written proof to Party B according
to the law and handle the file and social insurance transfer issues within 15
days for Party B. 

	12. 	Dispute Settlement 

Both Parties
should try to solve the dispute by negotiation first. If negotiations do not
work, the two Parties could seek mediation from the labor union or apply for
mediation from the Labor Dispute Mediation Committee of the company; Both
Parties could also apply for arbitration directly from Labor Dispute Arbitration
Committee. If there is no objection to the arbitration award, both Parties
should perform accordingly. The two Parties could conduct a suit to the People's
Court if either of them has objection to the arbitration award. 

	13. 	Other Clauses that both Parties Agreed
      on: 

	 	13.1 	Below rules and regulations are to be the
      appendix of this contract: Employee Handbook, Confidentiality Agreement,
      and various rules and
      regulations issued by Party A (including the Performance Assessment
      System). 
	 	 	 
	 	13.2 	Party A has the right to adjust the
      position of Party B according to the working performance of Party
      B. 

	14. 	Others Issues 

	 	14.1 	Uncovered matters of this contract or if any
      of the clauses of this contract has been against the current laws and
      regulations, execute according to the current laws and regulations.
    
	 	 	 
	 	14.2 	This contract validates from the date of
      signatures of both Party A and Party B, alteration or procuration
      endorsement without written authorization are invalidate. 
	 	 	 
	 	14.3 	The contract is in two copies of the same
      form, each party holds one. 

	Party A: (Stamp) 	  	Party B:
      (Signature) 
	  	  	  
	           Min She 	  	
    Dongmei Wu  
	Legal representative: (Main
      Person in Charge) 	  	  
	
Date: June 11, 2009
		
 		

Date: June 11, 2009

Source: [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00163-of-00352.parquet"}, [{"source": "alea-institute/alea-institute/kl3m-data-edgar-agreements/train-00163-of-00352.parquet"}]]