China is making every effort to draw in international businesses and add to its already booming economy. Many American organizations are attracted to this overseas business opportunity, especially when inexpensive labor and lower production costs are dangling in front of their faces like proverbial carrots.
However, the lower cost of doing business comes with strings attached, and employers contemplating operations in China can quickly find themselves in legal hot water if they haven't done their homework. Chinese laws are significantly different from those in the United States, and two new laws - the Chinese Immigration Law and Labor Dispatch Law - just went into effect on July 1.
From a nonexistent at-will employment policy to a benefits system that may not always be beneficial, employers contemplating business operations in China and those already operating there need to understand the complexities of the laws and how to reduce their risk of legal liability.
As an HR professional, it's crucial for you to have a solid understanding of the dos and don't for doing business in China, so you can help your organization cut through the legal red tape when setting up shop or simply sending your employees overseas.
Participate in this interactive webinar, and you'll learn:
- Pointers on how to ensure that your recruitment process complies with Chinese law
- The increased penalties and fines employers may face for "unauthorized work" and "overstays" - and how these terms are defined under China's immigration regulations
- What employers, including multi-national employers, MUST know about China's new Labor Dispatch Law
- Key elements to include in employment contracts in China
- How long you have to enter into a written labor contract with employees, and the penalties you could face if you this requirement is not fulfilled
- Types of employment terms that are at play in China and what they really mean
- Legal entitlements of employees who work under indefinite contracts and suggested best practices for employers
- Notice and severance obligations of employers and exception to an employee's entitlement to notice and severance
- Tips for understanding an employee's entitlements
- Which classes are protected from discrimination under Chinese law
- Bonus: The presenters will also provide a quick overview of many common legal, business, and practical issues employers doing business in China are likely to encounter, including tax issues, business ethics challenges, IP matters, employment environment issues, and business licenses.
Chinese employment laws differ from those in the U.S. in many ways, so it's crucial for you to stay up to date on the latest developments. Register now risk free for this informative event.
About your presenters:
Attorney Celia M. Joseph is Of Counsel in the Philadelphia office of Fisher &Phillips LLP. She has significant U.S. and international employment law, human resources, equal employment opportunity and diversity experience, including for matters in the People's Republic of China. Attorney Joseph has provided advice on all aspects of employment law in more than 50 countries, and she has implemented global projects, including conducting harassment prevention, legal compliance and diversity programs for the People's Republic of China, other Asia-Pacific countries and elsewhere, and leading and conducting diversity projects for employees worldwide.
Attorney William D. Wright is a partner in the Philadelphia and Washington, D.C. offices of Fisher &Phillips LLP and is the co-chair of the firm's International Employment Practice Group. He counsels employers on various employment, compensation and benefit issues related to the employment of foreign nationals in the U.S., as well as the employment of U.S. permanent residents and citizens abroad. Attorney Wright has worked with compliance issues related to hiring, retention and separation of employees in a multitude of jurisdictions. His experience with global employment issues has helped him assist our clients with international operations on all seven continents, including Antarctica. He has also counseled clients based outside the United States with the special considerations that are required when complying with U.S. employment and benefit laws.