I am going to be speaking at USC this weekend and in poring over old PowerPoints (to create a new PowerPoint for my talk), I came across one with a fairly extensive China law bibliography of some of our most helpful posts.  This bibliography is definitely slanted towards the legal issues that confront foreign companies

Earlier this year, China’s Supreme People’s Court of China promulgated various interpretations of various employment law issues.  These interpretations were intended to clarify and for the most part, they did.  In particular, what was once unclear about non-competes signed by China employees has now become much clearer.  I am not going to compare the old

Many American companies (at least outside California where employee non competes are generally considered invalid) love non competes and they use them as a matter of course with most (sometimes all) of their employees.  Generally a non-compete agreement or a non-compete provision in an employee contract provides that the employee cannot work for one of

China’s Labor Contract Law (which law applies to every employment relationship in China) is very clear: employers must pay their employees for overtime.
Though there are some exceptions, these exceptions are not nearly as broad or as easy to obtain as is widely believed.
Overtime payments are 150 percent for each overtime hour worked on

As regular CLB readers know, we have been repeatedly preaching (right word) for some time about the massive impacts to expect from China’s new labor contract law, which went into effect just this year. Our consistent theme has been that disgruntled employees represented by Chinese litigators will bring an ill wind to all employers in