Page 8 - THE SOUTH CHINA BUSINESS JOURNAL
P. 8
PTH
Legal Considerations
in China for Working
By Aaron Finley and Elizabeth Zhou from Deloitte
Changes to other HR policies
Demand for more flexible working and Compensation Schemes
arrangements has been steadily increasing
in recent years. Developments in technology and In addition to the procedural and policy
a trend in responding more to employee requests documents directly related to workplace needs,
for workplace flexible have lead many companies many other human resource documents might
to adopt home working arrangements. With need to be evaluated. For example, policies
many workplaces forced to close down during the related to workplace attendance, schemes related
pandemic, the adoption of more remote working to overtime allowances, or other benefits that are
arrangements has dramatically accelerated. closely controlled around office surveillance and
Even as workplaces in China are now becoming reporting might need further adjustment in a
able to return to normal, many employees and
employers have seen the benefits for remote OarreenamddCnopilthryMeoianwcapeayopd,r1auak4rlri,oene2nnsg0tgme2anw0ingv,idhittrhhtaobentrheomPrbneeeueoensepttod.lreteeTh’dsvehitBreeoaswcfeneuoknmlfltyoarpfayionllntiuceotigterbsaete
working arrangements and are responding with htfrhieetohncriedotmlifyeinpss,aayunsntniceeivmsaelpi.lroeeldfiocniremeswiangntuodiadoerpeleimnneionstget-owusopurokpfppltoahrcete
adopting these into their permanent work force
designs. Temporary arrangements in respond GALrueaaan(bg“dGooBnrAg”C-)H.oonngdKiotnigo-Mnascao Greater Bay
to a global pandemic are clearly needed and under Remote Working
concerns can be managed for the clear business STuEhpen¬Opvpoiirntr¬fooiornntshmeCoEensn¬¬tctaesbr¬nl¬isinhg¬mFie¬nntaonf¬tchiael
continuation needs. However, more permanent
arrangements need to address the legal and 2GccAcuoa6wtpeTCruopnmrerhooanreiatcnenrteeprvoakd(nogwPlenl“oii-clnnRttssfydymhitlgiCmoooiodeorencnwneeLenoagsrgmnsas"nufa-iotb)uifdHiinnrdotcrotidteeoothrefatiisnnleopthgCnihytagnnnreocreoisecaenmKGetasec,atexo”nBmtretnc)canodcAtdhppctiogo.brtraalov-oaonontLMecnyvogcralmeisiausewdbteccthepesreaaarcea.irnoeebsrtEalmqduioealGomiursbpzfnaersioopilrea-snsorrelbaleo(eygsptohtryieehgtrirCaeeehrodenzrshsatBeas"etitorrLanhncdtfyataeehib’eoesodnr,
human resource policy concerns. We discuss UGcsrrneaoedqfnaeeutcrepiesrrreetnraBdfsnaoLmdyramiAinbgaorghnerttacChbeeoeonrlfedetsnihsteieoowirnfeaswdnfoofriorskscsuauutesithfaooobnrmlestehea.renTvdihceese
several of these below. TabManlocfdcdhloaooodrooercdmmccwatgceuaoonppourtm,liuaniiobodmnatefanueeennidperrsldtosiesirsnan,fno,amnepefvcandsisaeaenndsriwdtcaintriatainnialesccllatclnllutiiensiiensml.arvdamndnliritcniCerliivyoseteahisusswstdiioeeronubhaurnmaeavegrtlriocteawceoeefnemfeshesyofeliiiopeecognnrncithfeeittHatmrnhphbcooceeerlinenyzrorbifegscfeoaaasgntrKr-shmirdtooieeannrng,sc, e
quMaalintuyfoavcteurrtiinmgec.ompanies would face greater
Change on Working Location AbbfttsAAooheeirsscssLiwasdlngrceeruupihnrafdtoaeuvmraberpaedbeuriaaevrcnl.uprtfokasolnidneiiiedetosetriltTotigytsiniani.elroetnCmnhue,lo,tglTgaasrmyiateoelfaetn,ynohthr.slsnenns,elaergceeTseaydedneqnnetetrhr,cogiGwhuestedtottoabesoiiweeiprlomorrmo.ruwtveceteregpnMenshesaiooefpemcrfeilsrontcpviynaoaahwnrecraieoilpnnawesanrdeimtnonlaotsiyhv,oeontBeritslrehaahngskolseesamtinoiayigfenuucsalymongavtdaatnicntifigebyAhtreiinneandiasgeeleltdnrmraaeblhmfiftceeki.ngeueilhagtaoomaneeqesdelletemcretlmu(rbronenootenbGgieihaptnwnocceptmiuelBeltinheswnsamilmsosyaiAuog,nmtid(unneetrepbA)ocseiepanacxeenlrrerwiInneeoitsows)cdoisirsocucfamtwftoowufvkoerfnomnirpisako,cirsttdktlcerishhhootlrniat.eonreidauatgcestrighelrthsnstiile.ceonos, argl
Many employers have specific requirements
for workplace location. These might be clearly
defined in the employee labor contracts, or in
other employee guidelines like an employee
handbook. The Chinese labor law doesn't
mention any specific requirements on employee
workplace. This leaves the requirement for
workplace location open to the agreement
between the employee and employer.
Employers should consider the employee
needs and make proper communication to
employees on the workplace requirements. In
addition, employers should carefully review
employee guidelines and employment contracts
to avoid any conflicting or outdated messages
on workplace expectations. Beyond that, the
company culture will play a key role in the
real workplace requirements and the company
should assess the culture and expectations in
addition to the documentations. For example,
what behaviors are the company managers and
leaders modeling for the employees on remote
work. What expectations do employees have
related to working remotely and the implications
on job performance.
5 AMCHAM SOUTH CHINA
Legal Considerations
in China for Working
By Aaron Finley and Elizabeth Zhou from Deloitte
Changes to other HR policies
Demand for more flexible working and Compensation Schemes
arrangements has been steadily increasing
in recent years. Developments in technology and In addition to the procedural and policy
a trend in responding more to employee requests documents directly related to workplace needs,
for workplace flexible have lead many companies many other human resource documents might
to adopt home working arrangements. With need to be evaluated. For example, policies
many workplaces forced to close down during the related to workplace attendance, schemes related
pandemic, the adoption of more remote working to overtime allowances, or other benefits that are
arrangements has dramatically accelerated. closely controlled around office surveillance and
Even as workplaces in China are now becoming reporting might need further adjustment in a
able to return to normal, many employees and
employers have seen the benefits for remote OarreenamddCnopilthryMeoianwcapeayopd,r1auak4rlri,oene2nnsg0tgme2anw0ingv,idhittrhhtaobentrheomPrbneeeueoensepttod.lreteeTh’dsvehitBreeoaswcfeneuoknmlfltyoarpfayionllntiuceotigterbsaete
working arrangements and are responding with htfrhieetohncriedotmlifyeinpss,aayunsntniceeivmsaelpi.lroeeldfiocniremeswiangntuodiadoerpeleimnneionstget-owusopurokpfppltoahrcete
adopting these into their permanent work force
designs. Temporary arrangements in respond GALrueaaan(bg“dGooBnrAg”C-)H.oonngdKiotnigo-Mnascao Greater Bay
to a global pandemic are clearly needed and under Remote Working
concerns can be managed for the clear business STuEhpen¬Opvpoiirntr¬fooiornntshmeCoEensn¬¬tctaesbr¬nl¬isinhg¬mFie¬nntaonf¬tchiael
continuation needs. However, more permanent
arrangements need to address the legal and 2GccAcuoa6wtpeTCruopnmrerhooanreiatcnenrteeprvoakd(nogwPlenl“oii-clnnRttssfydymhitlgiCmoooiodeorencnwneeLenoagsrgmnsas"nufa-iotb)uifdHiinnrdotcrotidteeoothrefatiisnnleopthgCnihytagnnnreocreoisecaenmKGetasec,atexo”nBmtretnc)canodcAtdhppctiogo.brtraalov-oaonontLMecnyvogcralmeisiausewdbteccthepesreaaarcea.irnoeebsrtEalmqduioealGomiursbpzfnaersioopilrea-snsorrelbaleo(eygsptohtryieehgtrirCaeeehrodenzrshsatBeas"etitorrLanhncdtfyataeehib’eoesodnr,
human resource policy concerns. We discuss UGcsrrneaoedqfnaeeutcrepiesrrreetnraBdfsnaoLmdyramiAinbgaorghnerttacChbeeoeonrlfedetsnihsteieoowirnfeaswdnfoofriorskscsuauutesithfaooobnrmlestehea.renTvdihceese
several of these below. TabManlocfdcdhloaooodrooercdmmccwatgceuaoonppourtm,liuaniiobodmnatefanueeennidperrsldtosiesirsnan,fno,amnepefvcandsisaeaenndsriwdtcaintriatainnialesccllatclnllutiiensiiensml.arvdamndnliritcniCerliivyoseteahisusswstdiioeeronubhaurnmaeavegrtlriocteawceoeefnemfeshesyofeliiiopeecognnrncithfeeittHatmrnhphbcooceeerlinenyzrorbifegscfeoaaasgntrKr-shmirdtooieeannrng,sc, e
quMaalintuyfoavcteurrtiinmgec.ompanies would face greater
Change on Working Location AbbfttsAAooheeirsscssLiwasdlngrceeruupihnrafdtoaeuvmraberpaedbeuriaaevrcnl.uprtfokasolnidneiiiedetosetriltTotigytsiniani.elroetnCmnhue,lo,tglTgaasrmyiateoelfaetn,ynohthr.slsnenns,elaergceeTseaydedneqnnetetrhr,cogiGwhuestedtottoabesoiiweeiprlomorrmo.ruwtveceteregpnMenshesaiooefpemcrfeilsrontcpviynaoaahwnrecraieoilpnnawesanrdeimtnonlaotsiyhv,oeontBeritslrehaahngskolseesamtinoiayigfenuucsalymongavtdaatnicntifigebyAhtreiinneandiasgeeleltdnrmraaeblhmfiftceeki.ngeueilhagtaoomaneeqesdelletemcretlmu(rbronenootenbGgieihaptnwnocceptmiuelBeltinheswnsamilmsosyaiAuog,nmtid(unneetrepbA)ocseiepanacxeenlrrerwiInneeoitsows)cdoisirsocucfamtwftoowufvkoerfnomnirpisako,cirsttdktlcerishhhootlrniat.eonreidauatgcestrighelrthsnstiile.ceonos, argl
Many employers have specific requirements
for workplace location. These might be clearly
defined in the employee labor contracts, or in
other employee guidelines like an employee
handbook. The Chinese labor law doesn't
mention any specific requirements on employee
workplace. This leaves the requirement for
workplace location open to the agreement
between the employee and employer.
Employers should consider the employee
needs and make proper communication to
employees on the workplace requirements. In
addition, employers should carefully review
employee guidelines and employment contracts
to avoid any conflicting or outdated messages
on workplace expectations. Beyond that, the
company culture will play a key role in the
real workplace requirements and the company
should assess the culture and expectations in
addition to the documentations. For example,
what behaviors are the company managers and
leaders modeling for the employees on remote
work. What expectations do employees have
related to working remotely and the implications
on job performance.
5 AMCHAM SOUTH CHINA
