Table of Contents

Section I Pre-Employment Stage I. Service Purposes II. Service Objectives and Value III. Specialized Service Contents for the Pre-Employment Stage

Section II In-Employment Stage I. Big Data Insight into Legal Services for Corporate Employment Compliance II. Specific Legal Service Solutions: Six Core Modules III. Interpretation of Core Flowcharts

Section III Termination Stage I. Introduction of Service Products II. Service Contents: End-to-End Coverage with Customized Implementation III. Deliverables: Implementable and Verifiable Standardized Toolkits IV. Competitive Advantages: Defining Professional Standards through Practical Experience

Section IV Team Introduction

01 Pre-Employment Stage

Section I Pre-Employment Stage

Against the backdrop of intensifying tensions in labor relations, enterprises are confronted with three tiers of challenges:

First, rising compliance costs. Since the implementation of the Labor Contract Law of the People’s Republic of China, the annual growth rate of labor dispute cases has exceeded 15%. Enterprises face significantly increased risks such as double wage compensation and supplementary social insurance contributions triggered by irregularities in the pre-employment phase. For instance, an enterprise in Suzhou was ordered to pay compensation of RMB 120,000 in 2023 due to failure to sign written labor contracts; disputes arising from the "996" overtime regime at internet companies resulted in compensation exceeding RMB 2 million, highlighting the massive costs stemming from procedural defects.

Second, disrupted management order. Small and medium-sized enterprises generally suffer from institutional gaps: 63% of enterprises lack standardized pre-employment workflows, frequently giving rise to de facto labor relations, violations during probation periods, and invalid non-compete obligations. HR documents are disconnected from business requirements: ambiguous remuneration structures and unclear job responsibilities trigger pay disputes and persistently high staff turnover.

Third, deficient talent and corporate culture. Risks emerging at the pre-employment stage propagate across the entire employment lifecycle. The turnover rate of employees who resign due to poor onboarding experience or rights disputes reaches 37%, driving up compensation costs while damaging employer branding.

I. Service Purposes

By reconstructing the compliance system for the pre-employment phase, we help enterprises prevent high-frequency legal risks, cut talent turnover costs, foster positive employment culture, and achieve the transformation from "passive response to litigation" to "active risk prevention and control".

II. Service Objectives and Value

1. Zero Risks: Ensure 100% compliance throughout the pre-employment phase and eliminate high-risk issues including unsigned contracts, illegal probation arrangements, and remuneration ambiguities.

2. Cost Optimization: Reduce repeated recruitment expenses, illegal compensation, arbitration and litigation losses caused by procedural flaws, with an estimated 20%–30% reduction in overall employment costs.

3. Cultural Empowerment: Build a community of shared values between employees and the enterprise, improve onboarding experience and organizational identification, and lower the first-year turnover rate.

4. Differentiated Value 4.1 Targeted Adaptation: Deliver "zero-to-one" compliance system development for enterprises without established systems or with ineffective existing frameworks. 4.2 Closed-Loop Full-Chain Coverage: Cover the entire workflow from job requirement analysis, recruitment decision-making, contract signing to induction training, blocking risk transmission channels.

III. Specialized Service Contents for the Pre-Employment Stage

(I) Custom Drafting and Design of Labor Contracts

1. Customized Design of Labor Contracts (1) In-Depth Analysis Based on Industry Characteristics. Adopt a "three-dimensional diagnostic model" to accurately identify corporate demands:

• Manufacturing Industry: Embed clauses on work safety liabilities, specify operational standards for posts (e.g., requiring mechanical operators to sign the Equipment Safety Commitment Letter), and define liability exemptions for accidents arising from violation of operating rules.

• High-Tech Enterprises: Add clauses on ownership of intellectual property rights, stipulate patent application rights and revenue sharing ratios for R&D achievements generated during employment, as well as the continuation period of confidentiality obligations after resignation (core technical personnel are required to sign a Supplementary Non-Compete Agreement).

• Platform Economy Enterprises: Develop a liability matrix for new-format employment to distinguish labor relations from collaborative service relations.

• Risk Control for Organizational Structures Group Enterprises: Adopt clauses separating liabilities between parent and subsidiary companies to clarify that the contracting party shall be the actual employer. Mixed employment among affiliated companies: Add an employer statement requiring employee signature to confirm the actual managing entity and avoid liability evasion during arbitration.

• Optimized Adaptation to Employment Modes Full set of clauses for standard labor relations (working hours, remuneration, social insurance); flexible employment agreement matrix (main contract + Supplementary Flexible Employment Agreement) specifying commercial insurance as a supplement to work-related injury insurance.

(2) Differentiated Design Aligned with Local Policies (Taking Guangdong Province as an Example)

• Social insurance liabilities for flexible employees: In accordance with the Measures of Guangdong Province on Work-Related Injury Insurance for Specific Personnel, design separate work-related injury insurance clauses for food delivery riders and online car-hailing drivers, specifying that "platform enterprises supplement work-related injury insurance via commercial insurance, with compensation standards referring to the Regulations of Guangdong Province on Work-Related Injury Insurance".

• Social insurance participation for Hong Kong, Macao and Taiwan employees: Attach cross-border social insurance compliance annexes, clarifying that "Hong Kong, Macao and Taiwan employees may participate in social insurance with residence permits or employment certificates, and select contribution bases ranging from 60% to 300% of Guangdong’s average social wage".

• Mandatory constraints on wage payment: In response to Guangdong’s new policies effective in 2025, contracts shall explicitly state: "Wage deductions are only allowed for absence from work; blanket salary forfeiture based on performance assessment is prohibited; delayed payment shall attract additional compensation ranging from 50% to 100% of the owed amount".

2. Legal Adaptation of Dynamic Clauses Incorporate key revisions to national laws effective in 2025: (1) Mandatory written contracts: Contracts shall clearly state that "enterprises shall pay double wages if no written labor contract is signed within one month upon commencement of employment". (2) Upgraded compensation for wrongful termination: Compensation for illegal dismissal is uniformly set at twice the economic compensation, with calculation formulas marked in contracts (Example: Length of service × average monthly wage × 2). (3) Minimum overtime pay standards: Remove vague phrasing such as "no less than"; directly specify "overtime on working days ≥150%, rest days ≥200%, statutory holidays ≥300%" and prohibit evasion through bundled remuneration packages.

3. Deliverables: Customized Labor Contract Template, Industry Adaptation Guidelines for Labor Contracts, Judicial Case Database for Dynamic Clauses

(II) Job Requirement and Recruitment Compliance System

1. Legal Review of Job Descriptions

• Compliance Review Framework In accordance with Articles 17 and 39 of the Labor Contract Law of the People’s Republic of China and Article 26 of the Employment Promotion Law of the People’s Republic of China, establish a three-dimensional review model: Legal Benchmarking – Business Adaptation – Judicial Calibration.

• Legal Benchmarking Review whether job responsibilities are linked to employment criteria to ensure quantifiable standards for "failure to meet employment requirements"; verify remuneration compliance with local minimum wage standards; confirm safety clauses cover special occupational risks.

• Business Adaptation Adopt the principle of "precise verb definition for job duties" to convert ambiguous descriptions into executable actions and prevent disputes caused by blurred responsibility boundaries.

2. Comprehensive Compliance Transformation for Recruitment Workflow: Four-Dimensional Compliance Matrix

• Guidelines for Compliant Recruitment Advertisements. Formulate the "Three Prohibitions and Three Mandates" rules based on Article 3 of the Employment Promotion Law and Article 13 of the Personal Information Protection Law of the People’s Republic of China.

• Prohibited Clauses: Strictly ban discriminatory wording based on region, gender or age such as "female only", "under 35 years old".

• Hidden Risk Screening: Ban indirect gender restrictions such as "prefer married candidates with children", "require stable family status".

• Mandatory Specifications: Transparent salary disclosure: state "monthly salary = basic wage (exceeding local minimum standard) + performance pay"; disclaimer: mark "the enterprise reserves the right to rescind offers for candidates with questionable background check results".

3. Deliverables: Legal Review Checklist for Job Descriptions, Judicial Case Database

(III) Compliance Restructuring of Pre-Employment Workflows

1. Standardized Pre-Employment Document Package

   Document Category	Core Documents	Legal Value and Mandatory Clauses
   Labor Relationship Documents	Labor Contract and Signed Acknowledgement Receipt	1. Specify contract term, probation period, workplace and working hour system 2. Acknowledgement receipt states "I have received the original contract and have no objections to its terms"
   Employment Registration Form	1. Authorization scope for emergency contacts 2. Obligation to notify of personal information changes within 24 hours 3. Commitment to authenticity of educational background and employment history, plus termination clause for misrepresentation
   Remuneration & Benefits Documents	Remuneration Structure Confirmation Letter	1. Manual version number and issuance date 2. Employee confirmation: "I have read all clauses, recognize their legality and accept sanctions for violations"
   Social Insurance & Housing Fund Base Confirmation Letter
   Policy Confirmation Documents	Employee Handbook Acknowledgement Slip	1. Manual version number and issuance date 2. Employee confirmation: "I have read all clauses, recognize their legality and accept sanctions for violations"
   Special Policy Training Confirmation Letter	1. Training records for safety codes and anti-harassment policies 2. Training time, lecturer and contents 3. Filed on-site photos
   Risk Prevention Documents	Confidentiality Agreement	1. Scope of confidential information (technical formulas, client lists) 2. Cooling-off period (3–12 months) 3. Standard of confidentiality allowance
   Non-Compete Acknowledgement Letter	1. Trigger conditions for non-compete obligations 2. Compensation ≥30% of pre-resignation monthly wage 3. Liquidated damages calculation formula
   Employment Criteria Confirmation Letter	1. Sales staff: average monthly orders ≥5, new customer conversion rate ≥15% 2. Management staff: ≥90% project completion rate during probation
   Special Position Documents	High-Risk Position Operation Commitment Letter	1. Equipment safety operating rules for machine operators 2. Personal liability ratio for accidents caused by violation of rules (e.g., ≥70%)
   Occupational Hazard Notification	1. Occupational hazard factors exposed at work 2. Protective measures 3. Physical examination cycles and inspection items

2. Supervision of Compliance Procedure Implementation: Dual Signature & Dual Review 2.0 Mechanism

• End-to-End Operation Design Confirmation requirements: ① No coercion or misleading; ② Sufficient time provided for explanation; ③ Key awareness of disclaimer clauses (such as non-compete obligations) – eliminating disputes over document validity.

• AI Verification System: Adopt OCR recognition to compare signature consistency and automatically detect mis-signed pages, lowering error rate to 0.1%.

• Four Safeguards for Supervision and Execution (1) HR Sandbox Drills: Simulate employee arbitration scenarios (e.g., claims of altered contracts) to train HR staff to retrieve blockchain evidence and signing recordings immediately. (2) Employee Oversight Mechanism: Launch a "Pre-Employment Compliance Supervision QR Code". Employees may scan the code to anonymously report irregular HR operations (e.g., proxy signature, withholding of contracts), with legal teams conducting verification within 24 hours. (3) Accountability Traceability System: If litigation losses arise from negligence in dual signature and dual review, the directly responsible person (HR/Legal) shall bear 10%–30% of compensation amounts to strengthen accountability awareness.

3. Deliverables: Standardized Pre-Employment Document Template Library, Document Signing Guidance Videos, HR Compliance Operation Red/Yellow Line Manual

(IV) Compliance Design of Remuneration Structures

1. Remuneration Breakdown Model

• Benchmark for Legal Compliance. In accordance with Article 85 of the Labor Contract Law and Article 7 of the Wage Payment Provisional Regulations, build a remuneration matrix featuring "rigorous minimum standards + flexible floating components".

• Rigorous constraint on basic wage: Regardless of performance appraisal results, basic wage shall not fall below the local minimum wage standard, and the specific amount shall be separately listed in labor contracts.

• Ceiling for floating performance pay: Performance pay shall account for no more than 30% of total remuneration. Agreements shall specify that "enterprises may deduct performance pay based on appraisal rules for underperformance, provided the remaining total pay still meets the minimum wage threshold".

• Three-Sign Procedure for Remuneration Confirmation: Employee signature → HR review → legal filing to realize transparent full-cycle management of remuneration frameworks.

2. Risk Isolation for Benefits: Dual-Track Administration Plan

   Benefit Type	Compliance Points	Risk Control Tools
   Five Social Insurances and Housing Fund	Contribution bases declared within 60%–300% of average social wage	Social Insurance Base Confirmation Letter + System Screenshot of declaration
   Paid Annual Leave	300% compensation payable for unused leave; automatic forfeiture prohibited	Annual Leave Waiver Statement (voluntarily submitted by employees)
   Maternity/Paternity Leave	Full wage payment without offset against performance pay	Remuneration Protection Agreement for Employees During Pregnancy, Maternity and Lactation

• Risk Segregation for Special Benefits Equity incentives: Linked to service periods. Agreements state: "Unvested equity shall automatically lapse upon resignation within 5 years of service; vested equity shall be repurchased at the original contribution price".

3. Deliverables: Remuneration Structure Compliance Review Form, Benefit Risk Isolation Agreement Templates, Emergency Response Plan for Remuneration Disputes

(V) Trade Secret Protection Mechanism

1. Embedding Confidentiality Obligations in the Pre-Employment Phase

• Automatically effective clauses in labor contracts: Pursuant to Article 9 of the Anti-Unfair Competition Law of the People’s Republic of China and Article 23 of the Labor Contract Law, insert core clauses establishing unconditional confidentiality obligations within labor contracts.

• Differentiated customized Confidential Information List. Develop a three-tier confidentiality list tailored to different positions to achieve targeted control:

  Confidentiality Level	Applicable Positions	Examples of Confidential Content	Cooling-off Period
  Core Trade Secrets	R&D Directors, Core Technical Staff	Source code, patented formulas, experimental data	12 months
  Important Trade Secrets	Sales Managers, Procurement Supervisors	Client lists, supplier pricing, contract terms	6 months
  General Business Information	Administrative & Finance Staff	Employee rosters, financial statements, bidding budgets	3 months

2. Dynamic Management Process for Cooling-off Periods

• Trigger conditions for cooling-off period: After employees submit resignation applications, enterprises activate cooling-off management according to the level of confidential information accessed.

• Three-Tier Emergency Response for Confidentiality Breach Suspicions (1) Evidence Preservation: Immediately seal office computers, server access logs and email communications. (2) Loss Assessment: Entrust third-party institutions to calculate direct economic losses caused by information leakage (e.g., lost order volume, R&D investment costs). (3) Legal Actions: Apply for injunctive relief, file civil lawsuits; transfer cases to public security authorities if criminal offences are suspected.

(VI) Compliance Management for Special Groups

1. Special Protection for Female Employees

• Compliance control during pre-employment phase. Implement the "Three Prohibitions and Three Mandates" mechanism under Article 43 of the Law on the Protection of Women’s Rights and Interests and Article 27 of the Employment Promotion Law.

  Prohibited Conduct	Compliant Alternatives	Legal Basis
  Pregnancy tests, B-ultrasound examinations to detect fertility status	General physical examinations (blood routine, liver function tests)	Article 9 of the Special Provisions on Labor Protection of Female Employees
  Inquiries about marriage plans or children status	Focus interview questions on job competency	Article 5 of the Measures for Administrative Penalties for Employment Discrimination
  Setting employment conditions restricting childbirth	Adopt neutral appraisal standards	Guiding Case No.182 issued by the Supreme People’s Court

• Special protection during employment: Position adjustment rights for employees during pregnancy, maternity and lactation. Embed clauses in labor contracts stating enterprises require written employee consent for unilateral transfers, except for posts involving occupational hazards or heavy labor (e.g., handling work, chemical laboratory roles), where transfers are mandatory.

2. Accessible Employment Solutions for Disabled Persons

• Compliance transformation for recruitment and hiring Position adaptation design: In accordance with Article 22 of the Accessibility Construction Law of the People’s Republic of China, develop an accessible position list for disabled employees:

  Disability Type	Suitable Positions	Hardware Renovation Standards
  Physical Disability	Customer Service, Copywriting, Data Analysis	Wheelchair access width ≥90cm, height-adjustable workstations
  Visual Disability	Telephone Consultation, Audio Review	Voice check-in systems, screen reader installation
  Hearing Disability	Design, Programming, File Management	Visual alarm systems, sign language interpretation services

• Special benefit safeguards (1) Tax incentive coordination: Enterprises employing disabled personnel at a ratio ≥1.5% qualify for VAT refund upon collection (maximum monthly refund RMB 650 per person). (2) Social insurance subsidy application: After purchasing work-related injury insurance for disabled employees, enterprises may apply to human resources and social security authorities for a 50% contribution subsidy (submission of the Disabled Employment Filing Form required).

3. Deliverables: Compliance Management Manual for Special Groups, Accessibility Renovation Plan, Policy Incentive Application Guide

IV. Service Process and Deliverables

Four-Stage Implementation

V. Service Team and Quality Assurance

(I) Team Composition Lead lawyers with over 10 years of labor law experience oversee solution design; associate lawyers with 3–5 years of experience conduct document drafting and training; AI compliance tools automatically verify the legality of texts.

(II) Service Commitments

1. Dual Review System: All documents are reviewed by both the lead lawyer and team director.

2. 2-Hour Emergency Response: Immediate intervention for major disputes.

VI. Expected Outcomes and Sustained Value

(I) Risk Controllability: Eliminate high-risk pre-employment disputes including double wage claims and illegal probation dismissal. (II) Management Efficiency: Shorten average pre-employment processing time from 5 days to 2 days, reduce HR administrative workload by 40%. (III) Cultural Recognition: Lift employee onboarding satisfaction above 90%.

Section II In-Employment Stage

Under the current legal environment featuring strengthened protection of labor rights, surging labor dispute cases and persistently high enterprise losing rates, the in-employment management phase constitutes the riskiest and most complex area of employment management for employers. Daily management activities including remuneration and performance appraisal, position transfers, and disciplinary sanctions carry substantial risks triggering arbitration and litigation.

This service package delivers an integrated solution built around "compliance governance as a shield and dispute resolution as a spear". We not only help enterprises prevent risks and resolve disputes in advance through forward-looking compliance system development; with sophisticated dispute resolution capabilities, we also fully safeguard enterprises’ legitimate interests during arbitration and litigation. The ultimate objectives are controlling employment costs, improving management efficiency and supporting stable business operations.

I. Big Data Insight into Legal Services for Corporate Employment Compliance

(I) Background: 4.257 million labor dispute cases in 2024, involving 4.549 million workers, with closed cases totaling RMB 93.47 billion

The 2024 National Human Resources and Social Security Development Statistical Communiqué provides a comprehensive overview of social security work in 2024, highlighting critical data on labor disputes. Throughout the year, mediation organizations and arbitration institutions nationwide handled 4.257 million labor and personnel dispute cases involving 4.549 million workers. A total of 4.156 million cases were closed, with settlement amounts reaching RMB 93.47 billion. The national mediation success rate stood at 79.6%, arbitration case closure rate 98.2%, and arbitration award rate 73.7%.

These macro statistics demonstrate the extreme importance of employment compliance and risk control for enterprises. High case volumes, large numbers of involved workers and massive settlement amounts mean non-compliant employment practices incur substantial economic costs and operational risks. Meanwhile, the high mediation success rate indicates that establishing sound compliance frameworks and engaging professional legal support for negotiation and mediation at the early stage of disputes represents the optimal strategy to limit losses and resolve risks.

(II) Trends: Strict supervision, frequent disputes and high compensation awards

1. Policy Trend: Labor legislation continues to improve, judicial practice leans further toward protecting workers’ rights, raising compliance requirements for employers.

2. Case Trend: Labor disputes remain at high volume, with two dominant categories: remuneration claims (overtime pay, bonuses) and labor contract termination disputes (2N compensation for illegal dismissal).

3. Compensation Trend: Courts increasingly award substantial compensation amounts, especially 2N damages for unlawful termination, plus claims for unused annual leave pay and overtime pay, often leading to heavy financial losses for enterprises.

(III) Prevailing Challenges for Corporate Employment Management

1. Institutional Defects: Rules contain illegal provisions or procedural flaws (absence of democratic procedures and public announcement), rendering them inadmissible as valid evidence during arbitration and litigation.

2. Arbitrary Management: Perfunctory performance appraisal, transfers and pay adjustments lacking legal grounds, insufficient evidence for disciplinary sanctions; management decisions lack rationality and standardization.

3. Uncontrolled Costs: Unpredictable heavy expenditure on economic compensation, damages and overtime pay resulting from irregular employment practices.

(IV) Complexity: Multidimensional challenges in legal application and fact-finding

1. Regional Divergence: Judicial standards vary across jurisdictions, requiring precise grasp of local judicial practice.

2. Evidence Rules: Employers bear most burden of proof in labor disputes; the completeness of evidence chains directly determines case outcomes.

3. Balancing Law and Reality: Case handling requires integration of statutory provisions and practical circumstances, demanding comprehensive capabilities from legal representatives.

(V) Client Pain Points

1. Reluctance to Take Action: Fear of triggering arbitration when addressing underperforming or disciplinary employees, resulting in laissez-faire management that undermines team morale and organizational efficiency.

2. Lack of Expertise: HR teams lack professional legal knowledge and do not know how to design compliant workflows or effectively secure evidence.

3. Unaffordable Risks: Responding to arbitration and litigation consumes massive management time, while losing cases leads to heavy compensation and sharp rises in employment costs.

4. Fragmented Frameworks: Disjointed management responses addressing issues reactively without systematic risk prevention mechanisms.

II. Specific Legal Service Solutions: Six Core Modules

(I) Compliance Development of Rules and Regulations

1. Applicable Scenarios & Target Clients

• Scenarios: Corporate policies cannot be admitted as valid evidence in arbitration or litigation; groups require unified policy control; enterprises preparing for financing or IPO need standardized governance.

• Clients: All enterprises, especially fast-growing companies and corporate groups.

2. Core Objectives and Service Value

• Objectives: Develop a set of legally valid, reasonable and operable rules and complete statutory democratic consultation and public announcement procedures.

• Value: Establish the legal foundation for corporate management and avoid litigation losses caused by invalid internal policies.

3. Service Contents (1) Comprehensive Compliance Inspection: Review all policies including the Employee Handbook and issue risk inventories. (2) Restructuring of Core Policies: Revise policies focusing on performance appraisal, disciplinary sanctions, remuneration administration, non-compete and confidentiality. (3) Guidance on Procedural Compliance: Provide end-to-end guidance on democratic consultation and valid public announcement, and secure supporting evidence.

4. Deliverables: Policy Compliance Inspection Report, Compliant Policy Package, Guidelines and Templates for Democratic Procedures and Public Announcement

(II) Compliance Optimization of Remuneration and Working Hours

1. Applicable Scenarios & Target Clients

• Scenarios: Frequent overtime pay disputes; unreasonable salary structures; applications for special working hour systems; disorderly leave administration.

• Clients: Labor-intensive manufacturers, high-tech enterprises, retail, manufacturing, medical and other industries.

2. Core Objectives and Service Value

• Objectives: Build a legal and cost-efficient remuneration and working hour system to fundamentally resolve overtime pay disputes.

• Value: Directly reduce risks of large economic compensation and optimize labor cost structures.

3. Service Contents (1) Remuneration structure optimization: Design wage composition and clarify calculation bases for overtime pay. (2) Overtime administration: Develop overtime approval workflows and verification mechanisms. (3) Special working hour applications: Represent clients in applying for approval of comprehensive working hour systems or non-fixed working hour systems. (4) Leave administration: Standardize procedures and benefit payment rules for all types of leave.

4. Deliverables: Compliance Solution for Remuneration and Overtime Pay, Official Approval Documents for Special Working Hour Systems, Corporate Leave Administration Specifications

(III) Compliance Management of Positions and Performance

1. Applicable Scenarios & Target Clients

• Scenarios: Transfers and pay adjustments driven by business restructuring; training, reassignment or dismissal of underperforming employees; department dissolution or corporate relocation.

• Clients: Enterprises undergoing transformation and frequent organizational adjustments, and all enterprises implementing performance appraisal.

2. Core Objectives and Service Value

• Objectives: Ensure corporate exercise of employment autonomy (transfers, dismissals) is fully legitimate and reasonable.

• Value: Empower enterprises to lawfully implement merit-based promotion and removal of underperforming staff, avoiding payment of 2N damages.

3. Service Contents (1) Compliance design of solutions: Review or formulate transfer and pay adjustment plans, Performance Improvement Plan (PIP) schemes. (2) Support for performance systems: Establish legal links between performance indicators and outcome implementation. (3) Communication coaching: Provide standardized negotiation scripts and negotiation support for management communication. (4) Document drafting: Draft and review Transfer Notice, PIP documents and other instruments.

4. Deliverables: Guidelines for Compliant Position Changes, Legal Opinions on Alignment of Performance Systems, Core Legal Document Template Package

(IV) Staff Disciplinary Investigation and Sanction Handling

1. Applicable Scenarios & Target Clients

• Scenarios: Employees engage in serious dereliction of duty, fraud, unapproved absence or other misconduct requiring investigation, disciplinary action or dismissal.

• Clients: All enterprises, especially financial institutions, state-owned enterprises and internet companies with strict anti-corruption requirements.

2. Core Objectives and Service Value

• Objectives: Guide enterprises to conduct investigations, collect evidence and complete statutory procedures to achieve lawful dismissal without compensation liability.

• Value: Avoid 2N compensation, deter misconduct and purify corporate culture.

3. Service Contents (1) Investigation scheme design: Guidance on internal investigations, interview techniques and electronic evidence collection. (2) Completion of evidence chains: Review and organize evidence to form complete evidentiary foundations. (3) Statutory procedural guidance: Advise on trade union notification and hearing employee statements. (4) Legal opinions: Issue authoritative legal opinions confirming the lawfulness of termination decisions.

4. Deliverables: Disciplinary Incident Handling Plan, Evidence List and Evidence Preservation Guidelines, Termination Notice, Legal Opinion on Lawfulness of Sanctions

(V) Work-Related Injury Incident Handling

1. Applicable Scenarios & Target Clients

• Scenarios: Employees suffer work-related injuries or occupational diseases; enterprises lack familiarity with work injury declaration procedures; disputes over recurring injuries or appraisal-related benefits; enterprises aim to mitigate derivative risks such as non-work-related death claims.

• Clients: Manufacturers, logistics firms, construction enterprises, catering and retail businesses with high work injury risks; all employers seeking standardized work injury workflows and cost reduction.

2. Core Objectives and Service Value

• Core Objectives: Ensure full compliance, efficiency and fairness across the entire work injury handling process (from incident occurrence to benefit payment and employee return to work), maximize liability coverage under work injury insurance funds, and prevent enterprises from bearing expenses eligible for fund coverage due to procedural errors.

• Service Value (1) Risk Transfer: Professional procedures ensure timely compensation from insurance funds and directly reduce corporate financial losses. (2) Cost Control: Avoid administrative penalties and self-funded liability caused by delayed declarations; properly manage contentious areas including suspension pay and nursing fees. (3) Labor Relations Stabilization: Fair and compliant handling calms employee emotions, prevents work injury disputes from escalating into major labor conflicts and protects corporate reputation.

3. Service Contents (1) Emergency response guidance for work injuries: Provide immediate handling plans after accidents; advise on site management, medical treatment arrangements and evidence preservation (scene photos, witness statements). (2) Agency for work injury recognition applications: Prepare and submit complete application materials including Work Injury Recognition Application, labor relationship evidence and medical diagnosis certificates within statutory deadlines. (3) Labor capacity appraisal coaching: Guide enterprises and employees to prepare appraisal materials and provide professional forecasts and analysis on appraisal grades. (4) Calculation and application for work injury benefits: Precisely distinguish benefits payable by insurance funds (one-off disability subsidies, medical subsidies) and enterprises (suspension pay, nursing fees); represent clients in claiming benefits from social insurance authorities. (5) Employee return-to-work and labor relations management: Develop legal solutions for post-injury position arrangements, labor contract amendments, termination or expiration to ensure lawful operations and prevent secondary disputes. (6) Representation in work injury disputes: Defend enterprises in administrative reconsideration, administrative litigation or labor arbitration arising from work injury recognition and benefit standard disputes.

4. Deliverables Guidelines for Enterprise Emergency Handling of Work-Related Injury Incidents Complete Work Injury Recognition Application Document Package plus submission vouchers Detailed Calculation Sheet of Work Injury Benefits (separating fund liability and corporate liability) Legal Opinion on Solutions for Return-to-Work or Labor Relations of Injured Employees Case Representation Report (if disputes arise)

(VI) Representation in Labor Dispute Arbitration and Litigation

1. Applicable Scenarios & Target Clients

• Scenarios: Labor disputes have arisen and enterprises receive arbitration applications or court summons.

• Clients: All employers involved in individual or group labor disputes.

2. Core Objectives and Service Value

• Objectives: Resolve disputes efficiently and cost-effectively via negotiation, arbitration and litigation to maximize corporate interests.

• Value: Recover economic losses through sophisticated litigation strategies and safeguard management authority and commercial reputation.

3. Service Contents (1) Case assessment: Issue Case Risk Assessment and Strategy Report. (2) Representation in negotiation and mediation: Negotiate on behalf of enterprises to pursue settlement outcomes. (3) End-to-End Representation: Asset preservation, evidence cross-examination, court arguments and appeals. (4) Mock Arbitration Hearings: Simulate litigation attack and defense strategies for complex cases. (5) Case Review: Issue post-case reports and guide institutional rectification.

4. Deliverables: Case Risk Assessment Report, Arbitration/Litigation Representation Plan, Settlement Agreement, Effective Legal Instruments, Post-Case Review and Rectification Recommendations

III. Interpretation of Core Flowcharts

(I) Unified Service Entry All client demands (consultation, compliance, dispute resolution) are centrally received by specialized labor law teams to guarantee consistent service quality.

(II) Closed-Loop Service Process All services follow the closed-loop logic: Preliminary Diagnosis → Solution Formulation → Implementation → Delivery and Review.

1. Establish contact with clients, preliminarily identify risk priorities, clarify core demands and reach cooperation intentions.

2. Collect comprehensive information, conduct in-depth legal due diligence, accurately identify risks and formulate customized compliance solutions.

3. Guide clients to implement confirmed legal plans, ensure legality and validity of each procedure and preserve supporting evidence.

4. Complete all service deliverables, ensure client teams master follow-up operational points, conduct project reviews and deliver continuous legal risk prevention support.

(III) Service Commitments

1. Specialized Teams: Each project is assigned a lead lawyer to guarantee service depth and quality.

2. Response Timelines: General inquiries responded to within 36 hours; urgent matters (arbitration notices received, serious staff misconduct) responded to within 3 hours.

3. Transparent Process: Clients receive proactive updates on key milestones during service, with procedural documents delivered timely.

4. Continuous Improvement: Optimize service workflows and contents regularly according to client feedback and legislative updates.

(IV) Service Outcomes All service paths generate formal deliverables oriented toward risk resolution. Critically, post-service reviews and rectification are conducted to feed identified risks back into corporate compliance frameworks. This realizes the ultimate service value: resolving one dispute and improving a complete set of policies to support continuous upgrading of enterprise employment compliance systems.

Our service value distribution embodies the philosophy of "prevention over remedy":

• Pre-emptive Prevention (40%): Avoid risks through compliance system development

• In-Process Control (30%): Ensure compliance of specific operations

• Post-Incident Resolution (20%): Handle existing disputes

• System Optimization (10%): Achieve sustained improvement

Section III Termination Stage

I. Introduction of Service Products

II. Service Contents: End-to-End Coverage with Customized Implementation

III. Deliverables: Implementable and Verifiable Standardized Toolkits

IV. Competitive Advantages: Defining Professional Standards through Practical Experience

Section IV Team Introduction

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