If you are nearing the end of your negotiations with your employee, you should inform the staff member that you are providing a written agreement containing all the agreed terms that the employee can verify and sign. Finally, make sure that both parties execute the entire agreement, and then make sure that you meet your obligations under the agreement. B, such as wiring the employee`s full allowance. Keep an original copy of the agreement executed entirely for your recordings. They must also fulfil all their other obligations regarding the employee`s departure, such as the transfer of the worker`s social security.B. Do not ignore the formal mutual termination agreement simply because the employee you are terminating is in a “special” status. For example, even if the employee is on parole as long as it is a mutual dismissal, you should make a written dismissal with that employee. Just because the trial/employment period is short doesn`t mean you shouldn`t properly manage the layoff. You should document ALL employee layoffs in writing How, as an employer, should you make a mutual dismissal? You initiated the process by creating an initial amount of severance pay and a list of all the additional issues that need to be resolved with the employee. You then ask the employee if they would accept a constructive dismissal with the conditions you are proposing, including appropriate severance pay. In our experience, Chinese employees will generally accept mutual dismissal because they prefer to obtain a quick payment for many months of litigation. Normally, we suggest that our clients talk to the employee themselves in the initial phase (with our work lawyers who coach them in the background).
It can often be a mistake for an employer to hire its lawyers too early in the termination negotiations, as this can make things more confrontational and signal to the worker that the amounts involved may be higher than what he or she had originally acknowledged. Do not treat the mutual termination agreement as a “simple formality” as this document is the key to your protection. It should be in Chinese as the official language (preferably with English for you) and you, as an employer, should know exactly what it says and agree with all its conditions. It is customary for Chinese employees “only as a formality” to develop agreements only for the Chinese and try to get you to sign this. These redundancy contracts, drawn up by the workers, almost never protect the employer and often lead to the employee returning to the employer a few weeks later for more money. We asked H. G. Khodzhibagiyan commented briefly on the Institute`s media meeting: “We began attracting Chinese institutes and universities to the NICA project in 2013, when G. V.
Trubnikov and I first visited the Hefei Plasma Physics Institute to discuss superconducting current conductors for superconducting magnets test benches. In meetings and negotiations with Chinese colleagues, it became clear that Chinese scientists were very interested in the NICA project and that we could work together in other areas. In 2017, a joint Russian-Chinese expert group was set up to select the sub-projects of the MEGA NICA project, which was of greatest interest to the Chinese party. Following several meetings of this working group in China and Dubna, eight projects were approved and the approximate financial needs for their implementation were estimated. This year, on 26 August, an agreement on China`s participation in NICA was signed, which today allowed the financing volume of each project to be specified on the basis of the results of the subcommittee meeting. Do not give your employee a mutual termination agreement until you have contacted the employee about the termination and agree on the issues.