Neither our law company nor any appropriate law company I am conscious of ever sells China agreement templates. There are many reasons for this. However, it is important that templates surely never paintings for China and that they frequently can be a greater danger than having no settlement.

And yet, our China attorneys are constantly getting asked for “templates” for even exceptionally complicated China deals. We had been asked for joint assignment template agreements, and our reaction to this is how we can even offer you this sort of template except what the terms of that agreement can be.

I suggest we’ve completed joint challenge agreements where our client has contributed 20 million dollars to the common mission. All they wanted out of its far-assured product pricing for the next 15 years, and we have achieved collaborative challenge deals where our purchaser has provided no cash, just generation, and device, and in go back, gets 60 percent ownership of the common challenge and control over pretty much everything it does. Do you truly assume we’ve got a template that covers every contingency?


Your legal professional’s cost is often higher in figuring out what a contract has to say than genuinely drafting it, and the former commonly takes much more time than the latter. Our China Manufacturing Agreements and our China Licensing Agreements are first-rate examples of this, and we get the “template question” a lot on both of those. We are also frequently asked by way of ability and actual clients whethet it might keep the money to have their in-residence attorney or their less-high-priced neighborhood domestic legal professional draft such a settlement firer have my company’s China attorneys use that draft settlement as our template. My answer to that query is typically something just like the following:

We have drafted masses of China licensing and production agreements and don’t use any of them as a “template.” We gather up the records from our customers and discern which of our many contracts, if any, we need to use as a model in developing what’s going to be a new agreement for you. We often pull sections from more than one contract for a brand-new, enormously custom-designed settlement. Our arrangements were particularly drafted for use in China, meaning they’re twin-language agreements with Chinese as the respectable language.

We commonly (however, NOT always) draft them beneath Chinese law. We prepare each provision to benefit you as an overseas employer. This is licensing its services or products in China or having its merchandise synthetic in China. Our current contracts are as close to prepared as you may find. Consequently, it doesn’t make sense to pay another legal professional who knows nothing about Chinese law to create the latest English language agreement in China.

Not handiest might the cash you pay that lawyer visit waste. Still, my law firm’s prices would increase because instead of starting with our personal Chinese and English contracts as fashions, we would be beginning with an English language agreement to no longer be near what makes the experience for what you’re looking to do in China.

We would revise almost every provision in the contract you provide us to make it China-suitable, and it’d possibly take us twice as much time to do that than for us to use our very own previously drafted contracts as the muse for yours. Having a not unusual law settlement [China is a civil law system] based totally on a noticeably idealized and impractical American/European exercise with no applicability or use in China is not beneficial to us.

China employment documents provide every other right instance wherein templates fall short. We are regularly requested to draft China employment contracts for China WFOEs and China Joint Ventures. Our first response is to ask the purchaser whether their Chinese entity already has a set of Rules and Regulations (now and again known as the company manual or employee handbook). If the solution to that question is sure, our lawyers will use those Rules to determine what must go into the employment contracts.

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If the patron does not have any Rules and Regulations, our reaction is to say that we can not draft the employment contracts status by myself; we want to prepare both the employment contracts and a hard list of Rules and Regulations (and now and then more). Our reasoning on this is three-fold. Nearly all locales in China now require employers to have Rules and Regulations, specifically those with more than a handful of foreign groups.

Two, having an employment settlement without any Rules and Regulations is like having a vehicle without an engine; it just doesn’t paint. Without such Rules and Regulations, you cannot discipline or terminate your personnel. You are a tremendous threat to your employment guidelines and decisions, being fodder for worker-business enterprise disputes. The 0.33 reason is each more personal and selfish: we do not want our regulation company’s call associated with a drawing close disaster. This 1/3 purpose is also why top law firms do not sell templates.

After we explain the want for Employer Rules and Regulations, the customer will sometimes request that we use our “version Rules and Regulations to hold fees down.” Again, we ought to explain why we haven’t any such version and why this type of version can never work. Our traditional response is something like the following:

Your Employer’s Rules and Regulations must suit what you are doing in China and where you are doing it. This method of providing you with Rules and Regulations is a good way to work; we should acquire all varieties of information before we even begin. If you are a manufacturing unit in Qingdao, can we not even use the Rules and Regulations we did for an accounting company in Qingdao months in the past?

Nor can we use the Rules and Regulations we did for a factory in Suzhou three months earlier. We cannot even use the Rules and Regulations we did for a factory in Yantai 6 days ago because Yantai and Qingdao are inside identical provinces; their employment legal guidelines and practices do not align. And that factory in Yantai became truly tough on its employees, and I keep in mind that it’s crucial to you to be regarded as a first-rate business enterprise.