Article 4:
If the employer really needs to lay off staff, it shall proceed in accordance with the following procedures:
1. Explain the situation to the trade union or all employees 30 days in advance, and provide information about production and operation;
2. Put forward a plan for staff reduction, including: The list of retrenched personnel, the time of retrenchment and the implementation steps are in compliance with the economic compensation methods for retrenched personnel as stipulated in laws, regulations and collective contracts.
3. Solicit the opinions of the labor union or all employees on the plan for layoffs, and revise or improve the plan.
4. Report the layoff plan and the opinions of the labor union or all employees to the local labor administrative department, and listen to the opinions of the labor administrative department.
5. The employer shall formally announce the reduction plan, go through the formalities for the termination of the labor contract with the laid-off personnel, pay the economic compensation to the laid-off personnel in accordance with relevant regulations, and issue a reduction certificate.
Article 5:
Employers shall not lay off the following personnel:
1. Those who suffer from occupational diseases or work-related
injuries and are confirmed to have lost or part of their work capacity; 2. Those who are sick or injured within the prescribed medical treatment period.
3. Female employees during pregnancy, childbirth, or breastfeeding.
4. Other circumstances stipulated by laws and administrative regulations.