4.      BENEFITS.
 
4.1.            Annual Bonus. Subject to the Company's satisfactory annual performance and at the sole discretion of the Company, and subject to satisfactory individual performance appraisal results of the Staff Member, the Staff Member may be paid an annual  bonus payment equal to 1.0 month Salary, which will be paid to qualifying Staff Members in December of each year, and which will be based upon the monthly Basic Salary for December. The Staff Member must be a Staff Member when the annual  bonus is actually paid in order to receive the payment. The bonus, if any, will be pro-rated for Staff Members with less than one complete year of service at the time of payment.
 
Leaves of absence without pay in excess of thirty (30) calendar days will not be counted towards the 13th month salary, and the amount of bonus paid will be reduced on a pro rata basis.
 
4.2.             Public Holiday. The Company recognizes all statutory Chinese public holidays. All Staff Members working on Chinese public holidays will be compensated in accordance with Chinese law.
 
4.3.            Paid Annual Leave.
 
4.3.1.     Number of Days. After completion of the probationary period, paid Annual Leave for all Staff Members will be granted as follows each calendar  year (or pro-rata  for part thereof):
 

Base	Year of Service with the Company	Total Year of Employment	Mandatory Annual   Leave (work days)*	Concessional Annual Leave (work days)*	Total Annual Leave (work days)
Beijing	Less than I year	1-10 years	5	13	18
	2-10 years	1-10 years	5	16	21
	11-20 years	11-20 years	IO	11	21
	More than20 years	More than20 years	15	6	21

飛iandatory Annual Leave is the minimum number of days to which a labourer is entitled under Chinese law. Concessional Annual Leave is additional days which the Company gives to Staff Members. The distinction between Mandatory and Concessional Annual Leaves are relevant only when a Staff Member uses Paternity Leave (Section 4.6) or Matrimonial Leave (Section 4.4) within a 12-month period of taking Annual Leave.
 
Staff Member with question regarding the Annual Leave entitlement should contact the HR Administrator.
 
One working day of Annual Leave shall be deemed to be a period of 8.0 working hours (excluding breaks), and the annual leave policy is based on 5.0 working days per week.
 
Pro ration is calculated on the basis of calendar days: the number of Annual Leave days entitled equals the number of days work with Company / 365 x total number of Annual Leave days entitled, rounded down to the near whole number.
4.3.2.      Calculation of Annual Leave days. The Annual Leave cycle 1s from  1st January to 31st  December each calendar year.  Annual Leave days are accrued on a monthly
QR China Staff Manual as of 9 February 2010           10

basis.    Staff  Members  cannot  take  Annual  Leave  days  in  excess  of  Annual Leave days accrued.  Only work days are considered Annual Leave days.
 
4.3.3.     Use of Annual Leave. Annual Leave must be taken at a time to suit the operational needs of the Company, and where possible, at a time suitable to the Staff Member concerned. The Company reserves the right to direct a Staff Member to use his/her Annual Leave at any time. The Company may request that Staff Members return from Annual Leave at certain times; due to operational demands.
 
Not less than one day and not more than 30 days of Annual Leave days can be taken in one period.
 
4.3.4.      Rollover of Annual Leave Days. Staff members are encouraged to use their Annual Leave days in the year accrued and may only rollover  into the next calendar  year up to 50% of the Annual Leave days accrued in any one calendar  year.  The approved  rolled over un-used annual leave will have to be utilised by 30 June of the following year otherwise it will be forfeited without compensation.
 
4.3.5.     Use of Annual Leave Da s b  New Staff  Members.  A Staff Member  during his first twelve months of placement can only use his/her Annual Leave days after the end of his probation period.
 
4.3.6.      Scheduling of Annual Leave. Annual Leave, for whatever period, must be requested by the Staff Member and authorized by the Company in advance. All department heads must have an Annual Leave plan prepared for their Staff Members at the beginning of each calendar year. Annual Leave is given to Staff Members to rest and recuperate. Once a leave plan is agreed it should adhere to except in exceptional circumstances. Outside of the leave plan, short-term leave (1-3 days) must be applied for at least two (2) working days in advance of the date on which leave is required to commence. Long-term Annual Leave (in excess of 3 days) must be applied for at least one month in advance of the date on  which leave is requested to commence. Where the Company agrees that the application for leave is for an emergency or compassionate reason, then the above notice periods can be waived.
 
4.3.7.      Delay in Return from Annual Leave. Any unauthorised delay to a Staff Member's return to work following Annual Leave will be without pay at China Manager's discretion and subject to disciplinary action should the Company deem it necessary. All managers are required to infom訂he HR Department immediately of any unauthorised delays.
 
4.3.8.      Annual Leave Pay. Annual Leave pay shall be calculated on the basis of the Total Salary.
 
4.3.9.      Annual Leave in Con·unction with Medical Leave/Public Holida s.
 
4.3.9.1.          Medical Leave. A Medical Leave day while the Staff Member is on Annual Leave is considered as an A皿 ual Leave day.
 
4.3.9.2.           Public Holidays. When requesting Annual Leave Public Holidays should not be calculated in the number of days applied for. It is the line manager's responsibility to ensure fair and equitable distribution, throughout the departinent, amongst employees requesting to prefix a Public Holiday to Annual Leave.

 
4.3.10.  A血 ual Leave upon Resi邸 ation.
 
4.3.10.1.       Staff Member's Notice of Resignation. Once a Staff member has given the Company notice of resignation from the Company, the Staff Member may not use his/her Annual Leave without the written consent of the China Manager. Staff Members may not use their Annual Leave as part of their notice period prior to leaving the Company.
 
4.3.10.2.       No Use of Annual Leave to Extend Period of Placement. No Staff Member may attach Annual Leave to the end of their resignation notice period, after the last working day, thus extending their period of employment.
 
4.3.10.3.       No Resignation While on Annual Leave. No resignation will be accepted from a Staff Member who is on their Annual Leave unless the China Manager's written approval is given. Should a Staff Member fail to return from any leave and subsequently tender their resignation while absent, the Company reserves the right to not accept the resignation and terminate for cause the Placement immediately.
 
4.3.11.  Ai ort Passes while on Annual Leave Outside of China. For security reasons and also to reduce the risk of abuse should a loss be incurred, all Staff Members with Airport Passes are required to surrender them to their line managers prior to departing China on leave. The pass will be returned to the individual upon resumption of duty.
 
4.4.            Matrimonial Leave. While in the service of the Company, Staff Members  below the age of 23 (female) or 25 (male) at the time of marriage registration marrying for the first time shall be entitled to 3 calendar days (excluding Public Holidays) of matrimonial leave. During such days of leave, Staff Members shall be entitled to receive Total Salary. Staff Members at or older than the above ages at the time of the first marriage are entitled to 10 calendar days (excluding Public Holidays) of matrimonial leave with Total Salary. The matrimonial leave must be taken within one year after marriage registration, and scheduled at the sole discretion of the Company subject to operational needs. Staff Member who marries for the second or more times shall be entitled only to 3 calendar days (excluding Public Holidays) of matrimonial leave. When applying for matrimonial  leave, the Staff  Member must present a copy of his/her marriage certificate.
 
Staff Members may take additional matrimonial leave days in excess of the above amounts if so entitled by local law. In such event, their accrued and/or future Concessional  Annual  Leave days shall be decreased by the amount of such excess Matrimonial Leave days taken.
 
4.5.            Pregnancy/Maternity Leave.
 
4.5.1.      Basic Maternity Leave. Female Staff Members are entitled to  a  paid  Maternity Leave commencing fifteen (15) calendar days before the Staff Member's confinement for delivery and ending on the date seventy-five (75) calendar days after the actual delivery date.  In addition, the Staff Member shall be entitled to:
 
a.      a further period of fifteen (15) calendar days at the end of the Maternity Leave if the delivery has complications or a caesarean birth is involved; and
b.      a further period of thirty (30) calendar days at the end of the Maternity Leave if one or both of the following conditions are met:

5.      MEDICAL LEAVE AND WORK RELATED INJURY.
 
5.1.            Medical Leave.
 
5.1.1.     Medical Leave. Medical Leave is absences from work resulting from non­ work related injuries, illnesses or other medical conditions.1
 
Staff Members shall notify his/her superior prior to or within one hour of the commencement normal working hours by telephone of an incapacity to work, and  the expected duration of incapacity, and if necessary about all urgent measures of a work-related nature that need to be taken. The Staff Member may only leave a message with a colleague if his/her superior is in a meeting or on duty travel. Should  Staff Members  fall  ill whilst on duty they must personally speak with their manager before departing duty.
 
5.1.1.1.           Medical Leave. When a Public Holiday falls during Medical Leave it will be considered as a Medical Leave.
 
5.1.1.2.           Verification of Sickness. Any Staff Member taking Medical Leave for more than one (1) day must submit to the Company an original doctor's certificate, signed by a licensed medical practitioner from a hospital designated by the Staffing Company, stating the nature of the illness or accident and the presumed duration of absence. If  the  Staff Member is absent beyond the indicated expected date of return, the Staff Member shall provide a new medical certificate to the Company within three (3) days. If the person fails to produce such certificate, an absence from the third working day onwards be without pay, and subject the Staff Member to disciplinary action.
 
In any situation where a Staff Member takes a Medical Leave day, the Company can require an examination by the Company-designated doctor.
 
Any Staff Member falsely taking Medical Leave days must repay any compensation paid out during the absence period, and is liable for further disciplinary action.
 
5.1.1.3.           Payment during Initial Medical Leave. Each Staff Member is allowed to take up to twelve (12) Medical Leave working days in a calendar year with Total  Salary, on a pro rata basis.
 
5.1.1.4.           Payments for Additional Medical Leave. For Medical  Leave beyond 12 days within a calendar year, the Company offers the following entitlements:
 

First 24 calendar days (after initial 12 Medical Leave working days)	50% of Total	Basic Salary
Beyond 24 calendar days but within the Medical Leave  the  Staff  Member   is  entitled   to  under Chinese Law	Paid based Chinese Law	on	the	requirement	of

 
Staff Members with questions about his/her Medical Leave benefits should contact the HR Department.
 
1 For work-related injuries, illness and medical condition see Section 5.2.
QR China Staff Manual as of 9 February 2010

5.1.1.5.           Exceptions to Medical Leave Policy. Exceptions to the Medical Leave Policy set forth in Section 5.1.1.2-5.1.1.3 can be made only with the written approval of the China Manager.
 
5.1.2.     No Staff Concessional Travel Benefits While on Medical Leave. Staff concessional travel benefits cannot be used while on Medical Leave.
 
5.1.3.     Falling Sick While on Annual Leave. If a Staff Member falls ill or becomes injured while on Annual Leave, it is considered Annual Leave and  not  Medical  Leave. Should a Staff Member falls ill at the end of Annual Leave and cannot report to duty on time, he/she must inform their Manager directly and gain approval  for an extension to Annual Leave or, if there is no leave balance, unpaid leave; provided, however, that any  such extended Annual Leave can be converted to Medical Leave upon confirmation of the medical condition by a Company designated medical practitioner. Failure to seek prior approval will lead to disciplinary action.
 
5.2.             Work-Related Injury and Occupational Condition. When a Staff Member is determined by the local labour administrative organization to be suffering from work-related injury or occupational condition, the Company will compensate the Staff Member according  to the relevant laws and regulations.
 

8.      CODE OF ETHICS & STANDARDS OF PROFESSIONAL CONDUCT.
 
Qatar Airways is the national airline of the State of Qatar. Therefore, it is imperative for each Staff Member to embrace the highest level of ethical integrity and conduct themselves with the highest level of professionalism which reflects the values and traditions of the  nation.  The Company believes that ethical and professional conduct is at its strongest when voluntarily embraced and not imposed. At the same time with a view to ensure uniformity in understanding and compliance the Company's Code of Ethics and Standards of Professional Conduct (QR CoE & SoPC) is applied to all Company employees and Staff Members. The Company recognizes that good ethics when published cannot be comprehensive enough; therefore this code will always be a work-in-progress to reflect the evolving risks faced by Staff Members given the nature of the envirorunent.
 
8.1.             Company's Code of Ethics. Each Staff Member shall:
•                    Act with integrity, competence, dignity and in an ethical manner when dealing with the public, customers, suppliers and fellow Staff Member.
•                    Practice and encourage others to practice in a professional and  ethical manner that reflects credit on the Company and on their fellow Staff Member.
•                    Strive to maintain and improve their competence and the competence  of other Staff Member.
•                    Always use reasonable care and exercise independent professional judgment.
•                    Always comply with the employment regulations of the Company.
 
8.2.             Company's  Standards of Professional Conduct
 
8.2.1.     Fundamental Responsibilities.  Staff Member shall:
 
a.      Maintain knowledge of and comply with all applicable laws, rules and regulations of any government and regulatory authority under whose jurisdiction the Staff Member is serving the Company.
b.     Maintain knowledge of and comply with all employee  regulations,  policies and procedures.
c.      Not knowingly participate or assist in any violation of any such laws, rules and regulations.
 
8.2.2.     Relationshi  s with and res  onsibilities to the Com an
 
a.      Responsibilities of supervisors: Staff  Member  with  supervisory responsibilities (regardless of the Staff Member's grade or title) shall exercise reasonable supervision over those subject to their supervision to prevent any violation of applicable laws,  rules  and  regulations.  In doing so, supervisors are required to rely on published policies that policies and procedures cannot address every type of situation and therefore Staff Members are entitled to reply on reasonable procedures designed to prevent such violations.  If in  doubt employees should reply on written or oral communication with their supervisors.
 

b.      Duty to the Company to obtain written consent for  parallel  employment: While in placed with the Company, Staff Members shall not undertake any employment with any other entity other than the Staffing Company. Similarly while placed with the Company, Staff Members shall not  practice independently or as an owner whether total or partial or any entity. The Company defines such employment outside the Company  or  Staffing Company as parallel employment.  Any Staff Member  desiring to be engaged in such parallel employment should obtain written consent from the Company prior to engaging in such parallel employment.
 
8.2.3.     Relationshi  s with and res  onsibilities to customers su liers and the  ublic
 
a.      Reference to Staff Member: Staff Members shall reference their Placement  with the Company only where necessary. Any such reference shall be provided in an accurate, dignified or judicious manner and should be accompanied here required with a brief and accurate explanation of their duties and responsibilities.
 
b.      Misconduct: Staff Members shall not engage in any conduct involving dishonesty, fraud, deceit or misrepresentation or commit any act that  reflects  adversely  on their honesty, trustworthiness or competence whether such conduct is within the scope of their Placement with the Company or outside such scope.
 
c.      Prohibition against plagiarism: Staff Members shall not copy or use in any form any material prepared by another without acknowledging and identifying the name of the author, publisher or source of such material.
 
8.2.4.     Preservation of confidentiality
 
a. Preserving confidential information within the Company: Staff Members  are required to perform their duties by sharing information lawfully in  their  possession with other Staff Members who require such information to complete their scope of work. Staff Member shall preserve the confidentiality of corporate information whether or not such information is indicated to be of a confidential nature by sharing all work related information with other Staff Member only on a need to know basis. To be able to comply with this standard Staff Members are required to keep themselves updated on organizational changes. If in doubt Staff Members should rely on written or oral communication with their supervisors.

information is considered Company confidential as regards 3rd Parties. Only designated officers of the Company are empowered to share any Company information with 3rd Parties by reason of their roles and responsibilities. Officers of the Company are duty bound to obtain this permission from the CEO of the Company in writing before such information can be shared with 3rd Parties.
 
c. Prohibition against information theft : Staff Members shall not copy or use in any manner any material prepared by either themselves or other Staff Members of the Company as part of their Placement with the Company with a view to utilize the material for any purpose other than for performing their Placement with the Company.

 
10           STAFF MEMBERS'WORK  RELATED OBLIGATIONS.
 
10.1       Staff Manual. All Staff Members must comply with the provisions of this Staff Manual, which may be amended from time-to-time after consultation with the Staff Members. The most update version of the Staff Manual is available through the Company's Mediabin secure website and is accessible to all Staff Members upon inputting his/her user name and employee ID number. In addition, each Station  Head should  have an updated  hard copy  of the Staff Manual. It is the obligation of each Staff Member to know the rules set forth in this Manual, as amended from time-to-time.
 
10.2          Staff Member's Obligation to Know Policies and Procedures. It  is  the responsibility of all Staff Members to familiarize themselves at all times of any Company polices and procedures that apply to him 加 r or to his/her job at any time.
 
10.3          Behaviour  at Work.
 
10.3.1    Attitude towards Work. The Company operates within a highly competitive service environment and must be ready to constantly meet the demands of our customers. All Staff Members must contribute to the success of the Company. The business  demands  all Staff Members to be service-minded externally and internally.
 
10.3.2    Team Work. All Staff Members shall show respect to colleagues  and work. The Company requires everyone to cooperate and support each other in their work.
 
10.3.3    Health and Safety. It is the obligation of each Staff Member at all times at work to act in a way to ensure the heath and safety of himself/herself, other Staff Members, Company visitors, customers, and others dealing with the Company.
 
10.3.4    Working Environment. All Staff Members are responsible for keeping a pleasant working environment. It is important  to maintain  workstations  and  public office area in a clean and tidy condition, including, but not limited to, the locker and pantry.
 
10.4          Attendance. Good attendance is an  absolute  job  requirement.  Each  Staff Member must contact his/her respective Manager if he/she is unable to report to work on time or not at all. This must be done as soon as possible before the starting schedule to enable the Manager to make any adjustments in workload within the affected departinent. All Staff Members are expected to be punctual and adhere to their respective department's office/shift hours/rosters. A consistent failure to do so will result in strict disciplinary action being taken by the Company.
 
10.5         Dress Code. As the leading five-star airline, the Company pays  particular  attention to the importance of presenting a well groomed and appropriately attired appearance at all times.
 
10.5.1   Non-uniformed Staff Members.  Non-uniformed  Staff Members are required to maintain a well-groomed appearance. Extreme manifestations of fashion should not be used.  Jeans are not allowed during working hours.

 
11                        RESIGNATION, TERMINATION, RETIREMENT, SUSPENSION.
 
11.1          Resignation by Staff Member.
 
11.1.1   Notice Period. During the probationary period, a Staff Member may  resign from Placement at any time upon three (3) days advanced written notice to the Company. Beyond the probationary period, a Staff Member may resign from placement  or employment at anytime with thirty (30) days advanced written notice to the Company.
 
11.1.2    Notice to Staffing Company. Upon receiving such notice, the Company shall notify the Staffing Company. The Staff Member shall also independently at the same time advice the Staffing Company of his or her resignation.
 
11.1.3   No Resignation While on Leave. No Staff Member may resign while on leave of any sort, including without limitation, Medical Leave, Annual Leave, Maternity Leave, unpaid leave, Paternity Leave or Compassionate Leave.
 
11.2          The Company's Rights to Terminate Staff Members.
 
11 上 1 Termination without Advanced Notice For  Cause  or  Gross  Misconduct. When cause or gross misconduct exists, the Company may dismiss any Staff Member immediately and without prior notice. Cause and gross misconduct shall include, but not be limited to:
•         Theft, fraud and deliberate falsification of records.
•         Fraudulent misuse of the Company's property or name.
•         When an employee is deemed unable to perform their duties correctly,  to the extent that serious unacceptable loss, damage or injury occurs.
•          Serious acts of insubordination - refusal to follow or deliberately act against any reasonable order given by the Company.
•         Serious infringement of work health and safety rules, including failure to report a known serious or contagious disease that may endanger the health of customers or employees, or causing a potential occupational health hazard.
•         Serious breach of confidence or disclosure of Company secrets.
•         Refusing to permit security to carry out an inspection.
•         Verbal or physical abuse to a fellow Staff Members, Company employees or customers.
•         Unauthorized or inappropriate use of Company property, either tangible or intangible.
•          Gammg or providing access to restricted areas.
•         Any serious breach of I.T.'s Security Policy (see QR Intranet for details).
•          Wilful destruction of Company property.
•         Tarnishing the reputation of the Company and/or bringing the Company into disrepute.
•         Fraudulent act, being dishonest or committing a criminal offence against the Company, fellow Staff Members, Company employees or customers.
•          Abuse of position for personal gain (e.g. accepting bribes).
•          Possession of a deadly weapon.
•         Sexual harassment, discrimination, victimization or harassment against customers or fellow Staff Member or employees.

•         Serious or persistent violation of the Company's and/or the Staffing Company's rules or regulations.
•         Serious negligence or any other action by a Staff Member which results in serious economic loss to the Company.
•         Being found guilty of any criminal action.
•         If the Staff Member establishes an employment relationship with another work unit other than the Staffing Company.
•         Falsification of identity/nationality or submitting false certificates or documents.
•         An act, which leads to gross financial loss to the company.
•          Violation of health and safety regulations after being advised.
•         Failure to carry out essential duties after being advised.
•         Being under the influence of drugs during working hours. Assault on any Staff Member or employee of the Company.
•         Excessive absences from work without legitimate reason.
•         Any other reasons as permitted under Chinese law.
 
The Company's rights set forth this Section 11.2.l are in addition the rights and remedies it  has at law, including, without limitation, contract law and tort law.
 
11 立 2 Termination with Advanced Notice. In each of the following situations the Company can terminate the placement or employment of a Staff Member  upon giving not  less than thirty (30) days advanced prior written notice to a Staff Member:
 
•         The Staff Member becomes redundant due to changes in production, technology  or conditions;
•         Because of non-work related injury or sickness, after the Staff Member completes his or her medical treatment period set forth in law, he or she cannot carry out the requirements of his position or any other position to which the Company may transfer him or her;
•         The Staff Member, after training or reassignment by the Company, cannot  carry out the responsibilities of his or her position;
•         After the signing of the Placement Agreement, objective and material changes occur in the conditions forming the basis of said document arise, and the Staff Member and Company cannot agree on a modification of said document; and
•         Any other reason as permitted under Chinese law.
 
11.2.3    Termination within the Probation Period. During  the  probation  period, without prior notification, the Company may terminate the employment or placement as permitted under Chinese law, including, without limitation, if the person in question is found not to satisfy the recruitment criteria.
 
11.2.4   Termination of Labour Contract with Staffin Com an . The Staff Member's Placement Contract will automatically terminate upon his/her termination of his/her labour contract with the Staffing Company.
 
11 上 5 No Waiver. The waiver by the Company of any of its rights under this Section
10.2  shall not be construed as a waiver of any succeeding violation by any Staff Member.

11.3          Retirement. The age of retirement shall be determined by Chinese rules and regulations. Presently, such rules provide that at the end of the calendar year during which a male turns 60 and a female turns 55 (50 for a female without formal university  education),  the Staff Member must retire. The Placement Agreement will end automatically upon the  Staff Member reaching legal retirement age or when the Staff Member starts to receive an old age pension.
 
11.4          Suspension with Pay. Any line manager or higher may suspend  with  pay any  Staff Member whom, in his reasonable discretion, has materially violated any rule or policy  of the Company.
 
11.5          Payment in Lieu  of  Notice.  Upon giving of notice of termination, the Company has the right to require the Staff Member not to come on to any of the premises of the Company and cease his/her job duties, but shall continue to make monthly Total Salary payments.
 
11.6          Conduct After Termination.  After termination  of placement  with  the Company for any reason, the Staff Member shall not for a period of six (6) months:
 
•   Directly or indirectly accept orders from or canvass, solicit or approach or cause to be canvassed or solicited or approached for orders, in respect of any product or services provided by the Company and in which the Company was substantially  involved during his/her employment with the Company and any person, firm or company who or which at the date of termination of placement or in the year prior to that date was a customer of the Company, and with whom the Staff Member had dealings with in the past year.
 
•   Interfere or seek to interfere with the continuation of supplies to the Company, from any supplier who supplier goods or services to the Company in the year prior to the date on which placement was terminated.
 
•   Solicit, interfere or attempt to entice any Staff Member who was placed with the Company on the date of termination of placement, and who was personally known to the Staff Member.

 
12                        LEAVING   EMPLOYMENT/PLACEMENT.
 
12.1          Condition to the Company's Obligation to  Make  Payment  upon  Termination. Upon termination of placement with the Company, any Staff Member who has successfully completed the procedures set forth in Section 12.3 shall receive the payments set forth in Section 12.2.  Such payments shall be paid by the end of the last month of service.
 
12.2          Payment upon Termination.  Staff  Members  who  have  completed  the procedures in Section 11.3 shall be paid as follows.
 
12.2.1 When Termination is for Cause. Notwithstanding any other  term  in  this Manual, Staff Members terminated for cause shall not be entitled to receive  any  compensation or consideration to the extent permitted by Chinese law. The Company's  right to withhold payments in such situations shall not limit the Company's ability to bring any other action against the Staff Member for other damages which the Company may suffer as a result of the Staff Member's actions.
 
12 立 2 Termination during the Probation Period. Staff Members terminated without cause within the probation period shall only be paid for unpaid salary and overtime pay, if  any.
 
12.2.3        Termination   beyond  the Probation  Period. Staff   Members beyond  the probation period terminated without cause shall receive the follow amounts:
 
•          Severance pay.  Severance pay shall be at the rate required by Chinese law.
 
•          Unused Annual Leave and overtime. Staff Members upon termination of employment or placement shall receive cash compensation for outstanding and unused Annual Leave and overtime.
 
12.3          Procedures upon Termination. Staff Member leaving the Placement at  the Company shall undertake the following steps in person:
 
1.      Close and/or cancel the Staff Member's Company e-mail addresses, passwords and other related applications.
 
2.      Return the following items to the Company:
•          Keys to the Company premises.
•          All Company name cards.
•          Keys to desks, cupboards and any other locked or restricted space used by the  Staff Member.
•          The Company identification card.
•          This Manual.
•          Airport passes, if any.
•          Any equipment on loan from the Company, including without limitation books, documents and training material issued to the Staff Member by the Company, mobile phones, computers and other electronic equipment.
•          Where applicable, Company uniform and accessories.

 
3.      Obtain:
 
•          A completed and signed copy of the Employee Clearance Form.
•          A written confirmation by the finance department and secretary certifying that the Staff Member has completed the provisions of steps 1-2 above.