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jurisdictions, this dataset organizes contract text, relevant labor laws and regulations, mandatory disclosure requirements, and compliance review questions. It annotates jurisdictional context, contract clauses, compliance findings, and legal authorities, with retrieval queries and evidence links to help systems find rules and source evidence relevant to specific clauses. It supports legal RAG retrieval, contract review assistance, and cross-jurisdiction compliance analysis.\u003C\u002Fp>","2026-10-16 11:48:57","2026-10-19 17:19:57","0.00",0,5000,"employment contract compliance dataset,cross-jurisdiction legal retrieval,employment contract review,legal RAG dataset,labor law matching,contract clause analysis,legal evidence linking,compliance review data","Cross-jurisdiction employment contract data linking clauses, legal authorities, and review questions for legal RAG retrieval and traceable contract review.","JSON","0.4GB","employment contract compliance, cross-jurisdiction labor law review, legal authority retrieval","legal document retrieval, clause-to-authority matching, compliance evidence retrieval","V1.0","rivo\u002Fsample-packages\u002F87f24b36-7af6-48e6-9d85-f24645f5746c\u002F20261016.zip",[583,588,594,600,605,610,615,620,625,630,635,640],{"id":572,"name":584,"field":585,"intro":586,"type":587},"File Name","file_name","File name","string",{"id":589,"name":590,"field":591,"intro":592,"type":593},9445,"Overall Compliance Status","is_compliant","An overall compliance determination for the sample based on its annotated contract clauses and legal authorities.","boolean",{"id":595,"name":596,"field":597,"intro":598,"type":599},9446,"Contract Evidence and Legal Authority Links","evidence_links","Traceable links among contract clauses, compliance findings, and legal authorities to support RAG retrieval and review explanations.","array",{"id":601,"name":602,"field":603,"intro":604,"type":587},9447,"Compliance Review Summary","review_summary","A consolidated summary of the main compliance conclusions, risk points, and applicable legal authorities for the employment contract sample.",{"id":606,"name":607,"field":608,"intro":609,"type":599},9448,"Legal Citations","legal_citations","Statutory provisions, official guidance, and other authoritative sources associated with contract clauses or compliance findings.",{"id":611,"name":612,"field":613,"intro":614,"type":587},9449,"Normalized Retrieval Query","retrieval_query","A query generated from the jurisdiction, contract clauses, compliance findings, and legal requirements to retrieve relevant rules and evidence in a RAG system.",{"id":616,"name":617,"field":618,"intro":619,"type":599},9450,"Segmented Contract Clauses","contract_clauses","Searchable contract clauses segmented and normalized from the original employment contract.",{"id":621,"name":622,"field":623,"intro":624,"type":587},9451,"Original Employment Contract Text","raw_contract_text","The source text of the employment contract under review, preserving its original clauses and wording.",{"id":626,"name":627,"field":628,"intro":629,"type":587},9452,"Original Legal Materials","raw_legal_material","Source text of laws, regulations, administrative rules, mandatory disclosure requirements, or official interpretations relevant to the contract's jurisdiction.",{"id":631,"name":632,"field":633,"intro":634,"type":599},9453,"Compliance Findings","compliance_findings","Compliance issues identified from the contract clauses and applicable legal requirements, including risk levels and analysis conclusions.",{"id":636,"name":637,"field":638,"intro":639,"type":587},9454,"Original Review Question","raw_review_question","The original question, retrieval intent, or compliance check requirement used to review the employment contract.",{"id":641,"name":642,"field":643,"intro":644,"type":645},9455,"Jurisdiction and Applicable Context","jurisdiction_context","Jurisdiction, governing law, and employment relationship context extracted from the contract and legal materials.","object",[647,651,655,659],{"id":648,"question":649,"answer":650},6585,"What does the dataset contain?","It includes employment contract text, related legal materials, and review questions, along with structured jurisdictional context, clause segments, compliance findings, legal citations, evidence links, normalized retrieval queries, and review summaries.",{"id":652,"question":653,"answer":654},6586,"Which tasks is the dataset suited for?","It can support legal RAG retrieval, matching labor law provisions to contract clauses, tracing contract evidence, identifying compliance issues, and assisting with employment contract review. It can also be used to evaluate related retrieval and compliance question-answering workflows.",{"id":656,"question":657,"answer":658},6587,"How can users assess data quality and jurisdictional fit?","Samples include jurisdictional context, legal citations, and links between contract evidence and legal authorities, making it easier to verify the underlying materials. Before use, check the target jurisdiction, the currency of legal sources, and the requirements of the specific use case. The dataset does not replace professional legal advice.",{"id":660,"question":661,"answer":662},6588,"How can the dataset be obtained, and what are the licensing terms?","Refer to the product page for the available access method, license scope, and usage restrictions. Before deployment or redistribution, confirm that you have the necessary rights to use the contract text and legal materials, and comply with applicable privacy, confidentiality, and data protection requirements.",[664,683,698],{"id":665,"relate_table":666,"relate_id":667,"file_size":572,"file_name":668,"path":8,"duration":572,"cate":483,"file_format":669,"audio_rate":8,"audio_channel":522,"audio_bit_depth":522,"quality":8,"annotation":670,"cate_name":671,"is_compliant":672,"evidence_links":673,"review_summary":674,"legal_citations":675,"retrieval_query":676,"contract_clauses":677,"raw_contract_text":678,"raw_legal_material":679,"compliance_findings":680,"raw_review_question":681,"jurisdiction_context":682},15249,"union_cubo",1047447185,"样例_3.json","json","{\"is_compliant\": \"false\", \"evidence_links\": \"[{\\\"clause_reference\\\": \\\"C1\\\", \\\"citation_reference\\\": \\\"L1\\\", \\\"relation\\\": \\\"Supplemental\\\", \\\"evidence_text\\\": \\\"C1 confirms that the employee works five days per week, providing the factual basis for converting the statutory weekly standard into the usual 28 working days.\\\"}, {\\\"clause_reference\\\": \\\"C1\\\", \\\"citation_reference\\\": \\\"L2\\\", \\\"relation\\\": \\\"Supplemental\\\", \\\"evidence_text\\\": \\\"C1's five-day working pattern and the additional 1.6 weeks entitlement in L2 together constitute the usual minimum annual standard of 5.6 weeks.\\\"}, {\\\"clause_reference\\\": \\\"C3\\\", \\\"citation_reference\\\": \\\"L1\\\", \\\"relation\\\": \\\"Violation\\\", \\\"evidence_text\\\": \\\"The 20 working days provided in C3 include bank holidays but are below the four-week basic annual leave and applicable total requirement under L1.\\\"}, {\\\"clause_reference\\\": \\\"C3\\\", \\\"citation_reference\\\": \\\"L2\\\", \\\"relation\\\": \\\"Violation\\\", \\\"evidence_text\\\": \\\"C3 does not provide the additional 1.6 weeks of annual leave required by L2; counting bank holidays toward the 20-day total cannot eliminate that shortfall.\\\"}]\", \"review_summary\": \"This contract applies to a full-time employee working five days per week in London, United Kingdom. C3 limits total annual leave, including bank holidays, to 20 working days, whereas a standard five-day working week generally corresponds to a statutory minimum of 28 working days of annual leave per year. Bank holidays may be counted toward the statutory total, but that cannot make a 20-day stipulation below the minimum standard compliant. Overall, it is non-compliant; total annual leave should be increased to no less than the applicable statutory standard, and it should be clarified whether bank holidays count toward that total.\", \"legal_citations\": \"[{\\\"citation_reference\\\": \\\"L1\\\", \\\"source_title\\\": \\\"Working Time Regulations 1998\\\", \\\"provision\\\": \\\"Regulation 13\\\", \\\"quoted_rule\\\": \\\"A worker is entitled to four weeks’ basic annual leave in each leave year, subject to the Regulations.\\\", \\\"applicability\\\": \\\"Applies to employment relationships in the United Kingdom, including London, and is part of the minimum annual leave standard in C3.\\\"}, {\\\"citation_reference\\\": \\\"L2\\\", \\\"source_title\\\": \\\"Working Time Regulations 1998\\\", \\\"provision\\\": \\\"Regulation 13A\\\", \\\"quoted_rule\\\": \\\"A worker is entitled to an additional 1.6 weeks’ annual leave in each leave year, subject to the statutory rules and limits.\\\", \\\"applicability\\\": \\\"Together with L1, forms what is commonly called 5.6 weeks of statutory annual leave; because C1 is a five-day working pattern, this generally corresponds to 28 working days per year.\\\"}]\", \"retrieval_query\": \"UK England five-day full-time employee annual leave 20 working days inclusive of bank holidays statutory 5.6 weeks 28 days Working Time Regulations 1998 regulations 13 and 13A\", \"contract_clauses\": \"[{\\\"clause_reference\\\": \\\"C1\\\", \\\"clause_topic\\\": \\\"Employment relationship and working pattern\\\", \\\"clause_text\\\": \\\"The Employee is engaged as a full-time Marketing Manager in London under an indefinite employment contract. The normal working pattern is five days per week, eight hours per day.\\\", \\\"normalized_obligation\\\": \\\"The employer establishes a full-time indefinite employment relationship with the employee in London, and the employee normally works five days per week.\\\"}, {\\\"clause_reference\\\": \\\"C2\\\", \\\"clause_topic\\\": \\\"Wages\\\", \\\"clause_text\\\": \\\"The Employee will receive a salary of GBP 42,000 per year, paid monthly.\\\", \\\"normalized_obligation\\\": \\\"The employer pays the employee an annual salary of GBP 42,000 on a monthly basis.\\\"}, {\\\"clause_reference\\\": \\\"C3\\\", \\\"clause_topic\\\": \\\"Annual leave\\\", \\\"clause_text\\\": \\\"The Employee is entitled to 20 working days of annual leave per holiday year, inclusive of all bank and public holidays. No additional holiday will be provided for bank holidays.\\\", \\\"normalized_obligation\\\": \\\"The employer limits the employee's total paid annual leave, including bank holidays, to 20 working days per year.\\\"}]\", \"raw_contract_text\": \"[Clause 1] The Employee is engaged as a full-time Marketing Manager in London under an indefinite employment contract. The normal working pattern is five days per week, eight hours per day. [Clause 2] The Employee will receive a salary of GBP 42,000 per year, paid monthly. [Clause 3] The Employee is entitled to 20 working days of annual leave per holiday year, inclusive of all bank and public holidays. No additional holiday will be provided for bank holidays. [Clause 4] The Employee must give one month’s notice to terminate the employment. The employer’s notice rights are governed by applicable law.\", \"raw_legal_material\": \"Under the Working Time Regulations 1998, regulation 13 provides a worker with four weeks’ basic annual leave in each leave year, and regulation 13A provides an additional 1.6 weeks’ leave, subject to the statutory rules and the applicable cap for a standard five-day worker. The statutory entitlement is commonly expressed as 5.6 weeks per year, or 28 days for a worker who works five days each week. Bank and public holidays may be included within the statutory entitlement, but counting them does not reduce the total statutory entitlement below the applicable minimum.\", \"compliance_findings\": \"[{\\\"finding_reference\\\": \\\"F1\\\", \\\"issue_type\\\": \\\"Below statutory standard\\\", \\\"severity\\\": \\\"High\\\", \\\"compliance_status\\\": \\\"Non-compliant\\\", \\\"contract_evidence\\\": \\\"C1 provides that the employee works five days per week; C3 provides that total annual leave is 20 working days and includes all bank and public holidays.\\\", \\\"legal_requirement\\\": \\\"An employee on a standard five-day working week generally is entitled to 5.6 weeks of statutory annual leave per year, i.e., 28 working days; bank holidays may be included in that total but may not cause the total to fall below the statutory minimum.\\\", \\\"analysis_rationale\\\": \\\"C3 provides only 20 working days including bank holidays, fewer than the statutory minimum total of 28 working days corresponding to a five-day working week. Including bank holidays in the total may itself be lawful, but it cannot make up for the shortfall in total days.\\\"}]\", \"raw_review_question\": \"For a full-time employee working five days per week in England, is an annual leave entitlement of 20 working days inclusive of bank and public holidays sufficient under the Working Time Regulations 1998?\", \"jurisdiction_context\": \"{\\\"jurisdiction\\\": \\\"England, United Kingdom, with workplace in London\\\", \\\"governing_law\\\": \\\"Working Time Regulations 1998 and employment law applicable in the United Kingdom\\\", \\\"employment_category\\\": \\\"Full-time indefinite employee\\\", \\\"language\\\": \\\"English\\\"}\"}","文本","false","[{\"clause_reference\": \"C1\", \"citation_reference\": \"L1\", \"relation\": \"Supplemental\", \"evidence_text\": \"C1 confirms that the employee works five days per week, providing the factual basis for converting the statutory weekly standard into the usual 28 working days.\"}, {\"clause_reference\": \"C1\", \"citation_reference\": \"L2\", \"relation\": \"Supplemental\", \"evidence_text\": \"C1's five-day working pattern and the additional 1.6 weeks entitlement in L2 together constitute the usual minimum annual standard of 5.6 weeks.\"}, {\"clause_reference\": \"C3\", \"citation_reference\": \"L1\", \"relation\": \"Violation\", \"evidence_text\": \"The 20 working days provided in C3 include bank holidays but are below the four-week basic annual leave and applicable total requirement under L1.\"}, {\"clause_reference\": \"C3\", \"citation_reference\": \"L2\", \"relation\": \"Violation\", \"evidence_text\": \"C3 does not provide the additional 1.6 weeks of annual leave required by L2; counting bank holidays toward the 20-day total cannot eliminate that shortfall.\"}]","This contract applies to a full-time employee working five days per week in London, United Kingdom. C3 limits total annual leave, including bank holidays, to 20 working days, whereas a standard five-day working week generally corresponds to a statutory minimum of 28 working days of annual leave per year. Bank holidays may be counted toward the statutory total, but that cannot make a 20-day stipulation below the minimum standard compliant. Overall, it is non-compliant; total annual leave should be increased to no less than the applicable statutory standard, and it should be clarified whether bank holidays count toward that total.","[{\"citation_reference\": \"L1\", \"source_title\": \"Working Time Regulations 1998\", \"provision\": \"Regulation 13\", \"quoted_rule\": \"A worker is entitled to four weeks’ basic annual leave in each leave year, subject to the Regulations.\", \"applicability\": \"Applies to employment relationships in the United Kingdom, including London, and is part of the minimum annual leave standard in C3.\"}, {\"citation_reference\": \"L2\", \"source_title\": \"Working Time Regulations 1998\", \"provision\": \"Regulation 13A\", \"quoted_rule\": \"A worker is entitled to an additional 1.6 weeks’ annual leave in each leave year, subject to the statutory rules and limits.\", \"applicability\": \"Together with L1, forms what is commonly called 5.6 weeks of statutory annual leave; because C1 is a five-day working pattern, this generally corresponds to 28 working days per year.\"}]","UK England five-day full-time employee annual leave 20 working days inclusive of bank holidays statutory 5.6 weeks 28 days Working Time Regulations 1998 regulations 13 and 13A","[{\"clause_reference\": \"C1\", \"clause_topic\": \"Employment relationship and working pattern\", \"clause_text\": \"The Employee is engaged as a full-time Marketing Manager in London under an indefinite employment contract. The normal working pattern is five days per week, eight hours per day.\", \"normalized_obligation\": \"The employer establishes a full-time indefinite employment relationship with the employee in London, and the employee normally works five days per week.\"}, {\"clause_reference\": \"C2\", \"clause_topic\": \"Wages\", \"clause_text\": \"The Employee will receive a salary of GBP 42,000 per year, paid monthly.\", \"normalized_obligation\": \"The employer pays the employee an annual salary of GBP 42,000 on a monthly basis.\"}, {\"clause_reference\": \"C3\", \"clause_topic\": \"Annual leave\", \"clause_text\": \"The Employee is entitled to 20 working days of annual leave per holiday year, inclusive of all bank and public holidays. No additional holiday will be provided for bank holidays.\", \"normalized_obligation\": \"The employer limits the employee's total paid annual leave, including bank holidays, to 20 working days per year.\"}]","[Clause 1] The Employee is engaged as a full-time Marketing Manager in London under an indefinite employment contract. The normal working pattern is five days per week, eight hours per day. [Clause 2] The Employee will receive a salary of GBP 42,000 per year, paid monthly. [Clause 3] The Employee is entitled to 20 working days of annual leave per holiday year, inclusive of all bank and public holidays. No additional holiday will be provided for bank holidays. [Clause 4] The Employee must give one month’s notice to terminate the employment. The employer’s notice rights are governed by applicable law.","Under the Working Time Regulations 1998, regulation 13 provides a worker with four weeks’ basic annual leave in each leave year, and regulation 13A provides an additional 1.6 weeks’ leave, subject to the statutory rules and the applicable cap for a standard five-day worker. The statutory entitlement is commonly expressed as 5.6 weeks per year, or 28 days for a worker who works five days each week. Bank and public holidays may be included within the statutory entitlement, but counting them does not reduce the total statutory entitlement below the applicable minimum.","[{\"finding_reference\": \"F1\", \"issue_type\": \"Below statutory standard\", \"severity\": \"High\", \"compliance_status\": \"Non-compliant\", \"contract_evidence\": \"C1 provides that the employee works five days per week; C3 provides that total annual leave is 20 working days and includes all bank and public holidays.\", \"legal_requirement\": \"An employee on a standard five-day working week generally is entitled to 5.6 weeks of statutory annual leave per year, i.e., 28 working days; bank holidays may be included in that total but may not cause the total to fall below the statutory minimum.\", \"analysis_rationale\": \"C3 provides only 20 working days including bank holidays, fewer than the statutory minimum total of 28 working days corresponding to a five-day working week. Including bank holidays in the total may itself be lawful, but it cannot make up for the shortfall in total days.\"}]","For a full-time employee working five days per week in England, is an annual leave entitlement of 20 working days inclusive of bank and public holidays sufficient under the Working Time Regulations 1998?","{\"jurisdiction\": \"England, United Kingdom, with workplace in London\", \"governing_law\": \"Working Time Regulations 1998 and employment law applicable in the United Kingdom\", \"employment_category\": \"Full-time indefinite employee\", \"language\": \"English\"}",{"id":684,"relate_table":666,"relate_id":685,"file_size":572,"file_name":686,"path":8,"duration":572,"cate":483,"file_format":669,"audio_rate":8,"audio_channel":522,"audio_bit_depth":522,"quality":8,"annotation":687,"cate_name":671,"is_compliant":672,"evidence_links":688,"review_summary":689,"legal_citations":690,"retrieval_query":691,"contract_clauses":692,"raw_contract_text":693,"raw_legal_material":694,"compliance_findings":695,"raw_review_question":696,"jurisdiction_context":697},15248,695117977,"样例_2.json","{\"is_compliant\": \"false\", \"evidence_links\": \"[{\\\"clause_reference\\\": \\\"C1\\\", \\\"citation_reference\\\": \\\"L1\\\", \\\"relation\\\": \\\"Supplemental\\\", \\\"evidence_text\\\": \\\"C1's non-exempt classification determines that the employee is generally protected by the overtime rules in L1.\\\"}, {\\\"clause_reference\\\": \\\"C2\\\", \\\"citation_reference\\\": \\\"L1\\\", \\\"relation\\\": \\\"Violation\\\", \\\"evidence_text\\\": \\\"C2 limits actual overtime worked without prior approval to regular wages, which cannot exclude the statutory overtime wages required by L1.\\\"}, {\\\"clause_reference\\\": \\\"C3\\\", \\\"citation_reference\\\": \\\"L2\\\", \\\"relation\\\": \\\"Violation\\\", \\\"evidence_text\\\": \\\"C3 establishes a blanket waiver of all meal periods, whereas L2 permits waiver only under specific working-hour and statutory conditions.\\\"}, {\\\"clause_reference\\\": \\\"C3\\\", \\\"citation_reference\\\": \\\"L3\\\", \\\"relation\\\": \\\"Violation\\\", \\\"evidence_text\\\": \\\"C3 permits an entire shift without an uninterrupted meal break and waives all rest periods, conflicting with the requirement in L3 that an employee not be required to work during a required rest period.\\\"}]\", \"review_summary\": \"This contract expressly classifies the employee as a California non-exempt employee. C2's prior approval requirement may serve as an internal management rule, but it cannot cause actual statutory overtime to be paid at the regular rate only, so it is a high-risk non-compliance. C3 makes a blanket waiver of meal and rest periods and permits an entire shift without an uninterrupted meal period, exceeding the conditional waiver scope permitted by California law. Overall, it is non-compliant; the language excluding statutory overtime pay should be deleted, and meal and rest periods should be scheduled according to applicable working hours.\", \"legal_citations\": \"[{\\\"citation_reference\\\": \\\"L1\\\", \\\"source_title\\\": \\\"California Labor Code\\\", \\\"provision\\\": \\\"Section 510\\\", \\\"quoted_rule\\\": \\\"Hours worked beyond the statutory daily or weekly thresholds by a non-exempt employee generally require payment at the applicable overtime rate, including time-and-one-half in the ordinary overtime ranges described by the statute.\\\", \\\"applicability\\\": \\\"Applies to the California non-exempt employee confirmed in C1 and directly governs the arrangement in C2 that unapproved overtime is paid at the regular rate only.\\\"}, {\\\"citation_reference\\\": \\\"L2\\\", \\\"source_title\\\": \\\"California Labor Code\\\", \\\"provision\\\": \\\"Section 512\\\", \\\"quoted_rule\\\": \\\"A non-exempt employee who works more than five hours in a workday is generally entitled to a meal period of at least thirty minutes, subject to the statutory conditions for a valid waiver and other exceptions.\\\", \\\"applicability\\\": \\\"Applies to the non-exempt employee described in C1; the blanket waiver in C3 does not comply with the conditional waiver framework under this section.\\\"}, {\\\"citation_reference\\\": \\\"L3\\\", \\\"source_title\\\": \\\"California Labor Code section 226.7 and applicable IWC Wage Order\\\", \\\"provision\\\": \\\"Section 226.7; applicable Wage Order provisions on rest periods\\\", \\\"quoted_rule\\\": \\\"An employer may not require an employee to work during a required meal or rest period and must provide applicable rest periods to non-exempt employees.\\\", \\\"applicability\\\": \\\"Applies to statutory rest and recovery time for California non-exempt employees and further shows that C3 cannot comprehensively exclude rest based on busy business.\\\"}]\", \"retrieval_query\": \"California non-exempt employee overtime prior approval policy regular rate only Labor Code section 510 meal period blanket waiver section 512 rest period section 226.7 IWC Wage Order\", \"contract_clauses\": \"[{\\\"clause_reference\\\": \\\"C1\\\", \\\"clause_topic\\\": \\\"Employment classification and wages\\\", \\\"clause_text\\\": \\\"The employee is hired in California as a full-time, non-exempt Customer Support Specialist at USD 24.50 per hour.\\\", \\\"normalized_obligation\\\": \\\"The employer classifies the employee as a full-time non-exempt hourly worker in California and pays regular wages at USD 24.50 per hour.\\\"}, {\\\"clause_reference\\\": \\\"C2\\\", \\\"clause_topic\\\": \\\"Overtime wages\\\", \\\"clause_text\\\": \\\"Overtime work must be approved in writing in advance. The employee agrees that hours worked without prior approval will be paid at the regular rate only and will not qualify for an overtime premium.\\\", \\\"normalized_obligation\\\": \\\"The employer requires prior written approval for overtime and seeks to exclude hours actually worked without approval from the statutory overtime premium.\\\"}, {\\\"clause_reference\\\": \\\"C3\\\", \\\"clause_topic\\\": \\\"Meal and rest periods\\\", \\\"clause_text\\\": \\\"The employee waives all meal periods and rest periods whenever business volume is high. The employee may be required to work an entire shift without an uninterrupted meal break.\\\", \\\"normalized_obligation\\\": \\\"The employer seeks to obtain a blanket waiver of all meal and rest periods when business is busy and to permit requiring the employee to work an entire shift without an uninterrupted meal period.\\\"}]\", \"raw_contract_text\": \"[Clause 1] The employee is hired in California as a full-time, non-exempt Customer Support Specialist at USD 24.50 per hour. [Clause 2] The regular schedule is 40 hours per week. Overtime work must be approved in writing in advance. The employee agrees that hours worked without prior approval will be paid at the regular rate only and will not qualify for an overtime premium. [Clause 3] The employee waives all meal periods and rest periods whenever business volume is high. The employee may be required to work an entire shift without an uninterrupted meal break. [Clause 4] The employer will maintain payroll records and pay wages according to applicable law.\", \"raw_legal_material\": \"California Labor Code section 510 generally requires one and one-half times the regular rate for hours worked over eight in a workday or over forty in a workweek, subject to statutory rules and exemptions; an employer policy requiring advance approval does not eliminate the duty to pay legally required overtime for work the employer knew or should have known was performed. California Labor Code section 512 generally requires a non-exempt employee who works more than five hours in a workday to receive a meal period of at least thirty minutes, subject to statutory waiver conditions; a blanket waiver is not valid for a longer workday merely because workload is high. California Labor Code section 226.7 and applicable Industrial Welfare Commission Wage Orders prohibit requiring work during required meal or rest periods and require applicable rest periods for non-exempt employees.\", \"compliance_findings\": \"[{\\\"finding_reference\\\": \\\"F1\\\", \\\"issue_type\\\": \\\"Below statutory standard\\\", \\\"severity\\\": \\\"High\\\", \\\"compliance_status\\\": \\\"Non-compliant\\\", \\\"contract_evidence\\\": \\\"C1 expressly classifies the employee as non-exempt; C2 provides that overtime without prior written approval is paid at the regular rate only.\\\", \\\"legal_requirement\\\": \\\"Overtime hours lawfully worked by a non-exempt employee generally must be paid at the applicable overtime rate; a prior approval policy cannot relieve an employer of the obligation to pay statutory overtime wages for hours it knows or should know were actually worked.\\\", \\\"analysis_rationale\\\": \\\"C2 may serve as an internal approval and discipline management rule, but it cannot deprive a non-exempt employee of the statutory wage right for actual overtime hours. If the employee actually works beyond the applicable daily or weekly threshold, the contract's regular-rate payment provision conflicts with the statutory overtime standard.\\\"}, {\\\"finding_reference\\\": \\\"F2\\\", \\\"issue_type\\\": \\\"Invalid stipulation\\\", \\\"severity\\\": \\\"High\\\", \\\"compliance_status\\\": \\\"Non-compliant\\\", \\\"contract_evidence\\\": \\\"C3 permits waiver of all meal and rest periods when business is busy and permits working an entire shift without an uninterrupted meal break.\\\", \\\"legal_requirement\\\": \\\"A non-exempt employee who works beyond the statutory working-hour threshold generally should receive a statutory meal period; rest periods and meal periods cannot be excluded together through an unconditional blanket waiver provision.\\\", \\\"analysis_rationale\\\": \\\"C1 confirms the employee is non-exempt, but C3 establishes a comprehensive waiver not subject to working-hour limits or statutory waiver conditions. Busy business is not a reason that automatically eliminates meal and rest arrangements, so the clause is non-compliant at least for workdays to which statutory rest provisions apply.\\\"}]\", \"raw_review_question\": \"For a non-exempt California employee, do the advance-approval rule for overtime and the blanket waiver of meal and rest periods comply with California requirements?\", \"jurisdiction_context\": \"{\\\"jurisdiction\\\": \\\"California, United States\\\", \\\"governing_law\\\": \\\"California Labor Code, applicable Industrial Welfare Commission Wage Order, and relevant federal labor standards\\\", \\\"employment_category\\\": \\\"Full-time non-exempt employee, indefinite employment\\\", \\\"language\\\": \\\"English\\\"}\"}","[{\"clause_reference\": \"C1\", \"citation_reference\": \"L1\", \"relation\": \"Supplemental\", \"evidence_text\": \"C1's non-exempt classification determines that the employee is generally protected by the overtime rules in L1.\"}, {\"clause_reference\": \"C2\", \"citation_reference\": \"L1\", \"relation\": \"Violation\", \"evidence_text\": \"C2 limits actual overtime worked without prior approval to regular wages, which cannot exclude the statutory overtime wages required by L1.\"}, {\"clause_reference\": \"C3\", \"citation_reference\": \"L2\", \"relation\": \"Violation\", \"evidence_text\": \"C3 establishes a blanket waiver of all meal periods, whereas L2 permits waiver only under specific working-hour and statutory conditions.\"}, {\"clause_reference\": \"C3\", \"citation_reference\": \"L3\", \"relation\": \"Violation\", \"evidence_text\": \"C3 permits an entire shift without an uninterrupted meal break and waives all rest periods, conflicting with the requirement in L3 that an employee not be required to work during a required rest period.\"}]","This contract expressly classifies the employee as a California non-exempt employee. C2's prior approval requirement may serve as an internal management rule, but it cannot cause actual statutory overtime to be paid at the regular rate only, so it is a high-risk non-compliance. C3 makes a blanket waiver of meal and rest periods and permits an entire shift without an uninterrupted meal period, exceeding the conditional waiver scope permitted by California law. Overall, it is non-compliant; the language excluding statutory overtime pay should be deleted, and meal and rest periods should be scheduled according to applicable working hours.","[{\"citation_reference\": \"L1\", \"source_title\": \"California Labor Code\", \"provision\": \"Section 510\", \"quoted_rule\": \"Hours worked beyond the statutory daily or weekly thresholds by a non-exempt employee generally require payment at the applicable overtime rate, including time-and-one-half in the ordinary overtime ranges described by the statute.\", \"applicability\": \"Applies to the California non-exempt employee confirmed in C1 and directly governs the arrangement in C2 that unapproved overtime is paid at the regular rate only.\"}, {\"citation_reference\": \"L2\", \"source_title\": \"California Labor Code\", \"provision\": \"Section 512\", \"quoted_rule\": \"A non-exempt employee who works more than five hours in a workday is generally entitled to a meal period of at least thirty minutes, subject to the statutory conditions for a valid waiver and other exceptions.\", \"applicability\": \"Applies to the non-exempt employee described in C1; the blanket waiver in C3 does not comply with the conditional waiver framework under this section.\"}, {\"citation_reference\": \"L3\", \"source_title\": \"California Labor Code section 226.7 and applicable IWC Wage Order\", \"provision\": \"Section 226.7; applicable Wage Order provisions on rest periods\", \"quoted_rule\": \"An employer may not require an employee to work during a required meal or rest period and must provide applicable rest periods to non-exempt employees.\", \"applicability\": \"Applies to statutory rest and recovery time for California non-exempt employees and further shows that C3 cannot comprehensively exclude rest based on busy business.\"}]","California non-exempt employee overtime prior approval policy regular rate only Labor Code section 510 meal period blanket waiver section 512 rest period section 226.7 IWC Wage Order","[{\"clause_reference\": \"C1\", \"clause_topic\": \"Employment classification and wages\", \"clause_text\": \"The employee is hired in California as a full-time, non-exempt Customer Support Specialist at USD 24.50 per hour.\", \"normalized_obligation\": \"The employer classifies the employee as a full-time non-exempt hourly worker in California and pays regular wages at USD 24.50 per hour.\"}, {\"clause_reference\": \"C2\", \"clause_topic\": \"Overtime wages\", \"clause_text\": \"Overtime work must be approved in writing in advance. The employee agrees that hours worked without prior approval will be paid at the regular rate only and will not qualify for an overtime premium.\", \"normalized_obligation\": \"The employer requires prior written approval for overtime and seeks to exclude hours actually worked without approval from the statutory overtime premium.\"}, {\"clause_reference\": \"C3\", \"clause_topic\": \"Meal and rest periods\", \"clause_text\": \"The employee waives all meal periods and rest periods whenever business volume is high. The employee may be required to work an entire shift without an uninterrupted meal break.\", \"normalized_obligation\": \"The employer seeks to obtain a blanket waiver of all meal and rest periods when business is busy and to permit requiring the employee to work an entire shift without an uninterrupted meal period.\"}]","[Clause 1] The employee is hired in California as a full-time, non-exempt Customer Support Specialist at USD 24.50 per hour. [Clause 2] The regular schedule is 40 hours per week. Overtime work must be approved in writing in advance. The employee agrees that hours worked without prior approval will be paid at the regular rate only and will not qualify for an overtime premium. [Clause 3] The employee waives all meal periods and rest periods whenever business volume is high. The employee may be required to work an entire shift without an uninterrupted meal break. [Clause 4] The employer will maintain payroll records and pay wages according to applicable law.","California Labor Code section 510 generally requires one and one-half times the regular rate for hours worked over eight in a workday or over forty in a workweek, subject to statutory rules and exemptions; an employer policy requiring advance approval does not eliminate the duty to pay legally required overtime for work the employer knew or should have known was performed. California Labor Code section 512 generally requires a non-exempt employee who works more than five hours in a workday to receive a meal period of at least thirty minutes, subject to statutory waiver conditions; a blanket waiver is not valid for a longer workday merely because workload is high. California Labor Code section 226.7 and applicable Industrial Welfare Commission Wage Orders prohibit requiring work during required meal or rest periods and require applicable rest periods for non-exempt employees.","[{\"finding_reference\": \"F1\", \"issue_type\": \"Below statutory standard\", \"severity\": \"High\", \"compliance_status\": \"Non-compliant\", \"contract_evidence\": \"C1 expressly classifies the employee as non-exempt; C2 provides that overtime without prior written approval is paid at the regular rate only.\", \"legal_requirement\": \"Overtime hours lawfully worked by a non-exempt employee generally must be paid at the applicable overtime rate; a prior approval policy cannot relieve an employer of the obligation to pay statutory overtime wages for hours it knows or should know were actually worked.\", \"analysis_rationale\": \"C2 may serve as an internal approval and discipline management rule, but it cannot deprive a non-exempt employee of the statutory wage right for actual overtime hours. If the employee actually works beyond the applicable daily or weekly threshold, the contract's regular-rate payment provision conflicts with the statutory overtime standard.\"}, {\"finding_reference\": \"F2\", \"issue_type\": \"Invalid stipulation\", \"severity\": \"High\", \"compliance_status\": \"Non-compliant\", \"contract_evidence\": \"C3 permits waiver of all meal and rest periods when business is busy and permits working an entire shift without an uninterrupted meal break.\", \"legal_requirement\": \"A non-exempt employee who works beyond the statutory working-hour threshold generally should receive a statutory meal period; rest periods and meal periods cannot be excluded together through an unconditional blanket waiver provision.\", \"analysis_rationale\": \"C1 confirms the employee is non-exempt, but C3 establishes a comprehensive waiver not subject to working-hour limits or statutory waiver conditions. Busy business is not a reason that automatically eliminates meal and rest arrangements, so the clause is non-compliant at least for workdays to which statutory rest provisions apply.\"}]","For a non-exempt California employee, do the advance-approval rule for overtime and the blanket waiver of meal and rest periods comply with California requirements?","{\"jurisdiction\": \"California, United States\", \"governing_law\": \"California Labor Code, applicable Industrial Welfare Commission Wage Order, and relevant federal labor standards\", \"employment_category\": \"Full-time non-exempt employee, indefinite employment\", \"language\": \"English\"}",{"id":699,"relate_table":666,"relate_id":700,"file_size":572,"file_name":701,"path":8,"duration":572,"cate":483,"file_format":669,"audio_rate":8,"audio_channel":522,"audio_bit_depth":522,"quality":8,"annotation":702,"cate_name":671,"is_compliant":672,"evidence_links":703,"review_summary":704,"legal_citations":705,"retrieval_query":706,"contract_clauses":707,"raw_contract_text":708,"raw_legal_material":709,"compliance_findings":710,"raw_review_question":711,"jurisdiction_context":712},15247,16318718,"样例_1.json","{\"is_compliant\": \"false\", \"evidence_links\": \"[{\\\"clause_reference\\\": \\\"C1\\\", \\\"citation_reference\\\": \\\"L1\\\", \\\"relation\\\": \\\"Supplemental\\\", \\\"evidence_text\\\": \\\"C1 establishes that the contract term is two years, and L1 accordingly limits the probation period maximum to two months.\\\"}, {\\\"clause_reference\\\": \\\"C2\\\", \\\"citation_reference\\\": \\\"L1\\\", \\\"relation\\\": \\\"Violation\\\", \\\"evidence_text\\\": \\\"C2 stipulates a six-month probation period, exceeding the two-month maximum under L1 for a contract of not less than one year but less than three years.\\\"}, {\\\"clause_reference\\\": \\\"C3\\\", \\\"citation_reference\\\": \\\"L2\\\", \\\"relation\\\": \\\"Violation\\\", \\\"evidence_text\\\": \\\"C3 permits termination without a specific reason, while L2 requires that probation period termination have a statutory basis and that the reason be explained to the worker.\\\"}, {\\\"clause_reference\\\": \\\"C2\\\", \\\"citation_reference\\\": \\\"L3\\\", \\\"relation\\\": \\\"Satisfied but verification still required\\\", \\\"evidence_text\\\": \\\"The RMB 9,600 stipulated in C2 is 80 percent of the agreed wage of RMB 12,000, but whether it is not lower than the applicable Shanghai minimum wage standard needs separate verification.\\\"}]\", \"review_summary\": \"This contract is a two-year fixed-term full-time labor contract in Mainland China. The six-month probation period exceeds the statutory maximum of two months and is a high-risk non-compliant clause; the provision allowing termination during the probation period without a reason due to business needs or vague dissatisfaction with work performance also cannot exclude the statutory grounds for termination and the requirement to explain the reason. The probation period wage is stipulated at 80 percent of the contract wage, formally satisfying the proportion requirement, but the Shanghai minimum wage standard should still be verified. Overall, it is non-compliant; the probation period should be adjusted to no more than two months, and lawful termination procedures meeting statutory conditions should be clarified.\", \"legal_citations\": \"[{\\\"citation_reference\\\": \\\"L1\\\", \\\"source_title\\\": \\\"Labor Contract Law of the People's Republic of China\\\", \\\"provision\\\": \\\"Article 19\\\", \\\"quoted_rule\\\": \\\"Where the term of a labor contract is not less than one year but less than three years, the probation period shall not exceed two months.\\\", \\\"applicability\\\": \\\"Applies to a two-year full-time fixed-term labor contract within Mainland China and directly corresponds to C1 and C2.\\\"}, {\\\"citation_reference\\\": \\\"L2\\\", \\\"source_title\\\": \\\"Labor Contract Law of the People's Republic of China\\\", \\\"provision\\\": \\\"Article 21\\\", \\\"quoted_rule\\\": \\\"During the probation period, the employer shall not terminate the labor contract unless the worker falls under circumstances provided by law; if the employer terminates the labor contract during the probation period, it shall explain the reason to the worker.\\\", \\\"applicability\\\": \\\"Applies to the probation period termination arrangement involved in C3.\\\"}, {\\\"citation_reference\\\": \\\"L3\\\", \\\"source_title\\\": \\\"Labor Contract Law of the People's Republic of China\\\", \\\"provision\\\": \\\"Article 20\\\", \\\"quoted_rule\\\": \\\"A worker's wage during the probation period shall not be lower than 80 percent of the wage stipulated in the labor contract, and shall not be lower than the minimum wage standard in the place where the employer is located.\\\", \\\"applicability\\\": \\\"Applies to the probation period wage in C2; in this sample, RMB 9,600 is 80 percent of RMB 12,000, but the Shanghai minimum wage standard still needs to be separately verified.\\\"}]\", \"retrieval_query\": \"Mainland China Shanghai two-year fixed-term labor contract maximum probation period two months Labor Contract Law Article 19 termination during probation period without reason Article 21 probation period wage Article 20\", \"contract_clauses\": \"[{\\\"clause_reference\\\": \\\"C1\\\", \\\"clause_topic\\\": \\\"Contract term\\\", \\\"clause_text\\\": \\\"The term of this contract is from January 1, 2025 to December 31, 2026.\\\", \\\"normalized_obligation\\\": \\\"The parties establish a two-year full-time fixed-term employment relationship.\\\"}, {\\\"clause_reference\\\": \\\"C2\\\", \\\"clause_topic\\\": \\\"Probation period\\\", \\\"clause_text\\\": \\\"The probation period is six months, and the probation period wage is RMB 9,600.\\\", \\\"normalized_obligation\\\": \\\"The employer sets the probation period for a two-year labor contract at six months and pays probation period wages at 80 percent of the agreed wage.\\\"}, {\\\"clause_reference\\\": \\\"C3\\\", \\\"clause_topic\\\": \\\"Termination during probation period\\\", \\\"clause_text\\\": \\\"Party A may terminate the contract at any time during the probation period due to business needs or dissatisfaction with Party B's work performance, without specifying a specific reason.\\\", \\\"normalized_obligation\\\": \\\"The employer seeks to retain the right to terminate the contract at any time during the probation period based on general business needs or a vague work evaluation without stating a reason.\\\"}]\", \"raw_contract_text\": \"[Article 1] Party A: Shanghai Chengming Information Technology Co., Ltd.; Party B: Li. Party B serves as a software engineer, with the workplace in Shanghai. [Article 2] The term of this contract is from January 1, 2025 to December 31, 2026. [Article 3] Party B shall follow a standard working hours system, working five days per week and eight hours per day. [Article 4] Party B's monthly wage is RMB 12,000. The probation period is six months, and the probation period wage is RMB 9,600. Party A may terminate the contract at any time during the probation period due to business needs or dissatisfaction with Party B's work performance, without specifying a specific reason. [Article 5] Party B shall enjoy social insurance and statutory leave in accordance with law.\", \"raw_legal_material\": \"Article 19 of the Labor Contract Law of the People's Republic of China provides that, where the term of a labor contract is not less than one year but less than three years, the probation period shall not exceed two months; the same employer and the same worker may stipulate only one probation period. Article 20 provides that a worker's wage during the probation period shall not be lower than the lowest wage for the same position in the employer or 80 percent of the wage stipulated in the labor contract, and shall not be lower than the minimum wage standard in the place where the employer is located. Article 21 provides that during the probation period, the employer shall not terminate the labor contract unless the worker falls under circumstances provided by law; if the employer terminates the labor contract during the probation period, it shall explain the reason to the worker.\", \"compliance_findings\": \"[{\\\"finding_reference\\\": \\\"F1\\\", \\\"issue_type\\\": \\\"Exceeds statutory probation period limit\\\", \\\"severity\\\": \\\"High\\\", \\\"compliance_status\\\": \\\"Non-compliant\\\", \\\"contract_evidence\\\": \\\"C1 provides that the contract term is from January 1, 2025 to December 31, 2026, and C2 provides that the probation period is six months.\\\", \\\"legal_requirement\\\": \\\"For a labor contract with a term of not less than one year but less than three years, the probation period shall not exceed two months.\\\", \\\"analysis_rationale\\\": \\\"The contract term is two years, which is a fixed-term contract of not less than one year but less than three years, and the statutory maximum probation period is two months. The six-month stipulation exceeds the statutory maximum, and the excess portion risks being found invalid and giving rise to corresponding wage liability.\\\"}, {\\\"finding_reference\\\": \\\"F2\\\", \\\"issue_type\\\": \\\"Invalid stipulation\\\", \\\"severity\\\": \\\"High\\\", \\\"compliance_status\\\": \\\"Non-compliant\\\", \\\"contract_evidence\\\": \\\"C3 provides that Party A may terminate the contract at any time due to business needs or dissatisfaction with Party B's work performance and without specifying a specific reason.\\\", \\\"legal_requirement\\\": \\\"Termination of a labor contract during the probation period shall have a statutory basis; when an employer asserts that a worker does not meet hiring conditions or other statutory circumstances, it shall explain the reason for termination.\\\", \\\"analysis_rationale\\\": \\\"Business needs or vague dissatisfaction do not automatically constitute a statutory basis for termination during the probation period. This clause attempts to exclude the employer's obligation to explain a specific reason and cannot be used to expand the statutory right to terminate.\\\"}]\", \"raw_review_question\": \"Is it lawful for this two-year fixed-term labor contract to stipulate a six-month probation period? May Party A terminate the contract during the probation period without reason based solely on business needs or dissatisfaction with work performance?\", \"jurisdiction_context\": \"{\\\"jurisdiction\\\": \\\"Mainland China, Shanghai\\\", \\\"governing_law\\\": \\\"Labor Contract Law of the People's Republic of China and labor standards applicable in Shanghai\\\", \\\"employment_category\\\": \\\"Full-time fixed-term labor contract\\\", \\\"language\\\": \\\"Chinese\\\"}\"}","[{\"clause_reference\": \"C1\", \"citation_reference\": \"L1\", \"relation\": \"Supplemental\", \"evidence_text\": \"C1 establishes that the contract term is two years, and L1 accordingly limits the probation period maximum to two months.\"}, {\"clause_reference\": \"C2\", \"citation_reference\": \"L1\", \"relation\": \"Violation\", \"evidence_text\": \"C2 stipulates a six-month probation period, exceeding the two-month maximum under L1 for a contract of not less than one year but less than three years.\"}, {\"clause_reference\": \"C3\", \"citation_reference\": \"L2\", \"relation\": \"Violation\", \"evidence_text\": \"C3 permits termination without a specific reason, while L2 requires that probation period termination have a statutory basis and that the reason be explained to the worker.\"}, {\"clause_reference\": \"C2\", \"citation_reference\": \"L3\", \"relation\": \"Satisfied but verification still required\", \"evidence_text\": \"The RMB 9,600 stipulated in C2 is 80 percent of the agreed wage of RMB 12,000, but whether it is not lower than the applicable Shanghai minimum wage standard needs separate verification.\"}]","This contract is a two-year fixed-term full-time labor contract in Mainland China. The six-month probation period exceeds the statutory maximum of two months and is a high-risk non-compliant clause; the provision allowing termination during the probation period without a reason due to business needs or vague dissatisfaction with work performance also cannot exclude the statutory grounds for termination and the requirement to explain the reason. The probation period wage is stipulated at 80 percent of the contract wage, formally satisfying the proportion requirement, but the Shanghai minimum wage standard should still be verified. Overall, it is non-compliant; the probation period should be adjusted to no more than two months, and lawful termination procedures meeting statutory conditions should be clarified.","[{\"citation_reference\": \"L1\", \"source_title\": \"Labor Contract Law of the People's Republic of China\", \"provision\": \"Article 19\", \"quoted_rule\": \"Where the term of a labor contract is not less than one year but less than three years, the probation period shall not exceed two months.\", \"applicability\": \"Applies to a two-year full-time fixed-term labor contract within Mainland China and directly corresponds to C1 and C2.\"}, {\"citation_reference\": \"L2\", \"source_title\": \"Labor Contract Law of the People's Republic of China\", \"provision\": \"Article 21\", \"quoted_rule\": \"During the probation period, the employer shall not terminate the labor contract unless the worker falls under circumstances provided by law; if the employer terminates the labor contract during the probation period, it shall explain the reason to the worker.\", \"applicability\": \"Applies to the probation period termination arrangement involved in C3.\"}, {\"citation_reference\": \"L3\", \"source_title\": \"Labor Contract Law of the People's Republic of China\", \"provision\": \"Article 20\", \"quoted_rule\": \"A worker's wage during the probation period shall not be lower than 80 percent of the wage stipulated in the labor contract, and shall not be lower than the minimum wage standard in the place where the employer is located.\", \"applicability\": \"Applies to the probation period wage in C2; in this sample, RMB 9,600 is 80 percent of RMB 12,000, but the Shanghai minimum wage standard still needs to be separately verified.\"}]","Mainland China Shanghai two-year fixed-term labor contract maximum probation period two months Labor Contract Law Article 19 termination during probation period without reason Article 21 probation period wage Article 20","[{\"clause_reference\": \"C1\", \"clause_topic\": \"Contract term\", \"clause_text\": \"The term of this contract is from January 1, 2025 to December 31, 2026.\", \"normalized_obligation\": \"The parties establish a two-year full-time fixed-term employment relationship.\"}, {\"clause_reference\": \"C2\", \"clause_topic\": \"Probation period\", \"clause_text\": \"The probation period is six months, and the probation period wage is RMB 9,600.\", \"normalized_obligation\": \"The employer sets the probation period for a two-year labor contract at six months and pays probation period wages at 80 percent of the agreed wage.\"}, {\"clause_reference\": \"C3\", \"clause_topic\": \"Termination during probation period\", \"clause_text\": \"Party A may terminate the contract at any time during the probation period due to business needs or dissatisfaction with Party B's work performance, without specifying a specific reason.\", \"normalized_obligation\": \"The employer seeks to retain the right to terminate the contract at any time during the probation period based on general business needs or a vague work evaluation without stating a reason.\"}]","[Article 1] Party A: Shanghai Chengming Information Technology Co., Ltd.; Party B: Li. Party B serves as a software engineer, with the workplace in Shanghai. [Article 2] The term of this contract is from January 1, 2025 to December 31, 2026. [Article 3] Party B shall follow a standard working hours system, working five days per week and eight hours per day. [Article 4] Party B's monthly wage is RMB 12,000. The probation period is six months, and the probation period wage is RMB 9,600. Party A may terminate the contract at any time during the probation period due to business needs or dissatisfaction with Party B's work performance, without specifying a specific reason. [Article 5] Party B shall enjoy social insurance and statutory leave in accordance with law.","Article 19 of the Labor Contract Law of the People's Republic of China provides that, where the term of a labor contract is not less than one year but less than three years, the probation period shall not exceed two months; the same employer and the same worker may stipulate only one probation period. Article 20 provides that a worker's wage during the probation period shall not be lower than the lowest wage for the same position in the employer or 80 percent of the wage stipulated in the labor contract, and shall not be lower than the minimum wage standard in the place where the employer is located. Article 21 provides that during the probation period, the employer shall not terminate the labor contract unless the worker falls under circumstances provided by law; if the employer terminates the labor contract during the probation period, it shall explain the reason to the worker.","[{\"finding_reference\": \"F1\", \"issue_type\": \"Exceeds statutory probation period limit\", \"severity\": \"High\", \"compliance_status\": \"Non-compliant\", \"contract_evidence\": \"C1 provides that the contract term is from January 1, 2025 to December 31, 2026, and C2 provides that the probation period is six months.\", \"legal_requirement\": \"For a labor contract with a term of not less than one year but less than three years, the probation period shall not exceed two months.\", \"analysis_rationale\": \"The contract term is two years, which is a fixed-term contract of not less than one year but less than three years, and the statutory maximum probation period is two months. The six-month stipulation exceeds the statutory maximum, and the excess portion risks being found invalid and giving rise to corresponding wage liability.\"}, {\"finding_reference\": \"F2\", \"issue_type\": \"Invalid stipulation\", \"severity\": \"High\", \"compliance_status\": \"Non-compliant\", \"contract_evidence\": \"C3 provides that Party A may terminate the contract at any time due to business needs or dissatisfaction with Party B's work performance and without specifying a specific reason.\", \"legal_requirement\": \"Termination of a labor contract during the probation period shall have a statutory basis; when an employer asserts that a worker does not meet hiring conditions or other statutory circumstances, it shall explain the reason for termination.\", \"analysis_rationale\": \"Business needs or vague dissatisfaction do not automatically constitute a statutory basis for termination during the probation period. This clause attempts to exclude the employer's obligation to explain a specific reason and cannot be used to expand the statutory right to terminate.\"}]","Is it lawful for this two-year fixed-term labor contract to stipulate a six-month probation period? May Party A terminate the contract during the probation period without reason based solely on business needs or dissatisfaction with work performance?","{\"jurisdiction\": \"Mainland China, Shanghai\", \"governing_law\": \"Labor Contract Law of the People's Republic of China and labor standards applicable in Shanghai\", \"employment_category\": \"Full-time fixed-term labor contract\", \"language\": \"Chinese\"}","{\"is_compliant\":\"false\",\"evidence_links\":\"[{\\\"clause_reference\\\": \\\"C1\\\", \\\"citation_reference\\\": \\\"L1\\\", \\\"relation\\\": \\\"Supplemental\\\", \\\"evidence_text\\\": \\\"C1 confirms that the employee works five days per week, providing the factual basis for converting the statutory weekly standard into the usual 28 working days.\\\"}, {\\\"clause_reference\\\": \\\"C1\\\", \\\"citation_reference\\\": \\\"L2\\\", \\\"relation\\\": \\\"Supplemental\\\", \\\"evidence_text\\\": \\\"C1's five-day working pattern and the additional 1.6 weeks entitlement in L2 together constitute the usual minimum annual standard of 5.6 weeks.\\\"}, {\\\"clause_reference\\\": \\\"C3\\\", \\\"citation_reference\\\": \\\"L1\\\", \\\"relation\\\": \\\"Violation\\\", \\\"evidence_text\\\": \\\"The 20 working days provided in C3 include bank holidays but are below the four-week basic annual leave and applicable total requirement under L1.\\\"}, {\\\"clause_reference\\\": \\\"C3\\\", \\\"citation_reference\\\": \\\"L2\\\", \\\"relation\\\": \\\"Violation\\\", \\\"evidence_text\\\": \\\"C3 does not provide the additional 1.6 weeks of annual leave required by L2; counting bank holidays toward the 20-day total cannot eliminate that shortfall.\\\"}]\",\"review_summary\":\"This contract applies to a full-time employee working five days per week in London, United Kingdom. C3 limits total annual leave, including bank holidays, to 20 working days, whereas a standard five-day working week generally corresponds to a statutory minimum of 28 working days of annual leave per year. Bank holidays may be counted toward the statutory total, but that cannot make a 20-day stipulation below the minimum standard compliant. Overall, it is non-compliant; total annual leave should be increased to no less than the applicable statutory standard, and it should be clarified whether bank holidays count toward that total.\",\"legal_citations\":\"[{\\\"citation_reference\\\": \\\"L1\\\", \\\"source_title\\\": \\\"Working Time Regulations 1998\\\", \\\"provision\\\": \\\"Regulation 13\\\", \\\"quoted_rule\\\": \\\"A worker is entitled to four weeks’ basic annual leave in each leave year, subject to the Regulations.\\\", \\\"applicability\\\": \\\"Applies to employment relationships in the United Kingdom, including London, and is part of the minimum annual leave standard in C3.\\\"}, {\\\"citation_reference\\\": \\\"L2\\\", \\\"source_title\\\": \\\"Working Time Regulations 1998\\\", \\\"provision\\\": \\\"Regulation 13A\\\", \\\"quoted_rule\\\": \\\"A worker is entitled to an additional 1.6 weeks’ annual leave in each leave year, subject to the statutory rules and limits.\\\", \\\"applicability\\\": \\\"Together with L1, forms what is commonly called 5.6 weeks of statutory annual leave; because C1 is a five-day working pattern, this generally corresponds to 28 working days per year.\\\"}]\",\"retrieval_query\":\"UK England five-day full-time employee annual leave 20 working days inclusive of bank holidays statutory 5.6 weeks 28 days Working Time Regulations 1998 regulations 13 and 13A\",\"contract_clauses\":\"[{\\\"clause_reference\\\": \\\"C1\\\", \\\"clause_topic\\\": \\\"Employment relationship and working pattern\\\", \\\"clause_text\\\": \\\"The Employee is engaged as a full-time Marketing Manager in London under an indefinite employment contract. The normal working pattern is five days per week, eight hours per day.\\\", \\\"normalized_obligation\\\": \\\"The employer establishes a full-time indefinite employment relationship with the employee in London, and the employee normally works five days per week.\\\"}, {\\\"clause_reference\\\": \\\"C2\\\", \\\"clause_topic\\\": \\\"Wages\\\", \\\"clause_text\\\": \\\"The Employee will receive a salary of GBP 42,000 per year, paid monthly.\\\", \\\"normalized_obligation\\\": \\\"The employer pays the employee an annual salary of GBP 42,000 on a monthly basis.\\\"}, {\\\"clause_reference\\\": \\\"C3\\\", \\\"clause_topic\\\": \\\"Annual leave\\\", \\\"clause_text\\\": \\\"The Employee is entitled to 20 working days of annual leave per holiday year, inclusive of all bank and public holidays. No additional holiday will be provided for bank holidays.\\\", \\\"normalized_obligation\\\": \\\"The employer limits the employee's total paid annual leave, including bank holidays, to 20 working days per year.\\\"}]\",\"raw_contract_text\":\"[Clause 1] The Employee is engaged as a full-time Marketing Manager in London under an indefinite employment contract. The normal working pattern is five days per week, eight hours per day. [Clause 2] The Employee will receive a salary of GBP 42,000 per year, paid monthly. [Clause 3] The Employee is entitled to 20 working days of annual leave per holiday year, inclusive of all bank and public holidays. No additional holiday will be provided for bank holidays. [Clause 4] The Employee must give one month’s notice to terminate the employment. The employer’s notice rights are governed by applicable law.\",\"raw_legal_material\":\"Under the Working Time Regulations 1998, regulation 13 provides a worker with four weeks’ basic annual leave in each leave year, and regulation 13A provides an additional 1.6 weeks’ leave, subject to the statutory rules and the applicable cap for a standard five-day worker. The statutory entitlement is commonly expressed as 5.6 weeks per year, or 28 days for a worker who works five days each week. Bank and public holidays may be included within the statutory entitlement, but counting them does not reduce the total statutory entitlement below the applicable minimum.\",\"compliance_findings\":\"[{\\\"finding_reference\\\": \\\"F1\\\", \\\"issue_type\\\": \\\"Below statutory standard\\\", \\\"severity\\\": \\\"High\\\", \\\"compliance_status\\\": \\\"Non-compliant\\\", \\\"contract_evidence\\\": \\\"C1 provides that the employee works five days per week; C3 provides that total annual leave is 20 working days and includes all bank and public holidays.\\\", \\\"legal_requirement\\\": \\\"An employee on a standard five-day working week generally is entitled to 5.6 weeks of statutory annual leave per year, i.e., 28 working days; bank holidays may be included in that total but may not cause the total to fall below the statutory minimum.\\\", \\\"analysis_rationale\\\": \\\"C3 provides only 20 working days including bank holidays, fewer than the statutory minimum total of 28 working days corresponding to a five-day working week. Including bank holidays in the total may itself be lawful, but it cannot make up for the shortfall in total days.\\\"}]\",\"raw_review_question\":\"For a full-time employee working five days per week in England, is an annual leave entitlement of 20 working days inclusive of bank and public holidays sufficient under the Working Time Regulations 1998?\",\"jurisdiction_context\":\"{\\\"jurisdiction\\\": \\\"England, United Kingdom, with workplace in London\\\", \\\"governing_law\\\": \\\"Working Time Regulations 1998 and employment law applicable in the United Kingdom\\\", \\\"employment_category\\\": \\\"Full-time indefinite employee\\\", \\\"language\\\": \\\"English\\\"}\"}","MOBIUSI INC","https:\u002F\u002Fstatic.mobiusi.com\u002Fmobiwusi\u002F20250829\u002F7bf4ac62b4533e2b809998a6f1c5491e.png?Expires=1792463130&OSSAccessKeyId=LTAI5tH8MQqhgeiAtrzCHrxM&Signature=v6Tr8jBrdm4s5wU1SnnyGsYg%2Bhw%3D&x-oss-process=image%2Fresize%2Cm_fill%2Cw_35%2Ch_35",[717,723],{"type":718,"title":719,"count_data":720},"bar","Length distribution",[721],{"name":722,"value":483},"1k lower",{"type":724,"title":725,"count_data":726},"pie","Language distribution",[727],{"name":728,"value":483},"English"]