The information technologies("IT") have been imposing increasingly greater challenges upon the law, lawyers and their clients worldwide. Among others, the digitalized human resource("HR") management is prone to many more legal pitfalls and uncertainties than ever before. In particular, many of my multi-national company("MNC") clients have come to me for advice on the legal issues and risks they encountered from the use of OA in the course of HR management. As a matter of fact, all MNCs here in China have applied the so-called OA systems in their daily HR management and business operations, with an effort to improve efficiency. In that scenario, I am going to draw on my professional experiences as a former trial judge and a current practitioner of law, to examine the legal features of the OA, analyze the legal challenges it poses on employment-related dispute resolution, and explore the precautions for employers to adopt against such challenges under China law.

Vertical Agreements and Dominant Firms 2019 | China

Foreign direct investment of China has been ranking No. one among developing countries for twenty-seven consecutive years, according to reports of the United Nations Conference on Trade and Development (UNCTAD)[1]. In that backdrop, on March 15th, 2019 the annual session of the National People's Congress (NPC), China's top legislature passed the PRC Foreign Investment Law ("Law"), which is a long-expected landmark legislation and was signed into law on the same day to be effective as of January 1st, 2020.

On 21 January 2019, the French data protection authority, CNIL, imposed a fine on Google of €50 million for various breaches of the GDPR, and the first fine imposed by CNIL.This was to biggest fine to-date by far imposed by any DPA pursuant to the GDPR.

Vertical Agreements and Dominant Firms 2018 | China

Private Antitrust Litigation 2018