Interpretation on Several Issues Concerning the Application of the Law in the Trial of Employment Disputes (4)
关于审理劳动争议案件适用法律若干问题的解释（四）
A worker may request for 30% of his/her average wage for performance of non-compete obligation.
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(Promulgated by the Supreme People's Court on January 18 2013 and effective as of February 1 2013.)
(最高人民法院于二零一三年一月十八日公布，自二零一三年二月一日起施行。)
Judicial Interpretation [2013] No. 4
法释〔2013〕4号
为正确审理劳动争议案件，根据《中华人民共和国劳动法》《中华人民共和国劳动合同法》《中华人民共和国劳动争议调解仲裁法》《中华人民共和国民事诉讼法 (第二次修正)》等相关法律规定，结合民事审判实践，就适用法律的若干问题，作如下解释：
The following interpretation on several issues concerning the application of the law is rendered pursuant to relevant laws such as the PRC Labour Law, the PRC Employment Contract Law, the PRC Law on the Mediation and Arbitration of Employment Disputes and the PRC Civil Procedure Law (2nd Revision) while taking into account civil trial practice in order to correctly try employment disputes.
第一条 劳动人事争议仲裁委员会以无管辖权为由对劳动争议案件不予受理，当事人提起诉讼的，人民法院按照以下情形分别处理：
（一）经审查认为该劳动人事争议仲裁委员会对案件确无管辖权的，应当告知当事人向有管辖权的劳动人事争议仲裁委员会申请仲裁；
Article 1: If an employment and public personnel
（二）经审查认为该劳动人事争议仲裁委员会有管辖权的，应当告知当事人申请仲裁，并将审查意见书面通知该劳动人事争议仲裁委员会，劳动人事争议仲裁委员会仍不受理，当事人就该劳动争议事项提起诉讼的，应予受理。