Labor contract considerations

The signing of the labor contract should pay attention to the problem:
1, work location, job content (Job responsibilities), labor remuneration (whether there is overtime pay, various allowances and benefits need to be agreed), social insurance (social security purchase base, etc.).
2, trial period, including probation period, trial salary.
3, training, whether to provide training, to participate in training need to sign a training agreement (service period), training Agreement liquidated damages, of course, a lot of training is in the post only.
4. Prohibition of prohibited trade and protection of trade secrets. including time, scope and so on. There are also the agreed liquidated damages.
5, the dissolution of the conditions of the labor contract (this is basically in accordance with the provisions of the labor Contract law, special agreement less, pay attention to the company's rules and regulations)

First, the labor contract should be signed to include
(a) The name, domicile and legal representative or principal person of the employer;
(b) The employee's name, address and identity card or other valid identification number;
(iii) The duration of the labour contract;
(iv) content of work and place of work;
(v) Working hours and rest leave;
(vi) Remuneration for labour;
(vii) Social security;
(eight) protection of labor protection, working conditions and occupational hazards;
These eight items are statutory content.
Secondly, when you look at the labor contract, you should pay more attention to the serious violation of the agreement, see whether there are particularly harsh terms. In HR practice, this is the most critical. In addition, it is better not to accept the contract wages less than real wages, this will be a bit of trouble later. Also, pay attention to whether the contract unit and the actual work unit is the same, it is best not to accept a different situation. This will also be related to the work injury compensation standards, labor arbitration jurisdiction, the application of local regulations and a series of issues.
Thirdly, companies require a long-term labor contract based on two considerations, one of which Sandy mentioned is the issue of the time-invariant contract, and the other is the length of the trial period.
Four, there is no problem with a long contract for the laborer, because you can always propose to relieve the labor contract, without any reason, as long as one months in advance. Therefore, the long-term contract is bound to the enterprise, for you personally will not have any future restrictions.

Labor contract considerations