Whether the applicant s opinion in the employment agreement is not filled in has legal effect

Graduates' information and opinions. This part of the content is filled in by the graduates themselves, including name, gender, age, ethnicity, political affiliation, training method, health status, major, length of education, education and home address. In the column of graduates' opinions, graduates should fill in their own application opinions, and require graduates to express their opinions on whether they are willing to work at the employer, and at the same time, they should also write down the relevant agreements reached with the employer in the negotiation to avoid disputes in the future.

It should be said that, judging from the content of the entire employment agreement, the application opinion is an important embodiment of the graduates' exercise of their rights, which is very important to the graduates, and the graduates are required to fill it out carefully. However, in practice, many students do not attach importance to filling in the application opinions, do not express their rights, or only hastily fill in "agree", giving up their due rights, which lays a hidden danger for future disputes.

It depends on how the terms of the agreement are specifically agreed Failure to fill in the applicant's comments does not affect the establishment of the agreement, but if the content of the agreement is in substance illegal, the employee has the right to apply for invalidation

Labor Contract Law

Article 26 The following labor contracts are invalid or partially invalid:

1) Using fraud, coercion or taking advantage of the danger of others to cause the other party to conclude or modify a labor contract contrary to its true intentions;

2) The employer exempts itself from statutory liability and excludes the rights of employees;

3) Violating mandatory provisions of laws or administrative regulations.

If there is a dispute over the invalidity or partial invalidity of the labor contract, it shall be confirmed by the labor dispute arbitration institution or the people's court.

1. Agreements signed by non-graduates and graduates;

2. The employer does not have the right to hire or does not have an employment plan;

3. Agreements that do not conform to national employment policies, employment regulations or employment scope;

4. Agreements signed by means of fraud, concealment, fraud, etc.;

5. The agreement has not been signed by the employer and its competent department and stamped with the official seal;

6. Agreements that have not been reviewed, stamped and registered by the school, or agreements that are found to be inconsistent with the provisions of the policy after being reviewed and sealed by the school; or an agreement that has been reviewed, stamped and registered by the school, but not approved by the provincial employment authority;

7. Other agreements that violate laws and regulations or employment policies and regulations.

1. What are the provisions of the employment agreement?

1. The proposal for employment cooperation reform is an agreement between college graduates and employers to establish labor relations, which is essentially a special form of labor contract. Once the employment agreement is signed, it has legal effect, so it is necessary to be cautious when signing the contract, and at the same time, the filling of the agreement cannot be ignored.

2. When formally signing the "Employment Agreement" with the unit of the car bender, the original shall prevail, and the copy shall be invalid. Nuclear Sail Squire.

3. If the graduate does not sign the employment agreement, the university will send him to the place where the student is from.

4. Each graduate has a unique numbering agreement (in triplicate), and the numbering management is implemented.

2. What is the order of stamping on the employment agreement?

The specific order is:

1. The employer stamps and indicates the consent to the employment opinion;

2. The seal of the competent department at the higher level of the employer (the unit with the autonomy of the employee may not affix this seal);

3. The seal of the teaching college where the graduate is located;

4. Stamped by the school's enrollment and employment management office.

An invalid agreement refers to a lack of valid requirements for an employment agreement or a violation of the principles of employment agreement formation and thus does not have legal effect, and the invalid agreement is invalid from the date of its conclusion.

Employment agreements. 1. The employment agreement shall be deemed invalid without the consent of the school. If the school finds that the agreement is obviously unfair to the graduates, or violates the principles of fair competition and fair recruitment, the school may not approve it. 2. The employment agreement signed by illegal means such as deception is invalid, if the employer does not truthfully introduce the situation of the unit, there is no employment plan and the employment agreement is signed with the graduate.

The legal liability arising from the invalid agreement shall be borne by the responsible party.

Hope it helps.

Violation of relevant national laws and regulations will be invalid.

Employment agreements have the force of law. The agreement is a civil legal act between Bi Gaomin and the employer on the basis of equality and mutual benefit. In the employment choice of graduates, graduates can freely choose the employer, to work in the employer with good working conditions, good treatment, suitable for their own development, and the employer can also select graduates with excellent stoves to work in the unit according to the actual needs of the unit, so as to seek greater benefits and development for the unit.

No other person, unit or organization shall interfere with the agreement reached between the graduate and the employer for reasons other than those prescribed by law.

Labor Contract Law of the People's Republic of China

Article 10 A written labor contract shall be concluded for the establishment of labor relations. If a labor relationship has been established and a written labor contract has not been concluded at the same time, a written labor contract shall be concluded within one month from the date of employment. If the employer and the employee conclude a labor contract before employment, the employment relationship shall be established from the date of employment.