Labor LawCan Labor Contracts Charge Workers The so called training fee l

OK! Employers are not allowed to collect financial (including training fees) from employees when recruiting workers. However, if the employer provides special training expenses for the employee and provides him with professional and technical training, it may enter into an agreement with the employee to stipulate the service period.

If the employee fails to complete the service period, he or she shall pay a certain percentage of the training fee.

Article 9 When an employer recruits a worker, it shall not seize the worker's resident identity card and other documents, nor shall it require the worker to provide a guarantee or collect property from the worker in any other name.

Article 22 Where an employer provides a worker with special training expenses and provides him with professional and technical training, it may enter into an agreement with the worker to stipulate the period of service.

If the employee violates the service period agreement, he shall pay liquidated damages to the employer in accordance with the agreement. The amount of liquidated damages shall not exceed the training fees provided by the employer. The liquidated damages required by the employer shall not exceed the training expenses that should be apportioned for the unfulfilled part of the service period.

If the employer and the employee agree on the service period, it will not affect the increase of the employee's labor remuneration during the service period in accordance with the normal wage adjustment mechanism.

No, you can only agree on the service period, and you actually need to pay the training fee for the unexpired service period.

In general, the employee cannot be asked to return after leaving the job, unless it is for the professional and technical training of the worker.

It is often agreed between the employee and the employer that the employer will provide training to the employee, and the employee will be compensated for the training expenses of the employer once he or she leaves the employer. However, there are often disputes between the two parties over whether the training fee is incurred and the scope of the fee.

The newly promulgated Labor Contract Law clearly defines the training expenses of the employer:

The training expenses stipulated in Paragraph 2 of Article 22 of the Labor Contract Law include the training expenses paid by the employer for the purpose of providing professional and technical training to the employee, the travel expenses during the training period, and other direct expenses incurred for the employee as a result of the training. Other expenses cannot be used as training expenses for employees.

Article 16 of the Regulations for the Implementation of the Labor Contract Law stipulates that the training expenses specified in Paragraph 2 of Article 22 of the Labor Contract Law include the training expenses paid by the employer for the purpose of providing professional and technical training to the employee, the travel expenses during the training period and other direct expenses incurred by the employee as a result of the training.

Therefore, if the travel and accommodation expenses you mentioned are paid by the employer, they belong to the training expenses.

Good luck!

Summary. Hello, what you raised is about the establishment of labor relations between the employee and the employer, clarifying the rights and obligations of both parties to sign a fixed-term labor contract and an indefinite-term labor contract, which generally includes whether the contract with defective terms is valid, the conditions for signing an indefinite contract, the validity of liquidated damages in the labor contract, the tripartite agreement, the protection of rights without signing a labor contract, and the non-renewal or non-signing of an indefinite term rights protection by the employer. Depending on the circumstances of the case, the impact on the outcome will also vary.

Hello, what you raised is about the establishment of labor relations between the employee and the employer, clarifying the rights and obligations of both parties to sign a fixed-term labor contract and an indefinite-term labor contract, which generally includes whether the contract with defective terms is valid, the conditions for signing an indefinite contract, the validity of liquidated damages in the labor contract, the tripartite agreement, the protection of rights without signing a labor contract, and the non-renewal or non-signing of an indefinite term rights protection by the employer. Depending on the circumstances of the case, the impact on the outcome will also vary.

Normally, the way to protect rights in labor contract disputes is to report to the labor inspection brigade or the labor bureau, or directly apply to the labor arbitration commission for labor arbitration. If you are not satisfied with the outcome of the labor arbitration, you can also file a lawsuit with the court.

Hello, is Article 4 legally protected?

Yes. He didn't train me.

It doesn't work without training.

2000 will be deducted for less than 2 years, and 1,000 will be deducted for less than 1 year.

Do you need proof for this?

Yes. What kind of material to collect. Tenants.