The issue of labor contracts is urgent!!

Hello: 1. "The contract is signed with a labor dispatch company", so the labor relationship is established with the labor company.

2. If there is no written material in the front and back, but only oral, it will be more troublesome. Of course, since there is no written one, the company now says "Can the 1,310 yuan including the allowance used be the salary of 1,300-1,600 that the company said at the beginning?" "Absolutely.

3. Whether you work overtime depends on what working hour system the unit adopts. If irregular working hours are approved, there will be no overtime. If it is only a normal standard working hour system, overtime can be counted as exceeding the legal working hours.

4. The labor law stipulates that the standard calculation formula is 8 hours a day, 5 days a week. "240-270 hours of work in a month", whether there is overtime pay shall be clarified in accordance with Article 3 above.

5. The law stipulates "equal pay for equal work", but equal pay for equal work is almost impossible, and different ages, different genders, different skills, and different abilities are all reasons for "equal pay for different work".

If you have any other labor law questions, you can log on to "Labo.com".

It's very common now, and there are a lot of people who come to Beijing to work, and I'm one of them.

In the beginning, there was no contract, and without a contract, there was no guarantee.

There is no persuasiveness without a contract.

Only contracts are recognized by labor law.

It is recommended that you report it to your superior.

The Provincial Department of Labor and Social Security and the Municipal Bureau of Human Resources and Social Security will compile a model local labor contract, which can be used for reference.

There are no special requirements for the format, but it should be noted that the signature and seal, the date and the completed underlined part (generally including: position, salary, contract period), the main thing is to pay attention to the content and terms of the setting.

Article 16 The labor contract shall be agreed upon by the employer and the employee through consultation, and shall be signed or sealed by the employer and the employee on the text of the labor contract.

The employer and the employee shall each hold one copy of the labor contract.

Article 17 of the Labor Contract Law The labor contract shall have the following clauses:

1) The name, address, and legal representative or principal responsible person of the employer;

2) The worker's name, address, and resident ID card or other valid identification number;

3) The term of the labor contract;

4) The content of the work and the place of work;

5) Working hours, rest and vacation;

6) Labor remuneration;

7) Social insurance;

8) Labor protection, working conditions and protection against occupational hazards;

9) Other matters that shall be included in the labor contract as stipulated by laws and regulations.

In addition to the necessary clauses stipulated in the preceding paragraph, the employer and the employee may agree on other matters such as probationary period, training, confidentiality, supplementary insurance and welfare benefits.

The format of the employment contract is not important, the key is that the content should be comprehensive and complete, and it should be clearly written.

Generally, the text is small in four, double line spacing.

The rest is according to the general text, as long as it is pleasing to the eye.

The font should be an imitation of Song Xiaosan.

The key depends on your contract, if your contract does not stipulate that the unit can adjust your position, then:

1. You can not go to C.

2. A notifies you to change the unit, which is actually a change of contract, and you have the right to refuse, so A has not violated the law at present.

3. A should continue to perform the contract.

4. As long as you do things according to the contract, there is no fault.

5. If you are dismissed for this reason, it is an illegal termination, and you should pay 2 times the compensation of the economic compensation standard, and if you have been employed for less than half a year, the economic compensation standard is half a month's salary, so the compensation is 1 month's salary.

1.If I resign now, it will not be considered a breach of contract, and I will not have to pay 2000000 liquidated damages.

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.

The basis is Article 22, Paragraph 2 of the Labor Contract Law.

Therefore, whether you are in breach of contract depends on how you agree in the contract, if there is no scope agreement, even resignation will not constitute a breach of contract. In addition, even if there is a breach of contract, only the portion of the training fee that should be paid for the unfulfilled part of the service period will be paid, instead of paying the whole amount.

2.Only the name, address, legal representative or main person in charge of the employer and the seal are left, but many key places are left blank.

The labor contract shall contain the following clauses: (1) the name, domicile and legal representative or principal responsible person of the employer; 2) The worker's name, address, and resident ID card or other valid identification number; 3) The term of the labor contract; 4) The content of the work and the place of work; 5) Working hours, rest and vacation; 6) Labor remuneration; 7) Social insurance; 8) Labor protection, working conditions and protection against occupational hazards; It is based on Article 17 of the Labor Contract Law.

Therefore, a contract that is left blank in key places has no legal effect, unless the parties later recognize it. And if the contract is invalid, there is no breach of contract.

Hope it helps, good luck!

Then you have to look at what kind of situation can the clause be called a breach of contract.

If you resign while still on probation, it shouldn't be called a breach of contract.

According to your description, if the company cannot prove that the training expenditure is 20,000 yuan, even if you really breach the contract, you do not need to pay so many liquidated damages.

As for other questions, there are variables and I can't answer you directly.

In addition, you should carefully look at the signed contract, whether this contract is a formal contract, because we have not seen it, if so, then if you resign, you must work for at least another month, if it is a probationary contract, then you only need to resign 3 days in advance. Failure to do so constitutes a breach of contract.

In this case, the amount of liquidated damages was too large and obviously unreasonable, and the contract was invalid, so there was no breach of contract and no liquidated damages. The so-called probationary period is the company's probation of your ability, and it is also your probation of the company's guarantee, which is not to mention resignation, resignation should be submitted to the company 1 month in advance, so that the company can prepare the replacement person in advance, you can directly say hello and leave.

If there is evidence to prove that the key points of the contract are blank and you are asked to sign it, such a contract will of course be invalid.

There is no question of default.

This case itself is not complicated, but it is difficult to collect evidence.