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Work Agreement Contract(X text)
No.: ________________
(X? text)
Labor Contract
(X text)
Printed by XXX Office of Human Resources and Social Security
Employer (Party A)
Residence
Legal representative (main person in charge)
Worker (Party B) Sex
Nationality (region)
Domicile
Address
Identity card number (other valid ID number)
Labor Contract
(X text)
(X text)
(X text)
(X text)
(X text) Other valid ID number)
In accordance with the Labor Law of the People's Republic of China (hereinafter referred to as the Labor Law), the Labor Contract Law of the People's Republic of China (hereinafter referred to as the Labor Contract Law), and the relevant regulations of the State and the Autonomous Region, Party A and Party B, based on lawfulness, fairness, equality and voluntariness, consensus, and honesty and good faith, enter into this contract, *** together to comply with the The provisions listed in this contract.
Article I? Term of the contract
A and B choose the following form to determine the duration of the contract.
1. Fixed term. The term of the contract shall be for a period of years, starting from January 1, 2011 and ending on January 1, 2011.
2.
2. Unfixed term. The contract period is from January 1, 2012 to January 31, 2013.
3. To complete certain tasks as a period of time. The contract period is from the date of January
until the completion of the work (project).
The two sides can agree on a probationary period, the probationary period from the date of the year to the date of the year
month.
The probationary period is included in the contract period. The probationary period shall not be agreed upon in the case of a contract of less than three months and in the case of a labor contract whose duration is the completion of a certain work task
.
Article 2? Work content and workplace
1. Party A will arrange Party B to work in the position (job) according to the needs of production (work).
2. Workplace .
3. Party A shall, on the basis of the unit's production technology, organization and other conditions to scientifically formulate labor quotas,
the preparation of staffing based on a clear Party B's job tasks and responsibilities, the number of requirements to be completed,
quality indicators and production (work) tasks.
4. Party B shall endeavor to improve vocational skills and complete the production (work) tasks according to Party A's regulations. Production
(work) tasks for
5. During the performance of the contract, Party A according to the production (work) needs, agreed upon by both parties, can be written
written form of the transfer of Party B's type of work or position.
Article 3? Labor protection and labor conditions
1. Party A must establish and improve labor safety and health systems and operating procedures, work norms, party B
labor safety and health education, and provide party B with the required labor safety facilities and labor health conditions.
2. Party A must provide the prescribed labor protective equipment and health food according to the type of work of Party B. Party B
Party B engaged in occupational hazardous operations, should be graded for labor conditions, regular health checks.
Party A
Party B in the recruitment of Party B, shall work in the process of occupational disease hazards and their consequences, occupational disease protection measures and treatment, and so on, truthfully inform Party B.
3. Party A shall implement special labor protection for female workers and underage workers in accordance with the law.
4. Party B shall strictly abide by the safe operation procedures and labor safety and health regulations.
5. Party B's refusal of Party A's management personnel to violate the rules and order risky work is not considered a violation of the labor
contract. Party B has the right to criticize,
report and accuse Party A of working conditions that jeopardize life safety and health.
Article 4? Working hours and rest and vacation
1. Party B implements the working system.
(1) In the case of a standard work system, Party A shall arrange for Party B's working hours to be no more than eight hours per day and no more than forty hours per week on average. Party A, due to work needs, through consultation with the labor union and Party B can extend
working hours, generally shall not exceed one hour per day, due to special reasons need to extend the working hours, in order to protect
safeguard the health of Party B to extend the working hours of not more than three hours per day, shall not exceed
thirty-six hours per month.
(2) If the labor administration department approves the implementation of the comprehensive calculation of working hours system, the average daily and weekly working
time shall not exceed the legal standard working hours.
(3) If the implementation of irregular working hours is approved by the labor administration department, the working hours shall be implemented in accordance with the relevant provisions of the State
.
2. Party B enjoys the right to rest and vacation according to law.
Article 5? Labor remuneration
1. Party A shall follow the principle of distribution according to work and implement equal pay for equal work. Party A shall independently determine the wage level and distribution method according to the characteristics of production and operation and economic benefits of the organization (if a collective contract is concluded, the wage standard shall not be lower than that stipulated in the collective contract), and shall make the corresponding provisions as the annexes of this contract
.
2. If Party B completes the production (work) tasks according to Party A's regulations, Party A shall pay Party B's wage remuneration in full in legal tender on a
monthly basis. Payment of wages at least once a month, of which the probationary period wages for
yuan, the probationary period for the completion of the monthly wages for yuan, the monthly payment of wages for the time of day.
3. The wages paid by Party A to Party B shall not violate the minimum wage regulations of the Autonomous Region. Party A
shall gradually increase the wage level of Party B on the basis of improved economic efficiency.
4. Party A, after Party B has completed the labor quotas or work tasks, according to the need to arrange for Party B to work outside the legal
standard working hours, the wages and remuneration shall be implemented in accordance with the relevant provisions of the State.
5. If Party B stops working for reasons other than Party B's, Party A shall pay Party B's wages and remuneration or living
expenses in accordance with the regulations.
Article 6? Social insurance and welfare
1. Party A and Party B must participate in social insurance in accordance with the law, pay pension, medical care, work injury, maternity, unemployment and other
social insurance premiums.
2. Party A shall pay Party B the legal allowances and subsidies.
3. The treatment of female workers during pregnancy, childbirth and breastfeeding shall be carried out in accordance with the relevant regulations of the State and the Autonomous Region
.
4. Party B shall enjoy welfare benefits in accordance with the relevant provisions of the State and the Autonomous Region.
Article 7? Vocational training
1. Party B engaged in ordinary or skilled trades, before starting work are subject to education and training; engaged in
special industry operations, must be specially trained to obtain special operating qualifications and then licensed to work.
2. Party A provides Party B with special training expenses for professional and technical training, Party A may enter into an agreement with Party B
to agree on the service period. In the performance of the labor contract, Party B shall pay liquidated damages to Party A according
to the agreement if Party B violates the agreement. The amount of liquidated damages shall not exceed the cost of training provided by Party A. The liquidated damages shall be apportioned and calculated for
the part of the service period that has not yet been performed.
Article 8? Performance, change, renewal, termination and termination of the contract
1. Party A and Party B shall fully fulfill their obligations in accordance with the agreement of this contract.
2. A and B shall follow the principle of equality, voluntariness and consensus in changing the labor contract, and shall not violate the provisions of laws and regulations. If the labor contract is changed, an agreement on the change of labor contract shall be signed and formalities for the change shall be carried out
.
3. The labor contract can be renewed through consultation between the two parties, and the renewal of the labor contract should be renewed
continued.
4. The contract can be canceled by the consensus of both parties.
5. Party B has one of the following circumstances, Party A may terminate this contract:
(1) during the trial period is proved to be not in line with the conditions of employment;
(2) serious violation of Party A's rules and regulations;
(3) serious dereliction of duty, malpractice and fraud, causing significant damage to the interests of Party A;
(4) Party B at the same time and other (4) Party B establishes labor relations with other employers at the same time, which has a serious impact on the completion of Party A's work tasks, or refuses to make corrections upon Party A's proposal;
(5) The labor contract is invalidated due to the circumstances stipulated in Paragraph 1 (1) of Article 26 of the Labor Contract Law;
(6) Being investigated for criminal responsibility according to the law.
6. In any of the following cases, Party A may terminate the labor contract after giving 30 days' written notice to Party B or
paying Party B one month's salary in addition:
(1) Party B suffers from illness or injury not caused by work, and after the expiration of the prescribed medical treatment period, Party B is unable to engage in the original work, or
unable to engage in the work separately arranged by Party A.
(2) Party B suffers from disease or injury not caused by work, and is not able to engage in the original work, or
not able to engage in the work separately arranged by Party A;
(2) Party B is unable to perform the work, after training or adjusting the work position, is still unable to perform the work
;
(3) the conclusion of this contract based on the objective situation has changed significantly, resulting in the labor contract can not be
fulfillment of the labor contract, through the consultation of the two sides failed to reach an agreement to change the content of the labor contract.
7. In any of the following cases, if Party A needs to lay off more than 20 employees or less than 20 employees but accounting for more than 10% of the total number of employees in the enterprise, Party A shall explain the situation to the labor union or all the employees 30 days in advance, and after listening to the opinions of the labor union or the employees, the plan of laying off employees shall be reported to the labor administration department, and may be Reduction of staff:
(1) Reorganization in accordance with the provisions of the Law on Bankruptcy of Enterprises;
(2) Serious difficulties in production and operation;
(3) Reorganization of an enterprise, major technological innovation or adjustment of its mode of business operation, which, after the change of the labor contract, still
requires a reduction of staff;
(4) Any other reason for the significant changes in the objective economic situation on which the labor contract was concluded, resulting in a reduction of staff;
(5) The labor contract is concluded under the conditions that the labor contract is concluded on the basis of a significant change in the objective economic situation, which results in the reduction of staff.
(4) Other significant changes in the objective economic situation on which the labor contract was concluded, making it impossible to fulfill the labor contract.
When Party A reduces the number of employees, it shall give priority to those who have entered into a longer-term fixed-term labor contract or an open-ended labor contract with Party A, as well as those whose families do not have other employed persons and who have elderly people or minors in need of support
. If Party A reduces the number of employees in accordance with the provisions of Paragraph 7 of Article 8 of this Contract,
if Party A re-employs the employees within six months, Party A shall notify the employees who have been reduced in number and give priority to the employees who have been reduced in number under the same conditions
.
8. Party B has one of the following circumstances, Party A shall not terminate the labor contract in accordance with the provisions of Article 8, paragraph 6 and paragraph 7 of this contract:
(1) Party B engages in the work of exposure to occupational disease hazards without pre-departure occupational health examination, or suspected
suspected of occupational disease patients in the diagnosis or during the period of medical observation;
(2) (2) Those who have suffered from occupational diseases or work-related injuries and have been recognized as having lost or partially lost their ability to work in the organization;
(3) Those who are sick or injured not due to work, and are under the stipulated period of medical treatment;
(4) Those who are female workers during their pregnancy, maternity, or breastfeeding;
(5) Those who have worked continuously for the organization for fifteen years and are less than five years away from the statutory retirement age;
(6) Those who have worked continuously for the organization for more than fifteen years, and are less than five years away from the statutory retirement age;
(7) Those who have worked continuously for more than ten years, and are less than five years away from the legal retirement age;
(8) Those who have worked for the organization for more than five years. five years;
(6) Other cases stipulated by laws and administrative regulations.
9. If Party A unilaterally terminates the labor contract, it shall notify the labor union of the reasons in advance. If Party A violates the provisions of laws and administrative regulations or the agreement of the labor contract, the labor union shall have the right to request Party A to rectify the situation. Party A shall study
the opinion of the labor union and notify the labor union of the result in writing.
10. Party B may terminate the labor contract by giving Party A thirty days' written notice in advance. Party B in
probationary period of three days' notice to Party A, can terminate the labor contract.
11. Party B may terminate the labor contract if Party A:
(1) fails to provide labor protection or labor conditions as agreed in the labor contract;
(2) fails to pay the labor remuneration in full and on time;
(3) fails to pay the social insurance premiums for Party B in accordance with the law;
(4) Party A's rules and regulations Violate the provisions of laws and regulations to the detriment of Party B's rights and interests;
(5) Invalidate the labor contract due to the circumstances stipulated in Article 26(1) of the Labor Contract Law;
(6) Other circumstances stipulated by the laws and administrative regulations that Party B may terminate the labor contract.
If Party A forces Party B to work by violence, threat or unlawful restriction of personal freedom,
or if Party A violates the rules of command or orders risky work that endangers Party B's personal safety, Party B may terminate the labor contract immediately without prior notice to Party A.
12.
12. The labor contract shall be terminated under any of the following circumstances:
(1) the expiration of the labor contract;
(2) Party B begins to enjoy the basic pension insurance benefits in accordance with the law;
(3) the death of Party B, or Party B is declared by the people's court to be dead or declared missing;
(4) Party A is declared bankrupt in accordance with the law;
(5) Party A is revoked its business license, ordered to close down, revoked or Party A decides to dissolve early;
(6) other circumstances stipulated by laws and administrative regulations.
13. At the expiration of the labor contract, if there is one of the situations stipulated in paragraph 8 of Article 8 of this contract, the labor contract shall
be continued until the corresponding situation disappears. However, the termination of the labor contract of Party B who has lost or partially lost the ability to work as stipulated in Paragraph 8(2) of Article 8 of this Contract
shall be carried out in accordance with the provisions of the State's work-related injury insurance
.
14. Party A shall issue a certificate of termination or dissolution of labor contract upon termination or dissolution of labor contract, and handle the transfer of archives and social insurance relations for Party B within fifteen days.
Article 9 Matters agreed by Party A and Party B
Article 10? Economic compensation, breach of contract and liability
(1) Party A shall pay economic compensation to Party B: Party A shall terminate this contract in accordance with Article 8, paragraphs 4, 6 and 7 of this contract; Party B shall terminate this contract in accordance with Article 8, paragraph 11 of this contract; terminate the labor contract in accordance with Article 8, paragraph 12, item (4) and item (5) of this contract; and terminate the labor contract unless Party A maintains or
The labor contract shall be terminated in accordance with Article 8, paragraph 12, item (4) and item (5) of this contract. and the termination of the fixed-term labor contract in accordance with the provisions of Paragraph 12 of Article 8 of the Contract, except in the case where Party A maintains or
raises the terms and conditions of the labor contract, and Party B does not agree to renew the labor contract; and in other cases stipulated by laws and administrative regulations.
(2) Party B terminates the labor contract in violation of the provisions of this contract, or violates the confidentiality
matters or non-competition restriction agreed in the labor contract, and causes economic loss to Party A, shall bear the responsibility of compensation.
(3) If Party A violates the provisions of the Labor Contract Law and causes losses to Party B, it shall be liable for compensation in accordance with the law
.
Article 11? Handling of Labor Disputes
Party A and Party B, whose legitimate rights and interests are infringed upon, shall have the right to request the relevant departments to deal with the matter in accordance with the law, or to apply for arbitration or file a lawsuit in accordance with the law
.
Article 12? Matters not covered in this contract shall be implemented in accordance with the current national laws, regulations and policies.
Article 13? If there is any contradiction between the Chinese and foreign languages in the labor contract signed by a foreign worker, the Chinese
language shall be used as the basis.
Article 14? This contract shall be executed in duplicate, with one copy for each party.
The employer (Party A): (seal)? (seal)
Legal representative (principal person in charge): (signature)? Forensics: (seal)
Laborer (Party B): (signature)? Forensic time:? Year Month? Day
The contract was signed on: January, 2012
Extension of labor contract
The two sides agreed to extend the labor contract signed on January, 2012,
The period of time is from January, 2012, to January, 2012, the end.
The employer (Party A): (seal)? (seal)
Laborer (Party B): (signature) Certifying officer; (seal)
Contract renewal time: ? Year? Month? Day? Time of Testimony: ? January 1, 2012 Month?
Renewal of Labor Contract
The two sides agreed to renew the labor contract signed on January,
The term of the labor contract from the date of January, to the end of the month of January.
The employer (Party A): (seal)? (seal)
Laborer (Party B): (signature) Certifying officer; (seal)
Contract renewal time: ? Year? Month? Day? Time of Testimony: ? January 1, 2012 Month? Day
Changes to the Labor Contract
The two parties agreed to make the following changes to the labor contract signed on January 1, 2011:
Employer (Party A): (seal)? (seal)
Laborer (Party B): (signature) Certifying officer; (seal)
Contract change time: ? Year? Month? Day? Testimony time:? January 1, 2012 January 1, 2012
SM1 with *** sign a work agreementSM1's four years do not need
However, if you apply for a Singaporean university after graduation from JC, most of the scholarships are bond, to work for 2-4 years
Can the work agreement replace the labor contractHello!
A work agreement can be used as evidence of the existence of an employment relationship, but it cannot replace an employment contract. Employers and workers sign labor contracts is the requirement of the labor law norms.
If you can further provide more detailed information, you can provide more accurate legal advice.
Can you sign a work agreement without a labor contract
Chapter 2: Formation of Labor Contracts
Article 7 The employer shall establish labor relations with the workers from the date of employment. The employer shall establish a roster of employees for inspection.
Article 8 When recruiting workers, the employer shall truthfully inform the workers of the content of work, working conditions, workplace, occupational hazards, safety, labor compensation, and other information requested by the workers; the employer shall have the right to know the basic information of the workers that is directly related to the labor contract, and the workers shall truthfully explain.
Article 9: An employer shall not recruit a worker, withhold the worker's identity card or other documents, or require the worker to provide a guarantee or collect property from the worker on other pretexts.
Article 10 The establishment of labor relations, shall enter into a written labor contract.
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 an employer and a worker conclude a labor contract before employment, the labor relationship shall be established from the date of employment.
Article 11 If an employer fails to conclude a written labor contract at the same time of employment, and the labor remuneration agreed with the workers is unclear, the labor remuneration of newly recruited workers shall be implemented in accordance with the standards stipulated in the collective contract; and if there is no collective contract or the collective contract does not provide for the same pay for the same work, the same pay for the same work shall be implemented.
Article 12 Labor contracts are divided into fixed-term labor contracts, open-term labor contracts, and labor contracts for the completion of certain tasks.
Article 13 The fixed-term labor contract refers to the labor contract in which the employer and the worker agree on the termination time of the contract.
An employer and a worker may conclude a fixed-term labor contract by consensus.
Article 14 Unfixed term labor contract refers to the labor contract that the employer and the worker agree that there is no fixed termination time.
An open-term labor contract may be concluded by consensus between the employer and the worker. In one of the following cases, if the worker proposes or agrees to renew or conclude the labor contract, the labor contract shall be concluded for an indefinite period of time, unless the worker proposes to conclude a fixed period of time:
(1) If the worker has worked continuously for ten years in the employer;
(2) If the employer implements the labor contract system for the first time, or if the state-owned enterprise restructures and re-concludes the labor contract, the worker's continuous work in the employer shall be terminated. (b) When the labor contract system is first implemented in the employer or when a state-owned enterprise is restructured and the labor contract is re-established, the worker has worked continuously for the employer for ten years or more and is less than ten years away from the legal retirement age;
(c) When the labor contract is renewed for two consecutive fixed-term labor contracts and the worker does not have any of the circumstances stipulated in Article 39 and the first and second subparagraphs of Article 40 of the present Law.
If an employer does not conclude a written labor contract with a worker for one year from the date of employment, the employer is deemed to have concluded an open-term labor contract with the worker.
Article 15: The term of the labor contract for the completion of certain tasks refers to the labor contract in which the employer and the worker agree to take the completion of a certain task as the term of the contract.
The employer and the worker may, by consensus, conclude a labor contract for the completion of a certain task.
Article 16: A labor contract shall be concluded by consensus between the employer and the worker, and shall enter into force upon signature or seal of the employer and the worker on the text of the labor contract.
The labor contract shall be signed by both the employer and the worker.
Article 17 A labor contract shall contain the following provisions:
(1) the name, residence and legal representative or principal person in charge of the employing unit;
(2) the name, address and number of the resident's identity card or other valid identity document of the worker;
(3) the term of the labor contract;
(4) the content of the work and the place of work;
(4) the work and the work of the worker;
(5) the work and the work of the employing unit and the worker.
(v) working hours and rest and vacation;
(vi) remuneration for labor;
(vii) social insurance;
(viii) labor protection, working conditions and protection against occupational hazards;
(ix) other matters stipulated by the laws and regulations that should be included in the labor contract.
In addition to the mandatory provisions of the labor contract stipulated in the preceding paragraph, the employer and the worker may agree on other matters such as probationary period, training, confidentiality, supplementary insurance and welfare benefits.
Article 18 The labor contract on labor remuneration and labor conditions and other standards are not clear, and disputes arise, the employer and the workers can renegotiate; if the negotiation fails, the provisions of the collective contract shall be applied; if there is no collective contract or the collective contract does not provide for the remuneration of labor, the implementation of the same pay for the same work; if there is no collective contract or collective contract does not provide for the standards of labor conditions and other standards, the relevant provisions of the State shall be applied.
Nineteenth session of the International Labour Organization (ILO).
Article 19 Where the term of a labor contract is more than three months but less than one year, the probationary period shall not exceed one month; where the term of a labor contract is more than one year but less than three years, the probationary period shall not exceed two months; where the term of a labor contract is more than three years, the probationary period for fixed-term and open-ended labor contracts shall not exceed six months.
The same employer and the same worker can only agree on the trial period once.
The probationary period shall not be agreed upon in the case of an employment contract that is limited to the completion of a certain work task or where the duration of the employment contract is less than three months.
The trial period is included in the term of the labor contract. If the labor contract only agrees on the trial period, the trial period is not established, and the period is the term of the labor contract.
Article 20 The wage of a worker during the probationary period shall not be less than 80% of the minimum wage for the same position in the organization or the wage agreed in the employment contract, and shall not be less than the minimum wage standard of the location of the employer.
Article 21 During the probationary period, the employer shall not terminate the labor contract except in the case where the worker is subject to the circumstances stipulated in Articles 39 and 40 (1) and (2) of this Law. If the employer terminates the labor contract during the probationary period, the employer shall explain the reasons to the worker.
Article 22 Where an employer provides special training expenses to a worker for professional and technical training, the employer may enter into an agreement with the worker to stipulate a service period.
If a worker violates the agreement on the service period, he or she shall pay liquidated damages to the employer in accordance with the agreement. The amount of liquidated damages shall not exceed the cost of training provided by the employer. The amount of liquidated damages that the employer requires the worker to pay shall not exceed the amount of the training costs to be shared by the employer for the unfulfilled portion of the service period.
If an employer agrees with a worker on the service period, it does not affect the increase of the worker's remuneration during the service period according to the normal wage adjustment mechanism.
Article 23 An employer and a worker may agree in the labor contract to keep the commercial secrets of the employer and confidential matters related to intellectual property rights.
For workers who are obliged to maintain confidentiality, the employer can agree with the workers on the non-competition clause in the employment contract or confidentiality agreement, and agree to give the workers monthly economic compensation within the non-competition period after the termination of the employment contract or termination of the employment contract. If a worker violates the non-competition agreement, he or she shall pay liquidated damages to the employer in accordance with the agreement.
Article 24 The persons subject to non-competition shall be limited to high-ranking management personnel, high-ranking technical personnel of the employer and other persons subject to confidentiality obligations. The scope, territory and duration of the non-competition restriction shall be agreed between the employer and the worker, and the agreement on non-competition restriction shall not be in violation of the provisions of laws and regulations.
After the termination of the labor contract, the period of non-competition of the personnel stipulated in the preceding paragraph to other employers who are in competition with the employer in the production or operation of the same kind of products or in the same kind of business, or to open their own business in the production or operation of the same kind of products or in the same kind of business, shall not exceed two years.
Article 25 Except for the cases stipulated in Articles 22 and 23 of this Law, an employer shall not agree with a worker that the worker shall bear liquidated damages.
Article 26 The following labor contracts shall be null and void or partially null and void:
(1) Where a labor contract is entered into or altered in violation of the true meaning of the other party by means of fraud, duress, or taking advantage of a person's danger;
(2) Where the employer exempts itself from the legal responsibility and excludes the rights of the workers;
(3) Where the contract is in violation of mandatory provisions of the laws, administrative regulations and ordinances. (c) Violation of mandatory provisions of laws, administrative regulations.
If there is a dispute over the invalidity or partial invalidity of the labor contract, the labor dispute arbitration body or the people's court shall confirm it.
Article 27 If a part of a labor contract is invalid and does not affect the validity of the other parts, the other parts shall remain valid.
Article 28 If a labor contract is invalidated and the laborer has worked, the employer shall pay the labor remuneration to the laborer. The amount of labor compensation, with reference to the unit of the same or similar positions of the labor of the workers to determine
How to write the agreement of two people to cooperate in the installation of fire protection work?Baidu library search a lot of samples
under 18 years of age to sign a work agreement is valid?Valid, I am an enterprise labor department, the day before yesterday just to a 1992 birthday insurance, signed a contract.
I'm not sure if it's a good idea to sign a work agreement and not be insured
No, it's not the same thing.
No, a work agreement should include the basic content of the work and its remuneration.
This is called file hosting.
The state for the graduation of college students who have not yet been employed in the file, generally take three management methods:
First, the file is transferred to the birthplace, by the local municipal personnel bureau to receive. This way is more suitable for the quasi-personnel file for employment within the scope of the birthplace of graduates and graduates who do not want to be employed for the time being, the advantage of employment in the birthplace of simple and convenient procedures, and the disadvantage is that within two years of leaving the birthplace of employment, you need to re-apply for the reassignment of formalities.
The second is to leave the file in the school, to be implemented after the work unit, the household registration and file moved to the work unit location, apply for the file to stay in the school for more than two years has not been implemented, the school will be moved back to the file and household registration, the school will no longer be issued for its employment report card. This approach is suitable for graduates who have the desire to work but are not yet employed, the advantage is that the school has a high degree of integrity, on behalf of the custody of the account relationship and files do not charge additional fees, the disadvantage is that the graduate file to stay in the school is only an extension of the period of choice of career, and the school does not have a personnel affiliation, the proof of the relationship involving the personnel can not be issued.
Third, the file is transferred to the employment agency or talent exchange center. This approach is more suitable for the preparation of graduate school, entrepreneurship, flexible employment of graduates, the advantage is easy to graduate to solve some practical problems, the disadvantage is that if the graduates and the guidance center of the relatively few exchanges, then it is easy to cause the information is not good.
似向协议，合作协议，最后购车协议，这样算诈骗吗1, fraud, refers to the illegal possession for the purpose of fictitious facts or concealment of the truth of the method, fraudulent amount of public and private property behavior.
2, the owner of the vehicle in the process of selling the vehicle if the use of concealment of the truth or fictitious methods, and with the purpose of illegal possession, it is suspected of fraud;
3, the legal basis:
1) Criminal Law Article 266 Fraud Fraudulent public and private property, the amount of a large amount of money, shall be sentenced to less than three years of fixed-term imprisonment, criminal detention or control, and or a single punishment of a fine If the amount is enormous or there are other serious circumstances, the penalty shall be fixed-term imprisonment of not less than three years but not more than ten years and a fine; if the amount is particularly enormous or there are other particularly serious circumstances, the penalty shall be fixed-term imprisonment of not less than ten years but not more than life imprisonment and a fine or confiscation of property. This Law provides otherwise, in accordance with the provisions.
2) "Interpretation of Several Issues Concerning the Specific Application of Law in Handling Criminal Cases of Fraud" Article 1 The value of fraudulent public or private property of more than 3,000 yuan to 10,000 yuan, 30,000 yuan to more than 100,000 yuan, and more than 500,000 yuan shall be deemed to be the "larger amount" as stipulated in Article 266 of the Criminal Law, respectively, "The amount is huge", "the amount is particularly huge".
Provinces, autonomous regions, municipalities directly under the Central Higher People's Court, the People's Procuratorate may, in conjunction with the economic and social development of the region, in the amount of the preceding paragraph within the range of the *** with the study to determine the implementation of the specific amount of the standard in the region, reported to the Supreme People's Court, the Supreme People's Procuratorate for the record