1. Pre-job training is the legal obligation of the employer, and no fees shall be charged, and no liquidated damages and service period shall be agreed;
2. Special training is also called vocational skills training. Enterprises should pay the training fee in advance, but they can agree on the service period and liquidated damages with employees. If the employee leaves his post during the service period, the employer may apply for labor arbitration and require the employee to pay the corresponding liquidated damages as agreed by both parties;
3. Legal basis: Labor Contract Law;
Article 22 Where an employer provides special training fees for employees and conducts professional and technical training for employees (I note: general induction training is not included), it may conclude an agreement with employees to stipulate the service period.
If the laborer 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 expenses provided by the employer. The liquidated damages that the employer requires the laborer to pay shall not exceed the training expenses that should be shared for the unfinished part of the service period.
If the employer and the employee agree on the service period, it will not affect the employee's improvement of labor remuneration in accordance with the normal wage adjustment mechanism during the service period.
Regulations for the implementation of the Labor Contract Law:
First one? Article 16 The training expenses stipulated in the second paragraph of Article 22 of the Labor Contract Law include the training expenses paid by the employer with the certificate (note: the unit must have the training invoice issued by the third-party training institution), the travel expenses during the training period and other direct expenses incurred by the workers due to the training.
Therefore, no matter whether the employment contract is signed or not, the above fees need to be paid.