On the question of consultation, the policy information desk of this newspaper specially invited relevant lawyers to answer the following questions: The employer can only agree on the service period and liquidated damages with the workers by providing them with professional technical training. If the employer only provides vocational training to the workers, it cannot agree on the service period and liquidated damages with the workers. According to the provisions of Article 22 of the Labor Contract Law, if an employer provides special training fees for workers and provides them with professional and technical training, it may conclude an agreement with the workers 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. First of all, we should clarify two issues, one is the difference between special training and vocational training, and the other is the issue of special training costs and special training methods. Article 68 of the Labor Law stipulates that the employer shall establish a vocational training system, draw and use vocational training funds in accordance with state regulations, and conduct vocational training for workers in a planned way according to the actual situation of the unit. According to this regulation, employers have the legal obligation to establish a vocational training system. In practice, we should pay attention to distinguishing vocational training from special training, which are two corresponding concepts. Vocational training refers to the education and training of technical business knowledge and practical operation ability for the purpose of developing vocational skills for those who are ready for employment and those who have been employed. However, there is no clear definition of special training in law. It is generally believed that special training refers to the training of professional operation skills and professional knowledge for employees in order to improve production efficiency and meet the needs of special posts. If it is a special training organized to operate new mechanical equipment, and the new equipment is the core technology of the company, it can be considered as a special training.