July is the peak time for most college graduates to apply for jobs every year. Once again, it is necessary to remind graduates not only to master some interview skills, but also to know some traps in job hunting and how to protect their rights. I. Signing an internship trial agreement Since there are no relevant provisions in the current law to regulate the rights and obligations between internship students and employers, it is necessary to sign a written internship agreement with employers before graduation to stipulate relevant rights and obligations to protect their own interests, such as how to deal with accidents during work, how to pay internship remuneration, how to determine working hours, and so on. If you have graduated and entered the internship, you should know that you have the right to ask the employer to pay social security for yourself, and pay no less than 80% of the official salary during the probation period. In addition, the probation period should be reasonable to avoid employers using cheap labor for a long time in the name of probation period; During the probation period, the employer and the employee should also terminate the labor relationship according to law. Second, the cost of job hunting is controlled reasonably. Printing resumes and buying formal clothes are beyond reproach. However, when employers charge fees in various names, they must keep their eyes open to avoid being deceived. According to the relevant provisions of the Labor Contract Law, the employer shall not detain the employee's resident identity card and other documents, and shall not require the employee to provide a guarantee or collect property from the employee in other names. If the employer charges the interview and written examination fees in the name of recruitment, it should think more, because the employer has no right to charge the so-called examination fees except for the examinations that can be charged by the state (such as the national and local civil service examinations). Third, there is no discrimination in the physical examination. Before joining the job, the employer will generally conduct a physical examination to determine whether the basic physical quality of the job seeker meets the requirements. According to the Employment Promotion Law, employers should provide equal employment opportunities and fair employment conditions for workers when recruiting personnel and employment agencies engage in employment intermediary activities, and there should be no employment discrimination. In practice, generally speaking, employers are forbidden by law to refuse to hire job seekers on the grounds of gender, marriage, carrying hepatitis B virus, short height and overweight, except that the employment position is clearly required and publicized in advance. If it is rejected for the above reasons, the employer may be required to bear the liability for contracting fault according to law and safeguard its own rights and interests. 4. Written labor contract is the most powerful evidence for the laborer to prove that he has a labor relationship with the employer, and it is also the best specification for the rights and obligations between the employer and the laborer. First of all, the employer should be required to sign a written labor contract with me in time, stipulating the main terms such as salary, post, time limit and working hours system; Secondly, it is necessary to examine whether there are any clauses in the labor contract that violate the law, such as stipulating that workers leave their jobs early after their household registration has landed and pay huge liquidated damages; Finally, we should avoid signing blank labor contracts. Otherwise, once the employer changes the agreed conditions and writes the unfavorable conditions into the labor contract, the rights protection of workers will be at a disadvantage. V. Timely payment of social security fees Labor relations have both personal and property attributes. After formally joining the employer, the employer must be required to pay social insurance premiums for itself in time and establish a social insurance relationship. For girls, after the Social Insurance Law 20 1 1,1came into effect in July, they can pay maternity insurance even if they don't have a hukou in their city. On the other hand, even if there is no maternity insurance, as long as the spouse's employer pays maternity insurance, female employees have the right to request the spouse's employer to reimburse the relevant medical expenses in accordance with relevant regulations after giving birth to children within the scope of the policy.