Question 20: When definite-term Employees are sent abroad for long-term training, some enterprises request Employees to sign training contracts, including the period that Employees undertake to spend working for the enterprises following the training course and the compensation obligation in case of their violations. So, can the period that Employees undertake to spend working for Employers be longer than the term of the signed LCs? If yes, is it all right for Employees not to renew LCs when LCs expire? Is it correct that the compensation amount must be diminished according to the time that Employees have spent working after the training course or just a violation will force them to pay the whole compensation amount? Can Employers specify a compensation amount larger than the amount that they have spent on the training course?
Can the period that Employees undertake to spend working for Employers be longer than the term of the signed LCs? Pursuant to Article 62.2 of the Labor Code, training contracts must include the following main contents: a) job to train; b) training location, training period; c) training costs; d) the period for which Employees undertake…
