Does the preparation teacher need to sign a contract?

You do need to sign a contract, this is a normal process. The establishment of teachers on staff is public sector, that is, teachers on staff are staff of public institutions. Non-employed teachers are temporary staff or contract workers. As staff members of public institutions, teachers are generally required to sign a contract for five years in accordance with relevant regulations after joining the position.

Workers need to pay attention to ten things when signing a labor contract:

1. When signing a contract, workers must first find out the basic situation of the unit and determine whether it is a legal enterprise. You need to know the name, unit address, and phone number of the legal representative. This information can be obtained by checking the industrial and commercial registration information online. At the same time, it is required that these contents be clearly written in the contract.

2. Workers should clarify their specific work and indicate the content and specific location of the work in the contract.

3. Labor remuneration should be clearly determined and verbal agreements should be avoided.

4. Pay special attention to the issue of probation period. The law stipulates that the probation period shall not exceed six months at most. A contract that only stipulates the probation period is invalid. It is a shame to ask the employee to leave after the probation period is over. During the probation period, the employer shall not terminate the labor relationship without reason; unless the employee Only those who do not meet the recruitment requirements will be let go.

5. The method and time of payment of labor remuneration must be clearly stated, whether it is cash or paid to an account through a bank. Some units tie up workers by deducting one month's wages. This behavior has no legal effect. If the employer refuses to provide the withheld labor remuneration after the labor contract is terminated, the employee can resolve the problem through labor arbitration.

6. The method and time of payment of labor remuneration must be clear, whether it is cash or paid to an account through a bank. Some units tie up workers by deducting one month's wages. This behavior has no legal effect. If the employer refuses to provide the withheld labor remuneration after the labor contract is terminated, the employee can resolve the problem through labor arbitration.

7. Social insurance agreement.

8. Don’t sign a blank contract. Blank contracts refer to companies that, in order to cope with inspections, come up with blank contracts and ask workers to sign and fingerprint them first, which is a formality. The workers do not take the contract seriously, and some contracts are not even stamped. Once a labor dispute occurs, this type of contract is invalid, and at the same time, the cost of workers' rights protection is high.

9. Some contracts stipulate illegal contents, such as female employees not being allowed to get married and have children, “work-related injuries self-care” for workers injured on the job, requiring workers to sign a life-and-death contract, etc. These clauses are legally invalid, and labor The applicant may refuse the visa.

10. After the labor contract is stamped, the employee and the employer must each keep a copy. The labor contract is the most direct and effective legal document that can be issued by both parties when a labor dispute occurs.

Legal basis:

"Labor Contract Law of the People's Republic of China"

Article 10

Establishing labor relations, A written labor contract should be concluded.

If a labor relationship has been established but 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 the employer and the employee conclude a labor contract before employment, the labor relationship shall be established from the date of employment.

Article 11

If the employer fails to conclude a written labor contract at the time of employment, and the labor remuneration agreed with the employee is unclear, the labor remuneration of the newly recruited employee shall be The standards stipulated in the collective contract shall be implemented; if there is no collective contract or the collective contract does not provide for it, equal pay for equal work shall be implemented.