I signed a labor contract directly with COFCO Property Company. Am I a regular worker or a temporary worker in COFCO?

Signing a labor contract directly with COFCO Property Company depends on whether it is a formal contract or a temporary contract.

Labor contracts can be divided into formal labor contracts and temporary labor contracts. A temporary labor contract refers to a labor contract concluded between an employer and a laborer who is engaged in temporary work outside the staffing establishment. Suitable for short-term and temporary workers.

The contents of a temporary labor contract shall include:

1, jobs and positions to be recruited, and the quantity and quality indicators for completing production tasks;

2. The conditions that the hired person must meet and the term of the labor contract;

3. Labor remuneration, labor insurance and welfare benefits;

4, the environmental conditions of production and work, and the specific provisions of the distribution of labor insurance supplies;

5, labor discipline, working hours, rewards and punishments;

6. Liability for breach of contract by both parties and specific compensation clauses, as well as other matters that both parties think need to be clarified.

A formal labor contract shall meet the following basic conditions:

1, labor contract;

2. Work content;

3. Labor protection and working conditions;

4. salary;

5. Labor discipline;

6. Conditions for termination of the labor contract;

7. Liability for breach of labor contract.

If there is no probation period for the labor contract, a probation period may be agreed upon, but the probation period shall not exceed 6 months. When signing a labor contract, the employer shall not collect the deposit or detain the employee's ID card. An employee's failure to perform a labor contract is invalid. Invalid labor contract means that the labor contract is not legally binding. According to relevant laws and regulations, the following labor contracts are invalid:

1, violating the approved laws, administrative regulations and labor contract;

2. Sign a labor contract by means of fraud or threat.

The employing unit shall not change the labor contract at will, and the change of the labor contract shall follow the principles of equality, voluntariness and consensus through consultation, and abide by the provisions of laws and administrative regulations.

Article 17 of the Labor Contract Law of People's Republic of China (PRC) shall follow the principles of equality, voluntariness and consensus through consultation, and shall not violate the provisions of laws and administrative regulations.

After a labor contract is concluded in accordance with the law, it is legally binding, and the parties must fulfill their obligations under the labor contract.

Article 18 The following labor contracts are invalid:

(1) Labor contracts that violate laws and administrative regulations;

(2) Labor contracts concluded by fraud or threat.

An invalid labor contract is not legally binding from the time it is concluded. If part of the labor contract is confirmed to be invalid, the remaining part is still valid without affecting the validity of the remaining part.

The invalidity of a labor contract shall be confirmed by the labor dispute arbitration commission or the people's court.