Legal analysis:

The first step is real-name authentication. Helps establish a sound and reliable Internet credit foundation. The second step is to sign online. Sign an electronic contract on a third-party electronic contract platform, upload the electronic contract, create an exclusive electronic signature for signing, and the electronic contract is completed. The third step is to send the contract. Send the electronic contract to the other party via the Internet. The fourth step is for the other party to sign. The other party only needs to log in to any system to electronically sign the received electronic contract, verify it via SMS, and complete a valid signature. The fifth step is contract storage. Choose a third-party electronic contract platform to store contracts. The sixth step is contract management. Adopt a third-party electronic contract platform to work online at high speeds, and complete contract management functions such as contract signing, reminders, classification, archiving, query, and retrieval in one stop. Things to pay attention to when signing a labor contract: 1. The job title and position must be clear. Otherwise, the employer will use transfer to pressure you to resign voluntarily and send you away without paying any financial compensation. 2. It is necessary to prevent employers from constantly changing positions and extending the probation period repeatedly, because the same person in the same position cannot be applied for two probation periods, but there is no restriction on changing positions. 3. The minimum wage standard must be clarified in the labor contract. It is best to fix the year-end bonus terms as part of the wage. Since our country has not defined the year-end bonus for the time being, this legal gap may be exploited by employers and become a way to withhold wages in the future. 4. Understand whether the employer provides social insurance for employees. Without social security, your salary will be reduced a lot, and you will not be able to enjoy the social security benefits from the state and your employer.

Legal basis:

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

Article 3 The conclusion of a labor contract shall be based on legality, fairness and equality. The principles of voluntariness, consensus, and good faith. A labor contract concluded in accordance with the law is binding, and the employer and the employee shall perform the obligations stipulated in the labor contract.

Article 10 To establish a labor relationship, a written labor contract shall 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 must 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 36 The employer and the employee may terminate the labor contract if they reach consensus through consultation.

Derived questions:

What are the consequences of breach of contract after signing a tripartite agreement?

The termination of the employment agreement is divided into unilateral termination and two-party termination. Unilateral termination includes unilateral termination without authorization and unilateral termination in accordance with law or agreement. Unilateral termination of the agreement without authorization. It is a breach of contract, and the party terminating the contract shall be liable for the breach of contract by the other party. Unilateral termination according to law or agreement means that one party's termination of the employment agreement has a legal or contractual basis. If the student has not obtained graduation qualifications, the employer has the right to unilaterally terminate the employment agreement. After the graduate is hired, the employment agreement can be terminated, or According to the provisions of the agreement, if a graduate fails to pass the civil service examination organized by the employer's location, the employer has the right to terminate the agreement. For such unilateral termination, the terminating party does not have to bear legal liability to the other party. Two-party termination means that both the graduate and the employer agree to terminate the original agreement through consultation, so that the agreement will have no legal effect. This kind of termination is a reflection of the true intention of both parties, and neither party bears legal responsibility. The termination of the two parties should be carried out before the employment plan is reported to the competent department. If both parties terminate the employment dispatch plan after it is issued, adjustments must be approved by the competent authority. Reassignment.