The tripartite agreement has a strong legal binding force, and its contents shall not be changed or deleted at will. Fill it in carefully to make sure it is correct. If it must be corrected, it is necessary to cross out the mistakes, write down the correct contents, and affix the seal of the department to confirm.
Tripartite agreement is the abbreviation of "Employment Agreement for College Graduates". It is a form issued by the Ministry of Education or the employment departments of provinces, municipalities and autonomous regions. It is a written form that clarifies the rights and obligations of graduates, employers and schools in graduate employment, and can solve a series of related problems such as household registration, archives, insurance and provident fund for recent graduates. Graduates report to the unit (with the national employment registration certificate for college graduates or the national graduate registration certificate), and the agreement will be automatically terminated after the employer officially accepts it.
Is the contract valid if it is crossed out after signing the agreement?
A contract that is crossed out after the signing of the agreement is valid if it meets the following conditions: the parties are persons with corresponding civil capacity; The intention of the parties is true; The contents of the contract shall not violate laws and regulations or public order and good customs; The form of the contract conforms to the relevant requirements of the law; Other conditions for the entry into force of laws, etc.
To sum up, it is effective to cross out the typos in the tripartite agreement. Tripartite agreement is a written form that defines the rights and obligations of graduates, employers and schools in graduate employment. Its essence is a contract. If there are writing mistakes in the conclusion process, it will not affect its effectiveness if it is crossed out and rewritten.
Legal basis:
People's Republic of China (PRC) labor contract law
Article 4
The employing unit shall establish and improve the labor rules and regulations according to law, so as to ensure that workers enjoy labor rights and perform labor obligations.
When an employing unit formulates, modifies or decides the rules and regulations or major issues directly related to the vital interests of workers, such as labor remuneration, working hours, rest and vacation, labor safety and hygiene, insurance and welfare, employee training, labor discipline and labor quota management, it shall discuss with the workers' congress or all employees, put forward plans and opinions, and negotiate with trade unions or employee representatives on an equal footing.
In the process of implementing rules and regulations and major issues, trade unions or employees have the right to propose to the employer and revise and improve them through consultation.
The employing unit shall publicize or inform the rules and regulations and major issues directly related to the vital interests of workers. Article 17
A labor contract shall have the following clauses:
(a) the name, domicile and legal representative or principal responsible person of the employing unit;
(2) The name and address of the laborer and the number of the resident identity card or other valid identity documents;
(3) The term of the labor contract;
(4) Work content and work place;
(five) working hours and rest and vacation;
(6) Labor remuneration;
(7) Social insurance;
(eight) labor protection, working conditions and occupational hazard protection;
(nine) other matters that should be included in the labor contract as stipulated by laws and regulations.
In addition to the necessary provisions stipulated in the preceding paragraph, the employer and the employee may agree on probation, training, confidentiality, supplementary insurance and welfare benefits.