The labor contract is in triplicate, one of which is your own, but it is only valid if your personnel department takes it and seals it for the record. Then ask them to accept it. Small companies generally don't offer it to you. You keep this contract mainly to prove that you have a labor relationship with the company.

Most of the vacant contracts are filled in with unified contents, and the difference lies in the work place, post and contract term. You can have a look at this then. Also, the salary written by the company is generally the local minimum standard. In order to avoid labor disputes, you can keep the monthly salary slip to prove the salary you actually get.

1. You don't have to worry about the training fee. Some expenses that violate the labor law are invalid even if they are written in the labor contract. Moreover, if training fees are to be charged, the company must provide formal invoices from relevant training institutions. The training you mentioned should be the training within the company. This is induction training, free of charge.

2. Not everyone can sign the confidentiality agreement, only those who know the company secrets can sign it, such as CEO, development dignitaries and so on. Moreover, signing this agreement does not mean that you are not allowed to work in the same industry as your previous job within two years after your resignation, so as not to cause losses to the company due to leaks. Signing this agreement will compensate you.