一直在实习？吉林一考公培训教师上班四年没签合同，法院判了

Core Viewpoint - The case highlights the legal implications of internship agreements, emphasizing that such agreements may be recognized as labor contracts if they meet the criteria outlined in labor laws, thus protecting workers' rights [1][4][5]. Group 1: Case Background - A graduate student, referred to as Xiao Guo, entered into an internship agreement with an education company in February 2018, which was supposed to last until June 2020, but he continued working until March 2022 without a formal labor contract [2][3]. - Xiao Guo claimed that the company failed to pay social insurance and adequate wages, leading him to seek arbitration for compensation related to exceeding the legal probation period and other claims [2][3]. Group 2: Court Proceedings - The initial arbitration request was denied, prompting Xiao Guo to file a lawsuit in the local court, where he argued that the company delayed signing a formal labor contract despite his repeated requests [2][3]. - The court ruled in favor of Xiao Guo regarding compensation for exceeding the legal probation period, unpaid wages due to the lack of a written contract, and compensation for unused annual leave [3][5]. Group 3: Legal Interpretation - The court determined that the internship agreement effectively constituted a labor contract due to its comprehensive terms, including work responsibilities and compensation, which align with labor contract requirements [4][5]. - The judge noted that the nature of the agreement and the actual working conditions indicated a labor relationship rather than a mere internship, thus validating Xiao Guo's claims [4][5]. Group 4: Industry Implications - The case underscores the need for vigilance among workers regarding the potential misuse of internship agreements by employers to obscure actual employment relationships and deny workers their legal rights [5][6]. - Experts suggest that educational institutions should play a more active role in ensuring that internship agreements are properly structured to protect students' rights and clarify the nature of the work relationship [6].