Group 1 - The article discusses the importance of labor contracts as a legal form to protect workers' rights and outlines the different types of labor contracts, including fixed-term, indefinite-term, and task-based contracts [2][3][4][6][7]. - Fixed-term labor contracts specify a termination date agreed upon by both the employer and the employee, while indefinite-term contracts do not have a set end date and are required under certain conditions, such as when an employee has worked for the same employer for ten years [3][6]. - Task-based contracts are established for the duration of completing a specific task, allowing flexibility in employment agreements [6][7]. Group 2 - Essential clauses in labor contracts include the names and addresses of both parties, the contract duration, job responsibilities, working hours, remuneration, social insurance, and other legal requirements [8][9]. - The article highlights the existence of "unfair" contracts, which may include clauses that allow employers to dismiss employees at will or limit employees' rights, and emphasizes that such clauses can be deemed invalid under the law [10][11]. - It also warns against "mortgage" contracts where companies may require employees to pledge personal documents or assets, which is illegal and can lead to significant risks for employees [12][15]. Group 3 - Common pitfalls in labor contracts include non-compete clauses that restrict employees from joining competitors after leaving the company, which can significantly impact their career freedom [17][20]. - "Yin-Yang" contracts refer to discrepancies between formal written agreements and informal verbal promises, which can lead to misunderstandings and unfulfilled expectations [21][23]. - "Blank" contracts leave important terms undefined, creating uncertainty for employees regarding their rights and obligations, and it is crucial to ensure all terms are clearly stated in the contract [24][27]. Group 4 - Labor contracts should be signed within one month of establishing an employment relationship, regardless of whether a probation period is agreed upon [29][30]. - Employers must provide employees with access to electronic labor contracts and ensure they can download and print them if needed [31][32]. - Employees should retain a copy of their labor contract to avoid difficulties in case of disputes, and they can request a copy from their employer if not provided [34][37].

Group 1 - The article discusses the tax exemption policy for fishing vessels, specifically for those registered as fishing or aquaculture boats, which allows them to avoid vehicle and vessel tax [5][6]. - The tax exemption is a clear provision in the tax law, aimed at reducing operational costs for fishermen [4][5]. - The policy is implemented by local tax authorities, as indicated by the sources from the Yantai Tax Bureau [7]. Group 2 - The article emphasizes that the registration of fishing vessels must be done with the relevant fisheries registration department to qualify for the tax exemption [6]. - It highlights the importance of understanding the specific conditions under which fishing and aquaculture vessels can benefit from this tax relief [5][6]. - The article serves as a reminder for fishermen to take advantage of this policy to enhance their profitability [4].