Group 1 - The core viewpoint of the article discusses the legality of requiring employees to compensate employers for training costs upon resignation, as stipulated in Article 22 of the Labor Contract Law [2] - Employers can establish a service period agreement with employees who receive specialized training, and if the employee violates this agreement, they must pay a penalty not exceeding the training costs provided by the employer [2] - Article 25 of the Labor Contract Law states that, except for the situations outlined in Articles 22 and 23, employers cannot require employees to bear penalties [2][4] Group 2 - Article 23 of the Labor Contract Law allows employers to include confidentiality clauses regarding business secrets and intellectual property in labor contracts, and penalties can be imposed for violations of these clauses [4] - Employees are generally not required to pay penalties for resigning during the probation period for personal reasons, unless specified by law [4]

Group 1 - The Labor Contract Law allows employers to require employees to pay liquidated damages if they violate the service period agreement after receiving specialized training [2][5] - Employers can include confidentiality and non-compete clauses in labor contracts, with provisions for economic compensation during the non-compete period [3][5] - Apart from the specified circumstances, employers cannot impose liquidated damages on employees [4][5] Group 2 - Employees are not required to return the labor contract to the employer upon leaving the company, as both parties retain a copy [6]

Group 1 - The core concept of non-compete agreements is that employers can require employees to sign such agreements to protect business secrets and intellectual property [3][4]. - Non-compete clauses can be included in employment contracts, and employers may provide monthly economic compensation to employees during the non-compete period after termination of the contract [5][8]. - The non-compete period cannot exceed two years, and it applies only to senior management, senior technical personnel, and other employees with confidentiality obligations [7][8]. Group 2 - A service period can be established when an employer provides specialized training costs and conducts professional technical training for the employee [10][11]. - If an employee violates the service period agreement, they must pay a penalty that does not exceed the training costs provided by the employer [11][12]. - Employers can only stipulate penalties for violations of the service period or non-compete agreements, and cannot impose arbitrary penalties in other situations [13].