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].