Group 1 - The concept of service period is introduced, which is an agreement between the employer and employee regarding the duration of service after receiving specialized training [2] - Employers can require employees to pay a penalty if they leave before the service period ends, with the penalty amount not exceeding the training costs provided by the employer [3] - Training costs include documented expenses for professional training, travel costs during training, and other direct costs incurred for the employee [3] Group 2 - If the labor contract expires but the service period is not completed, the contract should be extended until the service period is fulfilled, unless otherwise agreed [4][5] - The agreement on the service period does not affect the normal salary adjustment mechanisms, allowing for potential increases in employee compensation during the service period [5]

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].