Group 1 - The core viewpoint is that in the event of a merger or division of the employer, the original labor contract remains valid and is continued by the new entity inheriting the rights and obligations [2][3]. - The probation period is included within the term of the labor contract, and only one probation period can be agreed upon between the same employer and employee [2]. - If the new employer proposes to renegotiate the probation period while the original labor contract is still valid, there is no legal basis for this [3]. Group 2 - In cases where the new employer terminates the labor contract, the calculation of economic compensation does not include the employee's work years at the original employer if the original employer has already paid economic compensation [6].