Group 1 - The core viewpoint of the article is that whether a company needs to pay economic compensation when terminating a labor contract with an employee during the probation period depends on specific circumstances [3][4]. - Companies are not required to pay economic compensation if they terminate the labor contract in accordance with Article 39 of the Labor Contract Law [4][6]. - Article 39 outlines several conditions under which an employer can terminate a labor contract without compensation, including failure to meet hiring conditions during the probation period and serious violations of company rules [6]. Group 2 - Companies are legally obligated to pay economic compensation if the termination falls under other statutory circumstances or if the termination is deemed unlawful [7]. - During the probation period, the salary of employees must not be less than 80% of the minimum wage for the same position in the company or 80% of the contracted salary, and it must also meet the local minimum wage standard [11].