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].

Group 1 - The article emphasizes that a written labor contract must be established between the employer and the employee from the start of the employment relationship [3][4] - It is stated that the employer is required to provide a written labor contract upon renewal, and failing to do so is deemed unreasonable [4][10] - The essential clauses that must be included in a labor contract are outlined, including the employer's name, employee's details, contract duration, job responsibilities, working hours, remuneration, social insurance, and other legal requirements [8][11] Group 2 - The article clarifies that a probation period can only be agreed upon once for the same employee in the same company, even if the employee returns to a different position [9] - If an employer fails to sign a written labor contract within one month of employment, they are obligated to pay the employee double wages for each month until a contract is signed, as stipulated by the Labor Contract Law [10][11]