2. The unit did not provide you with special training fees, professional and technical training, and did not sign the service agreement stipulated in Article 22 of the Labor Contract Law, so it does not bear any liability for breach of contract or liquidated damages.
3. Not sure whether the work fault has caused losses to the unit. Unless the unit has clear rules and regulations, or there is a clear agreement in the labor contract, there is no need for compensation.
The five risks are legal for the country and the rights and interests of workers. Unit payment 160 yuan is unacceptable and illegal. You can ask the unit to supplement the establishment and pay all the expenses.
It is also illegal to work overtime without paying overtime pay. Then you can prove to each other at the same time that you are not afraid of his default.
6. If you want to resign and leave immediately, you can resign on the grounds that your company has established social insurance in accordance with the provisions of Article 38 of the Labor Contract Law and has not paid overtime pay for overtime work. However, it should be noted that the resignation notice must be delivered, that is to say, it must be signed by the unit or delivered by registered express mail, but there must be evidence.
7. Resignation due to the above reasons is not limited to 30 days in advance, but also requires economic compensation according to Articles 46 and 47 of the Labor Contract Law.
8. Usually, the above requirements will not be recognized by the unit and will not be easily given to you. Therefore, in order to claim your legitimate rights and interests and obtain your legitimate labor income, you must apply to the labor arbitration department for arbitration (free of charge) and claim compensation from the unit through the award issued by labor arbitration. If the unit still does not pay compensation, it may apply to the court for compulsory execution. The unit is absolutely afraid to bring a lawsuit to the court, and it will not be accepted without the arbitration tribunal. It is more advantageous to apply for arbitration voluntarily.
9. In arbitration, you can collect some relevant evidence as much as possible, which is beneficial to the ruling. It doesn't matter if you don't. According to Article 6 of the Supreme People's Court's Provisions on Evidence in Civil Litigation, the main body of burden of proof in labor dispute cases is the employer, and then the employer will be ordered to produce relevant evidence, so you don't have to worry.