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企业在招聘工作完成后,会对满意的求职者发出录用通知书,有的以书面形式快递到求职者手中,有的则以电子邮件形式发到求职者的邮箱里。然而,对录用通知书法律效用过大或过小的误读,有时会让企业面临不必要的法律风险。案例回放1录用通知书发出后能否撤回小林之前在一家大型国有企业工作,双方约定了5年服务期,如果小林在服务期内解除劳动合同,需赔偿企业的经济损失。工作一段时间后,小林发现国企的工作环境并
After the recruitment is completed, the company will issue a letter of offer to those who are satisfied with the job offer, some in courier to the job seeker in writing, and others in the email address of the job seeker. However, misleading the legal validity of a letter of offer may sometimes expose the company to unnecessary legal risks. Case Playback 1 After the issuance of the offer notice, Kobayashi can withdraw his work in a large state-owned enterprise. Both parties agreed on a five-year service period. If Kobayashi rescinds the labor contract within the service period, it will be necessary to compensate the economic loss of the enterprise. After working for some time, Kobayashi found out the working environment of state-owned enterprises