Last year, I was also a freshman. As a freshman, it was not easy for me. Let me check the information carefully and think about it, and I'll give you the answer later. According to the "Labor Contract Law", there is such a provision: Article 22 Where an employer provides special training fees for laborers and provides them with professional and technical training, it may conclude an agreement with the laborers to stipulate the service period.

If the laborer violates the service period agreement, he shall pay liquidated damages to the employer in accordance with the agreement. The amount of liquidated damages shall not exceed the training expenses provided by the employer. The liquidated damages that the employer requires the laborer to pay shall not exceed the training expenses that should be shared for the unfinished part of the service period.

If the employer and the employee agree on the service period, it will not affect the employee's improvement of labor remuneration in accordance with the normal wage adjustment mechanism during the service period.

Regulations on the Implementation of the Labor Contract Law: Article 16 The training expenses stipulated in the second paragraph of Article 22 of the Labor Contract Law include the well-documented training expenses paid by the employer for the professional and technical training of the workers, the travel expenses during the training period and other direct expenses incurred by the workers due to the training.

According to your description, your company trains you with professional knowledge through internal personnel to test whether you can take up the post, so it does not belong to the special training mentioned in the labor law, and you don't have to pay liquidated damages when you leave. He can apply for labor arbitration, but he will lose. Moreover, the labor arbitration fee is very low, generally tens of dollars, although we have no money and are not afraid of him!