July coincides with the peak of employment and entry for fresh graduates. Recently, some graduates have reported encountering issues such as "withholding documents" when entering the workforce, which has attracted widespread attention after being posted online. On the 20th, the Ministry of Human Resources and Social Security responded that "withholding documents" is a typical job hunting trap. If you encounter this situation, please decisively refuse. Not long ago, Ms. Zhang from Shenzhen, Guangdong successfully interviewed an e-commerce company. When inquiring about the details of the onboarding procedures, she was told to submit the original graduation certificate. Ms. Zhang inquired about the specific purpose of the submission, and the company staff stated that they need to verify their information, and the graduation certificate should be kept with the boss until Ms. Zhang leaves. Due to doubts about this request, Ms. Zhang ultimately refused the position in the company. The head of the relevant departments and bureaus of the Ministry of Human Resources and Social Security stated that no unit or individual has the right to withhold the original documents of others, and job seekers must not deliver the original documents to others. If you encounter such a unit, you can report it to the labor supervision department. The term 'withholding documents' refers to the withholding of original personal documents such as job seekers' ID cards, graduation certificates, degree certificates, etc. by employers or intermediary institutions in the name of safekeeping or handling social insurance or applying for salary cards. The Labor Contract Law clearly stipulates that when employers hire workers, they shall not impound their resident identity cards and other documents, nor require them to provide guarantees or collect property from them in any other name. The above person in charge stated that if necessary upon entry, job seekers can only show it to the relevant personnel. If you need to provide a photocopy or photocopy of your document, be sure to indicate the specific purpose in the appropriate location. In addition to seizing documents, companies also charge fees in various names, including registration fees, clothing fees, physical examination fees, training fees, deposits, job stability fees, and information review fees. The human resources and social security department reminds that job hunting itself does not require any fees, and recruitment and onboarding that require payment of registration fees, training fees, etc. should be treated with caution. Special attention should be paid to the conclusion of written labor contracts. The labor contract can be signed before the job seeker officially joins or after joining, but it cannot exceed one month at the latest. If the unit fails to sign a written labor contract with the job seeker for more than one month but less than one year from the date of self employment, it shall pay twice the monthly salary to the applicant. The human resources and social security department reminds that during the contract signing process, some employers have infringed on the legitimate rights and interests of college graduates in order to reduce employment costs and avoid employment responsibilities. Some only sign the "Employment Agreement" or verbally agree on work related matters through conversations, phone calls, etc., without signing a written labor contract. Some contracts have simple content and lack specific information such as job position, workplace, salary, labor conditions, and contract term. Some use the excuse of underpaying taxes and prepare two "yin yang contracts" with different salaries at the same time. Some include "domineering clauses" that require marriage not to be allowed for a few years, unconditional compliance with overtime, resignation during probationary period without settlement of salary, etc. The above person in charge stated that labor contracts must not be signed hastily. Pay attention to whether the labor contract has the necessary provisions stipulated in the Labor Contract Law (basic information of the employer, contract term, work content and location, working hours and rest and vacation, labor remuneration, social insurance, etc.)