I worked in a restaurant in Mission Hills, Shenzhen for some time, and I give the following answers to your above questions: 1. The concept of probation. The contract of employees in the catering industry varies from hotel to hotel. In Mission Hills, it is three years, and the probation period is three months. (1) If the term of the labor contract is less than three months, the probation period shall not be agreed. (2) If the term of the labor contract is more than three months but less than one year, the probation period shall not exceed one month. (3) If the term of the labor contract is more than one year but less than three years, the probation period shall not exceed two months. (4) The probation period of a labor contract with a fixed term of more than three years and without a fixed term shall not exceed six months. (5) A probation period may not be stipulated in a labor contract whose term is to complete certain tasks. (6) The probation period shall not be agreed for part-time employment. 2. The probation period can be paid according to the salary during the probation period, but the salary of the employee during the probation period shall not be lower than the lowest salary of the same position in the unit or 81% of the salary agreed in the labor contract, and it is reiterated that the salary during the probation period shall not be lower than the minimum wage standard where the employer is located. The probation period is included in the term of the labor contract. During the term of the labor contract, it is a legal obligation for the employer to pay social insurance and other five insurances and one gold, but the proportion of payment varies from place to place. 3. (1) The employee is proved not to meet the employment conditions during the probation period; (2) The laborer seriously violates the rules and regulations of the employing unit; (3) The laborer seriously neglects his duty and engages in malpractices for selfish ends, thus causing great damage to the employer; (4) The laborer establishes labor relations with other employers at the same time, which has a serious impact on the completion of the work tasks of the unit, or refuses to correct after being put forward by the employer; (5) The employee uses fraud, coercion or taking advantage of the danger of others, and the employer enters into a labor contract against the true meaning; (6) The laborer is investigated for criminal responsibility according to law; (7) The employee is sick or injured non-work-related, and cannot engage in the original job after the prescribed medical treatment period expires, nor can he engage in other jobs arranged by the employer; (8) The laborer is not qualified for the job, and is still not qualified for the job after training or job adjustment. In addition to the above circumstances, the employer shall not terminate the labor contract during the probation period. 4. This problem is led by the fact that you can be dismissed for "serious violation of the rules and regulations of the employer" if you are absent from work for n times without reason. For the other two points, please refer to the above article (8), "The laborer is not competent for the job, and he is still incompetent after training or adjusting his post". In addition: if you still don't understand, you can directly search for "probation period of contract labor" on Baidu, and the content will be more comprehensive and detailed.