郭某系某液压机械厂职工。1994年6月与厂方签订了为期五年的劳动合同。1999年6月劳动合同期满时,该厂要求郭某续订合同,且期限为10年。郭某认为续订合同期限太长,又因一个体老板高薪聘其作技术指导。所以,郭某提出终止合同不再续订。而该厂坚决要求郭某续订劳动合同,否则就向其收取培训费2000元,不交此款就不予办理档案转移等有关手续。双方僵持不下,郭某遂向仲裁委申请仲裁。郭某诉称,其在厂方工作期间,厂方并未专门出资对其进行技术培训,且双方签订的劳动合同期满,不续订合同,厂方不该收取培训费。厂方则辩称,工厂虽未专门出资对郭某进行培训,但是,郭某人厂时什么技术也没有,是在工厂老师傅们的指导帮助下,利用厂里的机械设备、原材料等逐步学到了技术,并且成为厂里的技术骨干。他在学习期间,不仅造成工厂原材料的浪费,而且降低了老 Kwak Department of a hydraulic machinery factory workers. June 1994 signed a five-year labor contract with the factory. When the labor contract expired in June 1999, the factory requested Kwak to renew the contract for a period of 10 years. Kwak believes that the renewal of the contract is too long, but also because of a high-paying employers for their technical guidance. Therefore, Kwak proposed termination of the contract is no longer renewed. The factory insisted Kwok renewal of the labor contract, or to receive training fees 2000 yuan, do not pay this section will not handle the file transfer and other relevant procedures. Both sides deadlock, Kwak then apply for arbitration to the Arbitration Commission. Mr. Kwak claimed that during the working period of the factory, the factory did not specially finance and provide technical training to the factory. The labor contract signed by both parties expired and the contract was not renewed. The factory should not charge any training fee. The factory argued that although the factory did not specialize in the training of Kwak, however, Kwak artificial plant when there is no technology, is the guidance of the factory master who help, the use of plant machinery and equipment, raw materials and so gradually Learned technology, and became the technical backbone of the factory. During his studies, he not only caused the waste of raw materials in the factory, but also reduced his age