First of all, let's take a look at the provisions of China's labor law on resignation:
Article 31 of People's Republic of China (PRC) Labor Law stipulates? Laborers shall notify the employing unit in writing 30 days in advance when they terminate the labor contract? Employees are given the right to resign, which is absolute. Workers can unilaterally terminate the labor contract without any substantive conditions, and only need to fulfill the obligation of prior notice (that is, notify the employer in writing 30 days in advance).
The former General Office of the Ministry of Labor also pointed out in the Reply on Issues Related to the Termination of Labor Contract: The employee should notify the employer in writing 30 days in advance, which is both the procedure and the condition for the termination of the labor contract. Workers do not need to obtain the consent of the employer, and notify the employer in writing to terminate the labor contract 30 days in advance. After more than 30 days, the employee submits to the employer the procedures for dissolving the labor contract, and the employer shall handle it. ?
In fact, the core purpose of saying so much is to inform the employer in writing 30 days in advance if the employee resigns. The labor law stipulates that resignation must be notified in writing, but it does not stipulate whether it is printed or handwritten, only the signature must be handwritten. How can a printed name be called a signature?
If the whole article is printed, the following disputes may arise:
Someone else printed the resignation letter and signed your name. How can you prove that you didn't hand it in?
Or what if you don't admit that you handed in your resignation letter when the resignation date is up?
If you know whether to hand-write your resignation letter, you must refer to how to write it. You can view the following:
There are several key points to pay attention to when resigning:
1, formal labor contract, submit resignation one month in advance,
2. From submission date to resignation date-30 days at most. Some unit leaders refuse to sign, so they can leave without paying attention. They won't help you with your resignation, they can arbitrate the company.
3. Resignation Report-Written, signed and dated. Give it to the personnel manager. Then notify the department manager by email and send a copy to the personnel manager.
4. The form of email is not stipulated in the Labor Contract Law, so it is suggested to secretly send a copy to your mailbox. The purpose is to prove the time when you applied for resignation, lest the company delay you.
6, 30 days, all handover work. You don't have to take on any new tasks.
7. On the day of resignation, the leaders of all departments need to sign and confirm that all company objects, key cards and computers should be exchanged with the company. All these will be signed before being submitted to the personnel department (completed within the last day).
8. Pay attention to the information you should get on the day you leave:
Provident fund account; The resignation certificate issued by the company; Labor handbook. Don't forget these three things.
A labor manual is a manual that records every work experience. Usually you can't get this manual yourself, but the personnel agency gives it to the other party. It is managed like files, but many companies and regions can give it to employees. Once accepted by the company, the labor manual will be managed by the company and returned to you or the personnel agency when you leave your job. Generally, the labor manual will record the company name, the time of entry and exit, and the reason for leaving the company. There are usually three reasons for leaving: resignation, resignation at the expiration of the contract, and dismissal. If you get fired, it will be very unfavorable for you to find a job in the future.
After resigning, you should also know the salary:
According to the Labor Law of People's Republic of China (PRC)
Article 50 Wages shall be paid to labourers themselves on a monthly basis in the form of currency. The wages of workers shall not be deducted or delayed without reason. The enterprise must go through the formalities of dissolution of labor relations and social security transfer within 15 days after the employee leaves the company. If an enterprise fails to deal with the losses caused to its employees, it shall bear legal responsibility.
Article 91 Where an employing unit infringes upon the lawful rights and interests of workers, in any of the following circumstances, the labor administrative department shall order it to pay wages and economic compensation to the workers, and may also order it to pay compensation:
(1) Deducting or delaying the wages of workers without reason;
(2) Refusing to pay overtime wages to laborers;
(3) Paying workers' wages below the local minimum wage standard;
(4) Failing to give economic compensation to the laborer in accordance with the provisions of this Law after the termination of the labor contract.