1, the identity information of the party concerned, including gender, ID number, address and other information.
2. The specific year, month and day of the party's employment, and the specific post he/she took after employment.
3. The party concerned applies for resignation on a certain day of a certain year, what is the reason, and what is the salary in the month of resignation. It is also necessary to explain that there was no bad performance during his tenure, and the resignation procedures have been negotiated.
4. At the end, the name of the company (with official seal) should be stated, and the specific year, month and day of signing the involuntary resignation certificate should be indicated. Finally, pay special attention: you must not leave out your name, date of birth, ID number, address, telephone number, salary of the month you left, and reasons for leaving.
What should employees pay attention to when resigning?
1. Notify the enterprise in writing.
At this time, employees need a written resignation letter. The paper resignation letter needs the employee's autograph, and the resignation letter is generally handed over to the immediate superior or the human resources department of the enterprise. In the resignation letter to the enterprise, how can employees prove that they have notified the enterprise in "written form" according to the requirements of the labor law? What employees can do at this time can only be to ask the company for a receipt of the resignation letter when submitting the written resignation letter.
2. Handle the work handover.
Although employees can't go to work after 30 days, they must handle the work handover. Of course, the work handover is arranged by the enterprise. If the enterprise doesn't arrange it, it's best to write a work handover list, explain the work and the arrangement of working hours in writing, and submit it to the immediate superior or the human resources department in duplicate, and keep one copy, with the official seal of the enterprise or the signature of relevant personnel. If the work is not handed over, the enterprise can deduct the salary after the handover and pay it after the handover. Enterprises may also make things difficult when transferring files, social security and resignation certificates to employees. Although the detention of files and social security does not comply with labor laws and regulations, please refer to: Four legal issues to consider when resigning (click to open), but companies often do this, and lawsuits will lead to an increase in turnover costs.
The difference between resignation report and resignation application
The fundamental difference between resignation application and resignation letter is that the employer does not need to pay economic compensation when handling the resignation procedures for the workers after receiving the resignation letter. However, if the employer agrees or seals after receiving the application for resignation, it shall be deemed that both parties have reached an agreement to terminate the labor contract, and the employer must pay economic compensation.
Legal basis: People's Republic of China (PRC) Social Insurance Law.
Forty-fifth unemployed people meet the following conditions, receive unemployment insurance money from the unemployment insurance fund:
(a) before unemployment, the employer and I have paid unemployment insurance premiums for one year;
(two) the employment is not interrupted because of my will;
(three) registered unemployed and have job requirements.
Thirteenth unemployed people who meet the conditions stipulated in Article 45 of the Social Insurance Law may apply for unemployment insurance and enjoy other unemployment insurance benefits. Among them, unintentional interruption of employment includes the following situations:
(1) The labor contract is terminated in accordance with the provisions of Item 1, Item 4 and Item 5 of Article 44 of the Labor Contract Law;
(2) The employer terminates the labor contract in accordance with Articles 39, 40 and 41 of the Labor Contract Law;
(3) The employer proposes to terminate the labor contract with the employee in accordance with Article 36 of the Labor Contract Law, and has reached an agreement with the employee to terminate the labor contract;
(four) the employer proposes to terminate the employment contract or is dismissed, removed or expelled by the employer;
(5) The employee terminates the labor contract in accordance with Article 38 of the Labor Contract Law;
(six) other circumstances stipulated by laws, regulations and rules.