First, in the labor relationship between the company and employees, don't believe anything verbally.
Anyone can say it with his mouth. But if the company makes some decisions orally, it basically leaves room. In an emergency, there is room for manoeuvre. For example, oral dismissal, oral salary reduction, oral shutdown and holiday, etc. In a word, employees must not take this verbal agreement too seriously and do it according to the past practice. In case you get stuck in company routine.
All notices or decisions must be based on the written materials stamped with the official seal of the company or signed by the main leaders.
Second, the company verbally dismissed, without giving written materials, allowing employees to voluntarily apply for resignation. This is how it should be handled!
1, the company verbally dismissed. Don't take it seriously. Go to work every day when you should. It's best to keep relevant attendance records. If the company won't let you into the company, you can call the labor department and say that the company has deprived you of your "labor rights".
If you go to work normally during this period, but the company won't pay you, then you can apply for a complaint or labor arbitration. Said the company deducted your salary.
Never take the initiative to write a written application for resignation. If the company wants to dismiss you, let the company give you a written notice, otherwise it doesn't count.
4. The key points of this matter: first, attend before there is a written notice of dismissal. If the company does not allow it, it will complain and leave evidence; The second is to see whether social security has been paid and whether wages have been deducted, which is a key point of labor arbitration.
Since the company can do this routine, don't be too embarrassed as an employee. The key is persistence!