Therefore, under this premise, it is likely to be very difficult to find leading party member cadres and communicate frankly, not to mention persuading the other party to sign and release them. But you can't communicate effectively with leading cadres in party member, and HR can be guaranteed. From the perspective of HR's job responsibilities, it is a bridge of communication within the enterprise and plays a connecting role. I suggest that Xiao Lu find a good friend of HR to explain his situation. It is not convenient for the other party to help him convince the leading cadres in party member.
Leaders may not understand what it means to sign or not, but professionals like HR must know that it is more appropriate to pass some information through their mouths. According to the provisions of Article 37, the dissolution of the labor contract is actually to notify the employer 30 days in advance without the company's permission. However, the employer does not undertake economic compensation; Yes, according to Article 38, if the labor contract is dissolved, you can leave your job immediately without 30 days' advance or consent.
Moreover, the employer shall also pay one month's salary as economic compensation for each year of work in accordance with the provisions of Articles 16 and 47 of the Labor Contract Law. Therefore, it is suggested that you refer to Article 38 of the Labor Contract Law and Article 18 of the full text of the Labor Law Regulations to clearly point out the reasons for leaving your job, such as not signing a labor contract, not allocating working hours according to state regulations, not paying labor remuneration in full and on time, deliberately deducting employees' wages, abusing the right of punishment, fighting day and night without overtime pay, deducting employees' deposit, and establishing national legal social insurance for employees when prohibited.