Small-scale units, there is no special human resources office department, stamped with the official seal of the unit.
In general, the process of employee resignation and resignation is as follows:
1. In principle, employees should submit a written resignation report to the personnel department of the unit thirty days in advance (three days in advance of the probation period) and receive the resignation form. The personnel department conducts exit interviews for employees who leave their jobs, understands the reasons for leaving their jobs, and makes records.
2. Handle relevant formalities according to the resignation form;
(1). The resigned employee shall submit the Resignation Application Form to the department head for signature. If it belongs to the position of department head or above, it may need the approval and signature of senior leaders.
(2) The employee's work permit, employee handbook, work clothes and office supplies shall be recovered from the employee by the assistant of the department to which the employee belongs, and signed by the assistant after confirmation.
(3) The Finance Department shall check whether there is any financial default (including loan and business trip reimbursement) for the resigned employees and the company. If there is any default, it shall be repaid on the spot. If there is no default, it shall be signed by the Finance Department for confirmation.
(4) After the employee completes all required signatures on the resignation form, the personnel administration department will issue a certificate to the employee to dissolve or terminate the labor contract.
(5), the Ministry of personnel to arrange personnel to the unemployment insurance agencies for termination and dissolution of labor relations for the record; With the audit opinion for the record, terminate the employee's social insurance relationship with the social insurance agency; At the same time, seal the provident fund of the resigned employees. If the resigned employee needs to transfer the provident fund, the personnel administration department will transfer it according to the new account provided by him, and if it is necessary to withdraw it, the employee will handle it himself.
(6) The Ministry of Personnel shall, within fifteen days from the date of termination of labor relations, go to the unemployment insurance agency to handle the unemployment insurance benefits audit procedures.
(7), the personnel department will file the files of the resigned employees again, and settle the salary at the same time.
Legal basis: Article 37 of the Labor Contract Law. The employee may terminate the labor contract by giving a written notice to the employer 30 days in advance. The employee may terminate the labor contract by notifying the employer three days in advance during the probation period.
Article 50 of the Labor Contract Law: The employing unit shall issue a certificate of dissolution or termination of the labor contract at the time of dissolution or termination, and go through the formalities of transferring the relationship between files and social insurance for the employee within 15 days.
Laborers shall handle the work handover according to the agreement of both parties. If the employing unit should pay economic compensation to the workers in accordance with the relevant provisions of this law, it should pay it when the work handover is completed.
The employing unit shall keep the text of the dissolved or terminated labor contract for at least two years for future reference.