(1). The resigned employee shall submit the Resignation Application Form to the department head for signature. The position above the department head needs the signature of the general manager.

(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.

Second, how to deduct wages from employees' absenteeism

1, absenteeism cannot be deducted from employees' wages, but can only be deducted according to personal leave, which means that there is no salary on the day of absenteeism, and three days can't be fined for one day. This is illegal.

2. Absenteeism is serious in many units. Violation of discipline and discipline may lead to dismissal, but the unit cannot deduct the wages of employees who have been employed.

3. Smart units will impose administrative penalties through other means such as rules and regulations, instead of directly deducting wages. It is illegal to deduct wages directly.

4. negotiate with the unit first. If negotiation fails, you can complain to the labor inspection brigade where the unit is located.

4. Absenteeism means not taking time off or not attending work without justifiable reasons, which is a serious violation of discipline.

legal ground

People's Republic of China (PRC) labor contract law

Article 37 A laborer may terminate the labor contract by giving a written notice to the employing unit 30 days in advance. The employee may terminate the labor contract by notifying the employer three days in advance during the probation period.

Article 38 In any of the following circumstances, the employer may unilaterally terminate the labor contract:

(1) Failing to provide labor protection or working conditions as agreed in the labor contract;

(2) Failing to pay labor remuneration in full and on time;

(3) Failing to pay social insurance premiums for laborers according to law;

(4) The rules and regulations of the employing unit violate the provisions of laws and regulations and damage the rights and interests of workers;

(5) The labor contract is invalid due to the circumstances specified in the first paragraph of Article 26 of this Law;

(6) Other circumstances under which the laborer can terminate the labor contract as stipulated by laws and administrative regulations.

If the employer forces the laborer to work by means of violence, threat or illegal restriction of personal freedom, or if the employer illegally directs or forces the risky operation to endanger the personal safety of the laborer, the laborer may immediately terminate the labor contract without notifying the employer in advance.