1. It is illegal to resign in a hurry, but it is illegal for the company to deduct your salary if it does not cause losses to the company. You can collect relevant evidence to prove that you work here, complain to the local labor inspection brigade or apply for labor arbitration (free of charge) to protect your rights;
2. If the laborer causes economic losses to the employer, it is legal for the company to deduct money at this time, and the employer can claim compensation for economic losses according to the labor contract. Compensation for economic losses can be deducted from the employee's own salary. However, the monthly deduction shall not exceed 20% of the employee's monthly salary. If the deducted surplus wage is lower than the local monthly minimum wage, it shall be paid according to the minimum wage.
The process of employee resignation:
1. In principle, employees should submit a written resignation report to the Personnel Administration Department 30 days in advance and receive a resignation form. The HR & Administration Department conducts exit interviews for the resigned employees to find out their reasons for leaving and make records;
2. Handle relevant formalities according to the resignation form;
(1) The resigned employee shall submit the Resignation Procedure Form to the department head for signature. The positions above the department head need 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 the resigned employees and the company have any financial arrears (including loan and business trip reimbursement), and repay them on the spot if there is any arrears; if there is no arrears, the Finance Department shall sign the resignation form for confirmation;
(4) After the resigned employee obtains all the required signatures on the resignation form, the personnel administration department will issue a decision to terminate the labor contract with XX;
(5) The personnel administrative department arranges personnel to go through the formalities of termination and dissolution of labor relations with the unemployment insurance agency; 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 take it out, the employee will handle it himself;
(6) The personnel administrative department shall, within 30 days from the date of termination of labor relations, go to the unemployment insurance agency to go through the unemployment insurance benefits audit procedures;
(7) The personnel administration department will re-file the resigned employees and settle their wages at the same time.
Legal basis:
Article 16 of the Interim Provisions on Wage Payment: If the laborer causes economic losses to the employer due to his own reasons, the employer may demand compensation for the economic losses according to the labor contract. Compensation for economic losses can be deducted from the employee's own salary. However, the monthly deduction shall not exceed 20% of the employee's monthly salary. If the deducted surplus wage is lower than the local monthly minimum wage, it shall be paid according to the minimum wage.