Company resignation certificate (15 articles)

In daily study, work and life, many people have written certificates. Proof is to use reliable evidence to prove the relevant people or things. Written materials of the actual situation. Does anyone know the format of the certificate? The following is a company resignation certificate that I have compiled for you. You are welcome to share it.

Company resignation certificate 1

From May 1, 20___, he joined our company as a position and applied for resignation due to personal reasons on ___month___, 20___. There has been no bad performance during these 2 years and the work has been good.

After careful consideration by the company, the resignation has been approved and the resignation procedures have been completed.

Since no relevant confidentiality agreement has been signed, freedom of choice of career is observed.

Hereby prove it!

Company name (with official seal)

Date: Company resignation certificate 2, ___month___, 20___

This is to certify that Mr./Ms. Ms. / was originally an employee of our company’s market development department, and her working period was from January 1, 2019 to July 31, 2019. All resignation procedures have been completed.

This is to certify!

Company name (with official seal)

Company resignation certificate on December xx, 20xx 3

This is to certify Mr./Ms./Jiaotong was originally an employee of our company’s market development department and worked from xx, month xx, xx to xx, month xx, xx. All resignation procedures have been completed. Hereby prove it!

Seal of xx company (or Human Resources Department)

Resignation certificate from the company on xx, month xx, xx year 4

Resignation certificate

< p> Comrade XXX worked for XXX company from X, month, X, to X, month

Seal of XXX company (or Personnel Department of Human Resources Department)

Company name (with official seal)

Company resignation certificate on xx, month xx, 20xx 5

1. Sample resignation certificate for dismissed employees of the company

This is to certify that xx joined our company on xx, month xx, xx, and held the xx position of xx department until xx, month xx, xx due to xx The reason for applying for resignation is that during this period of work, there was no bad performance, good work, and harmonious relationship with colleagues. During this period, I was awarded the title of "xx" (honor). After careful consideration by the company, the resignation was approved and the handover procedures have been completed.

Since no relevant confidentiality agreement has been signed, freedom of choice of career is observed.

This is to certify

Company seal

Date: ____year__month__day

Party A: (name of company) )

Party B: ID number:

Party B was originally the _______ (position) of Party A's ________ (department), and was terminated by mutual agreement on XX, XX, 20xx. Labor contract. Party A and Party B confirm the termination of the labor relationship.

The two parties have now reached an agreement on economic compensation and all issues during the duration of the labor relationship, and have settled the matter in one go. At the same time, Party A has completed the resignation procedures for Party B.

This is to prove.

Party A (signature and seal): Party B’s signature:

Signature of Party A’s representative:

2. Handover is generally carried out in three stages:

First, handover preparation.

The handover preparation is divided into six aspects: (1) Complete the processing of the economic business that has been accepted; (2) Complete the registration of unregistered accounts, settle the balance, and stamp the last balance The name and seal of the cashier; (3) Sort out the various materials that should be transferred, and write down written explanations for unfinished matters and remaining issues; (4) Prepare a transfer inventory, including the account books, seals, cash, and valuables to be transferred. Securities, check books, invoices, documents, other items, etc. should be clearly listed; for units that implement computerization, the handover personnel should also list the accounting software and passwords, data disk tapes, etc. on the handover list; (5) Cashier accounts and The general ledger of cash and bank deposits must be consistent, the balance of the cash journal must be consistent with the cash on hand, and the amount of the bank deposit journal must be consistent with the bank statement; (6) Fill in the transfer date on the activation form on the title page of the cash and bank deposit journal, and stamp it chapter.

Second, the handover process.

Before resigning, a cashier must hand over all the accounting work he/she manages to his replacement within the specified period.

The replacement personnel should carefully collect items one by one according to the transfer inventory. The specific requirements are: (1) The cash in hand must be handed over in person according to the journal balance, and there must be no shortage. When the replacement personnel discovers inconsistencies or "white slips arrive in the warehouse", the transfer personnel shall collect the cash in hand at the prescribed time. Responsible for checking within the time limit; (2) Securities must be counted according to the balance of each check book. If the face value of the securities is inconsistent with the issue price, they must be handed over according to the book amount; (3) The cashier's account and other accounting information must be It must be complete and must not be missed. If there is a shortage, the reason must be identified and the transferor's responsibility must be noted on the transfer list; (4) The bank deposit account must be consistent with the bank statement. The cashier must apply to the bank to print the statement before handling the handover. If there are unsettled accounts, a bank balance reconciliation statement needs to be prepared to make adjustments consistent; (5) The handover personnel will collect other property and materials that should be kept by the cashier according to the handover inventory points, such as financial seals, name seals, receipts, Blank checks, account seals, special check seals, etc.; (6) For units that implement computerization, both parties to the handover should actually operate the relevant data on the computer and confirm that the relevant data is correct before handing over.

Third, matters related to the handover.

After the cashier work is handed over, both parties to the handover and the person supervising the handover must sign and seal the handover list. The name of the unit, the date of handover, and the positions of both parties to the handover and the person supervising the handover must be noted on the handover list. Name, number of pages in the handover list, questions and comments that need to be explained, etc.; the person taking over the handover should continue to use the account book before the handover and is not allowed to create a new one without authorization.

3. Resignation Process

1. Conduct health examinations for employees engaged in jobs with occupational hazards.

2. Handle work handover.

Except for job handover, resigning employees should immediately stop engaging in all external business in the name of the employer. Transfer the work performed by the employee to another person or supervisor. Work handover can help prevent employees from leaving hastily, causing work disengagement, and reduce unnecessary economic losses.

3. Company property, documents and debts.

During the period when employees are in the company, the company should designate a designated person to receive the company’s property distributed by the company or in the hands of the employees themselves. And clean up all documents and materials kept and used by employees during their employment, such as customer lists, various charts and drawings, financial ledgers, work plans, technical materials, etc. In addition, when the labor contract is terminated or terminated, the company should check whether the employee owes the company debts during his employment, such as loans, compensation, fines, etc.

4. Return employee IDs and settle wages.

5. If the company proposes to terminate the labor contract, it shall pay economic compensation to the employees in accordance with the provisions of the Labor Contract Law.

6. Sign a non-compete agreement. If the company deems it necessary to sign a non-compete agreement, it will clarify the employee's corresponding obligations in the labor contract termination agreement.

7. Issue proof of rescission or termination of the labor contract.

8. Handle the transfer procedures for files and social insurance relations. The "Labor Contract Law" stipulates that companies should handle file and social insurance transfer procedures for employees within 15 days after the labor contract is terminated. Company Resignation Certificate 6

Mr./Ms./Ms._______, served as ________(department) in our company from ____month__ to ____month__ I have resigned from the _______ position due to ___personal______ reasons and have been terminated from the company.

This is to certify!

Company name (with official seal) < /p>

Company resignation certificate on July 31, 20xx 7

Question:

I used to work for an Internet company, and the company only signed one contract with me during my work. I had a three-month part-time contract. After the contract expired, the company never helped me renew the contract. That is to say, I worked for about 9 months without a contract, and the company never helped me buy insurance during this period. Around November 20xx, the company fired me with some unfounded excuses.

Less than a month after I was fired, I found a new company, and this new company asked me to provide a resignation certificate to prove that I had no legal disputes with my previous company. But when I contacted the supervisor of my former company, she insisted on not giving me a separation certificate, saying that employees who were fired were not allowed to issue separation certificates. From a legal perspective, can my former company issue a certificate to me?

In addition, I would like to ask: when we were working, the company asked us to sign a so-called non-compete agreement. The content of the agreement basically stated that within three years of leaving the company, we would not be able to work for a company that competes with the company. , otherwise legal liability will be pursued. Is such an agreement legal?

edwin

Reply:

There is no formal and part-time distinction in the labor contract. Only a few professional and technical personnel have promulgated some regulations on part-time work. It seems that Not for you.

During the contract period, you have the right to ask the company to handle various social insurance procedures for you. This is the employer's obligation. Failure to do so is illegal. You can report it to the local labor inspection department, which will have quick results. , no need to spend money.

Regarding the proof of resignation, simply put, there must be evidence and procedures for dismissal, and a written notice must be given to the person, which can be used as proof of resignation (but you don’t necessarily want it). If it is within the labor arbitration statute of limitations, you can appeal to the local labor dispute arbitration committee, claiming that the dismissal does not comply with legal procedures, overturning the dismissal, and obtaining the relevant separation certificate as a breach of contract by the employer.

Based on your current situation, you have the right to ask the employer to bear the unemployment benefits that you cannot enjoy because it did not apply for unemployment insurance for you.

Regarding non-compete clauses, a friend whose name consists of two words once answered eloquently a few days ago. You can look it up. Simply put, non-compete clauses need to be paid by the employer. Damage is the consideration, otherwise the clause is invalid and has no binding force on you. Company's resignation certificate 8

What does "resignation certificate due to company reasons" mean?

"Resignation certificate due to company reasons" refers to the termination of the contract due to company reasons.

Resignation proof of company reasons refers to the termination of Liu xx today due to the company's reasons, causing the employee to resign. It is mainly applicable to receiving unemployment insurance benefits, as opposed to the individual's willingness to discontinue employment. According to Article 13 of the Ministry of Human Resources and Social Security's "Several Provisions on the Implementation of the Social Insurance Law of the People's Republic of China", the conditions for unemployed persons to apply for unemployment insurance benefits include the following circumstances: interruption of employment not due to their own will:

< p>　1. The labor contract is terminated in accordance with the provisions of Article 44, Paragraph 1, Paragraph 4, and Paragraph 5 of the Labor Contract Law;

2. The employer shall terminate the labor contract in accordance with Article 39 of the Labor Contract Law; Articles, Articles 40 and 41 provide for the termination of the labor contract;

3. The employer proposes to terminate the labor contract and communicates with the employee in accordance with Article 36 of the Labor Contract Law The labor contract is terminated by consensus through consultation;

4. The employer proposes to terminate the employment contract or the employer dismisses, removes or expels the employee;

5. The employee shall comply with the Labor Contract Law Article 38 provides for the termination of the labor contract;

6. Other circumstances stipulated in laws, regulations and rules.

Article 45 of the "Social Insurance Law": Unemployed persons who meet the following conditions shall receive unemployment insurance benefits from the unemployment insurance fund:

(1) The employer and the individual have already Those who have paid unemployment insurance premiums for more than one year;

(2) Those whose employment was interrupted not due to their own will;

(3) Those who have registered as unemployed and have job requirements.

Can I ask the company to issue a resignation certificate if I am leaving?

Yes. Resigned employees can apply to the Human Resources Department to fill out a resignation certificate. The resignation certificate issued by the Human Resources Department only proves the date of employment, position and reason for resignation of the resigned employee. Generally, fired employees are issued a dismissal certificate instead of a resignation certificate.

Purpose of resignation certificate:

1. To prove that the employer and the employee have terminated the labor relationship;

2. To prove that the resignation has been processed in accordance with normal procedures;

3. Prove that you are a free person and you can apply for unemployment benefits or apply for new positions;

4. You can use this to transfer your personnel relations, social security, provident fund, etc.

Extended information

Article 50 of the "Labor Contract Law of the People's Republic of China" The employer shall issue a certificate of rescission or termination of the labor contract when rescinding or terminating the labor contract. , and handle the file and social insurance relationship transfer procedures for workers within 15 days. Workers should handle work handover in accordance with the agreement between the parties. If the employer shall pay economic compensation to the employee in accordance with the relevant provisions of this Law, it shall pay it when the work handover is completed. The employer shall keep the text of the labor contract that has been terminated or terminated for at least two years for future reference.

Notes:

1. Pay attention to the necessary format when issuing a resignation certificate.

2. The resignation certificate must be stamped with a "fresh seal", that is, a photocopy of the resignation certificate is invalid.

3. The seal must be the official seal or personnel seal of the unit. Company Resignation Certificate 9

Mr./Ms./Ms._______, served as ________(department) in our company from ____month__ to ____month__ I resigned from my _______ position due to ___personal______ reasons and my labor relationship with the company has been terminated. Hereby prove it!

Company name (with official seal)

Company resignation certificate on xx, xx, 20xx 10

This is to certify that Mr./Ms./Miss xxx is originally from our company A staff member of the Market Development Department, working from January 1, 20xx to July 31, 20xx. All resignation procedures have been completed.

Hereby prove it!

Seal of XXX Company (or Personnel Department of Human Resources Department)

Company resignation certificate 11 on He joined our company on xx as the xx position in the xx department. On xx, xx, he applied for resignation due to xx reasons. During this period of work, he had no bad performance, worked well, and had a harmonious relationship with colleagues. During this period, he was awarded the title of "xx" (honor) ). After careful consideration by the company, the resignation was approved and the handover procedures have been completed.

Since no relevant confidentiality agreement has been signed, freedom of choice of career is observed.

This is to certify

Company seal

Date: x day, x month, x year

Party A: (name of company)

p>

Party B: ID number:

Party B was originally the xxx_ (position) of Party A’s xxxx (department), and the labor contract was terminated through mutual agreement on XX, XX, 20xx. Party A and Party B confirm the termination of the labor relationship.

The two parties have now reached an agreement on economic compensation and all issues during the duration of the labor relationship, and have settled the matter in one go. At the same time, Party A has completed the resignation procedures for Party B.

This is to prove.

Party A (signature): xxx Party B’s signature: xxxx

Party A’s representative’s signature: xxx Company’s resignation certificate 12

Resignation certificate (center-aligned) < /p>

Comrade *** (name) held the position of *** in our company from ** month **, **** year to ** month **, **** year. During this period, I worked hard and had no bad performance. I am now applying for resignation due to ***** reasons, and have formally completed the resignation and other related procedures. All related matters in the future will have nothing to do with our company.

This is to certify

****Company unit (seal)

Company resignation certificate on **month**, ****year13

p>

Party A: XXXX Company

Party B:

ID number:

Party B was originally an employee of Party A. On xx month xx, 20xx The labor contract was terminated by consensus between the two parties. Party A and Party B confirm the termination of the labor relationship.

The two parties have now reached an agreement on economic compensation and all issues during the duration of the labor relationship, which have been settled in one go. There are no longer any disputes and disputes that need to be applied to the Labor Dispute Arbitration Commission and the People’s Court. dispute. At the same time, Party B has completed the handover of resignation.

This is to prove.

Party A (signature): Party B’s signature:

Signature of Party A’s representative: Company’s resignation certificate 14

This is to confirm that Mr./Ms./Ms. is originally from me An employee of the enterprise's market research and development department, working time is from January 01st, XX year to July 31st, XX year. All resignation procedures have been completed. Confirm this!

Company name (stamped with official seal)

XX-Company resignation certificate on March 06, XX year 15

First of all, the time of resignation is The date on which the resignation formalities are completed shall be the date on which the employee is stamped or signed. The law stipulates that during the probation period, you can submit your resignation within three days, but it does not necessarily have to be three days. If it can be done in one day, it is also possible.

Thirdly, if the employee fails to pass the probation period, the employer shall bear the burden of proving that the employee is unqualified. You can claim that the employer issues the reasons for the unqualified employee. Being dismissed during the probation period will have no impact on finding a job in the future, unless the employee seriously violates labor laws in the company or violates national laws.

Finally, it is the employer's obligation under the law to issue a resignation certificate. If the employer refuses, you can seek help from the labor inspection department or labor arbitration department.

About the Certificate of Resignation

The "Labor Contract Law" stipulates that when rescinding or terminating a labor contract, the employer shall issue a certificate of rescission or termination of the labor contract to the employee, which is usually called Certificate of resignation.

The resignation certificate should state the term of the labor contract, the date of rescission or termination of the labor contract, the job position, the number of years of service in the unit, and other information.

The resignation certificate is a certificate issued by the employer when the labor relationship is terminated. Normally, the employer will require the employee to hand over the work after completion. The employer requires newly hired workers to provide a "Certificate of Revocation or Termination of Labor Contract" issued by the original employer in order to avoid unnecessary legal risks.

If the employer illegally dismisses the employer, the employee should retain evidence of the other party’s illegal termination and keep evidence of the termination or termination of the labor relationship, such as emails and recordings of the employer’s notice of termination or termination of the labor contract, etc.

Reminder: Refuse to sign an unfavorable separation certificate

In reality, some employers will write the reasons for terminating the labor contract into the separation certificate. Therefore, workers should clearly understand their Whether there are any unfavorable words in the resignation certificate, such as serious violations of disciplines, dereliction of duty, malpractice for personal gain, causing heavy losses to the employer, etc.

If the resignation certificate is inconsistent with the facts, the employee has the right to refuse to accept it and require the employer to issue a new resignation certificate based on the true situation.

Important: It is not necessary for employees to submit their resignation 30 days in advance

Article 37 of the Labor Contract Law clearly stipulates that employees can notify the employer in writing 30 days in advance. Terminate the labor contract. However, according to Article 38 of the Law, if the employer has any of the following circumstances, the employee may terminate the labor contract:

(1) Failure to provide labor protection or labor conditions as stipulated in the labor contract; < /p>

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

(3) Failure to pay social insurance premiums for workers in accordance with the law;

(4) Employers The unit's rules and regulations violate the provisions of laws and regulations and harm the rights and interests of workers;

(5) The labor contract is invalid due to the circumstances stipulated in paragraph 1 of Article 26 of this Law;

(6) Other circumstances under which employees may terminate labor contracts under laws and administrative regulations.

(7) If the employer forces workers to work by means of violence, threats or illegal restrictions on personal freedom, or if the employer violates regulations and orders or forces risky operations to endanger the personal safety of workers, the workers may immediately To terminate the labor contract, there is no need to notify the employer in advance.

Recommendations:

1. Agree with the employer to require the employer to issue a certificate of resignation and compensate for losses;

2. Workers have the right to report to the labor inspection department Complaints shall be ordered to the employer to issue a stipulated resignation certificate to the employee within the specified time;

3. If losses are caused to the employee, the employee may directly file a lawsuit for compensation with the arbitration committee. If the arbitration committee If the application is not accepted, you can directly file a lawsuit with the court and ask the employer to compensate for the losses.

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