The resignation process is: 1. In principle, employees should submit a written "Resignation Report" to the Human Resources and Administration Department 30 days in advance and receive a resignation formality form. The Human Resources and Administration Department conducts exit interviews with resigned employees to understand the reasons for their resignation and keep records. 2. Complete relevant procedures according to the resignation procedure form: (1) The resigned employee shall submit the resignation procedure form to the department head for signature. Positions above department heads must be signed by the general manager. (2) The assistant of the departing employee’s department will collect the work permit, employee handbook, work clothes, and office supplies from the departing employee. After confirming that they are submitted correctly, the assistant will sign for confirmation. (3) The Finance Department will check the financial relationship between the departing employee and the company. Whether there are arrears (including loan items and business trip reimbursements), if there are arrears, pay them off on the spot. If there are no arrears, the Finance Department will sign on the resignation procedure form to confirm. (4) After the resigned employee obtains all required signatures on the resignation form, the Human Resources and Administration Department will issue a "Decision on Terminating the Labor Contract with XX" to the employee. (5) The Human Resources and Administration Department arranges personnel to go to the unemployment insurance agency to handle the registration procedures for the termination and dissolution of the labor relationship; based on the filing review opinions, it goes to the social insurance agency to terminate the employee's social insurance relationship; at the same time, the provident funds of resigned employees are sealed. If a resigned employee needs to transfer the provident fund, the personnel administration department will transfer it according to the new account provided by it. If it is necessary to withdraw the provident fund, the employee will handle it by himself. (6) The Human Resources and Administration Department shall go to the unemployment insurance agency to handle the unemployment insurance benefit review procedures within 30 days from the date of termination of the employee’s labor relationship. (7) The Human Resources and Administration Department will re-file the files of resigned employees and settle their wages at the same time. 1. According to 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 files and social documents for the employee within 15 days. Insurance relationship transfer procedures. Workers should handle work handover in accordance with the agreement between the two 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. 2. According to Article 20 of the "Labor and Social Security Supervision Regulations", if any violation of labor and social security laws, regulations or rules is not discovered, reported or complained by the labor and social security administrative department within 2 years, the labor and social security administrative department will no longer investigate and deal with it. The period specified in the preceding paragraph shall be calculated from the date when the violation of labor and security laws, regulations or rules occurs; if the violation of labor and security laws, regulations or rules is continuous or continuing, it shall be calculated from the date of termination of the violation. Therefore, once the labor relationship is terminated, the original labor contract will be invalid. In addition, if it is found that the employer has violated labor and social security laws, regulations or rules within 2 years from the date of employee resignation, the resigned employee can pursue compensation according to law, and the labor and social security administrative department shall impose penalties on the employer in accordance with the law. If the lawsuit is filed within 2 years, the labor and social security administrative department will no longer accept it. ??