1. Conduct health examination for employees engaged in operations with occupational hazards.

2. Handle the work handover. Resigned employees should immediately stop engaging in all foreign business except job handover in the name of the employer. Hand over the work handled by employees to other people or supervisors. Job handover helps to prevent employees from leaving their jobs in a hurry, resulting in job disconnection and reducing unnecessary economic losses.

3. The company's property, documents and materials, and the settlement of debts.

During the employee's employment in the company, the enterprise shall designate a special person to receive the property belonging to the company distributed by the company or controlled by the employee himself. And clean up all documents and materials kept and used by employees during their employment, such as customer list, various charts and drawings, financial account books, work plans, technical materials, etc. In addition, when the labor contract is dissolved or terminated, the company should check whether the employees owe debts to the company, such as loans, compensation and fines.

4. Return the employee's certificate and settle the salary.

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-competition agreement. If the company considers it necessary to sign a non-competition agreement, it shall specify the corresponding obligations of employees in the labor contract termination agreement.

7. Issue a certificate of dissolution or termination of the labor contract.

8. Go through the formalities of transferring the relationship between archives and social insurance. According to the Labor Contract Law, the company shall handle the formalities of transferring the relationship between files and social insurance for employees within 15 days after the termination of the labor contract.

How does the employer handle the resignation procedures for the workers;

1. If the labor contract has not expired, it is necessary to submit a written application for resignation and dissolution of the labor contract to the department head one month in advance, and the department head will report it to the Human Resources Department after signing the opinions.

2. It is reported by the Human Resources Department step by step, and after being approved by the General Manager and the Chairman, the Human Resources Department informs the department leaders to arrange the work handover.

3. Employees need to hand over the loan in turn according to the handover procedures, work handover details and goods handover documents of the resigned employees. After the financial department settles the loan, the handover of the employee is deemed to be completed after it is signed by both parties and the department leader.

4. If the salary involves insurance, the Human Resources Department and the Finance Department shall handle the insurance liquidation and insurance downsizing procedures.

5. The Human Resources Department counts the attendance this month, reports it to the superior leader for instructions, and pays the employee's salary on the salary settlement date.

6. The Human Resources Department shall go through the formalities of terminating the labor contract and issue the certificate of terminating the labor contract to the employees. The labor contract termination certificate is what employees need when they move to the next new unit. As long as it is a regular large unit, it will generally be required to issue it, because according to the provisions of the labor law, the company will be liable for compensation if it recruits employees who have not terminated their labor relations.

If you are a probationary employee, you usually only need to apply three days in advance, and the procedure is relatively simple.