How often do you send a short message to the leader after leaving your job?

Full-time employees who intend to leave their jobs should notify their employers in writing 30 days in advance. If a worker resigns, he needs to notify the employer in writing one month in advance to terminate the labor relationship. It is legal for workers to resign according to regulations, and they can leave when the time comes, but they should keep the evidence of resignation according to regulations. If the employer deducts wages for this reason, the laborer may apply to the Labor Arbitration Committee for labor arbitration and get back his wages.

According to the provisions of the labor law, workers need to submit a written application to the company 1 month in advance. As for how long it takes to go through the resignation formalities, it depends on the specific efficiency of the company. Usually, it is as fast as 2 days and as slow as 1 month. Employee resignation process: the resigned employee must hand over the work within the specified time, and provide the written handover list signed by the relevant personnel to the personnel department of the employer, and the personnel department will go through the formal resignation procedures according to the handover list and monthly salary settlement; If the contract is terminated and not renewed, or if it is required to resign during the term of the labor contract, it shall be notified to the other party in writing 30 days in advance; If the unit proposes to terminate the labor relationship in advance, it shall go through the resignation procedures and pay liquidated damages in accordance with the provisions of the state and the unit. If a regular employee resigns, he must submit a resignation report in written form, which shall be approved by the personnel department of the employing unit. The employer will notify the enterprise talent market in writing, then fill in the resignation report form, and then settle the salary. Those who leave their jobs without authorization are deemed to have given up their wages automatically. Do not handle the transfer of relevant personnel and social security relations.

How to notify the employer in writing?

(1) It is suggested to replace the "application form" with "notice of termination of labor contract" or "notice of resignation" in the written resignation document. This is the laborer's right to unilaterally terminate the labor contract, as long as the notice is given in advance according to law, there is no need for the other party to respond. The reasons for resigning are dispensable, such as "The world is so big, I want to see it". If the word "application" is used, it may be considered as an offer by the laborer to dissolve the labor contract through consultation in judicial practice, and the dissolution through consultation requires the consent of both parties. In order to ensure that resignation is foolproof, it is still recommended to use "notice".

(2) There are several forms of notification in practice:

(1) Send an email to the competent leader, and send a copy to the Human Resources Department and yourself, so that the email sent will be saved in your mailbox;

(2) Give the paper resignation notice to the competent leader and the Human Resources Department in person, but this form is not conducive to obtaining evidence;

(3) In order to prevent the employer from denying it, the paper resignation notice can be sent to the competent leader and the Human Resources Department by express delivery, and the "resignation notice" should be marked on the express delivery form, and the bottom sheet should be kept, and the receipt and SMS notification are required at the same time. In this way, even if the employer refuses to sign for it, the worker can prove that he has completed the obligation to inform according to the receipt and text message.

What are the consequences of workers leaving without saying goodbye?

If a laborer leaves his job for personal reasons without informing the employer, it will be regarded as a laborer's illegal termination of the labor contract in judicial practice. According to the law, if losses are caused to the employer, the employee shall be liable for compensation. At the same time, it will also issue a certificate to the subsequent employer to terminate the labor contract, which will hinder the transfer of the relationship between archives and social insurance. So be patient and fulfill the obligation of informing in advance!

If the employer is at fault, in this case, if the employee is forced to resign due to the fault of the employer, the notice of termination of the labor contract need not be 30 days in advance, and there is also economic compensation.

What is the fault of the employer? Can the employee terminate the labor contract and get economic compensation?

Mainly includes:

(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 according to law;

(four) the rules and regulations are illegal and damage the rights and interests of workers;

(5) Causing a laborer to conclude or change a labor contract against his will by means of fraud or coercion or taking advantage of a person's danger;

[6] Exempt oneself from legal responsibility and exclude the rights of workers in the labor contract;

(7) Violating the mandatory provisions of laws and administrative regulations;

Forced labor by means of violence, threat or illegal restriction of personal freedom;

(9) Commanding or forcing risky operations in violation of regulations to endanger the personal safety of workers.

Among them, in the case of (1)-(7), the employee's resignation notice should specify the specific reasons, such as the employer's arrears of wages and failure to pay social security. And there is no need to leave 30 days in advance. In ⑻-⑼, employees can terminate the labor contract immediately without notice.

How to calculate economic compensation?

The economic compensation is calculated according to the working years of the laborer in this unit, and one month's salary is paid for each full year. For more than six months but less than one year, it shall be counted as one year; Less than six months, half a month's salary. The monthly salary here refers to the average salary of workers in the twelve months before the termination of the labor contract. Calculated according to the due wages, including wages and bonuses, allowances, subsidies and other monetary income. If the work is less than twelve months, the average salary shall be calculated according to the actual working months.

If the unit itself is at fault and the legitimate rights and interests of employees are damaged, in fact, you can resign and leave immediately without prior notice. However, in general, the probation period should be notified three days in advance, and it needs to be 30 days in advance after becoming a full member.

legal ground

People's Republic of China (PRC) (China) 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 50 When the employer dissolves or terminates the labor contract, it shall issue a certificate of dissolution or termination of the labor contract, and go through the formalities for the transfer of the file and social insurance relationship for the employee within 15 days. Laborers shall handle the work handover according to the agreement of both parties. If the employing unit should pay economic compensation to the workers in accordance with the relevant provisions of this law, it should pay it when the work handover is completed. The employing unit shall keep the text of the dissolved or terminated labor contract for at least two years for future reference.