Flextronics Zhuhai recruits temporary workers.

After the employee has gone through the handover procedures in accordance with the law, the employer must issue a certificate of termination of the labor contract (i.e. the certificate of resignation), and the employee's salary, deposit and economic compensation must be settled and returned. The employing unit shall not deduct or default at will, and the parties may ask for reconciliation when going through the resignation formalities. Otherwise, you can go to the labor bureau to appeal or report the illegal behavior of the employer.

If both parties dissolve or terminate the labor contract according to law, the employing unit shall pay the employee's salary in one lump sum when dissolving or terminating the labor contract.

Therefore, it is very important to handle the resignation procedures according to law and safeguard your legitimate rights and interests. At the same time, it is also a clear procedure to terminate labor relations with the unit.

According to the Interim Provisions on Wage Payment

Article 9 If the labor contract is dissolved or terminated by both parties in labor relations according to law, the employing unit shall pay the employee's salary in one lump sum when dissolving or terminating the labor contract.

According to the provisions of the Labor Contract Law of People's Republic of China (PRC),

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.

Article 85 In any of the following circumstances, the employer shall be ordered by the labor administrative department to pay labor remuneration, overtime pay or economic compensation within a time limit; If the labor remuneration is lower than the local minimum wage, the difference shall be paid; If the payment is not made within the time limit, the employer shall be ordered to pay compensation to the employee according to the standard of more than 50% 100% of the payable amount:

(1) Failing to pay laborers' remuneration in full and on time in accordance with the stipulations of the labor contract or the provisions of the state;

(2) Paying workers' wages below the local minimum wage standard;

(3) Arranging overtime without paying overtime;

(four) the dissolution or termination of the labor contract, not in accordance with the provisions of this law to pay economic compensation to the workers.