Does anyone know what the resignation process is like for Lixil Haier in Huangdao, and how early to resign?

If the employer establishes a labor relationship and the employer is not at fault, the employee may terminate the labor contract by notifying the employer in writing thirty days in advance. During the probation period, the employee can terminate the labor contract by notifying the employer three days in advance.

The process for workers to resign:

1. Resignation application: To resign, the employee shall fill in the "Employee Resignation Application Form", and other resignation forms shall be filled in by his direct supervisor. Regular employees must apply for resignation one month in advance (from the date the "Employee Resignation Application Form" signed by the department head is submitted to the Human Resources Department).

2． Resignation review: The "Employee Resignation Application Form" will take effect after review by relevant personnel.

3． Resignation handover: On the day when resignation is due, the Human Resources Department will notify the resigning employee to go through the resignation handover procedures, and the relevant personnel will fill in the "Employee Resignation Handover Form". The resignation handover mainly includes the following contents:

Department: handover of work, tools, materials, etc., signed and confirmed by the person in charge and the department head. There should be a handover list at the section chief level and above, and other employees such as handover matters More should be attached with a separate list.

Finance Department: Review the loan status of resigned employees, and confirm it with the signatures of the person in charge and the person in charge of the Finance Department.

Human Resources Department: Collect employee ID cards, time cards, meal cards, work clothes and other items from resigned employees, handle check-out procedures, and calculate employee attendance (the actual working days end until the day before the date of notification of resignation), which will be handled by Signed and confirmed by the person in charge of the human resources department.

Resigning employees: On the "Employee Resignation Handover Form", sign and confirm the content of the resignation handover.

4． Salary accounting:

Resigning personnel must settle all salaries on the actual pay day of each month.

Those who are dismissed or fired must settle all their salaries within 3 days of leaving the company. If they cause losses to the company, they will be deducted from their salaries. The Human Resources Department will fill in the "Salary Payment Notice for Resigned Employees" and submit it to the Finance Department, which will make a unified record and issue it.

5. Leaving the factory: After the resigned employee completes the above procedures, the Human Resources Department will issue an "Item Release Slip" and a certificate of termination of the labor contract. The resigned employee will leave the company with his personal belongings based on the "Item Release Slip"; the security guard on duty will provide the "Item Release Slip" After signing, return it to the Human Resources Department for filing.

The following situations usually arise when an employee proposes to terminate a labor contract:

1. The employer has no fault and the employee shall, in accordance with Article 37 of the Labor Contract Law, during the probation period You only need to notify the employer three days in advance, and after becoming a regular employee, you can notify the employer in writing 30 days in advance to go through the resignation procedures without compensation.

2. If the employer falls under Article 38 of the Labor Contract Law, the employee can immediately terminate the labor contract without notifying the employer in advance and require the employer to pay the remaining wages and economic compensation. (Pay one month's salary for every year of work), and go through the resignation procedures;

3. The employer shall not default on wages to workers. If there is arrears, workers can go to the local Human Resources and Social Security Bureau Apply for labor arbitration, and in accordance with Article 85 of the Labor Contract Law, order the employer to pay additional compensation to the employee at a rate of not less than 50% but not more than 100% of the amount payable;

"Labor Contract Law"

Article 37: An employee may terminate the labor contract by notifying the employer in writing 30 days in advance. During the probation period, the employee can terminate the labor contract by notifying the employer three days in advance.

Article 38 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 ;

(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) ) The rules and regulations of the employer 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 specified in paragraph 1 of Article 26 of this Law;

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

If the employer forces the employee to work by means of violence, threats or illegal restrictions on personal freedom, or if the employer violates the rules and orders or forces risky work that endangers the personal safety of the employee, the employee may immediately terminate the labor contract , without prior notification to the employer.

Article 46 If any of the following circumstances occurs, the employer shall pay economic compensation to the worker:

(1) The worker shall comply with the provisions of Article 38 of this Law To terminate the labor contract;

(2) The employer proposes to terminate the labor contract to the employee in accordance with Article 36 of this Law and negotiates with the employee to terminate the labor contract;

(3) The employer terminates the labor contract in accordance with the provisions of Article 40 of this Law;

(4) The employer terminates the labor contract in accordance with the provisions of Article 41, Paragraph 1 of this Law;

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(5) Unless the employer maintains or renews the labor contract by improving the conditions agreed in the labor contract, and the employee does not agree to the renewal, the fixed-term labor contract shall be terminated in accordance with the provisions of Paragraph 1 of Article 44 of this Law. ;

(6) Terminating the labor contract in accordance with the provisions of Article 44, Paragraph 4 and Paragraph 5 of this Law;

(7) Other matters stipulated by laws and administrative regulations situation.

Article 47: Economic compensation is paid to workers based on the number of years they have worked in the unit, at the rate of one month’s salary for every full year. If the period is more than six months and less than one year, it will be calculated as one year; if it is less than six months, the economic compensation of half a month's salary will be paid to the worker.

If the employee’s monthly salary is three times higher than the average monthly salary of employees in the region in the previous year announced by the municipality or districted city-level people’s government where the employer is located, the standard of economic compensation paid to the employee shall be based on the average monthly salary of employees. The employee shall be paid three times the salary, and the maximum number of years for which financial compensation shall be paid shall not exceed twelve years.

The monthly salary mentioned in this article refers to the average salary of the employee in the twelve months before the labor contract is terminated or terminated.

Article 85 If an employer has any of the following circumstances, the labor administrative department shall order it to pay labor remuneration, overtime pay or economic compensation within a time limit; if the labor remuneration is lower than the local minimum wage standard, it shall pay other The balance; if payment is not made within the time limit, the employer shall be ordered to pay additional compensation to the employee at a rate of not less than 50% but not more than 100% of the amount due:

(1) Failure to comply with the labor contract The agreement or national regulations to pay workers’ labor remuneration in full and in a timely manner;

(2) Pay workers’ wages below the local minimum wage standard;

(3) Arrange overtime work without permission Paying overtime pay;

(4) Removing or terminating the labor contract and failing to pay economic compensation to workers in accordance with this law.