Reasons for leaving the real estate industry

Resignation of employees is usually divided into the following categories: voluntary resignation, dismissal, resignation that meets the termination conditions of labor contracts, such as retirement, non-renewal of labor contracts upon expiration, disappearance or death of employees, etc.

1, please resign:

According to the relevant provisions of Articles 36 and 37 of the Labor Contract Law, the employer and the employee may terminate the labor contract through consultation, but the employee shall notify the employer in writing 30 days in advance, and within the probation period, it shall notify the employer three days in advance. Therefore, for those who voluntarily resign, we should pay attention to check whether they have submitted their resignation within the time stipulated by law. At the same time, they are required to fill in the resignation application form and go through the resignation formalities only after the employer agrees. What needs special attention here is that if employees need to compensate the losses of the employer during their tenure, they should work with employees to solve the compensation issues when they leave.

2. Dismissal or voluntary resignation:

If the laborer violates the relevant provisions of Article 39 of the Labor Contract Law, the employer may unilaterally terminate the labor contract. Article 43 stipulates that if an employer unilaterally terminates a labor contract, it shall notify the trade union of the reasons in advance.

The employing unit shall notify the trade union first if it gives dismissal punishment according to the six situations stipulated in Article 39 of the Labor Contract Law. If the trade union agrees to the dismissal, the personnel department will make an announcement on employee rewards and punishments, and make an effective announcement within the unit. Since the effective date of the announcement, the Personnel Department will make a Notice of Rewards and Punishment for Employees and deliver it to the employees themselves, and the employees will directly handle the resignation handover procedures with this notice.

The employee left the company without any resignation application. Similarly, employees who should be dismissed due to serious violations of discipline and discipline left without saying goodbye, or employees who did not apply for resignation within the specified time left without saying goodbye. If these employees leave without saying goodbye within a reasonable period of time and meet the dismissal conditions stipulated by the employer's rules and regulations, they can be regarded as "serious violations of rules and regulations". The personnel department will notify the trade union and issue a notice of rewards and punishments for employees with the consent of the trade union. At the same time, the employer shall, in the form of a notice to terminate the labor contract, urge the workers to handle the work handover procedures within a reasonable period of time. Those who fail to deal with the case within the time limit after being urged shall be deemed to have waived their rights. Therefore, if losses are caused to the employer, the employer has the right to claim compensation.

3. Resignation that meets the conditions for termination of the labor contract:

If the employee meets the circumstances of dissolving the labor contract as stipulated in Article 44 of the Labor Contract Law, the personnel department of the employing unit shall issue a notice of dissolving the labor contract, which shall be delivered to the employee himself within 30 days before the expiration of the dissolution period, and the employee may go through the resignation formalities with the notice of dissolving the labor contract. If an employee disappears or dies for some reason, the department head shall handle the resignation handover procedures for terminating the labor contract with the Notice of Termination of Labor Contract.