Nowadays, many young people change their jobs more frequently. Some friends who have no relevant work experience don't know what procedures to go through after leaving? In addition, what are the precautions for resignation? Now let's take you to understand.
What procedures should I go through after leaving? 1. Pay off all the things of the company (including collecting the reserve fund to be returned, claimed, etc.)
2. Check the attendance and pay in the month of departure
3. Get the resignation files of the personnel department, including resignation certificate, social security payment certificate, provident fund Golden Dragon card and employment and unemployment registration certificate (you can get them if you have them, but you can't get them if you don't).
4. Find the next unit, the same area can continue to pay social security, provident fund is temporarily sealed in your last (the resignation of this unit), need to open enterprise provident fund receiving letter to the last unit for provident fund transfer. There are personnel files, then to the next unit is also to deal with the reception.
5. Keep the labor contract and use it when you retire.
Subtitle:
1. No, we need to wait for personnel notice.
2. Specifically, it depends on the handling of the company's personnel.
3. Take it back on the day you leave.
Extended information:
If a laborer causes heavy losses to the employing unit due to his violation of the law or breach of contract, he should still bear the responsibility. But it should be noted that:
First, the laborer must have subjective fault;
Second, compensation is only a direct loss, not an indirect loss.
Third, the specific compensation items mainly include:
1. The expenses paid by the employing unit for recruitment and employment;
2. The training fee paid by the employer, if otherwise agreed by both parties, shall be handled according to the agreement;
3. Direct losses caused to production and operation;
4. It is stipulated in the labor contract.
The main legal basis of the above two points: Article 90 of the labor law and Article 4 of the compensation measures for violation of the labor contract provisions of the labor law.
Fourth, as for the liability for breach of contract, you should pay attention to the restrictions on the agreed scope of liability for breach of contract in the labor contract law, which are limited to the service period of special training fees, confidentiality obligations and non competition restrictions. Moreover, the duty of confidentiality and non competition are limited to senior managers. The law is based on Articles 22, 23, 24 and 25 of the labor contract law.
Fifthly, according to the previous regulations, if money is deducted from the wages of workers to compensate for losses, the deducted wages shall not exceed 20% of the total wages, and the balance shall not be lower than the minimum wage. However, since the regulations on rewards and punishments for employees of enterprises have been abolished, so it is necessary to pay more than 20% of the total wages. Legal basis: refer to the regulations on rewards and punishments for enterprise employees (but it should be noted that the regulations have been abolished by the State Council).