For workers, if they want to resign during the probation period, they only need to put forward three days in advance. If you pass the probation period, you need to explain it to the company one month in advance, or negotiate directly with the company to see if you can leave immediately. However, the internship period is quite different from the probation period and formal labor relations. If you want to resign during the internship, you have to do it according to the internship agreement. However, if the internship unit does not pay wages, it is not necessarily. During the internship, the company does not pay wages, and interns can of course resign. In practice, the practice is to ask the supervisor three days before resigning. At the same time, if the internship company does not pay wages, interns can ask the company to pay wages when they resign. If the company refuses to pay, interns can take legal measures such as litigation to safeguard their rights and interests. If the internship unit deducts a lot of wages, or several students have encountered the same thing, it is recommended to find a professional lawyer to deal with it and try to get their wages back as soon as possible. In practice, regular workers who want to resign need to master some skills, as follows: First, it is the first choice to terminate the contract through consultation with the unit. If it is possible to negotiate with the unit, try to solve it through consultation. Under normal circumstances, if an employee has no intention of working in the company, it is actually harmful to leave this employee from the perspective of human resource management of the unit. Employees should pay attention to the following points when solving problems through consultation: 1. Liquidated damages If both parties have agreed on liquidated damages in the labor contract, and the employee proposes to leave, the unit may require the employee to pay the liquidated damages. During the negotiation, employees should pay attention to whether the liquidated damages agreed in the contract are legal. 2. Carry out work handover and receive the resignation handover form. The handover form is made in duplicate, one for the company and one for the employees. It should be noted that employees should get an original, and this original has been signed or sealed by both parties. 3. Get the original when you get the refund form or the certificate of separation. 2. Notify the unit 30 days in advance and formally terminate the labor contract between the two parties 30 days later. This right of termination is also called the right of advance notice. This right of rescission does not require the consent of the unit. As long as the employee notifies the company 30 days in advance, the labor contract relationship between the two parties has been dissolved after the expiration, regardless of whether the company agrees or not. Matters needing attention in this right of rescission include: 1. Pay attention to whether there are provisions in the contract on advance notice fee and confidentiality period agreed by anyone. If there is such a stipulation in the contract, the employee's notice in advance shall be in accordance with the notice period agreed by both parties in the contract, not 30 days. 2. The notification method must be in written form, and a copy shall be kept, requiring the unit to sign for it. If the unit signs for it, keep the signed piece; If the company doesn't sign for it, it is recommended to send another copy to the company by courier and keep the sent voucher. It should also be noted that the delivery must be clearly written on the delivery voucher. 3. During the notice period, you must go to work normally and not be absent from work. 4. Actively handle the handover. If the unit does not handle the handover with employees, it will send a letter to inform the company of the handover time limit. After this period, the company will not bear the consequences of improper handover. Finally, it needs to be clear that although this way can achieve the purpose of leaving the company, this kind of behavior is still a breach of contract, and ultimately it will bear the responsibility for breach of contract to the unit. Of course, this liability for breach of contract is also based on the premise that both parties have agreed in the labor contract. Three. If the unit has violated the law, the matters needing attention in exercising the unit's unilateral immediate termination right are as follows: 1. The notice must be written as before; 2. Be sure to actively handle the work handover with the unit and keep the handover form; 3. The notice must clearly state the factual basis and legal basis for termination; 4. If this right is exercised properly, there is no need to bear the liability for breach of contract to the unit. 5. If this right is exercised properly, in addition to resigning during the probation period, you can also ask the unit for economic compensation for the termination of the contract under other circumstances. Legal objectivity:
According to Article 7 of the Interim Provisions on Wage Payment, wages must be paid on the date agreed by the employer and the employee. In case of holidays or rest days, payment should be made in advance on the nearest working day. Wages are paid at least once a month. If the weekly, daily and hourly wage system is implemented, wages can be paid by the week, day and hour.
Legal objectivity:
According to Article 7 of the Interim Provisions on Wage Payment, wages must be paid on the date agreed by the employer and the employee. In case of holidays or rest days, payment should be made in advance on the nearest working day. Wages are paid at least once a month. If the weekly, daily and hourly wage system is implemented, wages can be paid by the week, day and hour.