First of all, you can contact the human resources department to understand the company's process of handling the resignation certificate. Usually, it is necessary to fill in the application form of resignation certificate and provide relevant reasons and supporting materials. When filling in the application form, make sure to provide personal information and departure date accurately.
Secondly, you may need to provide other supporting documents, such as notice of dismissal, copy of dismissal agreement or termination of contract. These documents will help to prove your resignation and help the company to verify the reasons for your resignation.
Finally, timely follow-up is the key. Ensure communication with human resources department and consult the progress of resignation certificate. Usually, the company will process your application within a certain period of time and provide a certificate of resignation. Once you receive the resignation certificate, please carefully check the accuracy of its contents. If there are any mistakes or omissions, please contact the Human Resources Department for correction in time.
In a word, after being dismissed by the company, we should actively cooperate with the human resources department to provide the documents and materials needed to handle the resignation certificate. Ensure timely follow-up so as to obtain accurate resignation certificate as soon as possible.
How to issue a resignation certificate after being dismissed? The law stipulates that the employer must issue a written certificate of dissolution or termination of the labor contract, otherwise it will bear legal responsibility. The resignation certificate should include the contract term, dissolution date, job position and other information, and it is best to affix the official seal of the original unit. The dismissed employee may ask the unit to issue a dismissal certificate. If the company does not provide the resignation certificate voluntarily, the employee has the right to ask, and the company has no reason to refuse. It is the legal obligation of the unit to issue the resignation certificate. Article 36 of the Labor Contract Law is the legal basis.
Second, what matters should be paid attention to when issuing the resignation certificate?
1. The resignation certificate shall be issued by the employee's resignation unit, and shall indicate the term of the labor contract between the employee and the unit, the date of dissolution or termination of the labor contract, the post, the working years in the unit, etc.
2. Because there is no clear recipient in the resignation certificate, it is not necessary to write the name and address of the recipient on the resignation certificate, but the date when the certificate was issued;
3. When handling the resignation certificate, it is best for the resigned personnel to apply for the official seal of the original unit, that is, the official seal with the full name of the company, which is more effective and standardized;
4. The resignation certificate is only applicable to employees whose contracts expire or who voluntarily apply for resignation with the consent of the company. If an employee is dismissed or dismissed by the company, the company can issue a dismissal certificate instead of a resignation certificate;
5. If the company doesn't take the initiative to issue the resignation certificate when leaving the company, it's better for the resigned employee to ask for it from his human resources department. The company has no reason to refuse this request. It is the company's legal obligation to issue the resignation certificate for the resigned employees.
Legal basis:
Labor Contract Law of People's Republic of China (PRC) (revised 20 12);
Chapter IV Dissolution and Termination of Labor Contracts
Article 41 Under any of the following circumstances, if it is necessary to reduce more than 20 employees or less than 20 employees, but it accounts for more than 10% of the total number of employees in the enterprise, the employing unit may reduce employees after explaining the situation to the trade union or all employees 30 days in advance and listening to the opinions of the trade union or employees.
(1) Conforming to the provisions of the Enterprise Bankruptcy Law;
(two) serious difficulties in production and operation;
(three) the enterprise has changed production, major technological innovation or adjustment of business mode, and it still needs to reduce staff after changing the labor contract;
(4) Other major changes have taken place in the objective economic situation on which the labor contract was concluded, which makes it impossible to perform the labor contract.
When reducing personnel, priority should be given to retaining the following personnel:
(1) Concluding a long-term fixed-term labor contract with the unit;
(2) Concluding an open-ended labor contract with the unit;
(3) there are no other employees in the family, and there are elderly people or minors who need to support them.
If the employing unit reduces its staff in accordance with the provisions of the first paragraph of this article and recruits staff again within six months, it shall notify the retrenched staff and give priority to the retrenched staff under the same conditions.