1. What if the boss doesn't resign?
Employees have the advantage of resigning. It is a violation of the labor contract law for the company not to let employees resign. Employees can complain to the local labor administrative department or apply for labor arbitration. Defend their legitimate rights and interests by legal means. According to Article 37 of the Labor Contract Law, the employee may terminate the labor contract by giving a written notice to the employer 30 days in advance. The employee may terminate the labor contract by notifying the employer three days in advance during the probation period.
Second, the procedures for resignation
The first step is to write a resignation letter.
This is a necessary and basic step. Resignation letters, like employment letters, should have a certain format. A qualified resignation letter must generally include the following contents: reasons for leaving, duration of leaving, handover of work, and polite expression of gratitude to the company. You can also add some personal opinions and suggestions and recommend suitable successors, but the wording and tone must not be excessive, so as not to leave an unfavorable "criminal record" in black and white.
Step two, talk to the supervisor in detail.
This is the most important step in the resignation process. Whether the resignation request can be approved and supported depends on this step. You must have a good reason for leaving your job before talking to the supervisor in detail. If the usual work performance is not bad, or the backbone of the company, then the supervisor is likely to stay in the conversation, but must respond with appropriate language, try to show his position and stick to his original intention. Don't leave without saying goodbye, it is extremely irresponsible and will have a very bad influence.
The third step is handover.
After consulting with the supervisor about the specific intention of leaving the company and obtaining the consent, the handover work will begin. When the company has not found a suitable successor, we should, as always, strive to do our job well and take the last shift. And even after you come, you still have to hand over your work and complete your final responsibility before you leave the company.
The fourth step is the personnel procedure.
After deciding to leave, there will be a series of personnel procedures to go through. Generally speaking, the original unit will issue a refund form and shift gears. In addition, there are pension relations and housing provident fund. These also need to be transferred together. If you find a new unit, you only need to transfer the original labor relations to the new unit. If you are unemployed or go abroad, you must consult the relevant departments and handle it properly to avoid unnecessary labor disputes when you need to use these relationships in the future.
Step five
According to the normal way, leaving a job requires a certificate of resignation, and some companies need to see the certificate of resignation when recruiting.
Step 6
Before resigning, you should be a conscientious person and do a good job in daily business knowledge management. Write down the process and necessary skills of each business in words and store them in files or computers for easy retrieval when leaving the company. This practice is not only beneficial to the successor, but also beneficial. Any business or experience can hardly be transformed into personal wealth if it can't be sorted out and recorded. This accumulation can be reused, and it is also a necessary condition for continuous promotion within the company or external opportunities.
For the specific situation of resignation, workers need to be identified according to their actual work situation. The reasons are different, and the handling of resignation is also different. If it involves the forced dismissal of workers by employers,
Then the laborer can also investigate the legal responsibility of the relevant personnel, depending on the actual situation.
I hope the above content can help you. Please consult a professional lawyer if you have any other questions.
Legal basis: Article 37 of the Labor Law, the employing unit shall reasonably determine the labor quota and piecework remuneration standard for the workers who carry out piecework according to the working hours system stipulated in Article 36 of this Law.
Article 38 The employing unit shall ensure that workers have at least one day off every week.
Article 39 If an enterprise is unable to implement the provisions of Articles 36 and 38 of this Law due to its production characteristics, it may take other measures for work and rest with the approval of the labor administrative department.