1.
In order to ensure the normal operation of the company, protect the legitimate rights and interests of the company and employees who have left the company, avoid the labor risks and losses brought to the company and employees due to incomplete or unclear resignation procedures, and standardize the behavior of dissolving the labor (contract) relationship between the company and employees, this system is formulated in accordance with the Labor Contract Law and other laws and regulations and the company's relevant systems, and defines the operating procedures and related authorities of employee resignation application, approval, handover, salary settlement and resignation analysis.
2. Scope of application
It is applicable to the resignation of all full-time employees in the company and the office (resignation for any reason shall be handled according to this system, and special circumstances require the signature of the general manager. ), part-time employee resignation operation is implemented by reference.
3. Responsibility
3. 1. Resigned employees:
Handle relevant resignation procedures in time according to the requirements of this document to ensure that the company's interests are not harmed.
3.2. Direct supervisor and department:
Employee exit interview and review; Submit employee dismissal (dismissal) suggestions; Inform and urge the resigned employees to handle the relevant handover procedures of work, tools and materials.
3.3. Administration and Personnel Department:
The administration and personnel department is responsible for the management of employee resignation, which mainly includes: providing suggestions for employees to handle resignation procedures; Organize exit interviews, conduct exit analysis and make relevant suggestions; Conduct employee resignation review and formalities to ensure that the interests of the company and resigned employees are not harmed.
4. Content
4. 1. Separation and classification
According to different reasons for leaving, it can be divided into resignation, dismissal (dismissal), dismissal, etc. The personnel of the administration and personnel department and relevant departments should correctly implement the company's policies and solve and deal with them correctly according to different situations. When employees leave their jobs, the Administration and Human Resources Department and the Company's Risk Control and Compliance Department will make a briefing, analyze and evaluate the risks of the procedures for dissolving labor (contract) relations, and provide the company's leaders with decision-making.
4.2. resignation management
Resignation refers to the employee's initiative to leave the current post or job and terminate the labor relationship with the company. Resignation is the right of employees and should be taken seriously.
4.2. 1. Resignation procedure
(1) I submit my resignation application to the company in written form, in which the probationary employee submits it three days in advance and the full-time employee submits it one month in advance, so that the organization can have time to prepare supplementary personnel.
(2) The Administration and Personnel Department arranges exit interviews to find out the detailed reasons and make relevant records.
(3) If I insist on resigning, I should fill in the Application for Termination (Dissolution) of Labor Contract Relationship, and ask the relevant person in charge to sign the opinions according to the form.
(4) After the examination and approval procedures are completed, the Administration and Personnel Department will issue the Statement of Employee Resignation and Transfer.
(5) After the handover and liquidation, the financial department will check and pay the final salary.
(6) After completing the resignation procedures, finally file the data.
4.2.2. Matters related to resignation management
(1) If an employee resigns voluntarily, he shall not resign before the handover and liquidation work is completed, and those who leave without authorization shall be regarded as absenteeism.
(2) The number of resignees should be kept within the normal range. If it is beyond the scope, especially the resignation of key employees, technicians and managers, the administrative and human resources department should ask the reasons and try its best to persuade them to stay.
(3) Resignation is normal if it is due to personal reasons of employees, such as personal difficulties such as personal ability and health status, and no specific analysis is needed.
(4) The reason for employees' resignation is that the company's poor management leads to employees' dissatisfaction. The administrative personnel department should attach great importance to the resignation caused by this reason, carefully analyze it, find out the shortcomings and weak links in management, make an analysis report and submit it to the general manager, and take corresponding measures to avoid recurrence.
4.3. Dismissal management
Dismissal of employees is the punishment for dereliction of duty, and it is the most severe punishment. Only employees who meet the corresponding provisions of the company's reward and punishment management measures will be dismissed.
4.3. 1. dismissal procedure
(1) The approval form for employee dismissal (dismissal) shall be filled in by the person in charge of the department where the employee made the mistake, indicating the fault and punishment opinions, and submitted to the relevant personnel for review and signing.
(2) The Administration and Personnel Department shall review and sign the Employee Dismissal Approval Form submitted by the department.
(3) Report to the General Manager for final approval.
(4) After the examination and approval procedures are completed, the administrative personnel department will interview the parties, explain the reasons for dismissal, and do a good job in related ideological work. For the dismissed personnel, a Notice of Termination (Dissolution) of Labor Contract and a Liquidation Form for Resignation of Employees shall be issued.
(5) After the handover and liquidation, the financial department will check and pay the final salary.
(6) After completing the dismissal procedures, finally file the data.
4.3.2. Dismissal of management-related work
(1) The dismissal of an employee is the termination of the labor contract and an extremely serious form of punishment. It should be carefully considered and used correctly. Only the negligence within the scope of the dismissal regulations promulgated by the company can be dismissed, and it is strictly forbidden to expand.
(2) The company should allow the dismissed person to complain about the punishment, and the administrative personnel department should pay attention to the complaint and conduct necessary re-investigation. If the facts are inconsistent, they should be corrected in time due to improper punishment, and records should be made, and the offenders should be dealt with accordingly.
(3) Dismissal of employees shall be handled in time, and all handover and liquidation shall be completed within three days after formal notification to the parties.
(4) If the manager doesn't dismiss the employees at will according to the company regulations, he will give the assessment opinions to the manager after being verified by the Human Resources Management Department.
4.4. Dismissal management
Dismissal is very similar to dismissal. Both companies propose to terminate the employment relationship, but the dismissed employees are not necessarily at fault and should not be understood as punishment for employees. Dismissal mainly refers to the failure of new employees to pass the trial. Or after the expiration of the contract, the job does not need to be retained. (Notice shall be given before the probation period or the expiration of the contract)
4.4. 1. Dismissal after probation.
The employing department shall assess the performance and skills of employees during the probation period, and employees shall be dismissed in any of the following circumstances during the probation period.
(1) Those who fail the training cannot be employed.
(2) It is proved that it does not meet the employment conditions or has poor ability and performance, and it is impossible to complete the task with good quality and quantity.
(3) Identity cannot undertake work tasks.
(4) There is a big difference between the professional knowledge and skills and the self-reported situation when applying for the exam.
(5) In the process of use, I found that my own quality is not suitable for this position.
4.4.2. Dismissal at the expiration of the contract
Whether the company dismisses employees whose contract period has expired should be considered according to the actual needs of the company. When making a human resource plan, we should design a medium-and long-term employment plan and a short-term employment plan respectively.
4.4.3. Dismissal procedures and examination and approval authority
(1) For the dismissal of newly hired personnel who have failed the probation period and the temporary contract expires, the Administration and Human Resources Department can directly negotiate with the employing unit, fill in the Approval Form for Dismissal (Dismissal) of Employees, and submit it to the General Manager for approval.
(2) After the examination and approval by the Administration and Personnel Department, the Notice of Termination (Dissolution) of the Labor Contract and the Statement of Resignation and Transfer of Employees will be issued. Other procedures are the same as dismissal.
4.5. Employee turnover handover management
When employees leave their jobs, they only need to hand over goods, jobs and salaries, but for supervisors and managers, they must carry out handover management. Mainly involves the employee turnover handover liquidation form (this form is in quadruplicate, one for each party, one for each department and the company's administrative department. Among them, goods allocation: including office supplies, clothing and fixed assets issued by the company. If the goods are defective, compensation will be made according to the price or relevant regulations. Work handover: including completed work handover, ongoing work handover, work handover that should be carried out, and external relations related to post work handover (all external relations involving work, including contact person, contact information and contact address, should be handed over, and important external relations should be introduced).
4.5. 1. Transfer of qualified personnel
Managers who hold major responsible positions in companies at all levels are called supervisors.
4.5. 1. 1. The supervisor shall not leave his post before completing the handover procedures with the receiver.
4.5. 1.2. When the person in charge leaves his post, he shall make a written record of the following matters and hand them over to the recipient;
(1) All documents and materials held by this department;
(2) The seal and all articles of the company are kept and used by individuals;
(three) matters that need to be handed over in business management;
(4) Voucher account books and important matters related to economic assets of this department.
4.5. 1.3. The general manager of the company personally or sends someone to supervise the handover of the supervisor of the first-level unit; When the personnel below the secondary unit are handed over, they can be supervised by the competent personnel of the unit.
4.5. 1.4. The transfer of personnel at all levels shall be handled in person. In case of any dispute, the supervisor shall explain the process, work out the handling opinions together with the transferor and the receiver, and submit them to the General Manager for approval.
4.5. 1.5. If the public property is lost, the accounts are unclear or inconsistent with the facts, the reasons shall be investigated and compensation shall be ordered.
4.5.2. Handover of management personnel
Managers who are directly responsible for managing the property or affairs of various departments of the company are called managers.
4.5.2. 1. The operator shall not leave his post before completing the handover procedures with the receiver.
4.5.2.2. The agent shall handle the following matters according to the prescribed time and procedures.
(1) Materials and properties managed by the company and related records, forms and materials.
(two) the financial management and its related books, vouchers and materials.
(3) Other outstanding matters and important affairs.
4.5.2.3. Accountants must conduct financial audit when they leave their posts.
(1) fund revenue and expenditure audit;
(2) asset management audit;
(3) Review and clean up the creditor's rights and debts of individuals and companies;
(4) Other contents that need to be audited.
4.5.2.4. When the management personnel are handed over, the receiver and supervisor should collect them clearly one by one according to the handover list, and finally report them to the supervisor after being signed by both parties and supervisor.
4.5.2.5. If the public property is lost, the accounts are unclear or inconsistent with the facts, the reasons shall be investigated and compensation shall be ordered.
4.6. Other provisions on employee resignation
4.6. 1. key node of resignation approval
(1) The department head and the person in charge of the employee's department review the handover of the resigned employee and sign their opinions.
(2) The archive room, printing room and personnel specialist shall review and sign the return of the materials, office supplies, access cards and work permits lent (received) by employees.
(3) Other departments shall review the corresponding work and articles and sign opinions.
(4) The Finance Department shall check the accounts of the resigned personnel and settle the salary.
(5) The general manager of the company or the authorized person in charge of the company shall sign the opinions of the resigned person.
4.6.2. Resignation salary settlement and data archiving
(1) After going through the relevant formalities, the resigned employee receives the settlement salary in the finance department, and the employee's resignation salary statement is deposited in the finance department together with the salary settlement voucher.
(2) The text related to employee resignation is stored in the Administration and Personnel Department.
(3) The company has the right to suspend the remaining procedures and salary settlement if the resigned employee fails to go through the relevant handover procedures according to the procedures stipulated in this system.
4.6 The administrative personnel department is responsible for the interpretation and revision of this system.
5.0 related systems
Reward and punishment management system
6.0 related records
6. 1 Application for Dissolution of Labor Contract
6.2 Agreement on Termination of Labor Contract
6.3 Notice of Termination (Dissolution) of Labor Contract
6.4 Proof of termination (rescission) of labor relations
6.5 Employee Exit Interview Form
6.6 Employee Dismissal (Dismissal) Approval Form
6.7 employee resignation notice, employee resignation handover and salary statement
6.8 Work