Legal analysis: Pay off all things of the company, such as ID card, work clothes and computer equipment. The procedure for resignation is as follows: 1. You need to write a written resignation report and review it step by step according to the rules and regulations of the unit; 2. After the unit agrees to leave, handle the handover procedures; 3. The unit will settle the salary with the employee, and the unit will also issue a resignation certificate to the employee, and handle the transfer formalities of the file and social insurance relationship. Whether employees resign or the company dismisses employees, employees actually have some problems that need special attention when dissolving labor contracts, which is very helpful to protect their own interests. Of course, different situations need to pay attention to different issues, and it is necessary to distinguish between resigning during the probation period or resigning after becoming a full member. In the former case, the company only needs to be notified 3 days in advance, and in the latter case, it needs to be notified 30 days in advance. Otherwise, the unit has the right to refuse the employee's resignation request, and the loss caused to the unit can also require the employee to make corresponding compensation. Although employees can't go to work after 30 days, they must handle the work handover. Of course, the work handover is arranged by the enterprise. If the enterprise doesn't arrange it, it's best to write a work handover list, explain the work and the arrangement of working hours in writing, and submit it to the immediate superior or the human resources department in duplicate, and keep one copy, with the official seal of the enterprise or the signature of relevant personnel.
Legal basis: Article 2 of the Law of People's Republic of China (PRC) on Mediation and Arbitration of Labor Disputes This Law is applicable to the following labor disputes between employers and workers in People's Republic of China (PRC): (1) Disputes arising from the confirmation of labor relations; (2) Disputes arising from the conclusion, performance, alteration, dissolution and termination of labor contracts; (3) Disputes arising from delisting, dismissal, resignation or resignation; (4) Disputes arising from working hours, rest and vacation, social insurance, welfare, training and labor protection; (five) disputes arising from labor remuneration, medical expenses for work-related injuries, economic compensation or compensation; (six) other labor disputes as prescribed by laws and regulations.