Do I need to be responsible for work problems after I have resigned? 100

Hello friends. This should not be your responsibility. Because you've left your job.

Isn't there a job handover when you leave a job? If you don't find a problem when you hand over the work, it proves that it is not your fault, and it is none of your business, because it happened after you left the company, which can be understood in this way, it is the company that deliberately made you do this, so that you can compensate for their losses, which is too much to explain, mainly does not involve breaking the law, which has nothing to do with you. On the contrary, you can sue them that because the employer does not sign the labor contract, your employment is not guaranteed, and they should be responsible for the problem!

Hope it helps, friend. --Lianlianjia store (** store).

And such things??? I didn't ask the company for compensation, but it took a bite!!

It's so easy to do, just one**.

Boss, when do you think you will settle me with double my salary and social insurance premiums during my employment? If I don't give it, I have to go to the labor inspection to complain, and then you are afraid that you will have to pay a fine up and down, and you will have to meet my requirements, which one do you think is the best deal? By the way, I don't think I'm the only one in the company like me.

After leaving the company, if there is a problem at work, you need to pay legal responsibility.

Legal Analysis: Employees who have resigned can be held accountable. If the employee terminates the labor relationship with the employer, and the employee causes losses to the employer, he shall be liable for compensation. Within the one-year limitation period for labor arbitration, the employer may initiate labor arbitration to protect its legitimate rights and interests.

Legal basis: Article 38 of the Labor Contract Law of the People's Republic of China An employee may terminate a labor contract if the employer falls under any of the following circumstances:

1) Failure to provide labor protection or working conditions in accordance with the provisions of the labor contract;

2) Failure to pay labor remuneration in full and in a timely manner;

3) Failure to pay social insurance premiums for workers in accordance with the law;

4) The rules and regulations of the employer violate the provisions of laws and regulations and harm the rights and interests of workers;

5) The labor contract is invalid due to the circumstances specified in the first paragraph of Article 26 of this Law;

6) Other circumstances under which the labor contract may be terminated by laws and administrative regulations.

If an employer forces an employee to work by means of violence, threats or illegal restriction of personal freedom, or if the employer directs or forces the employee to perform risky work in violation of rules and regulations and endangers the employee's personal safety, the employee may immediately terminate the labor contract without prior notice to the employer.

Summary. Parsing, please wait.

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Hello, it depends on what went wrong with the specific work?

According to the law, the employer will issue a certificate of dissolution or termination of the labor contract after resignation, and the employee shall also handle the handover of the employee and the employee in accordance with the agreement between the two parties.

The employer shall issue a certificate of dissolution or termination of the labor contract when dissolving or terminating the labor contract, and complete the formalities for the transfer of the employee's file and social insurance relationship within 15 days. The worker shall, in accordance with the agreement between the two parties, handle the handover of work. Where the employer shall pay economic compensation to the employee Lu Kai in accordance with the relevant provisions of this Law, it shall be paid at the time of completion of the work handover.

The employer shall keep the text of the labor contract that has been dissolved or terminated for at least two years for future reference.

If you have already left your job, it has nothing to do with you if there is a problem with your work after the handover.

In the process of our work, the relationship between us and the workplace is essentially a contractual relationship. That is, we pay our brain, physical and time for the company, and get the corresponding labor remuneration.

Therefore, since it is a labor relationship formed on the basis of a contractual relationship, we must consider whether this contractual relationship is equal and mutually beneficial, whether it is conducive to self-improvement, whether it is conducive to the increase of self-ability and wealth, and whether it is conducive to the maintenance of self-health.

If you have an unequal employment contract with the company, then Sakura's return is equivalent to an unequal contract, in which case it goes without saying that the person who suffers is the individual, not the company. There is hardly any company that signs an employment contract with an employee that is unfavorable to them.

Therefore, if you inadvertently sign an employment contract that is unfavorable to you, if you find any of these five problems in your job at work, you should not hesitate to quit.

Leaving a job decisively is a personal decision, and it is generally reasonable to consider leaving a job if:

1.No chance of promotion: If you don't have a chance to advance in your current position, whether it's because of company structure constraints or a lack of career development plan, this may be limiting your career development.

In this case, finding new opportunities may be more beneficial for your personal growth and professional development.

2.Poor work environment: If you have a serious problem with your work environment, such as excessive work stress, work-life balance, interpersonal tensions, or poor management styles, it can have a negative impact on your health and well-being.

If these issues cannot be addressed or improved, leaving may be an option.

3.Lack of challenge or learning opportunities: If your work becomes boring, unchallenging, or if the company doesn't provide opportunities for continued learning and growth, you may feel stagnant. Finding a job opportunity that stimulates your potential and offers new challenges may be more suitable for you.

4.Compensation and benefits issues: If you feel that your compensation and benefits are unfair or unreasonable, and the company is not providing a solution, it is also legitimate to consider leaving in search of a better compensation and benefits package.

5.Misalignment of values: If you find yourself at a significant disagreement with your company's values and unable to match your company's culture and philosophy, this can lead to long-term misalignment and dissatisfaction.

In this case, it may make more sense to look for a work environment that is more in line with your values.

6.Poor leadership or management team: If you feel that your leadership or management team is dishonest, unfair, lacks effective communication, or does not support your growth, this can negatively impact your career development and personal well-being.

In this case, it may be wise to leave the job in order to get out of such an environment and leadership.

Before considering leaving, it is advisable to evaluate and weigh your current job situation, carefully considering your career goals and long-term development plans. If you decide to leave your job, make sure you have a backup plan in place and be well prepared before looking for a new job.

Legal Analysis: I have to go to work after submitting my resignation letter. The employee shall notify the employer in writing 30 days in advance of the resignation and 3 days in advance during the probationary period, and terminate the labor contract at the expiration date.

If the employer falls under any of the circumstances provided for in Article 38 of the Labor Contract Law, the employee may terminate the labor contract immediately without prior notice to the employer.

Legal basis: Lao Wei Liang Contract Law of the People's Republic of China

Article 37 A worker may terminate the labor contract by notifying the employer in writing 30 days in advance. The employee may terminate the labor contract by notifying the employer three days in advance during the probationary period.

Article 38 Paragraph 2 Where an employer forces a worker to work by means of violence, threat or illegal restriction of personal freedom, or where the employer violates rules and regulations by directing or forcing a worker to carry out dangerous work that endangers the worker's personal safety, the worker may immediately terminate the labor contract without prior notice to the employer.