I want to quit my job now, but the head of the department doesn t give me my resignation, how much m

Hello, generally if you resign one month in advance in accordance with the provisions of the labor law, it is impossible for the department head to say that he does not agree with your resignation salary is still paid, if you are in a hurry to leave, the department head does not agree, then he will not pay you a salary.

If you want to resign and then the competent department does not give you the resignation, in this case, it will at most deduct your salary, and if there is no salary, then she has no way to deduct your money.

I want to quit my job now, and the department-level supervisor does not give such a situation how much money will be deducted, and the head of the public department does not give it, so how many teenagers are needed in such a situation? If the head of this department doesn't come out, then you may have to look at the situation, and I don't know how much money to deduct, but you can deduct as much as he instigates you in this department, and we don't know how much money needs to be deducted.

Generally speaking, if you resign, you have to report in advance, and then there is a period of work handover, if you are only in a hurry to resign, it is easy to cause some work handover mistakes, this will be deducted salary, and even that month's salary will not be paid.

If you want to quit your job, you should say hello to the department in advance. If the department does not approve it, you may not be able to get back what you didn't pay before.

Hello, if you don't approve it like this, you will leave by yourself, basically without salary, and all will be deducted, so wait patiently and go through the normal resignation process.

If you want to eat chicken, the department head won't give it to you. In this case, it should not be all open to you, unless you go to the labor department.

The labor law stipulates that if an employee resigns without the consent of the employer and leaves on his own, the employer can treat it as absenteeism and deduct all wages.

It depends on the employer's regulations, and you may only be deducted from your monthly salary, and you may be asked to compensate for other losses.

You can write a written application one month in advance and leave one month in advance. He'll let you go when the time comes.

Losing money depends on the labor agreement, and resignation is in accordance with the procedures prescribed by the state.

I want to quit my job urgently, but the head of the department won't give me my resignation, how much money do I need to deduct in this situation? At least you're doing it for nothing this month, that's the minimum.

Illegal. It is illegal to quit work in a hurry and deduct seven days' wages. Because the employer has no right to deduct the wages of the workers, even if they resign in a hurry, the employer must pay the wages according to the actual number of days the workers have worked.

According to the law, an employment contract may be terminated by mutual agreement between the parties to the employment contract.

1. Is it reasonable to deduct half a month's salary for resigning from an emergency job?

1.If an employee resigns in a hurry, the company has the right not to pay the salary after resignation, but the company has no right not to pay the salary due to the employee's normal attendance before leaving the company. If the employee causes economic losses to the employer due to the employee's own reasons, the employer may require the employee to compensate for the economic losses in accordance with the provisions of the labor contract.

2.Compensation for economic losses may be deducted from the employee's salary. However, the monthly deduction shall not exceed 20% of the employee's salary for that month.

If the company pays the employee at the beginning of the month according to the payment cycle of all employees, the employer can negotiate with the employee on the payment date, but the salary cannot be in arrears without reason.

2. There are generally two situations of resignation:

1.Immediately terminate the labor relationship in accordance with the law. If the employer compels the employee to work with violence or threats, or fails to pay wages as agreed in the contract, the employee may request the employer to terminate the labor contract at any time.

2.According to the employee's own choice, the employer shall be notified in writing 30 days in advance to terminate the labor contract relationship. Resignation is a type of resignation.

3. The specific matters of resignation are:

1.Exit management ;

2.Separation procedures;

3.transfer out of personnel relations;

4.About social security procedures.

Legal basis

Labor Law of the People's Republic of China

Article 24 A labor contract may be terminated upon the agreement of the parties to the labor contract.

Article 31 A worker who terminates a labor contract shall notify the employer in writing 30 days in advance.

Legal analysis: Even if the sudden resignation is caused by the employee's personal reasons, the deduction of wages cannot exceed 20% of the salary.

Legal basis: Labor Contract Law of the People's Republic of China

Article 37 A worker may terminate a 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 An employee may terminate a labor contract 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 basic code workers;

5) Where the labor contract is invalid due to any of the circumstances provided for 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.

1. There are three situations in which an individual proposes to resign:

1. If the employer has Article 38 of the Labor Contract Law, you can leave immediately after terminating the labor relationship in writing without the approval of the employer, and you can request the payment of the remaining wages and economic compensation (one month's salary for every one year of service) and go through the resignation procedures.

2. According to Article 37 of the Labor Contract Law, if you submit a written resignation 30 days in advance, you can resign without the approval of the employer. Among them, the probationary period is proposed in writing 3 days in advance; The employer is obliged to settle the salary and go through the resignation procedures.

3. If you do not submit your resignation 30 days in advance, and the employer does not have Article 38 of the Labor Contract Law, you directly submit a resignation letter and leave, at this time, you have violated the law, and the employer can require you to bear the direct economic losses caused to the employer and the expenses incurred in recruiting you.

2. You can mail the notice of termination of labor relationship to the employer by courier or letter (that is, the resignation letter and resignation report), so as to facilitate the preservation of evidence. If the employer does not pay you wages or does not go through the resignation procedures for you, you can apply for labor arbitration to resolve the issue.

Each company has a different system, and generally if you don't approve you, you will leave.

Normal and conscientious companies do not deduct.

Legal analysis: It is not necessary to deduct wages for urgent resignation, and it is illegal to deduct wages for urgent resignation. However, if the employee causes losses to the employer, then he or she needs to bear the liability for compensation.

The employer shall pay the employee's wages in a lump sum when dissolving or terminating the labor contract. If the employer suffers economic losses due to the employee's own reasons, the employee may compensate for the loss by deducting wages, but the monthly deduction shall not exceed 20% of the employee's monthly salary.

Legal basis: Article 30 of the Labor Contract Law of the People's Republic of China The employer shall, in accordance with the provisions of the labor contract and national regulations, pay the labor remuneration to the employee in full and in a timely manner. If the employer is in arrears or fails to pay the labor remuneration in full, the worker may apply to the local people's court for a payment order in accordance with the law, and the people's court shall issue a payment order in accordance with the law.

If there is a deduction, you can file a complaint with the local labor and social security department (labor inspection brigade); or apply to the Labor Dispute Arbitration Commission for closed arbitration of Lao Hengtong.

However, if an employee resigns in a hurry without the consent of the employer, it is deemed to have terminated the labor contract illegally, and the employer shall compensate for the losses caused to the employer, and the employer shall bear the burden of proof for the losses.

Legal basis: Interim Provisions on Payment of Wages Article 18 Labor administrative departments at all levels have the right to supervise the payment of wages by employers. If an employer infringes upon the legitimate rights and interests of a worker in the following ways, the labor administrative department shall order it to pay the wages and economic compensation of the employee, and may also order the employer to pay compensation

1) Withholding or defaulting on the wages of the laborer without reason;

2) Refusal to pay wages for extended working hours;

3) Paying wages to workers at a rate lower than the local minimum wage.

The standards for economic compensation and compensation shall be implemented in accordance with the relevant provisions of the State.