What to do after the unit forwards the dismissal letter to the human resources department

The HR department should make an appointment with the employee, explain the reason, and take the initiative to handle the process of resignation certificate, severance and unemployment benefit application.

In accordance with the Labor Contract Law

Article 46 Under any of the following circumstances, the employer shall pay economic compensation to the worker:

1) The worker terminates the labor contract in accordance with the provisions of Article 38 of this Law;

2) The employer proposes to terminate the labor contract to the employee in accordance with the provisions of Article 36 of this Law and terminates the labor contract through consultation with the employee;

3) The employer terminates the labor contract in accordance with the provisions of Article 40 of this Law;

4) The employer terminates the labor contract in accordance with the provisions of the first paragraph of Article 41 of this Law;

5) Except in the case where the employer maintains or improves the agreed conditions of the labor contract and the employee does not agree to renew the labor contract, the fixed-term labor contract is terminated in accordance with the provisions of Paragraph 1 of Article 44 of this Law;

6) Terminating a labor contract in accordance with the provisions of Paragraphs 4 and 5 of Article 44 of this Law;

7) Other circumstances provided for by laws and administrative regulations.

Article 50 The employer shall, upon dissolution or termination of the labor contract, issue a certificate of dissolution or termination of 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 handle the handover of work in accordance with the agreement between the two parties. Where an employer shall pay economic compensation to an employee in accordance with the relevant provisions of this Law, it shall do so 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.

In accordance with the Social Insurance Act

Article 50 An employer shall promptly issue a certificate of termination or dissolution of labor relations for an unemployed person, and inform the social insurance agency of the list of unemployed persons within 15 days from the date of termination or dissolution of the labor relationship.

An unemployed person shall, with the certificate of termination or dissolution of labor relations issued by his or her employer, promptly go to the designated public employment service agency to register as unemployed.

An unemployed person shall go through the formalities of receiving unemployment insurance money at the social insurance agency on the basis of his unemployment registration certificate and personal identity certificate. The period for receiving unemployment insurance money is calculated from the date of unemployment registration.

According to Article 19 of the Detailed Rules for the Implementation of the Social Insurance Law, if an employer refuses to issue a certificate of termination or dissolution of the labor relationship to the employee when terminating or dissolving the labor contract, resulting in the employee being unable to enjoy social insurance benefits, the employer shall be liable for compensation in accordance with the law.

Go to the human resources department to go through the resignation procedures, such as resignation handover, issue a resignation certificate (notice of termination of labor contract), file transfer, and submit the business transfer letter to the human resources department or talent.

After the unit forwards the dismissal letter to the human resources department (go through the dismissal procedures).

The dismissal procedure is as follows:

1) Resignation Procedure:

1. The person who applies for resignation shall submit a written application to his or her unit, and fill in the "Resignation Approval Form" by himself.

2. The unit and the competent department of the applicant for resignation shall study and agree, and after signing the opinion and affixing the official seal on the "Resignation Approval Form", it shall be submitted to the human resources department for approval according to the management authority.

3. The human resources department shall examine and approve the procedures, feedback the "Resignation Approval Form", and issue the "Notice of Approval of Resignation" to the competent department of the personnel applying for resignation.

2) Dismissal procedures.

1. For the dismissal of a staff member by the unit, the relevant administrative leader of the unit shall submit a written application explaining the reasons and factual basis for the dismissal.

2. The leaders of the unit collectively study and decide.

3. According to the personnel management authority, the competent department of the unit shall handle the dismissal procedures and report to the human resources department for the record.

3. Time limit for processing:

It will be completed within one month.

I think you can tell him directly, because you are only the person responsible for conveying the news, and tell some of the company's dismissal news to the employees of your company, which is your main job, so there is no embarrassing situation, and your main thing is to convey some news about the company's manpower allocation in a timely manner.

I think there are only new people who think this way, because if it's a long-time employee, they think it's a very common thing, because the company can fire an employee at any time, so I think you can ask some of the more experienced people in your department how to talk about it.

If you really can't speak, you can learn from them how they did when they first started working, because these old employees must have their own work experience, if you ask them for advice, you will integrate into the work faster, and you will not feel very embarrassed when conveying news to others.

So I think you should just be on a business-oriented attitude and tell the employee that he was fired because it was a decision made by the company and it has nothing to do with you.

If there is no way to talk to him directly, you can call him ** or send him a message to inform him that he has been fired, and let him come directly to receive his salary, but he will not be used to work.

But if you have learned various methods and still can't come out, you can first ask those old employees to help you communicate, and you can follow them to see how they do it, so that over time, you will also feel that this is a very common thing, and you don't need to worry about it at all.

You can sit down with him and talk calmly, tell him that you are very good and have excellent work ability, but because the company's performance is not good, you can only be fired.

In fact, as a person in the human resources department, I know more about the psychological activities of the company's personnel, as well as their personalities, so I say different things for different people.

There's no need to tell the person face-to-face that he's been fired, you just send an email to the company to tell him he's been fired.

Since you are a member of the human resources department, then you should do your job, do what you have to do, just tell him such a message more tactfully.

To put it bluntly, it's not that you fired them, even if they have grievances, they can't spread their grievances on you, you are just responsible for paying the wages and letting them go.

I'll give him a letter with his salary in it, so it will make him feel better.

Anyway, just tell him tactfully, this is a decision made by the company, in fact, you have no way to control it, so tell the truth.

Let's just say it, so that he can also quickly find the next job, after all, the company will inevitably fire people.

It's your job, you can just notify him of your normal data, and there's no need to be so tactful

Personnel in the human resources department, you can just say it directly, or let his boss convey it