Resignation question, I hope you can help answer it, thank you!

It's still in the probationary period, you can choose both ways, you hand in the resignation report, whether the supervisor agrees or not, just leave!

Because you are now resigning 30 days in advance in accordance with the provisions of our labor law, you are doing the right thing and your leadership is doing the wrong thing, now you can go to your local human resources and social security bureau and report them so that they can let you resign within three days and they will pay you off.

Don't care, the probationary period is not informally inducted, during the probationary period, the employee can resign at any time, don't be soft, stick to the tough attitude, his purpose is to deduct your salary or something, if your direct leader signs it, he can't do it, if it doesn't work, find the boss or a higher leader,

See what you can talk about the city, if you have a good chat or complain a few words, you will lower your posture, after all, this situation is quite a pit company, and you should lose. But if his attitude is arrogant and unreasonable, you can tell him, do you understand the law? If you understand the law, you will sign, and if you don't understand the law, I will go to the labor bureau to let you understand the law.

If he doesn't sign it, you should keep the evidence of your resignation report and then file a complaint with the Labor Bureau as soon as possible.

Under normal circumstances, if you are in a situation like yours and you can resign within three days of the probationary period, if the supervisor does not agree, you can also resign directly, as long as he settles the salary, if the salary is not settled, you can also report him.

According to the provisions of the Labor Contract Law, it is true that it only takes three days to resign during the probationary period, and your supervisor is legally illiterate, and it is more likely that he knows that the law stipulates so, but still turns a blind eye and treats you as a regular employee. In reality, many companies do this, no matter what laws and regulations stipulate, they do not adopt it, and only follow their own company's regulations.

You should move out of the provisions of the Labor Contract Law to tell him, if he still does not let go, then you should go to the labor inspection brigade of the local human resources and social security bureau to apply for labor arbitration, otherwise, he will not pay his salary.

Many companies hate employees who quit after a month or two, your wedding date is October 5th, and today's holiday is at least 8 days, you can ask for paid marriage leave, get married, no need to resign and get married.

According to the law, only three days' notice is required for the probationary period to be terminated.

So, you are in charge. Negotiate well with the company, and the company will let you go.

Article 37 of the Labor Contract Law stipulates that the employee shall terminate the labor contract by giving advance notice.

The employee 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.

You can ask for leave when you get married, and the state stipulates that there is marriage leave, and you don't have to resign, unless you don't want to do it. If you are not willing to do it, you can resign during the probationary period, the key is to see how you sign the contract with the company, and you must act according to the contract.

Then you ask for leave, come back for another month after taking leave, and then resign, some companies will be very troublesome to resign, you should inquire about this set of itinerary before you go, you can attack, retreat can defend.

According to Article 37 of the Labor Contract Law, an employee who terminates an employment contract during the probationary period must notify the employer three days in advance. It does not require the approval of the employer.

You can ask for leave, the wedding date is set, you can't change it, discuss it.

The probationary period can be left at any time, and the wages are required to be settled, and the Labor Bureau protects the rights **12333.

The labor bureau will still find you to negotiate with the representative of the employer 3 times, an average of 10 days, and then the negotiation is fruitless before you are asked to go to arbitration, and the arbitration takes a certain amount of time to ** and judgment, and you waste a lot of time!

It is recommended to negotiate with the unit and make some concessions on both sides!

You submit this month, go next month, no problem, one is that the salary is generally so convenient, today is the 17th, to do the 17th of the next month, but the factory generally allows workers to do a full month to settle wages.

It's a good idea to see what your contract says and then find out to the Labor Bureau.

Yes, explain the original back, and reach an agreement with the company.

I understand your situation very well and recommend that you be absent from work directly. It is better to be able to get paid first and then be absent from work.

Reasons for quick resignation: 1. Sudden illness, such as hepatitis, heart disease, etc. 2.Things that have to be dealt with, for example, demolition, lawsuits 3I have a conflict with my boss. 4. Infectious diseases. 5. Absenteeism.

If the employer has any of the following circumstances, the employee may quickly resign:

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

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

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

The rules and regulations of the employer violate the provisions of laws and regulations and harm the rights and interests of employees;

The labor contract is invalid due to the circumstances specified in paragraph 1 of Article 26 of this Law;

Other circumstances under which the employee may terminate the labor contract as provided 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.

You can directly refuse the company's unreasonable request, which you have the right to refuse, you can also apply for resignation, but you need to notify the company 30 days in advance.

The Labor Contract Law promulgated on January 1, 2008 has clear and unambiguous provisions on when an employer can terminate an employment contract with an employee, as follows:

Article 39 The employer may terminate the labor contract if the worker falls under any of the following circumstances:

1) During the probationary period, it is proved that they do not meet the employment requirements;

2) Seriously violating the rules and regulations of the employer;

3) Serious dereliction of duty, malpractice for personal gain, causing major damage to the employer;

4) The worker establishes labor relations with other employers at the same time, causing a serious impact on the completion of the work tasks of the employer, or refuses to make corrections upon the employer's request;

5) The labor contract is invalid due to the circumstances specified in Item 1, Paragraph 1 of Article 26 of this Law;

6) Those who have been pursued for criminal responsibility in accordance with law.

Article 40 Under any of the following circumstances, the employer may terminate the labor contract after notifying the employee in writing 30 days in advance or paying the employee an additional month's salary:

1) The worker is sick or injured not due to work, and is unable to perform his original job or work arranged by the employer after the prescribed medical treatment period has expired;

2) The worker is not competent for the job, and is still incompetent for the job after training or job adjustment;

3) There is a major change in the objective circumstances on which the labor contract was concluded, making it impossible to perform the labor contract, and the employer and the employee fail to reach an agreement on changing the content of the labor contract after consultation.