How to write a resignation and how to write a resignation application?

Letter of resignation.

Dear Company Leaders:

When I submitted this resignation, my heart was heavy. Now due to some personal reasons on my part, I am not able to contribute to the company accordingly. Therefore ask for permission to leave.

At present, the company is in a stage of rapid development, and my colleagues are full of high morale and ambition, but I am deeply sorry that I cannot share my worries for the company due to personal reasons at this time.

I hope that the company's leaders will take time out of their busy schedules to handle my resignation.

I would like to thank all of you for your trust and support during my time with the company, and wish all my colleagues and friends greater success in their work and activities.

The job application is written as follows:

2. Title: Write the name of the person in charge of the unit at the top of the second line.

3. Text: Write down the reason for resignation, what position and what job to resign.

4. Conclusion: Write an apologetic statement at the end of the text.

5. Signature and date: Write the name of the resignee at the bottom right of the text, and write the specific year, month and day under the signature.

Taboos: 1. Don't speak ill of your boss. If you feel the need to raise the issue with your boss to management, try to raise it verbally in tactful terms.

2. Don't complain and criticize the company system.

3. Don't blame colleagues, especially taboo to write the "crimes" of colleagues in black and white on the resignation letter.

4. Remember to write a clear resignation time, and never write "application" or "please xx approval". If you write an application, please approve something like that, if the leader doesn't drag it out, it will cost you time.

Notes on Writing a Letter of Resignation:

1. Understand the nature of the right to resign.

As an employee, don't act hastily or rashly before writing your resignation letter. When you want to resign, you must first think clearly about what kind of right you want to exercise.

There are three types of employee resignation rights, one of which is to negotiate with the unit, which does not require the employee to write a resignation letter alone; The second is that the employee submits his resignation 30 days in advance, and this right to resign is a kind of right to terminate the labor contract with notice, which is still subject to some restrictions in reality, and may bear the responsibility of paying liquidated damages to the unit.

Therefore, when exercising this right, as an employee, you should think deeply; The third is the right to resign immediately, which is the right of resignation, and the employee does not need to bear any compensation or liability for breach of contract to the unit, but this resignation requires a statutory reason.

2. Find a suitable reason to quit.

On the premise of thinking about the right to resign, employees need to determine which type of resignation they choose, and after that is determined, find a suitable reason for resignation. Termination through negotiation only requires the consent of both parties and does not require special reasons; Thirty days' notice is all that is required and no special reason is required.

3. The wording is mild and should not exacerbate the contradictions.

After finding a suitable reason, in the specific wording, do not be too blunt, and do not exacerbate the conflict with the unit because of the resignation letter itself. However, we should not be too compromised, and we should not dare to declare the reason and make ourselves passive.

4. Successfully obtain the corresponding evidence.

The burden of proof is on the employee to prove the act of resignation and the reason for the resignation. Therefore, employees should consciously retain the corresponding evidence before and at the time of resignation. For example, the resignation application signed by the leader, the resignation letter written by himself, the salary slip issued by the unit and other evidence, it should be remembered that the evidence needs to be the original.

"Interim Provisions on the Resignation of Party and Government Leading Cadres".

Article 9: The voluntary resignation of Party and government leading cadres shall go through the following procedures:

1) The cadres themselves shall submit an application for resignation to the Party committee (Party group) in writing in accordance with the authority of cadre management. The resignation application shall explain the reasons for the resignation, and if the resignation is from public office, it shall also explain the whereabouts after the resignation.

2) Organize the (personnel) department to understand and review the reasons for the resignation of cadres, the conditions for resignation and other relevant circumstances, and put forward preliminary opinions. During the review, the opinions of the cadre's unit and the opinions of the discipline inspection organs (supervision departments) shall be heard, and the cadres themselves shall be interviewed.

3) In accordance with the scope of authority for cadre management, Party committees (Party groups) collectively study and make a decision to agree to resign, disagree with resignation, or suspend resignation. Where an application is made for resignation from a leadership position and resignation from public office at the same time, the Party committee (Party group) shall make a decision on whether or not to agree to his resignation from the leadership position, in addition to whether or not to agree to his resignation from the leadership position.

4) After the Party committee (Party group) makes a decision to agree to resign, it shall go through the resignation formalities in accordance with relevant provisions. Leading cadres who are elected, appointed, or decided to be appointed by the people's congress or the CPPCC shall be handled in accordance with the relevant provisions of the law or the CPPCC charter.

Article 10: Party committees (Party groups) shall reply within three months of receiving a cadre's application for resignation. The resigned cadre's unit and the cadre himself shall be notified in writing of the reply's opinions. If they do not reply for more than three months, they shall be deemed to have agreed to resign.

Article 11: Party and government leading cadres must not resign from leadership positions in any of the following circumstances:

1) There are important official duties that have not yet been completed and must be handled by the person himself;

2) Leading cadres who have been elected, appointed, or decided to be appointed by the people's congress or the Chinese People's Political Consultative Conference (CPPCC) have served for less than one year;

3) is being investigated by a discipline inspection organ (supervision department), a judicial organ, or an audit by an auditing body;

4) There are other special reasons.

The resignation report contains the name of the respondent; Timing of onboarding; Current position; Reasons for applying for resignation. Finally, write down the applicant's name and the date of application. The resignation report, also known as the resignation application, is an application submitted to the head of the unit or the superior organization for approval when an individual leaves his or her original job, and is a practical style for terminating the labor contract relationship.

Legal basis: Article 36 of the Labor Contract Law of the People's Republic of China stipulates that the employer and the employee may terminate the labor contract if they reach a consensus through consultation. 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 23 of the Labor Law of the People's Republic of China stipulates that a labor contract shall be terminated upon expiration of the term of the labor contract or the occurrence of the conditions for the termination of the labor contract agreed upon by the parties.

Resignation letter.

Department Manager Mr. (Miss):

I resigned from my post one month later from now on, and my last date of arrival is YYYY/YYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYYY

Resigned employee: year, month and day.

1. Does the dismissed person want to dismiss the employee?

Dismissed personnel should not fill out a resignation form.

Dismissal is an act of dismissal by an employer, which refers to a compulsory measure taken by an employer to terminate the labor relationship with an employee for some reason. According to the different reasons, it can be divided into disciplinary dismissal and normal dismissal.

Resignation is the resignation of the employee, which is the act of the employee proposing to the employer to terminate the labor contract or labor relationship.

The subject of resignation can only be an individual employee, and the subject of dismissal can only be a unit. Therefore, no matter what the reason is, the termination of the administrative subordination between the employee and the unit, as long as it is not the employee's initiative, it cannot constitute resignation; If the unit does not take the initiative, it cannot constitute dismissal.

The resignation must first be submitted by the employee himself in writing, and the dismissal unit does not need to apply to anyone.

2. If you don't want to do it, do you resign within the labor contract?

It is possible to resign early.

1) In principle, employees should submit a written "resignation report" to the Personnel Administration Department 30 days in advance, and receive a resignation form. The Personnel Administration Department conducts exit interviews with departing employees to understand the reasons for their resignation and make records.

2) Worker Bila should apply for resignation one month in advance, submit a resignation letter at the beginning of the month, and ask the company to sign and agree.

3) The employee shall go through the resignation procedures according to the management of the company's personnel department, and may have to sign and agree with the manager of each department according to the resignation form.

4) After the handover of work, the company's personnel department shall issue a certificate of termination of the labor contract, give the employee social security handbook and employee file, and settle the remaining salary.

3. Will the files of the dismissed employees of the unit be recorded?

If an employee is dismissed by the company, the employee's dismissal can be dealt with according to its own production and operation situation, or if the employee violates work discipline, the relevant circumstances are not illegal acts, and there is no situation in the file. In addition, the company shall also issue a certificate of termination of the labor contract.

1. The files of resigned and dismissed personnel shall be handed over to the talent service agency at the same level one month after completing the resignation or dismissal procedures by the original unit or competent department.

2. The talent service agency strictly reviews the content of the file in accordance with the standard for accepting the files of resigned and dismissed personnel, and requires the original unit to complete or clarify the materials if the materials are incomplete or unclear.

3. After reviewing the correct files, the receiving unit and the transfer-out unit shall perform the handover procedures, and the receiving unit shall sign and affix a seal on the "Receipt of Notification of Transferring Files", and return the "Receipt" to the transfer-out unit.

4. The original unit of the resigned or dismissed personnel shall go through the file transfer procedures with the talent service agency together with the resigned or dismissed person, and sign the personnel file management contract. acres noisy.

5. When the resigned and dismissed personnel are re-employed or self-employed, and their files need to be transferred out, they shall be handled in accordance with the procedures and requirements for the transfer of mobile personnel files.