The resignation director is gone, and the resignation form is not handed over to the administration,

The resignation director is gone, and the resignation form is not handed over to the administration, does the resignation count? The administrative department has not received a letter of resignation, and without instructions, it is not considered a resignation.

The key to this situation is to see whether the resignation application has been handed over to the director, if it has been handed over to the director, and during this period, the director did not hand over the resignation form to the administration due to the reason that he left, and it does not belong to the transfer of the resignation form that we delayed, and the resignation form is still valid! If you intend to resign, but due to the reasons of the director, the resignation form is not submitted to the administration in time, but there is now an opportunity to withdraw your resignation.

The resignation form was not handed in, and it was only in the hands of the director personally, and this resignation procedure should not have been carried out, not counted.

Since it is a resignation, it must be signed by the director, otherwise your resignation form will have no effect, so it is best to find the director to sign and then hand it in.

I think it should be counted, after all, people are in a hurry to leave. People leave their jobs. Count as resignation. If you are from the HR department, you can help him with a resignation report.

If the resignation form is not handed over to the administrative department and is not approved, it is not valid and does not count as resignation.

Resignation should be handled in accordance with the resignation regulations, you should first greet the manager of the production center, and then go to the manager of the personnel department to fill in the resignation report with the resignation report, let the manager sign and then submit it to the personnel department.

In the middle of the resignation, the director is gone, and the resignation form is not handed in, and the resignation should not be counted.

Failure to complete the resignation procedures is not considered resignation, and leaving in this case is a voluntary resignation. Failure to terminate the contract may involve illegal termination of the contract, and the employer shall even be compensated for its losses.

Voluntary resignation refers to the employee's failure to perform the termination procedures when terminating the employment relationship, leaving the post without authorization, or leaving the employer without completing the termination procedures. Employers may treat employees who leave their jobs without authorization as absenteeism and remove them from work. According to national regulations, employees who voluntarily leave their jobs do not enjoy any benefits (enterprises will have the right to stop paying social security and provident fund for self-departing employees).

If you submit your resignation application a month ago, you can resign without the approval of the leadership. The resignation of an employee does not require the consent and approval of the employer, and the resignation is a legal right granted to the employee by the Labor Contract Law. If the employer does not approve it, the employee can mail a letter of resignation to the employer by courier, for example:

Keep the complete express bill and the email replied by the other party, especially if the email is sent using the office mailbox provided by the company, in order to prevent the company from unilaterally closing the mailbox and causing the inability to obtain evidence, it should be exported or stored in advance. Keep the courier details and make a copy of the resignation letter, and after the resignation expires, ask the employer to pay the salary and go through the resignation procedures for him.

If the resignation procedures are not completed, the unit cannot be allowed to complete the corresponding work handover, and the corresponding adjustment of the work task in an orderly manner, which may cause corresponding losses to the unit. It is recommended that you provide a written application explaining the specific situation and leave the job normally; If it is recommended to reach an agreement with the unit where Wu Tan is located due to personal emergency reasons, the labor contract will be terminated.

Legal basis: Article 31 of the Labor Law: An employee shall notify the employer in writing 30 days in advance of the termination of the labor contract.

If you have already signed to leave the job, you should go through the resignation procedures. In the resignation procedures, the parties may apply to the unit for resignation in advance, or they can negotiate with the unit, and if the unit violates the law, they can directly resign. After that, 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.

According to Article 36 of the Labor Contract Law of the People's Republic of China, 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 38 Under any of the following circumstances, an employer may terminate a labor contract: (1) it fails to provide labor protection or labor credit matching conditions in accordance with the provisions of the labor contract; (2) Failure to pay labor remuneration in full and in a timely manner; (3) Failing to pay social insurance premiums for Tanzania 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 provided for in the first paragraph of Article 26 of this Law; (6) Other circumstances in which the labor contract may be terminated 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.

Article 50 An employer shall, upon dissolution or termination of a labor contract, issue a certificate of dissolution or termination of the labor contract, and go through the formalities for the transfer of the worker's file and social insurance relationship within 15 days. The worker shall handle the handover of work in accordance with the agreement of the double imitation designator. 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.

Article 50 of the Labor Contract Law of the People's Republic of China stipulates that the employer shall issue a certificate of dissolution or termination of the labor contract when dissolving or terminating the labor contract, and shall go through 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.