3 days for unapproved miners when the automatic resignation processing law comes into effect

Being dismissed from the unit is also a kind of resignation, and you need to go through procedures in order to safeguard your legitimate interests, obtain corresponding compensation, or be able to collect evidence for unfair treatment, so once you are fired, you must treat it rationally and go through the resignation procedures in accordance with the law.

If the dismissal is excessively severe, the employer may generally be requested to provide the basis for the dismissal, and if the person is not satisfied, he may raise an objection and request the employer to correct it, or appeal to the labor administrative department.

Resignation refers to the behavior of an employee who leaves his or her post for any reason, including the employee's resignation to the employer, the dismissal or suspension of employment by the employer, and the transfer of the employee from the post.

Employees who have been approved to resign, and employees who have been dismissed or terminated from employment generally receive the "Employee Resignation Report" from the department head, and fill in the details according to the regulations of the unit and the content of the report.

After the completed "Employee Resignation Report" is signed and approved by the department head, the employee shall go to the relevant department to return the various items, work, measuring tools and work clothes to the relevant department.

The supervisor of the relevant department shall check the variety and quantity of the items and workmen, measuring tools and work clothes returned by the employee, and sign the "Employee Resignation Report" for confirmation after verification.

After completing the above procedures, the resigned employee shall go to the personnel department of the unit to go through the resignation procedures with the "Employee Resignation Report", and the employee must provide relevant information at the same time.

1. The "Employee Resignation Report" has been filled in according to the regulations and signed by the supervisor of the relevant department.

2. Employee badges and temporary access cards (limited to employees who have been issued badges or temporary access cards).

3. The employee's ID card (limited to employees who have been issued with ID cards).

4. The attendance card of the current month.

5. Stop sign (if any).

6. Keys for safekeeping, etc.

The person in charge of the personnel department of the office of the unit shall sign and confirm the "Employee Resignation Report" and hand over the "Employee Resignation Report" and the attendance card to the financial department in a timely manner after verifying that the departing employee's information, attendance records, meal expenses and the amount of compensation for lost items are correct.

The personnel in charge of salary accounting in the financial department should carefully check and implement the information handed over by the office of the unit, and handle the salary payment procedures of the departing employees in a timely manner. Payments are settled at the time of disbursement.

Subsequently, the personnel department of the unit will handle the social security and file transfer procedures for the departing employee within 15 days, and the departing employee will officially disassociate from the unit.

This is not a law, it is the rules and regulations of the unit, and this system is legal.

Whether absenteeism for three days is considered voluntary resignation, there is no relevant provision on voluntary resignation in Chinese law, and the provisions on voluntary resignation belong to the scope of the company's rules and regulations. If the company's rules stipulate that absenteeism for three days is voluntary resignation, it will be handled in accordance with the provisions of the company's articles of association. Article 11 of the "Company Law and Silver Rules" The articles of association of the company must be formulated in accordance with the law to establish a company.

The articles of association of the company are binding on the company, shareholders, directors, supervisors and senior management.

Article 7 of the Interim Provisions on Payment of Wages shall be paid on the date agreed between the employer and the employee. In the case of holidays or rest days, payment should be made in advance on the nearest working day. Wages are paid at least once a month, and weekly, daily, and hourly wage systems are implemented.

Article 9 of the Interim Provisions on Payment of Wages shall be the case when both parties to the labor relationship dissolve or terminate the labor contract in accordance with the law, and the employer shall pay the employee's wages in full at the time of dissolution or termination. Article 16 of the Interim Provisions on Payment of Wages 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. 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 remaining part of the salary after deduction is lower than the local monthly minimum wage, it will be paid according to the minimum wage.