How does Dongguan Huanli factory quit its fast job

1. The day of termination of the labor contract is the day of wage settlement. If the unit defaults on wages, it can complain to the Labor Supervision Brigade, which will order the employing unit to pay wages within the time limit. If it fails to pay within the time limit, it will also pay additional compensation; If the coordination fails, the parties shall apply for labor arbitration again. If leaving the post without authorization causes actual losses to the employing unit, the unit may also demand compensation from the laborer according to law
Article 37 of the labor contract law stipulates: "if a laborer notifies the employer in writing 30 days in advance, the labor contract can be terminated. The laborer may terminate the labor contract by notifying the employing unit three days in advance ring the probation period< Article 50 of the labor law: wages shall be paid to the laborer monthly in the form of currency. The wages of labourers shall not be dected or delayed without reason< Article 85 of the labor contract law of the people's Republic of China: in any of the following circumstances, the labor administrative department shall order the employer to pay labor remuneration, overtime pay or economic compensation within a time limit; If the labor remuneration is lower than the local minimum wage standard, the difference shall be paid; If the employee fails to pay within the time limit, the employer shall be ordered to pay additional compensation to the employee according to the standard of more than 50% and less than 100% of the amount payable:
(1) failing to pay the employee's labor remuneration in full and on time in accordance with the provisions of the labor contract or the provisions of the state
(2) paying workers wages lower than the local minimum wage standard< (3) arranging overtime work without paying overtime pay< (4) rescinding or terminating the labor contract without paying economic compensation to the workers in accordance with this law
according to Article 90 of the labor contract law and Article 4 of the compensation measures for violation of relevant labor contract provisions of the labor law, if a laborer cancels the labor contract in violation of the provisions or the provisions of the labor contract and causes losses to the employer, the laborer shall compensate the employer for the following losses:
(1) the expenses paid by the employer for recruitment< (2) the training fee paid by the employer shall be handled according to the agreement if both parties agree otherwise< (3) direct economic losses caused to proction, operation and work
other compensation expenses stipulated in the labor contract.

2. The salary should be calculated according to the actual attendance
of course, the company can also claim the economic loss caused by your failure to submit the salary according to the legal time

3. If a laborer establishes a labor relationship with the employing unit and fails to go through the proceres for resignation in accordance with the proceres for resignation, if the laborer terminates the labor contract in violation of the provisions of this law, or violates the confidentiality obligations or non competition restrictions agreed in the labor contract, thus causing losses to the employing unit, he shall be liable for compensation. The employing unit shall normally pay the legal wages of the workers, and shall issue a certificate of the termination of the labor contract when the labor contract is terminated, and handle the transfer proceres of the archives and social insurance relationship for the workers within 15 days< Article 50 of the labor contract law of the people's Republic of China the employer shall issue a certificate of termination of the labor contract when the labor contract is terminated, and handle the transfer proceres of archives and social insurance relations for the workers within 15 days
workers should handle work handover according to the agreement of both parties. If the employer is required to pay economic compensation to the laborer in accordance with the relevant provisions of this law, the compensation shall be paid at the end of the handover
the employer shall keep the terminated or terminated labor contract for at least two years for future reference
Article 77 If the legitimate rights and interests of workers are infringed, they have the right to request the relevant departments to deal with them in accordance with the law, or apply for arbitration or bring a lawsuit in accordance with the law
Article 78 the trade union shall safeguard the legitimate rights and interests of workers in accordance with the law and supervise the employer's performance of labor contracts and collective contracts. If the employing unit violates the labor laws, regulations, labor contracts and collective contracts, the trade union shall have the right to put forward opinions or request correction; If a laborer applies for arbitration or brings a lawsuit, the trade union shall give support and help according to law
Article 89 if an employing unit fails to issue a written certificate of rescission or termination of the labor contract to the employee in violation of the provisions of this law, the labor administrative department shall order it to make corrections; If any damage is caused to the workers, they shall be liable for compensation
Article 90 If a laborer cancels a labor contract in violation of the provisions of this law, or violates the confidentiality obligation or non competition restriction stipulated in the labor contract, thus causing losses to the employer, he shall be liable for compensation.

4. To call the local labor bureau directly can solve your problem. I used to work in a factory after graation. I often worked overtime until 12 p.m., which was unreasonable. I called the labor bureau to solve it.

5. Normally, it is calculated from the time when you finally go through the formalities and get the resignation certificate, but if you haven't worked for a period of time before you get the resignation certificate, there is no corresponding salary

6. There's such a saying. However, many factories have to dect those who quit their jobs in a hurry. It's not clear how much. They don't dect those who apply for resignation for a month according to the labor law

7. Contract wage
refers to a wage system in which the completion time of a certain proction, operation (or operation) task, proct quality requirements, economic and technical indicators, and labor remuneration are paid according to the contract. In general, in addition to cost sharing, it can not only pay bonus for the net income provided by indivial workers exceeding a certain technology, but also be used for indivial independent operation, mainly for providing labor services, and the results of labor can be directly assessed to indivial catering service instry (such as hairdressing) or some small manual workshops (such as the workshops for processing clothing with supplied materials). If the Commission wage system is implemented for the small group of workers, the problem of distribution according to work within the small group should also be solved.

8. Hello, generally can't dect wages, unless the workers leave the post for no reason to cause losses to the employer, the employer can ask the workers for compensation.

9. The salary can be calculated according to the normal salary and settled at one time when the labor relationship is terminated. Whether there is compensation is to determine whether the unit needs to pay economic compensation or compensation according to the reasons for dismissal< According to Article 9 of the Interim Regulations on wage payment, when both parties of labor relations terminate or terminate the labor contract according to law, the employer shall pay the wages of the workers in one lump sum when the labor contract is terminated or terminated

when an enterprise dismisses an employee, the corresponding compensation is different according to the reasons for dismissal
If an employee is dismissed without reason, the company needs to pay double economic compensation. When the contract expires, the company needs to pay economic compensation. The economic compensation should be paid for the economic layoff. The company does not need to pay compensation for serious violation of company discipline. There is no economic compensation if the probationary period is dismissed because it does not meet the employment conditions<

legal basis: Article 39 of the labor contract law, the employer may terminate the labor contract in one of the following circumstances:
(1) it is proved that the employee does not meet the employment conditions ring the probation period< (2) serious violation of the rules and regulations of the employer< (3) serious dereliction of ty or malpractice, causing great damage to the employer< (4) a laborer establishes a labor relationship with another employing unit at the same time, which has a serious impact on the completion of the work tasks of the unit, or refuses to make corrections upon the proposal of the employing unit< (5) the labor contract is invalid e to the circumstances specified in Item 1, paragraph 1, Article 26 of this law< (6) being investigated for criminal responsibility according to law< Article 46 under any of the following circumstances, the employer shall pay economic compensation to the laborer:
(1) the laborer terminates the labor contract in accordance with Article 38 of this law< (2) the employer proposes to terminate the labor contract with the employee in accordance with Article 36 of this Law and reaches a consensus with the employee to terminate the labor contract< (3) the employer terminates the labor contract in accordance with Article 40 of this law< (4) the employer terminates the labor contract in accordance with the first paragraph of Article 41 of this law< (5) a fixed-term labor contract is terminated in accordance with the first paragraph of Article 44 of this law, except when the employer maintains or improves the conditions of the labor contract and the employee does not agree to renew the labor contract< (6) the labor contract is terminated in accordance with items 4 and 5 of Article 44 of this law< (7) other circumstances stipulated by laws and administrative regulations

Article 47 the economic compensation shall be paid to the laborer according to the standard of one month's salary for each full year of the laborer's working years in the unit. If more than six months but less than one year, it shall be counted as one year; If the period is less than six months, economic compensation of half a month's wages shall be paid to the workers
If a worker's monthly salary is three times higher than the average monthly salary of the local workers in the previous year announced by the people's Government of the municipality directly under the central government or the city divided into districts where the employer is located, the standard of economic compensation to the worker shall be three times the average monthly salary of the worker, and the maximum period of economic compensation to the worker shall not exceed 12 years
the term "monthly wage" as mentioned in this article refers to the average wage of the laborer in the 12 months before the termination of the labor contract< Article 87 If an employer cancels or terminates a labor contract in violation of the provisions of this law, it shall pay compensation to the employee twice of the standard of economic compensation specified in Article 47 of this law.

10. How can I remember that the labor law stipulates how long in advance I have to say hello to the employer when I want to resign. If I leave with my ass raised, the loss of the employer will be counted as yours.