How to quit your job for a relative without hurting your feelings? If you are working in a relative's company, it is indeed a more embarrassing thing to resign, well, taking into account the face of both parties, you can find a suitable reason, if the age is suitable for you, it can be said that to help the girl or son to take care of the child, in this way, the other party is not good, and you will not think much about anything, then you will naturally quit the job
How to quit your job for a relative without hurting your feelings? Two options:
First, you must be sure to go, then first of all, you must be firm in your own heart, and you can't turn back with a soft heart once you are persuaded.
He might ask you why you don't want to do it, you answer, and then he starts to hold on based on your answers. (That's usually the pattern.) )
You can first imagine what he will say to keep you, and you will be ready to respond directly, and you will not be taken down by him. In short, let him understand with words and deeds that you have decided.
You can say that you want to go to further education, but your ability is too poor; Or if you want to go to a strange place or company while you are young, get in touch with a new environment, and don't want to be taken care of and blessed by your family anymore (maybe he didn't give you any care, just polite words). In short, it will not stay any longer.
Second, there is room for maneuver and wants to fight for their own interests.
Since he won't let you go, indicating that he acknowledges your ability to work, then you can directly say: I feel that I am not respected and valued here, and the salary is lower, or the working environment is poor, and there are few days off, etc., depending on what you want, and negotiate terms with him.
It's okay for me to stay, either a salary increase, or a shorter working hours, or I can be respected, or I can learn something, and I can't get nothing, so who will do it for him? Isn't this idle?
The resignation of the employee does not require any reason, and the employee only needs to notify the employer in writing one month in advance to terminate the employment relationship.
1. There are three situations in which an individual proposes to resign:
1. In the case of Article 38 of the Labor Contract Law, the employee may leave immediately after terminating the labor relationship in writing without the approval of the employer, and may request the payment of the remaining wages and economic compensation (one month's salary for every one year of service) and go through the resignation procedures.
2. If the employee does not submit his resignation 30 days in advance, and the employer does not have Article 38 of the Labor Contract Law, the employee directly submits the resignation letter and leaves, which is illegal at this time, and the employer may require the employee to bear the direct economic losses caused to the employer and the expenses incurred in recruiting the laborer.
3. According to Article 37 of the Labor Contract Law, an employee who submits a written resignation 30 days in advance does not require the approval of the employer. Among them, the probationary period is proposed in writing 3 days in advance; The employer is obliged to settle the salary and go through the resignation procedures.
2. The employee may mail the notice of termination of the labor relationship to the employer by courier or registered mail (i.e., the resignation letter and resignation report), so as to facilitate the preservation of evidence. If the employer does not pay the employee's wages or does not go through the resignation procedures for the employee, the employee may apply for labor arbitration to resolve the issue.
III. Relevant Legal Basis:
Article 37 of the Labor Contract Law stipulates that an employee 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) Failure to provide labor protection or working 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 workers in accordance with 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 46 Under any of the following circumstances, the employer shall pay economic compensation to the worker:
(1) The worker terminates the labor contract in accordance with the provisions of Article 38 of this Law;
(2) The employer proposes to terminate the labor contract to the employee in accordance with the provisions of Article 36 of this Law and terminates the labor contract through consultation with the employee;
(3) The employer terminates the labor contract in accordance with the provisions of Article 40 of this Law;
(4) The employer terminates the labor contract in accordance with the provisions of the first paragraph of Article 41 of this Law;
(5) Except in the case where the employer maintains or improves the agreed conditions of the labor contract and the employee does not agree to renew the labor contract, the fixed-term labor contract is terminated in accordance with the provisions of Paragraph 1 of Article 44 of this Law;
(6) Terminating the labor contract in accordance with the provisions of Paragraphs 4 and 5 of Article 44 of this Law;
(7) Other circumstances provided for by laws and administrative regulations.
Article 47 Economic compensation shall be paid to the worker according to the number of years he or she has worked in the unit and one month's salary for each full year. where it is more than six months but less than one year, it is calculated as one year; If it is less than six months, the worker shall be paid half a month's salary.
If the monthly wage of a worker is three times higher than the average monthly wage of the employee in the previous year as 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 severance shall be three times the average monthly wage of the worker, and the maximum period of time for which severance shall be paid shall not exceed 12 years.
The term "monthly wage" mentioned in this article refers to the average salary of an employee in the 12 months prior to the termination or dissolution of the labor contract.
Article 50 The employer shall, upon dissolution or termination of the labor contract, issue a certificate of dissolution or termination of the labor contract, and complete 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.
