联想集团员工辞职规定及流程V4.06

LENOVOGROUP

LTD.人力资源部

HUMANRESOURCESDEPARTMENT

文件编号：LGL-HRD-04-090

拟文人：李秀梅

拟文日期：2004/7/2

审核：甄钰

审批：乔健

1、关于本文件适用范围的说明：

公司与员工之间解除劳动关系主要分为两大类：

第一类：由员工提出与公司解除劳动关系的行为

第二类：由公司提出与员工解除劳动关系的行为，其中包括：考核辞退、业务调整、违纪辞退等

本文件只适用于第一类情况，第二类情况出现时，需参见联想集团辞退管理规定及处罚管理规定。

2、辞职主要步骤：

第一步：员工申请

提前30天提交辞职申请

第二步：上级审批

总经理须在收到辞职申请的5个工作日内与员工进行沟通，并必须在员工离职前5天完成审批

第三步：员工确认

确认辞职申请表中信息

第四步：离职面谈

与人力资源工作者进行离职面谈

第五步：离职手续

办理工作交接，财、物交还，人事等手续

联想集团员工辞职规定及流程V4.061．目的：规范员工的辞职管理，使之符合国家的法律法规以及公司的规章制度。

2．名词解释：

辞职：员工本人提出与公司解除或终止劳动关系的行为；

3．适用范围：联想集团全体员工

4．办理流程：

4.1辞职：员工提前提交辞职申请，办理离职手续。

4.1.1京区平台办理流程

员工申请：

有辞职意向的员工须提前30天提交辞职申请（试用期的员工须提前5天）

矩阵管理的员工在向实线上级、总经理提交辞职申请的同时，须抄送给虚线上级；

员工的实线、虚线上级由业务部门根据业务需求进行定义；

与公司签署了服务协议的员工，可通过公司主页/人力地图/我的档案查询服务期限及违约金情况，并按公司规定履行。

上级审批：

.1实线上级：在收到员工辞职申请的5个工作日内与员工进行沟通

.2实线总经理：在收到实线上级意见的5个工作日内与员工进行沟通

时间要求：

★签批的日期必须在员工离职日期的前5天；

★同意离职的日期最长不能超过员工提出辞职申请日期后的30天；

延期说明：

若确因工作需要员工的离职日期需超过30天的，须与员工协商一致后，填写员工的离职日期，并说明延迟原因；

审计：

若因工作需要需对离职员工进行审计的，总经理可向审计部提出审计需求，并按《联想集团有限公司干部离任审计办法》办理审计手续后，再按本规定办理离职手续，若因审计未结束，员工须推迟相应离职日期。

4.1.13员工确认：

员工在收到实线总经理审批通过的辞职申请后，核准确认相关信息

员工的辞职申请获得批准后，需按公司要求在离职前办理工作交接及离职手续；

员工的直接上级须配合员工进行工作交接，并保证工作交接的效果

人力资源面谈：

在实线总经理签批通过员工的辞职申请后，人力资源工作者须主动与员工取得联系，核准员工的离职信息（特别是服务协议部分），并进行离职面谈

时间要求：

★离职面谈须于员工离职前面谈完毕，并在员工辞职申请表上签字；

★负责面谈的人力资源工作者在面谈完毕后5个工作日内须填写面谈记录表；

职责划分：

★员工离职由所在系统/分区的人力资源专岗负责离职面谈；

★经理离职由系统/区域总部的人力资源总监负责离职面谈；

★总监级（含）以上干部离职由人力资源部负责干部管理的总监进行离职面谈；

系统/分区人力资源工作者须提醒督促员工于离职日期前办理完毕离职手续。

员工离职手续办理：

员工于离职日期前3个工作日凭辞职申请表到人力资源部/分区人力资源专岗处领取《员工离职手续办理单》，开始办理离职手续。离职手续须在员工离职之日办理完毕，离职手续包括但不限于以下方面：

.1由直接上级确认工作交接是否完成；

.2归还公司物品（包括固定资产、借用物品、部门资产等）；

.3结算财务（包括借款、报销等）；

.4履行相关协议，服务期限未满的员工，须按协议约定向公司交纳违约金

对于公司接收的应届毕业生：签订了《联想集团应届毕业生接收协议》且服务期未满

因公司办理解决户口、两地分居等原因而签订的服务协议未到期限

公司出资外派培训、出国等原因而签订的服务协议未到期限

.5办理人事相关手续：

 办理档案/户口的转移

办理相关证件的转移或清理

交还IC卡

办理解除劳动关系等手续

说明：

若员工在每月23日前按公司规定办理完离职手续，公司可正常发放离职当月的工资，否则，离职当月的工资在员工办理完手续后的下一个月发放；

若员工按公司规定办理完离职手续的，公司将一次性结算员工离职前的工资；若员工未按上述规定办理负责对未归还公司财物的员工提出处理意见

5.8法务部、审计部：

对未归还公司财物和违约的情况提出处理意见

对部门提出审计需求的员工负责审计

6．解释权限：本规定由人力资源部负责解释。

7．生效日期：本规定自发布之日起有效，待新文件发布时止。原<联想集团有限公司员工辞职工作流程v1.08（试行）(文件编号：LHL-01-0216，发布日期：2001年8月21日)作废。

请点击这里http://hr.lenovo/lxdx/renlizy/sportal/Admin001.asp输入您的ITCode，然后点击您收到的邮件告知的地址，即可进入辞职系统。ProvisionsandProceduresofLenovoGrouponEmployeeResignation1.Purpose:StandardizingthemanagementonemployeeresignationsothatitfollowsthelawsandregulationsoftheStateandtheCompany’sregulations.2.Interpretationofterm:Resignation:Anemployee’sactofcancelingorterminatinghislaborcontractwiththeCompany.3.Applicationscope:ThisSystemisapplicabletotheregularemployeesandtheservicecontractingpersonnel(includingLenovoMobile)ofLenovoworkingwithintheterritoryofChina4.Proceduresofresignation:Anemployeeshallsubmitanapplicationforresignationinadvanceandthengothroughthedemissionprocedures.4.1Employee’sapplication:4.1.1AnemployeewhointendstoresignmustlogontotheCompany’sdemissionsystemtosubmitaresignationapplication30daysinadvance(anemployeeduringprobationaryperiodshallsubmittheapplicationthreedaysinadvance);anemployeewhodoesnothavethelogonprivilegeandcannotusethedemissionsystemmustsubmitapaperresignationapplication(AttachmentI)30daysinadvance(anemployeeduringprobationaryperiodshallsubmittheapplicationthreedaysinadvance).4.1.2Whensubmittingaresignationapplicationtothedirectsuperior(first-linemanager),indirectsuperior(second-linemanager)orfirstresponsiblepersonofthedepartment,anemployeeengagedinmatrixmanagementshallmakeacopytothedotted-linesuperior.4.1.3AnemployeewhohassignedaspecialcontractwiththeCompanymayinquireabouttheservicetermandthepenaltythroughtheCompany’shomepage/HumanResourcesMap/MyRecordsandshallperformasstipulatedbytheCompany.4.2Examinationandapprovalbysuperior:4.2.1Adirectorindirectsuperiorshallcommunicatewithanemployeewithinfiveworkingdaysuponreceivingaresignationapplicationfromhim.4.2.2Thefirstresponsiblepersonofadepartmentshallcommunicatewithanemployeewithinfiveworkingdaysuponreceivingtheopinionofthedirectorindirectsuperioroftheemployee.4.2.3Requirementsonexaminationandapproval:

Timerequirement:allexaminationsandapprovalsmustbecompletedwithinfiveworkingdaysbeforethedemissiondateoftheemployee;thedemissiondate(thedateonwhichthegrantingofsalaryends)shallnotbelaterthan30daysaftertheemployeesubmitstheresignationapplication.

Notesonpostponement:ifthedemissiondateofanemployeeisrequiredtobelaterthan30daysaftertheemployeesubmitstheresignationapplicationbecauseofwork,itshallbeagreeduponwiththeemployeeuponconsultationandthereasonshallbeexplained.

Ifanemployeesubmitsapaperresignationapplication,hisdirectsuperiorshallberesponsibleforhandinghisresignationapplicationtoHumanResourcesonthedateonwhichthefirstresponsiblepersonofthedepartmentexaminesandapprovesit.

Audit:Ifanauditonaex-employeeisneededbecauseofwork,thefirstresponsiblepersonofthedepartmentmaysubmitademandforaudittotheAuditingDepartment,andthedemissionproceduresshallbegonethroughafterthecompletionofthisaudit.Anemployeemustpostponehisdemissiondateiftheaudithasnotbeencompleted.4.3Employeeconfirmation:Anemployeeshall,uponreceivingtheresignationapplicationexaminedandapprovedbythefirstresponsiblepersonofthedepartment,verifyandconfirmtherelevantinformationandshallgothroughthedemissionandhandoverproceduresbeforedemissionasrequiredbytheCompany;thedirectsuperioroftheemployeemustcooperatewithinthedemissionhandoverandshallensureitsresult.4.4HumanResourcesinterview:Afterthefirstresponsiblepersonofthedepartmentexaminesandapprovestheresignationapplicationofanemployee,theHumanResourcesPartnershallvoluntarilygetintouchwiththeemployee,verifytheemployee’sdemissioninformation(thepartoftheserviceagreementinparticular),andconductademissioninterview.4.4.1Timerequirementoftheinterview:Thedemissioninterviewshallbecompletedbeforetheemployeeresigns,andtheemployeeshallsignhisnameontheapplicationformforresignation;theHumanResourcesPartnerinchargeoftheinterviewshallfillinaninterviewrecordwithinfiveworkingdaysaftertheinterview.4.3.2Dutydivision:Intheeventofthedemissionofanemployee,theHumanResourcesPartnerofthesystemtowhichtheemployeebelongsshallberesponsibleforthedemissioninterview;

Intheeventofthedemissionofamanager;theHumanResourcesDirectorofthesystemshallberesponsibleforthedemissioninterview;

Intheeventofthedemissionofaleadingmemberatandabovethedirectorlevel;theHumanResourcesManagementPostshallberesponsibleforthedemissioninterview;and

theHumanResourcesPartnershallremindandurgetheemployeetocompletethedemissionproceduresbeforethedemissiondate.4.5Completionofdemissionhandoverprocedures4.5.1Upontheexaminationandapprovaloftheresignationapplication,anemployeeshallstarttogothroughthedemissionproceduresaccordingtotheGuidancetoDemissionProcedures.4.5.2Thedemissionproceduresshallbecompletedbeforethedemissiondateoftheemployee,whichshallincludebutnotlimitedtothedirectsuperior’sconfirmationofthehandover,transactionofadministrativeaffairs,settlementoffinancialinformation,performanceofrelevantservicesandcompletionofhumanresourcesaffairs.4.6Salaryandwelfaresettlement4.6.1Wherethedemissiondateofanemployeeisbefore20ofamonth,thesalaryofthecurrentmonthwillbegrantedon5ofthenextmonth;Wherethedemissiondateofanemployeeisbetween21andthelastdayofamonth,thesalaryofthecurrentmonthwillbegrantedonthe5ofthemonthafterthenext.4.6.2Humanresourcedepartmentshallissueacertificatetorevokelabourcontractanddealwiththefileandsocialinsurancerelationtransferringprocedurewithin15daysafteremployeecompletesallrequireddemissionprocedure.Employeeshallbearresponsibilityforalladverseconsequencesarisingfromnotcompletingfileandsocialinsurancerelationtransferringprocedure,orthesubmittedmaterialsnotbeingacceptedbyinstitutionsincludingsocialinsuranceinstitute.4.7IfanemployeefailstogothroughthedemissionproceduresaccordingtotheregulationsoftheCompany,ortheCompany,uponthedemissionofanemployee,discoversthattheemployeehasengagedinanyactdamagingtheCompany’sinterestspriortothedemission,theCompanyshallhavetherighttoinvestigatetheemployeefortheresponsibilityofthelossesincurredtotheCompany.5.Measuresforhandlingthedemissionofanemployeewhichhasnotbeencompletedaccordingtospecifiedprocedures:5.1Measuresforhandlingthedemissionproceduresofanemployeewhichhasfailedtobecompletedaccordingtoregulations:5.1.1Completionofthedemissionproceduresbythedirectsuperiorontheemployee’sbehalf: Ifanemployeefailstocompletethedemissionprocedureswithintwoworkingdaysafterthedemissiondate,thedirectsuperiorofthedemissionemployeeshallcompletetheproceduresonhisbehalf.TheCompanyshallhavetherighttoinvestigatetheemployeefortheresponsibilityofthelossesincurredtotheCompanyasaresultofhisfailuretocompletethedemissionproceduresaccordingtoregulations.5.1.2Termandprocessforcompletinganemployee’sdemissionproceduresonhisbehalf:Iftherearenounsettleditems,theproceduresshallbecompletedwithin10workingdaysaftertheemployee’sdemission.Ifthereareanyunsettleditemsofassetsorarticles,theproceduresshallbecompletedaccordingtothefollowingprocess:

Recoverybythedepartment:Itshallberecoveredbythedepartmenttowhichtheemployeesbelongedwithin10workingdaysaftertheemployee’sdemission.Iftherecoveryfails,itshallbereportedtoHumanResourcesfortherecord.IfthelossisnotmorethanRMB1000Yuanupondeduction,itshallbebornebythedepartment;ifthelossexceedsRMB1000Yuan,thedepartmentshallsubmitasituationreporttotheSecurityDivisionoftheAdministrativeandLogisticsDepartmentwhichshallcontinuewiththerecoveryandacopyofthereportshallbemadeandsenttoHumanResourcesfortherecord.

RecoverybytheSecurityDivisionoftheAdministrativeandLogisticsDepartment:ThedepartmentshallassisttheSecurityDivisionoftheAdministrativeandLogisticsDepartmentinrecoveringtheunsettleditemswithin20workingdaysuponsubmissionofthesituationreport.Iftherecoverysucceeds,thedepartmentshallcompletetheemployee’sdemissionprocedures.Iftherecoveryfails,thedepartmentshall,togetherwiththeSecurityDivisionoftheAdministrativeandLogisticsDepartment,submitarecoveryreporttotheLegalAffairsDepartment,theAuditDepartmentandtherelevantdepartmentsoftheunsettleditems,andacopyofthereportshallbemadeandsenttoHumanResourcesfortherecord.

Jointsigningofahandlingopinion:

ThedepartmentshallcalltogethertheLegalAffairsDepartment,theAuditDepartmentandtherelevantdepartmentsoftheunsettleditemstoformanappraisalgroupwhichshall,basedonthereportsubmittedbytheSecurityDivisionoftheAdministrativeandLogisticsDepartment,jointlysignahandlingopinionwithin10workingdays.IfthelossisnotmorethanRMB5000Yuan,itshallbedisposedofbythedepartmentaccordingtothehandlingopinion.IfthelossismorethanRMB5000Yuan,itshallbesubmittedtothedepartmentandtheVicePresidentinchargeoffinancialaffairsforjointexaminationandapproval,andthedepartmentshalldisposeofthematteraccordingtotheapprovalopinion.Intheeventthatanex-employeehasunsettleditemsofassetsandarticles,therelevantexpensesandliabilitiesincurredbythedepartment’sfailuretotimelyconductrecoveryoftherelevantassetsinarrearsaccordingtotheabove-mentionedrequirementsandprovisionsontimeshallbebornebythedepartmenttowhichtheemployeebelonged.(ThelossesbroughtalongtotheCompanyshallbebornebytherelevantresponsiblepersonsdesignatedbythefirstresponsiblepersonofthedepartmentintheverifiedamount).5.2AnemployeewhodoesnotturnoutforworkwithoutsubmittingaresignationapplicationtotheCompanyorgivingajustifiedreasonshallberegardedasabsentfromwork.Ifanemployeeisabsentfromworkforthreeconsecutivedays,theCompanywillterminatethelaborcontractwiththeemployeeanddeductasumaccordingtotherulesonattendance.5.2.1Notification:Thedirectsuperiorofanemployeeshall,immediatelyafterfindingtheemployeeisabsentfromwork,notifyHumanResourcesoftherelevantinformation,verifyrelevantinformationwithHumanResourcesandsubmitadismissalapplicationaccordingtotheCompany’sspecificationsondismissalprocess.5.2.2Procedurecompletion:Thedirectsuperiorofanemployeeshallinitiateandhandletherelevantmattersconcerningtheemployee’sdemission,andthedemissionhandoverproceduresoftheemployeeshallbecompletedwithreferenceto.3Performanceofagreement:Ifanemployeeisstillinhisserviceterm,heshallpayapenaltyorcompensationtotheCompanyasstipulatedintheagreement.6.Dutiesofrelevantdepartments:6.1HumanResourcesOperation:

Improvingtheregulationsonemployeedemissionandsupervisingtheimplementationoftheregulations

CompletingthehumanresourcesproceduresofvariousplatformsandthemaintenanceofR/3informationofex-employeesofChinaPlatform6.2HRPartner:

Conductingdemissioninterviewwithemployees

Supervisingandurgingthecompletionofanemployee’sdemissionproceduresandhandlingtheaftermath.

Assistthedepartmentindealingwiththecomplaintsanddisputesarisingfromanemployee’sdemission.6.3Thedepartmenttowhichanex-employeebelongs:

Communicatingwiththeemployee

Arrangingtheworkandarticlehandoveroftheex-employee

Settlingtheborrowing,loansandmoneyborrowedbytheex-employeebecauseofwork

Takingtheleadanddealingwithrecoverytogetherwithotherdepartmentswhenanemployeeleaveswithoutsubmittingaresignationapplication

Completingthedemissionproceduresonbehalfoftheex-employee6.4ITDepartment:

Timelydeleting/closinganex-employee’snetworkmobile,WWW,NOTESmailboxandotherrelevantaccounts

Completingthesettlementofrelevantexpenses6.5AdministrativeandLogisticsDepartment:

Checkingandacceptingthedesk,assets,communicationsequipmentsandotherrelevantarticlesofanex-employee(iftheamountinvolvedisbigoroneemployeehasmorethanonesetoffixedassets,theAdministrativeandLogisticsDepartmentshalltimelycontactthedepartmentuponreceivingtheinformationontheemployee’sdemission.Iftheemployeefailstohandovertheassetsfiveworkingdaysbeforethedemissiondate,theAdministrativeandLogisticsDepartmentshallnotifytheRemunerationandWelfareDivisionofHumanResourcesOperationfiveworkingdaysbeforethedemissiondatetoensurethatthecompanywillnotsufferfromeconomiclosses)

Cleaningtheemployee’sdormitoryandtransferringhishouseholdregistration,partymembershipandotherrelevantprocedures

RaisinghandlingopinionsonthesituationsinwhicharticleshavenotbeenreturnedtotheCompany

Assistingthedepartmenttowhichanex-employeebelongedtorecoverthepropertiesandart