Question

高分求翻译

9.6 离职结算
• 结算条件：只有当交接事项全部完成，并经相关人员签字确认后，方可对离职人员进行相关结算。
• 赔偿金
 物品损失赔偿：由财务部确认赔偿金额，原则上固定资产按照使用年限折旧后的余额赔偿，非固定资产按照物品购入原价赔偿。
 公司经济损失赔偿：员工在职期间因个人原因而给公司造成经济损失（包括员工离职造成公司项目不能按期进行的项目损失），员工应对该部分损失予以赔偿。
 培训损失赔偿：按照签订的培训协议办理。
• 工资：在完成工作交接后和离职手续后，方可结算全部应得薪资。对于未办妥离职手续和完成工作交接者，公司有权冻结其工资，直到办妥各项手续为止。
• 代通知金：员工若未按要求提前提出辞职申请，则扣以相应工资作为代通知金（补偿公司的损失）。若部门经理根据客观情况，主动提出同意让该员工提前办理离职手续，经人力资源部审核、总经理批准后，即可不扣代通知金。
• 如员工应付、应扣费用大于支付给员工的费用，则必须在收回全部费用后才给与办理离职手续。
• 对于被辞退和开除的员工办理离职手续时，根据实际需要，人力资源部需派专人全程监护办理。

Answer 1

手工翻译。

9.6 Separation clearance
• condition for clearance:Only when the transition process is completed,confirmed and signed by the relavant personnel, shall the company proceed the clearance procedures with the employee who is leaving.
• Compensations
Compensation for the losses of company's assets:Finance department shall confirm the compensation costs.In principle the fixed asset shall be compensated for the remaining cost after deducting the amount of depreciation according to the service life,and the non-fixed asset shall be compensated for its original cost.
Compensation for financial losses of the company:If the employee has caused financial losses to the company due to the personnal reasons(including the project loss caused by the reason that the project can not be proceeded on schedule because of the departure of the employee),the employee shall compensate the company for the losses.
Compensation for the training cost:The compensation cost shall be decided according to the training agreement signed by both parties.
• Salary:The company shall settle all the due payment after the transition process and the leaving procedures are completed.For the employees who have not finish the leaving procedures or the transition,the company reserves the right to freeze the salaries until all the procedures are completed.
• Payment in lieu of notice:If the employee didn't apply for the resignation in advance as required,the company shall deduct the salary accordingly as the payment in lieu of notice.(compensation for the company loss).The company shall not deduct the payment in lieu of notice if the deparment manager agrees to let the employee resign in advance due to the objective reasons,and it is reviewed by HR department and approved by the general manager.
• If the compensation payment and the deducted payment is higher than the due payment the company should give to the employee,the company shall not proceed the leaving procedures after all the payment is taken back.
• For the employees who are asked to leave or fired,the leaving procedures shall be proceeded under the supervision of specialized staff sent by HR department if necessary.

尽量正式和专业了。
细节处如个别词的用法，大小写或单复数等请再确认。
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追问

非常感谢

Answer 2

9.6 separation settlement
" Clearing conditions: only when the handover event is completed, and the relevant personnel shall be signed and confirmed, on turnover staff.
" Compensation
By goods damages: from financial department to confirm the amount of compensation, in accordance with the principle of fixed assets service life depreciation compensation, non fixed asset in accordance with article purchase price compensation.
By the company economic damages: employee incumbency for personal reasons to result in economic losses ( including employee turnover caused by project fails to carry items loss ), staff to deal with the partial loss or damage shall be.
By training damages: according to the signed agreement for training.
Salary: at the completion of work, after the transfer and turnover formalities, before settlement of all deserve a salary. For through exit formalities and complete the work of the handover, the company has the right to freeze the salaries, until the complete procedures.
" Payment in lieu of notice: if the employees not required to put forward resignation application, then buckle to corresponding salary as payment in lieu of notice ( compensation for losses to the company ). If the manager according to the objective situation, offered to agree to let the employees early separation procedures, through the human resources department to examine, general manager of the approval, can not withhold payment in lieu of notice.
, such as staff to deal with, should deduct cost is greater than the payments to employees, must recover all costs to give a separation procedures.
For dismissal, dismissed staff and separation procedures, according to the actual need, the human resources department shall send the whole person care for.

Answer 3

9.6 Clearing leave
• Clearing condition: only matters when the transfer completed and signed by the relevant personnel confirmed only after the settlement of the related personnel leave.
• compensation
 items of damages: the amount of compensation by the Ministry of Finance confirmed that, in principle, the useful life of fixed assets depreciation according to the balance of compensation, non-fixed asset items purchased in accordance with the original price compensation.
's economic damages: employees during employment to the company for personal reasons and cause economic losses (including loss of employees caused by the company projects losses can not be scheduled for the project), staff should be compensation for the loss of the part.
 Training of damages: In accordance with the training agreement signed for.
• Salary: After the completion of the transfer and separation procedures work only after clearing all deserve compensation. For departure procedures are not completed and the completion of the transfer of work, the company the right to freeze their wages until all the formalities completed so far.
• in lieu of notice: If the employee did not seek his resignation earlier application, the appropriate deduction to wages in lieu of notice (compensation for loss of the company). If the department manager based on the objective situation, offered to agree to let the employees go through separation procedures in advance by the Human Resources Department review, approval, general manager, you can not withhold payment in lieu.
• If employees meet, should be deducted the cost is greater than the costs paid to employees, you must recover the full cost after the grant for separation procedures.
• For employees to be laid off and fired for separation procedures, in accordance with actual needs, human resources need to send someone to apply for full custody.