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ISSUANCE - REGISTRATION OF
COMPULSORY INTERNAL LABOR REGULATIONS

ISSUANCE - REGISTRATION OF
COMPULSORY INTERNAL LABOR REGULATIONS

VIVA BUSINESS CONSULTING là công ty tư vấn doanh nghiệp được tín nhiệm bởi hằng ngàn khách hàng danh tiếng từ năm 2006. VIVA cung cấp nền tảng quản lý toàn diện và nguồn lực thực thi theo cách kết hợp đồng thời của: Luật pháp và thủ tục hành chính trong kinh doanh – Quản lý thuế và kế toán – Quản trị quan hệ lao động – Quản trị tài chính doanh nghiệp – Quản trị và kiểm soát nội bộ. Năng lực của chúng tôi giúp khách hàng lường trước các rủi ro, tối ưu chi phí, kiến tạo lợi thế kinh doanh.

VIVA is a business consulting company, specializes in business compliance procedures according to local business laws and regulations since 2006. VIVA has been continuously trusted by thousands of well-known clients since 2006. We are creating added value for clients by offering one-stop business platform with exclusive and tailored-made services related to market entry and mandatory business compliances. We keep our client’s good standing in lawful and optimal manners whenever they are working and doing business in Vietnam.

Issuance - registration of compulsory internal labor regulations

According to Labor laws, from February 1, 2021, enterprises must issue internal labor regulations.

Internal labor regulations provide guidance for employees to act properly, develop corporate culture, help businesses apply disciplinary measures, legal dismissal, and prevent behaviors that threaten business interests…

09 PRIMARY CONTENTS OF THE INTERNAL LABOR REGULATIONS IN VIETNAM:

  1. Specific working hours, rest periods in 01 day, 01 week; work shifts; beginning and ending time of shifts; overtime work (if any); special cases of overtime work; extra rest breaks; breaks between shifts; weekly days off; annual leave, personal leave, unpaid leave;
  2. 2.Workplace order; work area, movement during working hours; code of conduct; dress code; compliance to job assignment by the employer;
  3. Occupational hygiene and safety in the workplace: responsibility to comply with rules and regulations, procedures and measures for assurance of occupational hygiene, occupational safety and fire safety; use and preservation of personal safety equipment and other equipment serving assurance of occupational hygiene and safety at the workplace; cleaning, decontamination and disinfection at the workplace;
  4. The employer’s regulations on preventing and combating sexual harassment in the workplace; procedures for taking actions against sexual harassment in the workplace as prescribed in Article 85 of Decree 145/2020/ND-CP;
  5. Protection of the employer’s assets, business secrets, technological secrets and intellectual property: A list of assets, documents, technological secrets, business secrets, intellectual property; responsibility, measures for protection thereof; definition of infringements upon these assets and secrets;
  6. Specific cases in which employees may be temporarily reassigned against their employment contracts according to Clause 1 Article 29 of the Labor Code 2019;
  7. Specific employees’ violations and corresponding disciplinary actions; specify violations of labor discipline; forms of labor discipline corresponding to the violation;
  8. Material responsibility: Cases in which the employee has to pay compensation for causing damage to or losing tools, instruments or assets; exceeding material consumption limits; compensation levels in proportion to the damage caused; persons having the power to claim compensation;
  9. Persons having the power to take disciplinary actions: persons having the power to conclude employment contracts on behalf of the employer as prescribed in Clause 3 Article 18 of the Labor Code 2019 or specific persons specified in the internal labor regulations.

REQUIRED COMPLIANCE PROCEDURES WHEN ISSUANCE INTERNAL LABOR REGULATIONS: 

The regulations are only legally effective when they are implemented in accordance with the following provisions: 

  1. Every employer shall issue their own internal labor regulations. An employer that has at least 10 employees shall have written internal labor regulations. Written regulations are not required if the employer has fewer than 10 employees but labor discipline and material responsibility must be included in the contents of the employment contracts.
  2. Before issuing or reviBefore issuing or revising the internal labor regulations, the employer shall consult with the internal employee representative organization (if any) in accordance with Clause 1 Article 41 of this Decreasing the internal labor regulations, the employer shall consult the employee representative organization
  3. The issued labor regulations shall be sent to every internal employee representative organization (if any) and all employees. Primary contents of internal labor regulations shall be publicly posted where necessary at the workplace.
  4. The Government shall elaborate this Article: Within 10 days from the date of issuance of the internal labor regulations, the employer must submit the application for registration of the internal labor regulations. If any of the contents of the internal labor regulations is found contrary to the law, within 07 working days from the date of receipt of the application, the provincial labor authority shall notify and instruct the employer to revise it and re-submit the application.
  5. Consistent with internal policies: Salary/wages regulations, labor agreements, employment contracts, and trade union activities.

In addition, each enterprise needs to rely on its business characteristics and corporate culture to specify every regulation appropriately and be able to fully apply it in practice. Developing and registering Internal Labor Regulations is not only to meet mandatory requirements of state agencies but is also an important tool to help guide long-term management and human resource development, prevention and protection of businesses in related issues.

ABOUT VIVA BUSINESS CONSULTING

VIVA is the local expertise for local business compliance procedures, has been trusted by thousands of foreign investors, multinational companies from Europe, Japan, Singapore, India, Korea, USA… for the required business compliance procedures by local laws and regulations since 2006.

Thanks for consistent of practice expertise in Business laws - Employment relations – Tax and accounting – Corporate finance – Corporate services,  VIVA has been successfully providing service for thousands of leading companies in such industries: Garment, energy, pharma, advertising, agricultural…

VIVA keeps its signature by offering one-stop business platform with regard to market entry and the mandatory business compliances. We ensure for our client’s good standing, in lawful and optimal manners whenever they are working and doing business in Vietnam.

 

VIVA not only manage business required procedures by laws but firstly places client’s compliance and good standing, in the optimal methods when offering any solution, and integrated with our intensive resources that allow us to prevent most of the risks in advance, create more benefits, advantages and business inspiration for entrepreneurs.

The insights and consistent backgrounds in Business Laws – Accounting and Corporate Finance – Tax Management – Labor Relations and Payroll – Serectarial and consistent with our exclusive standard operation processes, consisting of consultation – implementation – pratice operation help us fully protect client interests as one-stop solution.

YOU WILL RECEIVE

“If you ask any successful businessperson, they will always have had a great mentor at some point along the road.”

 

 

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