So tay nhan vien tiếng anh (Employees Book)

EMPLOYEE’S HANDBOOK

TÊN CÔNG TY (COMPANY NAME)

Logo Cty

EMPLOYEE’S HANDBOOK


EMPLOYEE’S HANDBOOK

INTRODUCTION
The employee’s handbook is designed to serve as a guide to all staff, providing
information on working conditions, employees’ rights and obligations and other
related policies. Employee shall read, understand and strictly comply with all the
regulations stipulated in the employee’s handbook.
The handbook describes all staff’s responsibilities in regard to their working
activities, the Company’s culture, and benefits for employees, discipline with the
purposes to provide a balanced working environment where the employees can
develop their best personally and professionally.
Still, the handbook may not cover all the circumstances. In that regard, depends on the
business situation and the needs of development, the Company reserves the right to
make changes to these regulations from time to time. Such amendments will be
circulated to all staff members.
For terms that are not covered in this handbook, the Company will perform in
accordance to the Company’s Labor Regulations, Staff Collective Agreement and the
Vietnam’s Labor Code.


LA PETITE EPICERIE SAIGON.................................................................................................1
CHAPTER I...................................................................................................................................6

RECRUITMENT AND LEVEL OF POSITIONS.........................................................................6
I.

RECRUITMENT................................................................................................................6
1.

Recruitment.....................................................................................................................6

2.

Appointment....................................................................................................................6

3.

Probation.........................................................................................................................6

4.

Employment contract......................................................................................................6

II. LEVEL OF POSITIONS....................................................................................................7
1.

Level of positions............................................................................................................7

2.

Assignment of work on level of positions.......................................................................7

CHAPTER 2..................................................................................................................................8

WORKING HOURS.....................................................................................................................8
1.

Working hours.................................................................................................................8

2.

Break times.....................................................................................................................8

CHAPTER 3..................................................................................................................................8
SALARY AND BENEFITS...........................................................................................................8
I.

SALARY AND MANAGEMENT SALARY.....................................................................8
1.

Timekeeping and Salary Payment...................................................................................8

2.

Procedures of timekeeping..............................................................................................8

3.

Pay raise..........................................................................................................................9

4.

Working overtime and overtime payment.......................................................................9

II. BENEFITS FOR EMPLOYEES......................................................................................10
1.

General term..................................................................................................................10

2.

13th Salary....................................................................................................................10

3.

Annual leave..................................................................................................................11

4.

Public holidays..............................................................................................................12

5.

Sick leave/ hospitality leave (as Article from 24 to 28 of Social insurance Law)........12

6.

Maternity leave and leave for female staff....................................................................13

7.

Full paid leave...............................................................................................................13

8.

No-pay leave.................................................................................................................14

9.

Social insurance, medical insurance and unemployment insurance.............................14


10.

Training.....................................................................................................................15

11.

Annual health check up.............................................................................................15

12.

Annual trip domestic and oversea.............................................................................16

13.

Meal allowance..........................................................................................................16

CHAPTER 5................................................................................................................................17
TERMINATION OF EMPLOYMENT CONTRACT.................................................................17
1.

Termination of employment contract................................................................................17

CHAPTER 5................................................................................................................................18
TERMINATION OF EMPLOYMENT CONTRACT.................................................................18
1.

Procedure to terminate employment contract...............................................................18

2.

Procedure to terminate employment contract...............................................................18

3.

Retirement.....................................................................................................................18

CHAPTER 6................................................................................................................................19
BUSINESS TRIP.........................................................................................................................19
1.

Travel planning.............................................................................................................19

2.

Travel allowance...........................................................................................................19

CHAPTER 7................................................................................................................................19
PERFORMANCE APPRAISAL.................................................................................................19
1.

Scope.............................................................................................................................19

2.

Appraisal rank is divided in 5 levels.............................................................................19

3.

Regulation.....................................................................................................................20

CHAPTER 8................................................................................................................................20
LABOUR SAFETY AND LABOUR SANITATION..................................................................20
1.

Labor safety...................................................................................................................20

2.

Labor sanitation.............................................................................................................21

3.

Labor accident...............................................................................................................21

CHAPTER 9................................................................................................................................22
CODE OF CONDUCT................................................................................................................22
1.

Transaction with suppliers............................................................................................22

2.

Corruption, bribery, cheating........................................................................................22

3.

Conflict of interest.........................................................................................................22

4.

Dissemination, distribution...........................................................................................23

5.

Alcohol, cigarette, drug and gamble.............................................................................24

6.

Common order in company...........................................................................................24


CHAPTER 10..............................................................................................................................24
PERSONAL INFORMATION & WORKING DISCIPLINES...................................................24
1.

Changing personal information.....................................................................................24

2.

In and out working place...............................................................................................25

3.

Working attitude............................................................................................................25

4.

Dress code and uniform................................................................................................25

5.

Using computer.............................................................................................................25

6.

Using email...................................................................................................................26

7.

Telephone......................................................................................................................26

CHAPTER 11..............................................................................................................................26
PROTECT ASSET, BUSINESS AND TECHNOLOGY SECRET.............................................26
CHAPTER 12..............................................................................................................................27
DISCIPLINE AND MATERIAL RESPONSIBILITY................................................................27
I.

DISCIPLINE.....................................................................................................................27
1.

Disipline methods.........................................................................................................27

2.

Discipline violated behaviors........................................................................................28

3.

The order and procedure for handling labor discipline.................................................30

II. MATERIAL RESONSIBILITY........................................................................................31
III.

PROBLEM SOLVING..................................................................................................31


CHAPTER I
RECRUITMENT AND LEVEL OF POSITIONS
I. RECRUITMENT
1. Recruitment
a) The Company recruits and promotes employees base on their qualification and
performance. There shall be no discrimination on the ground of religion, ethnics,
gender, physical condition or sexual orientation.
b) The Company relies on the truthfulness of information provided by the
employee. In the event the information is found false and dishonest, the
Company will cancel the job offer or in the case of recruited, terminate the
employment contract.
2. Appointment
a) The successful applicant shall receive a “Job Offer Letter” or “Probation
Labor Contract” with details on the remuneration and work requirements.
b) The applicant shall confirm his/her acceptance to the Job Offer Letter and
provide supporting documents (ie. Health certificate) in a number of cases.

3. Probation
a) Probationary period depend on each job position and at the request of the
qualification, but it is not over 60 days.
b) During probation period, if there are issues that require consideration, a short
term employment contract shall be signed, depend on the duration of the
new employment contract fully implement policies prescribed by Labor Law.
c) Within 3 days before the completion of the probation period, the employee shall
be informed in writing on whether his/her service is confirmed, extended or
terminated.
4. Employment contract
a) Once the employee passes the probation period, the employee shall sign the
employment contract and receive all benefits as an official employee.
b) In special circumstances, when the performance during probation period
does not reach conclusion, or base on seasonal needs, the company will offer
seasonal contract less than 12 months.
c) Types of employment contracts:


According to Article 22 of the Labor Code 2012, there are 3 types of labor
contracts:
- An indefinite term labor contract, in which the two parties do not predetermine the term or termination date of the contract;
- A definite term labor contract, in which the two parties determine the term
and the termination date, within a period of 12 months to 36 months; or
- A labor contract for a specific or seasonal job with a duration of less than 12
months.
The Labor Code 2012 prohibits parties from signing labor contracts for a term of
less than 12 months for a job that is regular and has a duration of 12 months or
more, except in the case of the temporary replacement of an employee.10
However, the Code does not clarify when a job is considered regular.
When a definite term labor contract or a labor contract for a specific or seasonal

job with a duration of less than 12 months expires, the two parties must enter into a
new labor contract within 30 days from the date of expiry if the employee is to
continue working. During the period prior to signing a new labor contract, the two
parties must comply with the former contract. If a new labor contract has not been
signed after 30 days, the existing definite-term labor contract automatically
becomes an indefinite-term labor contract, and the existing specific or seasonal
contract automatically becomes a definite term labor contract with a term of 24
months.
If the new labor contract is for a definite term, the parties may only sign one
additional renewal contract. If the employee thereafter continues to work, an
indefinite term labor contract must be signed.
II. LEVEL OF POSITIONS
1. Level of positions
The following list categorizes level of positions is applied in the Company:
a) Level 4: Directors
b) Level 3: Managers
c) Level 2: Head of Teams – Team Leaders, Supervisors
d) Level 1: Staffs/Workers


2. Assignment of work on level of positions
a) Base on the level of position assigned, each employee is provided the benefits in
accordance to his/her level: ie, business expenses, allowances including travel
and telephone …
b) However, some benefits are provided exclusive of level of positions. Employees
shall contact HR department for more information.

CHAPTER 2
WORKING HOURS
1. Working hours

Working hours are 8 hours/day and 40 hours/week.
- Mornings: from 8:00 am to 12:00 noon (from Mondays to Fridays)
- Afternoons: from 13:00 pm to 17:00 pm (from Mondays to Fridays)
2. Break times
- Every working week, employees are entitled to take Saturday and Sundays off
- Employees’ days off may be changed depending on business requirements
at the firm, however the total days off shall be allocated at least 4 days per
month.

CHAPTER 3
SALARY AND BENEFITS
I. SALARY AND MANAGEMENT SALARY
1. Timekeeping and Salary Payment
a) Salary includes basic salary and overtime salary (as set out for each job level).
b) Salary is paid on the last day of the month after the deductions of social health
insurance, medical insurance, unemployment insurance, union fee, personal
income tax and other fees where applicable such as unpaid leaves, advances, etc.
c) Employee is entitled to receive the detailed monthly pay slip provided by HR
department.
d) Timekeeping for the working month is recorded from the 1 th to the end of the
month.
e) Working time is calculated as follows: Full day for week days based on actual
timekeeping.


2. Procedures of timekeeping
a) All staff shall comply with the regulations on working hours.
b) All cases that employees arrive to work late or leave before working time
end without professional purposes or legitimate reasons shall not be paid salary.
The amount of going late and leaving early time shall not be deducted to annual

leaves.
c) Salary will be calculated base on the actual working time on timekeeping sheet.
d) In the case of business meetings out of the workplace, the employee shall obtain
confirmation from Team Leaders in person or by phone before going out. In some
specific cases, HR department shall examine employee’s email to confirm such
approval when checking time keeping sheet.
3. Pay raise
a) Pay raise is provided yearly on the first month or the first quarter of the
calendar year. In order to be entitled to pay raise, the employee must be official
staff having at least 12 months working with the company counting to December
31st, and be appraised fulfill the tasks in the year, except the case that employees
have any other agreement with company.
b) The pay raise ratio shall be granted base on the employee’s performance with
feedbacks from Management.
c) The pay raise ratio is also based on the Company’s financial performance in the
year and the prospective development of the market.
d) Other special case shall have the director’s approval.
4. Working overtime and overtime payment
a) Company encourages employees to work seriously and complete work within
working time, limit the overtime working (including paid and unpaid). In the case
employees need to work overtime (including paid and unpaid), there must be
agreement of Head of Department.
b) Working overtime is at request and by job requirement. The Head of Department
shall allocate the number of overtime hours and assignments to employees
appropriately to ensure the efficiency of work and employee’s health.
c) Overtime payment is calculated base on the pay rate agreed in employment
contract. Overtime salary of the current month shall be paid in the following
month.
d) Overtime working have to follow the article 4, Decree 45/2013/NĐ-CP
e) Overtime salary is applicable to employees during probation period.

f) Over time is calculated based on the formula:
- 150% of base salary for after working hour’s overtime from Monday
to Friday


- 200% of base salary for overtime on Saturday and Sunday
- 300% of base salary for public holidays
- The formula to calculate overtime as the follow

g) As an alternative, employees shall also be eligible for time-off in-lieu of
monetary payment. This is to be decided by Head of Department and to be
confirmed by HR manager.
h) Employees with management/ supervisor (level 2 and upper) shall not be entitled
to overtime payment, but fulfill the works by objectives, unless otherwise
agreement. In case requested by the companies to work on public holiday
overtimes shall be calculated as per regulation.
i) Sales staffs, purchasing staffs, marketing staffs and some of particular positions
belong to level 1 shall also not be entitled to overtime payment, but fulfill the
work by objectives due to characteristics of these jobs. The specific cases
which are paid overtime must be approved by director.
j) Overtime sheet must be approved by Head of Department.
II. BENEFITS FOR EMPLOYEES
1. General term
a) When an employee who is signed employment contract with the company,
he/she shall be entitled to the benefits granted for employees:
b) The benefits inclusive of the benefits according to Labour Law:
- 13th salary
- Annual leave
- Holidays leave
- Sick leave

- Maternity leave
- Paid leave and no-pay leave
- Social insurance, medical insurance and unemployment insurance
- Training
- Annual health check up
- Annual travelling
- Lunch allowance
c) Where an employee is granted “no-pay leave” as his own request or “sick leave”
over 30 days as requested by his own or by Doctor, the period of leave shall be
disregarded for the purpose of computing continuous service under this term. As
for the case of maternity leave, leave time is also regarded as served time to count
for annual leave days.


2. 13th Salary
a) Employees who have worked in the company for continuous period of 12 months
will get the 13th month salary as the salary in their employment contracts. 13 th
salary will be paid at the end of December of solar calendar or before Tet
holiday. The 13th salary is based on the average salary of the past 6 months.
b) An employee who has not completed 12 months of continuous service shall be
paid the 13th month salary on a pro-rata basis at the end of the year (The period of
maternity leave is also not applied to calculate 13 th month salary). If
employees resign before 10th of the month, there is no 13 th salary for that month;
if he/she resigns before 20th of month, he/she will get 50% of 13th salary for that
month and in the other case he/she will get 100% 13th salary of that month.
c) An employee who resigned before December, 13 th salary is calculated on pro-rata
and paid with last payment.
3. Annual leave
a) Annual leave days as the follow:
- Level 1: 14 days/year

- Level 2: 16 days/year
- Level 3: 20 days/year
b) An employee who has not completed 12 months of continuous service in
a year will be entitled to annual leave in proportion to the number of completed
months of service in that year.
Proportion of annual leave is rounded as follow: under 0.5 day - no annual leave;
equal and over 0.5 day will get 1 day off
c) Every five years continuous service will get one more day for annual leave.
d) Employees are encouraged to plan far in advance so their demand can be
accepted. “One more annual leave day” bonus for those taking full week
(5 days and half) or more and inform over at least 30 days in advance
(and cannot change the dates). The bonus annual leave day be counted to total
day of annual leave.
e) Annual leave is not applied for probation employees, after passing probation total
of annual leave day will be counted from the starting date.
f) Regulation for annual leave:
- Employee must have planned to take leave and ensure that it doesn’t
conflict with working plan. “Leave application” must be submitted and
approved by Head of Department before 7 days for over 3 days leave and
approved before 3 days for less than 3 days leave.
- Right after “leave application” is approved; employee has to inform
related Department/individuals by email or telephone to arrange working plan
related.


- The minimum time to take annual leave is 2 continuous hours per 1 time off.
g) The company understands that employee may have to meet certain contingencies
and need to take leave without planning, in such event, employee must
contact to direct supervisor or manager by telephone or email for approval.
Employee has responsibility for the reasons to taken leave and it may be

investigated by HR department (if needed).
h) When approval for employee take leave, direct supervisor or Head of
Department must check and are fully responsible for continuity of working plan.
i) “Leave application” should be sent to HR Department before take leave.
j) Annual leave is valid until 31th December of the year. Employee should have
plans to take leave to avoid taking off a lot at the end of the year or lose leave
days.
4. Public holidays
a) Every employee shall be entitled to all gazette public holidays with full pay as
the follows:
- New year: 1 day (January 1st)
- Lunar new year: 8 days (3 last day and 5 first days of lunar calendar)
- King Hung day: 1 day (March 10th of Lunar calendar)
- Victory day: 1 day (April 30th)
- Labor day: 1 day (May 1st)
- National day: 1 day (September 2nd)
b) If a public holiday falls on non-working day, the company shall grant a day off in
substation thereof. The public holidays above can be changed anytime as per
changing of Labor Law. With respect to foreign staff, in addition to the holidays
specified in section 4a. there are a holiday for traditional Tet (if any) and a
holiday national (according to their nationality).
5. Sick leave/ hospitality leave (as Article from 24 to 28 of Social insurance Law)
a) Every confirmed employee shall be eligible for paid sick leave up to the
aggregate of 30 working days per year if he/she paid social insurance under 15
years, 40 working days per year if he/she paid over 15 years and 60 days per year
if he/she paid enough 30 years.
b) Employee can be off maximum 20 days to take care for his/her sick child if the
child is under 3 years old; and maximum 15 days off if the child from 3 to 7 years
old (applied for both farther and mother if both of them paid social insurance)
c) Sick leave, hospitality leave is implemented only when the jurisdictional health

organization confirms that employee can leave as stipulated by Social insurance
department.


d) Salary during sick leave shall be paid by Social insurance department in
accordance to Social insurance regulations when submit the form C65_HD
and equivalent 75% of salary contracted and maximum 20 times of minimum
basic salary stipulated by Government.
e) If employee falls sick he/she should immediately report to direct
supervisor or head of Department by phone to inform about nature of the
illness.
f) Foreign employee who has joined Social insurance in their countries, sick
leave will be applied as Social insurance regulation that they joined.
Company shall not pay any gap in salary.
6. Maternity leave and leave for female staff
a) Maternity leave is stipulated as article 34 of Social insurance law as follow:
- Employee giving birth will have 6 months maternity leave, if mother give
births more than one child at once: another 30 days will be added for each child
from the 2nd child.
- During the first twelve months of new-born child, the mother is entitled 60
minutes work less per day.
b) Maternity leave shall only be granted after seventh month of pregnancy. Leave
on account of miscarriage, abortive measures or premature birth occurring during
the first seven months of pregnancy shall be considered as normal sick leave.
c) Application for maternity leave should be made in advance at least one month.
d) Maternity allowance shall be paid by Social insurance as article 24 of Social
insurance law: 6 months of contract salary (maximum 20 times of minimum
basic salary) and subvention two months minimum basic salary (Minimum
salary as regulated by Government), called maternity subvention. Maternity
subvention can be changed as regulations of Social Insurance Law.

e) After giving birth, employee sends “Birth certificate” to HR department to
process claim maternity allowance.
f) Employee must notify to Head of Department and HR Department at least 15
days before coming back to work. In case the work no longer exits or has another
employee responsible for it, the company ensures the employee will be arrange
another work with the same benefits as before maternity leave.
g) Female employee can come back to work before the end of maternity leave after
at least four months leave and being confirmed by doctors that this early
start does not harm to their health. Employee has to inform HR department
before to come back. In this case, employees are still paid maternity allowance
and salary for working time.
h) A rest period of 30 minutes every day for menstruating female employees
according to item 5, article 3, decree 45/2013/ND-CP. Converted into 3 working


days in a year. For easy tracking and management, this 3 days off will sum up to
total annual leave.
7. Full paid leave
a) Employee is entitled to fully paid leave for personal affairs in the following
circumstances:
- Employee’s marriage: 4 days
- Child’s wedding: 1 day
- Employee’s wife delivery baby: 1 day
- Death of parents and parents-in law: 3 days
- Death of Spouse or child/children: 4 days
- Death of brother, sister: 3 days
b) Employee must attach proof (copies) to HR department for the above paid leave.
c) Where it is not possible for an employee to obtain prior permission of the
company, he/she immediately inform to his/her direct supervisor by telephone as
soon as possible with reason and duration of absence.

8. No-pay leave
a) Company understands that there are times when employee may have to
meet certain contingencies event after his/her paid leave eligibility has been
consumed. In such event, he/she may apply for no-pay leave which will be
granted upon merit each case.
b) No-pay leave acceptance is at the sole discretion of company management,
company may refuse no-pay leave if affect to the company’s work.
c) In addition, employees shall entitle an unpaid leave day in case he/she
parental or grandfather, grandmother passed away, marriage of parent,
brothers, sisters (according to article 116 – Labor Law)
d) The procedure for no-pay leave:
No-pay leave application must be submitted and approved by direct supervisor/
Head of Department 30 days before for over 15 days leave, and 10 days
for less than 15 days leave, in case of employee leave under 7 days the
regulation is as same as annual leave regulated on point 3 annual leave.
9. Social insurance, medical insurance and unemployment insurance.
a) Employee who has signed employment contract with 3 months period
will be contributed social insurance and medical insurance accordance to Viet
Nam labor Law.
b) Main benefits for Social insurance and medical insurance
- Sick leave/ hospitalization leave, maternity leave, occupation leave,
retire salary, and death allowance ...


- Sick/hospitalization treatment as medical insurance law.
c) Employee who has signed employment contract with 12 months period will be
contributed unemployment insurance accordance with Social insurance law.
d) Benefits for employee who participated unemployment insurance
- Allowance for jobless.
- Supported by Social authority to find new job.

- Medical insurance during jobless
10. Training
a) In order to cultivate the employees' career and to ensure effective
contributions to the development of the Company's business, the Company
implements Competence Development Program for all levels of staff
b) On-The–Job training: All employees shall undergo on-the-job training at
one stage or another. Practical work under the guidance of a trained instructor
gives the employees ample opportunities to enhance their skills and develop their
potentials to the fullest.
c) Base on training need analyze for individual and for team/department, HR
department will prepare annual training plan in order to adapt the business
development.
d) Employees participating in the training program of the company have to
ensure the application of the training content on the job and comply with the
training requirements in accordance with the training procedure.
- The courses are sponsored by the company must be undertake and the
employee's acceptance of the terms of sponsorship.
- The employees entitled to a Company sponsorship must commit working
for the Company for a certain period of time depending on the sponsorship
agreement and such agreement should be signed before the courses start. In
case of breaking the agreement the employee should return the sponsored
amount as stipulated in the agreement.
e) “On board” Training
- The new comers will attend short training course called “on board training” to
adapt to
- the job and the company’s culture
- Depending on each position, heads of department can apprentice their
staffs to other departments before assigning a job officially
- Duration for “on board training” depends on requirement of each position.
11. Annual health check up

a) This benefit is to monitor health of employees when working in the
company, and helps employees to detect diseases in time, ensuring employees
has a good enough health to work at the company.


b)

In case that after the medical examination the doctor concludes that the
employee’s health is not good enough to handle the work or the employee has
infection/disease that can affect the working environment, the company will
suspend the work until employee’s health is good again.
c) Bill of health checking will be paid by the company in accordance to related
regulations and policies of the company. Medical examination items arising at the
request of staff /doctors will be paid by staff.
12. Annual trip domestic and oversea
a) Annual trip benefit is not often benefit. The organization of such annual trip
depends on the business of the Company each year
b) If the year is not held the tourism because of any reason, Annual tourism will not
be changed to the money and do not keeping in the next year (apply for both
domestic and oversea trip)
c) Domestic trip is held once a year, employee who has attended the trip and
leaves job by any reasons within 30 days after completing travel must
refund to the company 70% of trip’s expenses and refund 30% of trip’s
expenses if leaves job from 31 days to 90 days. Trip’s expense is usually
published before trip.
d) Oversea trip is applied depending on the following standards
- Work contribution
- Job seniority:
 Level 3: Minimum 1 working year
 Level 2: Minimum 2 working years

 Level 1: Minimum 3 working years
- Allocate number of staffs on each division to join such of oversea trip
13. Meal allowance
a) To support employees has good working environment, to take care
employee’s health and support for lunch expenses. Kind of Meal allowance is
money, amount is 20.000 VNĐ per day.
b) Meal allowance is provided for employee who have to work overtime on
weekday, Saturday afternoon and Sunday (customer services, warehouse and
delivery staff) as follow:
- Office staff: work overtime after 7.30pm on the weekday and after 1.00pm on
Saturday or Sunday.
- Warehouse or delivery (production staff): work overtime after 7.30pm on
the weekday and after 1.00pm on Saturday or Sunday.
- This meal allowance is exceptional for sales staff, for others divisions are applied
only for special task must completed on time as requested by directors. Meal


allowance does not apply to those business trips that have received meal
allowance for trip.


CHAPTER 5
TERMINATION OF EMPLOYMENT CONTRACT
1. Termination of employment contract
a) Either party (company or employee) may give other party notice of intention
to terminate employment contract as cases:
- Expiry of employment contract
- Voluntary resignation of employee
- Agreement to terminate of employment contract
- Dismissal due to misconduct or does not meet job requirements.

- Employees are sick or have accidents that can not continue to work as the
regulation at section c, item 1, article 38 of Labor Law
- Retired.
- Redundancy because of change or slowdown business activity.
b) Termination contract must comply with the notice:
- During the probationary period, employment may be terminated at any
time by either party without notice and without specific reason being assigned
for such termination.
Each party, the company or employee may terminate the employment contract
by giving notice before termination. In case the notification to terminate the
employment contract is not in accordance with regulations, each party must
indemnity to the other party salary of corresponding to the day without notice.
- Employment contract have term 12 months – 36 months, employees give notice
before 30 days.
- Indefinite term of employment contract, employees give notice before 45 days
c) Notice of termination shall be in written, the date of notice is the day of
receipt of the application.
d) In case the employee needs to be treated for 6 continuous months and has
employment contract term from 12–36 months or needs to be treated for 12
continuous months and has indefinite employment contract, the company have right
to terminate employment contract. After cured, depending on the needs of the
company, the employee may be hired back.
e) An employee who is dismissed for misconduct shall not be entitled any
notice by the company as regulation of section a, clause 1, article 85 of Labor law.


CHAPTER 5
TERMINATION OF EMPLOYMENT CONTRACT
1.

Procedure to terminate employment contract
a)

Notice of termination shall be sent to Head of Department. The notice of
termination shall be reviewed by Head of department and hand on to Human
resource department.
b) Before leaving the company the employee should return all company’s assets and
complete check-out list and arrange proper hand-over to a responsible person and
send this list to HR department.
c) The amount of remaining salary and benefits (if any) will be checked and
deducted to the debt (if any) and paid for employees within 7 working days,
or late maximum within 30 working days
2. Procedure to terminate employment contract
a)

Notice of termination shall be sent to Head of Department. The notice of
termination shall be reviewed by Head of department and hand on to Human
resource department.
b) Before leaving the company the employee should return all company’s assets and
complete check-out list and arrange proper hand-over to a responsible person and
send this list to HR department.
c) The amount of remaining salary and benefits (if any) will be checked and
deducted to the debt (if any) and paid for employees within 7 working days,
or late maximum within 30 working days
3. Retirement
a) The retirement age is 60 years for male and 55 years for female employee.
b) Employee who is on age to retire shall be retired as regulation. Where necessary,
an elderly employee may reach an agreement with the employer on the conclusion
of new employment contract and work in condition for elderly worker in accordance
with labor Law. Salary for elderly worker is inclusive of Social insurance and

medical insurance that company had to pay as regulation in circular 17/2009/TTBLĐTBXH.


CHAPTER 6
BUSINESS TRIP
1. Travel planning
a) Employees assigned for business trip must submit the form “mission order”
and receive agreement of Head of department and approval from the director.
Simultaneously, employees have to send notice by email to relevant individuals,
departments and superiors one week before the business trip.
b) Business trip should be planned in the most time and cost efficient way possible.
c) The company does not encourage the combination of a business trip and private
stay at the destination but the Director can give such permission in exceptional
cases. Such permission should always be obtained in advance and the cost for the
company should not increase given the original objective of the travel.
2. Travel allowance
Find the details and ration at regulation of travel allowance

CHAPTER 7
PERFORMANCE APPRAISAL
1. Scope
-

Yearly appraisal – do at the end of year

-

Probation appraisal or appraisal for renew employment contract or salary
increase.

-

Appraisal for promotion or assignment

2. Appraisal rank is divided in 5 levels
-

Outstanding (OS)

-

Exceed standard requirement (ES)


-

Meet Standard (MS)

-

Need Improvement (NS)

-

Below standard (BS)

With NS level, company may have 2 months to reconsider and employees have to
commit to improve their working result. With BS level, company will terminate the
employment contract with employees.
3. Regulation

a) Performance appraisal for employees is a compulsory requirement. Its purpose is to
review working result of employees in a year and as a basic for salary increases,
reward or discipline.
b) Performance appraisal is considered confidentially between staff and manager.
Then, its result is discussed and saved in HR department for next steps.
c) Employees are not allowed to be provided or looked up appraisal result of other
departments unless getting agrees from HR department.

CHAPTER 8
LABOUR SAFETY AND LABOUR SANITATION
1. Labor safety
a) “Safety first” is a permanent top priority motto. The company regards accident
prevention as a primary objective of the management and a major
responsibility of everyone. All of employees must work together towards
maintenance of a safe and healthy working environment.
b) It’s the duty of each and every one to report anything that could be a threat
to a safe and healthy working environment to the appropriate head of department.
The Head of department should be responsible for giving the action to modify a
safety issues.
c) Employees shall be provided training on work safety in accordance to his/her
assigned jobs and suitable to health condition and qualification. Employees are not


allowed to do hard and dangerous works that exceed employee’s condition of health
and qualification.
d) Employees must comply with requirements on the application of safety uniforms,
equipment and tools provided by the Company. Safety uniforms, equipment and
tools shall be safeguard in order to prevent loss and damage. In such cases,
employees are responsible for reimbursement of loss value.
e) Products, material, ingredient products must be sorted by procedures and

regulation of the company.
f) Employee must strictly comply with fire fighters and safety regulations
g) Employees must comply with work safety regulations, work procedures, directions,
technical guidelines and instruction signs provided by the Company.
h) Equipment and tools that require strict safety rules shall be provided
registration, examination and maintenance to ensure safe operation.
i)

Employees having alcohol or drugs are not allowed to operate vehicles and
equipment.

j)

Harmful chemicals, weapons, flammable or explosive materials are strictly
prohibited in the Company.

k) Employees shall timely assist in events of injuries, resolve the consequences as
directed by personnel-in-charge.
2. Labor sanitation
a) Employees shall be responsible to maintain a hygienic working environment
b) Warehouse, working place must clean, ventilation and light for working
c) Employees must strictly abide by working procedures regulated by food safety and
hygiene when entrance or exit warehouse or where else have regulated.
d) Employees shall strictly fulfill with annual health examination and obey the
hygiene requirements at workplace. Where employees are recognized have diseases
that may affect to food safety must immediately report to head of department in
order to apply a suitable rest and reserve.
e) No smoking, throwing garbage, spitting in the premises
f) Do not bring food, beverage, goods and animals that harm or can harm to
working environment and products of company to workplace.

g) Must comply with HACCP regulations and standards for warehouse
3. Labor accident
a) Employee shall participate in emergency cases when labor accidents happen
b) Employee must immediately report to Head of department or human resource or
insurance company when accidents happen.
c) It is the company’s policy to assist the employees in getting full benefits of
whatever entitlement in the shortest time. Employees can help themselves in this
regards by reporting accidents or disease promptly, by obtaining any medical
treatment recommended and by cooperating in the preparation of any medical or
other reports required.


CHAPTER 9
CODE OF CONDUCT
This rules is regulated the ethics standard to maintain professional manners and legal
framework to prevent corruption, bribery or individual’s self-interest arising from
doing businesses. Failure to comply with these matters will lead to disciplinary action
taken against the employees as regulated by the Company’s regulations and relevant
laws
1. Transaction with suppliers
a) All suppliers shall receive equal treatment and non-discrimination which are
provided the equal terms, products and services competitive in pricing, quality,
sales and delivery. Do not bias or concessions for personal relationship.
b)

The procedures are to ensure suppliers respect all commitments/terms and
conditions agreed with the Company. In the event of disagreement, employees
shall report to Head of Departments/Managers immediately or latest within one

day;

c) Employees shall not disclose any inside information to suppliers that may
cause disadvantages to the Company;
d) No demand/request or harassment to suppliers or colleagues (third party)
under any circumstances for employees’ own benefits are permitted
2. Corruption, bribery, cheating
a) Employee is not allowed to use personal relationship to have special offer for
transactions of buying or selling that may cause disadvantage for the company.
b) No acceptance of gifts, cash or any material payment is permitted. Employee
should report to Management immediately or latest in the same day for such a
request from Suppliers
c) Employees are not allowed to participate in any entertainment activities
provided by customers or suppliers or their representatives without approval from
Management
d) Prohibit acts of fraud in the inventory and delivery process that are out of
regulations and affect on business and reputation of company.


e)

Employees shall report to the Director immediately if acknowledge any
circumstances of bribery occurs in the Company.

3. Conflict of interest
Definition: Behaviors that are considered as conflict of interest between individual and
company when individual use advantages from his/her position to implement
transactions or “impact” to decisions of company and take profit for individual and
cause damage to profit of company or doing similar business which can be an direct or
indirect competitor with the company.

a) Employees shall not take advantage of his/her own position to link/partner
with other individuals (internal or external) to provide the goods or services of the
Company not for the Company’s interest. In such occurrences, employees
should report to head of department immediately for appropriate solutions.
b) Employees shall not retain any kind of gifts, cash payment or material payment at
home or office that conflict with company’s regulation. Employees should report
such cases to Head of department for solutions.
c) The actions that may cause potential conflict of interest including the acceptance of
the other requests from customers, using confidential information for personal
purposes or to buy company’s products with non-competitive prices are prohibited.
d) Employees should avoid situations where personal interest may have bad impacts
on decision making that cause damage to company’s prestige and benefits
e) Employees should control themselves in a situation of potential conflict of
interest, and discuss the matter with Head of department or human resources.
f) Where an employee or employee’s family has same business with the
company that may conflict of interest of the company, the employee must
immediat ely notify to human resources or Board of Director, otherwise, it is
considered intentional violations.
g) Employees are not allowed to work for other company in working hour,
including solving work in or out of company scope.
h) Employees are not allowed to works for others companies are competitor or
potential competitor with the company, including full time or part time job. In
such circumstances, employee can discuss with Head of department or HR dept to
avoid violating regulation.
i) Employees are not allowed to have transaction on competitor’s products in
the company except upon order of the director.