New Labour Handbook

CNG TY TNHH TTTM LOTTE VIETNAM LOTTE VIETNAM SHOPPING COMPANY LIMITED
469 Nguyn Hu Th, P. Tn Hng, Q 7, TPHCM 469 Nguyen Huu Tho Street, Tan Hung Ward, HCMC Telephone: (08) 37752828 Fax: (08) 3775 1575
No. of pages : 1 of 51 Issued date :
NI QUY LAO NG LABOUR HANDBOOK
Thng 12, 2010 December, 2010
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LABOUR HANDBOOK
MUC LC CONTENTS PHN M U: PREFACE ................................................................................................................ 5 CHNG 1: NHNG QUY NH CHUNG CHAPTER 1:GENERAL PROVISIONS iu 1: Ngha v tun th Ni Quy Lao ng Article 1: Obligation to obey Labour Rules ......................................................................... 6 iu 2: Hp ng lao ng, B lut Lao ng v cc Quy nh Article 2: Labour Contracts, Labour Code and Regulations ............................................... 6 iu 3: Ph bin Ni quy. Article 3: Propagation of this Labour Handbook... ...6 CHNG 2: TUYN DNG V O TO CHAPTER 2:RECRUITMENT AND TRAINING iu 4: Phn loi lao ng Article 4: Labour classification .......................................................................................... 6 iu 5: Tuyn dng Article 5: Recruitment ....................................................................................................... 7 CHNG 3: THI GIAN LM VIC, NGH NGI V NGH L CHAPTER 3: WORKING TIME, BREAKTIME AND HOLIDAYS iu 6: Thi gian lm vic Article 6: Working time ...................................................................................................... 9 iu 7: Lm thm gi v lng lm thm gi Article 7: Overtime work and overtime pay ........................................................................ 9 iu 8: Lao ng n c thai v nui con nh Article 8: Pregnant employees and female employees nursing small child .10 iu 9: Ngy ngh hng tun v ngh l Article 9: Weekly rest day and holidays .................................................................. .. 10 iu 10: Ngh php nm Article 10: Annual leave .................................................................................................... 11 CHNG 4: LNG, PH CP V BO HIM X HI, BO HIM Y T CHAPTER 4: SALARY, ALLOWANCE AND HEALTHY, SOCIETY INSURANCE iu 11: Article 11: iu 12: Article 12: iu 13: Article 13: iu 14: Article 14: iu 15: Article 15: iu 16: Article 16: & UNEMPLOYMENT
Tr lng Salary payment ................................................................................................ 12 Ph cp Allowance ........................................................................................................ 12 Ngh c hng lng Paid leave ........................................................................................................ 12 Ngh khng hng lng Unpaid leave .................................................................................................... 12 Ngh c hng Bo him x hi Leaves paid by the Social Insurance ................................................................ 13 Bo him x hi, bo him y t, bo him tht nghip Social insurance, Healthy insurance, Unemployment insurance ....................... 15
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CHNG 5: THNG V PHC LI CHAPTER 5: BONUS AND OTHER BENIFIT iu 17: Thng Article 17: Bonus .................................................................................................................. 16 iu 18: nh gi lao ng Article 18: Performance Review for employee ...................................................................... 16 iu 19: Quyn li khc Article 19: Other benefits ...................................................................................................... 17 CHNG 6: CHM DT HP NG LAO NG CHAPTER 6: LABOUR CONTRACT TERMINATION iu 20: Cng ty n phng chm dt hp ng lao ng Article 20: Unilateral termination of the Labour Contract by the Company ............................ 18 iu 21: Chm dt hp ng lao ng Article 21: Termination of Labour Contract ........................................................................... 19 iu 22: Thng bo chm dt Hp ng lao ng Article 22: Notice of termination of the labour Contract ......................................................... 19 CHNG 7: QUY CH LM VIC CHAPTER 7: WORKING RULES iu 23: Nhng quy ch lm vic chung Article 23: General working rules .......................................................................................... iu 24: Kim tra c nhn Article 24: Checking of personal effects ................................................................................ iu 25: i cng tc bn ngoi Article 25: Going out for business trip .................................................................................... iu 26: Mang ti liu, ti sn vo, ra khi Cng ty Article 26: Bringing the documents, assets in/out of the Company ........................................
20 22 22 22
CHNG 8: AN TON LAO NG V V SINH LAO NG CHAPTER 8: LABOUR SAFETY AND HYGIENE iu 27: phng tai nn lao ng v pht hin cc mi nguy him: Article 27: Labour accident prevention and discovery of danger ........................................... 22 CHNG 9: K LUT CHAPTER 9: DISCIPLINARY iu 28: X l vi phm k lut v th tc hnh chnh Article 28: Disciplinary procedure and administrative proceeding ......................................... iu 29: Vi phm gi gic lm vic Article 29: Violating the working time .................................................................................... iu 30: Vi phm nhng quy nh v an ninh trt t Cng ty Article 30: Violating the order and security regulations ......................................................... iu 31: Khng tun th cc quy trnh lm vic Article 31: Not follow the working procedures of the company .............................................. iu 32: Vi phm ch an ton lao ng v v sinh lao ng ni lm vic Article 32: Violating the regulations of labour safety and labour hygiene ............................... iu 33: Khng chp hnh mnh lnh cp trn Article 33: Employees dont follow the instructions fo the superiors ...................................... iu 34: Khng hon thnh nhim v c giao Article 34: Employees dont fulfill the duties and responsibilities ...........................................
24 25 27 28 30 31 32
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iu 35: Article 35: iu 36: Article 36: iu 37: Article 37: iu 38: Article 38: iu 39: Article 39: iu 40: Article 40: iu 41: Article 41: iu 42: Article 42: iu 43: Article 43: iu 44: Article 44: iu 45: Article 45: iu 46: Article 46: iu 47: Article 47: iu 48: Article 48: iu 49: Article 49: iu 50: Article 50:
Thiu trch nhim gy thit hi vt cht v ngi v ti sn hoc c ph hoi ti sn vt cht, c gy thng tch cho ngi khc. Lack of responsibility to cause damage to human resources and assets ............. 33 Li dung trach nhiem va quyen han gay that thoat, thiet hai tai san, uy tn cua Cong ty: Take advantage of authority and responsibility to cause the loss and damage to the assets and reputation of the company ............................................................... 35 Ngi lao ng co nhng hanh vi gian doi hoac bao che cac hanh vi gian doi Employees take deceitful and dishonest actions ................................................ 36 Khong to giac hoac che giau hanh vi vi pham cua ngi khac Employees dont report or hide the violated actions ........................................... 37 Cho va nhan hoi lo Giving and receiving bribes.................................................................................. 38 Vi pham bao mat thong tin Violating commitment of Confidentiality and/or Information Security ..................... 39 Xung ot quyen li Benefit conflicts.................................................................................................... 40 Chnh sach tang qua Gift Policy.. 42 Quay roi va e doa Harassment and threatening ................................................................................ 43 Ton trong to chc Respect the company .......................................................................................... 44 o ac that lac Missing assets ...................................................................................................... 45 Trnh t giai quyet khieu nai cua nhan vien Procedure to settle the complaints of the employees .......................................... 45
Trch nhim vt cht Responsibility of compensation ........................................................................ 45 Th tc x l vi phm k lut lao ng Procedure of executing the labour disciplinary actions .................................. 47 Thm quyn x l k lut Authority to decide disciplinary actions ............................................................ 49 Trnh t x l k lut Progress of disciplinary actions ........................................................................ 49
CHNG 10: IMPLEMENTATION PROVISION CHAPTER 10:IU KHON THI HNH ......................................................................................51
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LI GII THIU INTRODUCTION
Cn c theo B Lut lao ng ca Vit nam ngy 23/6/1994 v Lut sa i, b sung mt s iu ca B lut Lao ng ngy 2/4/2002, B lut Lao ng ngy 29/11/2006; Lut sa i, b sung iu 73 ca B lut lao ng ngy 2/3/2007 (Di y gi chung l B lut Lao ng Pursuant to the Vietnam Labour Code dated June 23, 1994 and the Law on amendment, supplementation of some articles of the Labour Code dated April 2, 2002 and dated November 29, 2006; Law on amendment and supplementation of article No. 73 of Vietnam Labour Code dated March 2, 2007 (hereinafter collectively referred to as the Labour Code). Cn c vo hot ng sn xut kinh doanh; Cng ty TNHH TTTM Lotte Vit nam ( Di y c gi tt l Cng ty ), nay ban hnh Ni quy Lao ng nhm mc ch tng cng qun l ca Cng ty, lm r vai tr trch nhim ca mi ngi lao ng, khuyn khch s t gic v tinh thn trch nhim, nng cao nng sut lao ng, cht lng dch v v hiu qu cng vic, m bo an ton cho ngi lao ng v ti sn Cng ty trong s n lc pht trin mnh m ca Cng ty v duy tr nguyn tc k lut trong Cng ty. Based on the actual business operation, Lotte Vietnam Shopping Company Limited (the Company) hereby issues these Labour Rules in order to improve the management of the Company, make clear the role and responsibility of each employee, encourage selfconsciousness and working responsibility spirit, improve the capacity, quality of service and working effect, assure safety for employees and properties of the company for the strong development and the maintenance of the discipline principles of the Company.
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CHNG 1: NHNG QUY NH CHUNG CHAPTER 1: GENERAL PROVISIONS iu 1: Ngha v tun th Ni quy lao ng Article 1: Obligation to obey these Labour Rules Ni quy lao ng (Ni quy) c p dng cho tt c ngi lao ng lm vic trong Cng ty k c nhng lao ng ang trong thi gian th vic/hc vic/ lao ng thi v phi nghim tc thc hin v tun th theo Ni quy Cng ty ny. These Labour Rules ("Rules") are applicable to all employees in the Company. All employees, including employees who are on probation or in training or in temporary labour contracts must be required to implement and strictly obey regulations of the Company. iu 2: Hp ng lao ng, B lut lao ng v cc Quy nh Article 2: Labour Contracts, Labour Code and Regulations Nhng vn cha c quy nh trong Ni quy ny s c thc hin theo ng Hp ng lao ng; B lut lao ng v cc Quy nh ca Nh nc Vit nam. Trong trng hp c s mu thun th B lut lao ng v cc Quy nh ca Nh nc Vit nam s c u tin p dng. Matters that are not covered within these Rules shall be handled in accordance with the Labour Contract; Labour Code and Regulations set forth by the Government of Vietnam. In case of contradiction, the Labour Code and Regulations of the Government of Vietnam shall prevail. iu 3: Ph bin ni quy Article 3: Propagation of this Employee Handbook Ni quy ny c ph bin n tng ngi lao ng v nhng im chnh ca Ni Quy s c nim yt ti ni lao vic v nhng ni cn thit khc trong Cng ty. These rules are propagated to every employee and the main points of these Rules shall be posted up at the working place and other necessary places of the Company.
CHNG 2: TUYN DNG V O TO CHAPTER 2: RECRUITMENT AND TRAINING iu 4: Phn loi lao ng Article 4: Employee category: Lao ng trong Cng ty s c phn theo ng vi cng vic/hoc chc v nh sau: Labour of the Company shall be classified in accordance with work and/or title as follows Cp bc 1/ Level 1 : Ban Gim c/ The Board of Directors Cp bc 2/ Level 2 : Qun l/ Managers Cp bc 3/ Level 3 : Tr l Qun l/ Assistant Managers Cp bc 4/ Level 4 : Gim st/ Supervisors Cp bc 5/ Level 5 : Nhn vin/ Senior staff Cp bc 6/ Level 6 : Nhn vin/ Staff Cp bc 7/ Level 7 : Nhn vin/ Staff
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iu 5: Article 5:
Tuyn dng Recruitment
5.1. iu kin tuyn dng 5.1. Recruitment condition: Cng dn Vit nam v nc ngoi (Vietnamese Citizens and Foreigners). C sc khe tt v ph hp vi cng vic (Healthy satisfied with work requirement). 5.2. Nhng trng hp khng c tuyn dung 5.2. Prohibition for employee: Di 18 tui (cn c theo Giy khai sinh) Under age of 18 year old (Based on Birth Certificate). C tin n tin s, b truy n, Wanted person, condemned to imprisonment, 5.3. H s nhn vin 5.3. Staff Profile: Mt n xin vic One application letter Mt s yu l lch (C xc nhn ca chnh quyn a phng) One C.V ( Having confirmation of Local Authority). Mt bn photo h khu gia nh v mt bn photo CMND (em bn gc i chiu). One copy of Family Book and one copy of Identity Card (Having original set to certifying). Giy khm sc khe /Health Checking Confirmation. Bn photo cc bng cp/ Copies of education certificates Nm (05) nh c 3*4/Five photos size 3*4. 5.4. Tuyn dng v o to- Hiring and Training: 5.4.1. Tuyn dng -Hiring: - Xc nhn tuyn dng - Hiring confirmation: Vic tuyn dng c hiu lc sau khi ngi lao ng k vo th tuyn dng do Ngi s dng lao ng gi/ The employment is taken validity after employee acknowledgement by signing on the offer letter which granted by the Employer. 5.4.2. o to th vic (Training Probation period): 5.4.2.1.o to/Th vic ti Cng ty: Training /Probation time in the Company: Ngi lao ng s c xc nhn chnh thc tuyn dng sau thi gian th vic nu p ng yu cu cng vic. Thi gian th vic c quy nh nh sau : The employee shall be officially recruited after a probation time if their working on probation satisfies the requirements agreed in written by the Company and the employees. The probation time is as follows: + Khng qu 60 ngy i vi ngi lao ng c trnh t cao ng tr ln No more than 60 days for employees with college degrees from upward. + Khng qu 30 ngy i vi ngi lao ng c tay ngh/ No more than 30 days for skilled employees.
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Cng ty c quyn ko di thi gian th vic ca lao ng vi cc l do c nu r v sau khi ly kin ca ngi lao ng khi ngi lao ng c xem l cha p ng c mc thc hin cng vic hay trch nhim theo yu cu Cng ty. The Company reserves the right to prolong the probation of the any employee with stated reasons and after due consultation with the employee concerned, when the said employee has been deemed to have not satisfied the level of performance or responsibility required by the Company. Trong thi gian th vic, Cng ty v ngi lao ng u c quyn hy b tha thun v bo trc trong thi gian ba ngy lm vic v khng phi bi thng nu cc iu kin cng vic lm th khng t yu cu m Cng ty v ngi lao ng tha thun. During the probation period, both the Company and the employee have the right to terminate the agreement of probation upon 03 working day notice in advance and indemnification if the conditions of the probation do not satisfy the requirements agreed by the Company and the employees. Khi chm dt thi gian th vic, Cng ty s thng bo kt qu th vic cho ngi lao ng v nu c xc nhn tuyn dng, ngi lao ng s c k Hp ng lao ng vi Cng ty v c xem l lm vic cho Cng ty t ngy u tin ca thi gian th vic. At the end of the probation, the Company shall inform the employee of the result of probation and in case the recruitment is confirmed, the employee shall sign the labour contract with the Company and shall be considered as being employed by the Company from the first day of the probation period. 5.4.2.2.o to/Th vic nc ngoi: Training /Probation time in oversea: Cng ty c th gi lao ng i nc ngoi o to v ngi lao ng phi tun th v thc hin theo Hp ng o to nh km. The Company shall send employee to overseas for training and employee must strictly follow and implement on the attached Bond letter. Trc khi i o to ngi lao ng phi k Hp ng o to v c trch nhim tun theo cc iu khon k trong Hp ng o to ny. Before going for oversea training, Employee must sign on the Bond letter and must obey all articles mentioned in this Bond Letter. 5.4.3. Lao ng thi v - Casual Labours 5.4.3.1. Ty theo nhu cu tuyn dng, Cng ty k kt Hp ng lao ng thi v (3 thng) vi ngi lao ng/ According to the recruitment need, the Company will sign temporary labour contract (3 months) with the labourers. 5.4.3.2 Trong thi gian hp ng lao ng thi v, Cng ty v ngi lao ng u c quyn chm dt hp ng v bo trc trong thi gian ba ngy lm vic v khng phi bi thng. During the period of temporary labour contract, both the Company and the employee have the right to terminate the labour contract upon 03 working day notice in advance. 5.4.3.3 Khi chm dt thi gian hp ng lao ng thi v, nu c nhu cu tip tc lm vic v c s chp thun ca Ban Gim c, ngi lao ng s c k Hp ng lao ng vi Cng ty v c xem l lm vic cho Cng ty t ngy u tin ca thi gian hp ng lao ng thi v. At the end of the temporary labour contract, if the employees want to continue working and The Board of Directors approve, the employee shall sign the labour contract with the Company and
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shall be considered as being employed by the Company from the first day of the temporary labour contract.
CHNG 3: THI GIAN LM VIC, NGH NGI V NGH L CHAPTER 3: WORKING TIME AND BREAKTIME AND HOLIDAYS iu 6: Thi gian lm vic Article 6: Working time: 6.1.Thi gian lm vic khng vt qu 45 gi mt tun i vi cn b nhn vin t cp 4 n cp 1/ Working time shall not exceed 45 hours per week for employees from level 4 to level 1. Thi gian lm vic khng vt qu 48 gi mt tun i vi cn b nhn vin t cp 7 n cp 5 v lao ng thi v/ Working time shall not exceed 48 hours per week for employees from level 7 to level 5 and casual labours. 6.2.Ty theo yu cu cng vic, nhn vin s i lm vic theo 2 ca (Sng, chiu) hoc 3 ca (Sng, chiu v m) Depending on requirements of work, the working staff shall work in 2 shifts (in morning and afternoon) or 3 shifts (in morning, afternoon and night). Lm m th ngoi tin lng cn c ph cp lm m 30% theo Khon 4 iu 10 Ngh nh 114/N-CP v Mc 5 Khon 3 Thng t 14/2003/TT-BLTBXH. Employees working at night shift shall be paid an additional amount of 30% of the wage calculated according to the day shift wage. Ngh gia ca: 30 pht cho ca sng v ca chiu, 45 pht cho ca m. Break at mid-shift: 30 minutes for morning shift and afternoon shift, 45 minutes for night shift. 6.3.Cng ty c quyn chia thi gian ngh gia ca thnh hai hoc ba ln khi cn thit p ng iu kin hot ng kinh doanh. The Company reserves the right to divide the above break time into two or three break times as when necessary to meet business condition. 6.4.Cng ty s sp xp ngi lao ng c ngh mi tun 1 (mt) ngy (24 gi lin tc). The Company shall arrange 1 (one) rest day (24 consecutive hours) per week for employees. 6.5. Thi gi lm vic c tnh bao gm c thi gian nhn vin c c i cng tc, i hp hoc tham d cc kha hun luyn ngn hn. Tuy nhin, thi gian cng tc, hp hoc hun luyn nu c vt thi gian quy nh chung s khng c tnh hng lng lm thm gi/ The working time includes the time of going out for business, meeting and training courses. However, if the time of going out for business, meeting and training courses exceed the normal working time, overtime pay shall not be accepted. iu 7: Article 7: Lm thm gi v lng lm thm gi Overtime work and overtime pay
7.1.Ty theo yu cu cng vic, Cng ty v cn b nhn vin lao ng trc tip c th tha thun lm thm gi/ Depending on the requirements of work, the Company and employees of direct labour may agree overtime work. Ngi lao ng lm thm gi c tr lng thm gi nh sau/ Employees working overtime are paid for their overtime work as follows:
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Vo ngy thng: bng 150% ca n gi tin lng ngy cng thng. On working days: 150% of the daytime regular pay; Vo ngy ngh hng tun: bng 200% ca n gi tin lng ngy cng thng. On weekly rest days: 200% of the daytime regular pay; Vo ngy ngh l: bng 300% ca n gi tin lng ngy cng thng. On public holidays: 300% of the daytime regular pay.
7.2. Nhn vin vn phng nu do cha hon thnh cng vic c phn cng trong gi lm vic thng thng th s tip tc hon thnh cng vic, thi gian m ngi lao ng s dng ngoi thi gian lm vic thng thng hon thnh cng vic s c ngh b. Office staff who has not yet finished his/her assigned tasks within normal working hours will continue working to finish his/her assigned tasks, the time office staff uses to continue finishing his/her assigned tasks outside normal working hours will be been in compensation of time-off for him/her. 7.3. Khi cn lm vic thm gi, Trng b phn phi lp danh sch cho ngi lao ng lm thm gi Ban Gim c trc tip duyt chp thun. Sau khi c ph duyt, danh sch phi giao cho Phng Nhn s kim tra v tnh lng lm thm gi. Mi trng hp lm thm gi m khng c ph duyt s khng c gii quyt lng lm thm gi. Whenever there is a need for overtime work, the Departments Head must submit a list of all employees going on overtime to the Board of Directors for approval. Once approved, the list must be forwarded to the Human Resource Department for overtime payment calculations and HR Checking. Un-authorized overtime work will not receive payment. iu 8: Article 8: Lao ng n c thai v nui con nh Pregnant employees and female employee nursing small child
8.1.Cng ty khng c yu cu lao ng n c thai t thng th 7 ca thai k hoc ang nui con nh di mt tui phi lm thm gi, i cng tc xa hoc lm vic ban m t 22:00 n 6:00 The Company shall not require any female employee whose pregnancy is above 7-months or any female employee who is nursing their child aged below one-years-old to work overtime, travel on business trips or work at night (from 22:00 to 6:00). 8.2.Cng ty s gim bt mt gi lm vic hng ngy cho lao ng n trong thi gian nui con di 12 thng tui. Nu lao ng n phi lm cng vic nng nhc th Cng ty s gim bt mt gi lm vic hng ngy t lc c thai thng th 7 cho n khi con c 12 thng tui. The Company shall decrease one working hour per day for employees who are nursing their under-12-month old children. In the case of any female employee performing manual labour, the Company shall decrease one working hour per day from the seventh month of their pregnancy onwards until after the birth of their infant, and that infant reaching 12 months of age. iu 9: Article 9: Ngy ngh hng tun v ngh l Weekly rest day and holidays
9.1.Cng ty quy nh ngy ngh hng tun v ngh l nh sau/ The Company shall set weekly rest day and holidays as follows:
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+ Ngy ngh hng tun: Cn b nhn vin vn phng chnh s ngh hng tun vo Th by v ngy Ch nht. Cn b nhn vin cc trung tm thng mi s sp xp ngy ngh hng tun ty theo cng vic. Weekly rest day: The office staff of Head Office shall take weekly rest days on Saturday and Sunday. The employees of stores shall be arranged for weekly rest days depending on the work. + Ngh l - Public Holidays: Solar New Years Day: 01 day (Jan 1, Solar Calendar). Tt Dng lch: 01 ngy (ngy 1/1 Dng lch) Lunar New Years Day: 04 days (the last day of old year and the first 03 days of the New Year). Tt m lch: 04 ngy (Ngy cui ca nm c v 3 ngy u nm mi m lch) King Hung Day: 01 day (Mar.10, Lunar Calendar) Ngy gi t Hng Vng: 01 ngy (ngy 10/3 m lch) Victory Day: 01 day (April 30, solar calendar). Ngy Chin thng: 01 ngy (30/4 Dng lch) International Labour Day: 01 day (May 1, Solar calendar). Ngy Quc t lao ng: 01 ngy (Ngy 1/5 Dng lch) National Day: 01 day (Sept. 2, Solar calendar). Ngy Quc khnh: 01 ngy (ngy 2/9 Dng lch) 9.2. Nu bt k ngy ngh l no trng vo ngy ngh hng tun th ngi lao ng s c ngh thm 01 ngy vo ngy k tip If any of the holidays coincides with the weekly rest day, employees shall be given 1 (one) day compensated leave on next day with prior permission from the immediate supervisor. iu 10: Ngh php nm Article 10: Annual leave 10.1.Ngi lao ng sau mi hai (12) thng lin tc lm vic ti Cng ty th c ngh php hng nm l mi hai (12) ngy ngoi tr trng hp tha thun trong hp ng lao ng. Cng ty s tng s ngy ngh php hng nm theo thm nin lm vic ca Ngi lao ng ti Cng ty, c nm (5) nm lm vic c ngh thm mt ngy. Ngi lao ng lm vic ti Cng ty cha 12 thng th ngy ngh hng nm s c tnh tng ng vi s thng lm vic trong nm. Employees who have worked for twelve (12) consecutive months at the Company shall be provided an annual leave of twelve (12) days excepted for stated in the labour Agreement. The Company shall increase the number of leave days depending on the length of service of the employees at the Company, one additional leave day for every five (5) years of service. For employees who have worked for the Company less than twelve (12) months, their annual leave shall be calculated based on a pro-rata basis. 10.2. Ngi lao ng ch c th s dng php nm sau khi k kt Hp ng lao ng vi Cng ty/ Employees can only use annual leave after the labour contract is signed by the company. 10.3. n xin ngh php nm phi cn i. Ngi lao ng khng c php xin ngh di hn trn 01 tun lin tc. Application for annual leave must be proportional. Employees are prohibited from applying for long-term leave of more than 1 week continuously at a stretch. 10.4. Ngi lao ng cn phi s dng ht php nm ca mt nm trong nm . Ngi lao ng c php di php nm trong nm n ht ngy 31 ca thng 03 nm sau.
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Employees are expected to use up all their annual leave for the year within that particular year. Employees are only allowed to carry over unused annual leave to the next year with limited as at 31 March. 10.5. n xin ngh php mt ngy phi np n trc mt ngy, n xin ngh php t 2 n 3 phi np n trc 2 ngy, n xin ngh php trn 3 ngy phi np n trc 7 ngy trc khi ngh php. The Application for Leave of 1 (one) day must be submitted at least 1 (one) day in advance, The Application for Leave from 2 (two) days to 3 (three) days must be submitted at least 2 (two) days in advance; The Application for Leave over 3 (three) days must be submitted at least 7 (seven) days in advance. 10.6. Ngi lao ng phi m bo bn giao tt c cc cng vic ang lm theo trch nhim v nhim v ca mnh, trnh vic tn ng hoc b gin on trong thi gian ngi lao ng ngh php. The employee must ensure proper hand over of work/outstanding work under his/her duties and responsibilities, such that in his /her absence the work flow will not be disrupted or jobs unnecessarily accumulated.
CHNG 4: LNG, PH CP V BO HIM Y T V X HI CHAPTER 4: SALARY, ALLOWANCE AND HEALTHY,SOCIETY & UNEMPLOYMENT INSURANCE iu 11; Tr lng Article 11: Salary payment Vic tr lng c quy nh nh sau/ The salary payment is regulated as follows: Lng thng: S c tr mt ln vo ngy cui thng bng chuyn khon/ For monthly salary: shall be paid once a month, at the end of month by bank transfer. iu 12: Ph cp Article 12: Allowance: Cng ty tr cho ngi lao ng nhng khon ph cp theo quyt nh ca Ban lnh o. The Company offers Allowances which is only applied for employees according to decision of Management. iu 13; Ngh c hng lng Article 13: Paid leave Ngi lao ng ngh c hng lng trong cc trng hp sau/ Employees who take leave are fully paid in the following cases: 13.1. Ngh kt hn (Hp php) - Marriage (legal marriage): Ngi lao ng kt hn: Ngh 03 ngy Marriage of the employee three (3) days leave Con ngi lao ng ci: Ngh 01 ngy Marriage of the employees child one (1) day leave Ngi lao ng phi xin php Ban Gim c trc khi ngh 03 ngy/ Employees must inform or apply to the Board of Directors three (3) days in advance. 13.2. Ngh c tang: Ba/m mt (Ba/m ca ngi lao ng hoc chng/v ngi lao ng), Chng/v hoc con ngi lao ng mt Ngh 03 ngy.
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ng b, anh ch em rut ca ngi lao ng hoc chng/v ngi lao ng Ngh 01 ngy. Funeral: Death of parents (of the employee or of their spouse), their spouse and their child - three (3) days leave. Death of grandparents (of the employee or of their spouse), their sibling - One (1) days leave. Ngi lao ng c quyn ngh php khn trong nhng trng hp trn, nhng phi bo ngay cho Phng Nhn s bng in thoi v np n xin ngh b sung sau khi tr li lm vic. The employees have the right to take urgent leave in these cases but must inform immediately the Human Resource Department by telephone and submit the application for leave immediately upon returning to work. iu 14: Ngh khng hng lng Article 14: Unpaid leave Ngi lao ng mun xin ngh khng hng lng phi np n bng vn bn ln Ban lnh o trc tip vi thi gian bo trc quy nh ti iu 10.5 Ni quy ny. Ngi lao ng ch c ngh sau khi nhn c s chp thun t Ban Gim c. Trc khi ngh phi thu xp bn giao cc ngha v v trch nhim v cc cng vic ang lm cho Qun l trc tip. If an employee wants to apply for unpaid leave, he/she must submit a written application to the Direct Supervisor with advance time stipulated at Article 10.5 of this Handbook. The employee may only go on such leave after receiving approval on his/her application from the the Board of Directors and the Manager. Before going on such a leave, he/she must arrange for handover of duties and responsibilities, and clear all outstanding jobs with his/her superior. iu 15: Ngh c hng Bo him x hi Article 15: Leaves paid by the Social Insurance Ngi lao ng c ngh hng Bo him x hi theo cc quy nh hin hnh khi bn thn b m au, c thai, sinh con, nui con s sinh hoc chm sc con di 7 tui b m. Trong cc trng hp nh vy ngi lao ng khng c hng lng do Cng ty chi tr m c hng ch tr cp t Qu Bo him x hi. Thi gian ngh hng bo him x hi vn c tnh tng ng nh thi gian lm vic c tr lng ti Cng ty. An employee shall enjoy leave paid by the Social Insurance in accordance with current regulations when they are sick, pregnant, giving birth, nursing newborn child or taking care of their sick child under-7-years of age. In case of such leave, the employee is not paid his/her salary by the Company, but will instead enjoy the subsidy regime of the Social Insurance. The time of leave paid by the Social Insurance is counted as equivalent to the paid working hours with the Company. 15.1. Trong trng hp au m, ngi lao ng hoc gia nh ca ngi lao ng phi thng bo cho qun l trc tip ca ngi lao ng hoc cho Phng Nhn s trc 10 gi sng ca ngy ngh bnh u tin. Qun l trc tip ca ngi lao ng v Phng Nhn s c nhim v thng bo cho nhau khi mt trong hai bn nhn c li xin php ca ngi lao ng hoc ngi nh ca ngi lao ng. Ngay sau khi tr li lm vic, ngi lao ng phi np cho Phng Nhn s n xin ngh bnh c qun l trc tip ca ngi lao ng k duyt km theo Giy chng nhn ngh bnh
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hng BHXH ca bc s ti bnh vin/ trung tm y t ni ngi lao ng ng k th Bo him Y t. Ngi lao ng ch c ngh theo s ngy m bc s cho php ti Giy chng nhn ngh bnh hng BHXH. In case of sickness, an employee or his/her family have to inform the dirert manager or HR Department before 10:00 AM of the first day off of sickness. The direct managers and HR Department have to inform each other when they receive the information from the employee. Right after returning to work, the employee have to submit HR Department the sickness application form approved by the direct manager, attached with the sickness certificate by the hospital or clinic center where the employee registered for medical insurance card. The employee have to take the number of days off stipulated by the doctor in the sickness certificate. 15.2.Lao ng n c ngh thai sn theo sau: Female employees enjoy maternity leave as follows: 15.2.1.05 ngy trong thi gian mang thai i khm thai. Five (5) days during pregnancy for pregnancy medical examination. 15.2.2.Trng hp xy thai/ Miscarriage: Thi gian ngh ti a: (tnh lun ngy ngh hng tun, ngy l) Maximum leave day taken: (Including weekend and public holiday) Thai <1 thng: Ngh 10 ngy Prenancy less than 1 month: entitled 10 days leave 01 thng <= thai < 03 thng: Ngh 20 ngy 01 month <= prenancy < 03 months: Entitled 20 days leave 03 thng <= thai < 06 thng: Ngh 40 ngy 03 month<= pregnancy < 06 month: Entitled 40 days leave Thai >= 6 thng: Ngh 50 ngy Pregnancy >= 6 month: Entitled 50 days leave 15.2.3. K hoch ha gia nh: Birth control operation Thi gian ngh ti a: (tnh lun ngy ngh hng tun, ngy l) Max day off: (included weekends and holidays) t vng trnh thai: 07 ngy Female Urinary Device fitted : 7 days Trit sn (nam-n): 15 ngy Sterilization (Female Male): 15 days. 15.2.4.Ngi lao ng n c ngh trc v sau khi sinh tng cng 4 (bn) thng bao gm c ngy ngh hng tun v ngh l. Nu ngi lao ng sinh 2 hoc 3 cng lc, th tnh t a con th hai tr ln, mi con s c ngh thm 30 ngy. Four (4) months, including regular rest days and public holidays, before and after the delivery. If the employee gives birth to two or more children at the same time, she is entitled to another 30 leave days for each additional child. 15.2.5. Thi gian ngh vic trc v sau khi sinh con l 05 (nm) thng bao gm c ngy ngh hng tun v ngh l p dng vi nhng lao ng n lm vic nng nhc, c hi hoc lm vic theo ch 3 ca. Five (5) months, including regular rest days and public holidays, before and after the delivery for employees who work under hazardous conditions, manual labour or work on a 3-shift regime.
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15.2.6. Ngi lao ng ngh thai sn phi thng bo bng vn bn cho Ban Gim c v Phng Nhn s, nh km xc nhn ca bc s v ngy sinh d kin. Vic ny s gip phn cng li cng vic v bn giao cng vic thun li. Employees who are intending to take maternity leave shall give advance notice in writing to the Board of Directors and the HR Manager, with an attachment of the certification of the predicted date of delivery by the doctor. This will allow the re-assignment of duties and smooth handover of responsibilities. 15.2.7. Ngi lao ng nui con nh di 7 tui, trong trng hp con m v c yu cu ca t chc y t l phi ngh vic chm sc con th c hng tr cp bo him vi thi gian sau: In the case of employees who have sick children under 7 years of age and the hospital requires them to stop working to take care of their child, shall enjoy a Social Insurances subsidy according to the following schedule: (a) Ti a l hai mi (20) ngy trong mt nm i vi con di 3 tui. Maximum twenty (20) days per year for child less than 3 years old; (b) Ti a l mi lm (15) ngy trong mt nm i vi con trn 3 tui n di 7 tui. Maximum fifteen (15) days per year for child from 3 years old to less than 7 years old. (c) Ngi lao ng phi thng bo cho Qun l trc tip, Phng nhn s v bn giao bng vn bn cng vic trc khi ngh. Again, the employee must notify the Direct Supervisor and Human Resource Department in writing and arrange for the handover of duties before leaving. iu 16: Article 16: Bo him x hi v bo him y t Society, Healthy, and Unemployment Insurance
16.1. Bo him x hi - Society Insurance: Ngi s dng lao ng ng 16% trn lng c bn. Employer contributes 16% of basic salary. Ngi lao ng ng 6% trn lng c bn. Employee contributes 6% of basic salary. Mc tham gia ti a l 20 ln ca mc lng c bn ti thiu do Lut bo him x hi quy nh l 20*730.000 VND = 14.600.000 VND Maximum contribution up to 20 times of the minimum basic salary (Based on the Society Insurance Laws at mount of 20*730,000VND =VND 14,600,000). 16.2. Bo him y t -Healthy Insurance: Ngi s dng lao ng ng 3% trn mc lng c bn. Employer contributes 3% of basic salary. Ngi lao ng ng 1.5% trn mc lng c bn. Employee contributes 1.5% of basic salary. Mc tham gia ti a l 20 ln ca mc lng c bn ti thiu do Lut bo him x hi quy nh l 20*730.000 VND = 14.600.000 VND Maximum contribution up to 20 times of the minimum basic salary (Based on the Society Insurance Laws at mount of 20*730,000VND =VND 14,600,000). 16.3. Bo him tht nghip Unemployment Insurance Ngi s dng lao ng ng 1% trn mc lng c bn.
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Employer contributes 1% of basic salary. Ngi lao ng ng 1% trn mc lng c bn. Employee contributes 1% of basic salary. Mc tham gia ti a l 20 ln ca mc lng c bn ti thiu do Lut bo him x hi quy nh l 20*730.000 VND = 14.600.000 VND Maximum contribution up to 20 times of the minimum basic salary (Based on the Society Insurance Laws at mount of 20*730,000VND =VND 14,600,000).
CHNG 5: THNG V PHC LI CHAPTER 5: BONUS AND OTHER BENEFIT iu 17: Article 17: Thng Bonus
17.1. Thng hng nm -Annual Bonus: 17.1,1. Ngi lao ng s c nhn thng thng lng 13 tng ng vi mt thng lng c bn vo 2 ln, nhn 50% vo thng lng thng mi hai (Cui nm) v 50% vo thng lng thng mt nm sau. All employees shall receive a year-end bonus equivalent to one (1) months basic salary received by employees in December 50% and January next year 50%. 17.1.2. Ngi lao ng lm vic di mt nm nhng hn mt thng s c nhn tin thng da trn t l ca s thng lm vic. Employees with less than one full calendar year but more than one month will be eligible to receive the annual bonus on a pro-rata basis. 17.1.3. Ngi lao ng khng c nhn thng nu chm dt Hp ng lao ng vi Cng ty trong nm hoc ang trong thi gian th vic, hoc l lao ng thi v. Employees shall not be eligible to receive the annual bonus if the employees leave the Company during the course of the year or are under the probationary period on 31st December or are casual labours.
17.2. Thng khc: Nh tha thun trong Hp ng lao ng Other Bonus: As stated in the labour contract. iu 18: nh gi lao ng Article 18: Performance Review for employee 18.1. Hng nm Cng ty s xt nh gi nng lc lao ng vo thng Hai/ The Performance Review will be held annually in February. 18.2. Tng lng da trn kt qu nh gi nng lc lao ng/ The pay increment will be based on the results of the Performance Review. 18.3. Lao ng va c tng lng trong ln k li hp ng lao ng, th s khng c tng lng trong ln nh gi nng lc lao ng hng nm trong nm . Nhng ngi lao ng vn phi hon tt th tc nh gi nng lc nh quy nh. Employee who just entitled increment in renewal contract, will not entitle increment on the Annual Performance Review in that year. But employee still requires to complete his/her Performance Review process as stated.
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iu 19: Article 19:
Quyn li khc Other benefit:
19.1 n gia ca - Meal: Mi lao ng s c Cng ty cp mt sut n min ph gia ca mt ngy. Each employee will entitle one free meal per day at break time which provided by the Company. 19.2. Ngn t c nhn -Locker: 19.2.1. Tt c cc cn b nhn vin lm trong siu th s c Cng ty cp cho mt ngn t c nhn ct gi nhng vt dng c nhn. All employees who working in the stores will be provided with lockers facilities for storing their personal belongings, 19.2.2. Ngi lao ng s hon ton chu trch nhim gi gn v bo m an ton v ngn t c nhn ca mnh. Khng c t dn, v,bt k ni no ca ngn t c nhn. Employees are fully responsible for the maintenance of their lockers and safety of its contents. No poster, bill, drawing etc are permitted anywhere on the lockers. 19.2.3. Ngi lao ng phi nghim tc tun th theo Ni quy ngn t c nhn. Employee must strictly follow the Locker rule. 19.3. Hp th gp Suggestion Box Trong khi lm vic ti Lotte Mart, nu ngi lao ng pht hin nhng thiu st trong h thng qun l dn n vic lng ph, tht thot ti sn ca cng ty, nhng thiu st trong cch lm vic ca cc b phn, nhng thiu st trong tc phong lm vic v tinh thn phc v, v nht l nhng hnh vi tiu cc ca cn b nhn vin Lotte Mart, ngi lao ng gi thng tin trc tip ti Hp th gp , a ch : hopthugopy@lottemart.com.vn , ng gp nhng tng, sng kin ci tin cng tc qun l cng nh xy dng phong cch lm vic chuyn nghip v hiu qu. During the time working at Lotte Mart Vietnam, if employees detect the mistakes in the management system to cause waste and loss of assets of the company, the red-tapes of departments, or wrong attitudes and behaviours, especially the corrupted actions of Lotte Mart employees, the employees will send the information to the Suggestion Box, address is hopthugopy@lottemart.com.vn to contribute the ideas and initiatives to improve the management system and build up professional and effective working styles for the company. Mi thng tin ca ngi lao ng ti y s c bo mt, ch gii hn trong phm vi nhng ngi c trch nhim c bit All the information of employees will be kept confidential, only shared for responsible people. Nhng tng v sng kin ng gp ca ngi lao ng c ngha thit thc cho vic ci tin h thng qun l, sn phm, dch v, nng cao cht lng phc v ca Lotte Mart, ng thi cng gip Ban Gim c tm ra c nhng nhn vin ti nng v tm huyt Opinions and suggestions of employees will contribute to the improvement of the management system, the quality of service as well as to help the Board of Directors to find out the talented employees.
CHNG 6: CHM DT HP NG LAO NG CHAPTER 6: LABOUR CONTRACT TERMINATION
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iu 20: Cng ty n phng chm dt Hp ng lao ng Article 20: Unilateral termination of the Labour Contract by the Company 20.1. Cng ty c quyn n phng chm dt Hp ng lao ng trong cc trng hp sau/ The Company has the right to terminate unilaterally the labour contract in the following cases: 20.1.1. Ngi lao ng thng xuyn khng hon thnh cng vic theo Hp ng lao ng (hoc tha c lao ng tp th), nh mc lao ng hoc nhim v c giao do yu t ch quan v b lp bin bn hoc nhc nh bng vn bn t nht 02 ln trong mt thng, m sau vn khng khc phc. The employee does not fulfill his/her work mentioned in the Labour Contract (or the Collective Labour Agreement), his/her labour norm or his/her designated work by reason of subjective factor and a report on that is taken or he/she is reprimanded in writing for at least two times per month but does not make good his/her faults. 20.1.2. Ngi lao ng b sa thi theo iu 85 ca B lut Lao ng Vit nam. The employee is dismissed in accordance with Article 85 of the Vit nam Labour Code. 20.1.3. Ngi lao ng k hp ng khng xc nh thi hn m au iu tr 12 thng lin, ngi lao ng lm theo Hp ng lao ng t 12 thng n 36 thng m au iu tr 6 thng lin v ngi lao ng theo ma v hoc theo mt cng vic nht nh c thi hn di 12 thng m au iu tr qu na thi hn hp ng lao ng m kh nng lao ng cha phc hi. The employee who works on an indefinite term labour contract suffers from a disease and undergoes consecutive medical treatment for 12 months, the employee who works on a labour contract for 12 months to 36 months suffers from a disease and undergoes consecutive medical treatment for 6 months and the employee who work seasonally or for a definite work for a less than 12-month term suffers from a disease and undergoes consecutive medical treatment for more than the half term of the contract but his labour capability has not been recovered. 20.1.4. Do thin tai, ho hon hoc cc trng hp bt kh khng khc (do yu cu ca c quan chc nng c thm quyn t cp tnh tr ln, ch ha, dch bnh) m ngi s dng lao ng tm mi bin php khc phc nhng khng c kt qu v buc phi thu hp kinh doanh v gim nhn cng. Because of natural calamity, fire or other cases of force majeure (requirements of competent State organs from the province level upwards, enemy-inflicted destruction, epidemic), and the Company has exhausted all means to overcome the situation or re-deploy the workforce, but does not obtain any good result and is forced to cut-back its operations. 20.1.5. Cng ty chm dt hot ng/ The Company ceases its operation. iu 21: Chm dt Hp ng lao ng Article 21: Termination of Labour Contract Hp ng lao ng s c chm dt trong cc trng hp sau: The Labour Contract shall be terminated in the following cases: 21.1. Ht hn hp ng Expiry of the contract term; 21.2. Hai bn tha thun chm dt Hp ng lao ng Mutual agreement to terminate the contract; 21.3. Ngi lao ng b kt n t giam hoc b cm/b ngn cn lm cng vic c theo Quyt nh ca ta n.
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The employee is condemned to imprisonment or prohibited / prevented from performing the work because of a decision of the Court; 21.4. Ngi lao ng cht, mt tch theo tuyn b ca To n. Declaration or announcement by the Court that the said employee is dead or missing. 21.5. Nh quy nh trong Quy nh v x l k lut As stated in Disciplinary Policy.
iu 22: Thng bo chm dt Hp ng lao ng Article 22: Notice of termination of the Labour Contract Ngoi tr vic chm dt Hp ng trong thi gian th vic, sa thi ngi lao ng, ht hn Hp ng lao ng, thi gian thng bo chm dt Hp ng lao ng s ty thuc vo loi Hp ng lao ng: Except for termination during probation period, employees dismissal, expiration of the Labour Contract, the time for making notice before the termination shall depend on category of Labour Contract: 22.1. Hp ng khng xc nh thi hn: bo trc 45 ngy. Indefinite term Labour Contract: Forty-five (45) days in advance 22.2. Hp ng lao ng t 12 n 36 thng: Bo trc 30 ngy. 12 to 36-month Labour Contract: Thirty (30) days in advance 22.3. Hp ng lao ng di 1 nm: Bo trc 03 ngy. Labour Contract of less than 1 year: Three (3) days in advance 22.4. Nu vi phm v thi gian bo trc hoc n phng chm dt hp ng, bn vi phm (Cng ty hoc ngi lao ng) phi n b cho bn kia theo cc quy nh ca B lut lao ng v cc Quy nh hin hnh ca Nh nc Vit nam. In case where insufficient notice period was given or a breach in the Labour Contract leading to unilateral termination of that contract, the breaching party (the Company or employees) must compensate the other party to the contract according to the regulations of the Labour Code and Regulations of Vietnam. 22.5. Ngi lao ng phi bi thng na thng tin lng nu vi phm thi gian bo trc hoc n phng chm dt Hp ng lao ng. Employees shall compensate half of his/her monthly salary if insufficient notice period was given or a breach in the Labour Contract leading to unilateral termination of that contract.
CHNG 7: QUY CH LM VIC CHAPTER 7: WORKING RULES iu 23: Nhng quy ch lm vic chung Article 23: General working rules Ngi lao ng phi nghim tc chp hnh cc quy nh sau trong khi lm vic/ Employees on duty must strictly comply with the following regulations: 23.1. Ngi lao ng phi cng hin ht sc mnh khi lm vic v thc hin cng vic vi hiu sut cao v c hiu qu i vi cc cng vic c giao, duy tr trt t ni lm vic v lm vic trn tinh thn tp th vi ng nghip v ng s, tn trng khch hng v i tc, ph hp vi quy nh ca Ban Gim c.
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Employees must devote themselves to work and efficiently and effectively perform their designated job functions and maintain order at the work place and team-spirit among colleagues and co-workers and respect the customers and suppliers in accordance with the Board of Directors instructions. 23.2. Ngi lao ng phi hon thnh cng vic c giao mt cch nhanh chng v trung thc, khng c dn vic do Ban Gim c giao ph. Employees must promptly and honestly complete all jobs or tasks assigned to them and do not accumulate any of the work assigned by the Board of Directors. 23.3. Ngi lao ng phi tham gia cc chng trnh hun luyn, o to do Phng nhn s v cc Phng ban c lin quan khc thc hin. Employees must attend in the training program of the Company which are conducted by HR Department and Related Departments. 23.4. Mi thng bo chung v Cng ty v ngi lao ng u c thng bo n tt c ngi lao ng qua Bng thng bo chung v Bng thng bo ca tng b phn. Ngi lao ng phi c trch nhim c v quan tm n tt c nhng thng tin trn bng thng bo. All announcements about the Company and the employees are informed to all the employees on the Notice Boards of the company, stores and departments. Employees have responsibility to read and know all the information on the Notice Boards. 23.5. i vi ngi lao ng khng phi mc ng phc, trang phc nh sau : Nam : o s mi, qun ty, giy sm mu. N : Trang phc cng s Nhng trang phc sau y khng c php mc trong vn phng trong thi gian lm vic : dp cao su, dp xng an, qun lng, o thun c trn, hay cc trang phc khc ch ph hp khi nh hay bi bin. i vi ngi lao ng c quy nh mc ng phc, phi tuyt i mc ng phc theo ng quy nh. For the employees who dont have to wear the uniform, must dress as follow : Male : Shirts, trousers, dark shoes. Female : Office dress. The following dresses are not allowed in the office and during the working time : rubber sandals, sandals, short trousers, round-neck T-shirts and other dresses suitable at home and on the beach. For the employees who have to wear the uniform, must wear the uniform according to the company regulations. 23.6. Ngi lao ng phi bm my chm cng vn tay khi n cng ty v khi ra v trong nhng ngy lm vic lm c s cho vic tnh ton lng. Nu ngi lao ng khng bm my chm cng vn tay trong ngy lm vic th c xem l ngh khng l do ngy hm . Employees must use fingerprint machine when coming to work and when returning home for the attendance records and salary calculation. If the emploees dont use fingerprint machine on the working day, that day are considered unpaid and without legitimate reasons. 23.7. Sau khi bm gi vo, ngi lao ng phi thay ng phc v c mt ch lm vic ngay lp tc, v sau khi bm gi ra, ngi lao ng khng c la c trong khu vc lm vic ca Cng ty vi bt c l do no. After using fingerprint machine when coming to work, the employees must change the uniform and be at the working place at once. After using fingerprint machine when returning home, the employees must not go around the working places with any reasons.
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23.8. Ngi lao ng khng c t b vic v/hoc ni lm vic trong gi lm vic m khng c l do chnh ng v khng c php ca Trng b phn. Employees must not leave their work and/or work place during working hours without legitimate reason and explicit permission from the Direct Supervisor. 23.9. Ngi lao ng khng c vng mt, i mun v sm nu khng c l do chnh ng hoc khng c s cho php ca Trng b phn v bo Phng nhn s. Employees must not be absent, come to work late or leave office early without legitimate reason or explicit permission from the Direct Supervisor. 23.10. Ngi lao ng phi ra vo ni lm vic theo li i dnh cho nhn vin. Ngi lao ng lun phi eo th nhn vin trong gi lm vic. Trong trng hp ngi lao ng nh mt th nhn vin, phi bo ngay cho Phng Nhn s lm th mi v phi thanh ton chi ph lm th mi. Employees must come in and out the Company and Stores through staff gates. Employees must wear the employee card during the working time. In case the employees lose employee card, they have to inform the HR Department to make a new card and have to pay fee. 23.11. Ngi lao ng cn phi cp nht cho Phng Nhn s nhng thay i v thng tin c nhn ( v d nh a ch, email, s in thoi lin lc, tnh trng hn nhn, ngi ph thuc, trnh chuyn mn, v.v). Employees should inform the HR Department the updated personal information ( for example : address, telephone number, email address, marital status, dependants, educational levels). 23.12. Ngi lao ng khng c ung ru hoc s dng cc cht kch thch ti ni lm vic/ Employees must not drink alcohols and beer at the working place. 23.13. Ngi lao ng ch c php ht thuc ti nhng ni quy nh. Employees can only smoke at the approved places. 23.14. Ngi lao ng khng c lm vic ring trong gi lm vic/ Employees must not do personal affairs during working time. 23.15. Ngi lao ng khng c gy g, ci c ln ting ti ni lm vic. Employees must not quarrel or argue loudly at the working places. 23.16. Ngi lao ng khng c ci ni ln ting hoc c tnh gy n lm nh hng n cng vic ca nhng ng nghip xung quanh. Employees must not laugh and shout loudly at the working places, or affect the works of colleagues intentionally. 23.17. Ngi lao ng khng c tm ti, xem xt ti liu hoc ti nhng ni khng lin quan n cng vic ca mnh. Employees must not search for and read the documents and come to the places that are not concerned with the employees. 23.18. Ngi lao ng khng c php a ngi thn, bn b, ngi quen vo Cng ty khi cha c php ca cp c thm quyn. Employees must not allow their relatives and friends to come into the working places without permission from direct managers. 23.19. Ngi lao ng khng c a tr em vo ni lm vic. Employees must not bring children to come into the working places. iu 24: Kim tra vt dng c nhn Article 24: Checking of personal effects m bo an ninh v duy tr tiu chun hot ng an ton, Cng ty c th kim tra vt dng c nhn sau khi nu r l do v c s ng ca ng s. Vic kim tra c thc
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hin ti cng ra vo hoc bt k a im no trong Cng ty. Bt k mt vt dng no m ngi lao ng mun mang ra khi cc c s ca Cng ty, cho d l qu tng hay mua hng, u phi c giy xc nhn ca Qun l trc tip hoc ha n hp l nhn vin bo v kim tra. To ensure Company security and maintenance of safe operation standards, the Company may check the personal effects after due explanation and having consent of the persons concerned. The checking may be carried out at the gate or anywhere within the premises of the Company. Any thing that the employee want to bring out the stores and company, even gifts or paid goods, must have bills or confirmation by written form of the direct managers for security guards to check. iu 25: i cng tc bn ngoi Article 25: Going out for business trip Ngi lao ng phi c Trng b phn duyt chp thun trc khi i ra ngoi thc hin cng vic c giao. Employees must obtain permission in writing from their Departments Head before going out to perform assignments or any work designated by the Company. iu 26: Mang ti liu, ti sn vo v ra Cng ty Article 26: Bringing the Companys documents, assets in/out of the Company Ngi lao ng phi c php bng vn bn t Ban Gim c khi mun mang ti liu, ti sn, thit b ra ngoi Cng ty (Da trn Quy nh ra vo Cng ty). Employees must obtain permission in writing from the Board of Directors whenever they move the Companys documents, assets, equipment and any instruments beyond Companys premises (Based on Access control system)
CHNG 8: AN TON LAO NG V V SINH LAO NG CHAPTER 8: LABOUR SAFETY AND HYGIENE iu 27: phng tai nn lao ng v pht hin cc mi nguy him Article 27: Labour accident prevention and discovery of danger Ngi lao ng phi nghim tc tun th cc iu khon di y phng tai nn lao ng. Employees must strictly observe the following to prevent labour accidents: 27.1. Khng c iu khin my mc, thit b nu khng phi l ngi chu trch nhim vn hnh my mc, thit b theo chc nng cng vic. Employees who are not designated by their job function to operate particular machinery or equipment is prohibited from operating those said machinery or equipment; 27.2. Khng c di chuyn thit b an ton m khng c php hoc khng c l do hp l; khng c ph hoi hoc v hiu ha thit b an ton di bt k hnh thc no. Employees must not remove safety equipment without permission or valid reason, or damage them, or make the safety equipment ineffective in any way; 27.3. Ngi lao ng phi duy tr mt mi trng lm vic sch s v ngn np, m bo rng li i, ca thot him khng b cn tr v d dng tip can vi cc thit b an ton nh vi cha chy.
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Employees must maintain a clean and orderly working environment and ensure that there are no obstructions to walkways, corridors or emergency exits, and ensuring easy access to safety equipment, such as fire extinguishers, etc... ; 27.4. Thnh lp i phng chy cha chy ca Cng ty v c hun luyn k nng v phng chy cha chy do C quan Phng chy a phng t chc. Establishing the Fire Prevention Team in the Company and having well trained for fire prevention skill under the instruction of Local Fire Department 27.5. S dng thit b v qun o bo h lao ng thch hp khi lm vic trong iu kin nguy him v c hi. Using proper protective equipment and apparel while working under dangerous or hazardous conditions; 27.6. Khng c ht thuc trong Cng ty tr khu vc c cho php. No smoking on the Companys premise other than in permitted areas; 27.7. Nghim tc tun theo cc quy nh v an ton lao ng, Phng chy cha chy trong khi lm vic trong Cng ty. Strictly following instructions regarding other safety rules and fire prevention rule while working in the company. 27.8. Ngi lao ng khng c kinh nghim hoc khng c k nng c bn hoc cha c hun luyn th khng c b tr lm vic trong iu kin nguy him v c hi. Inexperienced employees or employees without the necessary skills or relevant training must not be assigned to work under dangerous or hazardous conditions. 27.9. Ngi lao ng phi gi gn v sinh lao ng (bao gm c s, nh kho, trang phc v thit b my mc) theo yu cu hot ng ca Lotte Mart. Cp gim st trc tip v cc trng b phn chc nng c trch nhim theo di, kim tra vic s dng v bo tr my mc thit b ph hp vi cc quy nh v an ton lao ng v v sinh lao ng. The employee must maintain hygiene (including facilities, apparel and equipment) in accordance with the Lotte Marts operation requirements. Supervisors and chief of concerned departments have responsibility to supervise and check the usage and maintenance of tools and equipment in accordance with the regulations of labour safety and hygiene. 27.10. Ngi lao ng phi c trch nhim chung v vic thng bo cho ngi c thm quyn ca Cng ty v/hoc ngi c lin quan trong trng hp pht hin hoc nhn thy mi nguy him e da s an ton v ha hon, chy n, chp in, thit hi do ngp nc, r r cht c hi hoc cht d chy, hoc cc tnh hung nguy him tng t hoc kh nng xy ra thit hi. Trong mi trng hp ngi lao ng phi c gng phi hp thc hin mi bin php nhm gim thiu thit hai di mi hnh thc cho li ch chung. Employees must take collective responsibility to alert or report a situation to companys authorized persons and/or relevant persons, if they discover and/or realize a safety hazard or risk of a fire, explosion, electrical fault, damage by water or flooding, leakage of noxious or inflammable substances, or any such similar dangerous situation or potential for damage to occur thereof. In every circumstance, all employees must cooperatively make efforts to minimize damages in any form to all interests. 27.11. Ngi lao ng phi ngt ngun in ca tt c cc thit b in, in t (tr nhng v tr quy nh m bo ngun in 24/24) trc khi ri khi ni lm vic. Employees must switch off the power source of all electric and electronic equipment ( except the positions stipulated to ensure power source of 24/24 hrs ) before leaving the working places
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CHNG 9; K LUT CHAPTER 9: DISCIPLINARY iu 28: Article 28: X l vi phm k lut v th tc hnh chnh Disciplinary procedure and Administrative proceeding:
28.1. Ngi lao ng vi phm cc chnh sch, ni quy, quy nh ca Cng ty, ty theo mc vi phm s phi chu mt trong cc hnh thc x l k lut sau: Employees who breach the Companys Policies/Regulation/Rules shall, depending on the level of misconduct, be subject to one of the following disciplinary measures: 28.1.1. Mc 1: Khin trch ming Cp Phng, Ban, B phn Stage1 : Verbal Warning Departmental level. 28.1.2. Mc 2: Khin trch bng vn bn Stage2 : Written Warning. 28.1.3. Mc 3: Ko di thi hn nng bc lng khng qu su thng, hoc chuyn lm vic khc c mc lng thp hn khng qu su thng, hoc cch chc. Stage 3: No increment or pay rise for no more than 6 months or down-grading of the employee to a lower paid job function for no more than 6 months, or removal of the employee from his/her stated position. 28.1.4. Mc 4: Sa thi Stage 4: Dismissal. 28.2. Trong mt s trng hp khi v vic vi phm c nhng tnh tit phc tp, nu xt thy ngi lao ng tip tc lm vic s gy kh khn cho vic xc minh, Cng ty s tham kho kin ca Ban Chp hnh Cng on c s v ra quyt nh nh ch cng tc i vi ngi lao ng. Thi gian nh ch cng vic khng qu 15 ngy, trng hp c bit cng khng qu 03 thng, Tin lng ca ngi lao ng trong thi gian nh ch cng tc s c p dng ph hp vi B lut Lao ng v cc Quy nh ca Vit nam. In case of a breach under complicated circumstances and that the Company considers the said employee may raise further difficulties if he/she is to remain in employment, the Company will seek consultation with the Executive Board of the Trade Union and decide to suspend the employee. The period of suspension may not exceed 15 days, and in special cases, not exceed 3 months. The employees salary during the time of suspension shall be applied in accordance with the Labour Code and Regulations of Vietnam. 28.3. Cc hnh vi vi phm v mc x l k lut Misconducts and Disciplinary actions: Cc hnh vi vi phm v mc x l k lut tng ng c nu c th theo danh sch bn di. Trong trng hp trong vng 06 thng m ti phm th mc x l k lut cao hn s c p dng. Sai phm nh m ti din nhiu ln s tr thnh vi phm nng hn, v vy mc k lut thch hp s c p dng. The following is a list of types of misconduct and stages of disciplinary action in relation to specific violation of each conduct. In the case of a second similar misconduct committed within six months, the next stage of disciplinary action will be forwarded. A recurring minor misconduct
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may constitute a major misconduct and thus the corresponding stage of disciplinary action will be followed. iu 29 : Vi phm gi gic lm vic Article 29 : Violating the working time 29.1. Ngi lao ng i lm khng ng gi gic quy nh : l ngi lao ng n Cng ty lm vic tr hn gi bt u lm vic hoc ra v sm hn thi gian quy nh ca Cng ty 10 pht m khng c s chp thun ca qun l trc tip hoc Ban Gim c. Nu c vic buc phi i lm tr hay v sm, ngi lao ng phi c trch nhim bo co qun l trc tip, trnh by l do v c chp thun, nu khng ngi lao ng s b xem nh i lm tr hay vng mt khng l do. Vic ngi lao ng thng bo i tr hay v sm qua ng nghip l khng c chp thun. Employees violate the working time means that coming to working places lately or returning from work soon 10 minutes without permission from the direct manager ot the Board of Directors, If there are objective reasons that the employees cant come to work on time or have to return from work soon, employees must report, explain the reasons and get the permission from direct managers directly. If not, the employees are considered to be late or absent without permission. It is also not permitted if the employees report via the colleagues. 29.2. Ngi lao ng s dng sai hoc lm dng gi lm vic cho nhng vic khc. Nhng vic ny bao gm, nhng khng ch gii hn, ng trong khi lm vic, ri ni lm vic m khng xin php, chi game hoc xem phim trn internet, c truyn, c bc, n ung ti ni lm vic hoc lm phin ngi khc trong gi lm vic. Employees use the working time wrongly or misuse the working time, for example, sleeping in the working time, leaving working place without permission, playing games or watching films on the internet, gambling, eating at the working places or disturbing colleagues during the working time. 29.3. Ngi lao ng lm vic ring trong gi lm vic : l s dng thi gian lm vic lm bt k nhng cng vic no khng lin quan n mc ch hot ng ca Cng ty, hoc ng trong gi lm vic. Employees use working time for personal affairs, to do anything not concerned with the operation of the company or sleep during the working time. 29.4. Ngi lao ng t vng mt trong gi lm vic khi cha c s chp thun ca ngi ph trch : l ngi lao ng t ri b v tr cng tc trong thi gian lm vic m khng c php ca ngi ph trch. Employees are absent during the working time without permission of the direct managers : employees leave working places without permission of the direct managers. 29.5. Ngi lao ng vng mt ti ni lm vic hoc ni c phn cng n cng tc khi cha c s chp thun ca cp trn hoc khng tr li lm vic ng thi hn sau khi ngh php, ngh vic ring nhng khng c l do chnh ng, thi gian vng mt hoc ngh vic t 01 n 04 ngy, c xem l hnh vi t b vic. Employees are absent at the working places or assigned places without permission of the direct managers, or not return to work on time after annual leaves or unpaid leaves without legitimate reasons, the absent time from 01 day to 04 days. 29.6. Ngi lao ng t ngh vic ring nhng khai man l b m au vi thi gian ngh t 01 n 04 ngy : l t ngh vic nh v bo m nhng ngi ph trch v Cng ty c bng chng khng nh l ngi lao ng hon ton khng b m hoc c b m nh nhng cha n mc c cho ngh iu tr ngoi tr.
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Employees are absent for personal affairs without permission from 01 day to 04 days, but report untruthfully to be sick, but the Company have evidences to show that employees are not sick as reported 29.7. T b vic hoc ngh vic nh im 24.5 v 24.6 v thi gian ngh cng dn t 05 ngy tr ln trong mt thng hoc t 20 ngy tr ln trong mt nm. As stipulated at article 24.5 and article 24.6, but the accumulative days off are 5 days in one month and 20 days in one year.
Vi phm ni quy khon Violated Labour Handbook Article No
29.1 29.2 29.3 29.4
Khin trch bng ming Verbal warning
Vi phm ln 1
1 violation
st
Hnh thc k lut/ Disciplinary levels Khin trch bng Chuyn lm cng vn bn vic khc c mc Written warning lng thp hn Transfer to lower positions and lower salary Ti phm hoc vi Ti phm trong phm ln 2 trong vng 3 thng k t vng 3 thng k t ngy b k lut ln vi phm th nht khin trch bng nd Violated again or 2 vn bn
vilolation during 3 st months from the 1 violation Violated again during 3 months from written warning
Sa thi Dismissal
Ti phm trong vng 6 thng k t ngy b k lut chuyn lm cng vic khc c mc lng thp hn
Violated again during 6 months from transfer to lower positions and lower salary
Vi phm ln 1
29.5 29.6 1 violation
st
Ti phm hoc vi phm ln th hai trong vng 3 thng k t ngy b k lut khin trch bng vn bn
Violated again or 2 violation during 3 months from written warning
nd
29.7
Khi c s ngy ngh cng dn nh quy nh/ When the

accumulative days off without permission as stipulated.
iu 30 : Vi phm nhng quy nh v an ninh trt t Cng ty Article 30 : Violated the order and security regulations 30.1. Ngi lao ng khng mc ng phc ng quy nh hoc khng mang th nhn vin trong khi lm vic. Employees dont wear uniforms and employee cards as company regulations during the working time.
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30.2. C tnh gy n, mt trt t lm nh hng cng vic ca nhng ngi xung quanh. Try to cause noise and disorder, to affect the works of colleagues. 30.3. n Cng ty lm vic trong tnh trng c ung ru bia : Ngi lao ng trong gi lm vic m hi th nng mi bia ru c xem l n Cng ty trong tnh trng c ung ru bia. Working in dull status due to using alcohol or beer. 30.4. Cng vi tnh trng ung ru bia nh im 25.3, nhng ngi lao ng vi phm l li xe (Bao gm li xe vn phng, li xe forklift, v.v). Stipulated in article 25.3, but the violated ones are drivers (including office drivers and forklift drivers, etc). 30.5. Ngi lao ng c s dng hoc b nh hng ca cc loi cht kch thch, cht gy nghin trong gi lm vic ( ngoi tr vic s dng cho mc ch cha bnh theo ch nh ca bc s chuyn khoa). Using drug in the Company. 30.6. Ct giu ma ty hoc cc cht gy nghin khc, t mang cc cht gy chy, gy n vo ni lm vic. Keeping drug in the Company, bringing inflammable and explosive substances into the working places without permission. 30.7. Tham gia nh bc hoc xi gic ngi khc tham gia nh bc v nhng hnh thc bi bc khc trong gi lm vic. Gambling at the working time. 30.8. Chuyn th nhn vin ca mnh cho ngi khc hoc s dng th ca ngi khc hoc cho ngi khc mn th ra vo cc c s ca Cng ty. Let the outside people to use the employee cards to come in the working places. 30.9. C nhng hnh vi gy ri trt t ti c s ca Cng ty nh nh ln, xi gic ngi khc nh ln hoc nhng hnh vi th l khc. Fighting and making trouble at the working places. 30.10. S dng nhng ngn t dung tc, khim nh i vi nhng ng nghip trong Cng ty nhm mc ch tr th hoc c lm nhc ngi khc. Causing disorder at the working place by bad behavior, or smearing the dignity of colleagues 30.11. Thng xuyn kch bc, ni xu ng nghip, gy mt on kt ni b nghim trng. Speaking ill of other people, spreading false rumors, slandering and causing internal discord. 30.12. Nhng hnh vi vi phm trt t khc trong Cng ty nhng cha n mc gy hu qu nghim trng v ngi, ti sn v uy tn ca Cng ty : l nhng hnh vi khng tn trng hoc c vi phm n nhng quy ch ca Cng ty v vn trt t lm nh hng hoc lm hn ch n cc hot ng hng ngy ca Cng ty. Failing to comply with the rules and other regulations to affect the daily operations of the Company.
Vi phm ni quy khon Violated Labour Handbook Article No 30.1 Khin trch bng ming Verbal warning Hnh thc k lut/ Disciplinary levels Khin trch bng Chuyn lm cng vn bn vic khc c mc Written warning lng thp hn Transfer to lower positions and lower salary Ti phm hoc vi Ti phm trong phm ln 2 trong vng 3 thng k t Sa thi Dismissal
Vi phm ln 1
Ti phm trong vng 6 thng k t
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30.2 30.3
vng 3 thng k t ln vi phm th nht

Violated again or 2 vilolation during 3 st months from the 1 violation
nd
ngy b k lut khin trch bng vn bn

Violated again during 3 months from written warning
ngy b k lut chuyn lm cng vic khc c mc lng thp hn

30.4 30.5 30.6 30.7
Vi phm ln 1
1 violation
st
Vi phm ln 2
2 violation
nd
Vi phm ln 1
1
st
violation
Vi phm ln 1 30.8 30.9 30.10 30.11 30.12
Ti phm trong vng 3 thng k t ngy b k lut khin trch bng vn bn

iu 31 : Khng tun th cc quy trnh lm vic Article 31 : Not follow the working procedures of the company 31.1. S dng khng ng cch hoc cu th khi vn hnh my mc thit b, dng c lm vic nhng cha gy ra hu qu h hao tht thot ti sn Cng ty v gy thit hi cho khch hng. To be negligent and fail to follow the working procedures when operating the machines, equipment and tools, but not cause the damages and loss for the assets of the company and the customers. 31.2. Do bt cn lm sai cc quy trnh nghip v chuyn mn lm h hao, tht thot ti sn Cng ty hoc gy thit hi cho khch hng, hoc lm nh hng n uy tn ca Cng ty hoc nh hng n hot ng chung ca Cng ty hoc ca d n do c nhm tham gia. Not following the working procedures and causing damages and loss negligently to assets of the Company and the customers, to affect the company reputation and the company operations. 31.3. Cng vi ni dung nh im 26.2 nhng do c tnh lm sai hoc c b qua mt s khu trong quy trnh dn n hu qu nh nu trn. As stipulated in Article 26.2, but due to not follow the working procedures strictly and deliberately to cause the damages. 31.4. Cu th hoc bt cn khi c giao nhim v kim tra cht lng hng ha, lt cc sn phm, hng ha km cht lng. Checking the purchasing goods carelessly and negligently to let the goods and products of bad quality to come into the stores.
Vi phm Hnh thc k lut/ Disciplinary levels
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ni quy khon Violated Labour Handbook Article No 31.1
Khin trch bng vn bn Written warning
Vi phm ln 1
1 violation
st
Ti phm hoc vi phm ln 2 trong vng 3 thng k t ln vi phm th nht

nd
Chuyn lm cng vic khc c mc lng thp hn Transfer to lower positions and lower salary Ti phm trong vng 3 thng k t ngy b k lut khin trch bng vn bn
Sa thi Dismissal
Vi phm ln 1 31.2 31.4

1 violation
st

Vi phm ln 1 31.3
1 violation
st
iu 32 : Vi phm ch an ton lao ng v v sinh lao ng ni lm vic Article 32 : Violate the regulations of labour safety and labour hygiene 32.1. Ngi lao ng t chi hoc trnh n tham gia cc chng trnh hun luyn v tp hun v k nng an ton lao ng, phng chng chy n v v sinh cng nghip. Employees refuse or keep away from the training courses of labour safety, fire fighting and prevention, and labour hygiene. 32.2. Ngi lao ng khng chp hnh cc quy nh v trang b bo h lao ng : Khng mc hoc mang cc loi bo h lao ng theo quy nh khi ang lm vic, t thay i quy cch, kch thc cc trang b bo h lao ng.
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Employees dont follow the regulations of labour safety, dont wear the labour safety clothing and tools at the working time according to the labour safety regulations, change the specifications and measures of safety tools without permission. 32.3. Ngi lao ng khng tun th k lut an ton lao ng : Employees dont follow the safety regulations : 32.3.1. C lm sai quy trnh c hng dn m iu c kh nng gy ra mt an ton cho mi trng lm vic ca bn thn ngi lao ng hoc ca nhng ng nghip khc. Employees dont follow the regulations and procedures deliberately, that may cause the unsafeness to the working environment of the employees and the colleagues. 32.3.2. C hnh ng cu th khng tun th nhng nguyn tc an ton lao ng ti trung tm thng mi, ti kho hng hay trong vn phng lm vic. Acting carelessly, not follow the labour safety regulations at the stores, warehouses and at the offices. 32.4. T s dng cc thit b, dng c ca ngi khc m khng c php, hoc cho ngi khc s dng cc thit b, dng c ca mnh m ngi khng am hiu v cc quy nh, nguyn tc an ton lao ng i vi nhng thit b, dng c . Using tools and equipment of colleagues without permission, let other people to use the tools and equipment that they dont know the safety regulations of these tools and equipment. 32.5. Ht thuc l ti nhng ni cm ht trong phm vi trung tm thng mi, vn phng hoc kho hng ca Cng ty. Ni cm ht l tt c nhng ni ngoi khu vc dnh ring cho ht thuc m ti c gn bng quy nh khu vc c php ht thuc (bng ch hoc k hiu) hoc c sn cc dng c ng tn thuc l. Smoking in the Companys premises other than in permitted areas. 32.6. Ngi lao ng khng gi gn v sinh, khng sp xp ngn np ni lm vic : Employees dont keep the hygiene and dont keep the working place orderly 32.6.1. Ngi lao ng c hnh ng khc nh ba bi ti ni lm vic. Having unhygienic behaviours such as spitting other than at the designated areas. 32.6.2. Ngi lao ng vt rc hoc phng u ba bi, khng ng ni quy nh. Littering and defecating other than at the designated areas. 32.6.3. Khng sp xp ngn np ni lm vic : l ba bi, ln ln cc h s, chng t hoc hng ha, bao b, ph phm trong kho, vn phng. Employees dont keep the working place orderly : to keep the documents, files, or goods, products, packaging and scraps disorderly in the warehouses and offices. 32.7. Ngi lao ng vi phm nhng quy nh v tiu chun v sinh cng nghip ca Cng ty gy ra cht lng sn phm, cht lng cng vic km hoc nh hng n mi trng sc khe ca mi ngi. Employees violate the industrial hygiene regulations of the company to cause the bad quality of goods and works, to affect the health environment.
Vi phm ni quy khon Violated Labour Handbook Article No Khin trch bng ming Verbal warning Hnh thc k lut/ Disciplinary levels Khin trch bng Chuyn lm cng vn bn vic khc c mc Written warning lng thp hn Transfer to lower positions and lower salary Ti phm hoc vi Ti phm trong Sa thi Dismissal
Vi phm ln 1
Ti phm trong
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No. of pages : 31 of 51
st
Issued date :
32.1 32.2 32.5 32.6
1 violation
phm ln 2 trong vng 3 thng k t ln vi phm th nht

nd
vng 3 thng k t ngy b k lut khin trch bng vn bn

vng 6 thng k t ngy b k lut chuyn lm cng vic khc c mc lng thp hn
Vi phm ln 1 32.4 32.7

1 violation
st

Vi phm ln 1 32.3
1 violation
st
iu 33 : Khng chp hnh mnh lnh cp trn Article 33 : Employees dont follow the instructions of the superiors 33.1. Khng chp hnh s phn cng hoc c tnh thc hin sai lch mnh lnh ca cp qun l trc tip. Employees dont accept the work assignments or dont follow the instructions from superiors deliberately. - Khi s phn cng hon ton nm trong nhim v ca ngi c phn cng. When the assignments are of the duties and responsibilities of the assigned employees. - Khi s phn cng l tm thi v nm ngoi nhim v ca ngi c phn cng. S phn cng ny l do tnh cp thit ca cng vic m ngi qun l khng th tm c ngi khc thay th v bn thn ngi c phn cng c kh nng m nhn c cng vic trn. When the assignments are not of the duties and responsibilities, but to meet the pressing and necessary requirements of the works and the employees have full competencies to do these assignments. 33.2. Khi gp nhng tnh hung cp bch nh cu ngi, cu ti sn, Gim c/ Qun l cn huy ng ngi tham gia nhng ngi lao ng t chi hoc trnh n nhng cng vic m cng vic khng c nguy c e da n tnh mng ca ngi lao ng.
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In cases of urgent problems to rescue people and assets of the company, the Board of Directors and managers need to assign the employees but the employees refuse or run away , although these assignments are not dangerous for the employees. 33.3. T chi khng nhn cc ch tiu c cp trn giao nhng khng a ra c nhng l do sc thuyt phc. Employees refuse the assigned targets from the superiors without legitimate reasons.
Vi phm ni quy khon Violated Labour Handbook Article No 33.1 33.2 33.3 Khin trch bng ming Verbal warning Hnh thc k lut/ Disciplinary levels Khin trch bng Chuyn lm cng vn bn vic khc c mc Written warning lng thp hn Transfer to lower positions and lower salary Ti phm trong Vi phm ln 1 vng 3 thng k t 1st ngy b k lut khin trch bng vn bn
Sa thi Dismissal
iu 34 : Khng hon thnh nhim v c giao Article 34 : Employees dont fulfill the duties and responsibilities 34.1. Khng hon thnh nhim v cng tc ng khi lng, cht lng v tin c giao. Nhim v cng tc c th c giao c trong hp ng hoc giao c bng vn bn theo tng thi k nht nh vi s ng thun ca c ngi giao vic v ngi nhn vic. Employees dont fulfill the duties and responsibilities in accordance with the assigned volume and quality of works and pace of progress. The assigned duties and responsibilities are stipulated in the labour contract or written commitment agreed by both the employer and the employees. 34.2. Thng xuyn thc hin ch tiu di mc trung bnh : l ngi lao ng c nh gi kt qu thc hin cc ch tiu c giao thp hn mc trung bnh. lm dc vic ny cp qun l trc tip ca ngi lao ng phi thc hin ng cc bc : (i) giao ch tiu, (ii) theo di qu trnh thc hin, (iii) nh gi kt qu thc hin. Employees usually fulfill the duties under the average level : employees are appraised to fulfill the assigned duties under the average level. In order to to this, the direct managers should follow the progress : (i) assign targets, (ii) supervise the work progress, and (iii) appraise the work results. - Mc trung bnh c hiu l mc c th t c ca mt ngi lao ng trung bnh trong s nhng ngi lao ng c cng mt cng vic, mt chc v v trong cng mt iu kin lm vic nh nhau. Average level is considered the achievable level of the employee with average competencies
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In the number of employees of the same work, the same postions and the same working conditions. - Ch tiu c giao phi m bo cc yu t : c th, o lng c, c th t c, lin quan n cng vic, c thi hn xc nh. Thi hn giao ch tiu ty thuc vo tng cng vic c th, thng thng l mt thng. Assigned targets must be specific, measurable and achievable. - Mc thng xuyn c hiu l mc lp i lp li ko di t nht trong 2 thng. The frequency of under average level occurred at least in 2 months. 34.3. Cng vi cc hnh thc nh ti khon 29.1 v 29.2 nhng do ngi lao ng c tnh chy li hoc khng chu sa sai hoc khng chu thay i cch hnh ng, suy ngh mc d c nhc nh, khuyn co t cp trn hoc t cc ng nghip. As stipulated in articles 29.1 and 29.2, but employees are lazy and deliberately dont correct the mistakes, dont change the thinking and actions with advices from the superiors and colleagues.
Vi phm ni quy khon Violated Labour Handbook Article No 34.1 34.2 34.3 Khin trch bng ming Verbal warning Hnh thc k lut/ Disciplinary levels Khin trch bng Chuyn lm cng vn bn vic khc c mc Written warning lng thp hn Transfer to lower positions and lower salary Vi phm ln 1 v ln 2 1st and 2nd violations Sa thi Dismissal
Vi phm ln th 3 s b n phng chm dt HL

Unilateral termination of labour contract for rd 3 violation
iu 35 : Thiu trch nhim gy thit hi vt cht v ngi v ti sn hoc c ph hoi ti sn vt cht, c gy thng tch cho ngi khc. Article 35 : Lack of responsibility to cause damage to human resource and assets, or deliberately damage the assets of the company 35.1. Ngi lao ng do thiu trch nhim hoc do l l trong nhim v trc tip hoc gin tip lm thit hi ti sn v li ch ca Cng ty hoc ca thnh vin khc hoc gy tai nn cho ngi khc : Ty theo mc thit hi hoc t l thng tt gy cho ngi khc s b x l k lut t khin trch n sa thi ( vic xc nh mc suy gim kh nng lao ng s do Hi ng gim nh Y khoa xc nh ). Employees are lack of responsibility or careless to cause the damage to assets and benefit of the company, or to cause accidents to other people. Based on the levels of damage, the written warning or dismissal will be applied. 35.2. Vi ni dung vi phm nh khon 30.1 v mc thit hi gy ra nh sau : As stipulated in article 30.1 and the levels of damage as follows : - Thit hi v li ch v ti sn mc nh t 500,000 VND n 2,000,000 VND hoc Damage of company assets and benefit from 500,000 VND to 2,000,000 VND, or - Ngi b gy thng tch suy gim kh nng lao ng di 10%. Damage of labour ability of other people below 10%. 35.3. Vi ni dung vi phm nh khon 30.1 v mc thit hi gy ra nh sau : As stipulated in article 30.1 and the levels of damage as follows :
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- Thit hi v li ch v ti sn mc khng nghim trng t 2,000,000 VND n 5,000,000 VND hoc Damage of company assets and benefit from 2,000,000 VND to 5,000,000 VND, or - Ngi b gy thng tch suy gim kh nng lao ng t 10% n 30%. Damage of labour ability of other people from 10% to 30%. 35.4. Vi ni dung vi phm nh khon 30.1 v mc thit hi gy ra nh sau : As stipulated in article 30.1 and the levels of damage as follows : - Thit hi v li ch v ti sn mc ln hn 5,000,000 VND hoc Damage of company assets and benefit over 5,000,000 VND, or - Ngi b gy thng tch suy gim kh nng lao ng t 31% tr ln, hoc Damage of labour ability of other people over 30%, or - Gy cht ngi, hoc To cause death, or - Gy tai nn cho ngi khc t 02 ngi b thng tt tr ln. To cause injury to 02 and more people. 35.5. Pht hin cc s c c nguy c gy tn hi n ti sn, tin bc ca Cng ty nhng khng thng bo cho ngi c trch nhim khc phc, sa cha. Employees detect and know the risks that may cause damage to assets and benefit of the company, but dont inform the concerned people to correct.
Vi phm ni quy khon Violated Labour Handbook Article No 35.2 Khin trch bng ming Verbal warning Hnh thc k lut/ Disciplinary levels Khin trch bng Chuyn lm cng vn bn vic khc c mc Written warning lng thp hn Transfer to lower positions and lower salary Vi phm ln 1 Ti phm trong st 1 violation vng 3 thng k t ngy b k lut khin trch bng vn bn
Sa thi Dismissal
Vi phm ln 1 35.3 35.5

1 violation
st
35.4
Vi phm ln 1
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st
1 violation
ieu 36: Li dung trach nhiem va quyen han gay that thoat, thiet hai tai san, uy tn cua Cong ty: Article 36 : Take advantage of authority and responsibility to cause the loss and damage to the assets and reputation of the company. 36.1. S dung vat lieu, trang thiet b, phng tien cua Cong ty e lam viec rieng trong hay ngoai gi lam viec.
Using machinery, equipment, goods and documents, or other assets of the Company for personal use;
36.2. Bat chap nhng khuyen cao bang mieng hoac bang van ban cua Cong ty. Ngi lao ng van cho khach hang mn tai san hoac n tien cua Cong ty. Not follow the instruction of superiors, verbal or written form, employees allow the partners to borrow the assets of the company or owe money to the company. 36.3. Cung vi noi dung vi pham cua khoan 24.2 va so tien, gia tr tai san len en 5.000.000 VND va chuyen thanh n kho oi. As stipulated in article 24.2 and the value of money and assets over 5,000,0000 VND and difficult to recover. 36.4. Xin tien, vay mn tien, hang hoa, vat dung cua i tc , cac nha cung cap. Employees ask suppliers for money, borrow money and assets from the partners and suppliers. 36.5. Dung anh hng cua mnh e vay mn tien bac, vay mn s dung cua nhan vien cap di. Employees take advantage of authority to borrow money from the junior colleagues. Vi phm ni quy khon Violated Labour Handbook Article No Hnh thc k lut/ Disciplinary levels Khin trch bng Chuyn lm cng vn bn vic khc c mc Written warning lng thp hn Transfer to lower positions and lower salary Ti phm hoc vi Ti phm trong vng 3 thng k t phm ln 2 trong vng 3 thng k t ngy b k lut ln vi phm th nht khin trch bng nd Violated again or 2 vn bn
vilolation during 3 st months from the 1 violation Violated again during 3 months from written warning
Sa thi Dismissal
Vi phm ln 1
1 violation
st
36.1
Vi phm ln 1 36.2
1 violation
st
Ti phm trong vng 3 thng k t ngy b k lut khin trch bng
Ti phm trong vng 6 thng k t ngy b k lut chuyn lm cng
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vic khc c mc lng thp hn

Vi phm ln 1 36.3 36.4 36.5

1 violation
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ieu 37: Ngi lao ng co nhng hanh vi gian doi hoac bao che cac hanh vi gian doi: Article 37 : Employees take deceitful and dishonest actions. 37.1. Cung cap nhng li khai sai s that khi co viec can ieu tra cua Cong ty. Provide the untruthful information for the investigation of the company. 37.2. Co y khai tang gia khi mua may moc, hang hoa, nguyen vat lieu hoac cac dch vu khac e ca nhan hng li. Employees deliberately increase the prices when buying machines, tools and equipment, products and goods and services for personal benefit. 37.3. Thong ong vi ngi ban e nhan dch vu, hang hoa, nguyen vat lieu khong phu hp vi so lng, chat lng quy nh. Employees compromise with the suppliers to receive services, products and materials not suitable as stipulated in the contract and purchasinf orders. 37.4. Gia mao hoa n, chng t mua ban hang hoa, dch vu, trong thanh toan cac khoan chi tieu cua Cong ty va cua ca nhan. Employees fake the invoices and documents of the payment requests. 37.5. Bo co khng trung thc, gia mao cac bao cao, cac thong tin d lieu cua Cong ty. Employees report untruthfully, submit false reports and information. 37.6. Bien thu tai san, tien bac cua Cong ty, giu gim ti sn, tin bc ca Cng ty vo ni tri quy nh, gi tr trn 10,000 VND Employees embezzled the assets and money of the company, to hide assets and money over 10,000 VND of the company in other than permitted areas 37.7. Trom cap tai san cua Cong ty, cac ong nghiep hoac cua khach hang, gi tr trn 10,000 VND Employees steal assets and money of the company, colleagues and customers over 10,000 VND 37.8. Tch im khch hng cho bn thn, ngi nh, bn b v ngi quen, gi tr trn 10,000 VND Employees accumulate customer points illegally for oneself, relatives or friends over 10,000 VND Vi phm ni quy Hnh thc k lut/ Disciplinary levels Khin trch bng Chuyn lm cng
Khin trch bng
Sa thi
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khon Violated Labour Handbook Article No 37.1
ming Verbal warning
vn bn Written warning
vic khc c mc lng thp hn Transfer to lower positions and lower salary Vi phm ln 1
1 violation
st
Dismissal
T 37.2 n 37.8
Vi phm ln 1
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ieu 38: Khong to giac hoac che giau hanh vi vi pham cua ngi khac Article 38 : Employees dont report or hide the violated actions 38.1. Biet ro hanh vi vi pham cua ngi khac nhng khong to giac, gay thiet hai cho Cong ty. Employees know well the violated actions of colleagues, but dont report to the superiors to cause loss and damage for the company. 38.2. Co tnh che giau hanh vi vi pham cua ngi khc. Khi ngi co trach nhiem yeu cau cung cap thong tin ve sai pham th co tnh tranh ne hoac xuyen tac s that. Employees deliberately hide the violated actions of colleagues, dont tell the truth or provide untruthful information when requested by authorized people. 38.3. Khong to giac hoac c tnh che giau hanh vi sai pham cua ngi khac e truc li ca nhan. Dont report or hide the violated actions of colleagues deliberately for personal benefit. Vi phm ni quy khon Violated Labour Handbook Article No 38.1 38.2 38.3 Hnh thc k lut/ Disciplinary levels Khin trch bng Chuyn lm cng vn bn vic khc c mc Written warning lng thp hn Transfer to lower positions and lower salary Vi phm ln 1 Ti phm trong st 1 violation vng 3 thng k t ngy b k lut khin trch bng vn bn
Sa thi Dismissal
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ieu 39: Cho va nhan hoi lo Article 39 : Giving and receiving bribes 39.1. Cho hoac nhan nhng vat pham, qua tang co gia tr e oi lay cong viec, mot s phan cong, mot ni lam viec tot hoac bat ky nhng ieu kien thuan li nao trong cong viec. Employees give and receive money or value gifts to offer a job, an assignment or a good position or favourable conditions at works. 39.2. Nhan hoi lo, hoa hong, tien chenh lech hoac bat ky vat pham co gia tr nao e tac ong en quyet nh at hang hoac ky hp ong cua Cong ty oi vi n v cho qua, tien. Employees receive bribes, commission and value gifts to affect the decisions to purchase goods from the suppliers or sign contracts with the cpmpany who give bribes. 39.3. Nhan hoi lo, tien chenh lech hoac bat ky vat pham co gia tr nao e tac ong en quyet nh ban vat t, tai san hoac hang hoa cua Cong ty. Employees receive bribes, commission and value gifts to affect the decisions to sell goods and assets to the customers. 39.4. Nhan tien hay qua bieu di bat c hnh thc nao ma so tien va qua bieu o c e ngh trong khi thc hien cac cong viec do Cong ty giao pho hay do pham vi trach nhiem cua mnh ma co c (v du nh hanh vi nhan hoi lo bang cac u ai ac biet hoac tham gia vao cac chng trnh khuyen mai vi danh ngha cua Cong ty). Employees receive money or gifts in any form that are requested during the progress of works assigned by the company or in the scope of responsibility. Vi phm ni quy khon Violated Labour Handbook Article No 39.1 39.2 39.3 39.4 Hnh thc k lut/ Disciplinary levels Khin trch bng Chuyn lm cng vn bn vic khc c mc Written warning lng thp hn Transfer to lower positions and lower salary
Sa thi Dismissal
Vi phm ln 1
1 violation
st
ieu 40: Vi pham bao mat thong tin Article 40 : Employees violate Commitment Of Confidentiality and/or Information Security Thong tin c Cong ty xem la bao mat va oc quyen bao gom; nhng khong ch gii han, ke hoach kinh doanh, tnh hnh kinh doanh, thong tin ve sn phm, hng ha, danh sach khach hang v nh cung cp, thong tin ve nhan vien, thng tin v lng, cac loai cong nghe hoac he thong cac chng trnh cua Cong ty. Information that the company considered to be confidential includes : Business Plan, Business and Product Information, List of customers and suppliers, Information about employees and salary, knowhow and technical programs of the company.
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Trong thi gian lam viec cho Cong ty va ca sau khi nhan vien khong lam viec cho Cong ty, nhan vien khong c phep tiet lo hoac yeu cau tiet lo cac thong tin bo mat cho bat ky ai khong co tham quyen tiep nhan nhng thong tin o hoac khong can thiet phai biet thong tin o hoac cho bat ky ngi nao khac tr khi co yeu cau cua Ban Gim c Cng ty. During and after the time working for the company, employees are prohibited to leak or request to leak confidential information of the company to anyone who are not authorized to receive or know that information without the permission from the Board of Directors. 40.1. Ngi lao ng khong c phep thao luan nhng van e nhay cam hay nhng thong tin mat cua khach hang hoac cua cac ca nhan va to chc co quan he vi Cong ty. Employees are prohibited to discuss the sensitive problems, or confidential information of the customers, suppliers or partners of the company. 40.2. Thong bao va/hoac tiet lo cac thong tin hoac tai lieu thuoc quyen s hu hoac co tnh cach b mat cua khach hang hoac cua ca nhan va to chc quan he vi Cong ty cho bat ky to chc hoac ca nhan nao khac (tr khi phap luat co quy nh khac) hoac s dung cac thong tin hoac tai lieu o cho muc ch ca nhan. Employees who inform and leak the confidential information or documents of the customers or partners of the company to any individual or organization, or use for personal goals. 40.3. Thng bo, tiet lo tnh hnh nghiep vu va cac loai thong tin lien quan en hoat ong kinh doanh cua Cong ty di bat ky hnh thc nao cho bat ky oi tng nao khi cha co s ong y cua Ban Giam oc hoac ngi c Ban Giam oc uy quyen. Employees who leak the business information of the company in any form to any individual or organization without the permission of the Board of Directors. 40.4. Cung cap hoac ban cac thong tin, tai lieu cua Cong ty cho ngi ngoai nham muc ch thu li ca nhan hoac giam uy tn cua Cong ty. Employees who provide and sell the confidential information and documents of the company to any individual and organization for personal benefit and to reduce the reputation of the company. 40.5. Cung cap hoac ban cac thong tin, tai lieu cua Cong ty cho cac oi thu canh tranh cua Cong ty. Employees who provide or sell confidential information and documents of the company to the competitors of the company.
Vi phm ni quy khon Violated Labour Handbook Article No 40.1
Hnh thc k lut/ Disciplinary levels Khin trch bng Chuyn lm cng vn bn vic khc c mc Written warning lng thp hn Transfer to lower positions and lower salary Vi phm ln 1 Ti phm trong st 1 violation vng 3 thng k t ngy b k lut khin trch bng
Sa thi Dismissal
Ti phm trong vng 6 thng k t ngy b k lut chuyn lm cng
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vic khc c mc lng thp hn

Vi phm ln 1 40.2 40.3

1 violation
st
40.4 40.5
Vi phm ln 1
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ieu 41: Xung ot quyen li: Article 41 : Benefit conflicts 41.1. Ngi lao ng khong c s dung may moc thiet b (may vi tnh, may fax, may photocopies, may scan, he thong internet) cua Cong ty vao muc ch ca nhan. Employees are prohibited to use machines and equipment of the company ( computers, fax machines, photocopiers, scanners, internet system ) for personal use 41.2. Ngi lao ng khong c thc hien bat ky khoan au t ca nhan nao vao mt doanh nghiep neu nh viec au t nay co the tac ong hay ro rang co anh hng en viec ngi lao ng a ra cac quyet nh kinh doanh nhan danh cua Cong ty. Neu ngi lao ng a thc hien nhng khoan au t nh vay trc khi tham gia vao Cong ty th ngi lao ng phai bao cao chnh thc s viec o v c s chp thun ca Gim c siu th hoac Ban Gim c Cng ty bng vn bn. Employees are prohibited to invest personal capital into an organization if the investment can affect the business decisions of the employees on behalf of the company. If employees have invested before joining the company, employees must report it to the Store Manager or the Board of Directors and get the approval in written form. 41.3. Ngi lao ng khong c thc hien cac giao dch thng mai hoac kinh doanh ca nhan va/hoac lien ket vi bat ky to chc hoac ca nhan nao khac e canh tranh tren cac lnh vc hoat ong kinh doanh cua Cong ty. Employees are prohibited to do business transactions or personal business, and/ or cooperate with any individual or organization to compete with the company in any field. 41.4. Ngi lao ng khong c ong thi lam viec cho bat ky to chc hay ca nhan nao khac ke ca nhng c quan nha nc di bat c hnh thc nao trong khi ang lam viec cho Cong ty ma khong co s ong y bang van ban cua Cong ty.
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Employees are prohibited to work for any other individual or organization during the time working for the company without the permission in written form of the Board of Directors. 41.5. Ngi lao ng khong c lam dung danh ngha, c s vat chat hoac moi quan he cua Cong ty vao bat ky muc ch ca nhan cua mnh hoac phuc vu cho nhng cong viec ben ngoai. Viec s dung danh ngha, c s vat chat hoac nhng moi quan he cua Cong ty vao muc ch t thien hoac v muc ch phi li nhuan ch c phep khi co s chap thuan cua Tong Giam oc. Employees are prohibited to take advantage of the name, infrastructure or relationship of the company to serve for personal goals. Employees can only use the name, infrastructure and relationship of the company for charitable works or non-profit goals with the approval of the General Director. 41.6. Ngi lao ng phai thong bao va xin y kien bang van ban ca Gim c siu th hoc Ban Gim c Cng ty nu nh nhan vien hay ngi than trong gia nh cua nhan vien s hu tai san hoac quan ly tai san co gia tr ln va/hoac hang hoa ma Cong ty ang thu mua hoac thue mn. Employees must inform and get the approval in written form of the Store Manager or the Board of Directors if the employees or their relatives who own or manage the assets or source of goods that the company rent or purchase. 41.7. Do tnh chat cong viec kinh doanh cua Cong ty, ngi lao ng thng phai lien lac vi nha cung cap, khach hang e co c gia hp ly nen ngi lao ng co trach nhiem phai tm ra nhng nguon cung cap co li nhat co the co cho Cong ty. Bat ky hanh ong xui giuc hay nai n e c hng mot khoan hoa hong cho ca nhan eu b tuyet oi nghiem cam. Employees have responsibility to find out the best suppliers with the best price for the company. Any actions to request commission for personal use are prohibited. Vi phm ni quy khon Violated Labour Handbook Article No 41.1 Hnh thc k lut/ Disciplinary levels Khin trch bng Chuyn lm cng vn bn vic khc c mc Written warning lng thp hn Transfer to lower positions and lower salary Vi phm ln 1 Ti phm trong st 1 violation vng 3 thng k t ngy b k lut khin trch bng vn bn
Sa thi Dismissal
T 41.2 n 41.7 ieu 42. Chnh sach tang qua: Article 42 : Gift Policy
Vi phm ln 1
1 violation
st
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Nhiem vu chnh cua Cong ty la bn l v bn s hang hoa thuoc lnh vc thc pham va phi thc pham. Thong qua oi ngu nhan vien mua hang, Cong ty mua hang t cac nha cung cap trong va ngoai nc, ban hang hoa lai cho khch hng mua l v mua s. Trong moi trng lam viec nh vay, viec ngi lao ng nhan qua t cac nha cung cap, cac khach hang, cac ng vien xin viec lam hay cac oi tng khac co quan he vi cong ty trong kinh doanh, trong cong viec va trong moi hoat ong cua cong ty se anh hng rat nhieu en quyet nh kinh doanh cua Cong ty. V vay viec ngi lao ng nhan qua t cac nha cung cap, cac khach hang, cac ng vien xin viec lam hay bat ky oi tng nao co quan he giao dch kinh doanh noi rieng va trong hoat ong cua Cong ty noi chung ma khong thong bao cho Ban Giam oc Cong ty c xem la hanh vi nhan hoi lo. The main function of the company is wholesales and retail the products of food and non-food. Through the buyer teams, the company purchase goods from the suppliers inside and outside Vietnam, to sell the goods to the customers of wholesales and retail. In this environment, if the employees receive gifts from the suppliers, customers and partners, recruitment candidates or anyone who have business transactions with the company, it will affect so much to the business decisions and the operations of the company. So receiving gifts from above-mentioned partners without report to the Board of Directors are considered taking bribes. 42.1. Ngi lao ng khong c nhan hoac cho phep ngi than trong gia nh mnh nhan qua tang, la tat ca nhng g co gia tr, bao gom nhng khong gii han, cac dch vu, khoan vay, ve i ngh mat hoac bt ky s u ai nao khac (noi chung la qua tang) t bat ky ai, bao gom nhng khong gii han nha cung cap, cac ng vien xin viec, t cac nhan vien khac e oi lay quan he kinh doanh vi Cong ty hay lay mot cong viec, mot s phan cong thun li v.v.. Employees are prohibited to receive or allow the family members to receive gifts, means anything value, including services, loans, holiday packages, or any other favourable ones from suppliers, partners, other employees and candidates in exchange with the business transactions with the company, or favourable positions and assignments, etc. 42.2. Co the chap nhan mot vai ngoai le cua chnh sach tang qua c ap dung oi vi qua tang khong bang tien mat, co gia tr tng ng (tr gia qua tang di 50 o la My) va co the en ap c (chang han mi uong nc v muc ch xa giao hoac tang ve mi xem the thao, am nhac), mien la qua tang khong ngu y hi lo hoac co the hieu nh vay. Tuy nhien, ngi lao ng co trach nhiem khai bao tat ca cac dang qua tang nay cho Ban Giam oc Cong ty, viec khong khai bao c xem nh la hanh vi nhan hoi lo va se b x ly ky luat. Some exceptions of the gift policy are accepted for non-cash gifts, value below 50 USD (for example drinking invitation, music and sport tickets), but the employees have responsibility to report these gifts to the Board of Directors. Taking these gifts without report will be considered taking bribes and are objectives for disciplinary actions. 42.3. Trong trng hp neu viec t choi hoac tra lai qua tang hoan toan khong thc te hoac gay ton hai en moi quan he kinh doanh, ngi lao ng co the nhan qua tang nhng phai khai bao vi Ban Gim c Cong ty, ong thi trng bay cong khai qua tang o tai Cong ty hay phai nh gia qua tang o e ong gop mot so tien tng ng vao quy danh rieng cho hoat ong t thien cua Cong ty. If the actions of not receiving the gifts are not realistic or may affect the business relationship, the employees can receive the gifts but have to report to the Board of Directors and display the gifts
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officially at the office, or set a price for the gift and contribute the equivalent money to the charitable fund of the company. 42.4. Bat ky tr gia cua qua tang la bao nhieu, tat ca qua tang phai c bao cao bang van ban cho Ban Giam oc. All the gifts, even with any value, must be reported in written form to the Board of Directors. Vi phm ni quy khon Violated Labour Handbook Article No 42.1 42.3 42.4 Hnh thc k lut/ Disciplinary levels Khin trch bng Chuyn lm cng vn bn vic khc c mc Written warning lng thp hn Transfer to lower positions and lower salary
Sa thi Dismissal
Vi phm ln 1
1 violation (Khng khai bo cho Cng ty) (Not declare to the Company)
st
ieu 43. Quay roi va e doa: Article 43 : Harassment and threatening 43.1. Quay roi tnh duc phai b len an va hoan toan khong phu hp vi truyen thong cua Lotte, nghiem cam bat ky hnh thc quay roi tnh duc va s e doa nao c thc hien bi hoac nham chong lai ngi quan ly, nhan vien, khach hang, ngi ban hang hay khach vieng tham. Sex harassment should be condemned and completely not suitable for the tradition of Lotte Mart, all the forms of sex harassment and threatenings against management staff, employees, customers, suppliers and visitors are prohibited strictly. 43.2. Cac trao oi di dang van ban hoac tra li trong noi bo Cong ty hoac trao oi vi cac ca nhan ben ngoai Cong ty khong c ham cha bat ky mot tuyen bo hoac mot tai lieu nao nham cong kch ngi khac. Nhan vien khong c s dung he thong may tnh cua Cong ty e gi hay nhan hnh anh ien t hoac van ban co noi dung xuc pham dn toc, nhao bang chung toc hay bat c noi dung nao co the c coi la quay roi , cong kch hoac xuc pham ngi khac. All the internal and external exchanges in the written form must not include any statement or any document to criticize bitterly other people. Employees must not use internal system of the company to send or receive any pictures and documents that have contents to national criticism and racial discrimination or any contents that can be considered to harass, to hurt and attack other people. 43.3. Neu nhan vien tin rang mnh ang la oi tng quay roi hoac e doa th nhan vien nen bao cao ngay cho ngi quan ly trc tiep hoac ngi quan ly cap cao hn va phong nhan s. Cong ty ngay lap tc tien hanh ieu tra ca nhng cao buoc ve hanh vi quay roi hoac e doa va co nhng bien phap x ly thch ang. If employees believe that they are objectives to be harassed or threatened, they should report quickly to the direct managers or HR Department. The company will investigate shortly all the complaints of harassment and threatening and issue strict disciplinary actions.
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Vi phm ni quy khon Violated Labour Handbook Article No 43.1 43.2
Hnh thc k lut/ Disciplinary levels Khin trch bng Chuyn lm cng vn bn vic khc c mc Written warning lng thp hn Transfer to lower positions and lower salary
Sa thi Dismissal
Vi phm ln 1
1 violation
st
ieu 44. Ton trong to chc: Article 44 : Respect the company 44.1. Nghiem cam ngi lao ng bang bat ky hnh thc nao, ch trch, phe bnh Cong ty, ch trch, phe bnh bat ky cap quan ly nao va cac chnh sach hoat ong cua Cong ty hay a ra nhng li nhan xet, am tieu lam giam cac gia tr ca nhan hoac chnh Cong ty hoac bat ky mt ca nhan, to chc c quan nao ben ngoai. Employees are prohibited to criticize the company or management leaders or company policies in any forms. Employees are also prohibited to give criticism, gossip and rumours to reduce the reputation and value of the company and individuals inside and outside the company. 44.2. Khi ay u chng c xac thc cho nhan xet cua rieng mnh ve mot ca nhan, mot cap quan ly ve chnh sach hoat ong cua Cong ty, ngi lao ng c phep trnh bay phan anh rieng vi cac cap quan ly cua Cong ty e c giai thch hoac tiep nhan mot cach thoa ang. If the employees have clear evidences to clarify the opinions about individuals and the company, the employees should present their opinions to the leaders of the company for explaination and investigation. 44.3. Cong ty khong co trach nhiem tiep nhan bat ky y kien nham phe bnh hay ch trch nao cua ngi lao ng ve mot to chc hoac mot ca nhan khong thuoc trach nhiem quan ly cua Cong ty. The company dont have responsibility to receive any opinions of the employees to criticize an individual or organization that not belong to the management of the company. Vi phm ni quy khon Violated Labour Handbook Article No 44.1 Hnh thc k lut/ Disciplinary levels Khin trch bng Chuyn lm cng vn bn vic khc c mc Written warning lng thp hn Transfer to lower positions and lower salary
Sa thi Dismissal
Vi phm ln 1
1 violation
st
ieu 45. o ac that lac Article 45 : Missing assets Tnh lng thien trong cong viec la mot thai o rat quan trong va Cong ty mong i moi ngi lao ng phai duy tr thoi quen nay. Ngi lao ng phai nop lai ngay cho quan ly trc tiep nhng o
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ac ma khach hang, nha cung cap hay ong nghiep e quen trong pham vi khu vc Van phong hay cac trung tam sieu th. Honest at work is the most important attitude that the company hope all the employees to maintain it. Employees have to hand in to the direct managers all the missing assets of the customers, suppliers, or colleagues to leave at the offices and stores. Ngi lao ng vi pham ieu nay trong lan au tien se b hnh thc ky luat sa thai. Employees will be dismissed if violated 1st time this article. ieu 46. Trnh t giai quyet khieu nai cua ngi lao ng Article 46 : Procedure to settle the complaints of the employees 46.1. Cong ty khuyen khch ngi lao ng trao oi e tm hng giai quyet cac van e ho quan tam va cac gop y vi ngi quan ly trc tiep vao bat c luc nao. Ngi quan ly trc tiep la ngi luon san sang lang nghe va tm hieu c hoi e trao oi vi ngi lao ng. The company encourage employees to discuss to find out solutions for the concerned problems, employees can discuss the opinions with the direct superiors at any time. Direct superiors are the ones that always listen and find out opportunities to discuss with the employees. 46.2. Sau nhng cuoc thao luan vi ngi quan ly trc tiep. Ngi lao ng co the yeu cau xem xet them ve mot van e nao o hoac mot quyet nh va c khuyen khch trao oi vi ngi quan ly cap cao hn. After the discussion with the direct superiors, employees can request further discussions with higher superiors about concerned problems. 46.3. Theo nguyen vong cua ngi lao ng, nhng cuoc thao luan them se co mat hoac khong co mat cua ngi quan ly trc tiep cua ngi lao ng o. The direct superiors of the employees can be present or absent at the further discussions with higher superiors if the employees request. 46.4. Viec tho luan co the a len cap quan ly lien quan cao hn khi can thiet e giai quyet. Toan bo tien trnh phai c thc hien da tren moi no lc nham em lai moi quan he tot ep gia ngi lao ng va ngi quan ly trc tiep. The discussions can be submitted to the higher concerned leaders to solve the problems smoothly. All the progress are aimed at the results to bring the good relationship between employees and direct superiors.
iu 47 : Trch nhim vt cht Article 47: Responsibility of compensation 47.1. Quy nh th tc, phng php v thm quyn nh gi mc thit hi vt cht, trch nhim vi tng trng hp xy ra thit hi. Stipulate procedures, methods and authority to evaluate the level of damage, Responsibility for each case of compensation. 47.1.1. Th tc, phng php v thm quyn nh gi mc thit hi vt cht. Procedures, methods and authority to evaluate the level of damage. 47.1.1.1. Khi xy ra thit hi vt cht, mt mt h hng ti sn thit b hoc c hnh vi khc gy thit hi cho ti sn cng ty, b phn qun l trc tip phi tin hnh lp bin bn bc u v tnh hnh thit hi, hin trng v ng thi phi bo ngay v Ban Gim c, phi nhanh chng
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LABOUR HANDBOOK
mi cc thnh vin c nhim v trong cng ty phi hp vi c quan chc nng ( nu xy ra thit hi nghim trng ), tin hnh nh gi, xc nh mc thit hi vt cht v ton b tin trnh dn n thit hi lm cn c cho vic xc nh nguyn nhn v mc trch nhim gy ra thit hi. Cc thnh vin phi l ngi t cch chu trch nhim trong vic nhn nh, nh gi xc nh ca mnh do Ban Gim c cng ty c. Khi x l k lut phi thng nht vi Ban Chp hnh Cng on c s. In cases of losing assets equipment or other actions to cause damages to the assets of the company, the direct management staff must make minutes of situation, level of damage, report as soon as possible to the Board of Directors, invite involved members to cooperate with the authority organizations ( if damage is serious ) to evaluate and define level of damage and the whole process to cause damage to define the reasons and level of responsibility. The involved members must be capable to evaluate and appointed by the Board of Directors. The disciplinary results must be agreed by the Trade Union. 47.1.1.2. Mc thit hi vt cht chia lm 2 lai : Level of damage includes two kinds. Thit hi khng nghim trng : mc thit hi di 5 triu ng. Non-serious damage : Less than 5,000,000 VND. Thit hi nghim trng : mc thit hi t 5 triu tr ln. Serious damage : More than 5,000,000 VND. 47.1.2. Quy nh phm vi mc trch nhim i vi cc trng hp xy ra thit hi. Scope and levels of responsibility in cases of damage. Mc trch nhim i vi mc thit hi vt cht chia lm 4 lai: Levels of responsibility include include 4 kinds. 47.1.2.1. Bi thng mt phn hoc ton b theo thi gi th trng. Compensation with an amount for the whole or a part of the asset at the market price. 47.1.2.2. Bi thng theo hp ng c trch nhim. Compensation with the contract of responsibility. 47.1.2.3. Bi thng thit hi khng nghim trng do s sut. Compensation of non-serious damage in case of negligence. 47.1.2.4. Bi thng thit hi do trng hp bt kh khng. Compensation in case of force majeure. 47.1.3. Cc trng hp phi bi thng vt cht, mc bi thng, th tc v phng thc bi thng/ Cases, levels and procedures of compensation. 47.1.3.1. Trng hp bt kh khng th khng phi bi thng. In cases of force majeure, no compensation shall be required. 47.1.3.2. Trng hp ngi lao ng c giao trch nhim qun l cc dng c, thit b, ti sn ca cng ty c hp ng trch nhim m b h hao, mt mt th phi bi thng theo hp ng k kt. In cases where a contract of responsibility has been signed by the parties, the amount of compensation must be be in accordance with the contract of responsibility. 47.1.3.3. Ngi lao ng lm h hng dng c, thit b, hoc gy thit hi v ti sn cho cng ty khng nghim trng do s sut th phi bi thng nhiu nht l 3 thng lng v khu tr vo hng thng, mi thng khng qu 30% tin lng hng thng ca ngi lao ng.
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LABOUR HANDBOOK
An employee who damages tools, equipment or causes non-serious loss to the company in case of negligence must compensate 3 months of salary at most, compensation will be deducted in monthly salary, not exceed 30% of the salary each month. 47.1.3.4. Cc trng hp bi thng theo thi gi th trng: ngi lao ng c lm h hng ti sn, thit b hoc c hnh vi khc gy thit hi cho cng ty nghim trng. An employee who damages assets and equipment intentionally or causes serious loss to the company must compensate with an amount for the whole or a part of the asset at the market price depending on the nature of each case. 47.1.4. Khi cng ty quyt nh mc bi thng cn xem xt thc trng gia nh, nhn thn v ti sn ca ng s. The company will consider the family situation and assets of the employee concerned when decide the level of compensation. 47.2. Trng hp ngi lao ng b k lut sa thi phi c trch nhim np s tin bi thng trc khi ngh vic. In case of dismissal, the violated employees have responsibility to pay all the compensation before leaving the company. iu 48: Th tc x l vi phm k lut lao ng Article 48 : Procedure of executing the labour disciplinary actions 48.1. Khi tin hnh x l lut lao ng, cng ty phi chng minh c li ca ngi lao ng .When selecting on the disciplinary measures against the violated employees of the labor discipline, the company must prove the offense of the employee. 48.2. Mi hnh vi vi phm k lut lao ng ch b x l bng mt hnh thc k lut. Khi ngi lao ng c nhiu hnh vi vi phm Ni quy lao ng cng mt lc th Cng ty s p dng hnh thc . k lut cao nht tng ng vi hnh vi vi phm nng nht Each disciplinary measure will be applied for each violated action. In case employees take many violated actions at the same time, the highest disciplinary measure will be applied for the highest violated action. 48.3. Cc cp qun l ca cng ty tuyt i khng c xm phm thn th, nhn phm ca Ngi lao ng khi x l vi phm k lut lao ng. When examining an alleged labor discipline violation, the concerned managers must not attact or criricize the body and morality of the employees. 48.4. Thi hiu tin hnh xem xt i n quyt nh x l vi phm k lut lao ng ti a l 3 thng k t ngy xy ra vi phm, trng hp c bit cng khng qu 6 thng. The time limit for examining a labour discipline violation is maximum 3 months from the date of violation. The special cases must not exceed 6 months. 48.5. Thi hiu ca mt n k lut ( k t ngy ra quyt nh x l k lut ) : The validity of a disciplinary action ( from the date of disciplinary decision ) : - 3 thng i vi hnh thc k lut khin trch 3 months for measures of verbal and written warning - 6 thng i vi hnh thc chuyn lm cng vic khc c mc lng thp hn . 6 months for the measure of transfer to another job with lower salary Sau thi hn nu trn ,nu ngi b x l k lut khng ti phm vi bt k hnh thc k lut no khc th n k lut c c xa b.
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LABOUR HANDBOOK
A violated employee of the labor discipline shall be automatically reinstated, if he/she does not commit another violation within three months from the date of the warning decsion and within six months from the date of the decision of transfer to another job with lower salary. 48.6. Khong thi gian m Ngi lao ng b k lut chuyn lm cng vic khc c mc lng thp hn c th rt ngn li nu Ngi lao ng chng t c s tin b ng k trong thi lm vic v sa sai ca mnh. The duration of disciplinary actions of transfer to another job with lower salary can be shortened if the violated employees show the best improvement in mending the working attitudes and styles. 48.7. Trng hp Ngi lao ng ang th n k lut chuyn lm cng vic khc c mc lng thp hn,nu tip tc vi phm bt k cc iu khon no trong Ni Quy Lao ng n mc phi x l k lut t khin trch tr ln th hnh thc k lut cui cng l sa thi. The employee, who has been disciplined and transferred to another job and lower salary, will be dismissed if he/she commits a new offense while the term of the earlier disciplinary measure is still in effect. 48.8. Hnh thc k lut chuyn cng vic khc c mc lng thp hn c p dng vi ngi lao ng b khin trch bng vn bn m tip tc vi phm bt k cc iu khon no trong Ni Quy Lao ng n mc phi x l k lut t khin trch tr ln trong thi hn 06 thng k t ngy khin trch bng vn bn. The disciplinary measure transfer to another job with lower salary will be applied for the employees who get Written Warning and repeats the offence or commits other violations in 06 months from the date of written warning. 48.9. Mi trng hp xem xt k lut phi m bo tnh chnh xc, y , r rng v cng khai. Vic xt v ra quyt nh k lut phi theo ng trnh t nh quy nh v cc th tc phi c lp y vi cc ch k ca cc bn lin quan. Cc vn bn quy nh cho tin trnh xem xt k lut lao ng bao gm : Each case of examining the disciplinary action must be exact, clear, sufficient and open. The proceedings of a disciplinary case regarding a violation of the labor discipline must be in accordance with lawful regulations and Labour Codes must be preserved in writing as follows :
Khin trch bng ming Verbal warning Khin trch bng vn bn Written warning Chuyn lm cng vic khc c mc lng thp hn Transfer to lower positions and lower salary Sa thi Dismissal
Bin bn vi phm Minute of discipline violation ngh k lut ngi lao ng Request of disciplinary action Bin bn x l k lut Minute of disciplinary meeting
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LABOUR HANDBOOK
Quyt nh k lut ngi lao ng Disciplinary decision
Trng hp ngi lao ng vi phm k lut khng chu k vo bin bn, ngi lp bin bn c th mi i Din ca t chc Cng on c s chng kin v xc nhn vo bin bn, trong trng hp ny ngi lp bin bn phi ghi r ni dung l ngi vi phm khng chu k nhng khng a ra l do .Khi bin bn vn c gi tr xem xt cc bc tip theo ca tin trnh x l k lut. In case the violated employees dont want to sign the minutes, the representative of Trade Union can be invited to witness and confirm on the minute that the violated employees dont want to sign and dont state legitimate reasons. Then the minute, even without signature of violated ones, will be valid for the progress of disciplinary actions. iu 49 : Thm quyn x l k lut Article 49 : Authority to decide disciplinary actions Hnh thc x l k lut khin trch bng ming hoc khin trch bng vn bn phi c quyt nh hoc ph duyt bi Tng Gim c hoc do ngi c Tng Gim c y quyn bng vn bn quyt nh. Hnh thc x l k lut chuyn lm cng vic khc c mc lng thp hn hoc sa thi phi do Tng Gim c ra quyt nh hoc c quyt nh bi ngi c Tng Gim c y quyn bng vn bn trong thi gian Tng Gim c vng mt. The measures of verbal or written warnings must be decided and approved by the General Director, or the person authorized by the General Director in written form. The measures of transfer to another job with lower salary and dismissal must be decided by the General Director or the person authorized by the General Director in written form during the absence of the General Director. Trong thi hn 7 ngy k t ngy nhn c thng bo quyt nh k lut ca cng ty, ngi lao ng vi phm k lut c quyn khiu ni ln cp c thm quyn cao hn. Nu khng c bt k khiu ni no trong thi gian , Ngi lao ng vi phm c xem nh chp nhn quyt nh k lut ca cng ty. During the 7 days from the date of receiving the disciplinary decision, the violated employees have the right to complain to the Board of Directors and Trade Union. If not, the violated employees can be considered to accept the disciplinary decisions. iu 50 : Trnh t x l k lut: Artile 50 : Progress of disciplinary actions Khi pht hin hnh vi vi phm, cp qun l trc tip Ngi lao ng hoc nhng ngi c trch nhim gi gn an ton trt t nh lc lng Bo v, Ph trch Kim sot ni b, Nhn s ,Hnh chnh, (c gi chung l ngi gim st ni quy) phi lp ngay bin bn vi phm. Bin bn vi phm ngay sau c gi cho cp qun l trc tip ca ngi lao ng (nu cp qun l ngi lao ng khng l ngi trc tip lp bin bn ). When detecting the violated actions of the employees, the direct superiors or the people in charge of security, internal audit, human resources or administration ( the regulation supervisors ) must establish the violation minutes. The violation minutes will be sent to the
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LABOUR HANDBOOK
direct superiors of the violated employees ( if the direct superiors are not the persons who establish the violation minutes ). i vi nhng hnh vi sai tri hoc nhng vi phm c th p dng mc k lut: (i) chuyn cng tc khc c mc lng thp hn, (ii) sa thi, cp qun l trc tip ngi lao ng phi bo co ngay cho cp Qun l, Gim c siu th, Phng nhn s v Ch tch cng on c s. Khi vic vi phm din tin cp phc tp v s c mt ca ng s c th gy kh khn cho qu trnh iu tra v kt lun, Cng ty c th tm thi nh ch cng tc ca Nhn vin lin quan .Thi hn nh ch cng tc khng qu 15 ngy v trong cc trng hp c bit cng khng qu 3 thng. For the violated actions that can be applied the measures of transfer to another job with lower salary and dismissal, the direct superiors of the violated employees must report quickly to the Managers, Store Manager, HR Manager and Trade Union Chairman. The company have authority to suspend the works of violated employees for investigation. The temporary suspension of an employee's work shall not exceed 15 days, and even in special cases, it shall not exceed three months. Cp qun l trc tip ca ngi lao ng vi phm s lp ngh x l k lut nhn vin v chuyn cho Qun l Tng v ( cc trung tm thng mi) hoc Phng Nhn s (Vn phng chnh). The direct superiors of the violated employees will make a request to discipline violated employees to send to the Admin Manager (Stores) or HR Department (Head Office). ngh x l k lut nhn vin s c Phng Nhn s chuyn n Tng Gim c hoc ngi c Tng Gim c y quyn tin hnh xem xt v ra quyt nh k lut trong phin hp x l k lut lao ng. HR Department will submit to the General Director, or the person authorized by the General Director in written form, to consider and decide the measures of disciplinary actions in the meeting of disciplinary violation. i vi cc mc x l t chuyn cng vic khc c mc lng thp hn n sa thi, phi c kin tn thnh ca i din Ban chp hnh Cng on c s nhm mc ch pht hin, tm hiu su st hn v ng c vi phm, nhng hon cnh, chi tit xung quanh s vic trc khi i n nhng quyt nh su hn v hnh thc k lut ngi lao ng. The measures of transfer to another job with lower salary and dismissal must get the approval of representative of the Trade Union to ensure the objectiveness and in accordance with Labour Codes. Sau khi c quyt nh v hnh thc k lut ca Tng Gim c hoc ngi Tng Gim c y quyn, quyt nh ny s c chuyn cho cp qun l trc tip triu tp ngi lao ng n thng bo k lut, Khi thng bo k lut ngi lao ng, cn phi mi i din Cng on tham gia. After the General Director, or the person authorized by the General Director in written form, decide the measures of disciplinary actions, the decisions will be sent to the direct superiors to inform to the violated employees with the witness of the representative of the Trade Union. Cc cp qun l ca Cng ty cn tham kho thm mc 2, phn IV ca Thng T 19/2003/TTBLDTBXH v trnh t ,th tc x l k lut lao ng: The management staff should consult the Artice 2, Part 4 of the Circular 19/2003/TT-BLDTBXH about the procedure of disciplinary actions.
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CHAPTER 10: IU KHON THI HNH CHNG 10: IMPLEMENATION PROVISION Ni quy lao ng ca Cng ty Trch nhim Hu Hn TTTM Lotte Vit nam c hiu lc k t ngy c S Lao ng TPHCM chun y. The Internal Labour regulation of Lotte Vit nam Shopping Company Limited will be taken validity from the date having written approval from HCMC Labour Department. Ni quy ny c ph bin n tng ngi lao ng v nhng im chnh ca Ni quy Lao ng s c nim yt n ni lm vic; Phng Nhn s v nhng ni cn thit khc ti Cng ty These Regulations are propagated to every employee and the main points of these Rules shall be posted up at the working place and other necessary places of the Company. Ngi lao ng trong Cng ty phi c trch nhim thc hin nghim chnh Ni quy ny. Employees must be respobsible for immplemeting this Regulations.
TPHCM, ngy thng nm 2010 HCMC, Date: , 2010 Cng ty TNHH TTTM Lotte Vit nam For Lotte Vietnam Shopping Company Limited, TNG GIM C GENERAL DIRECTOR
CH TCH CNG ON CHAIRMAN OF TRADE UNION
HONG PYONG GYU

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CNG TY TNHH TTTM LOTTE VIETNAM LOTTE VIETNAM SHOPPING COMPANY LIMITED

NI QUY LAO NG LABOUR HANDBOOK

Thng 12, 2010 December, 2010

LI GII THIU INTRODUCTION

Tuyn dng Recruitment

iu 19: Article 19:

Quyn li khc Other benefit:

CHNG 6: CHM DT HP NG LAO NG CHAPTER 6: LABOUR CONTRACT TERMINATION

Khin trch bng ming Verbal warning

Khi c s ngy ngh cng dn nh quy nh/ When the

Ti phm trong vng 6 thng k t

vng 3 thng k t ln vi phm th nht

ngy b k lut khin trch bng vn bn

ngy b k lut chuyn lm cng vic khc c mc lng thp hn

30.4 30.5 30.6 30.7

Vi phm ln 1 30.8 30.9 30.10 30.11 30.12

Ti phm trong vng 3 thng k t ngy b k lut khin trch bng vn bn

ni quy khon Violated Labour Handbook Article No 31.1

Khin trch bng ming Verbal warning

Khin trch bng vn bn Written warning

Ti phm hoc vi phm ln 2 trong vng 3 thng k t ln vi phm th nht

Vi phm ln 1 31.2 31.4

Ti phm trong vng 3 thng k t ngy b k lut khin trch bng vn bn

32.1 32.2 32.5 32.6

phm ln 2 trong vng 3 thng k t ln vi phm th nht

vng 3 thng k t ngy b k lut khin trch bng vn bn

Vi phm ln 1 32.4 32.7

Ti phm trong vng 3 thng k t ngy b k lut khin trch bng vn bn

Vi phm ln th 3 s b n phng chm dt HL

Vi phm ln 1 35.3 35.5

Khin trch bng ming Verbal warning

Ti phm trong vng 3 thng k t ngy b k lut khin trch bng

Ti phm trong vng 6 thng k t ngy b k lut chuyn lm cng

vic khc c mc lng thp hn

Vi phm ln 1 36.3 36.4 36.5

Khin trch bng

khon Violated Labour Handbook Article No 37.1

ming Verbal warning

Khin trch bng ming Verbal warning

Khin trch bng ming Verbal warning

Vi phm ni quy khon Violated Labour Handbook Article No 40.1

Khin trch bng ming Verbal warning

Ti phm trong vng 6 thng k t ngy b k lut chuyn lm cng

vic khc c mc lng thp hn

Vi phm ln 1 40.2 40.3

Khin trch bng ming Verbal warning

Khin trch bng ming Verbal warning

Vi phm ni quy khon Violated Labour Handbook Article No 43.1 43.2

Khin trch bng ming Verbal warning

Khin trch bng ming Verbal warning

Quyt nh k lut ngi lao ng Disciplinary decision

CH TCH CNG ON CHAIRMAN OF TRADE UNION

HONG PYONG GYU

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