So tay nhan vien tiếng anh (Employees Book)

CHAPTER I6RECRUITMENT AND LEVEL OF POSITIONS6I.RECRUITMENT61.Recruitment62.Appointment63.Probation64.Employment contract6II.LEVEL OF POSITIONS71.Level of positions72.Assignment of work on level of positions7CHAPTER 28WORKING HOURS81.Working hours82.Break times8CHAPTER 38SALARY AND BENEFITS8I.SALARY AND MANAGEMENT SALARY81.Timekeeping and Salary Payment82.Procedures of timekeeping83.Pay raise94.Working overtime and overtime payment9II.BENEFITS FOR EMPLOYEES101.General term102.13th Salary103.Annual leave114.Public holidays125.Sick leave hospitality leave (as Article from 24 to 28 of Social insurance Law)126.Maternity leave and leave for female staff137.Full paid leave138.Nopay leave149.Social insurance, medical insurance and unemployment insurance.1410.Training1511.Annual health check up1512.Annual trip domestic and oversea1613.Meal allowance16CHAPTER 517TERMINATION OF EMPLOYMENT CONTRACT171.Termination of employment contract17CHAPTER 518TERMINATION OF EMPLOYMENT CONTRACT181.Procedure to terminate employment contract182.Procedure to terminate employment contract183.Retirement18CHAPTER 619BUSINESS TRIP191.Travel planning192.Travel allowance19CHAPTER 719PERFORMANCE APPRAISAL191.Scope192.Appraisal rank is divided in 5 levels193.Regulation20CHAPTER 820LABOUR SAFETY AND LABOUR SANITATION201.Labor safety202.Labor sanitation213.Labor accident21CHAPTER 922CODE OF CONDUCT221.Transaction with suppliers222.Corruption, bribery, cheating223.Conflict of interest224.Dissemination, distribution235.Alcohol, cigarette, drug and gamble246.Common order in company24CHAPTER 1024PERSONAL INFORMATION WORKING DISCIPLINES241.Changing personal information242.In and out working place253.Working attitude254.Dress code and uniform255.Using computer256.Using email267.Telephone26CHAPTER 1126PROTECT ASSET, BUSINESS AND TECHNOLOGY SECRET26CHAPTER 1227DISCIPLINE AND MATERIAL RESPONSIBILITY27I.DISCIPLINE271.Disipline methods272.Discipline violated behaviors283.The order and procedure for handling labor discipline30II.MATERIAL RESONSIBILITY31III.PROBLEM SOLVING31

EMPLOYEE’S HANDBOOK

TÊN CÔNG TY (COMPANY NAME)

Logo Cty

EMPLOYEE’S HANDBOOK

EMPLOYEE’S HANDBOOK

INTRODUCTION

The employee’s handbook is designed to serve as a guide to all staff, providinginformation on working conditions, employees’ rights and obligations and otherrelated policies Employee shall read, understand and strictly comply with all theregulations stipulated in the employee’s handbook

The handbook describes all staff’s responsibilities in regard to their workingactivities, the Company’s culture, and benefits for employees, discipline with thepurposes to provide a balanced working environment where the employees candevelop their best personally and professionally

Still, the handbook may not cover all the circumstances In that regard, depends on thebusiness situation and the needs of development, the Company reserves the right tomake changes to these regulations from time to time Such amendments will becirculated to all staff members

For terms that are not covered in this handbook, the Company will perform inaccordance to the Company’s Labor Regulations, Staff Collective Agreement and theVietnam’s Labor Code

LA PETITE EPICERIE SAIGON 1

CHAPTER I 6

RECRUITMENT AND LEVEL OF POSITIONS 6

I RECRUITMENT 6

1 Recruitment 6

2 Appointment 6

3 Probation 6

4 Employment contract 6

II LEVEL OF POSITIONS 7

1 Level of positions 7

2 Assignment of work on level of positions 7

CHAPTER 2 8

WORKING HOURS 8

1 Working hours 8

2 Break times 8

CHAPTER 3 8

SALARY AND BENEFITS 8

I SALARY AND MANAGEMENT SALARY 8

1 Timekeeping and Salary Payment 8

2 Procedures of timekeeping 8

3 Pay raise 9

4 Working overtime and overtime payment 9

II BENEFITS FOR EMPLOYEES 10

1 General term 10

2 13th Salary 10

3 Annual leave 11

4 Public holidays 12

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

6 Maternity leave and leave for female staff 13

7 Full paid leave 13

8 No-pay leave 14

9 Social insurance, medical insurance and unemployment insurance 14

10 Training 15

11 Annual health check up 15

12 Annual trip domestic and oversea 16

13 Meal allowance 16

CHAPTER 5 17

TERMINATION OF EMPLOYMENT CONTRACT 17

1 Termination of employment contract 17

CHAPTER 5 18

TERMINATION OF EMPLOYMENT CONTRACT 18

1 Procedure to terminate employment contract 18

2 Procedure to terminate employment contract 18

3 Retirement 18

CHAPTER 6 19

BUSINESS TRIP 19

1 Travel planning 19

2 Travel allowance 19

CHAPTER 7 19

PERFORMANCE APPRAISAL 19

1 Scope 19

2 Appraisal rank is divided in 5 levels 19

3 Regulation 20

CHAPTER 8 20

LABOUR SAFETY AND LABOUR SANITATION 20

1 Labor safety 20

2 Labor sanitation 21

3 Labor accident 21

CHAPTER 9 22

CODE OF CONDUCT 22

1 Transaction with suppliers 22

2 Corruption, bribery, cheating 22

3 Conflict of interest 22

4 Dissemination, distribution 23

5 Alcohol, cigarette, drug and gamble 24

6 Common order in company 24

CHAPTER 10 24

PERSONAL INFORMATION & WORKING DISCIPLINES 24

1 Changing personal information 24

2 In and out working place 25

3 Working attitude 25

4 Dress code and uniform 25

5 Using computer 25

6 Using email 26

7 Telephone 26

CHAPTER 11 26

PROTECT ASSET, BUSINESS AND TECHNOLOGY SECRET 26

CHAPTER 12 27

DISCIPLINE AND MATERIAL RESPONSIBILITY 27

I DISCIPLINE 27

1 Disipline methods 27

2 Discipline violated behaviors 28

3 The order and procedure for handling labor discipline 30

II MATERIAL RESONSIBILITY 31

III PROBLEM SOLVING 31

CHAPTER I RECRUITMENT AND LEVEL OF POSITIONS

I RECRUITMENT

1 Recruitment

a) The Company recruits and promotes employees base on their qualification andperformance There shall be no discrimination on the ground of religion, ethnics,gender, physical condition or sexual orientation

b) The Company relies on the truthfulness of information provided by theemployee In the event the information is found false and dishonest, theCompany will cancel the job offer or in the case of recruited, terminate theemployment contract

be informed in writing on whether his/her service is confirmed, extended orterminated

c) Types of employment contracts:

According to Article 22 of the Labor Code 2012, there are 3 types of laborcontracts:

- An indefinite term labor contract, in which the two parties do not determine the term or termination date of the contract;

pre A definite term labor contract, in which the two parties determine the termand the termination date, within a period of 12 months to 36 months; or

- A labor contract for a specific or seasonal job with a duration of less than 12months

The Labor Code 2012 prohibits parties from signing labor contracts for a term ofless than 12 months for a job that is regular and has a duration of 12 months ormore, except in the case of the temporary replacement of an employee.10However, the Code does not clarify when a job is considered regular

When a definite term labor contract or a labor contract for a specific or seasonaljob with a duration of less than 12 months expires, the two parties must enter into anew labor contract within 30 days from the date of expiry if the employee is tocontinue working During the period prior to signing a new labor contract, the twoparties must comply with the former contract If a new labor contract has not beensigned after 30 days, the existing definite-term labor contract automaticallybecomes an indefinite-term labor contract, and the existing specific or seasonalcontract automatically becomes a definite term labor contract with a term of 24months

If the new labor contract is for a definite term, the parties may only sign oneadditional renewal contract If the employee thereafter continues to work, anindefinite term labor contract must be signed

II LEVEL OF POSITIONS

2 Assignment of work on level of positions

a) Base on the level of position assigned, each employee is provided the benefits inaccordance to his/her level: ie, business expenses, allowances including traveland telephone …

b) However, some benefits are provided exclusive of level of positions Employeesshall contact HR department for more information

CHAPTER 2 WORKING HOURS

1 Working hours

Working hours are 8 hours/day and 40 hours/week

- Mornings: from 8:00 am to 12:00 noon (from Mondays to Fridays)

- Afternoons: from 13:00 pm to 17:00 pm (from Mondays to Fridays)

2 Break times

- Every working week, employees are entitled to take Saturday and Sundays off

- Employees’ days off may be changed depending on business requirements

at the firm, however the total days off shall be allocated at least 4 days permonth

CHAPTER 3 SALARY AND BENEFITS

I SALARY AND MANAGEMENT SALARY

1 Timekeeping and Salary Payment

a) Salary includes basic salary and overtime salary (as set out for each job level).b) Salary is paid on the last day of the month after the deductions of social healthinsurance, medical insurance, unemployment insurance, union fee, personalincome tax and other fees where applicable such as unpaid leaves, advances, etc.c) Employee is entitled to receive the detailed monthly pay slip provided by HRdepartment

d) Timekeeping for the working month is recorded from the 1th to the end of themonth

e) Working time is calculated as follows: Full day for week days based on actualtimekeeping

2 Procedures of timekeeping

a) All staff shall comply with the regulations on working hours

b) All cases that employees arrive to work late or leave before working timeend without professional purposes or legitimate reasons shall not be paid salary.The amount of going late and leaving early time shall not be deducted to annualleaves

c) Salary will be calculated base on the actual working time on timekeeping sheet.d) In the case of business meetings out of the workplace, the employee shall obtainconfirmation from Team Leaders in person or by phone before going out In somespecific cases, HR department shall examine employee’s email to confirm suchapproval when checking time keeping sheet

3 Pay raise

a) Pay raise is provided yearly on the first month or the first quarter of thecalendar year In order to be entitled to pay raise, the employee must be officialstaff having at least 12 months working with the company counting to December

31st, and be appraised fulfill the tasks in the year, except the case that employeeshave any other agreement with company

b) The pay raise ratio shall be granted base on the employee’s performance withfeedbacks from Management

c) The pay raise ratio is also based on the Company’s financial performance in theyear and the prospective development of the market

d) Other special case shall have the director’s approval

4 Working overtime and overtime payment

a) Company encourages employees to work seriously and complete work withinworking time, limit the overtime working (including paid and unpaid) In the caseemployees need to work overtime (including paid and unpaid), there must beagreement of Head of Department

b) Working overtime is at request and by job requirement The Head of Departmentshall allocate the number of overtime hours and assignments to employeesappropriately to ensure the efficiency of work and employee’s health

c) Overtime payment is calculated base on the pay rate agreed in employmentcontract Overtime salary of the current month shall be paid in the followingmonth

d) Overtime working have to follow the article 4, Decree 45/2013/NĐ-CP

e) Overtime salary is applicable to employees during probation period

f) Over time is calculated based on the formula:

- 150% of base salary for after working hour’s overtime from Monday

to Friday

- 200% of base salary for overtime on Saturday and Sunday

- 300% of base salary for public holidays

- The formula to calculate overtime as the follow

g) As an alternative, employees shall also be eligible for time-off in-lieu ofmonetary payment This is to be decided by Head of Department and to beconfirmed by HR manager

h) Employees with management/ supervisor (level 2 and upper) shall not be entitled

to overtime payment, but fulfill the works by objectives, unless otherwiseagreement In case requested by the companies to work on public holidayovertimes shall be calculated as per regulation

i) Sales staffs, purchasing staffs, marketing staffs and some of particular positionsbelong to level 1 shall also not be entitled to overtime payment, but fulfill thework by objectives due to characteristics of these jobs The specific caseswhich are paid overtime must be approved by director

j) Overtime sheet must be approved by Head of Department

II BENEFITS FOR EMPLOYEES

- Paid leave and no-pay leave

- Social insurance, medical insurance and unemployment insurance

2 13th Salary

a) Employees who have worked in the company for continuous period of 12 monthswill get the 13th month salary as the salary in their employment contracts 13thsalary will be paid at the end of December of solar calendar or before Tetholiday The 13th salary is based on the average salary of the past 6 months.b) An employee who has not completed 12 months of continuous service shall bepaid the 13th month salary on a pro-rata basis at the end of the year (The period ofmaternity leave is also not applied to calculate 13th month salary) Ifemployees resign before 10th of the month, there is no 13th salary for that month;

if he/she resigns before 20th of month, he/she will get 50% of 13th salary for thatmonth and in the other case he/she will get 100% 13th salary of that month

c) An employee who resigned before December, 13th salary is calculated on pro-rataand paid with last payment

b) An employee who has not completed 12 months of continuous service in

a year will be entitled to annual leave in proportion to the number of completedmonths of service in that year

Proportion of annual leave is rounded as follow: under 0.5 day - no annual leave;equal and over 0.5 day will get 1 day off

c) Every five years continuous service will get one more day for annual leave.d) Employees are encouraged to plan far in advance so their demand can beaccepted “One more annual leave day” bonus for those taking full week(5 days and half) or more and inform over at least 30 days in advance(and cannot change the dates) The bonus annual leave day be counted to totalday of annual leave

e) Annual leave is not applied for probation employees, after passing probation total

of annual leave day will be counted from the starting date

f) Regulation for annual leave:

- Employee must have planned to take leave and ensure that it doesn’tconflict with working plan “Leave application” must be submitted andapproved by Head of Department before 7 days for over 3 days leave andapproved before 3 days for less than 3 days leave

- Right after “leave application” is approved; employee has to informrelated Department/individuals by email or telephone to arrange working planrelated

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

h) When approval for employee take leave, direct supervisor or Head ofDepartment must check and are fully responsible for continuity of working plan.i) “Leave application” should be sent to HR Department before take leave

j) Annual leave is valid until 31th December of the year Employee should haveplans to take leave to avoid taking off a lot at the end of the year or lose leavedays

4 Public holidays

a) Every employee shall be entitled to all gazette public holidays with full pay asthe follows:

- New year: 1 day (January 1st)

- Lunar new year: 8 days (3 last day and 5 first days of lunar calendar)

- King Hung day: 1 day (March 10th of Lunar calendar)

- Victory day: 1 day (April 30th)

- Labor day: 1 day (May 1st)

- National day: 1 day (September 2nd)

b) If a public holiday falls on non-working day, the company shall grant a day off insubstation thereof The public holidays above can be changed anytime as perchanging of Labor Law With respect to foreign staff, in addition to the holidaysspecified in section 4a there are a holiday for traditional Tet (if any) and aholiday national (according to their nationality)

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

a) Every confirmed employee shall be eligible for paid sick leave up to theaggregate of 30 working days per year if he/she paid social insurance under 15years, 40 working days per year if he/she paid over 15 years and 60 days per year

if he/she paid enough 30 years

b) Employee can be off maximum 20 days to take care for his/her sick child if thechild is under 3 years old; and maximum 15 days off if the child from 3 to 7 yearsold (applied for both farther and mother if both of them paid social insurance)c) Sick leave, hospitality leave is implemented only when the jurisdictional healthorganization confirms that employee can leave as stipulated by Social insurancedepartment

d) Salary during sick leave shall be paid by Social insurance department inaccordance to Social insurance regulations when submit the form C65_HDand equivalent 75% of salary contracted and maximum 20 times of minimumbasic salary stipulated by Government.

e) If employee falls sick he/she should immediately report to directsupervisor or head of Department by phone to inform about nature of theillness

f) Foreign employee who has joined Social insurance in their countries, sickleave will be applied as Social insurance regulation that they joined.Company shall not pay any gap in salary

6 Maternity leave and leave for female staff

a) Maternity leave is stipulated as article 34 of Social insurance law as follow:

- Employee giving birth will have 6 months maternity leave, if mother givebirths more than one child at once: another 30 days will be added for each childfrom the 2nd child

- During the first twelve months of new-born child, the mother is entitled 60minutes work less per day

b) Maternity leave shall only be granted after seventh month of pregnancy Leave

on account of miscarriage, abortive measures or premature birth occurring duringthe first seven months of pregnancy shall be considered as normal sick leave c) Application for maternity leave should be made in advance at least one month.d) Maternity allowance shall be paid by Social insurance as article 24 of Socialinsurance law: 6 months of contract salary (maximum 20 times of minimumbasic salary) and subvention two months minimum basic salary (Minimumsalary as regulated by Government), called maternity subvention Maternitysubvention can be changed as regulations of Social Insurance Law

e) After giving birth, employee sends “Birth certificate” to HR department toprocess claim maternity allowance

f) Employee must notify to Head of Department and HR Department at least 15days before coming back to work In case the work no longer exits or has anotheremployee responsible for it, the company ensures the employee will be arrangeanother work with the same benefits as before maternity leave

g) Female employee can come back to work before the end of maternity leave after

at least four months leave and being confirmed by doctors that this earlystart does not harm to their health Employee has to inform HR departmentbefore to come back In this case, employees are still paid maternity allowanceand salary for working time

h) A rest period of 30 minutes every day for menstruating female employeesaccording to item 5, article 3, decree 45/2013/ND-CP Converted into 3 working

days in a year For easy tracking and management, this 3 days off will sum up tototal annual leave.

7 Full paid leave

a) Employee is entitled to fully paid leave for personal affairs in the followingcircumstances:

- Employee’s marriage: 4 days

- Child’s wedding: 1 day

- Employee’s wife delivery baby: 1 day

- Death of parents and parents-in law: 3 days

- Death of Spouse or child/children: 4 days

- Death of brother, sister: 3 days

b) Employee must attach proof (copies) to HR department for the above paid leave.c) Where it is not possible for an employee to obtain prior permission of thecompany, he/she immediately inform to his/her direct supervisor by telephone assoon as possible with reason and duration of absence

8 No-pay leave

a) Company understands that there are times when employee may have tomeet certain contingencies event after his/her paid leave eligibility has beenconsumed In such event, he/she may apply for no-pay leave which will begranted upon merit each case

b) No-pay leave acceptance is at the sole discretion of company management,company may refuse no-pay leave if affect to the company’s work

c) In addition, employees shall entitle an unpaid leave day in case he/sheparental or grandfather, grandmother passed away, marriage of parent,brothers, sisters (according to article 116 – Labor Law)

d) The procedure for no-pay leave:

No-pay leave application must be submitted and approved by direct supervisor/Head of Department 30 days before for over 15 days leave, and 10 daysfor less than 15 days leave, in case of employee leave under 7 days theregulation is as same as annual leave regulated on point 3 annual leave

9 Social insurance, medical insurance and unemployment insurance.

a) Employee who has signed employment contract with 3 months periodwill be contributed social insurance and medical insurance accordance to VietNam labor Law

b) Main benefits for Social insurance and medical insurance

- Sick leave/ hospitalization leave, maternity leave, occupation leave,retire salary, and death allowance

- Sick/hospitalization treatment as medical insurance law.

c) Employee who has signed employment contract with 12 months period will becontributed unemployment insurance accordance with Social insurance law.d) Benefits for employee who participated unemployment insurance

- Allowance for jobless

- Supported by Social authority to find new job

- Medical insurance during jobless

10 Training

a) In order to cultivate the employees' career and to ensure effectivecontributions to the development of the Company's business, the Companyimplements Competence Development Program for all levels of staff

b) On-The–Job training: All employees shall undergo on-the-job training atone stage or another Practical work under the guidance of a trained instructorgives the employees ample opportunities to enhance their skills and develop theirpotentials to the fullest

c) Base on training need analyze for individual and for team/department, HRdepartment will prepare annual training plan in order to adapt the businessdevelopment

d) Employees participating in the training program of the company have toensure the application of the training content on the job and comply with thetraining requirements in accordance with the training procedure

- The courses are sponsored by the company must be undertake and theemployee's acceptance of the terms of sponsorship

- The employees entitled to a Company sponsorship must commit workingfor the Company for a certain period of time depending on the sponsorshipagreement and such agreement should be signed before the courses start Incase of breaking the agreement the employee should return the sponsoredamount as stipulated in the agreement

e) “On board” Training

- The new comers will attend short training course called “on board training” toadapt to

- the job and the company’s culture

- Depending on each position, heads of department can apprentice theirstaffs to other departments before assigning a job officially

- Duration for “on board training” depends on requirement of each position

11 Annual health check up

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

b) In case that after the medical examination the doctor concludes that theemployee’s health is not good enough to handle the work or the employee hasinfection/disease that can affect the working environment, the company willsuspend the work until employee’s health is good again.

c) Bill of health checking will be paid by the company in accordance to relatedregulations and policies of the company Medical examination items arising at therequest of staff /doctors will be paid by staff

12 Annual trip domestic and oversea

a) Annual trip benefit is not often benefit The organization of such annual tripdepends on the business of the Company each year

b) If the year is not held the tourism because of any reason, Annual tourism will not

be changed to the money and do not keeping in the next year (apply for bothdomestic and oversea trip)

c) Domestic trip is held once a year, employee who has attended the trip andleaves job by any reasons within 30 days after completing travel mustrefund to the company 70% of trip’s expenses and refund 30% of trip’sexpenses if leaves job from 31 days to 90 days Trip’s expense is usuallypublished before trip

d) Oversea trip is applied depending on the following standards

- Work contribution

- Job seniority:

 Level 3: Minimum 1 working year

 Level 2: Minimum 2 working years

 Level 1: Minimum 3 working years

- Allocate number of staffs on each division to join such of oversea trip

13 Meal allowance

a) To support employees has good working environment, to take careemployee’s health and support for lunch expenses Kind of Meal allowance ismoney, amount is 20.000 VNĐ per day

b) Meal allowance is provided for employee who have to work overtime onweekday, Saturday afternoon and Sunday (customer services, warehouse anddelivery staff) as follow:

- Office staff: work overtime after 7.30pm on the weekday and after 1.00pm onSaturday or Sunday

- Warehouse or delivery (production staff): work overtime after 7.30pm onthe weekday and after 1.00pm on Saturday or Sunday

- This meal allowance is exceptional for sales staff, for others divisions are appliedonly for special task must completed on time as requested by directors Meal

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

CHAPTER 5 TERMINATION OF EMPLOYMENT CONTRACT

1 Termination of employment contract

a) Either party (company or employee) may give other party notice of intention

to terminate employment contract as cases:

- Expiry of employment contract

- Voluntary resignation of employee

- Agreement to terminate of employment contract

- Dismissal due to misconduct or does not meet job requirements

- Employees are sick or have accidents that can not continue to work as theregulation at section c, item 1, article 38 of Labor Law

- Retired

- Redundancy because of change or slowdown business activity

b) Termination contract must comply with the notice:

- During the probationary period, employment may be terminated at anytime by either party without notice and without specific reason being assignedfor such termination

Each party, the company or employee may terminate the employment contract

by giving notice before termination In case the notification to terminate theemployment contract is not in accordance with regulations, each party mustindemnity to the other party salary of corresponding to the day without notice

- Employment contract have term 12 months – 36 months, employees give noticebefore 30 days

- Indefinite term of employment contract, employees give notice before 45 days

c) Notice of termination shall be in written, the date of notice is the day ofreceipt of the application

d) In case the employee needs to be treated for 6 continuous months and hasemployment contract term from 12–36 months or needs to be treated for 12continuous months and has indefinite employment contract, the company have right

to terminate employment contract After cured, depending on the needs of thecompany, the employee may be hired back

e) An employee who is dismissed for misconduct shall not be entitled anynotice by the company as regulation of section a, clause 1, article 85 of Labor law

CHAPTER 5 TERMINATION OF EMPLOYMENT CONTRACT

a) Notice of termination shall be sent to Head of Department The notice oftermination shall be reviewed by Head of department and hand on to Humanresource department

b) Before leaving the company the employee should return all company’s assets andcomplete check-out list and arrange proper hand-over to a responsible person andsend this list to HR department

c) The amount of remaining salary and benefits (if any) will be checked anddeducted to the debt (if any) and paid for employees within 7 working days,

or late maximum within 30 working days

2 Procedure to terminate employment contract

a) Notice of termination shall be sent to Head of Department The notice oftermination shall be reviewed by Head of department and hand on to Humanresource department

b) Before leaving the company the employee should return all company’s assets andcomplete check-out list and arrange proper hand-over to a responsible person andsend this list to HR department

c) The amount of remaining salary and benefits (if any) will be checked anddeducted to the debt (if any) and paid for employees within 7 working days,

or late maximum within 30 working days

3 Retirement

a) The retirement age is 60 years for male and 55 years for female employee

b) Employee who is on age to retire shall be retired as regulation Where necessary,

an elderly employee may reach an agreement with the employer on the conclusion

of new employment contract and work in condition for elderly worker in accordancewith labor Law Salary for elderly worker is inclusive of Social insurance andmedical insurance that company had to pay as regulation in circular 17/2009/TT-BLĐTBXH