Employment Regulation
Ⅰ. General Provisions
1. Purpose
This regulation is to define employment regulation of Bridge System Co., Ltd.
2. Type of employment
table: Type of employment
No Type Duration of employment Working time Salary
1 Regular Employee Not determined Submit to Chapter 25–1 Monthly
2 Contract Employee Determined by contract Same with regular employee Determined by contract
3 Full time part time worker Determined by contract same with regular employee Per day
4 Part time Determined by contract Less than regular employee Per hour
3. Scope of application
This rule applies to all employees stated in the preceding paragraph.
4. Compliance with regulations
Employees shall fulfill their obligations under this regulation in good faith and endeavor to maintain workplace order.
Ⅱ. Personnel affairs
5. Employment
The company selects and hires from applicants who wish to enter the company.
2 Those who wish to adopt shall submit the documents listed in the following items in the screening proceedings. However, if the company deems it unnecessary to submit, it can omit a part of it.
1) Resume
2) Work History (Person who has work experience)
3) Graduation certificate or expected prospect of graduation
4) Other documents required by the company
6. Documents to be submitted at the time of adoption decision
Those newly employed shall promptly submit the following documents by the first day of come out. However, if the company deems it unnecessary to submit, it can omit a part of it.
1) Copy of identity card
2) Health Check
3) Other documents required by the company
2 When there is a change in the documents submitted pursuant to the preceding paragraph, it shall promptly report it to the superiors, and shall reflect them on the employee information without delay.
3 Documents submitted by paragraphs 1 and 2 shall be used for the following purposes.
1) Determination / assignment of job
2) Determination of salary
3) Income Tax, Employment Insurance and Social Insurance Procedures
4 In cases where documents specified in each item of paragraph 1 are not submitted by the prescribed deadline, they may be deemed to have declined recruitment.
7. Probation
For newly adopted persons, the trial period shall be two months from the adoption date. Provided, however, that this shall not apply if the company deems that the trial period is unnecessary.
2 The trial period set forth in the preceding paragraph may be shortened or extended depending on circumstances.
3 During the trial period, if the company falls under any of the following items and acknowledges that the company is ineligible as an employee, it may refuse this recruitment.
1) When you discover that you lied or hidden a career or history of things that could hinder your business performance
2) When it is judged that there is inappropriate behavior or lack of cooperativity in the workplace
3) When you come late or absentee without notice
4) In the same case as the reason for “dismissal” stipulated in this rule
5) When there are reasons similar to the preceding items
4 Whether or not this adoption is decided before the trial period expires.
5 Labor conditions during the trial period shall be specified separately in the Notification of Labor Condition.
8. Labor condition notice
When employing employees, we will issue a notice of labor conditions describing working conditions such as wage at the time of employment, work place, work engaged, working hours, holidays.
9. Relocation
The company may order employees to change their workplaces and occupations when necessary for business. Employees can not refuse this without just cause.
10. Leave of absence
When an employee falls under any of the following items, he / she shall take leave of absence. However, excluding cases where there is no prospect of reinstatement.
1) Absence due to injury or injury outside the office continues for 30 consecutive days (including holidays in absence) or for a cumulative total of more than 30 days within two consecutive months, when you can not work because you continue to take medical treatment
2) When the company determines that the provision of labor is incomplete due to injury or mental illness and that the injury or illness does not heal, if the worker has trouble
3) When the company determines that it is appropriate to make a leave of absence other necessary for business
2 Employee will be unpaid during the leave of absence.
11 Leave of absence and treatment
With respect to those who ordered leave in accordance with the provisions of paragraph 1 of the preceding article, a period of leave of absence shall be determined for the following period. Provided, however, that for those who have a fixed employment period, the expiration date will not be exceeded.
1) In the case of paragraph 1, items 1 and 2 of the preceding article
a.Less than one year of service...1month
b.More than one year of service...3months
2) In the case of paragraph 1, item 3 of the preceding article, the period allowed by the company
2 The company can order employees to submit documents that can certify the cause of leave.
3 If a person who was ordered to take a leave of item 1 or 2 of the preceding article is reinstated before the period of leave of absence expires, 30 days after returning to work, again due to the same reason as or similar reason for the reason for leave of absence When absent from work, order ordinary leave.
In this case, the leave period is not interrupted, and the period before and after the period is totaled.
12 Reinstatement
Employees shall promptly offer to the company when the reason for leave of absence disappears, and if the company determines that the reinstatement is appropriate, they shall reinstate.
2 In cases where the reason for leave of absence is pursuant to Article 11, Paragraph 1, Items 1 and 2, in order to make a judgment as to whether the reinstatement is appropriate or not, the company may order the employee to submit the documents by the doctor.
3 In the case referred to in the preceding paragraph, the company may request medical consultation by a doctor designated by the company as necessary. If an employee refuses this without a just reason, we do not accept documents submitted in the preceding paragraph to prove healing and will not allow reinstatement.
4 When it is not possible to reinstate after the leave of absence period, he / she will naturally retire with the day of leave of absence.
13 Natural retirement
When an employee falls under any of the following items, the day shall be the day of retirement and on the following day (in the case of 5) on that day, the employee will be lost.
1) When an employee is hired with a fixed period, and that period expires
2) When an employee does not extinguish the reason for leave of absence even after the period of leave of absence has expired
3) When an employee dies
4) Employees have not contacted the office, even if 14 days have elapsed
5) When an employee took office as a director
14 Retirement
The retirement age of employees shall be the last day of the payroll period to which the day of reaching 60 years old (the day before the 60th birthday) belongs
15 Re-employment system after retirement
Notwithstanding the provisions of the preceding Article, those who do not fall under any dismissal reasons or reasons for retirement (excluding those related to age, the same shall apply hereunder) as stipulated in the employment rules by employees shall be deemed to be replaced with the payroll period to which the 65th birthday belongs Continue to employ until the deadline date of salary.
2 The contract term of re-employment prescribed in the preceding paragraph shall be within one year.
A person who wishes to be satisfied by the employee before the contract term expires and who does not fall under dismissal reasons or reasons for retirement and who satisfies the renewal condition specified individually can continue to sign a new reemployment contract.
3 Duties and working conditions at the time of re-employment are decided by the company for each employee and shall be specified by individual working condition notice.
16 Consensual retirement
Employees who wish to retire must inform the company that they are willing to retire one month in advance of their retirement date.
2 With regard to the preceding paragraph, retirement shall be made on the day the company has accepted and the two sides agreed.
17 Resignation
If the consensus retirement of the preceding article is not established, the employee may terminate the employment contract under the Vietnam Labor Law.
18 Work before retirement
In the case of Articles 15 and 16, unless otherwise agreed with the company, the employee have to take over for two weeks retroactively from the date of retirement so as not to hinder the work.
19 Ordinary dismissal
If the employee falls under any of the following, it shall be ordinarily dismissed.
1) When it is deemed that there is no prospect of improvement due to poor work efficiency or work scores
2) When an employee can not tolerate work due to spirit or disability of the body
3) When an employee lack coordination and adversely affect the performance of other employees
4) Shrinkage of business, abolition, etc. due to unavoidable business circumstances
5) When other unavoidable reasons arise
2 If the company dismisses employees pursuant to the provisions of the preceding paragraph, the company shall either give a notice 30 days prior to the day of dismissal or provide a notice allowance for dismissal for 30 days of average wage and dismiss the same day. In addition, the number of days of notice can be shortened by the number of days on which average wages are paid.
3 In the event of dismissal under this section, it shall be conducted pursuant to the provisions of laws and regulations such as the Labor Standards Act.
Ⅲ. Working rules
20 Duties
Employees must fulfill their duties in good faith according to company rules, and strive to maintain workplace order in accordance with the company’s instructions.
21 Prohibition of sexual harassment
Employees should not give disadvantages, discomfort to other employees due to sexual behavior, or do not do harm to the working environment.
2 If sexual harassment is approved, the company will take necessary measures to improve the working environment.
3 In responding to consultation and complaints, the company protect the privacy of stakeholders and do not handle disadvantageously for reasons such as consultation or cooperation in confirming the factual relationship etc.
22 Regulations
Employees shall comply with the following matters.
1) Employees shall strive to maintain the moral and order of the workplace and improve the efficiency in accordance with the company’s regulations and business directions and orders, respect each other’s personality, and sincerely devote themselves to their duties
2) To wear dress at work (clothing, hair style, makeup accessories, nails, etc.) follow the company’s instructions
3) Do not receive benefits such as money, food and drink etc from business partners etc of the company for self or a third party related to the duties
4) Do not use your job position for yourself or a third party
5) When there is a change in the prescribed notification matter, promptly notify it
6) Employees should not give physical or mental suffering to others by using their position
7) Without the permission of the company, use the company’s facilities, machinery and equipment, money, other goods for the purpose other than business, lend it to others, or do not bring it out without permission
8) Do not engage in union activities, political activities, religious activities, not-work-related activities within the company’s facilities without the permission of the company.
9) Do not disclose matters that cover secrets of companies that you knew about business or matters related to important confidential information, customer information, personal information such as employees, and matters that are disadvantageous to the company(the same even after retirement)
10) Without permission of the company, do not engage in competition with other companies in the same industry, or compete acts that compete with the business of the company himself.
11) Do not go to work with alcoholic condition
12) Do not use personal computers and mobile phones lent from the company privately
13) Do not do other acts similar to the above
23 Privacy protection
Employees must pay sufficient attention to the management of information on companies and business partners, personal information, etc. and should not unreasonably acquire information unrelated to their work.
2 When transferring or retiring from the office or job type, employees shall promptly return information on companies, business partners, etc. who they managed, data / information documents etc. on personal information etc.
24 Management of personal computer communication
The company conducts surveys as necessary in order to prevent leakage of internal confidentiality, business policy, customer information, staff’s personal information, etc., or to maintain a good personal computer environment inside the company.
25 Private dissemination of information on the Internet
Employees should not disseminate or disclose confidential company information or information that loses the company’s trust through services on the Internet, including blogs and social media services that are used by individuals.
2 If the company finds that employees have disseminated or disclosed information corresponding to the preceding paragraph, the company order the deletion.Employees who are requested deletion of the information from the company must immediately delete the information.
Ⅳ. Working
26 Working time and rest time
Working hours are 44 hours a week, 8 hours a day, starting time, closing time, and break time are as follows.However, if there is a need for business, these may be advanced or downward.
Start time 7:55 AM
End time 17:00 PM
Rest time 11:55 AM to 13:00 PM
2 As a general rule, breaks shall be acquired all at once
27 Transformed working hours system in one year
The company sometimes makes labor-management agreements with workers’ representatives to work on a modified working hour system in units of one year.
2 In the labor-management agreement set forth in the preceding paragraph, the following matters shall be established.
1) Scope of target employees
2) Period Covered / Date Entered
3) The prescribed working hours for each working day and working days in the target period
4) Specific period (period during which the job is particularly busy during the target period)
5) Validity period of labor-management agreement
28 Deformed working hours system in units of one month
The company sometimes makes labor-management agreements with workers’ representatives to work on a deformed working time system on a monthly basis.
2 In the labor-management agreement set forth in the preceding paragraph, the following matters shall be established.
1) Scope of target employees
2) Averaging the deformation periods, that the working hours per week does not exceed the statutory working hours
3) Starting time
4) Deformation period within one month
5) Working hours of each day
6) Validity period of the agreement
29 Flex time
The company may enter into labor-management agreements with workers’ representatives on flextime systems, leaving time of start-up and closing to the decision of employees.
2 In the labor-management agreement set forth in the preceding paragraph, the following matters shall be established.
1)Scope of target employees
2)Period
3)Total working hours during the period
4)Standard working hours per day
5)When determining the core time, its start / end time
6)When defining the flexible time, its start and end time
7)Validity period of the agreement
30 Professional business type discretionary labor system
The company may conclude a labor-management agreement on worker representatives with regard to specialized work type discretionary labor regime and make it work by specialized work type discretionary labor system.
2 In the labor-management agreement set forth in the preceding paragraph, the following matters shall be established.
1)Scope of target employees
2)Time calculated as working hours
3)With regard to the means of carrying out the target work and the decision on time allocation etc, it shall be left to the discretion of the employee himself, and do not give specific instructions concerning the decision etc.
31 Minimum working hours for off-site labor
When employees work outside the workplace for all or part of their working hours and when they engage in work that is difficult to calculate working hours, those who worked in specified working hours prescribed in Article 25 .
2 When employees work outside the workplace for all or part of their working hours and when they engage in work that is difficult to calculate working hours, those who worked in specified working hours prescribed in Article 25 ….
32 Holidays
Holidays are as follows.
1) Sunday
2) Saturday afternoon
3) National holidays
4) Set holidays (set by the Vietnamese Government)
5) Other holidays set by the company if any
2 In the Labor Condition Notification Form, if a different rule is set for holidays from the preceding paragraph, the provisions of the Labor Condition Notification Form shall apply.
3 When the company needs it for business, the company may transfer the holidays in paragraphs 1 and 2 to other days in advance.
33 Overtime, holiday, late night work
Depending on the circumstances of work, employees may work outside specified hours, on holidays or late at night (from 22 o’clock to 5 o’clock).
2 Regardless of the provisions of the preceding paragraph, for women who are pregnant, those under 18 years of age, they will not be allowed to work outside hours, legal holidays and late night.
3 In the event of a disaster or other unavoidable reason, the working hours may be changed or extended irrespective of the provisions of paragraphs 1 and 2.
34 Annual paid leave
For those who have worked continuously for 6 months from recruitment and who worked at more than 90% of the prescribed number of working days, give an annual paid leave of 12 days.
2 If employees do not use all or part of the annual paid vacation for that year, employees can carry over the remaining days only in the following fiscal year.
3 Those who intend to acquire annual paid leave must offer the company to the company at least three days in advance. If there are grounds that impede the normal operation of the project, the company may change the season or the period.
35 Paid leave
If an employee applies for a vacation for the following reasons, give a vacation as follows.
1) When an employee gets married:3 days
2) When a child gets married:1 day
3) When a wife gave birth:1 day
4) When a spouse, parents, or a child dies:3 days
5) When grandparents, brothers and sisters, parents’ parents or brothers and sisters died:1 day
36 Other paid leave
Vacation other than those stipulated in Articles 33 and 34 shall be given based on the provisions of the Vietnamese Labor Standards Act.
2 The vacation etc in the preceding paragraph shall be unpaid.
37 Notification of late arrival, leave early, absenteeism etc
In case of late arrival, leave early, absenteeism or private outing during working hours, they must offer proposals to the prescribed person in advance and obtain approval. However, if it is unavoidable to offer in advance, you must obtain approval by notifying it immediately after the incident.
2 If a worker is absent from work for more than 2 days due to injury or illness, the worker must submit a medical certificate of your doctor.
38 Record of attendance
Employees must record their attendance days and attendance on a daily basis by themselves.
2 The administrator shall regularly check whether attendance under paragraph 1 is properly recorded.
Ⅴ. Wages, retirement allowance etc.
39 Wages
Matters concerning salary, such as the type of wage, calculation and payment method, are separately determined in the “wage regulations”.
40 Retirement allowance
Retirement allowance is not paid.
Ⅵ. Safety and health and disaster compensation
41 Compliance matter
The company shall make improvements to the safety and health of employees and take necessary measures for a comfortable working environment.
2 Employees shall endeavor to prevent work-related injuries in accordance with laws and ordinances of safety and health and company’s instructions. In particular, we must comply with the following matters.
1)Pre-employment inspection of machinery and equipment. Report any abnormalities immediately and obey instructions
2)Do not place goods on a passage, an evacuation port or a place with fire extinguishing equipment
3)In case of an emergency disaster, immediately report it to the prescribed person and obey instructions
42 Safety and health education
When changing the job contents at the time of hiring and change of placement etc. to employees, we carry out necessary safety and health education on the work.
43 Health Check
The company conducts health checkups to employees as necessary.2 When it is deemed necessary as a result of the physical examination set forth in the preceding paragraph, the company shall take measures necessary for maintaining health, such as work place, conversion of work, shortening of working hours, etc.
44 Treatment of personal information on health management
Documents submitted to the company and other personal information, health certificate and other health information shall be used for the following purposes.
1)Labor management, wage management, health management
2)Human resource management, including transfer
45 Disaster compensation
For employee injury, illness, disability or death due to business reasons, the company will indemnify in accordance with the provisions of the Labor Standards Act. Provided, however, that if an employee should receive insurance benefits under the Workers’ Compensation Insurance Act, compensation will not be made.
Ⅶ Disciplinary action
46 Types of disciplinary action
In the event that the employee falls under any of the following, disciplinary action shall be taken as follows according to the situation.
1) Rebuke:Pardon the future with submitting a manuscript.
2) Decreasing salary:Submit a manuscript and reduce salary. Provided, however, that the average wage shall be one half of the average wage per day, or the total amount shall not exceed two-tenths of the wage total in the one wage payment period.
3) Absence from work:Stop taking a manuscript and stop working within 3 days. The period shall be unpaid.
4) Disciplinary dismissal:Dismiss immediately without setting a notice period. We do not pay dismissal notice allowance.
47 Grounds for disciplinary action
When an employee falls under any of the following, according to circumstances, reprimand, reduction in salary or suspension of attendance shall be made.
1) When an employee absented without just cause
2) When an employee is late, leave early, absentee without just cause
3) When an employee damages a company by negligence
4 )When an employee disturbs the workplace order
5) When an employee disturbs the order or morals within the company due to improper behavior including sexual harassment
6) When an employee interferes with company operations due to slandering or slandering employees of companies, company employees or related business partners
7) When an employee tries to leak out information on the secret or the like of a company or a related business partner or to leak it
8)When an employee violates Chapter 3
9)Employees violate other rules or other inconvenient acts in accordance with the preceding items
2 When an employee falls under any of the following, it shall be punished by disciplinary action. However, depending on circumstances, it may be reduced or stopped.
1) When the employee does not respond to the duty of attendance for more than 14 days without absence for legitimate reason
2) When employees repeat late arrival, leave early, absenteeism often without a just reason, and can not be reformed regardless of repeated attention
3) When employees do not obey the business order often without just cause
4) When an employee deliberately damages a company due to intentional or serious negligence
5) When an employee is adopted by misrepresenting an important career
6) When an employee disturbs the order or morals within the company due to improper behavior including sexual harassment
7) When an employee interferes with company operations due to slandering or slandering employees of companies, company employees or related business partners
8) When an employee tries to leak out information on the secret or the like of a company or a related business partner or to leak it
9) When an employee performs an act in violation of the Penal Code or other criminal laws in a company, and the fact of the crime becomes obvious
10) When it becomes apparent that employees are subject to punitive laws or are subject to penal laws and regulations
11) In spite of several disciplinary actions by an employee, if there is no prospect of improvement yet
12) When there is a serious act that an employee violates Chapter 3
13) When there is inappropriate behavior pursuant to each of the preceding items
48 Compensation for damages
When an employee deliberately or negligently damages a company, he / she may seek compensation in whole or in part. However, this does not preclude disciplinary action of this rule.
Supplementary provision
1 These rules shall apply from April 1, 2017.