The document summarizes key changes to Vietnam's labor law that took effect in January 2021, as outlined in the new Labor Code 2019 and related decrees. Some major changes include:
1. The definition of employment was broadened, so contracts resembling employment could now be considered labor contracts.
2. Electronic contracts and probation periods up to 180 days for managers are now recognized. Definite-term contracts are limited to 36 months.
3. Grounds for termination were expanded for both employers and employees. Employers can now terminate employees who retire or fail to return from leave. Employees can terminate without notice if not provided agreed working conditions.
4. Regulations on issues like wages, foreign workers, discipline,
O documento discute três alternativas de resposta sobre critérios para quantificação de indenização por danos morais trabalhistas. A alternativa A está de acordo com o entendimento do STF de que tais critérios não são vinculativos, podendo o juiz fixar outros valores considerando princípios como razoabilidade e proporcionalidade.
O documento discute as alterações introduzidas pela Lei no 13.467/2017 na legislação trabalhista brasileira. Em três questões, aborda temas como garantia provisória de emprego para representantes de empregados, regras sobre trabalho em regime de tempo parcial e fracionamento de férias.
O documento trata de um caso em que um empregado chamado Arquimedes completará sete anos de trabalho em uma panificadora em 01/12/2022. As partes estão negociando a rescisão contratual por acordo mútuo nessa data. Considerando o salário de Arquimedes de R$ 3.000,00 e que o aviso prévio será indenizado, o valor devido é de R$ 2.550,00, correspondente a metade do valor total de 51 dias de aviso prévio.
O documento descreve os passos para dividir uma circunferência em cinco partes iguais e inscrever um pentágono nela: 1) Traçar um diâmetro e arcos intersectando-o; 2) Traçar uma linha perpendicular ao diâmetro; 3) Dividir o raio ao meio e traçar um arco com essa medida; 4) Transportar essa distância para a circunferência para obter a quinta parte; 5) Marcar essa distância mais três vezes para dividir a circunferência em cinco partes iguais.
Ficha nº 24 ficha de trabalho axonométricasruiseixas
Este documento fornece informações sobre um relógio astronômico localizado em Praga, República Checa. Ele inclui uma foto do relógio astronômico e fornece detalhes sobre sua localização.
O documento discute o caso de Manoel e Cibele, membros da CIPA de uma empresa. Manoel, como representante dos empregados, possui estabilidade no emprego durante seu mandato. Já Cibele, como representante do empregador, não possui tal estabilidade e poderia ser demitida sem justa causa. Assim, Manoel terá direito a indenização por ter sido demitido sem justa causa durante seu período de estabilidade.
O documento discute o conceito, elementos e características do contrato individual de trabalho no Brasil de acordo com a legislação trabalhista. Ele define o contrato de trabalho como um acordo entre empregado e empregador no qual o empregado presta serviços subordinados em troca de salário. Além disso, explica os requisitos de pessoalidade, onerosidade, continuidade, alteridade e subordinação para caracterizar uma relação de emprego. Por fim, descreve os sujeitos do contrato (empregado e empregador) e diferentes tipos de trabalhad
O documento discute três alternativas de resposta sobre critérios para quantificação de indenização por danos morais trabalhistas. A alternativa A está de acordo com o entendimento do STF de que tais critérios não são vinculativos, podendo o juiz fixar outros valores considerando princípios como razoabilidade e proporcionalidade.
O documento discute as alterações introduzidas pela Lei no 13.467/2017 na legislação trabalhista brasileira. Em três questões, aborda temas como garantia provisória de emprego para representantes de empregados, regras sobre trabalho em regime de tempo parcial e fracionamento de férias.
O documento trata de um caso em que um empregado chamado Arquimedes completará sete anos de trabalho em uma panificadora em 01/12/2022. As partes estão negociando a rescisão contratual por acordo mútuo nessa data. Considerando o salário de Arquimedes de R$ 3.000,00 e que o aviso prévio será indenizado, o valor devido é de R$ 2.550,00, correspondente a metade do valor total de 51 dias de aviso prévio.
O documento descreve os passos para dividir uma circunferência em cinco partes iguais e inscrever um pentágono nela: 1) Traçar um diâmetro e arcos intersectando-o; 2) Traçar uma linha perpendicular ao diâmetro; 3) Dividir o raio ao meio e traçar um arco com essa medida; 4) Transportar essa distância para a circunferência para obter a quinta parte; 5) Marcar essa distância mais três vezes para dividir a circunferência em cinco partes iguais.
Ficha nº 24 ficha de trabalho axonométricasruiseixas
Este documento fornece informações sobre um relógio astronômico localizado em Praga, República Checa. Ele inclui uma foto do relógio astronômico e fornece detalhes sobre sua localização.
O documento discute o caso de Manoel e Cibele, membros da CIPA de uma empresa. Manoel, como representante dos empregados, possui estabilidade no emprego durante seu mandato. Já Cibele, como representante do empregador, não possui tal estabilidade e poderia ser demitida sem justa causa. Assim, Manoel terá direito a indenização por ter sido demitido sem justa causa durante seu período de estabilidade.
O documento discute o conceito, elementos e características do contrato individual de trabalho no Brasil de acordo com a legislação trabalhista. Ele define o contrato de trabalho como um acordo entre empregado e empregador no qual o empregado presta serviços subordinados em troca de salário. Além disso, explica os requisitos de pessoalidade, onerosidade, continuidade, alteridade e subordinação para caracterizar uma relação de emprego. Por fim, descreve os sujeitos do contrato (empregado e empregador) e diferentes tipos de trabalhad
Este documento apresenta instruções passo a passo para realizar diversos tipos de desenhos geométricos, incluindo:
1) Como encontrar o ponto médio e traçar a mediatriz de um segmento de reta;
2) Como traçar uma reta perpendicular a um segmento passando por um ponto dado;
3) Como redesenhar um triângulo em outra posição através da triangulação.
1) O documento explica como traçar óvulos e ovais, figuras geométricas curvas fechadas constituídas por arcos de circunferência.
2) Um óvulo tem um eixo de simetria enquanto uma oval tem dois eixos de simetria.
3) São fornecidos passo-a-passo para traçar óvulos e ovais a partir de informações como o eixo menor ou os dois eixos.
Ficha de trabalho 7º ano estudo dos arcosruiseixas
O documento descreve os três elementos principais de um arco - dois pilares verticais e uma viga horizontal, ou estruturas curvas substitutas. Ele também define os termos "vão" como a abertura da base ao arco e "flecha" como a altura do arco a partir de uma linha reta perpendicular à base. O documento é uma ficha de trabalho para estudantes de 7o ano sobre o estudo dos arcos.
O documento apresenta uma introdução ao Direito Coletivo do Trabalho no Brasil, abordando:
1) A definição e conceitos-chave do Direito Coletivo do Trabalho;
2) Os principais sujeitos das relações coletivas de trabalho - sindicatos de empregados e empregadores;
3) Os princípios que regem a organização sindical no Brasil como a unicidade sindical, representatividade e negociação coletiva.
O documento fornece instruções passo-a-passo para desenhar um quadrado perfeito utilizando régua e compasso, dividindo-o em quadrículas e adicionando círculos e arcos dentro dele.
O documento descreve os principais elementos de representação gráfica em projetos arquitetônicos, incluindo planta de situação, planta baixa, cortes, elevações e suas finalidades. Ele também discute normas da ABNT para desenho técnico e representação de projetos de arquitetura.
O documento discute as regras sobre banco de horas e rescisão de contrato de trabalho. Em resumo: (1) Silvana celebrou acordo individual de banco de horas por 6 meses, trabalhando 2 horas extras por dia sem remuneração para compensar depois; (2) Após 5 meses, com horas extras não compensadas, Silvana pediu demissão comprovando novo emprego; (3) Neste caso, Silvana tem direito ao pagamento de metade das horas extras não compensadas no valor da remuneração na rescisão.
1) O documento apresenta uma apostila sobre a disciplina de Expressão Gráfica para o curso de Agronomia da UFES/CEUNES.
2) A apostila aborda tópicos como introdução à expressão gráfica, normalização e padronização de desenhos técnicos, instrumentalização, formatos de papel, caligrafia técnica e nomenclatura de linhas.
3) O documento fornece informações sobre os conceitos e procedimentos padronizados utilizados em desenhos técnicos.
Este documento fornece instruções para desenhar um óvulo e uma oval, incluindo suas definições e etapas para sua construção. É dado um exercício para desenhar um óvulo com circunferência inscrita de 10 cm e uma oval com eixo maior de 9 cm.
Este documento contém um conjunto de exercícios sobre desenho técnico para identificar e completar elementos geométricos, projeções ortogonais e perspectivas isométricas em menos de 3 frases.
Este contrato de trabalho a título de experiência estabelece os termos de um acordo entre uma empresa de educação técnica e um servente de obras. O contrato terá duração de 90 dias para que as partes avaliem a conveniência de um vínculo empregatício definitivo. O servente receberá um salário de R$ 632,55 por mês e deverá cumprir as regras da empresa.
O documento resume as provas de Direito do Trabalho aplicadas pelo TRT-RS em 10 de julho de 2022 para o cargo de técnico. O autor fornece o gabarito preliminar com comentários sobre cada questão, notando possível erro na questão 56 que poderia ser anulada. Além disso, o autor esclarece dúvidas dos alunos sobre os assuntos cobrados.
Gabarito empresarial - blog direito para todosRBXJURIDICO
O documento discute conceitos fundamentais de direito empresarial, incluindo tipos de sociedades, requisitos para caracterização de atividade empresarial, obrigações de registro e escrituração. Aborda questões sobre nomes empresariais, marcas, estabelecimentos empresariais e suas transferências. Inclui também perguntas e respostas sobre esses tópicos.
O documento fornece instruções para dividir uma circunferência em oito partes iguais através dos seguintes passos: 1) traçar um diâmetro, 2) traçar arcos intersectando-se a partir dos pontos finais do diâmetro, 3) definir uma linha perpendicular ao diâmetro pelos pontos de intersecção, e 4) continuar traçando arcos e linhas para delimitar oito regiões iguais dentro da circunferência.
O documento fornece instruções para construir um óvulo geométrico em 6 etapas: 1) traçar um diâmetro e dois arcos intersectando-se, 2) traçar uma linha perpendicular ao diâmetro, 3) prolongar semi-retas a partir dos pontos finais do diâmetro, 4) traçar arcos intersectando as semi-retas, 5) traçar um arco com centro no ponto de interseção e raio igual à distância desse ponto ao diâmetro, fechando assim a forma do óvulo.
Este documento fornece instruções para desenhar um óvulo e uma oval. Um óvulo é constituído por quatro arcos de circunferência concêntricos com apenas um eixo de simetria, enquanto uma oval tem quatro arcos iguais dois a dois com dois eixos de simetria. As instruções detalham como traçar cada forma geometrica dado seus eixos.
O documento discute os conceitos básicos de projeções no desenho técnico, incluindo tipos de projeções como dupla projeção ortogonal, tripla projeção ortogonal e perspectivas axonométricas. Também explica o que são projeções cônicas e como linhas convergem para pontos de fuga na perspectiva cônica, ilustrando exemplos com um ou mais pontos de fuga.
The Vietnamese labor law is oriented towards protecting employees and disputes are often decided in their favor. Employers must follow strict procedures for contract termination that involve notice periods and severance payments. Social insurance contributions paid by both employers and employees have been increasing and currently total 25% of gross salary but will rise to 33.5% by 2014. Minimum wages are also being gradually increased each year until 2015 to ensure a living wage.
This document provides a summary of key labor regulations for foreign investors in Colombia. It outlines that Colombian labor laws are standards that cannot be waived or negotiated. Employment contracts in Colombia are governed by Colombian law regardless of party nationality. Key requirements include paying the monthly legal minimum wage, affiliating all employees to the social security system, and providing various fringe benefits like severance pay, interest on severance, service bonuses, transportation aid, and contributions to pension and health funds. The document explains different types of employment contracts and required payments to understand labor obligations for doing business in Colombia.
Este documento apresenta instruções passo a passo para realizar diversos tipos de desenhos geométricos, incluindo:
1) Como encontrar o ponto médio e traçar a mediatriz de um segmento de reta;
2) Como traçar uma reta perpendicular a um segmento passando por um ponto dado;
3) Como redesenhar um triângulo em outra posição através da triangulação.
1) O documento explica como traçar óvulos e ovais, figuras geométricas curvas fechadas constituídas por arcos de circunferência.
2) Um óvulo tem um eixo de simetria enquanto uma oval tem dois eixos de simetria.
3) São fornecidos passo-a-passo para traçar óvulos e ovais a partir de informações como o eixo menor ou os dois eixos.
Ficha de trabalho 7º ano estudo dos arcosruiseixas
O documento descreve os três elementos principais de um arco - dois pilares verticais e uma viga horizontal, ou estruturas curvas substitutas. Ele também define os termos "vão" como a abertura da base ao arco e "flecha" como a altura do arco a partir de uma linha reta perpendicular à base. O documento é uma ficha de trabalho para estudantes de 7o ano sobre o estudo dos arcos.
O documento apresenta uma introdução ao Direito Coletivo do Trabalho no Brasil, abordando:
1) A definição e conceitos-chave do Direito Coletivo do Trabalho;
2) Os principais sujeitos das relações coletivas de trabalho - sindicatos de empregados e empregadores;
3) Os princípios que regem a organização sindical no Brasil como a unicidade sindical, representatividade e negociação coletiva.
O documento fornece instruções passo-a-passo para desenhar um quadrado perfeito utilizando régua e compasso, dividindo-o em quadrículas e adicionando círculos e arcos dentro dele.
O documento descreve os principais elementos de representação gráfica em projetos arquitetônicos, incluindo planta de situação, planta baixa, cortes, elevações e suas finalidades. Ele também discute normas da ABNT para desenho técnico e representação de projetos de arquitetura.
O documento discute as regras sobre banco de horas e rescisão de contrato de trabalho. Em resumo: (1) Silvana celebrou acordo individual de banco de horas por 6 meses, trabalhando 2 horas extras por dia sem remuneração para compensar depois; (2) Após 5 meses, com horas extras não compensadas, Silvana pediu demissão comprovando novo emprego; (3) Neste caso, Silvana tem direito ao pagamento de metade das horas extras não compensadas no valor da remuneração na rescisão.
1) O documento apresenta uma apostila sobre a disciplina de Expressão Gráfica para o curso de Agronomia da UFES/CEUNES.
2) A apostila aborda tópicos como introdução à expressão gráfica, normalização e padronização de desenhos técnicos, instrumentalização, formatos de papel, caligrafia técnica e nomenclatura de linhas.
3) O documento fornece informações sobre os conceitos e procedimentos padronizados utilizados em desenhos técnicos.
Este documento fornece instruções para desenhar um óvulo e uma oval, incluindo suas definições e etapas para sua construção. É dado um exercício para desenhar um óvulo com circunferência inscrita de 10 cm e uma oval com eixo maior de 9 cm.
Este documento contém um conjunto de exercícios sobre desenho técnico para identificar e completar elementos geométricos, projeções ortogonais e perspectivas isométricas em menos de 3 frases.
Este contrato de trabalho a título de experiência estabelece os termos de um acordo entre uma empresa de educação técnica e um servente de obras. O contrato terá duração de 90 dias para que as partes avaliem a conveniência de um vínculo empregatício definitivo. O servente receberá um salário de R$ 632,55 por mês e deverá cumprir as regras da empresa.
O documento resume as provas de Direito do Trabalho aplicadas pelo TRT-RS em 10 de julho de 2022 para o cargo de técnico. O autor fornece o gabarito preliminar com comentários sobre cada questão, notando possível erro na questão 56 que poderia ser anulada. Além disso, o autor esclarece dúvidas dos alunos sobre os assuntos cobrados.
Gabarito empresarial - blog direito para todosRBXJURIDICO
O documento discute conceitos fundamentais de direito empresarial, incluindo tipos de sociedades, requisitos para caracterização de atividade empresarial, obrigações de registro e escrituração. Aborda questões sobre nomes empresariais, marcas, estabelecimentos empresariais e suas transferências. Inclui também perguntas e respostas sobre esses tópicos.
O documento fornece instruções para dividir uma circunferência em oito partes iguais através dos seguintes passos: 1) traçar um diâmetro, 2) traçar arcos intersectando-se a partir dos pontos finais do diâmetro, 3) definir uma linha perpendicular ao diâmetro pelos pontos de intersecção, e 4) continuar traçando arcos e linhas para delimitar oito regiões iguais dentro da circunferência.
O documento fornece instruções para construir um óvulo geométrico em 6 etapas: 1) traçar um diâmetro e dois arcos intersectando-se, 2) traçar uma linha perpendicular ao diâmetro, 3) prolongar semi-retas a partir dos pontos finais do diâmetro, 4) traçar arcos intersectando as semi-retas, 5) traçar um arco com centro no ponto de interseção e raio igual à distância desse ponto ao diâmetro, fechando assim a forma do óvulo.
Este documento fornece instruções para desenhar um óvulo e uma oval. Um óvulo é constituído por quatro arcos de circunferência concêntricos com apenas um eixo de simetria, enquanto uma oval tem quatro arcos iguais dois a dois com dois eixos de simetria. As instruções detalham como traçar cada forma geometrica dado seus eixos.
O documento discute os conceitos básicos de projeções no desenho técnico, incluindo tipos de projeções como dupla projeção ortogonal, tripla projeção ortogonal e perspectivas axonométricas. Também explica o que são projeções cônicas e como linhas convergem para pontos de fuga na perspectiva cônica, ilustrando exemplos com um ou mais pontos de fuga.
The Vietnamese labor law is oriented towards protecting employees and disputes are often decided in their favor. Employers must follow strict procedures for contract termination that involve notice periods and severance payments. Social insurance contributions paid by both employers and employees have been increasing and currently total 25% of gross salary but will rise to 33.5% by 2014. Minimum wages are also being gradually increased each year until 2015 to ensure a living wage.
This document provides a summary of key labor regulations for foreign investors in Colombia. It outlines that Colombian labor laws are standards that cannot be waived or negotiated. Employment contracts in Colombia are governed by Colombian law regardless of party nationality. Key requirements include paying the monthly legal minimum wage, affiliating all employees to the social security system, and providing various fringe benefits like severance pay, interest on severance, service bonuses, transportation aid, and contributions to pension and health funds. The document explains different types of employment contracts and required payments to understand labor obligations for doing business in Colombia.
This document provides a summary of key labor regulations for foreign investors in Colombia. It outlines that Colombian labor laws are standards that cannot be waived or negotiated. Employment contracts in Colombia are governed by Colombian law regardless of party nationality. Key requirements include paying the monthly legal minimum wage, affiliating all employees to the social security system, and providing various fringe benefits like severance pay, interest on severance, service bonuses, transportation aid, and contributions to pension and health funds. The document explains different types of employment contracts and payments arising from labor relationships in Colombia.
Asia Counsel Insights New Vietnam Labour CodeMinh Duong
Asia Counsel Insights provide readers a punchy update on legal and business developments in Vietnam.
In this edition, we provide a brief summary of the changes to employment law under the new Labour Code which will take effect on 1 January 2021.
Five key points about labor matters in Colombia:
1. Employment contracts executed in Colombia are governed by Colombian law regardless of nationality.
2. The monthly minimum wage is set annually through agreement between representatives or unilaterally by the government.
3. Certain payments like commissions and bonuses must be included in the salary base for calculating taxes and contributions.
4. Both national and foreign employees working in Colombia must join and contribute to the social security system, though foreign contributions to pensions are voluntary.
5. Additional voluntary benefits up to 40% of total compensation are excluded from social security contribution calculations.
1. In 2018, Germany introduced new laws aimed at promoting equal pay between men and women, including requiring some companies to report on their efforts to promote gender equality. Temporary workers can now claim the same pay as permanent employees after working continuously for the same employer since April 2017. Fixed-term contracts without cause are no longer allowed for employees with prior work history with the employer.
2. Key changes expected in 2019 include new rules allowing employees to request temporary reduced hours for up to 5 years, a new law defining and protecting business secrets and whistleblowers, and reforms aimed at limiting fixed-term contracts.
3. The document provides an overview of significant new German labor and employment laws and court decisions from 2018,
Please be informed that the Labour Code numbered 4857 (“Labour Code”) regulates the working conditions and also rights and obligations of the employees and employers. The Labour Code shall apply to all employers, employer representatives, employees and workplaces except those listed under Article 4 of the Labour Code. There are two types of termination of the employment contract stipulated under the Labour Code; 1) Termination with notice period and 2) Immediate Termination due to justified reasons.
Labor law in Colombia governs employment relationships and covers individual labor law, collective labor law, and social security. Individual labor law regulates relationships between employers and individual employees, while collective labor law regulates relationships with unionized employees or those negotiating collectively. Social security covers health, death, and loss of working capacity contingencies for employees. Employment contracts in Colombia do not require formalization and only require personal service, subordination to the employer, and remuneration. The types of employment contracts are indefinite, fixed-term, for the duration of a work or service, and occasional/temporary. Payments from employment include salary in ordinary or integral forms, wage exclusions, and traveling expenses.
All about End of services Gratuity in Kuwait.pdfFiyona Nourin
our payroll experts in Kuwait take you through a set of questions and answers that will help in clearing all your doubts related to end of service gratuity in Kuwait.
Baker & McKenzie Doing Business in Poland - Chapter 9 (Employment Law)Baker & McKenzie Poland
This document summarizes key aspects of Polish employment law, including:
- Polish labor law is statutory and regulates employment relationships. Employment agreements can be for a fixed term or indefinite duration.
- In a merger or takeover, employees are automatically transferred to the new employer without needing new contracts. Both current and new employers are responsible for pre-existing employment obligations.
- Employment contracts can be terminated by either party with appropriate notice periods ranging from two weeks to three months depending on length of employment. Unjustified termination allows employees to request reinstatement or compensation.
Linklaters Alert Dutch government and social partners announce changes to emp...Martijn van Broeckhuijsen
The Dutch government and social partners reached an agreement to change employment and pensions laws. Key points of the agreement include: 1) Dismissal laws will change in 2016, with economic or illness dismissals handled by a government agency or sector committees, and performance dismissals handled in courts. 2) A mandatory two week reflection period will be introduced for mutually agreed termination. 3) Transitional allowances for dismissed employees will be calculated based on years of service and capped at €75,000 or one year's salary. 4) Publicly financed unemployment benefits will be gradually reduced to 24 months by 2016.
Welcome to our Labor Law Review No.02.2020, which provides you with (i) the insight “What employers should do if employees absent from work for several days without permission and (ii) updates on labor law from May 01, 2020, to June 14, 2020.Any questions, please feel free to contact us at info@letranlaw.com
1. The document discusses the effects of employment contracts and termination of employment contracts under South Sudanese law. It outlines the key obligations and rights that stem from a contract of employment, such as payment of wages and defining the scope of work.
2. Methods of terminating employment contracts are described, including termination by notice or payment in lieu of notice. Procedures for termination due to gross misconduct are also provided. Unfair dismissal and available remedies like reinstatement, re-engagement, and compensation awards are explained.
3. Dispute resolution processes for contested terminations are summarized, including reporting disputes to the labor commission and applying to the labor court. The burden of proof in such proceedings is also covered.
This document summarizes key employment and labour legislation in Trinidad and Tobago. It discusses contracts of employment and service, types of employment contracts, recourse for employees, characteristics that distinguish employees from independent contractors, the Industrial Relations Act, the Truck Ordinance, foreign labour contracts, trade disputes, retrenchment and severance benefits, minimum wages, national insurance amendments, the Maternity Protection Act, the Equal Opportunity Act, and the proposed Occupational Safety and Health Bill. The presentation provides an overview of the legislation and highlights important impacts, definitions, rights, and changes contained within them.
As a regional business hub and an open economy, Singapore has an eclectic mix of human capital. The Singapore government has a well-thought out and structured legislation in place in the form of the Singapore Employment Act (SEA), which is the main labor law of the country.
The SEA clearly spells out the basic terms and conditions of employment and the rights and responsibilities of employers as well as employees under a contract of service.
The Singapore government also ensures that the Act, while in line with the international legislations, also provides adequate protection to all vested parties in the process of employment. Developing a proactive and harmonious labor, industrial and government relationship has remained the top priority of the legislation.
This document is a standard labor contract between an employer and employee in China. It outlines the following key points in 3 sentences:
The contract establishes an employment relationship between [EMPLOYER NAME] and [EMPLOYEE NAME] for [CONTRACT TERM] years in the role of [JOB TITLE]. It defines the employee's salary, working hours and conditions, benefits, grounds for termination by either party, and procedures for resolving disputes. The contract must be verified by the local labor bureau within 30 days of signature by both parties.
This document provides an overview of 20 new California laws affecting employers that will take effect in 2012. Some of the major changes include prohibiting employers from obtaining credit reports on applicants or employees, requiring employers to continue health coverage for up to 4 months for employees on pregnancy disability leave, increasing penalties for misclassifying independent contractors, and expanding protections against discrimination to include genetic information and gender expression. The laws cover a wide range of employment areas such as leaves of absence, compensation, discrimination, and workers' compensation.
This document provides an overview of 20 new California laws affecting employers that will take effect in 2012. Some of the major changes include prohibiting employers from obtaining credit reports on applicants or employees, requiring employers to continue health coverage for up to 4 months for employees on pregnancy disability leave, increasing penalties for misclassifying independent contractors, and expanding protections against discrimination to include genetic information and gender expression. The laws cover a wide range of employment areas such as leaves of absence, compensation, discrimination, and workers' compensation.
Similar to VIETNAM - GUIDE FOR THE NEW LABOR LAW 2021 - WHAT YOU MUST KNOW (20)
VIETNAM — Anwalt in Vietnam Dr. Oliver Massmann Corporate Sustainability Due ...Dr. Oliver Massmann
VIETNAM — Anwalt in Vietnam Dr. Oliver Massmann Corporate Sustainability Due Diligence Directive (CSDDD oder das EU-Lieferkettengesetz): Umfassende Analyse und Ausblick auf die Auswirkungen auf Unternehmen in Vietnam
Corporate Sustainability Due Diligence Directive (CSDDD or the EU Supply Chai...Dr. Oliver Massmann
Corporate Sustainability Due Diligence Directive (CSDDD or the EU Supply Chain Law): A Comprehensive Analysis and Review of its Implications on Vietnam-based Companies
Legal Alert - Vietnam - First draft Decree on mechanisms and policies to enco...Dr. Oliver Massmann
Legal Alert - Vietnam - First draft Decree on mechanisms and policies to encourage the development of rooftop solar power systems for self-consumption purpose
OMassmann - Investment into the grid and transmission system in Vietnam (2024...Dr. Oliver Massmann
The document summarizes Vietnam's Power Development Plan 8 (PDP8), which aims to ensure national energy security by 2050 through increasing renewable energy and developing the transmission grid system. Key points include: (1) PDP8 sets renewable energy targets of 47% by 2030 and 67.5-71.5% by 2050; (2) $134.7 billion will be invested in power generation and transmission from 2021-2030; (3) the plan encourages private investment and development of the transmission grid system.
Vietnam's Plan for Implementation of PDP8 – Key HighlightsDr. Oliver Massmann
The Prime Minister of Vietnam approved the Plan for Implementation of the National Power Development Plan to 2030 (PDP8) on April 1, 2024. The Implementation Plan sets specific tasks and timelines for government ministries to execute PDP8 through 2025. It maintains planned capacity targets for power generation projects such as gas, coal, and hydropower. However, it does not provide guidelines to address issues like project bankability and feed-in tariffs. The Implementation Plan also lists onshore wind and solar power projects and targets, while prioritizing the development of relevant legal frameworks through 2025 to fully implement PDP8 by 2030.
VIETNAM - THE NEW LAW ON CREDIT INSTITUTIONS - WHAT YOU MUST KNOW:Dr. Oliver Massmann
The National Assembly of Vietnam passed a new Law on Credit Institutions that takes effect on July 1, 2024. The objectives of the new law are to strengthen the resilience of the banking system, increase the independence and accountability of credit institutions, and improve oversight of the banking industry. Key changes include new rules around cross-ownership in commercial banks, managing bad debts, and providing a legal framework for digital banking. These regulations are intended to further develop Vietnam's market infrastructure and move the country closer to emerging market status. However, Vietnam remains a frontier market, and guidance on the new law could focus more on ensuring availability of information and streamlined processes to set up investment accounts to help Vietnam achieve emerging market status sooner. The new law
Corporate Sustainability Due Diligence Directive (CSDDD or the EU Supply Chai...Dr. Oliver Massmann
Corporate Sustainability Due Diligence Directive (CSDDD or the EU Supply Chain Law): A Comprehensive Analysis and Review of its Implications on Vietnam-based Companies
Vietnam's National Energy Development Strategy – Key HighlightsDr. Oliver Massmann
The Prime Minister of Vietnam approved the National Energy Development Strategy to 2030 and vision to 2045 to ensure national energy security and sustainable development. The strategy aims to meet domestic energy demand through 2030 by supplying 150-170 million tons of oil equivalent primarily through renewable sources comprising 15-20% of supply by 2030 and 65-70% by 2045. It also seeks to reduce greenhouse gas emissions from energy by 15-35% by 2030 and 70-80% by 2045. The Ministry of Industry and Trade will implement policies and proposed legislation to develop an interconnected energy market, encourage private investment in renewable projects, and establish a framework for direct power purchase agreements between renewable producers and customers.
Anwalt in Vietnam Dr. Oliver Massmann Corporate Sustainability Due Diligence ...Dr. Oliver Massmann
Anwalt in Vietnam Dr. Oliver Massmann Corporate Sustainability Due Diligence Directive (CSDDD oder das EU-Lieferkettengesetz): Umfassende Analyse und Ausblick auf die Auswirkungen auf Unternehmen in Vietnam
Corporate Sustainability Due Diligence Directive (CSDDD or the EU Supply Chai...Dr. Oliver Massmann
Corporate Sustainability Due Diligence Directive (CSDDD or the EU Supply Chain Law): A Comprehensive Analysis and Review of its Implications on Vietnam-based Companies
Defending Weapons Offence Charges: Role of Mississauga Criminal Defence LawyersHarpreetSaini48
Discover how Mississauga criminal defence lawyers defend clients facing weapon offence charges with expert legal guidance and courtroom representation.
To know more visit: https://www.saini-law.com/
The Future of Criminal Defense Lawyer in India.pdfveteranlegal
https://veteranlegal.in/defense-lawyer-in-india/ | Criminal defense Lawyer in India has always been a vital aspect of the country's legal system. As defenders of justice, criminal Defense Lawyer play a critical role in ensuring that individuals accused of crimes receive a fair trial and that their constitutional rights are protected. As India evolves socially, economically, and technologically, the role and future of criminal Defense Lawyer are also undergoing significant changes. This comprehensive blog explores the current landscape, challenges, technological advancements, and prospects for criminal Defense Lawyer in India.
Lifting the Corporate Veil. Power Point Presentationseri bangash
"Lifting the Corporate Veil" is a legal concept that refers to the judicial act of disregarding the separate legal personality of a corporation or limited liability company (LLC). Normally, a corporation is considered a legal entity separate from its shareholders or members, meaning that the personal assets of shareholders or members are protected from the liabilities of the corporation. However, there are certain situations where courts may decide to "pierce" or "lift" the corporate veil, holding shareholders or members personally liable for the debts or actions of the corporation.
Here are some common scenarios in which courts might lift the corporate veil:
Fraud or Illegality: If shareholders or members use the corporate structure to perpetrate fraud, evade legal obligations, or engage in illegal activities, courts may disregard the corporate entity and hold those individuals personally liable.
Undercapitalization: If a corporation is formed with insufficient capital to conduct its intended business and meet its foreseeable liabilities, and this lack of capitalization results in harm to creditors or other parties, courts may lift the corporate veil to hold shareholders or members liable.
Failure to Observe Corporate Formalities: Corporations and LLCs are required to observe certain formalities, such as holding regular meetings, maintaining separate financial records, and avoiding commingling of personal and corporate assets. If these formalities are not observed and the corporate structure is used as a mere façade, courts may disregard the corporate entity.
Alter Ego: If there is such a unity of interest and ownership between the corporation and its shareholders or members that the separate personalities of the corporation and the individuals no longer exist, courts may treat the corporation as the alter ego of its owners and hold them personally liable.
Group Enterprises: In some cases, where multiple corporations are closely related or form part of a single economic unit, courts may pierce the corporate veil to achieve equity, particularly if one corporation's actions harm creditors or other stakeholders and the corporate structure is being used to shield culpable parties from liability.
Synopsis On Annual General Meeting/Extra Ordinary General Meeting With Ordinary And Special Businesses And Ordinary And Special Resolutions with Companies (Postal Ballot) Regulations, 2018
Receivership and liquidation Accounts
Being a Paper Presented at Business Recovery and Insolvency Practitioners Association of Nigeria (BRIPAN) on Friday, August 18, 2023.
Sangyun Lee, 'Why Korea's Merger Control Occasionally Fails: A Public Choice ...Sangyun Lee
Presentation slides for a session held on June 4, 2024, at Kyoto University. This presentation is based on the presenter’s recent paper, coauthored with Hwang Lee, Professor, Korea University, with the same title, published in the Journal of Business Administration & Law, Volume 34, No. 2 (April 2024). The paper, written in Korean, is available at <https://shorturl.at/GCWcI>.
Business law for the students of undergraduate level. The presentation contains the summary of all the chapters under the syllabus of State University, Contract Act, Sale of Goods Act, Negotiable Instrument Act, Partnership Act, Limited Liability Act, Consumer Protection Act.
This document briefly explains the June compliance calendar 2024 with income tax returns, PF, ESI, and important due dates, forms to be filled out, periods, and who should file them?.
Matthew Professional CV experienced Government LiaisonMattGardner52
As an experienced Government Liaison, I have demonstrated expertise in Corporate Governance. My skill set includes senior-level management in Contract Management, Legal Support, and Diplomatic Relations. I have also gained proficiency as a Corporate Liaison, utilizing my strong background in accounting, finance, and legal, with a Bachelor's degree (B.A.) from California State University. My Administrative Skills further strengthen my ability to contribute to the growth and success of any organization.
What are the common challenges faced by women lawyers working in the legal pr...lawyersonia
The legal profession, which has historically been male-dominated, has experienced a significant increase in the number of women entering the field over the past few decades. Despite this progress, women lawyers continue to encounter various challenges as they strive for top positions.
From Promise to Practice. Implementing AI in Legal Environments
VIETNAM - GUIDE FOR THE NEW LABOR LAW 2021 - WHAT YOU MUST KNOW
1. VIETNAM - GUIDE FOR THE NEW LABOR LAW 2021 - WHAT YOU MUST KNOW
15 June 2021
The New Labor Code 2019 (‘Labor Code 2019’) comes into effect on 1 January 2021 and entirely
replaces the previous labor regime (‘Labor Code 2012’). To implement the new Labor Code
2019, the Vietnamese Government released two Decrees – Decree 145/2020/ND-CP dealing
with most elements of the law (‘Decree 145’), and Decree 152/2020/ND-CP covering foreign
employment matters on the law (inbound and outbound) (‘Decree 152’).
This Guidance is to summarize the fundamental amendments under Labor Code 2019, Decree
145 and Decree 152 that should be taken into account with a view to best protecting an
employers’ legitimate rights and entitlements under Vietnamese labor law.
I. NEW LABOR CODE 2019 – 16 CHANGES SINCE JANUARY 2021 THAT EMPLOYERS
SHOULD BE AWARE!
1. The definition of ‘employment relationship’ has been broadened
Pursuant to the Labor Code 2019, a legally valid employment relationship is deemed to exist
even where two parties agree to a document by a different name rather than ‘a labor contract’,
as long as the document includes a description of the job, salary, management, and supervision
conditions. In other words, a contractual document with a different name is still considered to
be a labor contract assuming the above general terms are included.
The new Labor Code 2019 creates the possibility that where a contract with an “independent
contractor”, “service provider”, “freelancer”, or other informal agreement between two or
more parties contains employment-like terms may specifically be recognized as a formal
Vietnam-law labor contract.
From a practical perspective, this serves to prevent employers from misusing service contracts
as an alternative mechanism for hiring individuals (as opposed to traditional labor contracts).
The use of service contracts typically enables employers to more easily undertake termination
without statutory restrictions, as well as avoid mandatory social insurance contributions, as
would otherwise ordinarily be required under a formal employment contract.
It is thus necessary for an employer who genuinely wishes to engage an individual contractor
for a specific service to prepare a specific service contract in order to avoid the potential risk
that the relationship be characterized as one of employment and not of service.
2. E-contracts are formally recognized
Labor contracts made by electronic means in data message form are now formally accepted
and recognized under the Labor Code 2019. Specifically, labor contracts concluded via
electronic devices in data message form have the same validity as those concluded in written
form.
2. Additionally, a verbal labor contract can be concluded if the contractual term is for less than
one (1) month.
3. Seasonal labor contracts have been removed
From 1 January 2021, labor contracts can take either one of the following forms: (i) indefinite-
term labor contracts, and (ii) definite-term labor contracts of maximum 36 months.
That is to say, compared to the current regulations of the Labor Code 2012, seasonal or work-
specific labor contracts will no longer exist.
4. Labor contract extension is no longer allowable
Under the Labor Code 2012, an annex to a labor contract serves to elaborate on specific
provisions or to amend or supplement the primary labor contract. Specifically, the duration of a
labor contract shall be amended only once by annex and type of the signed contract shall not
be changed as the result.
Under current law, in practice, the employer is entitled to conduct one extension for each
definite-term labor contract via an annex as an integral part of such labor contract. On this
basis, by way of two definite-term labor contracts plus two extensions, an employer is
potentially eligible to extend three times before the labor contract term is deemed indefinite by
law.
Conversely, the employer can no longer do that under the Labor Code 2019. The reason is that,
an annex to a labor contract fundamentally serves to elaborate, amend or supplement specific
provisions of the labor contract, but must not change the duration of the labor contract.
5. Multiple definite-term labor contracts are now allowed in certain cases
In principle, in case the two parties enter into a new labor contract with a definite-term, only
one additional definite-term labor contract may be executed. After that, if the employee
continues working, an indefinite-term contract shall be constituted.
Nevertheless, the Labor Code 2019 has addressed exceptions for this aforesaid principle
whereby parties may sign multiple definite-term labor contracts under special circumstances,
comprising: (i) elderly employees (i.e. employee working after reaching his/her retirement age);
(ii) expat employees; (iii) members of executive boards of organizations representing the labor
collective (including trade unions); and (iv) directors of state-owned enterprises.
6. New regime for probationary periods
Probationary periods can last up to 180 days for managerial positions under Law on Enterprises
or Law on management and use of state investment in enterprises, which greatly favor an
employer from a recruitment perspective, effectively enabling for an extended trial period.
It is also worth noting that probation is not allowed if the employee works under a labor
contract with a duration of less than one (1) month.
3. 7. Unilateral termination by employer
Since 1 Jan 2021, an employer shall have additional legal grounds to unilaterally terminate a
labor contract, once:
(i) An employee has reached his/her retirement age, noting that under the Labor Code
2012 an employer CANNOT unilaterally terminate an employee who has not yet
contributed to the social insurance regime in full for the purposes of pension
entitlement, even though he/she has reached his/her retirement age;
(ii) An employee is absent from work without a legitimate reason for five (5) consecutive
working days or more; or
(iii) The employee has provided false information that affects the recruitment of the
employee.
Additionally, the Labor Code 2019 has granted extra protection for an employer to unilaterally
terminate a labor contract without prior notice once:
(i) An employee fails to return to work after 15 days from the expiry of the suspension
period of a labor contract; or
(ii) An employee is absent from work without a legitimate reason for five (5) consecutive
working days or more.
8. Unilateral termination by employee
From an employee perspective, under the Labor Code 2019, an employee has the right to
unilaterally terminate a labor contract without any reason as long as they provide proper notice
in advance (i.e. at least 45 days in case of indefinite-term labor contract; at least 30 days in case
of definite-term labor contract of 12 to 36 months or at least 3 working days in case of definite-
term labor contract of less than 12 months).
In addition to the above, an employee also has the right to unilaterally terminate the labor
contract without prior notice should he/she:
• be not assigned to the contractual position or workplace;
• be not provided with the agreed working conditions;
• be not paid, in full or on time, the salary due as agreed in the labor contract;
• be mistreated or humiliated by the employer;
• be sexually harassed in the workplace;
• be pregnant and the continued employment would adversely affect the fetus;
• reach retirement age; or
• be provided with false information by the employer that affects the performance of the
labor contract.
4. 9. New regulations on salary payment
Employers are now no longer required to register a salary table, salary scale, or salary norms
with the labor authorities.
In case of salary paid via bank transfer, employers shall pay the cost of account opening and
money transfer. An employer may also pay the salary to the employee’s authorized person.
Once taking annual leave, an employee may request the employer to pay advance payments
equal to the salary for the entitled days of leave of such month. Should it be the case, the
employer shall accordingly deduct these advance payments at the time of salary payment for
the employee in question.
10. Changes applicable to expat employees
The maximum term of a work permit for a foreign employee is two (2) years and may only be
extended once for an additional maximum term of two (2) years. That is to say, new application
in full for a new work permit should be prepared every four (4) years for those working in
Vietnam for a long way. Under the current law, the maximum duration of a work permit is also
two (2) years and can be renewed on an unlimited basis. Please see our further analysis in this
regard under the section of Decree 152 herein below.
Employers and foreign employees may enter into multiple definite-term labor contracts. This
regulation is to guarantee that the term of the expat employee’s labor contract shall be
consistent with that of his/her obtained work permit.
In addition, expats married to Vietnamese citizens and living in Vietnam shall be exempt from
the obtainment of work permit nor work permit exemption certificate. Please see our further
analysis in this regard under the section of Decree 152 herein below.
11. Labor discipline
The internal labor regulations may be registered at the district-level labor authority. We are of
the presumption and view that the provincial labor authority may authorize a district-level
labor authority to process an application for the registration of internal labor regulations.
Importantly, employers may impose disciplinary measures for violations stipulated not only in
the internal labor regulations but also in the labor contract or labor laws. This is the case for an
employer with less than 10 employees where internal labor regulation preparation and
registration is not mandatory.
As a separate note, similar to current law, the procedure to impose labor discipline would
strictly require the involvement of a representative organization of employees at grass-root
level. However, it is also worth noting that, under new Labor Code 2019, representative
organization of employees could be other internal employee organizations within the employer,
in addition to the current regime of internal trade union which is purely under the sole
management of Vietnam Labor Federation.
12. Retirement ages have been increased
5. The age of retirement for employees working in normal conditions will follow a roadmap until
the age of 62 years for men and 60 years for women. Specifically, the retirement age will be
gradually increased to 62 years by 2028 for men, and 60 years by 2035 for women.
From 2021, the retirement ages of employees in normal working conditions shall be 60 years
and 3 months for men, and 55 years and 4 months for women, and shall increase by 3 months
for men and 4 months for women for each consecutive year.
13. The number of public holidays has been increased by one day
National Day shall include two (2) days, namely (i) the second day of September; and (ii) the
previous or next day.
14. Overtime policy
The monthly overtime cap has been increased from 30 hours to 40 hours.
Additionally, the Labor Code 2019 has supplemented the circumstances where organizing
overtime work of up to 300 hours in a year is permissible, comprising the manufacturing and
processing of textiles, garments, footwear as well as electric and electronic products; and the
processing of agricultural, forestry, aquaculture, and salt products.
Except for the special circumstances under Article 108 of the Labor Code 2019, the employer
must obtain the employee’s consent on the (a) overtime; (b) place of overtime work; (c) part-
time work via a written form No. 01/PLIV in Appendix IV issued together with the Decree 145.
Calculation for working overtime and working at night shift (from 10:00 pm to 6:00 am) shall
follow the table below.
Wage on a normal working day A
Wage on a normal working day at night shift (without
overtime)
130% A
Overtime on a normal working day 150% A
Overtime on weekends 200% A
Overtime on public holidays 300% A
Overtime on a normal working day at night shift 210% A
Overtime on weekends at night shift 270% A
Overtime on public holidays at night shift 390% A
6. 15. Concept of ‘sexual harassment’ has been introduced for the first time
‘Sexual harassment’ at the workplace is expressly introduced in the Labor Code 2019 and
Decree 145, which is described as below
• Physical behavior including actions, gestures, sexual contact or physical contact on the
body or sexual suggestion
• Verbal sexual harassment includes verbal sexual harassment, whether directly, through
the phone or through electronic means with sexual content or sexual implications
• Non-verbal sexual harassment, including body language; display, describe visual
material about sexual or related to sexual activity directly or electronically.
Procedures and policies on the prevention and handling of sexual harassment at the workplace
must be included in the internal labor regulations, whereby ‘sexual harassment’ is now defined
as a legal ground for dismissal. Specifically, ILR is required to include the following key contents
regarding Sexual Harassment Prevention. From a practical perspective, to the best of our
awareness, it is very likely that an ILR without the reflect of SH contents shall be rejected by the
labor authorities upon registration.
• Strictly forbid acts of sexual harassment at the workplace
• Specifically define acts of sexual harassment at the workplace suitable to the nature and
characteristics of the job and the workplace
• Responsibilities, time limit, and procedures for internal handling of the act of sexual
harassment at the workplace, including complaints and denunciations, settle
complaints, denunciations and related regulations.
• The form of labor disciplinary action against the person who commits the act of sexual
harassment or the person who makes false accusers corresponding to the nature and
severity of the violation
• Compensate for damage to the victim and remedial measures.
16. Special policies for female Employees
• During the menstruation, female employees will have additional 30 minutes time-off per
day for at least 3 days per month.
• During the time of raising infants, female employees will have 60 minutes additional
time-off per day to breastfeed children, collect and store milk, or to take a rest.
• Employees should be fully paid for such time-off according to the labor contracts.
Where they have no need to take leave and employer agrees for employee to work,
employee will be paid additional salary according to the work that the employee has
done during the leave period
7. • Employers are encouraged to enable female employees raising infants to collect and
store breastmilk at the working places, and employers having 1,000 or more female
employees must build rooms for collecting and storing breastmilk.
II. DECREE 152 - VIETNAM’S KEY ISSUES FOR FOREIGN EMPLOYEES
Decree 152/2020/ND-CP was issued by the Vietnamese Government to cover both inbound and
outbound foreign employment matters. Our analysis below is to further focus on the inbound
sector, i.e. the key issues and changes arising from Decree 152 in light of expats working in
Vietnam.
Generally speaking, the implementation of the foreign employment matters through Decree
152, has really resulted in significant implications and issues for expat employees and their
employers in Vietnam. Decree 152 came into effect on 15 February 2021, and since this
effective date, a number of employers have had to face difficulties in light of their demand on
foreign experts, due to the cumbersome licensing process of work permit obtainment and
renewal.
1. The four-year duration
As addressed above, Decree 152 introduces a concept that a Work Permit (which is validly
effective for up to 24 months), can be renewed once for up to 24 months, and then, after a
period of maximum four years, a foreign employee is required to commence the process again
to prove they are needed for a specific role in a Vietnam-based employer.
On this basis, as far as our understanding, the implication from the authorities is that four years
is the maximum duration that an expat expert is needed in a Vietnamese business.
2. Work Permits under the previous Decree are treated as irrelevant under Decree 152
Strictly speaking, it is impossible to renew an expiring Work Permit that was issued under the
previous Decree. That is to say, application for new Work Permit (and new supporting
documents) shall be required to be submitted.
As the procedure to obtain for a new Work Permit will take time, and foreign documents may
not be easy to obtain due to border closures during Covid-19 pandemic, this is creating super
headaches for those with expiring paperwork.
3. Previous professional experience in Vietnam could be no longer utilized
Previously, relevant professional experience could be evidenced via legalized/notarized
paperwork issued by previous employers, or by presenting previously issued Vietnam-law Work
Permits.
However, under Decree 152, only documentation provided by offshore entities shall be
accepted. That is to say, authorities are no longer accepting previous Vietnamese Work Permits
(or other Vietnamese documentation) as evidence of professional experience.
4. Experts must have relevant degrees with the potential role
8. Upfront, this is not a significant change from previous legal framework. Nevertheless, the strict
requirement that the expert’s University Degree must be specifically relevant to the role being
applied for results in trouble for those professionals who changed careers.
From a practical perspective, it could be an issue for experts issued with existing Work Permits
for the role, but due to the demand to re-apply for new Work Permits they no longer satisfy the
education requirements under such strict interpretations of Decree 152.
5. Labor authority will challenge why a foreign employee is needed for a role in Vietnam
Specifically, an employer would need to prepare an official letter to clarify and explain its
demand on foreign expert and submit same to relevant labor authorities. This explanation shall
address the reason why the employer does not hire a Vietnamese national for this role.
This is understandable to ensure that foreign individuals do not take jobs that can be filled by
Vietnamese nationals, and as a result will make the employment process far more cumbersome
to meet the statutory requirements, subject to the wide discretion of labor authority.
6. Expat married to a Vietnamese national
For the first time ever, a foreign individual married to a Vietnamese national can easily work for
a Vietnam-based employer without the need to obtain the Work Permit nor the Work Permit
Exemption Certificate, provided that the Vietnam-based employer could manage to get an in-
principle approval that an expat is needed for a specific role in such company.
Putting that aside, given the exemption from the Work Permit and the Work Permit Exemption
Certificate, labor contracts for these expats exempt via marriage are not subject to a maximum
24-month contract, which can be a significant benefit to the individual. In other words, in the
absence of a fixed-term Work Permit or a fixed-term the Work Permit Exemption Certificate,
this could be implied that it is possible for the employer to offer an indefinite-term labor
contract under this circumstance. MOLISA may provide further guidance in this regard.
***
General facts and Recommendations
In practice, a huge number of expat employees are falling under the interim period when the
previous Work Permit has expired but the new one has not been issued yet. Assuming their
visas/temporary resident cards are still validly effective and they are legally reside in Vietnam,
the question here is how to legally formalize their employment arrangement in Vietnam since
employer and expat cannot enter into a new labor contract until the issuance of the new Work
Permit.
More seriously, many foreign professional individuals are needing to leave Vietnam, due to
expiration of their Work Permits and the inability to obtain sufficient supporting documents for
renewing Work Permits before their visas/temporary resident cards expire.
9. There is significant pressure being applied to the Government from foreign business chambers
and organizations, and it is expected that we can see positive changes to Decree 152 or at least
further guidance from the authorities with more flexible solutions very soon.
At this stage, we highly recommend that expat employees and Vietnam-based employers
should proactively plan and schedule for the recruitment procedure super well and thoroughly
in advance with a view to best mitigating all the potential risks, as it may take many months to
obtain supporting documents to meet the statutory requirements under Decree 152.
Further, please kindly bear in your mind that the previous long-standing and widely-accepted
practices (e.g. Work Permit renewals or previous professional experience in Vietnam) can be no
longer applicable for now until further updates and guidance from the Government.
***
For more information on the above, please do not hesitate to contact the author Dr. Oliver
Massmann under omassmann@duanemorris.com. Dr. Oliver Massmann is the General Director
of Duane Morris Vietnam LLC, Member to the Supervisory Board of PetroVietnam Insurance JSC
and the only foreign lawyer presenting in Vietnamese language to members of the NATIONAL
ASSEMBLY OF VIETNAM.