Câu hỏi được biên tập từ chuyên mục tư vấn luật Lao động của Công ty luật Minh Khuê

>> Luật sư tư vấn pháp luật Lao động, gọi: 1900.6162

1. Mẫu Biên bản họp cơ cấu lại tổ chức

SOCIALIST REPUBLIC OF VIETNAM

Independence - Freedom – Happiness

MEETING MINUTES OF

MEMBERS’ COUNCIL

OF ………………………..

Ref: Organizational restructuring

Pursuant to:

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- Law on Enterprises 2020;

- Charter of ……………… “Company” dated …./…../…….; and

- Investment Registration Certificate No. …. dated …../…../…...

Today, date….month ….year ………., at …..AM, the Members’ Council holds a meeting at the head office of the Company located in ………………., under the convention of the Chairman of the Members’ Council.

The meeting includes participation of:

1. Mr………………… Chairman of the Members'Council;

2. Mr………………… Member of the Members'Council;

3. Ms………………… Member of the Members'Council;

I. Purpose and agenda of the meeting

Mr. ……………….., Chairman of the Members’ Council declared that the meeting was legally convened in accordance with the Charter of the Company.

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The Chairman announced the agenda to discuss and decide organizational restructuring.

II. Agenda of the meeting in detail

1. Upon consideration and discussion, all members of the Members’ Council. The employees affected by the organizational restructuring include:

- Mr……………………………. – position: ……………………………………………...;

- Mr……………………………. – position: ……………………………………………;

- Mr……………………………. – position: ……………………………………………;

2. In the case of the retrenchment of the employees working at the company due to organizational restructuring, the Company is responsible for payment of all benefits to the retrenched employees in accordance with the laws of Vietnam and the policies of the Company.

3. Assigning Mr…………………………, General Director cum Legal Representative of the Company is to implement the necessary legal procedures according to Vietnamese law (if any) so that the organizational restructuring of the Company is fully compliant with provisions of the laws of Vietnam.

4. Opinions of the participants

The participants totally agree to the above content.

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III. Voting

Issued votes: …….., rating 100%

Be for: …………….votes.

Be against: ………...vote.

Other idea: ……….. vote.

With no outstanding issues and no questions from the members, the Chairman declared that the meeting of the Members’ Council was closed at ….. AM of the same date.

In witness whereof, the minutes of the meeting of the Members’ Council is made into 03 (three) original copies with the same validity in which 01 (one) original copy is kept at the head office of the Company and 02 (two) original copies are submitted to the competent State authority of Vietnam (if requested).

Signed as a true and correct record of the meeting minutes by all members presenting as below:

Confirmation of the Members of the …..

2. Mẫu Quyết định cơ cấu lại tổ chức của Hội đồng thành viên

SOCIALIST REPUBLIC OF VIETNAM

Independence - Freedom – Happiness

THE MEMBERS’ COUNCIL

OF ……………………….

Pursuant to:

- Charter of ……………….. “Company” dated …./…../……;

- Investment Certificate No.….., issued by the People’s Committee of …….Province for the first time on …./…../…..; and

- Minutes of the Members’ Council dated …./…../…….

DECIDE

Article 1. Approving the Organizational Restructuring

The employees affected by the organizational restructuring include:

  1. Mr. …………………- position …………………..;
  2. Mr. …………………- position …………………..;
  3. Mr. …………………- position …………………..; and
  4. Mr. …………………- position …………………..;

Article 2. Assigning Mr. ………………, the General Director of the Company, to implement the necessary legal procedures according to Vietnamese law (if any) so that the Company fully complies with the laws of Vietnam.

In the case of the retrenchment of the employees working the Company due to organizational restructuring, the Company is responsible for payment of all benefits to the retrenched employees in accordance with the laws of Vietnam and the policies of the Company.

Article 3. This decision will take effect from the signing date. This decision is made into 03 (three) original copies . 01 (one) original copy is kept at the head office of the Company and (02) two original copies are submitted to the competent State authority of Vietnam (if requested).

For and on behalf of ……….

3. Phương án sử dụng lao động khi thay đổi cơ cấu tổ chức

LABOUR USAGE PLAN

I. Decrease of personnel demand due to organizational structuring of ……. “Company”.

Since its establishment in …….., ……………..(name of the company) has quickly captured the demands and trends of the Vietnamese market to become one of the leading companies in the business of ……... To gain this achievement, the Company has built up a production process; manipulated technology and invested in advanced machines and production equipment which suits and meets business needs of the Company in each specific stage.

However, with new business plans and strategies at the present, the Company found it necessary to re-arrange relevant departments, divisions and complete product structures by narrowing the list of products in order to eliminate outdated products and business equipment with higher technical qualifications to meet its goals and this new business strategy. Thus, in order to optimize existing resources and create competitive advantages for the Company in the market in the near future, the Company decided to conduct to changes of the processes, technologies, production and business machinery and equipment associated with production and business lines of the Company following a simple and more efficient model.

In order to carry out the Restructuring, the Company has implemented many labour re-structuring plans to ensure employment for the employees “Employees” in the Company. However, since the Company has no vacant positions to be able to resolve jobs for redundant employees at this time, the Company is forced to consider a retrenchment plan for these redundant employees to ensure the management and operational efficiency of the Company.

II. Labour usage plan:

1. Personnel situation of the Company

At the moment, the Company has …….. Employees working in the Company, in which ……. Employees working at the Company’s head office located at ……. and …….. Employees working at its branches at ………….. With the Restructuring plan as stated in Section I above, the Company has decided to implement the change of organizational structuring, the change of procedures, technology, machinery, production and business equipment associated with lines of business and production of the Company, and the Company shall retrench ………. redundant Employees at the Company’s head office and ………. Employees at its branches/ representative office.

2. Plans of personnel reorganization conducted by the Company

To ensure jobs for most Employees who are working for the Company and avoid retrenching a number of employees, the Company has conducted some specific plans as below:

  1. Not employ or recruit any new employee for the Company at the current time; and
  2. Has met and worked with the competent representative of the Department of Labour, War Invalids and Social Affairs of …….. “DOLISA” to inform the implementation of the Restructuring of the Company.

With the current business situation, the Company has no new job and accordingly could not arrange jobs for the redundant Employees in practice and is forced to further cut labour costs beyond the other cost-cutting plans. Therefore, for these …. redundant Employees, after thoroughly considering and finding that there are no new jobs that are able for them to work, the Company had to consider a plan on retrenching these ….. redundant Employees.

3. Basis for formulating the labour usage plan

This labour usage plan is formulated based on an overall assessment of the Company’s personnel utilization. Especially, the General Director and Human Resource Department and other related departments of the Company have reviewed workloads of each department and evaluated tasks performed by each Employee under his/her labour contract.

4. Retrenching the redundant employees after performing the labour rearrangement plan

4.1. The Company has decided to retrench ….. the redundant Employees working at corresponding departments, divisions of the Company …..

In particular:

(i) Number of the remaining Employees still utilized and re-trained for the continued usage: …….;

(ii) Number of Employees to be retired;

(iii) Number of Employees to be transferred to part-time jobs;

(iv) Number of Employees to have their labour contracts terminated because of the Restructuring: ….., including the:

- Number of Employees who are members of the Executive Committee of the Grassroots Trade Union: ……;

- Number of Employees who are sick or suffering from labour accidents or have occupational disease under treatment or nursing as decided by the competent medical agencies: ………;

- Number of Employees taking annual leaves, personal leaves or other cases approved by the Company: ……..;

- Number of female Employees who are pregnant, maternity leaves, have to take care of her under 12 month-old children: ……..; and

- Number of female Employees taking maternity leave in accordance with the law on social insurance: ………..

4.2. The retrenchment will be conducted in consultation with the Executive Committee of the Grassroots Trade Union of the Company and officially inform to the DOLISA before the Company issuing its’ official decision on labour contract termination with each Employee.

5. Measures and financial resources ensuring performance of the plan

5.1. With regard to the Employees who are entitled to unemployment insurance, the Company is responsible for guiding them to register and derive the benefit of the unemployment insurance according to the regulation of the labour law.

5.2. With regard to the Employees who are not qualified to receive the unemployment insurance and their working period in the Company does not qualify them for unemployment insurance payment (probation time, maternity leave, over 14-day monthly sick leave, etc.); the Company will pay them unemployment benefits according to the regulation of the labour law. The estimated amount to pay for the unemployment benefits for the Employees is ………..VND .

5.3. The Company will guide the Employees to conduct procedures for social insurance to receive their insurance once, if any employees do not need to participate in the social insurance benefit after terminating the labour contracts with the Company.

5.4. The Company undertakes to accurately and completely implement its’ obligation to contribute social insurance, health insurance and unemployment insurance and pay in full any unused annual leaves and salaries, incentives (if any) to the Employees until the termination dates of their labour contracts.

6. Plan performance schedule

6.1. The Company intends to make a report on the retrenchment to the DOLISA on …/…./…..

6.2. Within 30 days of the notice on the retrenchment to the DOLISA ….., and if there is no objection from the DOLISA on the retrenchment, the Company shall send a notice to each of the redundant Employees on the retrenchment with an advanced notice time respectively 30 calendar days or 45 calendar days (depending on the type of labour contracts of the Employees) and issue a decision on labour contract termination with each of the redundant employees according to advanced notice time as notified to the employees.

6.3. The retrenchment shall be carried out ……….

6.4. The Company shall pay any payable entitlements to the redundant Employees, if any, within [30] calendar days as from the date of the Company’s decision on labour contract termination.

6.5. The social insurance book shall be returned to each of the redundant Employees after 30 working days from the date when the Company obtains approval of the social insurance agency regarding to complete procedures for closing insurance books in accordance with the law.

III. Guarantees of the Company

The Company shall re-recruit the redundant Employees when the Company is in need. Giving first priority in recruitment of local Employees and the Employees contributing and being devoted to the Company in the future once the Company has any similar vacancy, the Company shall give first priority to re-recruit the said redundant Employees.

IV. Opinions of the Executive Committee of the Grassroots Trade Union

1. Through working and considering the labour usage plan of the Company, the Executive Committee of the Grassroots Trade Union found that the Company actually needs to implement the Restructuring.

2. The Executive Committee of the Grassroots Trade Union has supported the Company in formulating the Labour usage plan due to the Restructuring and fully agreed with the Labour usage plan and will coordinate with the Company to conduct necessary legal procedural steps to ensure the redundant employees’ interest due to the change of organizational structure, labour restructuring in accordance with the laws of Vietnam.

This Labour usage plan is agreed and signed on …/…../…...

For and on behalf of the Company

For and on behalf of

The legal representative

the Executive Committee of the

Grassroots Trade Union

4. Mẫu Quyết định rút quyết định chấm dứt hợp đồng lao động

SOCIALIST REPUBLIC OF VIETNAM

Independence - Freedom – Happiness

…………, date……..month …….. year

DECISION

Withdrawal of Decision on Termination of Labour Contract

GENERAL DIRECTOR OF ………………………..

Pursuant to:

- The Labour Code 2019 “Labour Code”;

- The Labour Contract No. …. signed between ………………………………… “Company” and …………………………. “Labour Contract”; and

- The Decision No. ….. on termination of labour contract dated …../…../…….. of the [General] Director of the Company “Decision on Termination of Labour Contract”.

DECIDE

Article 1. To withdraw the Decision on Termination of Labour Contract with ………… dated ……/……/……...

Article 2. Rights and obligations of the Company and ………………………… shall be subject to the contractual agreements and the provisions of the prevailing labour regulations.

Article 3. ………………………………………….., Human Resource Department and concerned departments of the Company have responsibility to execute this Decision.

Article 4. This Decision is made into 02 (two) original copies, and shall take effect from the signing date hereof, in which 01 (one) original copy will be filed at the Company office and 01 (one) original copy will be delivered to ………………………………...

For and on behalf of the Company

5. Quyết định thay đổi lại cơ cấu tổ chức

SOCIALIST REPUBLIC OF VIETNAM

Independence - Freedom – Happiness

DECISION OF THE BOARD OF DIRECTORS

OF ……………………….

Ref: Organizational restructuring

To day, date … month…. year…….. at ……………………………………………………

THE BOARD OF DIRECTORS

OF …………………………….

Pursuant to:

- Articles of Association of …………………………………….. dated …./…../…….; and

- Certificate of Incorporation No. ………………., issued by the ……. on …./…../…….

DECIDE

Article 1. Approving the organizational restructuring “Company”.

The employees affected by the Organizational Restructuring include:

- Mr./Ms. ……………………………… - position;

- Mr./Ms. ……………………………… - position;

- Mr./Ms. ……………………………… - position;

Article 2. Assigning Mr. …………………………., the General Director of the Company, to implement the necessary legal procedures according to Vietnamese law (if any) so that the Company fully complies with the laws of Vietnam.

In the case of the retrenchment of the employees working the Company due to the organizational restructuring, the Company is responsible for payment of all benefits to the retrenched employees in accordance with the laws of Vietnam and the policies of the Company.

Article 3. This decision will take effect from the signing date. This decision is made into 03 (three) original copies, in which 01 (one) original copy is kept at the head office of the Company and 02 (two) original copies are submitted to the competent State authority of Vietnam (if requested).

For and on behalf of

the Board of Directors of the company

Trên đây là một số mẫu biểu được sưu tầm. Nếu còn vướng mắc, chưa rõ hoặc cần hỗ trợ pháp lý khác bạn vui lòng liên hệ bộ phận tư vấn pháp luật trực tuyến qua tổng đài điện thoại số: 1900.6162 để được giải đáp.

Rất mong nhận được sự hợp tác!

Trân trọng./.

Bộ phận tư vấn pháp luật Lao động - Công ty luật Minh Khuê Sưu tầm

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Trả lời:

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Trả lời:

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Trong trường hợp người sử dụng lao động không thể giải quyết được việc làm mà phải cho người lao động thôi việc thì phải trả trợ cấp mất việc làm theo quy định tại Điều 47 của Bộ luật Lao động 2019.
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