Biểu mẫu 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 thỏa ước lao động tập thể

COLLECTIVE LABOUR AGREEMENT

- Pursuant to the Labour Code 2019;

- Based on the Minutes of the collective bargaining meeting between the representative of the Company …… and the employees’ collective dated …/…./….;

Today, …../…../……, at the Company’s office located at ……., the following people:

  1. ……………….. “Company”

Mr. ……………… - General Director cum the Company’s legal representative.

2. The representative of the Employees’ Collective

Mr. ……………… - Chairman of the Executive Committee of the Grassroots Trade Union of the Company.

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Agree to sign the collective labour agreement “Collective Labour Agreement” with the following contents:

CHAPTER I

GENERAL PROVISIONS

Article 1. Scope of regulation

1.1. This Collective Labour Agreement provides for the authorities, responsibilities, rights and obligations of the Company and the Employees’ Collective in the labour relationship during the term of the Collective Labour Agreement.

1.2. In case the rights of employees having been agreed in the labour contracts are more restrictive than those as stated in the Collective Labour Agreement, the corresponding provisions of the Collective Labour Agreement shall be followed. All regulations on working conditions in the Company shall be amended in order to be in accordance with the corresponding provisions of the Collective Labour Agreement.

1.3. Other cases in the labour relationship that are not covered by this Collective Labour Agreement shall be dealt with in accordance with the provisions of the relevant Labour Law.

Article 2. Definition

2.1. “Company” means …………………….established under the Enterprise Registration Certificate No. …. issued by ……. issued on …./…../…….

2.2. “Employees” or “Employees’ Collective” means all Employees of the Company, who are recruited and employed under any type of labour contract which shall be signed with the Company, including those who are on probation, apprentices, trainees, during training period and foreign employees.

2.3. “Party”: means the Company or Employees’ Collective; and “Parties”: means the Company and Employees’ Collective.

2.4. “Labour Contract” means the labour contract signed between the Company and each employee in accordance with the applicable law.

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2.5. “Internal Labour Regulations” means regulations issued by the Company having been registered with Provincial Department of Labour, War Invalids and Social Affairs.

2.6. “Human Resource Department” means the department of management, supervision and implementation of matters relating to the Company’s Employees.

2.7. “Executive Committee of the Grassroots Trade Union” means the grassroots trade union of the Company who represents and protects the rights and legitimate interests of employees and the employees’ collective.

2.8. “Labour Authority” means Provincial Department of Labour, War Invalids and Social Affairs.

2.9. “Labour Law” means Labour Code No. 45/2019/QH14 passed by the National Assembly dated 20 November 2019 and was effective from 1 January 2021, and all amendments, supplements and guiding documents the Labour Code and the Law on Trade Union as well as other relevant legal documents issued from time to time.

Article 3. Effectiveness, extension and amendment of the Collective Labour Agreement

3.1. The Collective Labour Agreement is valid for 03 (three) years from the date the Parties sign the Collective Labour Agreement.

3.2. After 03 (three) months for the Collective Labour Agreement of implementation from the effective date of Collective Labour Agreement, the Parties have the right to request amendment, supplement, replacement or cancellation of any provision of the Collective Labour Agreement provided that such amendment(s), supplement(s), replacement(s) or cancellation must be carried out in accordance with the corresponding order as of signing the Collective Labour Agreement required by law. Provisions that need to be amended or supplemented after agreement must be notified in writing to the Labour Authority and the Employees.

3.3. Within 03 (three) months before the expiry of the Collective Labour Agreement, the Parties may negotiate to extend the term or sign a new collective labour agreement.

3.4. If the Collective Labour Agreement expires and the Parties have not completed their negotiations, the Collective Labour Agreement shall remain valid for a period of no more than 60 (sixty) days. After 60 (sixty) days from the expiration of the Collective Labour Agreement and the Parties have negotiated but do not reach a final agreement, the Collective Labour Agreement shall be automatically invalid. In such case, all labour relations between the Company and the Employees shall comply with the Labour Contracts and provisions of the Labour Law.

Article 4. Responsibilities of the Parties

4.1. Responsibility of the Company

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4.1.1. Strictly abiding by the State’s regulations on labour usage.

4.1.2. Respecting and fully implementing all agreements in the Collective Labour Agreement.

4.1.3. Ensuring rights and working conditions for Employees to fulfil their assigned tasks, protecting the working environment and health of the Employees. Depending on the job requirements, the Company will create conditions for the Employees to study and to improve their professional skills and qualifications in order to serve the Company’s business effectively.

4.1.4. Ensuring the conditions in order that the Executive Committee of the Grassroots Trade Union can operate in accordance with regulations. Implementing the provisions of the Labour Law regarding the rights of the Executive Committee of the Grassroots Trade Union, fully paying fees, and creating favourable conditions for the officials of the Executive Committee of the Grassroots Trade Union to operate under provisions of the Labour Law.

4.2. Responsibility of Employees’ Collective

4.2.1. Respecting and implementing provisions agreed in the Collective Labour Agreement and in the Labour Contract of each Employee.

4.2.2. Actively participating in labour, strictly abiding by the Internal Labour Regulations, labour discipline, and complying with regulations on labour safety and labour hygiene.

4.2.3. Coordinating with the Company in implementing production plans, saving materials, and ensuring work progress.

4.2.4. Not participating in strikes or collective labour disputes which are contrary to Labour Law.

CHAPTER II

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CONTENTS OF LABOUR AGREEMENT

Article 5. Employment and job security

5.1. After the Employees are recruited, the Company and the Employees will enter into one of the following types of Labour Contracts:

5.1.1. Indefinite-term Labour Contract.

5.1.2. Definite-term Labour Contract with the term between 12 (twelve) months and 36 (thirty six) months;

5.1.3. A seasonal or work-specific Labour Contract that has duration of less than 12 months.

5.2. Any contracting, suspension, amendment of content or termination of the Labour Contract must comply with the provisions of the Labour Law.

5.3. The Company will secure employment for the Employees during the validity of the Labour Contracts.

5.4. Employees who have successfully completed their assigned tasks and are not subject to labour discipline will have resigned their Labour Contracts when the contract expired.

5.5. Employees participating in illegal strikes will not be resigned when their Labour Contracts expire.

Article 6. Organization of training and improving Employees’ professional skills

6.1. According to the development strategy of the Company, in each period, at the appropriate time the Company will send the Employees to train, retrain and improve their professional skills to meet the actual work requirements. The Company will arrange for Employees being manager, skilled Employees, or technical workers to gain experience in local and overseas enterprises.

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6.2. The Company will cover all or part of the tuition fees if the Employee is eligible to attend the training courses required by the Company and the Employee must commit to work for the Company within …… months after the end date of the training course.

Article 7. Work positions of Employees

Depending on the needs of business operations in each period, the Company has the right to change the Employees’ department or working location. The Company commits to arrange the work for the Employees in accordance with the agreement in the Labour Contracts, the Labour Law and assist the Employees to complete the assigned tasks.

Article 8. Working hours, break time

8.1. The Company regulates working hours and break time according to provisions of the Internal Labour Regulations registered under the provisions of the Labour Law.

8.2. In addition to the personal leave with full pay as stipulated in the Internal Labour Regulations and the Labour Law, the Employees are entitled to leave with full pay in any of the following cases:

Depending on the Company’s policy, the Company has the right to stipulate additional cases when the Employees who are entitled to private leave with full payment.

For the above cases, the Employees must submit to the Human Resource Department valid documents for proving purpose on the first day they return to work.

8.3. In addition to the national holidays, New Year holidays with full pay according to the provisions of the Internal Labour Regulations and the Labour Law, the Employees are entitled to full pay in the following cases:

8.4. If the Employees must work at a location other than the specified work location of the Company during working hours, they must notify the direct superior of the work location, work to be done and the estimated time to do the jobs.

Article 9. Salaries, bonuses, allowances

9.1. The Employees are paid according to the agreement in the labour contracts and according to the Company’s salary scale and salary table. The salary of each Employee shall be considered by the Company on the basis of the level, level of work completion, attitude, quantity and quality of the Employee’s work, the level of inflation and salary policy to apply for each immediate time. This salary shall not be lower than the regional minimum salary issued by the Government in each period for the place where the Employees are working and are to be agreed and recorded in the labour contracts by the Parties.

9.2. The Company is responsible for building labour norms and sending the salary scale and salary table to the Labour Authority as prescribed. Regulations on salary payment and reward are then reviewed by the Employees’ Collective and Executive Committee of the Grassroots Trade Union and publicized for the Employees.

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9.3. The Company will deduct the monthly salary of the Employees to pay personal income tax (if any), social insurance, health insurance, unemployment insurance, labour occupational accident and disease insurance, and other items which the Employees are obliged to pay in accordance with current regulations.

9.4. Allowances

In addition to the salary as stated in the Labour Contracts, to encourage long-term Employees to work for the Company, the Company will also implement policies to support the Employees with the following allowances:

(a) Monthly phone bill: …………..VND;

(b) Gasoline for monthly travel: ……………..VND; and

(c) Monthly housing rent: ……………………VND.

9.5. Bonuses

The Company is responsible for developing a Bonus Regulation which specifically stipulates conditions and criteria for bonus to the Employees. The bonuses shall include:

(a) Bonus for the salary of the 13th (thirteenth) month on Tet holidays:

Depending on the situation of production operation and business, the Company will consider rewarding Employees who work full 12 months with a bonus of at least 01 months salary for the 13th month under the Labour Contracts. The bonus for Employees who work less than 12 months will be calculated by the corresponding rate according to the actual number of working months. Bonus conditions and levels will be based on the Company’s Bonus Regulations; and

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(b) Unexpected bonus to the Employees if they have outstanding achievements in the course of their work, making important contributions to the development of the Company and have initiatives to improve their work effectively with the high satisfaction level of the Company’s customers.

[Depending on the Company’s policy, the Company may stipulate other bonuses for Employees in the course of work].

9.6. Information about each Employee’s salary, allowances and bonuses is considered confidential information. Employees must comply with the obligations to keep their salaries and bonus information confidential in accordance with the information privacy regulations as prescribed in the Internal Labour Regulations and information security agreement (if any).

Article 10. Occupational safety and health

10.1. The Company is responsible for occupational safety and health training, fully implementing the provision of labour safety equipment and annual health checks for the Employees in accordance with the Labour Law from time to time.

10.2. The Company is responsible for taking care of and improving working conditions, complying with regulations on labour protection, labour safety and hygiene standards, protecting the working environment in accordance with the law on protection and instructing the Employees to comply with these regulations.

10.3. The Employees must strictly comply with regulations on occupational safety and labour hygiene; to maintain and preserve the protection facilities provided by the Company.

10.4. The Employees working in heavy and hazardous sectors will be entitled to salaries and in-kind bonus in accordance with the Labour Law on occupational safety and hygiene from time to time.

Article 11. Statutory insurance and other types of insurance

The Company is responsible for properly and fully implementing the provisions of the law on statutory insurances for the Employees. Every month, the Company will deduct an amount from the Employees salary (by directly deducting the monthly salary before paying salary to the Employee) to pay statutory insurance in accordance with the prevailing law.

[In addition to statutory insurance, depending on the Company’s policy, the Company may purchase some other types of insurance for the Employees].

Article 12. The Executive Committee of the Grassroots Trade Union activities

12.1. The Executive Committee of the Grassroots Trade Union must develop an operational plan for the year to be sent [filled in with the position of the legal representative] to coordinate in the implementation. In case of an unexpected plan, it is required to notify the Company in writing at least 07 (seven) days in advance.

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12.2. When the Executive Committee of the Grassroots Trade Union makes a written request according to the requirements of the Employees’ Collective at the Company, the Company is responsible for coordinating with the Executive Committee of the Grassroots Trade Union in reviewing and responding to written petitions within 07 (seven) days since the date of receipt of the petition.

12.3. The Company shall create favourable conditions for the Executive Committee of the Grassroots Trade Union to perform its functions and duties in accordance with the Labour Law.

12.4. On a quarterly and annual basis, the Executive Committee of the Grassroots Trade Union in coordination with the competent representative of the Company will organize a dialogue meeting between the Company and the Employees in accordance with the regulations on dialogue and conferences of the Employees at enterprises to exchange information and listen to the opinions of the parties to build the labour relations in the Company harmoniously, stably and progressively.

Article 13. Labour disputes and labour dispute resolution

13.1. Labour disputes are disputes over rights and benefits arising in labour relations between the individual employee, or the Employees’ Collective and the Company (“Dispute”).

13.2. Principle for dispute resolution:

(a) Respect and guarantee to the parties to negotiate and decide on the settlement of labour disputes;

(b) Ensuring the implementation of conciliation and arbitration on the basis of respecting the rights and interests of the disputing Parties, respect of the common interests of the society, and not against the law;

(c) Transparent, objective, timely and lawful;

(d) Ensure the participation of representatives of the parties in the process of resolving labour disputes;

(e) The resolution of a labour dispute shall first be negotiated directly by the Parties in order to harmonize the interests of the disputing Parties, stabilize production and the business, ensure social order and safety; and

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(f) The resolution of a labour dispute conducted by an agency, organization or individual having jurisdiction to settle a labour dispute after one of the Parties gives a petition that one of the Parties refuses to negotiate on; negotiated but failed; or negotiated but one of the Parties fails to perform their obligations.

13.3. During the Dispute resolution process, the Parties have the following rights and obligations:

(a) Directly or through his representative to participate in the dispute resolution process;

(b) Withdrawing applications or changing the content of disputes;

(c) Requesting to replace the person directly conducting the dispute resolution if there is a good reason that the person cannot guarantee objectivity and fairness in the dispute resolution;

(d) Provide sufficient documents and evidence at the request of agencies and organizations that settle labour disputes; and

(e) Strictly abide by the agreed agreements and minutes of a successful conciliation and decision of the agency or organization resolving labour disputes, valid judgments or decisions of the Peoples Court.

13.4. The contents of the Disputes which the Parties do not recognize or agree to in this Collective Labour Agreement shall be followed by the Parties in accordance with the Labour Code and relevant guiding documents.

CHARTER III

IMPLEMENTATION PROVISIONS

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Article 14. Implementation responsibility

14.1. The Company, the Executive Committee of the Grassroots Trade Union and the Employees’ Collective are responsible for properly and adequately implementing the agreed contents of the Collective Labour Agreement.

14.2. After the Collective Labour Agreement comes into effect, the Company will arrange a time for the Executive Committee of the Grassroots Trade Union to implement the content of the Collective Labour Agreement to the Employees’ Collective.

14.3. The amendment(s), addition(s), replacement(s) or cancellation of any provision of the Collective Labour Agreement shall be carried out in accordance with Article 3 thereof.

This Collective Labour Agreement is discussed and signed on [•] at the Company’s headquarters with 03 (three) original copies, in which 01 (one) original copy is kept by the Executive Committee of the Grassroots Trade Union and 02 (two) original copies are fined at the Company.

For and on behalf of the company

For and on behalf of Employees’ Collective

2. Mẫu Yêu cầu sửa đổi thỏa ước lao động tập thể

ANNOUNCEMENT

(On: Requesting amendments and supplements

to the Collective Labour Agreement)

Respectfully to: All employees of the Company …………..

- Pursuant to the Labour 2019; and

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- Pursuant to the Collective Labour Agreement ….. “Company” issued on …/…/… “Collective Labour Agreement”.

After …………, in consideration of ………………………, the Company in this Announcement would like to inform all employees that the Company shall organize a collective bargaining between the Company and the representative of the employees’ collective to conduct the amendment and supplementation of the Collective Labour Agreement for continuing to improve the working conditions for the employees and in accordance with the current labour law.

The information of the collective bargaining is as follows:

1. Contents of the bargaining:

(i) …………………………..; and

(ii) …………………………..

2. The number and composition ofparticipants:

(i) From the Company side: …………………….

(ii) From the Employees’ Collective side: the Executive Committee of the Grassroots Trade Union of the Company.

3. Time for organizing the collective bargaining: …………….

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4. Location for organizing the collective bargaining: …………...

The Company would like to inform all employees about the above matter. In case any employees have questions regarding the contents of the collective bargaining, please send your questions to the Executive Committee of the Grassroots Trade Union so that they can be recorded and given to the contents of the collective bargaining in the coming time.

Best regards,

For and on behalf of the Company

3. Mẫu Thay đổi hình thức trả lương

PRIVILEGED AND CONFIDENTIAL

At ………., date………. Month………. Year……………

To:…………………………………………………………

Nationality : …………………………………………….

Identity Card No. : ………………………………………

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Position : …………………………………………….

Department : …………………………………………….

Division : …………………………………………….

Ref: Notice of change in payment method of salary

Dear ……………………………………

First of all, we would like to thank you for your contribution during the time you have worked for US.

Regarding the content of the labour contract No. …… dated …./…./…. and its appendix No. …. dated …./…../….. signed between Company …….. “Company” and you, we would like to inform you as follows:

Pursuant to Article …… of the Labour Code, the employer has the right to change the form of salary payment applicable to employees. Therefore, by this Notice, the Company notifies you that the Company shall change the payment method in the labour contract to a new one.

Accordingly, you shall be paid by the new payment method of salary according to time specify the salary payment by month. This new payment method shall take effect and be applied from …../…../…….

Such a change shall not change your other rights and obligations as stipulated in the labour contract and other related policies of the Company. The Human Resource Department shall contact you regarding the signing of the appendix to the labour contract to reflect the new payment method in accordance with the current labour law.

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If you have any question regarding the aforementioned change, please contact the Human Resource Department for clarification.

Best regards,

For and on behalf of the Company

Trên đây là một số biểu mẫu được chúng tôi 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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Các câu hỏi thường gặp

Câu hỏi: Quy định về gửi Thỏa ước lao động tập thể

Trả lời:

Trong thời hạn 10 ngày kể từ ngày thỏa ước lao động tập thể được ký kết, người sử dụng lao động tham gia thỏa ước phải gửi 01 bản thỏa ước lao động tập thể đến cơ quan chuyên môn về lao động thuộc Ủy ban nhân dân cấp tỉnh nơi đặt trụ sở chính.

Câu hỏi: Hiệu lực của Thỏa ước lao động tập thể?

Trả lời:

Ngày có hiệu lực của thỏa ước lao động tập thể do các bên thỏa thuận và được ghi trong thỏa ước. Trường hợp các bên không thỏa thuận ngày có hiệu lực thì thỏa ước lao động tập thể có hiệu lực kể từ ngày ký kết.

Thỏa ước lao động tập thể sau khi có hiệu lực phải được các bên tôn trọng thực hiện.

Thỏa ước lao động tập thể doanh nghiệp có hiệu lực áp dụng đối với người sử dụng lao động và toàn bộ người lao động của doanh nghiệp. Thỏa ước lao động tập thể ngành và thỏa ước lao động tập thể có nhiều doanh nghiệp có hiệu lực áp dụng đối với toàn bộ người sử dụng lao động và người lao động của các doanh nghiệp tham gia thỏa ước lao động tập thể.

Thỏa ước lao động tập thể có thời hạn từ 01 năm đến 03 năm. Thời hạn cụ thể do các bên thỏa thuận và ghi trong thỏa ước lao động tập thể. Các bên có quyền thỏa thuận thời hạn khác nhau đối với các nội dung của thỏa ước lao động tập thể.

Câu hỏi: Quy định về thực hiện thỏa ước lao động tại doanh nghiệp?

Trả lời:

Người sử dụng lao động, người lao động, bao gồm cả người lao động vào làm việc sau ngày thỏa ước lao động tập thể có hiệu lực, có nghĩa vụ thực hiện đầy đủ thỏa ước lao động tập thể đang có hiệu lực.

Trường hợp quyền, nghĩa vụ và lợi ích của các bên trong hợp đồng lao động đã giao kết trước ngày thỏa ước lao động tập thể có hiệu lực thấp hơn quy định tương ứng của thỏa ước lao động tập thể thì phải thực hiện theo thỏa ước lao động tập thểQuy định của người sử dụng lao động chưa phù hợp với thỏa ước lao động tập thể thì phải được sửa đổi cho phù hợp; trong thời gian chưa sửa đổi thì thực hiện theo nội dung tương ứng của thỏa ước lao động tập thể.

Khi một bên cho rằng bên kia thực hiện không đầy đủ hoặc vi phạm thỏa ước lao động tập thể thì có quyền yêu cầu thi hành đúng thỏa ước lao động tập thể và các bên có trách nhiệm cùng xem xét giải quyết; nếu không giải quyết được, mỗi bên đều có quyền yêu cầu giải quyết tranh chấp lao động tập thể theo quy định của pháp luật.