Explore tailor-made Vietnamese employee handbook templates – to help you operate successfully in the Vietnamese market! From employment policies to separation management, from compensation and benefits to cross-cultural communication, we cover everything you need to ensure that your human resources management is both compliant and efficient. Customizable company-specific chapters are also specially designed, allowing you to fully demonstrate your corporate culture and values. Whether it’s a remote work policy, environmental initiatives, or employee development programs, you can tailor them to your company’s unique needs. A good corporate rules system can not only help you establish clear company policies, but also lay a solid human resources foundation . At the same time, it ensures that your company operates compliantly in the Vietnamese market, allowing your company to stand out in the fiercely competitive Vietnamese market. stand out!

Vietnam Employee Handbook Introduction

Dear colleague, welcome to join our team!

In this era full of opportunities and challenges, we are happy to start a new chapter with you in this dynamic land of Vietnam. Our company was established in ( year ) . After ( X ) years of development, it has established a solid foundation and good reputation in ( industry/field ) . From the initial entrepreneurial dream to the current steady development in the Vietnamese market, every step we take embodies the wisdom and sweat of all employees.

We firmly believe that the success of a company depends not only on excellent products or services, but also on the corporate culture and values ​​we jointly shape. Here, innovation is not just a slogan, but a living practice in our daily work. We encourage every employee to think boldly and have the courage to try, because we firmly believe that it is this openness and enterprising spirit that allows us to remain competitive in the ever-changing market. At the same time, integrity and responsibility are our foundation. Whether it is for customers, partners, or society, we uphold the highest professional ethical standards and strive to become a trustworthy corporate citizen.

Teamwork is another of our core values. In this cross-cultural environment, we value each person’s unique background and perspective and encourage open communication and mutual respect. We believe that it is by bringing together diverse ideas and experiences that we can inspire the greatest creativity, jointly tackle challenges and achieve excellence.

The purpose of this employee handbook is not only to list the rules and regulations, but also to help you better integrate into our family, understand how we operate, and find your own development space here. In the following chapters, you’ll learn about our policies and procedures, which are designed to create a fair, productive, and dynamic work environment. We hope this handbook can be a helpful assistant in your work and help you move forward steadily on your career path.

Remember, you are not just a member of the company, you are the architect of our shared vision. Let us work together to write our own wonderful story in Vietnam, a land full of opportunities!

Welcome again. I wish you a happy working here and a successful career!

Detailed explanation of Vietnam’s employment policies

A thorough employment policy not only ensures that the company complies with Vietnamese laws and regulations, but also creates a fair and transparent work environment, thereby increasing employee satisfaction and productivity. In developing these policies, companies should regularly review and update them to adapt to the changing legal environment and business needs.

The hiring process is the starting point for policy and it should be clear and unambiguous to ensure that the company attracts and selects the most suitable talent. According to Vietnamese labor law, employers must sign written labor contracts with employees. Contracts can be for a fixed term (not exceeding 36 months) or for an indefinite period. It is worth noting that starting from 2021, labor contracts for seasonal or specific jobs have been cancelled, and employers need to choose the appropriate contract type based on the nature of the work.

The probation period is an important part of the employment process and is clearly stipulated in Vietnamese law. For positions requiring a college degree or above, the probation period shall not exceed 60 days; for other positions, the probation period shall not exceed 30 days. During the probation period, the employer must pay no less than 85% of the regular salary. It is worth noting that the parties can negotiate to terminate the trial period without prior notice.

Regarding working hours and attendance, standard working hours in Vietnam are no more than 8 hours a day and no more than 48 hours a week. However, certain special industries may have different regulations. For example, labor-intensive industries such as textiles, clothing and footwear allow a 48-hour work week, while office jobs are typically 40-44 hours per week. Employers must establish an effective time and attendance system to accurately record employees’ working hours. This is not only a legal requirement, but also the basis for ensuring fair compensation.

Overtime policies are a common point of contention in employment policies and therefore require special attention. According to Vietnamese labor law, overtime work shall not exceed 40 hours per month and 200 hours per year. Under special circumstances, with government approval, this may be extended to a maximum of 300 hours per year. The overtime rates are as follows: overtime on working days is 150% of normal wages, overtime on rest days is 200%, and overtime on legal holidays or paid annual leave is 300%. Importantly, overtime must be voluntary and employers must not force employees to work overtime.

When formulating these policies, companies need to take into account Vietnam’s cultural characteristics and labor market trends. For example, Vietnamese employees generally value work-life balance, so flexible work arrangements may become a key factor in attracting and retaining talent. At the same time, with the development of technology, more and more companies are beginning to adopt electronic attendance systems, which not only improves efficiency but also increases transparency.

Detailed explanation of corporate salary and benefits

The salary structure is the core of the salary system. In Vietnam, the minimum wage varies from region to region and is divided into four levels. In 2024, according to Decree No. 15/2023/ND-CP, the minimum monthly wage in first-tier areas (including urban areas in Hanoi and Ho Chi Minh City) is VND 3,350,000, which is approximately US$140. Our salary policy not only strictly adheres to this provision, but also provides competitive compensation based on employees’ skills, experience and performance. Salary usually includes basic salary, performance bonus and various allowances (such as transportation allowance, housing allowance, etc.). It is worth noting that Vietnamese law requires employers to adjust wages at least annually to account for inflation and changes in the cost of living.

Social insurance and medical insurance are compulsory benefits stipulated in Vietnam’s labor law. According to Decree No. 104/2022/ND-CP of 2023, employers are required to pay social insurance equal to 21.5% of total wages for employees (including 17.5% social insurance, 3% medical insurance and 1% unemployment insurance) . Employees are required to pay 10.5% (including 8% social insurance, 1.5% medical insurance and 1% unemployment insurance). These insurances provide important social security for employees, covering many aspects such as illness, maternity, work-related injuries, and retirement. In addition to statutory insurance, we also provide employees with additional commercial insurance options to enhance protection and reflect the company’s emphasis on employee health and well-being.

Annual leave and sick leave are important parts of ensuring employees’ work-life balance. According to Vietnamese labor law, employees who have worked for 12 months are entitled to at least 12 days of paid annual leave every year. Annual leave may be increased to 14 or 16 days for employees who perform strenuous, hazardous or hazardous work. In addition, for every five years of service, the number of annual leave days will be increased by one day. In terms of sick leave, employees covered by social insurance can receive a certain percentage of wage subsidies during their illness. The specific percentage depends on the payment years and the number of days of leave. We encourage employees to use their vacation time wisely to ensure physical and mental health and work efficiency.

Legal holidays in Vietnam are also an important part of employee benefits. Every year, employees can enjoy about 11 days of paid statutory holidays, including New Year’s Day (1 day), Lunar New Year (5 days), President Ho Chi Minh’s Birthday (1 day), Southern Liberation Day (1 day), and International Labor Day ( 1 day), National Day (2 days) and Hanukkah (1 day). These holidays are not only a time for rest, but also a reflection of Vietnamese cultural traditions. We respect and celebrate these important holidays, but also understand that some industries may need to arrange holiday work. In this regard, we strictly follow the labor law and provide at least 300% of holiday overtime pay or alternative leave.

In addition to these basic benefits, we also provide a series of additional benefits based on the company’s actual situation and employee needs, such as employee training plans, flexible working hours, birthday holidays, etc. These benefits are designed to create a positive, healthy, and competitive work environment where every employee can find a sense of belonging and accomplishment.

We believe that a comprehensive and humane salary and welfare system is not only a requirement for legal compliance, but also a direct reflection of the company’s values. We will continue to pay attention to employee needs and market changes, and continuously optimize our compensation and welfare policies to ensure that it can truly support employees’ career development and personal growth.

Enterprise performance management

In our company, performance management is not just an annual routine, but an ongoing, dynamic process designed to motivate employees, improve team efficiency, and ultimately drive overall company growth. Our performance management system is built on the principles of fairness, transparency and continuous improvement, providing every employee with a clear career development path.

The performance appraisal process is the core of performance management. We use the “Objectives and Key Results Method” (OKR) combined with “Key Performance Indicators” (KPI) to ensure that personal goals are consistent with the company’s strategy. This process is divided into several key stages:

First, at the beginning of each fiscal year or performance cycle (usually January or July each year), employees develop personal OKRs with their immediate superiors. These goals should be specific, measurable, achievable, relevant and time-bound (SMART principles). We encourage setting goals that are both challenging and feasible. It is usually recommended that the completion rate is between 60% and 70%, which can stimulate innovation and breakthroughs.

Secondly, we implement a quarterly review mechanism. Every three months, employees and supervisors meet informally one-on-one to discuss progress toward goals, identify potential obstacles, and adjust goals if necessary. This process helps us identify and solve problems in a timely manner, ensuring employees are always working in the right direction.

Third, at the end of the performance cycle (usually the end of June or the end of December each year), we conduct a formal annual performance review. This process includes several steps:

• Self-assessment: Employees first complete a detailed self-assessment form, reviewing their achievement of goals and providing specific achievements and challenges.
• 360-degree feedback: We collect feedback from colleagues, subordinates (if applicable) and other relevant parties to obtain a comprehensive view of performance.
• Supervisor evaluation: Direct superiors give comprehensive performance evaluations based on employees’ self-evaluation, 360-degree feedback and their own observations.
• Calibration meeting: Heads of departments attend calibration meetings to ensure consistency and fairness of evaluation standards.
• Performance interview: Finally, the supervisor conducts a face-to-face performance interview with the employee to discuss the evaluation results and determine development goals and action plans for the next stage.

The entire evaluation process adopts a five-point scoring system: excellent (5 points), exceeded expectations (4 points), met expectations (3 points), needs improvement (2 points) and does not meet requirements (1 point). We encourage supervisors to give specific and constructive feedback, not only to point out areas for improvement, but also to recognize employees’ contributions and progress.

Promotion and salary increase policies are directly linked to performance evaluation results, aiming to reward employees with outstanding performance and provide clear career development paths for all employees. Our promotion process is as follows:

• Nomination for promotion: After the annual performance evaluation, supervisors can nominate employees with outstanding performance for promotion. Generally, employees who have received a rating of 4 or above for two consecutive years will be given priority for promotion.
• Promotion evaluation: The Human Resources department will review promotion nominations, taking into account factors such as the employee’s performance history, skill development, leadership potential, and more.
• Promotion Committee: A Promotion Committee composed of senior management will review all nominations for promotion and make the final decision.
• Promotion Notification: Once a promotion is approved, employees will receive a formal promotion notification detailing the new position, responsibilities and salary adjustments.

In terms of salary increase policy, we will make salary adjustments every year based on company performance, market levels and individual performance. The salary increase range is usually as follows:

• Rating 5 (Excellent): 8%-12% salary increase
• Rating 4 points (exceeds expectations): 5%-8% salary increase
• Rating 3 (meets expectations): 3%-5% salary increase
• Rating 2 or below: Usually no salary increase, but plans for improvement will be developed

In addition, we also have an annual bonus plan, and the bonus amount is also linked to individual performance and the overall performance of the company. Usually, the bonus ranges from 1 to 3 months of monthly salary, and the specific amount is determined after the annual performance evaluation.

We know that effective performance management and fair promotion and salary increase policies are crucial to employee motivation and the long-term development of the company. Therefore, we regularly review and optimize these policies to ensure that they continue to inspire employees and drive company progress. We encourage all employees to actively participate in this process and jointly create an efficient, fair and dynamic working environment through continuous communication and feedback.

Career Development

We firmly believe that every employee has unlimited potential, and tapping and developing this potential is not only the key to employees’ personal growth, but also the source of power for the company’s continuous innovation and development. We are committed to providing every employee with abundant career development opportunities to help you continue to progress in your professional field and realize your personal value.

Training and development is a core pillar of our career development programme. We provide a multi-level and multi-dimensional training system designed to meet the development needs of employees in different positions and ranks. First of all, we have a comprehensive induction training program for new employees. This two-week training not only helps you quickly understand the company culture, systems and work processes, but also includes professional skills training related to your position, ensuring that you can smoothly integrate into the team and get into work quickly.

In our daily work, we encourage a culture of continuous learning. Each employee has a fixed training budget and time each year, which they can use to attend various internal and external training courses. Our in-house training includes weekly “lunchtime” lectures, monthly skills workshops, and quarterly management training sessions. These trainings cover everything from technical skills to soft skills such as project management, cross-cultural communication, leadership development and more. For external training, we have established cooperative relationships with many well-known training institutions and universities in Vietnam, and employees can choose corresponding courses according to their own development needs.

In addition, we have also established a mentor system. Each new employee will be assigned an experienced mentor to help you better adapt to the work environment and answer questions about career development. For employees with outstanding performance, we also provide opportunities for cross-department rotations, allowing you to fully understand the company’s business and broaden your career horizons.

In terms of language training, taking into account Vietnam’s internationalization trend, we provide free English and Chinese courses for employees to help you build confidence and competitiveness in cross-border communication. For employees in technical positions, we regularly organize cutting-edge technology sharing sessions and invite industry experts to give lectures to ensure that our team is always at the forefront of the industry.

Career planning is an integral part of every employee’s career development journey. In our company, career planning is not a one-time activity, but an ongoing, dynamic process. We encourage every employee to proactively think about their career goals and develop a clear action plan for them. To support this process, we organize a “Career Development Week” every year, during which various lectures and workshops are held to help employees better understand themselves and understand the various development opportunities within the company.

In the annual performance evaluation, in addition to reviewing the performance of the past year, we also specially set up a “career development dialogue” session. In this session, you can discuss your career aspirations and development plans in depth with your immediate supervisor. Our goal is to help you find the best combination of personal interests and company needs, and develop a development path that can both realize personal value and create value for the company.

We offer two main career development paths: professional and technical paths and management paths. The professional technical path is suitable for employees who want to delve deeper into specific fields. We have set up a promotion ladder for such employees from junior specialist to chief expert. The management path is suitable for employees who have leadership potential and want to display their talents in management positions. Whichever path you choose, we’ll provide the training and support to help you achieve your career goals.

To support the long-term development of our employees, we also have an education funding program. If you wish to pursue a job-related advanced degree or professional certificate, the company offers tuition subsidies and flexible work arrangements. We believe that employee learning and growth will ultimately translate into a company’s competitive advantage.

In addition, we also know that female employees may face special career development challenges in the workplace. To this end, we have specially set up a “Female Leadership Development Program” to help female employees break through workplace bottlenecks and realize their career ideals through mentoring, training and network activities.

We encourage our employees to actively participate in the company’s innovation projects. We hold an innovation competition every year to encourage employees to come up with new business ideas or suggestions for improvements. Excellent ideas will not only be rewarded, but also have the opportunity to receive support from company resources to put their ideas into practice. This not only improves the company’s innovation capabilities, but also provides employees with a platform to showcase their talents and accelerate career development.

We firmly believe that a company can continue to develop only if its employees continue to grow. We promise to continue investing resources to optimize our career development system and provide every employee with a stage to realize their career aspirations. Your growth and success are our greatest achievements.

Work Code of Conduct

Maintaining high standards of professional ethics is not only the cornerstone of corporate success, but also the guarantee for every employee’s personal growth and career development. Our Code of Work Conduct is designed to provide all employees with clear guidance to help you make the right decisions in your day-to-day work, safeguarding the company’s reputation and interests, while also protecting your personal professional image.

Professional ethics are at the core of our code of conduct. At our company, honesty, integrity and transparency are fundamental principles we adhere to. We expect every employee to be honest at all times at work, whether communicating with colleagues, or dealing with customers, suppliers or other stakeholders. This means that we must be brave enough to admit mistakes, not hide important information, and not spread unverified information. We encourage open communication and encourage you to speak up if you see any inappropriate behavior or potential ethical issues. The company has an anonymous reporting hotline to ensure you can report concerns without fear of retaliation.

Confidentiality is another important ethical requirement. In your daily work, you may come into contact with the company’s trade secrets, customer information, or other sensitive data. We require all employees to keep this information strictly confidential and not to disclose it to third parties, including family and friends, without authorization. This obligation of confidentiality remains in effect even after separation from employment. In order to help you better understand and implement confidentiality requirements, we organize information security training every year, and all employees must participate in and pass relevant tests.

Respect and inclusion are important parts of our workplace culture. We firmly oppose any form of discrimination, harassment or bullying. Any disrespectful or discriminatory behavior, whether based on gender, age, race, religious beliefs, sexual orientation or any other personal characteristic, will not be tolerated. We encourage employees to respect each other and create a harmonious and positive working environment. If you encounter or witness inappropriate behavior of any kind, please report it immediately to your immediate supervisor or Human Resources.

In terms of dress code, we advocate the principle of “appropriate and professional”. While we do not require strict formal attire, we expect all employees to dress in a manner that reflects respect for their work and our customers. In daily work, we recommend that male employees wear shirts, trousers and leather shoes, while female employees can choose business suits, dresses or shirts and culottes. Jeans are only allowed on Fridays, but dark, non-hole-colored styles should be chosen. For positions that require direct contact with customers, we may have stricter dress requirements, and the specific details will be detailed in the induction training.

We understand that comfort is also an important sartorial consideration in the hot Vietnamese climate. Therefore, we allow lightweight, breathable fabrics, but please ensure that clothing is not too revealing or casual. For example, overly casual clothing such as tank tops, shorts, and flip-flops are not suitable for an office environment. For positions with special work requirements, such as technicians or field workers, the company will provide suitable work clothes.

For important client meetings or formal occasions, we expect our employees to dress formally. Men should wear a suit, shirt, tie and leather shoes, while women can choose a business suit or formal dress. Remember, the way you dress reflects not only you as a person, but also our company.

Conflicts of interest are a complex but extremely important area of ​​professional ethics. A conflict of interest occurs when a personal interest conflicts or may conflict with the interests of the company. We require all employees to identify potential conflicts of interest and take appropriate steps to avoid or resolve them.

Here are some common conflict of interest situations:

• Work part-time or hold a significant financial interest in a competitor, supplier, or customer company.
• Have a direct reporting relationship with immediate family members or close friends.
• Use company resources or information for personal gain.
• Accept valuable gifts or entertainment that may influence business decisions.

If you become aware that you may be in a conflict of interest situation, please disclose it immediately to your immediate supervisor or Human Resources. We will work with you to assess the situation and find an appropriate solution. Remember, the presence of a conflict of interest does not necessarily mean you have done something wrong, but failing to promptly disclose and properly handle a conflict of interest can have serious consequences.

In order to help employees better understand and handle conflicts of interest, we organize relevant training and case studies every year. We also encourage employees to proactively seek guidance when encountering uncertain situations.

Complying with these Codes of Conduct is not only a company requirement, it is each of us’ responsibility. They help us build trust, maintain our reputation, create a fair work environment, and ultimately drive sustainable growth. We believe that by working together, we can create a work environment that everyone can be proud of.

Please remember that this Code of Conduct does not cover every situation that may arise. When faced with a tough ethical dilemma, ask yourself the following questions: Is this decision legal? Does it align with the company’s values? Would I have a clear conscience if this decision were made public? If your answer is no to any question, or you are still unsure, seek guidance.

All employees are encouraged to review this Code of Conduct regularly and apply these principles in their daily work. Only in this way can we jointly maintain an honest, professional and dynamic working environment and promote the common growth of the company and individuals.

Health and Safety

At our company, the health and safety of our employees is always our top priority. We firmly believe that only in a safe and healthy environment can employees develop their full potential and the company achieve sustainable development. Our health and safety policy not only strictly adheres to the requirements of Vietnam’s labor law and occupational safety and health law, but also incorporates international best practices to provide a safe and comfortable working environment for all employees.

Workplace safety is the cornerstone of our health and safety policy. We adopt a multi-level safety management system, with corresponding safety regulations and measures in place from the daily office environment to special operating areas. First, in the office area, we ensure that all electrical equipment is regularly inspected and maintained to prevent electric shock and fire hazards. All corridors and emergency exits are kept clear and clearly signposted. We have also installed smoke detectors and fire extinguishers in office areas, which are inspected and replaced regularly.

Considering the climate characteristics of Vietnam, we pay special attention to the management of indoor air quality. Our air conditioning systems are regularly cleaned and disinfected to prevent the growth of bacteria and mold. During the rainy season, we will strengthen moisture-proof measures to prevent accidents caused by slippery floors. In addition, we provide adequate lighting in office areas and encourage employees to undergo regular eye examinations to prevent vision problems caused by prolonged computer use.

For employees who need to use special equipment or work in special environments, we provide comprehensive safety training and personal protective equipment (PPE). For example, in our production workshops, all employees are required to wear hard hats, protective glasses and safety shoes. For work involving chemicals, we also offer specialist protective gloves and masks. We strictly implement the principle of “no PPE, no work” to ensure that every employee is fully protected.

In order to prevent occupational diseases, we organize regular physical examinations for employees, especially for employees in high-risk positions, we will conduct targeted health examinations. We also employ occupational health experts to regularly assess and improve the work environment to minimize occupational health risks.

When it comes to mental health, we recognize that workplace stress can have a significant impact on an employee’s overall health. Therefore, we offer an Employee Assistance Program (EAP) through which employees can receive free psychological counseling services. We also organize regular stress management and meditation sessions to help employees achieve a better work-life balance.

Emergency handling is another key aspect of our safety management. We have developed a comprehensive emergency plan that covers a variety of possible emergencies such as fires, natural disasters (such as typhoons, floods), and medical emergencies. Each employee will receive basic emergency training when onboarding, including information on emergency evacuation routes, assembly point locations, emergency contacts and other information.

In terms of fire prevention and response, we not only install advanced fire alarm systems, but also conduct regular fire drills. Each department has a designated fire chief who has received professional fire protection training. Our goal is to ensure that in the event of a fire, the entire building can be evacuated within 3 minutes.

Considering Vietnam’s geographical location, we pay special attention to the prevention of natural disasters. During the typhoon season, we will pay close attention to the weather forecast and activate remote working mode when necessary to ensure the safety of our employees. For offices located in low-lying areas, we have formulated flood prevention emergency plans, including sandbag reserves, waterproof protection of important equipment and other measures.

For medical emergencies, we have first aid kits on every floor with trained first aiders. We have established emergency partnerships with nearby hospitals to ensure prompt treatment in the event of a serious medical incident. In addition, we have installed an automated external defibrillator (AED) in the office area, and regularly organize staff training on CPR and AED use.

To ensure that our health and safety policies are effectively implemented, we have established a dedicated Safety Committee composed of senior management, representatives from various departments and employee representatives. The committee meets regularly to review safety performance, discuss potential risks, and make recommendations for improvements. We encourage all employees to actively participate in safety management. If any safety hazards are discovered, they can provide feedback at any time through our safety reporting system.

We know that health and safety is not something that can be achieved overnight, but is a process that requires continuous improvement. We are committed to continuously investing resources to update our safety equipment and procedures and keep up with the latest safety standards and best practices. Our goal is to create a zero-accident working environment so that every employee can work with peace of mind and live a healthy life.

Remember, safety is not only the company’s responsibility, but also the responsibility of every employee. We hope that you can actively participate in the construction of safety culture, stay vigilant at all times, remind each other, and jointly safeguard our safety and health. Your safety is our greatest peace of mind.

Disciplinary Action and Appeal Procedure

We are committed to creating a fair, transparent and efficient work environment. To achieve this, our company has clear disciplinary and grievance procedures. These procedures are designed to ensure that all employees understand the company’s expectations, while also providing a channel for employees to express concerns and seek justice. We believe that a healthy work environment is based on mutual respect, honest communication and fair treatment.

Disciplinary procedures are an important tool for maintaining company order and ensuring work efficiency. However, we know that disciplinary action is not an end but a means. Our primary goal is to prevent violations from occurring through effective communication and guidance. When unfortunately a breach occurs, we do so with fairness, consistency and transparency.

We classify violations into three levels: minor violations, serious violations and major violations. Minor violations include occasional tardiness, brief absences without permission, etc.; serious violations include repeated minor violations, improper use of company resources, minor misconduct, etc.; major violations include fraud, theft, violence, serious discrimination or harassment wait.

For minor violations, we usually resort to verbal warnings. Supervisors will have private conversations with employees to identify problems and provide suggestions for corrections. The purpose of this conversation is to help employees understand company expectations, not to punish. Supervisors are encouraged to record these conversations, but these records are typically not placed in the employee’s official file.

Serious violations will take the form of a written warning. The human resources department will be involved in this process to ensure fairness. A written warning details the violation, the company’s expectations, and possible consequences if behavior does not improve. Employees will be given the opportunity to respond in writing to the warning, which will be retained in the employee’s file. We usually develop an improvement plan to help employees correct their behavior.

Major violations may result in immediate dismissal. However, even in these cases, we will conduct a thorough investigation and give the employee an opportunity to speak out. We carefully weigh all the evidence and circumstances before making a final decision. If we decide to dismiss, we will strictly follow the provisions of Vietnam’s labor laws to ensure the legality of the procedure.

It is important to emphasize that our employees’ privacy and dignity will always be respected throughout the disciplinary process. All discussions and documents will be kept strictly confidential. We also recognize that sometimes what appear to be irregularities may stem from deeper issues, such as excessive work pressure or personal difficulties. Therefore, our Human Resources department provides support and resources where appropriate to help employees overcome difficulties.

At the same time, we understand that even with the best intentions and the most rigorous procedures, miscarriages of justice or unfairness can occur. Therefore, we have established comprehensive grievance channels to ensure that every employee has the opportunity to express his or her views and seek fair treatment.

The grievance process begins with informal communication. Employees are encouraged to discuss their concerns first with their immediate supervisor. Many problems can often be solved through open, honest dialogue. If an employee is dissatisfied with the outcome of a discussion with their immediate superior, or if it is not appropriate to discuss it with their immediate superior for some reason, they can choose formal grievance channels.

Formal grievances should be submitted in writing to the Human Resources Department. The appeal should detail the nature of the problem, the steps (if any) that have been taken, and the desired resolution. The Human Resources department will confirm receipt of the complaint within 3 working days after receiving it and designate a senior employee to investigate.

During the investigation, the complainant has the right to:

• Be listened to fully and explain your point of view in detail.
• Provide relevant evidence or witnesses.
• Be accompanied to any meetings by a co-worker or a union representative (if the company has a union).

The investigation is usually completed within 15 working days. In exceptional cases, if longer time is required, the complainant will be notified by Human Resources of the reasons and expected completion time. After the investigation is completed, the company will notify the complainant of the investigation results and decision in writing.

If the complainant is not satisfied with the outcome of the investigation, they have the right to appeal to a higher level of management. Appeals should be made within 5 working days of receipt of the findings. The company will organize a committee composed of members of senior management to hear the appeal. The committee’s decision will be final.

We would like to stress that filing a complaint will not result in any form of retaliation or unfair treatment. Any form of retaliation against an employee who files a grievance is strictly prohibited and will in itself be subject to severe disciplinary action.

We believe that a healthy work environment is built on mutual trust and open communication. Disciplinary and grievance procedures exist not only to deal with problems but also to prevent them from happening. We encourage all employees to actively participate in building our company culture and help us continuously improve our policies and practices through constructive feedback and suggestions.

Our goal is to create a work environment where everyone feels respected, heard, and treated fairly. Only in this way can we truly unleash the potential of each individual and achieve common development for individuals and the company.

Resignation management

In the workplace, employee turnover is an inevitable process, whether the employee voluntarily resigns or the company has to fire the employee. Our company is committed to managing this process in a professional, respectful and legal manner, ensuring that no matter the circumstances, the dignity of our employees and the interests of our company are upheld. This guide is designed to provide employees and managers with a clear separation management process to ensure a smooth process.

1. Resignation procedure

When an employee decides to leave the company, we want the process to be as smooth and professional as possible. According to Vietnamese labor laws, employees who resign need to follow the following procedures:

Advance notice: For fixed-term labor contracts, employees need to submit a written resignation application at least 45 days in advance. For an open-term labor contract, the notice period is 30 days. For employees during the probation period, the notice period is 3 working days. We understand that in special circumstances it may not be possible to comply with these deadlines, but we strongly encourage employees to comply as much as possible so that the company has sufficient time for work handovers and staffing arrangements.

Resignation Application: Employees should submit a written resignation application to their immediate supervisor, with a copy to the Human Resources Department. The application should contain the following information:

• Make it clear that you intend to resign
• Estimated last working day
• Reason for resignation (optional, but helps us improve company policies)
• Anything that requires special arrangements

Confirmation and handover arrangements: The human resources department will confirm receipt of the resignation application within 3 working days after receiving it, and arrange a resignation interview. During the interview we will:

• Confirm last working day
• Discuss work handover plan
• Answer questions employees may have
• Gather feedback and suggestions for the company

Work handover: Employees should develop a detailed work handover plan with their immediate superiors to ensure that all unfinished work, important documents and information are properly handed over. This plan should include:

• Status report on unfinished projects
• Important documents and file locations
• Key contact information
• Anything that requires special attention

Return of Company Property: Before the last working day, employees are required to return all company property, including but not limited to:

• Computers, mobile phones and other electronic equipment
• Access control card, work permit
• Company documents and information
• Company credit card (if any)

Last working day process: On the last working day, employees need to complete all remaining work handovers , conduct exit interviews with the human resources department , sign necessary resignation documents , and obtain employment certificates and other necessary documents .

Final settlement: The company will complete the final salary settlement within 7 working days after the employee leaves the company, including:

• Compensation for unused annual leave
• Prorated bonus (if applicable)
• Deduct any amount due (if any)

We encourage departing employees to participate in the exit employee survey and your feedback will help us continually improve company policies and practices.

2. Dismissal conditions and procedures

In some cases, companies may have to lay off employees. This is a serious decision that we will only consider when all other options have been exhausted. The dismissal process will strictly comply with the provisions of Vietnamese labor laws to ensure fairness and legality.

The main reasons for dismissal include:

• Serious violations of company rules and regulations: such as gross dereliction of duty, fraud, theft, leakage of business secrets, etc.
• Continuously substandard work performance: Failure to meet job requirements despite adequate opportunities and support for improvement.
• Chronic Illness: An employee is permanently unable to perform their job duties due to health reasons.
• Company restructuring or economic reasons: layoffs due to company restructuring or economic difficulties.

The dismissal process is as follows:

Adequate warning and opportunity for correction: Except for serious violations, the company will give employees adequate warning and opportunity for correction before considering dismissal. This usually includes:

• verbal warning
• written warning
• Develop an improvement plan
• Provide necessary training and support

Termination Decision: If the employee’s performance or behavior does not improve after the above steps, Human Resources will discuss the possibility of termination with the relevant department head and the Legal Department. Termination decisions must be approved by the general manager or higher level management.

Dismissal notice: Once a dismissal decision is made, the company will send a written notice of dismissal to the employee. The notification will include:

• Specific reasons for dismissal
• last working date
• Compensation information (if applicable)
• Other related arrangements

Termination Interview: The Human Resources Department will arrange a termination interview to explain the termination decision to the employee, answer questions, and discuss next steps. Employees have the right to bring a co-worker or union representative (if available) to the interview.

Work handover: The company will arrange work handover to ensure that employees’ work can be handed over smoothly.

Final settlement: The company will complete the final salary settlement within 7 working days after the dismissal takes effect, including:

• Compensation for unused annual leave
• Statutory compensation (if applicable)
• Prorated bonus (if applicable)

Provide necessary documents: The company will provide necessary documents to the fired employees, including: labor manual , social insurance card , employment certificate (if required) , etc.

For employees who are laid off due to company restructuring or economic reasons, we will do our best to provide support, including: giving priority to internal job transfer opportunities , providing career counseling and job search support , and paying redundancy compensation in accordance with legal provisions .

Whether it is a resignation or termination, we are committed to handling it in a professional and respectful manner. We understand that leaving a job can be an emotional process, but we want to ensure that it is as smooth and orderly as possible through clear processes and open communication. We also welcome employee feedback during the offboarding process, which will help us continually improve our policies and practices.

Corporate confidentiality and intellectual property rights

In today’s competitive business environment, a company’s confidential information and intellectual property are often its most valuable assets. As a member of our company, you not only have access to these important resources, but you also have the important responsibility to protect them. This guide is designed to help you understand the company’s confidentiality requirements and intellectual property protection policies to ensure that we jointly safeguard the company’s core competitiveness.

Confidentiality is the cornerstone of our business operations. In your daily work, you may be exposed to various confidential information, including but not limited to: business strategies, customer information, technological innovation, financial data, market analysis, etc. Protecting this information is not only a company requirement but also critical to maintaining our competitive advantage in the marketplace. Therefore, we require all employees to sign a confidentiality agreement upon joining, which will detail your confidentiality obligations.

Nondisclosure agreements usually include the following key elements:

First, it clearly defines what constitutes confidential information. This includes all non-public information of value to the Company, whether written, oral or otherwise. It is important to note that even seemingly unimportant information can become extremely sensitive when combined with other information, so we ask our employees to remain vigilant about all non-public information.

Second, the agreement details your confidentiality obligations as an employee. This includes not disclosing confidential information to unauthorized persons, including family and friends, not discussing company matters in public places, and exercising caution when handling documents and electronic devices containing confidential information. We particularly emphasize that this obligation of confidentiality is not limited to your employment with the Company, but continues even after you leave the Company.

Furthermore, the agreement will set out the circumstances under which confidential information may be lawfully disclosed, such as pursuant to a court order or with the express written authorization of the company. If you find yourself in a situation that may require you to disclose confidential information, please contact the Legal Department immediately for guidance.

Finally, the agreement will spell out the possible consequences of a breach of confidentiality, which may include disciplinary action, dismissal, or even legal action. We hope that through these regulations, every employee will be fully aware of the importance of confidentiality.

To help you better fulfill your confidentiality obligations, we provide a range of practical guidance and tools:

• Regular confidentiality training to help you identify confidential information and learn how to handle it correctly.
• A secure document management system that ensures sensitive documents are properly protected and controlled.
• Encrypted communication tool for transmitting sensitive information.
• A clear file classification system helps you quickly identify different levels of confidential files.

We encourage all employees to develop good confidentiality habits, such as locking computer screens in a timely manner, not handling sensitive files in public places, and changing passwords regularly. Remember, confidentiality is everyone’s responsibility, and a small oversight can cause huge losses to the company.

Turning to intellectual property protection is a natural extension of the confidentiality policy and an important guarantee for the company’s innovation capabilities. In Vietnam, intellectual property protection involves many aspects, including patents, trademarks, copyrights and trade secrets. As an employee, you need to understand that intellectual property created in the course of your work generally belongs to the company, but you are also entitled to appropriate recognition and potential rewards.

Our intellectual property protection policy includes the following key aspects:

First, all employees are required to sign an intellectual property transfer agreement upon onboarding. This agreement states that the intellectual property rights of any inventions, designs, works, etc. created during your employment using company resources or in the performance of your job duties belong to the company. This includes but is not limited to software code, product design, marketing strategy, etc.

Second, we encourage innovation and have clear processes in place to document and protect new ideas. If you have new inventions or ideas at work, please register them through our innovation management system in time. The company’s intellectual property team will evaluate the ideas and decide whether to apply for patents or take other protective measures.

Furthermore, we take respect for the intellectual property rights of others very seriously. In your daily work, please make sure that all materials you use (such as software, images, text, etc.) are properly licensed. If you are unsure whether a resource is available, please consult the Legal Department. Unauthorized use of the intellectual property of others may not only bring legal risks to the company, but also violate our professional ethics.

In addition, we have established comprehensive trademark and brand usage guidelines. Your company’s logo, name, and other brand elements are valuable assets, and please use them strictly according to the guidelines. If you become aware of any potential infringement of our intellectual property rights, please report it immediately to the Legal Department.

Finally, we understand that in some cases employees may want to use some of the ideas they develop at work for personal projects. If you have such an idea, please discuss it with your supervisor and the Human Resources Department in advance. We will evaluate whether there is a conflict of interest on a case-by-case basis and seek a mutually acceptable solution.

To support these policies, we provide a range of resources and support:

• Regular intellectual property training to help you stay up to date on the latest legal requirements and best practices.
• Innovative reward program to recognize and reward employees who have made important contributions.
• In-house patent application support helps valuable innovations be protected in a timely manner.
• Clear process guide to guide you on how to deal with various intellectual property issues encountered in your work.

We believe that by working together to protect the company’s confidential information and intellectual property, we are not only safeguarding the company’s interests, but also creating an environment for ourselves where we can innovate with confidence and fully utilize our talents. Confidentiality and intellectual property protection should not be seen as constraints but as shields that protect the fruits of our shared labor. Let us work together to create a working environment that respects innovation and protects wisdom, and jointly promote the company’s continuous advancement in the fiercely competitive market.

Anti-discrimination and anti-harassment policy

Everyone deserves to be treated fairly and with respect. We are committed to creating an inclusive and diverse work environment where every employee can reach their full potential without any form of discrimination or harassment. This policy is intended to clarify our commitment to equal employment opportunity and our determination to prevent and address harassment in the workplace.

Equal employment opportunity is a cornerstone of our company culture. We strictly abide by Vietnamese labor laws and international best practices to ensure that in all employment-related decisions such as recruitment, hiring, training, promotion and remuneration, there will be no discrimination based on an individual’s gender, age, race, color, nationality, religious belief, disability status, marital status, sexual orientation, social origin or any other characteristic protected by law. Our goal is to create a truly diverse team because we believe that diversity is not only a moral responsibility but also a key factor in driving innovation and improving competitiveness.

In practice, our equal employment opportunity policy is reflected in several aspects:

First, during the recruitment process, we use standardized assessment methods to ensure that the selection process is based on the candidates’ qualifications, skills and experience and is not affected by personal bias. Our job ads use inclusive language and welcome candidates from all backgrounds. We also conduct regular unconscious bias training for our recruiting teams to help them identify and overcome subconscious biases that may exist.

Secondly, in terms of employee development, we have established a transparent promotion and salary system. All promotion decisions are based on clear performance criteria and competency assessments. We conduct regular pay equity reviews to ensure employees in similar positions are paid fairly, regardless of gender or other factors.

Furthermore, we actively create equal learning and development opportunities. The company’s training programs are open to all qualified employees, and employees from diverse backgrounds are particularly encouraged to participate in leadership development programs to promote diversity in management.

We also recognize that sometimes certain groups may need special support to achieve true equality. Therefore, we have implemented targeted programs such as mentoring programs for female employees and workplace adaptations for employees with disabilities. These measures are designed to remove potential barriers and ensure that everyone has an equal opportunity to develop within the company.

Preventing harassment in the workplace is key to creating a safe, respectful work environment. We have zero tolerance for harassment of any kind, whether based on gender, race, religion or any other characteristic. Our anti-harassment policy covers not only interactions between employees, but also interactions with customers, suppliers or other business partners.

We clearly define what constitutes harassment. This includes but is not limited to:

• Unwelcome physical contact or sexual advances
• Offensive language or jokes
• Display offensive images or items
• intimidating or threatening behavior
• Persistent unwanted solicitations or comments
• Disparaging or insulting comments based on a protected characteristic

We understand that harassment can sometimes come in subtle or indirect forms, so we encourage employees to trust their instincts. If a behavior makes you uncomfortable, it’s probably inappropriate.

To prevent harassment in the workplace, we take a number of measures:

First, we require all employees to participate in annual anti-harassment training. This training not only explains what harassment is, but also helps employees understand how to recognize and respond to harassing behavior through case studies and role plays. We place a special emphasis on bystander responsibility and encourage everyone to come forward if they see inappropriate behavior.

Second, we established clear reporting mechanisms. If employees experience or witness harassment, they can report it through multiple channels, including their immediate supervisor, Human Resources, or an anonymous reporting hotline. We guarantee that all reports will be investigated promptly, thoroughly and confidentially.

Furthermore, we strictly enforce a non-retaliation policy. Any employee who reports harassment in good faith or participates in a harassment investigation is protected from retaliation of any kind as a result. We will take severe disciplinary action against those who retaliate, including possible termination.

We also recognize that in cross-cultural work environments there may be different understandings of what constitutes appropriate behavior. Therefore, we pay special attention to cross-cultural sensitivity training to help employees from different cultural backgrounds understand and respect each other’s boundaries.

For substantiated harassment, disciplinary action will be taken depending on the severity of the situation, ranging from a warning to dismissal. At the same time, we will also provide necessary support to victims of harassment, including psychological counseling and work arrangement adjustments.

We believe it is everyone’s responsibility to create a work environment free of discrimination and harassment. We encourage all employees to actively participate in this process, not only to restrain their own behavior, but also to have the courage to stop the inappropriate behavior of others. Only when everyone respects others and values ​​differences can we truly build an inclusive, safe, and vibrant workplace.

Diversity is our strength, and mutual respect is our responsibility. Let’s work together to create a work environment where everyone can express themselves freely and reach their full potential. If you have any questions or suggestions about our anti-discrimination and anti-harassment policy, please feel free to contact Human Resources. We welcome everyone’s voice, because only through continued dialogue and improvement can we ensure that these policies exist not just on paper but in our daily work.

Company characteristics chapter (can be customized)

We are not only committed to business success, but also to creating an environment where our employees can thrive and reach their full potential. Our featured policies reflect our core values ​​and vision for the future. These policies are designed to enhance the employee experience, promote innovation, and make a positive contribution to society. Below are some of our distinctive policies that exemplify our company’s unique culture and commitment.

Remote work policy

In the digital age, we recognize that profound changes are taking place in the way we work. Our remote work policy is designed to provide employees with greater flexibility while ensuring team collaboration and productivity. This policy is not only a response to global trends, but also a reflection of our trust and empowerment of our employees.

Our remote work policy is a hybrid model. Each employee can choose ( X ) days per week to work from home. This arrangement is designed to balance individual productivity and team collaboration needs. For certain roles , we even offer full-time remote working options.

In order to support remote work, we provide necessary technical support, including ( list specific support, such as VPN, collaboration software, etc. ) . We encourage the use of video conferencing tools to maintain face-to-face communication, and regularly organize online team-building activities to maintain team cohesion.

At the same time, we are well aware of the challenges that remote work may bring, such as blurred boundaries between work and life, communication barriers, etc. That’s why we offer remote working skills training on topics such as time management and effective communication. Managers are also encouraged to have regular one-on-one communications with remote team members to ensure they receive adequate support and guidance.

Our remote work policy is dynamic, and we regularly gather feedback and make adjustments to ensure it best serves our employees and company goals.

Cross-cultural communication

As an ( international/local ) company operating in Vietnam , we understand the importance of cross-cultural understanding and communication. Our cross-cultural communication policy aims to create an inclusive and open work environment where employees from different cultural backgrounds feel respected and valued.

We regularly organize cross-cultural awareness workshops to help employees understand the customs, communication methods and business etiquette of different cultures. These workshops not only focus on Vietnamese culture, but also cover the culture of the countries where our main business partners and customers are located.

In order to promote daily cross-cultural exchanges, we have established the “Cultural Ambassadors” project. Each department has a cultural ambassador who organizes cross-cultural events, answers culture-related questions and acts as a mediator in cross-cultural conflicts.

We also encourage language learning. The company provides ( Vietnamese/English/other related languages ) courses and sets up a language exchange program so that employees can practice language skills in a relaxed atmosphere.

During important cultural festivals, such as Vietnamese Spring Festival and Mid-Autumn Festival, we will organize special activities so that all employees can participate and deepen their understanding of Vietnamese culture. At the same time, we also celebrate important festivals of other cultures, such as Thanksgiving, Diwali, etc., to reflect our respect for multiculturalism.

Our conference rooms are named after different countries, and cultural introductions from these countries are hung on the walls to remind us of the diverse nature of our company. In the company’s public areas, we display various cultural elements to create a visually diverse environment.

Through these measures, we aim to be more than just a diverse team, but one that truly embraces and appreciates differences. We believe this cross-cultural understanding and appreciation not only improves internal collaboration, but also helps us better serve our customers around the world.

Environmental and Sustainability Initiatives

We are well aware of corporate responsibilities to the environment and society. Our environmental and sustainability initiatives are not only a response to global environmental challenges, but also a reflection of our values. We believe that through responsible business practices, we can contribute to sustainable development in Vietnam and globally.

Our environmental policy starts in the daily office. We implement paperless office and encourage employees to use digital documents instead of printing. When we have to use paper, we insist on using recycled paper. The office is equipped with smart lighting and air conditioning systems that automatically turn off when no one is in use, reducing energy waste.

In terms of waste management, we implement a strict separation and recycling policy. There are classified trash cans throughout the office, and we organize regular training to ensure that employees understand and correctly implement the recycling policy. We work with local recycling companies to ensure recyclables are properly processed.

Employees are encouraged to use environmentally friendly transportation to commute to and from get off work. The company provides secure parking spaces and shower facilities for employees who cycle to work. For employees who need to use public transportation, we provide transportation subsidies. The company’s official vehicles are gradually switching to electric or hybrid models.

We always consider environmental factors during product development and service provision. We strive to reduce packaging materials, select sustainable raw materials, and continuously optimize production processes to reduce energy consumption and waste generation. Our ( specific products/services ) have obtained ( relevant environmental certification ) .

We also actively participate in community environmental activities. Every year, we organize employees to participate in “Earth Day” tree planting activities and beach cleanup days. We have long-standing relationships with local environmental organizations and support their conservation projects.

In order to promote innovation and continuous improvement, we have established a “Green Idea Fund” to encourage employees to propose environmentally friendly ideas. The best ideas are not only rewarded but also given the opportunity to be implemented company-wide.

We publish regular sustainability reports to disclose our environmental goals and progress. This is not only an external commitment, but also an internal incentive, driving us to continuously improve our environmental protection practices.

Through these initiatives, we hope to not only reduce our own environmental footprint, but also influence our employees, customers and partners to jointly contribute to a more sustainable future. We believe that environmental protection is not an additional burden, but an opportunity to promote innovation, improve efficiency, and win customer trust.

These featured policies reflect our company values ​​and culture. We encourage every employee to actively participate and contribute ideas to the implementation and improvement of these policies. Your participation and feedback are vital as we continue to refine these policies and create a better working environment. Let us work together to create a flexible, inclusive and sustainable future!

Appendix ( customized )

At ( Company Name ) , we are committed to providing every employee with a convenient and efficient work experience. This appendix is ​​designed to provide you with a quick guide to important contact information and commonly used forms, helping you to be more comfortable in your daily work and to quickly find the resources you need in an emergency. We recommend that you keep this section in an easily accessible place in case you need it.

Important contacts

Throughout your career, you may come across various situations where you need to seek help or guidance. The following are the contact information of various key departments and personnel of the company. We encourage you to proactively contact relevant personnel when needed:

1. Human Resources Department

• Director: ( name ) , phone: ( number ) , email: ( email )
• Recruitment supervisor: ( name ) , phone: ( number ) , email: ( email )
• Compensation and benefits specialist: ( name ) , phone: ( number ) , email: ( email )
• Training and Development Manager: ( name ) , Phone: ( Number ) , Email: ( Email )

2. IT support

• Technical support hotline: ( number ) (24/7 service)
• IT Manager: ( name ) , Phone: ( Number ) , Email: ( Email )
• Network Security Specialist: ( name ) , phone: ( number ) , email: ( email )

3. Finance Department

• Financial Director: ( name ) , Phone: ( Number ) , Email: ( Email )
• Reimbursement specialist: ( name ) , phone: ( number ) , email: ( email )

4. Legal Department

Legal Director: ( name ) , Phone: ( Number ) , Email: ( Email )

Compliance Officer: ( Name ) , Phone: ( Number ) , Email: ( Email )

5. Security and Facilities Management

• Security Supervisor: ( Name ) , Phone: ( Number ) , Email: ( Email )
• Facility Manager: ( Name ) , Phone: ( Number ) , Email: ( Email )

6. emergency contact

• Fire alarm: ( number )
• Ambulance: ( number )
• Police: ( number )
• Company emergency hotline: ( number ) (24/7 service)

7. Employee Assistance Program (EAP)

• Psychological consultation hotline: ( number ) (24/7 anonymous service)
• EAP Coordinator: ( Name ) , Phone: ( Number ) , Email: ( Email )

8. Union representative (if applicable)

• Chairman: ( name ) , Telephone: ( number ) , Email: ( email )

We strongly recommend that you save these contact details on your phone for quick access when needed. Remember, in an emergency, always prioritize your safety and health.

Commonly used forms

To simplify various administrative processes, we provide a series of standardized forms. These forms are designed to increase efficiency and ensure accuracy and consistency of information. Here is a list of forms you may use frequently, along with guidelines for obtaining and using them:

1.Leave application form

• Purpose: Apply for annual leave, sick leave, bereavement leave and other types of leave
• How to obtain: Company intranet> Human resources> Form download> Leave application
• Submission process: After filling in the form, submit it to your immediate superior for approval through the electronic system, and then automatically forward it to the Human Resources Department for filing.

2. Reimbursement application form

• Purpose: Apply for reimbursement of various expenses such as travel expenses, office supplies procurement, etc.
• How to obtain: Company intranet> Finance> Expense reimbursement> Reimbursement application form
• Submission process: fill in the form, attach relevant bills, submit it to the department manager for approval through the electronic system, and then transfer it to the Finance Department for processing

3. Equipment application form

• Purpose: Apply for new office equipment or software
• How to obtain: Company intranet> IT support> equipment application
• Submission process: fill in the form, explain the reason for the demand, submit it to the department manager for approval, and then transfer it to the IT department for processing

4. Training application form

• Purpose: Apply to participate in internal or external training courses
• How to obtain: Company Intranet> Human Resources> Training and Development> Training Application
• Submission process: fill in the form, attach training details, and submit to your immediate superior and Human Resources Department for approval

5. performance evaluation form

• Purpose: Conduct quarterly or annual performance self-evaluations and supervisor evaluations
• How to obtain: Company intranet> Human resources> Performance management> Evaluation form
• Usage process: Complete the self-evaluation within the specified time, then interview with the supervisor and complete the evaluation

6. Conflict of Interest Declaration Form

• Purpose: To declare possible conflicts of interest
• How to obtain: Company intranet> Legal affairs> Compliance management> Conflict of interest declaration
• Submission process: Complete the form truthfully and submit it to the legal department for review.

7. Employee Information Update Form

• Purpose: Update personal contact information, emergency contacts and other information
• How to obtain: Company intranet> Human resources> Employee self-service> Information update
• Submission process: fill in and submit online, the human resources department will automatically update the system information

8. Innovation Proposal Form

• Purpose: Submit innovative ideas for improving your workflow or product
• How to obtain: Company intranet> Innovation Center> Proposal System
• Submission process: Describe your innovative idea in detail, and it will be reviewed by the Innovation Committee after submission.

9. Workplace Safety Report Form

• Purpose: Report safety hazards or incidents in the workplace
• How to obtain: Company Intranet> Security and Facilities> Security Report
• Submission process: Fill in the details and submit them to the security director for processing

10. Remote work application form

• Purpose: Apply for long-term or temporary remote work arrangements
• How to obtain: Company Intranet> Human Resources> Work Arrangement> Remote Work Application
• Submission process: Fill in the reason for application and work plan, and submit it to your immediate superior and Human Resources Department for approval.

Please note that most forms can now be completed and submitted online through our electronic system. If you encounter any problems using these forms, please contact the appropriate department for assistance. We also welcome your suggestions for improvements to these forms so that we can continue to optimize our workflow.

Remember, these forms and processes are designed to improve work efficiency and ensure compliance and transparency in company operations. Using these forms correctly and timely will not only help you complete your work better, but also reflect your respect for and compliance with the company’s rules and regulations.

If you need any assistance or have any questions, please feel free to contact Human Resources. We are committed to providing you with the best possible support to help you succeed at ( Company Name ).