[UPDATED on 21-10-2021 by Miss Hồ Thị Thúy Hằng Senior Legal Advisor at PCA Company Services]
PROCESS OF COMPANY TERMINATING LABOR CONTRACT
When the Company wants to actively terminate the Labor Contract with the Employee in accordance with the law, it needs to comply with the conditions of Ground and Procedure. Here are 3 cases in which the Company can actively terminate the Labor Contract.
Note that when terminating the labor contract in this case, the Company needs to have a reason prescribed by the law, specifically:
The company must have, and issued a Regulation on assessing the level of work completion. This represents a set of rules thanks to which the work of a staff will be evaluated.
When building the Regulation on assessing the level of work completion of employees, the Company must consult with the representative organization of employees at the Company, if any.
Within 15 days from the expiry date of the temporary suspension of the performance of the labor contract, if the employee is not present at the workplace, the Company has the right to unilaterally terminate the labor contract for the employee.
When the employee reaches the retirement age, the Company has the right to terminate the labor contract with the employee so that the employee can enjoy the social insurance regime in accordance with the law on social insurance, regardless of the period of participation in social insurance payment of the employee.
When an employee is absent from work for 5 consecutive days or more without a valid reason, such as: himself or his family member is sick (certified by a competent medical facility); natural disaster, fire, etc., the Company has the right to unilaterally terminate the labor contract with the employee. On the contrary, if an employee leaves for 5 consecutive days or more with a legitimate reason and the Company unilaterally terminates the labor contract with the employee, this will be considered illegal.
In addition to having a reason for termination in section 1, the following conditions must be met:
Structural or technological change is a change in part or all of machinery, equipment, advanced technological processes with higher labor productivity, changes in products or product structure leading to the reduction in the use of labor; economic reason is that the Company falls into a crisis or economic downturn; implement State policies and laws when restructuring the economy or implementing international commitments.
The company must be responsible for retraining employees to create the maximum ability to continue using employees in new jobs. If a new job cannot be found, the employee shall be dismissed.
Note that during the unilateral termination of this labor contract, the Company does not recruit new employees to do the job of the employee who has lost his or her job.
When developing this plan, the Company must consult with the representative organization of employees at the Company, if any. The labor use plan must be publicly notified to the employees within 15 days from the date of approval.
Prohibited behaviors when handling discipline: Labor discipline is applied to employees who commit violations that are not specified in the Internal Labor Regulations or are not agreed upon in the signed labor contract or there is no provision in the labor law.