QUY TRÌNH
PROCESS

Trách nhiệm / Responsibilites

Quy trình

Trích Bộ luật lao động Việt Nam 2019 https://vbpl.vn/FileData/TW/Lists/vbpq/Attachments/139264/ VanBanGoc_BO%20LUAT%2045%20QH14.pdf

Điều 122. Nguyên tắc, trình tự, thủ tục xử lý kỷ luật lao động

1. Việc xử lý kỷ luật lao động được quy định như sau:
a) Người sử dụng lao động phải chứng minh được lỗi của người lao động;
b) Phải có sự tham gia của tổ chức đại diện người lao động tại cơ sở mà người lao động đang bị xử lý kỷ luật là thành viên;
c) Người lao động phải có mặt và có quyền tự bào chữa, nhờ luật sư hoặc tổ chức đại diện người lao động bào chữa; trường hợp là người chưa đủ 15 tuổi thì phải có sự tham gia của người đại diện theo pháp luật;
d) Việc xử lý kỷ luật lao động phải được ghi thành biên bản.

2. Không được áp dụng nhiều hình thức xử lý kỷ luật lao động đối với một hành vi vi phạm kỷ luật lao động.

3. Khi một người lao động đồng thời có nhiều hành vi vi phạm kỷ luật lao động thì chỉ áp dụng hình thức kỷ luật cao nhất tương ứng với hành vi vi phạm nặng nhất.

4. Không được xử lý kỷ luật lao động đối với người lao động đang trong thời gian sau đây:

a) Nghỉ ốm đau, điều dưỡng; nghỉ việc được sự đồng ý của người sử dụng lao động;

b) Đang bị tạm giữ, tạm giam;

c) Đang chờ kết quả của cơ quan có thẩm quyền điều tra xác minh và kết luận đối với hành vi vi phạm được quy định tại khoản 1 và khoản 2 Điều 125 của Bộ luật này;

d) Người lao động nữ mang thai; người lao động nghỉ thai sản, nuôi con dưới 12 tháng tuổi.

5. Không xử lý kỷ luật lao động đối với người lao động vi phạm kỷ luật lao động trong khi mắc bệnh tâm thần hoặc một bệnh khác làm mất khả năng nhận thức hoặc khả năng điều khiển hành vi của mình.

Điều 123. Thời hiệu xử lý kỷ luật lao động

1. Thời hiệu xử lý kỷ luật lao động là 06 tháng kể từ ngày xảy ra hành vi vi phạm; trường hợp hành vi vi phạm liên quan trực tiếp đến tài chính, tài sản, tiết lộ bí mật công nghệ, bí mật kinh doanh của người sử dụng lao động thì thời hiệu xử lý kỷ luật lao động là 12 tháng.

2. Khi hết thời gian quy định tại khoản 4 Điều 122 của Bộ luật này, nếu hết thời hiệu hoặc còn thời hiệu nhưng không đủ 60 ngày thì được kéo dài thời hiệu để xử lý kỷ luật lao động nhưng không quá 60 ngày kể từ ngày hết thời gian nêu trên.

3. Người sử dụng lao động phải ban hành quyết định xử lý kỷ luật lao động trong thời hạn quy định tại khoản 1 và khoản 2 Điều này.

Điều 124. Hình thức xử lý kỷ luật lao động

1. Khiển trách.

2. Kéo dài thời hạn nâng lương không quá 06 tháng.

3. Cách chức.

4. Sa thải.

Điều 125. Áp dụng hình thức xử lý kỷ luật sa thải

Hình thức xử lý kỷ luật sa thải được người sử dụng lao động áp dụng trong trường hợp sau đây:

1. Người lao động có hành vi trộm cắp, tham ô, đánh bạc, cố ý gây thương tích, sử dụng ma tuý tại nơi làm việc;

2. Người lao động có hành vi tiết lộ bí mật kinh doanh, bí mật công nghệ, xâm phạm quyền sở hữu trí tuệ của người sử dụng lao động, có hành vi gây thiệt hại nghiêm trọng hoặc đe dọa gây thiệt hại đặc biệt nghiêm trọng về tài sản, lợi ích của người sử dụng lao động hoặc quấy rối tình dục tại nơi làm việc được quy định trong nội quy lao động;

3. Người lao động bị xử lý kỷ luật kéo dài thời hạn nâng lương hoặc cách chức mà tái phạm trong thời gian chưa xóa kỷ luật. Tái phạm là trường hợp người lao động lặp lại hành vi vi phạm đã bị xử lý kỷ luật mà chưa được xóa kỷ luật theo quy định tại Điều 126 của Bộ luật này;

4. Người lao động tự ý bỏ việc 05 ngày cộng dồn trong thời hạn 30 ngày hoặc 20 ngày cộng dồn trong thời hạn 365 ngày tính từ ngày đầu tiên tự ý bỏ việc mà không có lý do chính đáng.

Trường hợp được coi là có lý do chính đáng bao gồm thiên tai, hỏa hoạn, bản thân, thân nhân bị ốm có xác nhận của cơ sở khám bệnh, chữa bệnh có thẩm quyền và trường hợp khác được quy định trong nội quy lao động.

Điều 126. Xóa kỷ luật, giảm thời hạn chấp hành kỷ luật lao động

1. Người lao động bị khiển trách sau 03 tháng hoặc bị xử lý kỷ luật kéo dài thời hạn nâng lương sau 06 tháng hoặc bị xử lý kỷ luật cách chức sau 03 năm kể từ ngày bị xử lý, nếu không tiếp tục vi phạm kỷ luật lao động thì đương nhiên được xóa kỷ luật.

2. Người lao động bị xử lý kỷ luật kéo dài thời hạn nâng lương sau khi chấp hành được một nửa thời hạn nếu sửa chữa tiến bộ thì có thể được người sử dụng lao động xét giảm thời hạn.

Điều 127. Các hành vi bị nghiêm cấm khi xử lý kỷ luật lao động

1. Xâm phạm sức khỏe, danh dự, tính mạng, uy tín, nhân phẩm của người lao động.

2. Phạt tiền, cắt lương thay việc xử lý kỷ luật lao động.

3. Xử lý kỷ luật lao động đối với người lao động có hành vi vi phạm không được quy định trong nội quy lao động hoặc không thỏa thuận trong hợp đồng lao động đã giao kết hoặc pháp luật về lao động không có quy định.

Điều 128. Tạm đình chỉ công việc

1. Người sử dụng lao động có quyền tạm đình chỉ công việc của người lao động khi vụ việc vi phạm có những tình tiết phức tạp nếu xét thấy để người lao động tiếp tục làm việc sẽ gây khó khăn cho việc xác minh. Việc tạm đình chỉ công việc của người lao động chỉ được thực hiện sau khi tham khảo ý kiến của tổ chức đại diện người lao động tại cơ sở mà người lao động đang bị xem xét tạm đình chỉ công việc là thành viên.

2. Thời hạn tạm đình chỉ công việc không được quá 15 ngày, trường hợp đặc biệt không được quá 90 ngày. Trong thời gian bị tạm đình chỉ công việc, người lao động được tạm ứng 50% tiền lương trước khi bị đình chỉ công việc.

Hết thời hạn tạm đình chỉ công việc, người sử dụng lao động phải nhận người lao động trở lại làm việc.

3. Trường hợp người lao động bị xử lý kỷ luật lao động, người lao động cũng không phải trả lại số tiền lương đã tạm ứng.

4. Trường hợp người lao động không bị xử lý kỷ luật lao động thì được người sử dụng lao động trả đủ tiền lương cho thời gian bị tạm đình chỉ công việc.

Tuân thủ theo quy trình khi có vi phạm xảy ra:

Bước 1: Quyết định mức độ nghiêm trọng của hành vi sai trái
Bước 2: Quyết định xem việc loại bỏ tạm thời khỏi nơi làm việc / đình chỉ có phù hợp hay không
Bước 3: Quyết định xem vấn đề có thể được giải quyết một cách không chính thức hay có nên tiến hành hành động chính thức hay không (bao gồm cả theo dõi nhanh các trường hợp vi phạm nhỏ ở Cấp độ 1)
Bước 4: Điều tra vấn đề hoặc thu thập dữ kiện
Bước 5: Thông báo cho nhân viên về quyết định bằng văn bản và gặp họ để thảo luận về các cáo buộc đảm bảo rằng:

+ Cung cấp các quyền đi kèm
+ Cơ hội để đưa ra biện pháp được giảm thiểu
+ Quyết định xem trường hợp này có được chứng minh hay khôngg
+ Quyết định hình phạt thích hợp

Trích Bộ luật lao động Việt Nam 2019

Mục 2
TRÁCH NHIỆM VẬT CHẤT

Điều 129. Bồi thường thiệt hại

1. Người lao động làm hư hỏng dụng cụ, thiết bị hoặc có hành vi khác gây thiệt hại tài sản của người sử dụng lao động thì phải bồi thường theo quy định của pháp luật hoặc nội quy lao động của người sử dụng lao động.

Trường hợp người lao động gây thiệt hại không nghiêm trọng do sơ suất với giá trị không quá 10 tháng lương tối thiểu vùng do Chính phủ công bố được áp dụng tại nơi người lao động làm việc thì người lao động phải bồi thường nhiều nhất là 03 tháng tiền lương và bị khấu trừ hằng tháng vào lương theo quy định tại khoản 3 Điều 102 của Bộ luật này.

2. Người lao động làm mất dụng cụ, thiết bị, tài sản của người sử dụng lao động hoặc tài sản khác do người sử dụng lao động giao hoặc tiêu hao vật tư quá định mức cho phép thì phải bồi thường thiệt hại một phần hoặc toàn bộ theo thời giá thị trường hoặc nội quy lao động; trường hợp có hợp đồng trách nhiệm thì phải bồi thường theo hợp đồng trách nhiệm; trường hợp do thiên tai, hỏa hoạn, địch họa, dịch bệnh nguy hiểm, thảm họa, sự kiện xảy ra khách quan không thể lường trước được và không thể khắc phục được mặc dù đã áp dụng mọi biện pháp cần thiết và khả năng cho phép thì không phải bồi thường.

Điều 130. Xử lý bồi thường thiệt hại

1. Việc xem xét, quyết định mức bồi thường thiệt hại phải căn cứ vào lỗi, mức độ thiệt hại thực tế và hoàn cảnh thực tế gia đình, nhân thân và tài sản của người lao động.

2. Chính phủ quy định trình tự, thủ tục, thời hiệu xử lý việc bồi thường thiệt hại.

Điều 131. Khiếu nại về kỷ luật lao động, trách nhiệm vật chất

Người bị xử lý kỷ luật lao động, bị tạm đình chỉ công việc hoặc phải bồi thường theo chế độ trách nhiệm vật chất nếu thấy không thỏa đáng có quyền khiếu nại với người sử dụng lao động, với cơ quan có thẩm quyền theo quy định của pháp luật hoặc yêu cầu giải quyết tranh chấp lao động theo trình tự do pháp luật quy định.

Tiền phạt và truy tố pháp lý

Nhiều quy tắc được đặt ra để đảm bảo sự an toàn của nhân viên, học sinh và đảm bảo một môi trường làm việc lành mạnh, an toàn. Nó cũng được thiết kế để đảm bảo tính bền vững đối với tiêu chuẩn giáo dục, sự hỗ trợ và các chiến lược trong giáo dục đặc biệt.

Tôi __________________ nhận thức được nếu không tuân theo các quy tắc đã đặt ra, tôi sẽ làm tổn hại và hoặc trì hoãn sự tiến bộ trong giáo dục đặc biệt.

SENBOX có quyền truy tố pháp luật bất kỳ ai có ý định làm tổn hại đến sự phát triển của công ty, bằng cách làm chậm tiến độ hoặc cố gắng phá hoại theo bất kỳ cách nào.

Process

Excerpt from Vietnam Labor Code 2019 https://vbpl.vn/FileData/TW/Lists/vbpq/Attachments/139264/ VanBanGoc_BO%20LUAT%2045%20QH14.pdf

Article 122. Principles, order and procedures for handling labor discipline

1. The labor discipline is prescribed as follows: a) The employer must prove the fault of the employee; b) There must be the participation of a representative organization of employees at the establishment of which the employee being disciplined is a member; c) The employee must be present and have the right to defend himself, ask a lawyer or the employee's representative organization to defend; in case the person is under 15 years old, the legal representative must be present; d) The handling of labor discipline must be recorded in writing.

2. Not to apply many forms of labor discipline for a violation of labor discipline.

3. When an employee concurrently commits many violations of labor discipline, only the highest form of discipline corresponding to the heaviest violation shall be applied.

4. Not subject to labor discipline for employees who are in the following period:

a) Sick leave, convalescence; leave with the consent of the employer;

b) Being held in custody or temporary detention;

c) Waiting for the results of the agency competent to investigate, verify and draw conclusions for the violations specified in Clauses 1 and 2, Article 125 of this Code;

d) Pregnant female employees; employees taking maternity leave, raising children under 12 months old.

5. Failing to handle labor discipline for employees who violate labor discipline while suffering from mental illness or another disease that causes loss of awareness or ability to control their behavior.

Article 123. Statute of limitations for handling labor discipline

1.The statute of limitations for handling labor discipline is 06 months from the date of the violation; in case the violation is directly related to finance, property, disclosure of technology secrets or business secrets of the employer, the statute of limitations for handling labor discipline is 12 months.

2. Upon the expiration of the time limit specified in Clause 4, Article 122 of this Code, if the statute of limitations expires or the statute of limitations is still there but is less than 60 days, the statute of limitations may be extended for handling labor discipline but not exceeding 60 days after the expiration of the period. from the date of expiry of the above period.

3. The employer must issue a decision on disciplinary action against the employee within the time limit specified in Clauses 1 and 2 of this Article.

Article 124. Forms of labor discipline

1. Reprimand.

2. Extend the time limit for salary increase to no more than 06 months.

3. Resignation.

4. Dismissal.

Article 125. Application of the disciplinary form of dismissal

Disciplinary handling of dismissal is applied by the employer in the following cases:

1. Employees commit acts of theft, embezzlement, gambling, intentionally causing injury, or using drugs at the workplace;

2. Employees have acts of disclosing business secrets, technology secrets, infringing upon the intellectual property rights of employers, committing acts of causing serious damage or threatening to cause special damage. serious about the property, the interests of the employer or sexual harassment at the workplace specified in the labor regulations;

3. The employee who is disciplined for prolonging the salary increase or dismissed from office but re-commits the offense while the discipline has not been removed. Recidivism is the case where the employee repeats the violation that has been disciplined but has not yet been disciplined as prescribed in Article 126 of this Code;

4. The employee voluntarily quits work for 5 cumulative days within 30 days or 20 cumulative days within 365 days from the first day of voluntarily quitting without a valid reason.

Cases that are considered to have legitimate reasons include natural disasters, fires, themselves and their sick relatives certified by competent medical examination and treatment establishments and other cases specified in the internal labor regulations.

Article 126. Disciplinary removal, reduction of the term of observance of labor discipline

1. The employee is reprimanded after 03 months or disciplined for extending the salary increase period after 06 months or disciplined and dismissed after 03 years from the date of being handled, if the violation is not continued. Discipline of labor is automatically removed from discipline.

2. The employee who is disciplined for extending the salary increase time limit after serving half of the time limit, if the improvement is progressive, may be considered by the employer to reduce the time limit.

Article 127. Prohibited acts when handling labor discipline

1. Infringing upon the health, honor, life, reputation and dignity of employees.

2. Impose fines, cut wages instead of handling labor discipline.

3. Handling labor discipline for employees who commit violations not specified in the labor regulations or not as agreed in the signed labor contracts or not provided for by the labor law.

Article 128. Temporary suspension of work

1. The employer has the right to temporarily suspend the employee's work when the violation case contains complicated circumstances if it deems that allowing the employee to continue working will cause difficulties for verification. The temporary suspension of work of an employee shall be made only after consulting with the representative organization of employees at the establishment of which the employee being considered for temporary suspension is a member.

2. The duration of the temporary suspension of work must not exceed 15 days, and in special cases must not exceed 90 days. During the period of temporary suspension of work, the employee is entitled to an advance of 50% of the salary before being suspended from work.

At the end of the temporary work suspension period, the employer must accept the employee back to work.

3. In case the employee is disciplined for labor, the employee is not required to return the advance salary.

4. If the employee is not disciplined, the employer will pay full salary for the period of temporary suspension from work.

Follow the procedure when a violation occurs:

Step 1: Decide the severity of the misconduct
Step 2: Decide if temporary removal from the workplace/suspension is appropriate
Step 3: Decide if the issue can be resolved informally or whether formal action should be taken (including fast-tracking for minor Level 1 violations)
Step 4: Investigate the problem or gather facts
Step 5: Notifying the employee of the decision in writing and meeting with them to discuss the allegations ensures that:

+ Provide accompanying rights
+ Opportunity to take action to be mitigated
+ Decide if the case is proven
+ Decide on appropriate punishment

Excerpts from Vietnam Labor Code 2019

Section 2
MATERIAL RESPONSIBILITIES

Article 129. Compensation for damage

1. Employees who damage tools and equipment or commit other acts that cause damage to the employer's property shall have to pay compensation in accordance with the law or the employer's internal labor regulations. .

In case an employee causes non-serious damage due to negligence with a value not exceeding 10 months of the regional minimum wage announced by the Government applied at the place where the employee works, the employee must compensate at most: 03 months' salary and monthly deductions from salary according to the provisions of Clause 3, Article 102 of this Code.

2. An employee who loses tools, equipment, property of the employer or other property assigned by the employer or consumes materials beyond the allowable limit shall have to compensate for part of the damage. or all according to market prices or labor regulations; where there is a contract of liability, compensation must be made according to the contract of liability; cases due to natural disasters, fires, enemy sabotage, dangerous epidemics, catastrophes, events that occur objectively, which cannot be foreseen and cannot be remedied despite the application of all necessary measures and possible allowed, no compensation is required.

Article 130. Handling of compensation for damage

1. The consideration and decision on the level of compensation must be based on the fault, the actual extent of the damage and the actual family, personal and property circumstances of the employee.

2. The Government shall prescribe the order, procedures and statute of limitations for handling the compensation for damage.

Article 131. Complaints about labor discipline and material responsibility

Persons who are disciplined at work, temporarily suspended from work or have to pay compensation according to the material responsibility regime, if they find it unsatisfactory, have the right to complain to the employer or to the competent agency in accordance with regulations. provisions of law or request to settle labor disputes according to the order prescribed by law.

Fines and legal prosecution

Many rules are in place to ensure the safety of staff and students and to ensure a healthy, safe working environment. It is also designed to ensure the sustainability of education standards, supports and strategies in special education.

I _____ am aware that if I do not follow established rules, I will harm and or delay progress in special education.

SENBOX reserves the right to legally prosecute anyone who intends to harm the company's growth, by slowing it down or trying to sabotage it in any way.

Tuyên thệ của giáo viên / Teacher's Vow

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