Luật sư Nguyễn Hữu Phước

In principle, the means of employment provided by any Employer, such as electronic equipment and computers, to Employees will be considered corporate assets. Therefore, if the Employer suspects that Employees are using social network to perform acts that are inconsistent with the ILRs, the Employer himself may verify whether Employees violate through the inspection of…

From the perspective of civil law, acts of defamation between individuals outside the workplace and beyond the working time of the Employer will not be subject to the scope of management and disciplinary action by the Employer. Accordingly, depending on the severity of any offense such as humiliation or slander, individuals who have defamed or…

1.Is it in accordance with labour law for the fact that some local labour agencies refuse to allow Employers to provide for the violations of the ILRs on using social network and media as a discipline of their Employees? Pursuant to Article 119.2 of the Labor Code 2012, the ILRs must include the following main…

1.Are Employers required to prove any material damage when Employees disclose the enterprise’s confidential information on the social network? First, it should be made clear that the term “confidential information” is not currently covered or explained in the Labor Code and its written guidelines on implementation. Article 126.1 of the Labor Code only refers to…

Pursuant to the current labour law, Employers have the right to apply one of the following four forms of labour discipline if Employees commit an act of violation specified in the internal labour regulations of the enterprise including reprimand, salary raise prolongation of less than 06 months, removal from office and dismissal. For the form…