In the employment relationship, there is always the potential for conflicts between the employer and the employee.  Depending on the circumstances, there is the real possibility that this disagreement may lead to a labor dispute.

In the beginning, the conflict may arise over very small personal matters. However, these minor issues may culminate in a worker’s strike by a group of employees if the issues are not timely and suitably resolved. This is an undesirable outcome because a worker’s strike negatively impacts not only the production process but also the image of company. If the strike becomes public knowledge, it may ultimately damage the reputation of the business and cause its customers and clients to form the wrong impression of the company.

Businesses need to be extremely cautious when dealing with labor matters.  There have been cases that have arisen where a company has declared that the matter was resolved with the employees in accordance with the law. However, not only did the employees contradict this and file a lawsuit with the court, but they also used criminal procedures (such as denouncement) to convict the employer who for operating a business in an illegal fashion for the sole purpose of reducing the prestige of the company.

In other cases, the employer may be given bad press due to the media’s desire to create a scandal.  Inaccurate fact reporting and intentional misunderstanding are often involved. The result is that this fabricated reporting and labor controversy are then public knowledge within the company.  Besides damaging the company’s reputation, it may cause confusion and anxiety to existing employees.

Therefore, a company should not only be concerned as to whether its actions are in accordance with the law, but also be aware of the serious, non-apparent consequences of a labor dispute.

Our seminar will help you to activate your understanding on:

• What are the conditions and critical issues concerning employment disputes?
• What are the common disputes related to salaries and bonuses?
• How are training expenses settled in case of termination?
• Are confidential information and non-disclosure agreements enforceable in Vietnam and which remedies can be applied in case of breach?