2. Unit outline
Objectives
By the end of the unit participants will be able to:
• Describe the requirements for good employment
and working conditions
• Explain how to recruit & employ staff transparently
• Describe how to create a diverse workforce
• Explain the importance of how positions are
advertised
• List and describe the criteria for selecting new staff
and the organisational human resources policies
• Explain ways to implement skills training
• Explain how to foster team commitment and co-
operation
Topics
1. The role and benefits of
responsible employment in
tourism
2. Applying responsible
employment conditions
3. Instigating policies on
gender equality and equal
opportunity
4. Following responsible
recruitment practices and
supporting local
employment
5. Providing appropriate skills
training programmes
6. Developing responsible
team commitment and
cooperation
3. TOPIC 1. THE ROLE AND IMPORTANCE OF
RESPONSIBLE EMPLOYMENT IN TOURISM
UNIT 4. RESPONSIBLE
EMPLOYMENT IN TOURISM
4. Defining responsible employment
• Implementing labour
standards that promote
opportunities for women
and men to obtain
decent and productive
work in conditions of
freedom, equity, security
and dignity (ILO)
• Ensures economic growth
provides benefits for all
• Balances employer and
employee benefits
Labor
standards
Equal
opportunity
Decent and
productive
work
5. Understanding labour standards
• Basic principles and rights at work
• Can be legally binding or
recommended by respected
organisations (e.g. ILO)
• Key areas may include:
– Freedom of association and right to
collective bargaining
– Elimination of forced or compulsory
labour
– Abolition of child labour
– Elimination of discrimination in
employment and occupation
6. Freedom of association & right to collective
bargaining
• The right to organise and form
employers’ and workers’
organisations
• Promotes good collective
bargaining and generation of
productive social dialogue
• Demonstrated to result in
labour market efficiency and
better economic performance
• Included in Vietnam Labor Code
7. Providing equal opportunity
• In Vietnam it is illegal to
discriminate based on
gender, skin
colour, ethnicity, beliefs
• Discrimination often means
capabilities and skills are not
properly recognised
• Equality should be achieved in
relation to access to jobs and
training, wage level, and access
to certain occupations etc
8. Stopping forced or compulsory labour and child
labour
• May be traditional slavery or
forced labour due to coercive
recruitment
• Child labour:
– Hinders children’s
development potentially
leading to lifelong physical or
psychological damage
– Traps children and families in
further poverty by limiting
access to good education
9. Ensuring decent and productive work
• Work methods
• Supportive team
• Work hours
• Health and safety
• Breaks
• Access to good equipment
• Training and advancement
• Others?
10. Key benefits of implementing responsible
employment in tourism
• Improvements in productivity and economic
performance
• More satisfied workers and lower staff turnover
• Better trained workforce and higher employment
levels
• Reduction in costly accidents and health care fees
• Enhanced innovation from staff
11. TOPIC 2. APPLYING RESPONSIBLE
EMPLOYMENT CONDITIONS
UNIT 4. RESPONSIBLE
EMPLOYMENT IN TOURISM
12. Applying responsible employment conditions
1.
Understand
and follow
Vietnamese
labor laws
2. Develop &
implement
good
employment
contracts
3. Pay
minimum
wage or
higher
4. Provide
industry
accepted
employment
benefits
5. Provide
incentives
and bonuses
6. Provide an
adequate
work space
13. 1. Understand and follow Vietnam’s labor laws
• Labor Code
• Government
decrees, ministerial circulars
and decisions, provincial
decisions and guidelines
• Collective labor
agreements, company
rules, individual contracts
• Supreme Court’s annual
practice summaries and
guidelines
14. Key contents of the Vietnam Labor Code
HIRING THE EMPLOYEE
Main Sources of Employment Law
Special Hiring Considerations
- Hiring Non-Nationals
- Hiring Specified Categories of Individuals
- Outsourcing and/or Subcontracting
Basic Employment Terms
- Working Hours and Rest Hours
- Wages
- Working Place/Location
- Duration of the Contract
- Conditions on Occupational Safety and Hygiene
Social Insurance and Leave
- Sick Leave
- Maternity Leave
- Accidents at Work
- Pension Plans
Noncompulsory Contract Terms
- Absence for Military or Public Service Duties
- Trial Period
- Training Obligations
- Secrecy/Confidentiality
- Ownership of Inventions and Other Intellectual Property Rights
MAINTAINING THE EMPLOYMENT RELATIONSHIP
Employee Rights
- Harassment/Discrimination/Equal Pay
- Work Councils or Trade Unions
- Employees’ Right to Strike
- Employees on Strike
MODIFYING THE EMPLOYMENT RELATIONSHIP
Changes to the Contract
- General Provisions
- Change in Ownership of the Business
Employment Disputes
- Discipline and Grievance
- Offsetting Earnings
- Forums for Adjudicating Employment Disputes
TERMINATING THE EMPLOYMENT CONTRACT
Procedures for Terminating the Agreement
Types of Termination
- Employee’s Resignation
- Instant Dismissal
- Termination on Notice
- Termination by Reason of the Employee’s Age
- Automatic Termination in Cases of Force Majeure
- Termination by Parties’ Mutual Agreement
Special Considerations
- Directors or Other Senior Officers
- Special Rules for Categories of Employees
- Specific Rules for Companies in Financial Difficulties
- Restricting Future Activities
Severance Payments
- Special Tax Provisions and Severance Payments
- Allowances Payable to Employees after Termination
- Time Limits for Claims Following Termination
15. Relevant decrees and circulars to employment
DECREE / CIRCULAR NUMBER DETAILS
2013-06-19 (VNM-2013-R-94441) Decree No.
60/2013/ND-CP of June 19, 2013
Details clause 3, Article 63 of the Labour Code regarding the implementation of regulations on
grassroots democracy at workplace.
2013-06-11 (VNM-2013-L-94586) Circular
No. 11/2013/TT-BLDTBXH
Promulgates the list of light tasks permitted for persons under 15 years old.
2013-06-10 (VNM-2013-M-94440) Circular
No. 08/2013/TT-BLDTBXH of 10 June 2013
Guides the Government's Decree No. 46/2013/ND-CP of May 10, 2013, detailing a number of
articles of the Labour Code regarding labour disputes.
2013-06-10 (VNM-2013-M-94648) Circular
No. 10/2013/TT-BLDTBXH
Promulgates the list of jobs and workplaces prohibited to young workers.
2013-05-22 (VNM-2013-R-94450) Decree No.
55/2013/ND-CP of May 22, 2013
Details the implementation of Clause 3, Article 54 of the Labour Code regarding licensing of Labour
Lease, payment of deposits and the list of jobs allowed for labour lease.
2013-05-14 (VNM-2013-R-94448) Decree No.
49/2013/ND-CP of May 10, 2013
Details a number of articles of the Labour Code regarding wages.
2013-05-14 (VNM-2013-R-94449) Decree No.
50/2013/ND-CP of May 14 2013
Provides the management of employment, wages and bonuses for employees working in state-
owned one-member limited liability companies.
2013-05-10 (VNM-2013-R-94445) Decree No.
45/2013/ND-CP of May 10, 2013
Details a number of articles of the Labour Code on working time, rest time and occupational safety
and hygiene.
2013-05-10 (VNM-2013-R-94446) Decree No.
46/2013/ND-CP of May 10, 2013
Details a number of articles of the Labour Code regarding labour disputes.
2013-05-10 (VNM-2013-R-94447) Decree No.
44/2013/ND-CP of May 10, 2013
Details a number of articles of the Labour Code regarding labour contracts.
2013-05-08 (VNM-2013-R-94442) Decree No.
41/2013/ND-CP of May 8, 2013
Details the implementation of the Labour Code's Article 220 on the list of employing units in which
strikes are prohibited and settlement of demands of employees' collectives in these units.
16. 2. Develop and implement good employment
(“labour”) contracts
• Employment contracts:
– Are an agreement between the
employee and the employer on a paid
job specifying work conditions and the
rights and obligations of each party
– Provide greater security for employees
and employers by specifying the full
terms of staff employment and the roles
and responsibilities of each
– Must be written for all jobs lasting
longer than 3 months (excluding
domestic helper work).
17. The 3 types of employment contracts in
Vietnam
In Vietnam, there are 3 types of labour contract with
each designed for different periods of employment:
CONRACT TYPE DURATION
Indefinite-term labor contract No fixed period
Fixed-term labor contract 12 – 36 months
Labor contract for a specific or seasonal job Less than 12 months
18. The key requirements of employment contracts
EMPLOYMENT
CONTRACTS
Name and
address of
employer
Name, date of birth, gender,
residence, ID number of
employee
Work and
working location
Contract
periodSalary, method of
payment and other
additional pays
Grade and salary
increase regime
Working hours
including breaks
19. 3. Pay minimum wage or higher
REGION LOCATIONS MINIMUM WAGE*
(MONTH)
Region I Urban Ha Noi, Haiphong and HCM City, Dong
Nai, Binh Duong, Vung Tau
2.700.000 VND
Region II Rural Ha Noi, Haiphong and HCM City. Urban
cities of Hai Duong, Hung Yen, Vinh Phuc, Bac
Ninh, Can Tho, Da Nang…
2.400.000 VND
Region III Other provincial cities and the districts of Bac
Ninh, Bac Giang, Hai Duong, and Vinh Phuc,
Phu Tho…
2.100.000 VND
Region IV Remaining localities 1.900.000 VND
* Current 1 January 2013
The minimum wage in Vietnam is:
20. The benefits of paying above minimum wage
• Increases morale
• Reduces turnover
• Fosters quality
• Provides motivation
21. 4. Provide industry accepted employment
benefits
Annual leave and
public holidays
Absence for military or
public service duties
Social insurance and
leave
Sick leave
Maternity leave
Proper response to
accidents at work
Pension plans
22. 5. Provide incentives and bonuses
Examples of incentives and
bonuses:
• Staff retreat: sponsored
reward for all staff (often
annual)
• Paid holiday: awarded to
high performing staff
(competitively)
• Pay bonuses: monetary
reward for all staff for their
work by the end of the year
24. 6. Provide an adequate work space
Providing an adequate
work space refers to:
• Employers providing
safe and hygienic
working conditions; and
• Employees following
the workplace policies
and procedures on
health and safety
25. Obligations of employers vs. employees in maintaining
a safe workplace environment
EMPLOYER
Adequate furniture, lightning, information &
communication technology, ventilation, noise, heat,
maintenance, safety & hygiene guidelines
EMPLOYEE
Comply with regulations, procedures & rules on safety &
hygiene, use & maintain equipment, report potential or
occupational accidents
26. TOPIC 3. INSTIGATING POLICIES ON GENDER
EQUALITY AND EQUAL OPPORTUNITY
UNIT 4. RESPONSIBLE
EMPLOYMENT IN TOURISM
27. Defining gender equality and equal opportunity
in the workplace
• Both men and women receive the
same conditions in regard to
recruitment, utilisation, wage, and
wage increase.
GENDER
EQUALITY
• All employees have the right to work
without being discriminated against
based upon gender, race, social
class, marital status, belief, and religion.
EQUAL
OPPORTUNITY
28. Additional prohibited practices
• Maltreatment of employees
• Coercive labour
• Exploiting vocational training
• Using untrained employees
• Deceitful enticing and advertising
to cheat employees
• Illegally using underage labour
29. Conditions for achieving gender equality in the
workplace
GENDER
EQUALITY
Rewards,
resources and
opportunities
Remuneration
Participation
Access to
occupations
and industries
Leadership
30. Why gender equality?
• To be a fair employer
• To increase profitability
and productivity
• To attract top talent
• To reduce expenses
• To get better work
performance
• To improve national
productivity and
competitiveness
• To reduce wasted
resources
31. Combatting child exploitation in tourism
• 13-19 million children
under 18 yrs working in
tourism*
• Common in
hotels, restaurants
• Exposure to physical
and moral hazards
• Underlying issues
poverty, limited
education, globalisation
GLOBAL ACTIONS:
•International conventions
•UNWTO guidelines and
global code of ethics
•Tourist industry codes of
conduct
NATIONAL
ACTIONS:
•Ratify international
conventions
•Laws and enforcement
•Free compulsory
education for all
•Information to tourists
•Social protection for
poor families
LOCAL ACTIONS:
•NGO / local projects
•Awareness
raising, lobbying
•Unionisation of
workers
32. TOPIC 4. FOLLOWING RESPONSIBLE
RECRUITMENT PRACTICES & SUPPORTING LOCAL
EMPLOYMENT
UNIT 4. RESPONSIBLE
EMPLOYMENT IN TOURISM
33. Key elements of responsible recruitment
1. Develop
clear and
accurate
position
description
2. Employ a
transparent
and fair
approach to
advertising
3. Apply
clear and
relevant
criteria in
selection
34. 1. Develop clear and accurate position (“job”)
descriptions
Written statement
explaining:
• Why a job exists;
• What the job holder
actually does;
• How they do it; and
• Under what conditions.
36. What should be included in a good position
description?
JOB
DESCRIPTION
Job title
Reporting
line
Salary (and
benefits)
Hours
Location
Purpose of
the position
Key
responsibilities
and duties
Academic or
trade
qualifications
Work
experience
Skills
required
37. 2. Employ a transparent and fair approach to
advertising
• Unfair or unrealistic conditions for the position
may create unfair bias on candidates
• Poorly written content may result in poor
response rate, wrong type of applicants or
incorrect candidate expectations
• Inappropriate advertising channels or methods
may affect the ability for candidates to apply
38. Ways to be transparent and fair when
advertising jobs
• Application deadlines allow sufficient
time for respondents to applyTiming
• Clearly stated and sympathetic to local
workforceEligibility criteria
• Advertised locally as well as abroadPromotion
• Does not discriminateContent
39. Requirements for a good job advertisement
JOB
ADVERTISEMENT
Position title
Salary and
benefits
Company
logo
Position
description
Applications
deadline
Further
information
/ enquiries
Application
process
41. 3. Apply clear and relevant criteria in selection
• Identifies the critical
skills, knowledge, qualification
s, qualities, and experience
required
• Used for developing interview
questions, evaluating and
shortlisting applicants
• Must reflect the content of the
job description
• Must be decided upon and
weighted before applications
are reviewed
42. Examples of selection criteria
“Proven experience in delivering a strong client
focused service (Essential)”
“Excellent written communication skills, including the
demonstrated ability to compile reports (Essential)”
“Demonstrated ability to work independently under
general direction (Desirable)”
43. Example of weighted selection criteria
SELECTION CRITERIA WEIGHTING FACTOR
Experience in customer service 10%
Excellent written communication skills 5%
Demonstrated ability to work independently 15%
Relevant tertiary qualifications 20%
25%
10%
15%
44. Why support local employment?
• To be a good member of the
community
• To use a skilled workforce that is
already here, ready and waiting
• To encourage development of local
economy / reduce economic leakage
45. How to support local employment
• Incorporate local knowledge and
living locally as preferences in job
descriptions and job
advertisements
• Ensure key selection criteria
reflect typical education and skills
of local workforce
• Provide comprehensive
workplace training programmes
to help fill knowledge or skill gaps
• Be committed to working to
develop staff skills over time
46. TOPIC 5. PROVIDING APPROPRIATE SKILLS
TRAINING PROGRAMMES
UNIT 4. RESPONSIBLE
EMPLOYMENT IN TOURISM
47. The role and importance of providing employee
skills training programmes
• Gives information and
skills needed according
to standards
• Fills knowledge and
skills gaps
• Improves employee
performance and
confidence
• Better ensures
consistency in work
processes and
outputs
• Generates greater
employee
satisfaction
48. The 2 main types of workplace training
1. Induction training
2. Ongoing skills training
49. 1. Provide an induction training programme
• Overview of job, timescales and
expectations
• Overview of workplace
• Introduction to other staff
• Overview of organisation’s
mission, goals, values and
philosophy
• Expectations in commitment to
achieving responsible tourism
50. Incorporating responsible tourism into
induction training
Discuss the company’s policies and expectations of the
new staff member in relation to :
– Non-discrimination
– Sexual harassment
– Business ethics
– Diversity
– Managing conflict
– Customer service
– Workplace safety
– Environmentally- and socially-friendly principles and
activities of the organisation
51. 2. Ongoing skills training
• Formal training in skills capacity
related to the occupation and
needs of the employee
• Part of a formal organisational
training plan that identifies:
– Requirements of the training for the
company
– Current skills of the workforce and
needs in the future
– Available resources for training
– Appropriate approaches for training
– Training opportunities
52. Key steps in developing a skills training
programme using A-D-D-I-E
Design
Develop
Implement
Evaluate
Analyse
Learning problem
Goals and objectives
Audience’s needs
Existing knowledge
Learning environment
Constraints
Delivery options
Project timeline
Instructional Design Strategy
Delivery method
Training structure and duration
Evaluation methodology
Create prototype
Develop training materials
Desktop review
Run training pilot
Training schedule
Print and prepare training material
Prepare trainers
Notify learners
Launch training
Collect training evaluation data
Review training effectiveness
Assess project performance
Report performance results
53. TOPIC 5. DEVELOPING RESPONSIBLE
TEAM COMMITMENT AND COOPERATION
UNIT 4. RESPONSIBLE
EMPLOYMENT IN TOURISM
54. The importance of team commitment and co-
operation to achieve responsible tourism
• Simply instituting a responsible
tourism action plan is not
enough to generate results
• Employees bridge the gap
between the company’s
sustainability goals and the
realisation of those goals
• Commitment must be personal
and day-to-day
55. Benefits of team commitment in responsible
tourism activities
• Helps engender employee pride in the
organisation
• Raises awareness and educates about the
sustainability issue itself
• Leads to more widespread understanding and
support of positive practices in sustainability
• Can foster customer support to the cause
56. Fostering team commitment tourism through
responsible tourism action planning
1. Analyse the social,
environmental and
economic situation
2. Review and prioritise
issues
3. Develop action plan for
each intervention
4. Implement activities
5. Monitor, evaluate, adjust
57. How to gain and maintain commitment to
responsible tourism objectives
Include staff in selecting
goals and actions
Assign project leaders
Raise awareness about key
sustainability issues
Develop a staff code of
conduct
Keep communication open
& provide ongoing support
Inform and celebrate
success
58. Team commitment example 1:
AT&T and Do One Thing
As a part of its corporate social responsibility programme,
AT&T asked employees to start an individual or team
project to make one small change of their choice in order
to help their company or themselves become more
sustainable and socially responsible. Some employees
chose to walk or bike to work rather than drive, while
others chose to invite students to shadow them on the
job. Giving employees the opportunity to choose where
to make a change not only helped participants engage
with their communities in meaningful ways but also
resulted in a reduction to the company’s total carbon
footprint.
59. Gaining team commitment example 2:
PNC and paid volunteering
PNC is part of a growing trend where employers allow
paid time off for staff volunteering. However, unlike
many of their peers, PNC doesn’t just simply plan an
annual park clean-up or trip to a soup kitchen, instead,
employees can choose from a list of over 200
organisations for which they can volunteer and are
provided with an allowance of paid time off to
volunteer.
