Working with the interdisciplinary delegation, Viet Glory Company Limited responded to the workers' recommendations.

Accordingly, all recommendations from workers are raised and verified for business leaders to respond.
One of the most popular contentworkers reflectis the pressure of high output that forces workers to extend working hours to complete the standard quota, which should be counted as overtime. In addition, output is not fixed but always increases on the following production days.

Faced with this issue, the company's leaders affirmed that the production process according to the new output standards had been tested by the technical department, and based on this data, the standards for workers were calculated.

When receiving a new product sample, the technical department produces a sample, then checks and calculates the working time of the workers. All companies in the group must follow the calculation of this department's standards. In the first days of making new samples, the workers are not familiar with it, so the output is low. But in the following days, the output must be gradually increased to reach the labor standards according to the construction group. Currently, the company's output has only reached 50-70% compared to the standards of other companies in the group. In the coming time, the company will propagate to workers about the process and how to calculate labor standards so that workers understand and implement.

Regarding maternity issues, workers reported that female workers working in toxic departments were transferred to other departments when they became pregnant and had their toxic allowances cut. Those who became pregnant from the 7th month were not allowed to leave 1 hour early as prescribed and were forced to take early maternity leave.

The company representative replied that according to regulations, pregnant workers will be transferred to lighter production departments. From October 2023, the company commits to not requiring maternity leave for pregnant workers up to the 7th month. At the same time, workers must commit to ensuring their own health during this time so as not to affect the business. If the worker is healthy enough, the company will still arrange work and let them leave 1 hour earlier than prescribed.

Regarding the toxic allowance, workers said that it is unfair if in the same line, some people receive toxic allowance and others do not. The company replied that on the same line, there will be toxic departments and some departments that do not. In addition, the subjects receiving toxic allowance also depend on the shape of the product. Workers who pass the skill test will be eligible for this allowance. In the coming time, the company will propagate to workers the specific positions that receive toxic allowance on each line.

Regarding the proposal that there should be a fixed fine level, and that a fine and a month's attendance allowance should not be deducted just for a small mistake, the company believes that the fine level is only a deterrent, while attendance allowance is to encourage workers to work fully and not violate the law. If they have committed a mistake, they cannot receive attendance allowance.

Regarding the information about forcing workers to work 10-15 minutes before the shift time, the company replied that there was no such thing as forcing workers. The company will find out who made this request and handle it. In addition, the company will minimize overtime meeting time and fix technical errors in the timekeeping machine.

Regarding welfare regimes, the company said that the company's welfare regimes are not subject to mandatory provisions of law. However, in the coming time, based on production and business efficiency, the company will continue to pay attention to other welfare regimes of employees such as gas money, diligence, etc.

After the working session, the working group requested that the company should soon issue a notice of the working results on the morning of October 4, clearly explaining specific issues (especially regarding output, working time, maternity, and toxic regimes), to propagate and mobilize workers soon.back to workIn case of suspected incitement of workers, it is necessary to coordinate with the police to resolve the matter.

Simultaneously,Labor FederationThe district, the Department of Labor - Invalids and Social Affairs of Dien Chau district also need to coordinate to issue a notice of work results on the morning of October 4, propagate the content of the notice to workers and encourage workers to return to work soon.

After stabilizing the situation, the People's Committee of Dien Chau district needs to establish an interdisciplinary inspection team to conduct a comprehensive inspection of the implementation of labor laws at Viet Glory Company Limited.