Employers and the responsibility for managing labor management books
Employers must establish, update, manage and present labor management books in accordance with legal regulations.
According to Article 3 of Decree 145/2020/ND-CP, the establishment, updating, management and use of labor management books is the mandatory responsibility of employers. This is an important tool to help track information of workers and serve the inspection and supervision of state management agencies.
Specifically, within 30 days from the date of operation, the employer must establish a labor management book at the head office, branch or representative office. This book can be made in paper or electronic form, but must ensure full basic information about the employee. Compulsory information includes: full name, gender, date of birth, nationality, place of residence, citizen identification card number/Very card/passport; technical qualifications; job skills level; job position; type of labor contract; time of starting work; time of participating in social insurance; salary, salary increase, salary increase; number of days off in the year; number of overtime hours; vocational training, training, fostering; labor discipline, material liability; occupational accidents, occupational diseases; time of termination of labor contracts and reason.
Employers are also responsible for fully updating the above information from the date the employee begins working. At the same time, they must manage, use and present the labor management book when required by the state management agency or related agencies. Complying with regulations not only helps businesses be transparent in human resource management but also comply with the law, avoiding risks of administrative sanctions.
The fact that the labor management book is maintained in full and continuously updated is a testament to the professionalism in labor governance and the protection of the legitimate rights of employees.
See the original here
