Thông tư 19/2014/TT-BLĐTBXH hướng dẫn Nghị định 27/2014/NĐ-CP hướng dẫn Bộ luật lao động về lao động là người giúp việc gia đình do Bộ trưởng Bộ Lao động - Thương binh và Xã hội ban hành

CIRCULAR

PROVIDING GUIDANCE ON THE IMPLEMENTATION OF A NUMBER OF ARTICLES OF DECREE No. 27/2014/ND-CP DATED APRIL 07^th 2014 BY THE GOVERNMENT DETAILING THE IMPLEMENTATION OF A NUMBER OF ARTICLE OF THE LABOR CODE ON DOMESTIC SERVANTS

Pursuant to the Decree No. 106/2012/ND-CP dated December 20, 2012 by the Government defining the functions, tasks, powers and organizational structure of the Ministry of Labor, War Invalids and Social Affairs;

Pursuant to the Decree No. 27/2014/ND-CP dated April 07^th 2014 by the Government detailing the implementation of a number of articles of the Labor Code on domestic servants;

At the request of Director of Department of Labor and Wage;

The Minister of Labor, War Invalids and Social Affairs promulgates the Circular providing guidance on the implementation of a number of articles of Decree No. 27/2014/ND-CP dated April 07^th 2014 by the Government detailing the implementation of a number of articles of the Labor Code on domestic servants.

Section 1. GENERAL PROVISIONS

Article 1. Scope of regulation

This Circular provides for the implementation of a number of articles concerning labor contract, wage, working time, rest time, labor safety, labor hygiene and financial obligations specified in Decree No. 27/2014/ND-CP dated April 07^th 2014 by the Government detailing the implementation of a number of articles of the Labor Code on domestic servants (hereinafter referred to as Decree No. 27/2014/ND-CP).

Article 2. Regulated entities

This Circular applies to entities specified in Article 2 of Decree No. 27/2014/ND-CP.

Section 2. LABOR CONTRACT

Article 3. Signatories to labor contract

1. The signatories on the employer’s side prescribed in Clause 1 Article 4 of Decree No. 27/2014/ND-CP are specified as follows:

a) The householder who is the representative of a household that employs the domestic servants according to the law;

b) A person who is authorized by a householder or a group of householders to employs domestic servants;

c) A person who is authorized by members of the household(s) to employs domestic servants. The form of authorization paper is provided in Appendix I of this Circular.

The householder and person authorized to sign the labor contract specified in points a, b and c Clause 1 of this Article shall be capable of civil acts according to the law. Any person who is authorized to conclude the labor contract is not permitted to authorize any other person to conclude the labor contract.

2. The signatories on the employee’s side prescribed in Clause 2 Article 4 of Decree No. 27/2014/ND-CP are specified as follows:

a) An employee aged 18 or more;

b) An employee aged 15 to under 18 that has a written consensus by his/her legal representative according to the law. The legal representative of the employee shall be his/her parent, adoptive parent or guardian.

The form of written consensus of the employee’s legal representative is provided is Appendix II of this Circular.

Article 4. Conclusion of labor contract with an illiterate employee

The regulation on the conclusion of labor contract with an illiterate employee prescribed in Clause 1 Article 5 of Decree No. 27/2014/ND-CP is specified as follows:

1. The employer shall read the whole labor contract out loud for the employee to hear and agree before it is signed.

2. The employee in this case shall conclude the labor contract with the employer by appending his/her fingerprint.

3. If a third person who is not a family member of the household employer is requested to witness, his/her full name, ID number or passport number, permanent residence, address and signature shall be included in the labor contract.

Article 5. Notification of employment of domestic servants by employers

The responsibilities in notification about employment of a domestic servant prescribed in Clause 4 Article 5 of Decree No. 27/2014/ND-CP are specified as follows:

1. Within 10 days from the day on which the labor contract is signed, the employer shall notify the employment of a domestic servant to the People’s Committee of the commune, ward or town where the employee works.

2. The form of the notification of the employment of a domestic servant is provided in Appendix III of this Circular.

Article 6. Labor contract contents

Main contents of the labor contract prescribed in Article 7 of Decree No. 27/2014/ND-CP are specified as follows:

1. Personal information of signatories of the labor contract

a) Full name, date of birth, gender, ID number or passport number, permanent residence and address of the signatory on the employer’s side;

b) Full name, date of birth, gender, ID number or passport number, permanent residence and address of the employee;

c) Full name, date of birth, gender, ID number or passport number, relationship with the employee, permanent residence and address of the legal representative of the employee (applicable to employees who are from 15 to under 18 years old);

d) Full name, date of birth, gender, ID number or passport number, permanent residence and address of the witness (if any);

e) Full name, relationship with the employee, address for notification when necessary of the employee.

2. Tasks and working place

a) Tasks for the employee to carry out by hours, days, weeks or months;

b) Working place: address of household(s) where the employee works.

3. Duration of the labor contract

a) Type of labor contract (fixed-term or unfixed-term labor contract, casual labor contract or labor contract for a certain task with a duration of under 12 months);

If a person is authorized to conclude the labor contract on the employer’s side, the duration of the contract shall not exceed the duration of the authority.

b) The beginning of execution of the contract: from [date];

c) The termination of the contract: to [date] (applicable to fixed-term or unfixed-term labor contracts, casual labor contracts or labor contracts for a certain task with a duration of under 12 months).

4. Wages

a) Wage: in Vietnam dong, including the living cost if the employee lives with the family of the employer (if any), where:

- Wage level: the amount of money paid to the employee that is calculated by months, by weeks, by days or by hours and calculated in Vietnam dong;

- Allowances (if any): types of allowances, conditions for receiving allowances, allowance level (in Vietnam dong);

- Additional sum (if any): items and corresponding wage level (in Vietnam dong), schedule for payment of wage (every week or every month);

b) Conditions and time of adjustment of level of wages, allowances, benefits and additional sum (if any);

c) Method of payment of wage: in cash or deposit;

If the wage is paid via deposit, the responsibilities of the employer and the employee in the opening of a bank account and payment of fees relating to the opening and maintenance of a bank account;

d) Time of payment of wage: the fixed time of payment of wage in a day/week/month.

5. Bonus (if any)

a) Conditions for bonus;

b) Bonus level (in Vietnam dong), time of payment of bonus (by week, month or year) and method of payment (in cash or via deposit).

6. Working time and rest time

a) Working time and rest time

If the employee does not live with the employer: the starting time and ending time of work of a day are required;

If the employee lives with the employer: the rest time of a day is required, including the constant rest time, the start and end of rest time.

b) The number of working days in a week;

c) Days off in a week: the fixed days off in a week (according to the calendar);

d) The number of days off in a year (if any);

dd) The number of unpaid days off (if any).

7. Personal protective equipment: type of equipment, quantity, time for issuance of personal safety equipment (by day, week, month or year).

8. Social insurance and medical insurance

a) Social insurance: The amount of money (in Vietnam dong) that is equal to the monthly social insurance premiums compulsory for employers according to the law provisions on social insurance paid to employees on the payday; method of payment (in cash or deposit);

b) Medical insurance: The amount of money (in Vietnam dong) that is equal to the monthly social insurance premiums compulsory for employers according to the law provisions on social insurance paid to employees on the payday; time of payment (on payday); method of payment (in cash or deposit);

c) Self-responsibilities of the employee for social insurance and medical insurance.

9. Living conditions of employees

a) Living cost of the employee shall be paid by the employer or included in the wage: level of living cost in Vietnam dong; time of payment (by days or by months); method of payment (in cash or deposit);

b) The employer and the employee shall fulfill the hygiene standards in living.

10. Cost of travel to the residence when the labor contract is terminated: the amount of money (in Vietnam dong).

11. Support in vocational and cultural education (if any): time of study (days, weeks or months); amount of support (in Vietnam dong), support period (by days, weeks or months); form of support (in cash or deposit).

12. Employee’s responsibilities for compensation

a) The employee damages tools, devices or properties of the employer: types of tools, devices or properties are required; damage level; level, form and deadline of compensation;

b) The employee loses tools, devices or properties of the employer: types of tools, devices or properties are required; damage level; level, form and deadline of compensation;

13. Prohibit actions

a) Prohibit actions applicable to the employer and his/her family: maltreatment, offence, sexual harassment, coercive labor; pecuniary penalty, wage cut; assignment of tasks unconformable to the labor contract; keeping of the original copy of personal papers; disclosure of personal information of the employee causing bad impacts on him/her; searching or use of personal things of the employee without his/her permission and other prohibit actions agreed by the employer and the employee;

b) Prohibit actions applicable to the employee: stealing; gambling; purposeful injuring family of the employer or another employee; use of drug; involving in prostitution; maltreatment, offence, sexual harassment; let other people come in or stay at the employer's house without permission; searching or use of things of members of the household without permission; disclosure of personal information of family of the employer and other prohibit actions agreed by the employer and the employee.

Article 7. Probation

The regulation on probation prescribed in Article 8 of Decree No. 27/2014/ND-CP is specified as follows:

1. Duration of probation (if any) must not exceed 06 working days.

2. The employer and the employee shall reach an agreement on the probation of the regular tasks before the labor contract is signed.

3. When the probation end, the employer and the employee shall reach an agreement on the contents of the labor contract and conclude the labor contract.

4. Amount of wage during the probationary period:

a) If the employer and the employee have reached an agreement on the wage for the job, the minimum wage for probationary period shall be 85% of the agreed wage level;

b) If the the wage for the job has not been agreed, the minimum wage for probationary period shall be 85% of the regional minimum wages prescribed by the Government that is applicable to the region where the employee works;

c) The wages for probationary period that are paid by days shall be agreed by the employer and the employee according to the regulations in point c Clause 1 Article 13 of this Circular.

5. If a probationary contract is drawn up, it shall comply with the regulations in Clauses 1, 2, 3, 4, 5, 6, 7, 8, 10, 11, 13, 16 and 17 Article 6 of this Circular.

Article 8. Prior notice of unilateral termination of labor contract

The regulation on prior notice of unilateral termination of labor contract prescribed in clauses 1 and 2 Article 11 and clauses 1 and 2 Article 12 of Decree No. 27/2014/ND-CP is specified as follows:

1. The employee shall send the employer a prior notice of unilateral termination of labor contract.

2. The time limit for prior notice of unilateral termination of the labor contract is calculated by day (24 hours) from the time of notice.

3. The employee may talk directly with the employer about the unilateral termination of labor contract or send the prior notice via a call or a writing.

Article 9. Responsibilities of the employee and employer when the unilateral termination of labor contract is carried out illegally

1. Responsibilities of the employee when the unilateral termination of labor contract is unconformable with the regulations in Article 11 of Decree No. 27/2014/ND-CP:

a) The employee shall not get severance pay and shall pay the employer a compensation equal to a haft of monthly wage according to the labor contract;

b) If the employee commits violation against the regulation on time of prior notice, he/she shall pay the employer compensation equal to his/her wage of the violated days;

c) The employee shall return the support for vocational and cultural education (if any) to the employer unless there is another agreement.

2. Responsibilities of the employer when the unilateral termination of labor contract is unconformable with the regulations in Article 12 of Decree No. 27/2014/ND-CP:

a) The employer shall re-employ the employee according to the concluded labor contract and shall pay the wage, social insurance and medical insurance for the days the employee was not allowed to work plus (+) at least 02-month wage according to the labor contract;

b) If the employee refuses to continue working, apart from the compensation specified in point a of this clause, the employer shall pay the severance pay (if any) according to the regulation in clause 2 Article 10 of this Circular;

c) If the employer refuse to re-recruit the employee, apart from the compensation specified in point a of this clause and the severance pay (if any) according to the regulation in clause 2 Article 10 of this Circular, the employer and the employee shall reach an agreement on additional compensation that is at least equal to 02-month  wage according to the labor contract for the termination of the labor contract;

d) If the employer commits violation against the regulation on time of prior notice, he/she shall pay the employee a compensation equal to his/her wage of the period of violation;

dd) The employer shall pay the travel fees if the employee returns to the residence.

3. Monthly wage as the basis for calculating the compensation and payment for the days the employer was not allowed to work or the period of violation specified in clauses 1 and 2 of this Article are determined according to the regulations in clause 1 Article 13 of this Circular.

4. The daily social insurance/medical insurance premiums paid for the days the employee was not allowed to work specified in point a Clause 2 of this Article are determined according to the monthly social insurance/medical insurance premiums compulsory to be paid by the employer that is determined by the employee and the employee and prescribed in the labor contract after being divided by the normal working days in a month (not more than 26 days a month).

Article 10. Responsibilities of the employer and the employee when the labor contract is terminated

1. The amounts relating to the interests of each side in the labor contract prescribed in Clause 1 Article 13 of Decree No. 27/1014/ND-CP are specified as follows:

a) Wages, social insurance/medical insurance premiums of the employee until the labor contract is terminated;

b) Wage for the remained annual fully-paid leaves

c) Living cost of the employee (if any);

d) Support for cultural and vocational education of the employee (if any);

dd) Travel cost in case the employee come back to his/her residence unless the employee works under a fixed-term labor contract fixed term or casual labor contract or labor contract for a certain task with a duration of under 12 months that is unilaterally terminated;

e) Other amounts that are agreed in the labor contract (if any).

2. Severance pay for employees prescribed in Clause 2 Article 13 of Decree No. 27/1014/ND-CP is specified as follows:

a) The employer shall provide the severance pay for the employee who has work for 12 months or more with an amount equal to ½ of monthly wage for each working year;

b) Working time serving as the basis for calculating severance allowance is the total of actual time when the employee works for employer, including the probationary period, the time the employee works at the household; the time the employer sends the employee on courses; the leave due to illness, childbearing, occupational accidents; weekly days-off, fully-paid leaves according to Articles 111, 112, 115 and Clause 1 Article 116 of the Labor Code; the time the employee quits or is kept away from work by no fault of the employee; time when the employee is temporarily suspended, detained or jailed away from work after which the employees are permitted to come back to work on account of the competent authority’s reaching the conclusion that they are not guilty; time of unpaid leaves agreed by the employer;

c) If the employee has worked constantly for the employer according to the previous labor contracts but such time is not included in the working time serving as basis for calculating severance pay, the actual working time is the accumulation of that the employee has worked for the employer according to the labor contracts;

d) Working time serving as the basis for calculating severance allowance is calculated by years, the period from 01 full month to under 06 months shall be rounded to a haft of year, the period from full 06 months to 01 year shall be rounded to 1 year;

dd) Wage serving as the basis for calculating severance pay is the average wage level regulated in the labor contract of the directly preceding 06 months before the labor contract is terminated.

e) If the employee who works before May 01^st 2013, the severance pay for the working time before May 01^st 2013 shall be calculated according to the labor contract that  is signed before (if any).

Article 11. Responsibilities of employers in notice of termination of labor contract

The responsibilities in notification about the termination of the labor contract prescribed in Clause 3 Article 13 of Decree No. 27/2014/ND-CP are specified as follows:

1. Within 10 days from the day on which the labor contract is terminated, the employer shall notify the termination of the labor contract to the People’s Committee of the commune, ward or town where the employee works.

2. The form of the notification of the termination of the labor contract is provided in Appendix IV of this Circular.

Section 3, WAGES

Article 12. Wages

1. Wage is the amount of money that the employer pays to the employee to perform the tasks according to the agreement.

2. The wage (including the wage level, allowances and other amounts of money) is agreed by the employer and the employee and written in the labor contract according to the regulations in clause 4 Article 6 of this Circular.

3. The wage (including the living cost if the worker lives with the family) must not fall below the regional minimum wages imposed by the Government applicable to the administrative division where the employee works.

Article 13. Method of payment and date of payment of wages

Method of payment and deadline for payment of wages prescribed in Clause 2 Article 15 of Decree No. 27/2014/ND-CP are specified as follows:

1. The employer shall pay the wages to the employee at the time (month/week/day/hour) agreed by the employer and the employee, including:

a) Payment by months is the payment of wage for a working month according to the labor contract;

b) Payment by weeks is the payment of wage for a working week, calculated on the basis of  the monthly wage multiplied by (x) 12 and divided by (:) 52;

c) Payment by days is the payment of wage for a working day, calculated on the basis of the monthly wage divided by (:) the number of normal working days in a month agreed by the employer and the employee that is not higher than 26;

d) Payment by hours is the payment of wage for a working hour, calculated on the basis of the hour’s wage divided by the number of working hours in a day agreed by the employer and the employee and written in the labor contract.

2. Date of payment

The employee and the employer negotiate the fixed wage payment time and write it in the labor contract. The wage may be paid after every working hour/week/month according to the contract or piled up according to the agreement of the employee and the employer.

Article 14. Overtime pay

The overtime pay prescribed in Clause 3 Article 15 of Decree No. 27/2014/ND-CP are specified as follows:

1. Any employee working overtime on normal days shall be paid an amount equal to at least 150% of his/her wage level that is calculated by working hours.

2. Any employee working overtime on weekly days-off shall be paid an amount equal to at least 200% of his/her wage level that is calculated by working days.

3. Any employee working on paid holidays/days-off shall be paid at least equal to 300% of his/her wage level that is calculated by working days, exclusive of the normal wage for paid holidays according to the Labor Code applicable to employees paid by house/days/weeks.

4. Regarding employees working overtime at night, apart from the overtime pay according to the regulations in clauses 1, 2 and 3 of this Article, the employee shall be paid an amount equal to 20% of the hour’s wage of a normal working day or a weekly day-off or a paid holiday/day-off.

The wage paid by working hours/days is determined according to points c and d Clause 1 Article 13 of this Circular.

Article 15.Wage deduction

The monthly wage used serving as the basis for calculating the wage deduction specified in Article 17 of Decree No. 27/2014/ND-CP is the wage level (including the wage level, allowances and other amounts of money) paid by months according to the labor contract.

If the wage prescribed in the labor contract is calculated by weeks/days/hours, the employer and the employee shall reach an agreement of monthly wage level as the basis for wage deduction according to the regulations in Clause 1 Article 13 of this Circular.

Section 4. WORKING TIME AND REST TIME

Article 16. Working time of employees from fully 15 years old to under 18 years old

Working time of employees from fully 15 years old to 18 years old must not exceed 8 hours per day and 40 hours per week.

Article 17. Weekly days-off

If the employee is not arranged to have weekly days-off, the employer must ensure that the employee is off at least 04 days per month and the employer shall pay for the overtime working according to the regulations in clause 2 Article 14 of this Circular.

Article 18. Wage for annual days-off and holiday days-off

1. The wage serving as the basis for calculating the payment for annual days-off specified in clause 1 and the holiday days-off specified in clause 2 Article 23 of Decree No. 27/2014/ND-CP is the wage written in the labor contract of the directly preceding month before the days-off divided by (:) the total number of normal working days in the month that is agreed by the employer and the employee and written in the labor contract, multiplied by (x) the annual days-off applicable to employees.

2. When taking days-off, employees may be advanced an amount at least equal to the wage for the days-off according to the regulations in clause 1 of this Article.

3. Any employee who has not taken fully the days-off according to the regulations due to the termination of labor contract or other reasons shall be paid for the remained days-off. The wage serving as the basis for calculating such amount is the average of monthly wages written on the labor contracts of 6 months before the termination of labor contract or before the payment, divided by (:) the number of normal working days in the month agreed by the employer and the employee according to the law, but not exceed 26 days, multiplied by (x) the number of remained days-off of the employee. If the employee has worked for less than 6 months, the wage serving as the basis for calculating the payment for his/her remained days-off is the average wages written in the labor contracts of the whole working time.

Section 5. LABOUR SAFETY, LABOR HYGIENE AND PHYSICAL RESPONSIBILITIES

Article 19. Check-up for employees

Check-up for employees prescribed in Clause 3 Article 24 of Decree No. 27/2014/ND-CP is specified as follows:

1. The employer shall enable the employee to undergo the periodic check-up at least once a year.

2. If necessary, the employer may request the employee to have a check-up at a medical facility decided by the employer.

3. The cost for check-ups for employees specified in clauses 1 and 2 of this Article shall be paid by employers unless there is another agreement.

Article 20. Responsibilities of the employer when the employee meets with an occupational accident

Responsibilities of the employer when the employee meets with an occupational accident prescribed in Clause 1 Article 25 of Decree No. 27/2014/ND-CP are specified as follows:

1. Provide first aid and bring the employee to the nearest medical facility for prompt emergency treatment.

2. Provide good care and enable the employee to receive treatment until the injury is stabilized.

3. Promptly and regularly notify the employee’s family of his/her health conditions.

4. Make the co-payment and pay the expenses other than those on the list of sums covered by medical insurance (applicable to employees having medical insurance) or pay partially the expenses from first aid, emergency treatment to intensive care according to the agreement with the employee (applicable to employees failing to have medical insurance).

5. Pay fully the wage according to the labor contract to the employee during the treatment.

6. Provide compensation for the employee if he/she suffers capability reduction of 5% or higher if the occupational accident through no fault of the employee as follows:

a) At least 1.5 times of monthly wage according to the labor contract, applicable to employees suffering capability reduction of 5% to 10%; every higher percent shall be paid compensation 0.4 time of monthly wage according to the labor contract, applicable to employees suffering capability reduction of 11% to 80%;

b) At least 30 times of monthly wage according to the labor contract, applicable to employees suffering capability reduction of 81% or higher or employees dying of occupational accidents.

7. Provide benefit for the employee that is at least equal to 40% of the amount specified in Clause 6 of this Article if the occupational accident is due to faults of the employee.

8. Report and cooperate with competent functional agencies in carrying out an inspection of the occupational accident according to the law.

Article 21. Compensation for damage

Responsibilities of the employee for compensation prescribed in Clause 2 Article 26 of Decree No. 27/2014/ND-CP are specified as follows:

1. If the employee due to his/her carelessness causes a damage to the employer with value of not exceeding 10 times of minimum monthly wage applicable to the administrative division where the employee works, then the employee shall pay a compensation up to 03 times of monthly wage according to the labor contract in form of wage deduction.

The deduction level shall be agreed by the employer and the employee that shall not exceed 30% of monthly wage (applicable to employees who do not live with the employer) or not exceed 60% of monthly wage after deducting the monthly cost living of the employee (if any, applicable to employees living with the employer).

2. If the employee causes a damage not due to carelessness or with value of more than 10 times of regional minimum monthly wage applicable to the administrative division where the employee works, then the employer shall depend on the actual level of damage, actual condition of family and properties of the employee to consider and decide the level, deadline and form of compensation. If the employee disagrees with the decision of the employer, he/she may request the law court to settle.

3. The compensation of the employee prescribed in clause 2 of this Article shall be agreed in a compensation commitment; if the employee is illiterate, the conclusion of commitment shall be carried out according to the regulations on conclusion of labor contract for illiterate employees specified in Article 4 of this Circular. The compensation commitment shall be made in 02 copies, one of which is kept by the employee and the other is kept by the employer. The form of compensation commitment is provided in Appendix V of this Circular.

4. In case of damages due to disaster, conflagration, enemy-inflicted destruction, epidemic diseases or an unpredictable and unavoidable objective reason, the employee is not required to make compensation.

Section 6. IMPLEMENTARY CLAUSE

Article 22. Effect

1. This Circular comes into effect from October 05^th 2014.

2. The issues other than those prescribed in this Circular shall be handled according to the regulations in the Labor Code and the relevant guiding documents.

3. If an labor contract was concluded before the effective date of this Circular and is still effective, the employer and the employee shall base on the regulations in Decree No. 27/2014/ND-CP and this Circular to adjust the labor contract or conclude a new contract and notify the People’s Committee of the commune, ward or town where the employee works according to the regulations in this Circular.

Article 23. Responsibilities

1. Responsibilities of People’s Committees of communes:

a) Propagate and disseminate the implementation of regulations on domestic servants to the employees and the households that employ domestic servants;

b) Assign officials to supervise and manage the use of domestic servants in administrative division;

c) Establish a domestic servant management book according to the form in Appendix VI of this Circular; receive and manage the notifications of employment of domestic servants; notifications of termination of labor contract with domestic servant of employees in administrative division;

d) Supervise the implementation of legislation on domestic servant and households employing domestic servant in administrative divisions;

dd) Biannually report the employment of domestic servants in administrative divisions to People’s Committees of districts/provincial-affiliated cities according to Appendix VII of this Circular.

2. People’s Committees of districts/provincial-affiliated cities shall direct the Offices of Labor, War Invalids and Social Affairs to supervise and manage domestic servants in administrative divisions and report to Services of Labor, War Invalids and Social Affairs according to Appendix VII of this Circular.

3. People's Committees of provinces/central-affiliated cities shall direct Services of Labor, War Invalids and Social Affairs to:

a) Provide guidance on the management of domestic servants in administrative division;

b) Propagate and disseminate the regulations on domestic servants to employees and employers in administrative division;

c) Biannually report the employment of domestic servants in administrative division to People’s Committees of provinces/central-affiliated cities and the Ministry of Labor, War Invalids and Social Affairs according to Appendix VII of this Circular.

4. Request the agencies, political organizations, socio-political organizations in central and local governments to manage and supervise the implementation of the regulations on domestic servants in administrative division.

Difficulties that arise during the implementation of this Circular should be reported to the the Ministry of Labor, War Invalids and Social Affairs for amendments and guidance./.

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