MINISTRY OF EDUCATION AND TRAINING HOA SEN UNIVERSITY
FACULTY OF ECONOMICS AND MANAGEMENT
HUMAN RESOURCES MANAGEMENT DEPARTMENT REPORT Labor Relations
Collective strike case of Haivina Hồng Lĩnh
 Semester: 2333 Class: 0100 Group: 3 Lecturer:
Mrs. Nguyễn Thùy Giang Student Name Sign ID 1 22014657 ĐặngThếQuyên 2 22006614 PhanTrầnAnhThi 22105658 NguyễnHuỳnhThúy 3 Vy
4 22113303 NguyễnĐặngNgọcHân 5 22200039 NguyễnTiếnQuân HCMC, June/2024
MINISTRY OF EDUCATION AND TRAINING HOA SEN UNIVERSITY
FACULTY OF ECONOMICS AND MANAGEMENT
HUMAN RESOURCES MANAGEMENT DEPARTMENT REPORT Labor Relations
Collective strike case of Haivina Hồng Lĩnh
 Semester: 2333 Class: 0100 Group: 3 Lecturer:
Mrs. Nguyễn Thùy Giang STT Student Name Percentage Work ID 1 22014657 ĐặngThếQuyên V 100% 2 22006614 PhanTrầnAnhThi I,II 100% 3 22105658
NguyễnHuỳnhThúyVy VI 100% 4
22113303 NguyễnĐặngNgọcHân VII,VIII 100% 5 22200039 NguyễnTiếnQuân III,IV 100% HCMC, June/2024 I. Introduction 1.1 Social background 1.1.1 Economy:
GDP growth: Vietnam  has  maintained  a  high  GDP  growth  rate  in  recent  years, averaging6-7%/year.
Per capita income: Vietnam's  per  capita  income  has  been  increasing  steadily,
reachingUSD4,170in2023,andisexpectedtoreachUSD5,000by2025.
Economic structure:Vietnam'seconomyistransitioningfromagriculturetoindustry
andservices.TheprocessingandassemblyindustrymakesasignificantcontributiontoGDP, especiallyexports. 1.1.2 Society:
Population structure:Vietnamhasayounganddynamicpopulation,withover70%
ofthepopulationunder35yearsofage.
Education:Theproportionofpeopleofworkingagewithahighlevelofeducationis increasing.
Consumption:ThedemandforconsumergoodsinVietnamisincreasing,especially
apparelandfashionaccessories. 1.1.3 Politics:
Political stability:Vietnamhasastablepoliticalenvironmentandorderandsecurity aremaintained.
Open-door policy: The  Vietnamese  government  has  many  open-door  policies  to
attractforeigninvestment,creatingfavorableconditionsforbusinessestooperate.
Trade agreements: Vietnam  has  participated  in  many  important  free  trade
agreements(FTAs)suchasCPTPP,EVFTA,RCEP,... 1.2 Company background 1.2.1 Business area:
Export glove manufacturing: Vietnam's exportglovemanufacturingindustryhas
hadahighgrowthrateinrecentyears,withexportturnoverexceedingUSD3billion/per year.
Market trends:Thedemandforexportglovesisincreasing,especiallyhigh-quality
gloves,medicalgloves,andindustrialgloves.
Other factors to consider:Technology:HaivinaCompanyneedstoapplyadvanced
technologytoimproveproductquality,laborproductivity,andoperationalefficiency.
Applyingnewtechnologiesalsohelpsthecompanymeettheincreasinglyhighmarket
demandsforproductquality,design,andfeatures.
Product quality: Productqualityisanimportantfactorincompetingintheexport
glovemarket.HaivinaCompanyneedstofocusonqualitycontrolfrominputtooutputto
ensurethatproductsmeetinternationalstandards.
Brand: Building  a  strong  brand  is  important  to  attract  customers  and  increase
competitivenessinthemarket.HaivinaCompanyneedstobuildaneffectivebrandstrategyto
promoteitsproductsandcompanyimagetothemarket.
1.2.2 Competitive advantages:
Labor cost:LaborcostsinVietnamarelowerthaninothercountriesintheregion,
attracting many FDI enterprises. Haivina Company  can take  advantage of this to  reduce
productcostsandincreasecompetitivenessinthemarket.
Supply chain:Vietnamhasacompletetextileandgarmentsupplychain,meetingthe
productionneedsofbusinesses.HaivinaCompanycaneasilyaccessthenecessarysuppliers
ofrawmaterials,accessories,andsupportservices.
Trade agreements: TheFTAsthatVietnamhasparticipatedinhelpreducetariffs,
makingiteasiertoexport.HaivinaCompanycanusethistoexpanditsexportmarkettonew countries.
Haivina Hong LinhCo.,  Ltd.has many competitive  advantagesto develop in the
exportglovemanufacturingindustry.However,thecompanymustalsoconsiderimportant
factorssuchastechnology,productquality,andbrandtoimproveitscompetitivenessand
achievesustainabledevelopment. II. Overview Company 2.1 Introduction
HaivinaHongLinhCo.,Ltd.(HaivinaCompany)isaleadingenterpriseinthefieldof
manufacturingexportglovesinVietnam.Establishedin2012andofficiallyputintooperation
in  2018,  Haivina Company  has  experienced  rapid  growth  and development,  becoming  a
trustedpartnerofdomesticandforeigncustomers.
Figure 1: Haivina Hồng Lĩnh's company logo 2.2 Business scope
HaivinaCompanyspecializesintheproductionandexportofhigh-qualityglovesfor
variousindustries,including:
Sports gloves:Golfgloves,badmintongloves,basketballgloves,...
Industrial gloves:Leathergloves,fabricgloves,rubbergloves,...
Other products:Sportswear,uniforms,protectivegear,...
2.3 Production capacity and market scale
Production capacity:Withamodernfactoryandateamofskilledworkers,Haivina
Companyhasaproductioncapacityofover10millionpairsofglovesperyear.
Market scale:HaivinaCompany'sproductsareexportedtomorethan30countries
around  the  world,  including  the  US,  EU,  Japan,  and  Korea.  The company's  revenue  is
growingsteadily,reachingoverUSD100millionperyear.
2.4 Competitive advantages
HaivinaCompanyhasmanycompetitiveadvantagesthatmakeitaleadingenterprise
intheexportglovemanufacturingindustry:
Modern production technology: Haivina  Company  applies  advanced  production
technologyfromKoreaandEuropetoensurethebestproductquality.
Skilled workforce: HaivinaCompanyhasateam ofwell-trained andexperienced
workerswhoareproficientinallaspectsofglovemanufacturing.
High-quality products: Haivina  Company's  products  are made  from high-quality
materialsandundergostrictqualitycontrolprocedurestoensuretheymeetthedemanding
requirementsofinternationalmarkets.
Competitive prices: Haivina  Company  offers  competitive  prices  for  its  products
whilemaintaininghighquality.
Professional customer service: Haivina Company provides professional customer
servicetoensurecustomersatisfaction.
2.5 Awards and Achievements
Haivina Company has received many prestigious  awardsand  achievements in the
fieldofexportglovemanufacturing:
Trusted Vietnamese Brand Award
Vietnam High-Quality Goods Award
Gold Medal at the International Invention Exhibition 2.6 Commitment
HaivinaCompanyiscommittedtoprovidingcustomerswithhigh-qualityproducts,
competitiveprices,andthebestservice.Thecompanyisconstantlyinnovatingandimproving
itsproductionprocessestomeetthechangingneedsofthemarket.HaivinaCompanystrives
tobecomealeadingenterpriseintheglobalexportglovemanufacturingindustry.
Haivina Hong LinhCo.,  Ltd.is a reputable and reliable enterprise that has made
significant  contributions  to  the  development  of  Vietnam's  export  glove  manufacturing
industry.Withitsstrongcompetitiveadvantagesandunwaveringcommitmenttoqualityand
customersatisfaction,HaivinaCompanyiswell-positionedforcontinuedgrowthandsuccess intheyearstocome. III. Problem identification
OnFebruary14,2022,HaivinaHồngLĩnhCo.,Ltd.paidtheJanuary2022salariesto
itsworkers.Uponreceivingtheirpayslips,52workerswhohadcompleted3yearsofservice
(asofDecember 31,2021) were dissatisfied withtheir wages underthenewregime and
gatheredinthemeetingroom,demandinganexplanationfromthecompany'smanagement.
However,onFebruary15,2022,theHRmanagerresponsibleforsalarieshadtotake
leaveduetobeingaCOVID-19F1case,andthecompanyhadnotyetappointedsomeoneto
addresstheworkers'concerns.Asaresult,at11:50AM(afterlunchbreak),infrontofthe
companyofficetocontinuetheirdemands.
Seeingthelargegathering,otherworkerswhowereontheirlunchbreakalsojoined,
bringingthetotaltoaround500workers,andtheydecidedtostriketopressurethecompany
intopayingtheoutstandingsalary.
Figure 2: Workers went on strike on February 15, 2022 IV. Problem analysis
Beforethestrikehappended,thereweretwopointsthattheworkerswerenotsatisfiedwith.
Thefirstwas:“Whywasthe5%salaryincreaseforworkerswith3yearsofservice,asper
legalregulations,notreflectedintheJanuary2022salarycomparedtoDecember2021?”.
The  second  point  was:  “Why  did  workers  with  the  same  tenure  and  skill  level  receive differentallowances?” 4.1. Core issues
4.1.1. Unmet salary expectations
The  core  issues  stem  from  unmet  salary  expectations  and  a  lack  of  transparent
communicationregardingcompensationpolicies.
Themainreasonforthestriketohappenwasthefailuretoimplementtheexpected5%salary
increaseforemployeeswhohadcompletedthreeyearsunderminedtrustandmorale.This
oversightsuggestedapotentialgapinthecompany'sHRpractices,wherepromisesofsalary
incrementswerenotbeingtrackedorenforcedadequately.
4.1.2. Poor compensation policies
Additionally,thediscrepanciesinallowancesamongworkerswithsimilarqualificationsand
experience  created  a  sense  of  inequity,  leading  to  further  discontent.  This  situation
underscorestheimportanceofconsistentandtransparentcompensationpolicies. 4.1.2.1. Day-off
AccordingtotheinterviewwiththeworkersbyDânTrínewspaper,baseonthecompany’s
rule,becausetheyhavetoworkintoxicenvironment,theworkersareallowtohave12days
offperyearbutinthereality,theyonlyallowtohave2daysoff,iftheworkerswanttospent
theother10daysoff,theymustaskthemanager’spermission.
AccordingtoClause1,Article113ofthe2019LaborCode,employeesworkinginhazardous
environmentswhoworkfortheemployerforafull12monthswillbeentitledtoannualleave
withfullpayasfollows:
-14daysforpeopledoingheavy,toxicanddangerousjobs;
Basedonthelawabove,thecompanyhasviolatedtheLaborLaw.
4.1.2.2. Unclear about the workers’s allowances
Also according tothefemaleworker, eachyear,the companyincreases senioritypayfor
workersby30,000VND,andthethirdyearwillbe90,000VND.Accordingtolaborlaw,the
basicsalaryisincreasedonceevery3yearsofwork,buthere,whenincreasingthebasic
salaryforworkers,thecompanycutsseniorityallowanceandanotherallowance.
Forexample,afterreceivingthesenioritypay,thecompanycut100.000VNDfromhertravel allowance.
Figure 3: Bài phỏng vấn của báo Dân Trí với nhân viên nhà máy Haivina
4.2. The company’s solution
Onedayafterthestrikehappened,onFebruary16,thecompanydecidedtomakeameeting
with theworkersand answeredall thequestions.After2 hoursofmeeting,thecompany
announcedtoacceptthedemandoftheworkers.
InaninterviewwithHàTĩnhNewspaper,Mr.BaeInSeon,GeneralDirectorofHaivina
HồngLĩnhCo.,Ltd.,statedthatthecompanyagreedtoincreasethebasicsalaryby5%and
maintainotherallowancesforworkerseligibleforasalaryincrease(thosewhohaveworked
for3yearsormore).Foremployeesonunpaidleaveorsickleavewhodonotmeetthesocial
insuranceparticipationconditions(14daysormore),thecompanywillsupportmaintaining
anadditionalmonthofsocialinsurancecontributions.
Figure 4: Mr. Bae In Seon, Haivina CEO
Effective  resolution  involved  immediate  engagement  from  company  leadership  with  the
affectedworkers,facilitateddiscussionswithlocalauthoritiestomediatetheconflict,anda
commitment  to  adhering  to  labor  laws.  These  steps  were  crucial  in  restoring  trust  and
ensuringthatsuchissuesdonotrecur.Movingforward,HaivinaHồngLĩnhneedstoenhance
its  communication  strategies  and  ensure  that  all  salary  adjustments  and  allowances  are
administered  fairly  and  transparently  to  maintain  employee  satisfaction  and  operational stability. V. Risk management
5.1. Risk Identification and Evaluation
TherecentstrikeatHaivinaHongLinhunderscorescriticalrisksthatneedeffective
management  to  prevent  future  issues  and  mitigate  impacts.  Key  risks  include  employee
dissatisfaction,  operational  disruptions,  reputational  damage,  and  legal  risks.  The  strike
stemmed  from  dissatisfaction  with  wages,  working  conditions,  and  poor  communication
betweenworkersandmanagement.
Operationaldisruptionsfromstrikescanhaltproduction,causingsignificantfinancial
losses  and  potential  delays  in  meeting  client  demands.  Media  coverage  can  harm  the
company'sreputation,makingitdifficulttoattractandretaintalentandaffectingcustomer
relationships. Legalrisks arise from non-compliance with labor laws,leading to possible
legalactionsandfinancialpenalties.Employeedissatisfactionislikely,giventherecentstrike
andtheimpactofproductionhaltsishigh,resultinginsubstantialfinancialandcontractual
losses.Reputationaldamagerangesfrommediumtohigh,dependingonmediacoverageand
publicreaction,whilelegalrisksremainhighiflaborlawsareviolated.
These  risks  require  immediate  attention,  with  employee  dissatisfaction  and
operational  disruptions  being  high  priorities  due  to  their  direct  impact  on  the  business.
Reputational  damage,  while  medium  priority,  should  not  be  ignored.  Ensuring  legal
complianceisofhighprioritytoavoidpenalties. 5.2. Risk Control
TheProvincialPartyCommittee'sPropagandaDepartmentcoordinateswithrelevant
unitstopromptlygrasppublicopinioninformationandorientpropagandaworkforthepress
team,toensureanobjectiveandcompleteviewoftheincidentandavoidThephenomenonof
inferencedirectlyaffectstheinvestmentenvironmentoftheprovinceandthesecurityand
ordersituationinthearea.
TheViceChairmanofHongLinhTownPeople'sCommitteediscussedhandlingthe
incidentontheafternoon ofFebruary15andconnectedtheLaborUnion.TheProvincial
LaborConfederationcoordinatedwiththeStandingCommitteeoftheTownPartyCommittee
todirecttheTownConfederationofLabortocoordinatewiththeTownPartyCommittee's
MassMobilizationCommittee,theDepartmentofLabor,WarInvalidsandSocialAffairs,the
EconomicDepartment,andtheTownPolicetodirectlygraspthesituation,andatthesame
time,  report  to  the  Party  Committee,  authorities,  and  relevant  functional  branches  to
coordinateandresolvetheproblem.
Mr. Bae  In seon,  general director  of the  company, said  that direct  dialogue  with
workersabouttheirconcernsisthekeytocontrollingthestrikesituationatHaivinaHong
Linh.  The  Provincial  Police  working  group  led  by  Colonel  Nguyen  Hoai  Son  -  Deputy
DirectoroftheProvincialPolicedirectlyworkedwithcompanyleaders,TownPolice,and
Town Labor Confederation to grasp the situationand guide company leaders as soon as
possible.Organizedialogueandnegotiationswithworkerstostabilizethesituation,ensure
securityandordertostabilizeproduction. 
HongLinhTownPeople'sCommitteealsoissuedDecisionNo.359/QD-UBNDdated
February 16,2022 on establishing aWorking Groupto support the resolution ofseveral
issuesrelatedtopetitionsfromworkersatHaivinaHongCo.,Ltd.Linh. VI. Literature review
IntheincidentatHaivinacompanyin2022,theresponsibilitiesofrelevantparties
includethecompany,employees,unions,andauthorities.
6.1. Responsibilities of Haivina Company
Improve  working  conditions:  The  company  must  meet  the  conditions  of  a  safe,
hygienic  working  environment  and  in  accordance  with  labor  standards  for  internal
employees.Inaddition,thecompanymustalsoprovideadequatelaborprotectionequipment
andtrainemployeestounderstandmoreaboutlaborsafetyatworktoensurethesafetyof workers.
Protecting labor  rights:  Employers  must comply  with  legal regulations  on  wages,
allowances,  insurance  and  other  welfare  regimes  to  ensure  workers'  rights.  In  addition,
employers  must  ensure  compliance  with  commitments  contained  in  labor  contracts  with
employeesandpromptlyhandlecomplaints.
Communicationanddialogue:Createconnectionswithemployeestoeasilylistenand
promptly  resolve  problems  that  employees  encounter  while  working  at  the  company.
Cooperate  with  trade  unions  and  representative  organizations  of  workers  to  protect  the
legitimaterightsandinterestsofworkers.
6.2. Responsibilities of Employees
Protecttherightsofyourselfandyourcolleagues:Needtoproactivelyreporthonestly
andpromptlyonworkingconditionsandviolationsoflaborrightsthatemployeesconsiderto
be violationsoftheir rightsandinterests. Participate engagein lawfulstrikes, protestsor dialogue
Compliancewithregulationsandcooperation:Employeesareobligedtocomplywith
laborsafetyregulationsandcompanyrulestoensurequality.Itisnecessarytocoordinate
promptlywiththeauthoritiesandthecompany'sleadershipinresolvingarisingproblems.
6.3. Responsibilities of the Trade Union
Protecting  workers'  rights:  Trade  unions  should  organize  to  represent  workers  in
negotiations with companies to protect their rights in workplace dialogues.Provide legal
support  and  advice  to  employees  on  their  rights  and  obligations  as  soon  as  there  are
disadvantagesfortheemployees.
Organizationandleadership:Regularlyorganizemeetingsandseminarstolistento
employees'opinionsduringtheworkprocessandpromptlymakeproposalstoimproveissues
to  ensure  harmony  of  interests.  legality  of  businesses  and  employees.  In  addition,  it  is
necessarytoensurethatstrikesandproteststakeplacelegallyandpeacefully
6.4. Responsibilities of Authorities
6.4.1. Supervision and inspection
Checktheproductionsituationandgraspthethoughtsandaspirationsofworkersat
the  company.  Carry  out  regular  and  unexpected  inspections  at  the  company  to  ensure
compliancewithlaborandsafetyregulations.Timelyresolvecomplaintsandviolationsof laborrights.
6.4.2. Providing legal support and training
Authoritiesneedtoprovidecourses,trainingprogramsandlegalinformationforboth
businessesandworkers.Provideinformationandlegalsolutionstoemployeesincasesof
violationoflaborrights 6.4.3. Propaganda
Strengthenlaborrecruitmentpropagandaforbusinesses;Localgovernmentsregularly
propagate,advocate,andimprovelegalknowledgeandworkers'senseofresponsibilityin
buildingharmoniousandstablelaborrelationshipsinenterprises,whilecontinuingtopay
closeattentiontoCenterforepidemicpreventionandcontrolatenterprises. 6.5. Summary
TheincidentatHaivinacompanyin2022isatypicalincidentshowingtheimportance
ofensuringlaborrightsandlaborsafetyintheworkingenvironment.Allrelevantparties
have  specific  responsibilities  and  need  to  cooperate  closely  to  resolve  arising  problems,
ensuretherightsandsafetyofworkers,andmaintainsustainableproductionandbusiness activities. VII. Recommendation
TheHaivinaHongLinhincidentin2022involvedworkersofHaivinaHongLinhCo.,
Ltd.(HaTinh)strikingduetodisagreementsoverissuesrelatedtolaborregimesandwages.
Tosolvethisproblem,thefollowingoptionscanbeconsidered:
Forcompanies,thecompanyfirstneedstolistentotheissuesraisedbyworkersand
providespecificfeedbackonwhatcanbechangedandwhen.
Second,betransparentandhonestwhenprovidingclearandtransparentinformation
aboutthecompany'sfinancialsituationandcurrentdifficulties,ifany.Third,evaluatingthe
current salary level means that thecompany  needsto conduct a survey of employees to
reassessthecurrentsalarylevelofworkerstoensurethesalarylevelisconsistentwiththeir
efforts  and  contributions.  Fourth,  improving  welfare  requires  reviewing  and  improving
benefitssuchashealthinsurance,socialinsurance,leaveregimes,andbonusesinaccordance
withthelaw.Finally,suggestanimprovementroadmap.Ifimmediateimprovementisnot
possible,thecompanycanproposeanimprovementroadmapwithinaspecificperiodoftime.
Ontheunionside,itisnecessarytoestablishadialogue.Thecompanyneedstocoordinate
withtheuniontoorganizeadirectdialoguewithworkerrepresentativestolistentotheir
demands  and  aspirations.  In  conciliation,  the  union  needs  to  play  an  intermediary  role,
helpingtoreconcileconflictsandfindasatisfactorysolutionforbothparties. Proactively
proposetoemployerstoenhancebenefitssuchasproposingpoliciesonhealthinsurance,
social  insurance  and  other  benefits  and  working  conditions  to  ensure  labor  safety.  For
workers,thiswillhelpincreaseproductivityandqualityofthecompany'sproducts. VIII. Conclusion
ThestrikeatHaivinaHongLinhcompany,whydidworkerswhoworkedfor3years
accordingtothelawreceivea5%salaryincrease,ontheJanuary2022payrollcomparedto
theDecember2021salary?No5%increaseyet?Whydoworkersatthesametime,withthe
sameskilllevel,havedifferentsalaries?Theincidentpointedoutseriousviolationsoflabor
safety  and  working  conditions  at  Haivina  Hong  Linh  company,  leading  to  workers'
dissatisfactionandstrikes.Themainreasonisthatthecompanyhasnotpromptlyresolved
the5%salaryincreaseforsomeworkersandhasnotexplainedthelevelofallowancespaidto
employeesineachworkingposition.Inaddition,thecompany'sworkers'salaries,allowances,
etc.werestilllowcomparedtoneeds,combinedwiththecrowdeffectthatledtotheincident.
This  is  a  wake-up  call  for  businesses  about  the  importance  of  ensuring  labor  safety,
complying  with  the  law,  and  maintaining  a  fair,  transparent,  and  positive  working environment. IX. References
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