HO CHI MINH CITY

DAI QUANG MINH REAL-ESTATE

INVESTMENT JOINT STOCK
COMPANY

SOCIALIST REPUBLIC OF VIETNAM

Independence - Freedom - Happiness
Ho Chi Minh City, April 14th, 2014

COLLECTIVE LABOR AGREEMENT

Pursuant to the Labor Code of the Socialist Republic of Vietnam No.10/2012/QH13 dated
on June 18th 2012 effective from May 1st, 2013.
Pursuant to the Vietnam Trade Union Law passed on June 30th 1990 by the National
Assembly of the Socialist Republic of Vietnam.
Pursuant to the Decree No.93/CP dated on November 11th 2002 of the Government on
amending and supplementing some articles of Decree No. 196/CP dated December 31st 1994 of
the Government on detail regulations and implementation instructions for a number of articles of
the Labor Code of the Collective Labor Agreement.
To ensure the rights and responsibilities of employers and employees in labor relations.
Today, on January 2nd, 2014, at the office of the Company, we include:
1 Employer: DAI QUANG MINH REAL-ESTATE INVESTMENT JOINT STOCK
COMPANY
Full Name of representative: Mr Tran Dang Khoa
Title: Chairman of the Board of Directors
2-Collective representation for employees:
Name: Mr. Nong Manh Hiep
Title: Provisional chairman of the Executive Committee of the Company Union
Mutually sign the collective labor agreement with the following terms:
CHAPTER 1
GENERAL RULES
Article 1: The implementing objects of a collective labor agreement are:
The Employer: Dai Quang Minh Real-Estate Investment Joint Stock Company represented
legally by Mr. Minh Dang Khoa.
-Employees working at the company and its units, subsidiary under the Dai Quang Minh RealEstate Investment Joint Stock Company.
Article 2: This collective labour agreement includes 8 chapters and 21 articles; regulates the
relationship between the employers and employee collectives such as responsibility, the rights of
each party within the effective time limits of the labour agreement. All cases arising not assigned
in this agreement will be resolved under the applicable law of the State.

Article 3: The time limits of the collective labour agreement and the process of the content of
collective labour agreement when split, merge, transfer, and dissolve the company.
3.1-This collective labor agreement takes effect within three years, depending on the operating
conditions of production-business investment activities from time to time, economic and social
conditions in each of the stages and the current mode, policy of the State, the Collective labour
agreement can be reviewed, modified and supplemented.
3.2-When the collective labor agreement expires its effective time limit, the two parties can
negotiate to extend the collective labor agreement or sign a new collective labour agreement.
When the Collective labour agreement expires while the two parties continue to negotiate, the
Collective labour agreements shall remain in force. If it is 3 month since the labor agreement
expired without gaining results in the collective labour agreement negotiation, the collective
labor agreement, of course, shall end it effective time limits.
3.3-In the process of implementing collective labour agreement, if any case below occurs, it shall
be resolved as follows:
-Where merger, amalgamation, dissolution, separation, transfer of enterprise ownership,
management rights, the right to use the assets of the enterprise, the employers and the Base Trade
Union Committee shall base on the method of employee use to review whether to continue,
modify suppliment, or sign the collective labor agreement or not.
-Where the collective labor agreement expires due to the enterprise's activity termination, the
rights of employees shall be resolved under article 66 of the Labour Law.
+ In the event of merger, corporate separation, consolidation, transfer of ownership, the
management right and the right to use the assets of the enterprise, then the next employer is
responsible for paying the salary and other benefits from the former enterprise to the employees.
+ Where the enterprise dissolves, bankrupts, then the salary, golden handshake (if any), social
insurance and other benefits of employees under the collective labour agreement and the signed
labor contract is the first debt in the order of priority of payment.
Article 4. Committed responsiblity for enforcement of collective labour agreement
4.1-Liability of the Employer:
-Ensure the freedom of employees to join trade union activity and the unions admitted by the
State. Facilitate the trade union officers to operate under Union law.
-Obey the regulations of the State on employment and the use of employee.
-Implement fully the agreements stated in the collective labour agreement and the employment
contract.
-Ensure occupational safety, labour hygiene, labor protection, working environment protection
and health of the employees.
-Facilitate the employees in the enterprises to improve their qualification and professional and
complete the assigned tasks.
4.2-Responsibility of employees:
-Perform properly the signed terms in the collective labor agreement, labor contract and issued
labor regulations.

Strive to continuously improve the qualification, professional and services to complete the
assigned tasks.
-Fulfill assigned tasks with the highest responsibility.
-Thoroughly obey the direction of the supervisior for the job.
-Respect and have responsibility for the company brand protection (Dai Quang Minh).
CHAPTER II:
EMPLOYMENT CONTRACT AND LABOR TIME
Article 5.
5.1-Employment Contract is signed directly between the General Director or the person
authorized by General Director with the employee after the end of probation period with
accepted results or complete evaluation program for vocational training of the company.
5.2-The probation period at the company does not exceed 60 days for the occupational titles
requiring qualification of College and above, does not exceed 30 days for occupational titles
requiring intermediate level, technicians, professional employees and does not exceed 10 days
for other employees.
5.3-The apprenticeship period at the company is minimum 12 months, maximum 18 months
5.4-Probation period and apprenticeship period will be signed and agreed directly between the
two parties.
Article 6. Type of Employment Contract:
6.1-Employment Contract with under 3-month period: signed with the intermittent labor objects
will end in short time and labor working nature is seasonal.
6.2-Employment Contract with duration of from 12 to 36 months: is signed with the qualified
and skilled subjects to perform jobs with determined completion time.
6.3-Employment Contract with unspecified duration: Apply for the jobs with unspecified
termination duration or with duration of 36 months onward.
6.4-When labour relations was signed and implemented, the employer or the authorized person
shall have the right to determine whether to transfer the employees to work in the company's
subsidiary which without any bounding from the agreements in the signed Employment Contract
or not.
Article 7. Employment Contract Termination:
7.1-Voluntary absentee
If employee wants to end the Employment Contract ahead of time, he shall notice in
writing to the Head of Department and HR of the company prior to 45 days for Employment
Contract with unspecified duration, prior to 30 days for Employment Contract with its duration
from 12 months to 36 months and shall be approved by the employer.
Where the employee unilaterally terminates the Employment Contract, he shall comply
with the provisions of article 37, the illegal termination of the Employment Contract-arbitrarily
leave job without writing notice in advance, he shall not be entitled to the regime and shall

compensate for the training cost (if applicable) and the salary for remaining days of the prior
notice duration.
Where the employer fires the employee sooner than the time stated in the request for
separation from service, they shall have the agreement and consent obtained from the employee.
7.2-Before the termination of the Employment Contract for the employees, the employer shall
notice to the employee prior to 45 days for Employment Contract with unspecified duration,
prior to 30 days for Employment Contract with duration from 1 to 3 years. Do not notice ahead
of time by the reasons allowed by the law.
The employer has the right to unilaterally terminate the Employment Contract ahead of
time, as one of the following cases happened:
a/Staff often do not get the job done according to Employment Contract: Do not complete
the labour norms or assigned tasks due to subjective factors and or be disciplined with minute
established or reminded in writing at least twice a month without subsequent fix.
b/Staff is judged as unsatisfactorily for the job during the regular reviews and ranks
performed by the company.
c/Staff is disciplined to be fired.
d/Staff follows the Employment Contract with unspecified duration but has illness
treatment period of consecutively 12 months, Staff follows the Employment Contract with
specified duration but has illness treatment period of consecutively 6 months and Staff follows
the Employment Contract with under 1-year duration but has illness treatment period which is
more than half of contract duration, without recovered labour ability. When the labour health of
the employees is recovered, it shall be reviewed for continuing the Employment Contract.
e/Due to natural disaster, fire or other Force Majeure events with the company
performing possible remedies but it is still forced to narrow production and the workplace.
f/The enterprise terminates its operation.
7.3-The employment contract shall be terminated in the following cases:
a/ The Contract expires;
b/ Works under the contract are completed;
c/The two parties agrees to terminate the contract;
d/The employee is sentenced to prison or forbidden for the former jobs pursuant to the
decision of the Court; or
e/The employee is died, misses pursuant to the court statement.
Article 8: Working time
-8-hour working day, 6 hours for Saturday alone (Details under the Labor regulations of the
company)
-6-day working week (Details under the labor regulations of the company).
-Weekly leaves on Sunday or depending on the conditions of production and business operations
of the company.

-The employees can mobilize employees to work overtime to ensure the production and business
or solve unusual circumstances such as floods, fires, storms, natural disasters, other
abnormalities. Total overtime hours are not contrary to the rules of law.
Article 9. Holidays
9.1-Holidays, Lunar New Year: 10 days/year under the provisions of the labor law. If the
holidays coincide on a weekly day off, it shall be substituted into the next day. If the employer
allows the employee to have more days off than prescribed number of days off, additional days
will be reviewed as annual leaves.
9.2 Personal leave with pay:
- Marriage of the employees 03 days off
- Child's marriage: 01 days off
-Parents (both husband's and wife's) died, wife or husband died, child died: 03 days off
9.3-Leave:
-The officers are allowed for 12 days annual leave within a working year (including probation
period) for those working in normal conditions, 14 days annual leave for those working heavily
in the toxic, dangerous conditions and 16 days annual leave for those working heavily in
especially toxic and hazard conditions. If working time is under 12 month, the amount of annual
leave is equal to the number of working months.
-5 consecutive working days shall increase 1 day of leave.
-The employees under seasonal contract and within the probation period and apprenticeship shall
be not entitled to annual leave regime.
9.4-Leave according to the prescribed regimes of the social insurance Law:
-The case of leave for illness, maternity, sick child. ... Each case will be settled according to the
provisions of the State.
9.5-Salary payment regime for the specified holidays:
-For reasons of work performance or other reasons that the officers do not take all allowed
annual leave of the company, the officers shall be paid for the days without leave. The salary as
the basis for the payment is the basic salary stated in the item below or under the salary regime
prescribed by the company.
-The employees under seasonal contract and within the probation period and apprenticeship and
entitled the company's allowance shall be not paid for annual leave stated above in items 9.1, 9.2,
9.3, 9.4 of this Article.
CHAPTER III
SALARY-ALLOWANCES-BONUS
Article 10. Salary
10.1-Salary regulation: The Company establishes the regulation on salary regime, thus:
-All the employees working at the company shall be, based on the qualification, professional and
skills, arranged into levels of salary as prescribed by the company from time to time.

-Apprentice is entitled to allowances under the individual agreement.

10.2-Salary:
-Monthly salary: is the real monthly income of employees according to the regulations of the
company's payroll including the basic salary plus allowances (if any) plus overtime salary (if
available)
- Basic salary: is the salary calculated on the basis of the ranks of salary issued by the State and
constructed into the company's own ranks to be the base for signing the labor contract and
solving the regimes: golden handshake, lay off, holidays, new year holidays, annual leave, paid
private leave, Social Insurance, Health Insurance and Unemployment Insurance, etc.
-Overtime salary:
+ Normal day: Real paid salary is no less than 150% of agreed salary in the Labour Contract
+ Sunday: Real paid salary is no less than 200% of agreed salary in the Labour Contract
+ New Year Holidays: Real paid salary is no less than 300% of agreed salary in the Labour
Contract
10.3-Salary payment
Monthly salary is paid in two phases:
-Phase 1 is from 15th to 20th monthly: Advanced salary
-Phase 2 is from 1st to 5th of the next month: Salary payment of the previous month.
10.4-Salary increase and adjustments
-Annually, the Company shall base on the situation and the efficiency in production and
business, the contribution and the completion of job of each individual to adjust for increase or
transfer rank according to the salary regulations.
Article 11. Allowance
11.1-Types of applicable allowances:
-Mid-shift meal allowance
-Seniority allowance
- Responsibility allowance:
-Sectarian allowance
-Travel allowance
11.2 Objects, conditions and benefits of being entitled to allowances according to the statutes of
the company in each period.
Article 12. Bonus
12.1 Annual awards: The employers shall base on general business efficiency, production
efficiency of each Department, each individual's ability of contribution and working process, on
the basis of a public vote, to reward fairly and reasonably.

12.2 Irregular bonus: The employers shall base on the working process of the collective or
individual who have brought the economic efficiency to the company to reward.
12.3 Bonus levels, conditions for reward and rewarding processes, etc are under the regulations
of the company.
CHAPTER IV:
LABOUR SAFTY AND LABOUR HIGIENE
Article 13. Labour safety and Labour hygiene conditions
13.1 Liability of the employers
-Fully equip means of labor protection, labor hygiene, ensure safety and improve working
conditions for employees.
-Issue specific rules on the management, use, storage of the kinds of machinery, equipment,
materials and substances with strict labor safety, labor hygiene requirements.
-Issue and held training for employees on the process of operating the machinery, equipment,
labour safety rules, labour hygiene rules and fire prevention.
-Pay the medical costs and salary when the employee suffers from accidents as stipulated by the
law.
13.2-Responsibility of employees:
-Comply with the rules, the process of labor safety and labor internal rules issued by the
company.
-Compensate for the company if violating the internal rules and process, causing damages to
machinery, equipment, products and be responsible to the law if any labor accidents occur.
-Notify the person in charge of the detection of the risks of loss of labour safety to perform
remedies.
-Participate in full training courses on occupational safety, fire prevention held by the company.
-Perform strictly company regulations on labor protection, environment protection, the fix labor
safety losing risks; perform first aid/emergency for involved accidents and fires fighitng when
required.
-Use and maintain the supply of personal vehicles and compensate if the vehicle is lost or
damaged before the prescribed time.
Chapter V:
SOCIAL GUARANTEES FOR EMPLOYEES
Article 14. Social Insurance, Health Insurance and Unemployment Insurance
14.1 The company's performance of the Social Insurance, Health Insurance and Unemployment
Insurance to employees with signed labor contracts.
14.2 Social Insurance, Health Insurance and Unemployment Insurance rate
Social
insurance

Health
insuranc

Unemploymen
t Insurance

Total

e
Employees:
8%
1.5%
1%
10.5%
Employers
18%
3%
1%
22%
TOTAL
26%
4.5%
2%
32.5%
(According to the rate of 2014, the rate change for next years is pursuant to Law on Social
Insurance)
14.3-The employees is entitled to benefits from the Fund of Social Insurance, Health Insurance
under the provisions of the Social Insurance of Vietnam.
Article 15. Welfare fund
15.1 Sources of Fund: Welfare Fund is from the profit after enterprise income tax of the
Company, and is used to encourage, improve, and enhance the physical and spiritual life of the
employees.
Based on the results of business activities of the company, the welfare fund is formed annually
according to the rate prescribed on the basis of approval of profit after tax distribution of the
Annual General Shareholders Meeting.
15.2) Objectives
-Invest in construction or repair of charity projects of the Company such as: collective housing,
canteen, clubs, medical rooms, yards, sports instruments and shuttle means for officers;
-Spend on qualification training to employees such as: materials, supplies, compensation for
teachers, drinking water in lessons;
-Spend on gifts on public holidays, Meetings; annual travel for officers and individuals with
much dedication to the company;
-Spend on sport and cultural activities, public welfare of employee collectives in the company,
social welfare;
-Regularly or irregularly support for the officers of the Company in difficulty or lend them to
solve their difficulties;
-Spend on last year bonuses for the objects working in the collective canteen and childcare
house.
-In addition, the company's retired employees or those losing their labour strength falling in
difficult circumstances can be supported for overcoming their difficulties or charity works.
Article 16. Mid-shift meal
16.1-All employees (including employees in probation period, seasonal employees) and the
apprentice are sponsored one mid-shift meal with a value of 25,000 VND/person and are
adjusted in subject to the market price situation.
16.2-If the employee fulfills his normal working daytime and continues to work overtime with
time equivalent to 1/2 the normal working daytime, and then he is entitled to a meal with the
value as above.
Article 17. Bus staff

To ensure the safety and health of its employees, based on the specific situation, the company
can arrange the bus staff to drive company officers to work everyday.
Article 18: Collective housing
-If the employees (including apprentice) are in need of accommodation, they will be reviewed
from case to case for accommodation in the collective housing of the company.
-Monthly, the employees shall contribute a sum of money to pay for the cleaning staff and
sanitation charges, Funds for local order security as specified.
The company shall regulate the specific level of contribution for each person.
CHAPTER VI:
LABOR DISCIPLINE-MATERIAL LIABILITY
Article 19. Labor discipline
19.1 All cases of employees' violation of company rules are viewed as labor discipline violation,
subject to the nature and extent of the violation, the company shall adopt one of the following
discipline forms:
-Written rebuke.
- Prolong the salary increase period of no exceeding 06 months or switch to another job
with a lower salary within a maximum period of six months or demotion: Applied for those
violating the labour rules with heavy levels or being disciplined in writing but re-offending
within 6 months from the date of getting previous discipline. The disciplined employees shall
have their points reduced under the mode of emulation reward and discipline
-Dismissal
19.2 The labour discipline is made according to the regulations for reward and discipline and the
company labor regulations.
19.3 The employees who are disciplined for dismissal under paragraph a, b Article 85 of the
Labor Code shall not be entitled to golden handshake.
Article 20. Material liability
20.1 The employees causing damages, loss, loss of tools, equipment or having behavior of
property damage, excessive use of regulated supplies of the company shall compensate
according to the market price.
20.2 If the employee deliberately compromises with objects in or out of the company for
stealing, embezzlement, causing damages of great value to the company, they shall be treated
under the labor regulations and legislation (after the investigation of the agency).
CHAPTER VII.
LABOR DISPUTE RESOLUTION
Article 21.
If any dispute occurs in the course of implementation, it shall be solved according to the
following procedure:

-The two parties conduct negotiation to find out the remedies.

-If failed negotiation or mediation, the dispute resolution is made under the provisions of the
current law.
CHAPTER VIII.
PROVISIONS OF IMPLEMENTATION
Article 22.
22.1 This collective labor agreement is the legal text of the company as a base for handling with
arising labor relations in the company.
22.2 The previous internal regulations which is contrary to the content of this collective labor
agreement is no longer in force for application.
22.3 The agreement was established into 4 copies.
This collective labour agreement was signed at the Dai Quang Minh real estate Investment joint
stock company.
COLLECTIVE REPRESENTATIVE OF
EMPLOYEES
FOR THE EXECUTIVE COMMITTEE OF
THE BASE UNION
CHAIRMAN
(Signed)
Nong Manh Hiep

REPRESENTATIVE OF EMPLOYERS
FOR BOARD OF DIRECTORS
CHAIRMAN
(Signed & sealed)
Tran Dang Khoa