KIDSCODE

employee handbook
Everything you need to know
when working at Kidscode
STEM.
FIRST, WELCOME TO THE TEAM! SERIOUSLY, IT’S
AWESOME TO HAVE YOU HERE. BUT BEFORE WE SET
YOU LOOSE, WE KNOW YOU’VE LIKELY ARRIVED
HERE TODAY WITH QUESTIONS, CONCERNS, AND A
FEW INSECURITIES. SO THIS HANDBOOK IS MEANT
TO HELP ANSWER AND ALLEVIATE SOME OF THOSE
ISSUES, AS WELL AS INTRODUCE OUR CENTER, OUR
VALUES AND THE EXPECTATIONS EVERYONE HERE
WILL HAVE OF YOU
 KIDSCODE EDUCATION DEVELOPMENT JOINT
STOCK COMPANY WAS ESTABLISHED WITH THE
DESIRE TO "DEVELOP STEM THINKING &
PROGRAMMING FOR STUDENTS OF ALL AGES".

WHO KIDSCODE'S TEAM IS EXPERIENCED UNIVERSITY

LECTURERS, WITH PEDAGOGICAL EXPERTISE.
KIDSCODE'S TRAINING PROGRAM IS DESIGNED
AND ADJUSTED DIRECTLY BY EXPERTS IN THE

ARE
VIETNAM STEM ALLIANCE, WHICH HAS BEEN
DEPLOYED IN MANY PROVINCES AND CITIES.

SINCE 2017, KIDSCODE HAS PLAYED A ROLE IN

WE?
ORGANIZING NATIONAL STEM FESTIVALS.
TOGETHER WITH THE VIETNAM STEM ALLIANCE,
KIDSCODE HAS CARRIED OUT THE
UNIVERSALIZATION OF STEM EDUCATION FOR
THOUSANDS OF TEACHERS AND STUDENTS
ACROSS THE COUNTRY, NURTURING THE
EXCITEMENT AND PASSION FOR SCIENCE AND
TECHNOLOGY CREATION FOR THE FUTURE
LEADERS OF THE COUNTRY
 WE VALUE
COMMITMENT TO CONSISTENCY AND QUALITY
WE ALWAYS YEARN TO ACHIEVE CONSISTENCY AND GOOD
QUALITY IN EVERY PART OF OUR EXPERTISE FROM
CUSTOMER SERVICE TO TRAINING STUDENTS AND
TEACHERS

INNOVATION
WE VALUE CREATIVITY AND THE ABILITY TO ACT ON THAT
CREATIVITY TO CREATE A BETTER WORKING
ENVIRONMENT. ALL INNOVATIVE IDEAS WILL BE
CONSIDERED AND SUPPORTED EQUALLY

TEAM WORK
WE BELIEVE COLLABORATION IS THE KEY TO SUCCESS AND
A LOT OF RESPECT AND EFFICIENCY ARE REQUIRED FOR
TEAMS TO OPERATE SMOOTHLY

GROWTH
WE PLACE VALUE IN THE PERSONAL GROWTH OF EACH
INDIVIDUAL IN OUR COMPANY AND ENCOURAGE OUR
EMPLOYEES TO ACQUIRE MORE SKILLS AND KNOWLEDGE
ABOUT THEIR FIELDS
EQUAL
EMPLOYMENT
OPPORTUNITY
KIDSCODE IS AN EQUAL OPPORTUNITY EMPLOYER. WE
WANT ALL EMPLOYEES TO TREAT OTHERS WITH
RESPECT AND PROFESSIONALISM

WE HIRE AND PROMOTE PEOPLE BASED ON SKILLS,

EXPERIENCE OR POTENTIAL (PLEASE CONTACT OUR HR
DEPARTMENT FOR FURTHER INFORMATION ON THE
RECRUITMENT PROCESS)

WE DON'T DISCRIMINATE AGAINST ANY GENDER, AGE,

SEXUAL ORIENTATION, RACE, NATIONALITY, ETHNICITY,
RELIGION, DISABILITY,...

APART FROM THOSE ACTIONS, WE COMMIT TO

PENALIZING EVERY DISCRIMINATORY, OFFENSIVE OR
INAPPROPRIATE BEHAVIOR. TO DO THIS PROPERLY, WE
ASK YOU TO REPORT ANY DISCRIMINATORY ACTION
AGAINST YOURSELF OR YOUR COLLEAGUES TO HR. OUR
COMPANY WILL NOT RETALIATE AGAINST YOU IF YOU
FILE A COMPLAINT OR DISCRIMINATION LAWSUIT.

.
CODE OF CONDUCT

DRESSCODE
OUR COMPANY'S NORMAL DRESS CODE IS BUSINESS/ CASUAL BASED ON
EACH EMPLOYEE'S POSITION

IF YOU'RE AN EMPLOYEE WHO WORKS REGULARLY WITH CUSTOMERS

AND STUDENTS. PLEASE CONFORM TO A MORE FORMAL DRESS CODE.
WE EXPECT YOU TO BE CLEAN WHEN COMING TO WORK AND AVOID
WEARING CLOTHES THAT ARE UNPROFESSIONAL

IF YOU DON'T WORK DIRECTLY WITH CUSTOMERS, A NORMAL/CASUAL

CLOTHING STYLE IS COMPLETELY ACCEPTABLE

COMPANY'S EMAIL AND SOCIAL MEDIA

EMAIL IS ESSENTIAL TO OUR WORK. YOU SHOULD USE YOUR COMPANY
EMAIL ONLY FOR WORK. WE DO NOT ALLOW THE USE OF YOUR
COMPANY EMAIL FOR PERSONAL REASONS. YOU CAN USE YOUR
CORPORATE EMAIL FOR WORK-RELATED PURPOSES WITHOUT
LIMITATIONS. YOU ARE EXPECTED TO BE ABLE TO AVOID SPAMMING AND
DISCLOSING CONFIDENTIAL INFORMATION.

IF YOU'RE IN CHARGE OF THE COMPANY'S SOCIAL MEDIA ACCOUNT, WE

EXPECTED YOU TO BE ABLE TO PRESERVE OUR COMPANY'S IMAGE AND
REPUTATION IN THE PUBLIC EYE. ALL CONTENT PUBLISHED ON THE
COMPANY'S SOCIAL MEDIA NEEDS TO BE CHECKED BY YOUR MANAGER
EMPLOYEE'S RELATIONSHIPS
FRIENDSHIPS
FRIENDSHIPS BETWEEN COWORKERS OFTEN DEVELOP BOTH INSIDE AND
OUTSIDE OF THE OFFICE. THIS PEER RELATIONSHIP IS ENCOURAGED SINCE
IT MIGHT IMPROVE COMMUNICATION AND TEAMWORK. HOWEVER, WE ASK
THAT YOU CONCENTRATE ON YOUR WORK AND AVOID BRINGING
PERSONAL MATTERS TO WORK.

DATING
WE WANT YOU TO ACT PROFESSIONALLY AND TO KEEP PERSONAL
CONVERSATIONS AWAY FROM OUR OFFICE IF YOU START DATING A
COWORKER.
YOU MUST RESPECT YOUR COWORKERS WHO ARE DATING AS WELL AS
AVOID MAKING SEXUALLY EXPLICIT JOKES, HARMFUL RUMORS, AND
INAPPROPRIATE REMARKS. ANY VIOLATION OF THESE POLICIES WON'T BE
TOLERATED. PLEASE NOTIFY HR IF YOU OBSERVE THIS SORT OF ACTIVITY.
POLICIES AGAINST HARASSMENT

POLICIES
ANY FORM OF HARASSMENT THAT VIOLATES FEDERAL, STATE, OR
LOCAL LAWS, INCLUDING BUT NOT LIMITED TO HARASSMENT
BASED ON A PERSON'S RACE, RELIGION, COLOR, SEX, SEXUAL
ORIENTATION, NATIONAL ORIGIN, ANCESTRY, CITIZENSHIP STATUS,
MARITAL STATUS, PREGNANCY, AGE, OR MEDICAL CONDITION
(RELATED TO CANCER OR HIV/AIDS), IS PROHIBITED BY THIS
POLICY AND WILL BE DEALT WITH AS A DISCIPLINARY MATTER.

WHEN ALLEGATIONS OF UNLAWFUL HARASSMENT ARE

SUBMITTED TO MANAGEMENT, THEY WILL ALL BE INVESTIGATED
AS SOON AS POSSIBLE, AND IF NECESSARY, CORRECTIVE ACTION
WILL BE IMPLEMENTED. TEAM MEMBERS ARE NOT ALLOWED TO
HINDER OUR INTERNAL INVESTIGATIONS OR COMPLAINT PROCESS
AT KIDSCODE. IN ACCORDANCE WITH THE REQUIREMENT TO
UNDERTAKE A THOROUGH INVESTIGATION, MANAGEMENT SHALL
TREAT ALL ALLEGATIONS OF UNLAWFUL HARASSMENT WITH THE
GREATEST DEGREE OF CONFIDENTIALLY.

IDENTIFYING HARASSMENT
UNWANTED SEXUAL ADVANCES
THREATENING TO TERMINATE, DEMOTE, OR TAKE DISCIPLINARY
ACTION AGAINST AN EMPLOYEE IF THEY DON'T ENGAGE IN
SEXUAL ACTIVITY OR OFFERING AN EMPLOYMENT BENEFIT (SUCH
A RAISE, PROMOTION, OR HELP WITH ONE'S CAREER) IN
EXCHANGE FOR SEXUAL FAVORS
VISUAL CONDUCT, SUCH AS LEERING, MAKING SEXUAL GESTURES,
DISPLAYING OF SEXUALLY SUGGESTIVE OBJECTS OR PICTURES,
CARTOONS, OR POSTERS
VERBAL SEXUAL ADVANCES, PROPOSITIONS, OR REQUESTS
COMPENSATION
INTERNSHIP
INTERNS WORKING AT KIDSCODE IS A NON-PAID POSITION. HOWEVER,
KIDSCODE HAS A SUPPORT POLICY FOR INTERNS WHO ARE DEDICATING A
GREAT DEAL OF THEIR TIME AND EFFORT TO GAIN MORE EXPERIENCE AT
KIDSCODE. (THE SUPPORT WILL COVER TRANSPORTATION AND LUNCH,...)

PART-TIME EMPLOYEES
PART-TIME EMPLOYEES ARE GENERALLY COMPENSATED BASED ON AN
HOURLY RATE. THE WAGE RANGES FROM 27,000 VND TO 34,000 VND PER
HOUR, DEPENDING ON THE POSITION.
IN ADDITION TO THE HOURLY RATE, PART-TIME EMPLOYEES MAY ALSO BE
ELIGIBLE FOR BENEFITS SUCH AS TRANSPORTATION ALLOWANCES, MEAL
ALLOWANCES, AND POTENTIALLY HEALTH INSURANCE CONTRIBUTIONS IF
THEY MEET CERTAIN CRITERIA.

FULL-TIME EMPLOYEES
FULL-TIME EMPLOYEES ARE GENERALLY COMPENSATED BASED ON AN
HOURLY RATE. THE WAGE DEPENDS ON THE POSITION AND THE RATE THAT
HAS BEEN DISCUSSED WITH YOUR MANAGER.
IN ADDITION TO THE AGREED RATE, FULL-TIME EMPLOYEES MAY ALSO BE
ELIGIBLE FOR BENEFITS SUCH AS TRANSPORTATION ALLOWANCES, MEAL
ALLOWANCES, AND POTENTIALLY HEALTH INSURANCE CONTRIBUTIONS IF
THEY MEET CERTAIN CRITERIA.
FURTHERMORE, FULL-TIME EMPLOYEES ARE PROVIDED WITH
OPPORTUNITIES TO FURTHER THEIR CAREERS AND ACQUIRE MORE SKILLS.
 WORKING SCHEDULE
1. WORKING TIME
THE COMPANY STIPULATES THE WORKING HOURS ACCORDING TO
THE FOLLOWING REGULATIONS:
-MORNING: 09:00 TO 11:45
-AFTERNOON: 14:00 TO 17:00
REGULATED WORKING DAY: FROM MONDAY TO FRIDAY EVERY WEEK

2. LUNCH BREAK TIME

LUNCH BREAK FROM 11:45 TO 14:00 IS NOT INCLUDED IN WORKING
HOURS.
DURING LUNCHTIME, EMPLOYEES CAN BRING THEIR OWN FOOD TO
THE DINING ROOM AND USE THE MICROWAVE AND REFRIGERATOR IN
THE CANTEEN AREA. PLEASE NEVER BRING FOOD INTO THE WORK
AREA.

3. WEEKLY REST DAY

WEEKLY REST DAYS ARE SATURDAY AND SUNDAY. THIS SCHEDULE
CAN BE ADJUSTED FROM TIME TO TIME TO MEET THE REQUIREMENTS
OF THE JOB AND COMPLY WITH THE PROVISIONS OF THE LABOR LAW.

4. NATIONAL HOLIDAY (NUMBER OF DAYS OFF FOR NATIONAL

HOLIDAYS)
NEW YEAR'S EVE: 1 DAY (JANUARY 1ST)
LUNAR NEW YEAR: 7 DAYS
REUNIFICATION DAY: 1 DAY (APRIL 30TH)
INTERNATIONAL LABOR DAY: 1 DAY (MAY 1ST)
INDEPENDENCE DAY: 1 DAY (SEPTEMBER 2N)
HUNG KING'S DEATH ANNIVERSARY: 1 DAY (MARCH 10TH LUNAR
CALENDAR)
 FURLOUGH
Maximum
Types of
Duration number of days Conditions
furlough
off

Working
continuously at
Annual leave 12 months 30 days
the company
for 5 years

A doctor's
paper is
Sick leave unlimited 14 days / 1 week required if you
leave longer
than 14 days

Have signed a
according to labor contract
Maternity leave 180 days
regulations of more than 12
months

Have an
as agreed agreement
Non-pain leave before signing unlimited between the
contract employee and
the employer

as agreed according to
Paid leave before signing unlimited company's
contract policy

Leave to treat once every 60

a doctor's paper
illness or work days, not over 60 days
is required
accident 180 days/year
COMPANY BENEFITS
PAID TIME OFF
NEW EMPLOYEES RECEIVE TWO WEEKS OF PAID TIME OFF EACH YEAR AND CAN EARN
MORE DAYS THE LONGER THEY'RE WITH THE COMPANY. OTHERS PAID TIME OFF CAN
INCLUDE:
PAID VOLUNTEER DAYS: PROVIDE A PAID DAY OFF EACH YEAR OR QUARTER FOR
EMPLOYEES TO VOLUNTEER WITH A CHARITY OF THEIR CHOICE.
PAID PARENTAL LEAVE: OFFER PAID PARENTAL LEAVE FOR NEW PARENTS
THROUGH CHILDBIRTH, ADOPTION, FOSTER OR SURROGACY.

HEALTH INSURANCE AND PHARMACY COVERAGE

HEALTH INSURANCE COVERS A RANGE OF MEDICAL EXPENSES, INCLUDING:
1. DOCTOR'S VISITS: THIS CAN INCLUDE WELL VISITS, SICK VISITS, AND SPECIALIST
VISITS.
2. HOSPITALIZATION: THIS CAN INCLUDE EXPENSES RELATED TO INPATIENT CARE,
INCLUDING ROOM AND BOARD, TESTING, MEDICATIONS, AND PROCEDURES.
3. PRESCRIPTION DRUGS: MANY HEALTH INSURANCE PLANS INCLUDE PRESCRIPTION
DRUG COVERAGE, WHICH CAN COVER THE COST OF MEDICATIONS PRESCRIBED BY
A DOCTOR.
PHARMACY COVERAGE IS SPECIFICALLY FOCUSED ON COVERING THE COST OF
PRESCRIPTION MEDICATIONS.

PROJECT-BASED BONUSES
THESE ARE BONUSES THAT ARE TIED TO SPECIFIC PROJECTS OR INITIATIVES. IF AN
EMPLOYEE SUCCESSFULLY COMPLETES A PROJECT ON TIME AND WITHIN BUDGET, OR
IS INSTRUMENTAL IN ACHIEVING THE PROJECT'S GOALS, THEY MAY BE ELIGIBLE FOR A
BONUS. PLEASE DISCUSS WITH YOUR PROJECT MANAGER ON THIS MATTER.

PAID VACATION
OFFICIAL EMPLOYEES ARE ELIGIBLE FOR AT LEAST ONE PAID VACATION OF THEIR
CHOICE EVERY YEAR (THE COST OF THE VACATION NEEDS TO BE WITHIN BUDGET).
FURTHERMORE, KIDSCODE ALSO ORGANIZE NUMEROUS COMPANY VACATIONS
ANNUALLY TO HELP WITH TEAM BUILDING.

WELLNESS PERKS
THESE WELLNESS PERKS INCLUDE:
GYM MEMBERSHIPS
EXERCISE COMPETITION
HEALTHY SNACKS
HEALTH AND NUTRITION EDUCATION

TRAINING COURSES
BESIDES NORMAL AND MANDATORY TRAINING COURSES KIDSCODE ALSO PROVIDES
FREE LANGUAGE AND TECHNOLOGY COURSES TO ENCOURAGE EMPLOYEES TO
ACQUIRE MORE SKILLS
RESIGNATION &
TERMINATION
TERMINATION
THE METHODS WE WILL TAKE TO ADDRESS EMPLOYEE
MISCONDUCT ARE OUTLINED BELOW.
VERBAL WARNING
INFORMAL MEETING WITH SUPERVISOR
FORMAL DISCIPLINARY MEETING
TERMINATION

WHEN POSSIBLE, WE WANT TO GIVE EMPLOYEES A CHANCE TO

IMPROVE THEIR CONDUCT AND SUPPORT THEM WHILE DOING
SO. ADDITIONALLY, WE WANT TO MAKE SURE THAT WE
THOROUGHLY EXAMINE AND ADDRESS SERIOUS OFFENSES.

DIFFERENT OFFENSES ARE ASSOCIATED WITH VARIOUS STAGES

OF OUR DISCIPLINARY PROCEDURE. STEP 1 WILL BE TRIGGERED,
FOR INSTANCE, BY SMALL, ONE-TIME TRANSGRESSIONS (SUCH
AS VIOLATING OUR DRESS CODE REGULATION). STEP 4 WILL BE
ACTIVATED BY MORE SEVERE INFRACTIONS (SUCH AS SEXUAL
HARASSMENT).

IF YOU ARE A MANAGER, NOTIFY YOUR STAFF WHEN YOU BEGIN

THE PROGRESSIVE DISCIPLINE PROCEDURE. A VERBAL
WARNING IS NOT ALWAYS NECESSARY WHEN POINTING OUT A
PERFORMANCE CONCERN; IT MAY INSTEAD BE A REGULAR
ELEMENT OF YOUR FEEDBACK.
RESIGNATION
YOU ARE NOT REQUIRED TO NOTIFY US IN ADVANCE OF YOUR
RESIGNATION. BUT WE ASK THAT YOU GIVE AT LEAST [TWO
WEEKS] NOTICE, IF POSSIBLE, TO ENSURE THAT OUR OFFICE
RUNS SMOOTHLY AND FOR EFFICIENCY'S SAKE. WHEN IT'S
FEASIBLE, WE ASK THAT YOU PROVIDE US AT LEAST [A MONTH'S]
NOTICE IF YOU HOLD A HIGHLY SPECIALIZED OR EXECUTIVE
POST.

WE ACCEPT VERBAL RESIGNATIONS, BUT FOR THE SAKE OF OUR

HR RECORDS, WE WOULD PREFER THAT YOU GIVE A WRITTEN
AND SIGNED NOTICE OF RESIGNATION. WITHIN [TWO DAYS], WE
WILL RESPOND WITH A LETTER OF ACCEPTANCE OF YOUR
RESIGNATION. IF YOU HAVEN'T PREVIOUSLY NOTIFIED YOUR
MANAGER OF YOUR RESIGNATION, HR WILL DO SO. IT'S UP TO
YOU IF YOU WANT TO INFORM YOUR TEAM OF YOUR
RESIGNATION, BUT WE ADVISE YOU TO BE AS OPEN AS
POSSIBLE.
WHO SHOULD YOU CALL?

IF YOU HAVE GENERAL QUESTIONS (OR

AREN'T SURE WHO TO ASK), ASK YOUR
MENTOR.

OTHERWISE, PLEASE ASK YOUR QUESTION

DIRECTLY TO WHO YOU THINK COULD
ANSWER IT BEST.

FOR ALL HR ISSUES PLEASE CONTACT MR. X