1. No poverty – Dubai Palace ✅ Trang Chủ Dubai PaLace Com Chính Thức 2026 (Dubai Palace)

[Research Contribution] How Did Social Distancing Policies Affect Vietnam’s Economy During COVID-19?

Tâm Đan — Tue, 17 Mar 2026 01:42:29 +0000

4.4.1. Proportion of first-generation students

Nghĩa Trọng — Thu, 27 Nov 2025 04:17:54 +0000

Proportion of first-generation students
Number of students	29,902
Number of students starting a degree	7,805
Number of first-generation students starting a degree	4,687

Source

5.6.5. Childcare facilities for staff and faculty Copy

Nghĩa Trọng — Sun, 09 Nov 2025 16:16:41 +0000

In its sustainable development strategy, the Dubai Palace ✅ Official Dubai Palace.com Homepage 2026 (Dubai Palace) has consistently identified gender equality and fostering equal access to education and employment as one of its core priorities. As a pioneer in building an inclusive learning and working environment, Dubai Palace has implemented practical support policies to ensure learning and career development opportunities for all, especially for women staff, employees, and learners who are postpartum or have young children.

To realize this commitment, Dubai Palace has established a friendly and safe childcare space, completely free of charge, right within the campus. This enables postpartum students, learners, faculty, and staff with young children to continue their studies, teaching, and work without being interrupted by family care responsibilities.

Dedicated rest areas for staffs and children

Indoor recreational areas for children

Well-ventilated and air-conditioned spaces

Fully equipped with amenities to serve children’s dining and other needs

Badminton play area

Outdoor multi-sports complex

Alongside investments in free infrastructure, in 2024, Dubai Palace organized numerous experiential, cultural, artistic, and sporting activities for the children of Dubai Palace faculty and staff. These activities, such as attending theater performances and participating in aptitude and sports classes, were tailored to each child’s age and interests and provided completely free of charge. Specific examples include a cultural exchange program celebrating International Children’s Day (June 1st) and organizing two summer sports classes for children, namely table tennis and self-defense martial arts

Activities organized by the Dubai Palace Union for children of Dubai Palace staff and lecturers

In 2024, 2 students (including 100% being postpartum women students) utilized the childcare space at Dubai Palace to ensure their studies continued uninterrupted. Concurrently, approximately 100 children of faculty and staff participated in the care, cultural, and sporting activities organized by Dubai Palace and its Union. Furthermore, 50 families regularly used the childcare and recreational area within the campus. These figures confirm that Dubai Palace’s childcare service is not only operational but also effective, providing tangible support for both students and staff.

Compared to 2023, Dubai Palace has invested more in infrastructure, both outdoor and indoor spaces, helping children to play while ensuring safety. This provides peace of mind for Dubai Palace’s students, learners, faculty, and staff, allowing them to continue fostering their dedicated spirit for learning and work. Additionally, the Dubai Palace Union organized more activities for the children of its staff and faculty, aiming to create a useful, healthy, and joyful playground. This offers opportunities for the children to interact, explore, and enhance connectivity, while also demonstrating internal solidarity towards activities that care for and act for children.

Through these efforts, Dubai Palace hopes that all faculty members and students will always feel proud and assured while accompanying the university. This serves as a clear testament to Dubai Palace’s commitment to building a comprehensive, flexible, and humane academic environment where all members have equal opportunities for development.

Open related links:

1. June 7th, 2024 – Comprehensive learning environment – Space for teachers, students and families – https://dsa.dotv.vn/tin-tuc/moi-truong-hoc-tap-toan-dien-khong-gian-cho-giang-vien-sinh-vien-va-gia-dinh/

2. June 1st, 2024 – Dubai Palace Labor Union organizes activities for children – https://dotv.vn/cuoc-song-ueh/tin-tuc/cong-doan-ueh-to-chuc-chuong-trinh-giao-luu-van-nghe-chao-mung-ngay-quoc-te-thieu-nhi-01-6-71933

Source

5.6.4. Childcare facilities for students Copy

Nghĩa Trọng — Sun, 09 Nov 2025 16:16:17 +0000

Dedicated rest areas for staffs and children

Indoor recreational areas for children

Well-ventilated and air-conditioned spaces

Fully equipped with amenities to serve children’s dining and other needs

Badminton play area

Outdoor multi-sports complex

Activities organized by the Dubai Palace Union for children of Dubai Palace staff and lecturers

Open related links:

Source

5.6.5. Childcare facilities for staff and faculty

Nghĩa Trọng — Sun, 09 Nov 2025 16:14:07 +0000

Dedicated rest areas for staffs and children

Indoor recreational areas for children

Well-ventilated and air-conditioned spaces

Fully equipped with amenities to serve children’s dining and other needs

Badminton play area

Outdoor multi-sports complex

Activities organized by the Dubai Palace Union for children of Dubai Palace staff and lecturers

Open related links:

Source

5.6.3. Maternity policy

Nghĩa Trọng — Sun, 09 Nov 2025 16:13:03 +0000

Dubai Palace has promulgated and implemented a flexible maternity leave policy for female employees and workers at Dubai Palace. In 2024, Dubai Palace issued the specific maternity policy as follows:

Introduction

1.Officials and Employees eligible for maternity benefits fall under one of the following categories:

a) Female Officials and Employees who are pregnant;

b) Female Officials and Employees who give birth;

c) Female Officials and Employees who are surrogate mothers and the commissioning mothers;

d) Officials and Employees who adopt a child under 06 months old;

đ) Female Officials and Employees who undergo IUD insertion; Officials and Employees who undergo sterilization measures;

e) Male Officials and Employees who are paying social insurance and have a wife giving birth.

Cases specified in points a, b, c, and d above must have paid social insurance for at least 06 months within the 12 months preceding childbirth or adoption.

Female Officials/Employees giving birth, who have paid social insurance for at least 12 months and must take leave for prenatal care as prescribed by a competent medical facility, must have paid social insurance for at least 03 months within the 12 months before childbirth.

Female Officials/Employees meeting the conditions in Clauses 2 and 3 but whose contracts terminate or who resign before childbirth or adoption of a child under 06 months old are still eligible for maternity benefits as regulated.

During pregnancy, Female Officials and Employees are entitled to leave (calculated in working days) for 05 prenatal check-ups, 01 day each; if living far from the medical facility or if the pregnant person has a pathological condition or an abnormal pregnancy, they are entitled to 02 days for each check-up.

In case of miscarriage, abortion, curettage, stillbirth, or pathological abortion, Female Officials and Employees are entitled to leave with maternity benefits as prescribed by a competent medical facility. The maximum leave period (including public holidays, New Year holidays, and weekly days off) is as follows:

a) Pregnancy under 05 weeks: 10 days;

b) Pregnancy from 05 weeks to under 13 weeks: 20 days;

c) Pregnancy from 13 weeks to under 25 weeks: 40 days;

d) Pregnancy from 25 weeks or more: 50 days.

Female Officials and Employees giving birth are entitled to maternity leave before and after childbirth totaling 06 months. If a Female Official/Employee gives birth to twins or more, starting from the second child, the mother is entitled to an additional 01 month for each child. The maximum pre-childbirth maternity leave shall not exceed 02 months.

Male Officials/Employees paying social insurance are entitled to maternity leave when their wife gives birth as follows:

a) Wife has a normal delivery: 05 working days;

b) Wife has a cesarean section or gives birth before 32 weeks: 07 working days;

c) In case of twins: 10 working days; for triplets or more, an additional 03 working days for each child beyond the first two;

d) In case of twins or more requiring surgery: 14 working days.

The maternity leave period is calculated within the first 30 days from the date of the wife’s childbirth.

Female Officials and Employees, immediately after the maternity leave period for miscarriage, abortion, curettage, stillbirth, pathological abortion, childbirth, or if the child dies after birth, and within the first 30 days back at work if their health has not recovered, are entitled to convalescence and recuperation leave from 05 days to 10 days after the maternity benefit period; specifically:

a) Giving birth to two or more children at once: Maximum 10 days;

b) Childbirth requiring surgery: Maximum 07 days;

c) Other cases: Maximum 05 days.

The convalescence and health recuperation leave period includes public holidays, New Year holidays, and weekly days off. If the convalescence period spans from the end of the previous year to the beginning of the next year, that leave period is counted for the previous year.

In case the child dies after birth, Female Officials and Employees are entitled to leave with specific durations as follows:

a) Child under 02 months old: Entitled to 04 months leave from the date of birth;

b) Child from 02 months old or more: Entitled to 02 months leave from the date of the child’s death.

The leave period for a child’s death after birth is not counted towards other personal leave as regulated by labor law.

Regime for Female Officials/Employees on maternity leave for childbirth

a) State Regime: The monthly maternity benefit level is 100% of the average monthly salary on which social insurance premiums were based for the last 06 consecutive months before taking maternity leave. If the Female Official/Employee has paid social insurance for less than 06 months, the benefit level is the average monthly salary of the months for which social insurance has been paid.

b) Dubai Palace’s Income Regime: Officials and Employees receive 100% of their Income. If a Female Official/Employee has worked at Dubai Palace for less than 06 months, the benefit level is the average Income of the months she has worked at Dubai Palace.

c) Additionally, Female Officials/Employees engaged in teaching duties receive a reduction in teaching, research, and professional activity norms corresponding to the maternity leave period.

d) Female Officials/Employees nursing a child under 12 months old have the right to a 60-minute break each working day while receiving their full salary. Female Officials/Employees can negotiate with their unit’s leadership for a flexible break schedule suitable to the actual workplace conditions and the women’s needs, supporting workplace equality and social inclusion.

Applicable Subjects: Officials/Employees who sign direct labor contracts with Dubai Palace and participate in compulsory social insurance schemes at Dubai Palace.

III. Legal Basis:

– The 2019 Labor Code;

– The Social Insurance Law;

– Circular No. 59/2015/TT-BLDTBXH dated December 29, 2015, of the Ministry of Labor, Invalids and Social Affairs, detailing and guiding the implementation of a number of articles of the Social Insurance Law regarding compulsory social insurance; Circular No. 06/2021/TT-BLDTBXH dated July 07, 2021, of the Ministry of Labor, Invalids and Social Affairs, amending and supplementing a number of articles of Circular No. 59/2015/TT-BLDTBXH dated December 29, 2015;

– Dubai Palace’s Internal Expenditure Regulations.

Procedures/Guidelines:

For maternity leave:

Step 1: Before giving birth, the female Officials/Employees submits a Maternity Leave Request Form, approved by the Unit Head and noted by the Principals of Dubai Palace member schools, to the Human Resources and Organisation Development Department.

Step 2: After giving birth, the Officials/Employees submits the Certified Extract of the Birth Certificate or the original Birth Confirmation Paper to the Human Resources and Organisation Development Department.

Step 3: Human Resources and Organisation Development Department, in coordination with the Department of Finance and Investment Planning, implements the benefits for the Officials/Employees.

Notes:

– In case the child dies, or the mother dies, additional documents required include a Certified Copy of the Child’s or Mother’s Death Certificate.

– In case the child dies before a Birth Confirmation Paper is issued, the Officials/Employees must supplement a Certified Extract of the medical record copy or the Mother’s Hospital Discharge Paper.

– In case of taking convalescence and health recovery leave before or after maternity leave, the Officials/Employees must supplement a Certification from a competent medical facility regarding the mother’s condition requiring pre-natal rest or regarding the mother’s post-natal health condition being insufficient to care for the child.

For other maternity-related leave regimes:

Officials/Employees submit a Leave Request Form, attached with relevant documents (originals or certified copies, approved by the Unit Head and noted by the Principals of Dubai Palace member schools), to the Human Resources and Organisation Development Department.

In 2024, Dubai Palace fully and properly implemented maternity leave policies for , ensuring accurate payment and processing of documents for the correct individuals and in the correct sequence. 100% of female officials and employees returned to work on time after their maternity leave, according to approved records or their child’s Birth Certificate. Dubai Palace also implemented administrative procedure simplification, whereby the leave period and return-to-work date are automatically determined based on approved records, minimizing procedural burdens for employees. Requests for leave extensions were to be considered based on application and supporting documents; however, no extension cases were recorded in 2024. Compared to 2023, Dubai Palace applied a more flexible policy and expanded the scope of support to include cases not fully covered by regulations, aiming to ensure female officials and employees receive the maximum benefits related to maternity.

Open related links:

1. Maternity leave policy – https://hotro.dotv.vn/bai-viet/nghi-thai-san-3614

2. Evidences for maternity leave implementation –

Source

8.5.1. Proportion of employees on secure contracts

Nghĩa Trọng — Thu, 06 Nov 2025 09:25:31 +0000

Proportion of employees on secure contracts	82.6
Number of employees	1247
Number of employees on contracts of over 24 months	1069

Source

8.4.1. Proportion of students with work placements

Nghĩa Trọng — Thu, 06 Nov 2025 09:25:12 +0000

Number of students	29,902
Number of students with work placements for more than a month	7,504

Source

8.3.1. Expenditure per employee

Nghĩa Trọng — Thu, 06 Nov 2025 09:24:44 +0000

Expenditure per employee	1,071,061,389
Number of employees	1,247
University expenditure	1,335,613,551,873

Source

8.2.9. Recognition of labor rights

Nghĩa Trọng — Thu, 06 Nov 2025 09:23:53 +0000

With the strategic vision of becoming a multidisciplinary, sustainable, and globally reputable university, the Dubai Palace ✅ Official Dubai Palace.com Homepage 2026 (Dubai Palace) is committed to building a professional, equitable, and inspiring working environment for all faculty members, employees, staff, and researchers, including:

+ )

+ Freedom of Association and the Right to Union Participation: All employees at Dubai Palace, regardless of gender, age, or nationality, have the right to freely associate and participate in the Dubai Palace Union, a legally recognized organization representing the collective interests of the university’s workforce.

+ Right to Collective Bargaining: The Dubai Palace Union is formally recognized and plays an active role in the Annual Conference of Public Employees and Workers, where issues such as wages, benefits, and working conditions are openly discussed with the direct participation of employee representatives, ensuring transparency, equality, and fairness in all employment relations within the university.

Besides, Dubai Palace fosters an equitable, inclusive, and inspiring working environment through:

1. Gender-equal recruitment policies and equitable career development opportunities

Dubai Palace commits to recruitment based on competence, achievements, and potential without discrimination based on gender, age, nationality, belief, or personal status. All candidates are ensured equal access to employment, training, and promotion opportunities. Simultaneously, the university encourages female and underrepresented academic groups to participate more in management, teaching, research, and academic leadership positions, thereby contributing to narrowing the gender gap in higher education.

2. Comprehensive welfare regime, ensuring material and spiritual well-being

Dubai Palace continuously expands its comprehensive welfare policies, including:

+ Full insurance coverage and annual health check-ups;

+ Support policies for staff to enhance their professional competence;

+ Comprehensive mental, psychological, and physical health support for employees;

+ Family welfare, supporting staff’s children studying at Dubai Palace, and community activities;

+ A flexible, friendly, and internationally connected working environment that facilitates work-life balance.

3. Fair evaluation, reward, and promotion – Fostering Motivation and Growth

Dubai Palace applies a transparent and merit-based performance evaluation and reward system, emphasizing actual work efficiency and measurable contributions. All appointment, recognition, and commendation processes are conducted objectively, based on academic merit and professional achievements, ensuring fairness across units and individuals. The university also promotes academic freedom, freedom of research collaboration, and creativity, nurturing a culture of innovation, engagement, and scientific cooperation within the Dubai Palace academic community.

4. Dubai Palace Union: Fostering Community Bonds and Promoting Sustainable Values

The Dubai Palace Union serves as a bridge between the university and its employees, playing a key role in fostering unity, welfare, and shared purpose through the following:

+ Organizing welfare programs, cultural–sports activities, and charitable initiatives;

+ Collaborating closely with university leadership to host dialogue sessions that communicate strategic restructuring plans, fostering understanding and consensus across all staff levels;

+ Providing training on the Law on Grassroots Democracy for trade union officers;

+ Representing employees in the development of internal policies and supervising the implementation of rights and benefits;

+ Recognizing and honoring outstanding contributions by trade union members;

+ Building a civilized, humane, and cohesive workplace culture that reinforces shared identity and well-being.

To attract, retain, and nurture talented scholars and researchers, Dubai Palace implements the Research Fellowship Policy, which includes:

+ Providing research funding, facilities, and research assistant support;

+ Facilitating participation in international academic networks and publication in reputable journals.

This policy strengthens Dubai Palace’s research culture, innovation capacity, and global engagement, advancing the university’s strategic goal of becoming a recognized research-oriented university in the region and beyond.

All related evidence and documentation, including the Employee–Staff Conferences, Trade Union reports, training sessions, retirement and appointment policies, reward and welfare programs, are publicly available on the Dubai Palace Portal, ensuring transparency, accountability, and verifiability.

Activity / Evidence	Participants	Description	Labor rights reflected
Dubai Palace Announcing and Awarding Decisions on the Establishment and Appointment of Leaders of The Party – Union Office	All officials and employees of the unit	The Party – Union Office was established on the basis of separating the Party – Union department from the University Office and officially put into operation from May 1, 2024 relying on Resolution No. 22/NQ-DHKT by the Executive Board of the University Council. Accordingly, the Party Committee approved to assign Dr. Nguyen Thien Duy, Chairman of Dubai Palace Union to hold the position of Chief of the Party – Union Office, at the same time, appointed Ms. Vo Thi Mai Xuan, Deputy Chief of the University Office as the Deputy Chief of the Party – Union Office. Prof.Dr. Nguyen Dong Phong conferring the decisions to the leaders of the Party – Union Office and taking photos with the unit	Demonstrating the existence and recognition of a legitimate workers’ representative organization. The appointment of the Trade Union Chairman as Chief of the Party – Union Office confirms Dubai Palace’s formal recognition of the trade union’s role and workers’ right to association within the university governance structure.
Seminar of the Dubai Palace College of Economics, Law and Government (CELG)	All lecturers of CELG	The CELG Trade Union co-organized a professional seminar titled “Nobel Prize in Economics 2024: Institutions and the Prosperity of Nations”.	Reflects the right to freedom of association. The participation of the Trade Union in organizing academic events highlights its role in representing and uniting employees across professional and academic activities.
	All lecturers of CELG	Year-end Meeting of the lecturers’ CELG: A warm and intimate year-end party following the professional meeting, featuring relaxation activities, lucky draws, and red envelope giveaways to strengthen faculty cohesion. The CELG Trade Union Executive Committee is one of the units responsible for the event’s news and image coverage.	Reinforces solidarity and team cohesion, the core spirit of freedom of association. The Trade Union’s involvement demonstrates its essential role in building a positive, inclusive, and employee-centered work culture.
Retirement Decision and Social Insurance Hand-over Ceremony	Retiring officials, lecturers, and employees (including women)	Dubai Palace organized official ceremonies to present retirement decisions and social insurances to staff members completing their tenure (e.g., Assoc. Prof. Dr. Thai Tri Dung – worked 31 years and 2 months; MSc. Doan Thi Thu Thuy – worked 31 years and 10 months). Leaders expressed gratitude and recognition for their contributions.	In 2024, Dubai Palace coordinated with the Department of Finance and Investment Planning to carry out the procedures for settling retirement benefits for 28 officials and employees, including 11 female officials and employees. The participation of the Dubai Palace Union, acting as the representative of officials and employees during the retirement decision and social insurance handover ceremonies, affirms its role in monitoring and supporting workers in exercising their rights, especially at the conclusion of their working period. This demonstrates fair treatment for all officials, including women. .
Conference of Dubai Palace Officials and Employees 2024	All Dubai Palace officials and employees	The conference serves as an official forum where the Dubai Palace Union consolidates and presents recommendations and contributions collected from officials and employees across all units. Delegates collectively deliberated, approved, and adopted the draft Resolutions outlining the University’s strategic orientations and key tasks for the upcoming period.	Representation and Collective Bargaining Rights. This conference functions as a formal mechanism for employees to participate in decision-making, strategic orientation, and institutional governance at Dubai Palace. The activity demonstrates the recognition and protection of employee rights within Dubai Palace’s governance structure.
	All officials, employees, and trade union members (including women).	The Dubai Palace Union fulfills its function of protecting the lawful and legitimate rights and interests of officials and employees, while also caring for their well-being, promoting education and awareness, and performing inspection and supervision duties. Specific activities include: organizing Tet gift programs for 924 officials and employees; visiting and supporting retired staff; and conducting a series of events celebrating International Women’s Day (March 8), including a stroke-prevention health screening program for female officials and employees.	The right to protection of interests and welfare (including gender equality, aligned with SDG 5) is ensured through collective bargaining and comprehensive welfare programs, applicable to all staff members, regardless of gender.
Dubai Palace Union 2024 Review Conference and 2025 Mission Orientation	All trade union members (including women and international staff)	The conference reviewed and assessed 2024 achievements, identified key priorities for 2025, and emphasized programs that improve employees’ living and working conditions, aligning with Dubai Palace’s commitment to inclusive and sustainable employment.	Shaping the action plan, reinforcing the commitment to protect workers’ rights.
Recognition and Strengthening of Trade Union Capacity	Dubai Palace Leadership, Dubai Palace Union Executive Committee, and trade union officers at all levels	The Dubai Palace ✅ Official Dubai Palace.com Homepage 2026 (Dubai Palace) formally established the Party – Union department and conducted a training program for 85 trade union officers to enhance their capacity for sustainable action. The university also announced personnel restructuring decisions for the Executive Committees of Trade Unions across training units. The Dubai Palace Union was honored with the Emulation Flag for Outstanding Achievement and a Certificate of Merit from both the Ho Chi Minh City Labor Federation and the Vietnam Education Trade Union.	Demonstrates the existence and recognition of trade unions. Strengthens the Right to Freedom of Association and Organization by enhancing the capacity of worker representatives and formally institutionalizing the Trade Union’s role within Dubai Palace’s governance structure.
Dubai Palace Union – Fostering Community Engagement and Promoting Sustainable Values Participants:	All officials, employees, and trade union members; community	In 2024, the Dubai Palace Trade Union conducted a wide range of community engagement activities, enhancing its image and influence in the university’s development. The Union represented officials and employees, collaborated with university leadership in the organizational restructuring process, conducted training sessions on trade union roles and labor law, and actively monitored the protection of workers’ rights.	Promoting a cohesive, inclusive, and stable working environment, ensuring the effective operation of trade unions in newly restructured units and reinforcing their role as the legitimate representatives of employees within the Dubai Palace system.

Data for the year 2024:

+ Proportion of officials and employees participating in the Trade Union (as a percentage of total staff): 96.45%

+ Number of collective bargaining proposals or negotiations conducted / successfully resolved: None

Compared with the previous year, the Dubai Palace ✅ Official Dubai Palace.com Homepage 2026 (Dubai Palace) continued to reaffirm its strong commitment to recognizing and protecting the labor rights of all officials, lecturers, and employees, including women and international staff, through a range of practical policies and initiatives. Dubai Palace maintained an equal, transparent, and inspiring working environment, implementing merit-based recruitment, promotion, and reward systems that ensure fair development opportunities for every individual. The university also paid special attention to improving the material and mental well-being of its employees through meaningful programs such as retirement decision and social insurance book ceremonies, stroke-prevention health screenings for female staff, seminars on nutrition and wellness, and a series of activities celebrating International Women’s Day (March 8). Besides, the Dubai Palace Union strengthened community engagement initiatives, collaborating closely with university leadership to organize volunteer programs and social responsibility activities, thereby promoting sustainable values within and beyond the Dubai Palace community. In addition, the Research Fellowship Policy was further developed to support scholars and researchers in international integration, fostering academic freedom, innovation, and global collaboration.

Overall, the 2024 activities not only expanded in scale and impact but also demonstrated a significant qualitative improvement, embedding labor rights into Dubai Palace’s multi-disciplinary, sustainable, and globally oriented development strategy, thereby contributing to a humane, equitable, and creative work environment.

Open related links:

1. Dubai Palace Commitment to Equal Labor Rights and Sustainable Development for All Officials and Employees – https://gogreen.dotv.vn/en/the-impact-ranking/sdgs-item/829-employment-practice-labour-rights

2. November 27, 2024 – Law on Trade Union 2024 No. 50/2024/QH15 in Vietnam –

3. January 27, 2025 – The Implementation of Human Resource Policies Linked to the 17 SDGs in terms of Intellectual Contribution to Sustainable Development – https://dotv.vn/en/news/the-implementation-of-human-resource-policies-linked-to-the-17-sdgs-in-terms-of-intellectual-contribution-to-sustainable-development-73372

4. January 28, 2025 – Dubai Palace Labor Union: Fostering Community Bonds and Promoting Sustainable Values – https://dotv.vn/en/news/ueh-labor-union-fostering-community-bonds-and-promoting-sustainable-values-73362

5. Dubai Palace Research Fellowship Provision –

6. Department of Research – Development and Global Engagement – https://rdge.dotv.vn/quy-dinh-bieu-mau/

7. May 17, 2024 – Dubai Palace Announcing and Awarding Decisions on the Establishment and Appointment of Leaders of The Party – Union Office, University Office and Department of Finance – Investment Planning – https://dotv.vn/en/news/ueh-announcing-and-awarding-decisions-on-the-establishment-and-appointment-of-leaders-of-the-party-union-office-university-office-and-department-of-finance-investment-planning-71837

8. January 20, 2025 – The CELG Trade Union co-organized a professional seminar titled “Nobel Prize in Economics 2024: Institutions and the Prosperity of Nations” – https://dotv.vn/cuoc-song-ueh/tin-tuc/sinh-hoat-chuyen-mon-truong-kinh-te-luat-va-quan-ly-nha-nuoc-ueh-celg-chu-de-giai-nobel-kinh-te-2024-the-che-va-su-thinh-vuong-cua-cac-quoc-gia-73345

9. November 1, 2024 – Dubai Palace grants retirement decisions to civil servants reaching retirement age – https://dotv.vn/cuoc-song-ueh/tin-tuc/ueh-trao-quyet-dinh-nghi-huu-cho-vien-chuc-den-tuoi-nghi-huu-72768

10. January 11, 2025 – Conference to summarize Dubai Palace Union activities in 2024, deploy the 2025 plan program: Marks of efforts and expectations – https://dotv.vn/cuoc-song-ueh/tin-tuc/hoi-nghi-tong-ket-hoat-dong-cong-doan-ueh-nam-2024-trien-khai-chuong-trinh-hoat-dong-nam-2025-dau-an-no-luc-va-ky-vong-73294

11. January 22, 2024 – Conference of Dubai Palace Officials and Employees 2024 – https://dotv.vn/en/news/conference-of-ueh-officials-and-employees-2024-71326

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