LTH415Retirement and Re-Employment Act and its Practical Applications

COURSE SUMMARY

There is no doubt that Singapore needs to prepare for a rapidly ageing population. By 2030, the number of seniors aged 65 years and above will almost double to over 900,000. A decreasing fertility rate further exacerbates this issue. How do HR practioners strategise and deal with this phenomenon and yet comply with the Retirement and Re-employment Act?

COURSE DETAILS

Course Fee SGD 480
Course Duration 1 Days
Course Timing 9:00am - 5:00pm
Course Venue 190 Clemenceau Avenue
SDF Approved Yes
Skills Future Credit Yes
Upcoming Courses 4 Sep 2019
22 Oct 2019

There is no doubt that Singapore needs to prepare for a rapidly ageing population. By 2030, the number of seniors aged 65 years and above will almost double to over 900,000. A decreasing fertility rate further exacerbates this issue.

Are employers receptive to employing seniors who are above 55 years and above and retaining employees who are age above 62? Naturally, in a tight labour market situation, employers may not have a choice. HR practitioners may need to look at measures to mitigate the impact of the incoming influx of retirees and the need to offer re-employment to existing employees who reach 62 years of age.

Many HR practitioners are still struggling to draft out the Retirement and Re-employment policies and procedures to accommodate the extension of the re-employment age to 67 years of age. Re-employment contracts also pose a further challenge to some HR practitioners. Cost impact may creep in due to higher medical insurance and employment assistance payment, etc., but it may be mitigated by lower CPF contribution and grants from special employment credit. HR practitioners need to weigh out the cost versus benefit in their hiring and retention decision. Quantifying intangible cost and benefits is difficut. How do HR practioners strategise and deal with this phenomenon and yet comply with the Retirement and Re-employment Act?

Learning Objectives:

  1. Introduction/Background on the new Retirement ad Re-employment Act (RRA)
  2. An important definition of RRA
  3. Coverage of employees under RRA
  4. Termination before Retirement
  5. Criteria for Re-employment, Health and Work Performance
  6. Readjustment at the age of 60
  7. Re-employment upon retirement
  8. Exemptions on re-employment
  9. Power to issue tripartite guidelines
  10. Salient points on tripartite guidelines
  11. Are HR Policies part of an employment contract?
  12. Considerations to take when formulating the re-employment policies.
  13. Re-employment policies are the same for unionised and non-unionised companies?

A competent HR practitioner must have the skills and knowledge in the following:

1. Background and Purpose of Retirement and Re-employment Act • Tripartite guidelines on Re-employment • Objective of re-employment legislation • Retirement Age Act versus Retirement and Re-employment Act

2. Category of employees covered under RRA • Locals, SPR, Foreigners. • RRA (Exemption Notification)

3. Eligibility criteria for Re-employment • Definition of poor performance. • Definition of medically fit. • Employee’s fault.

4. Re-employment practices • Identifying eligible employees • Re-employment planning and consultation • Job arrangement for re-employment

5. Re-employment contract/policies • Difference between policies and terms and conditions of employment. • The offer of re-employment. • Duration of re-employment. • Adjustment to wages, medical and other benefits. • Variation of the employment contract. • Drafting re-employment contract. • Drafting re-employment policies and procedures. • Drafting a retirement letter.

6. Dismissal of employees before retirement • Dismissal with notice/without notice • Grounds for dismissal

7. Employment Assistant Programme • Reference points for EAP • Definition of gross salary • Lacuna in EAP

Human Resource Practitioners.

Lecture and case study.

Arthur Khong

Arthur Khong

Arthur Khong is a highly sought after trainer for workshops in Singapore employment laws and industrial relations. Arthur has been an active workshop leader since 2007.

Arthur first embarked on his career in human resource management with Western Digital in 1993. To-date, he has held several senior Human Resource positions including: General Manager, Human Resources - Keppel Energy Pte Ltd Group Regional Vice President - Yeo Hiap Seng Ltd Director of Human Resource - Far East Organization, Hotel Group Director of Human Resource - Goodwood Park Hotel. Aurtur Khong left his last job with Keppel Energy in June 2013 to start the HR Law Academy where he conduct training and provide consultancy in Singapore employment laws and industrial relations legislation and practices.

In his 22 years’ career span in human resource management, Arthur has held regional human resource responsibilities for overseas subsidiaries in Malaysia, Hong Kong, China, Brazil and the USA. He is also experienced in industrial relations management as all the companies that he has worked for are unionised companies, some even with multiple unions. Prior to embarking on his human resource management career, Arthur was with the Singapore Police Force as a Senior Police Officer.

Arthur is an Adjunct Faculty with the Singapore University of Social Sciences (formerly known as SIM University). He started his lecture stint at SIM University in 2009. He lectures on the following modules:- Employment Laws and Legal Issues; Employment and Industrial Relations; and Human Resource Management.

Arthur is the author of the ‘Human Resource Practitioners’ Guide to Employment Laws (Fourth edition, 2017’, ‘Human Resource Practioners Guide to Industrial Relations (1st edition, 2015)’, and Human Resource Practitioners Guide in Drafting Employment Contract, and HR Policies and Procedures (1st edition, 2017). These guidebooks seek to outline the employment laws and industrial relations in Singapore in simple language to give HR Practitioners a better understanding of the rights and obligations of both the employer and the employee.

Arthur possesses the following academic qualifications:

  • Master of Management (HR Management) from Macquarie University
  • Graduate Diploma in Personnel Management from the Singapore Institute of Management
  • Bachelor of Arts (Economics) from the University of Manitoba
  • Bachelor of Laws (Honors) from the University of London
  • Diploma in Training and Development from Singapore Institute of Management
  • Graduate Certificate in International Arbitration from National University of Singapore.

Current Professional Affiliations:

  • Executive Council Member of Singapore Human Resource Institute
  • Non-Practitioner Member of the Law Society of Singapore Fellow Member of Singapore Institute of Arbitrators

Past Professional Affiliations:

  • Member of Industrial Relations Panel of Singapore National Employers Federation (SNEF)
  • Chairman of Industrial (Other Areas) Group of SNEF

View Other Courses by Arthur Khong