For all employers in Singapore, it is no doubt that you have to engage statutory employees who are covered under the Employment Act. Therefore, human resource practitioners have to equip themselves in their knowledge on the latest amendments of the Employment Act, which is the basic labour law governing employment relations in Singapore.
As of 1 April, 2019, professionals, managers and executives (PMEs) are now covered under the Employment Act and may seek redress against wrongful and unfair dismissal by their employers with the Tripartite Alliance of Dispute Management (TADM).
Work Injury Compensation is a benefit mandated by the Work Injury Compensation Act (WICA). In Singapore, as long as you are working under a contract of service, you shall be covered under this legislation. Regardless of how safe an employer may try to make his workplace, on-the-job accidents and job related illness, unfortunately, may still occur. Workers’ compensation has become increasingly complicated and costly over the years.
CPF Board takes a serious view on employers who do not fulfil their CPF obligations to their employees. More so, employers’ need to pay CPF contributions correctly and promptly for their employees. At the end of this workshop, delegates can be assured that they will be more competent in their understanding of the CPF Act and its practical application.
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?
With this new Act, a new policy and procedure on personal data protection would need to be incorporated in the existing HR Policies, and Procedures and this workshop aim to enhance knowledge and so assist HR practitioners to formulate it.
Payroll administration is not to be taken lightly. If a Payroll Administrator does not pay in accordance to the legislation such as the Employment Act (EA), Child Development Co-Savings Act (CDCA) and Central Provident Fund Act (CPFA), Employment (Part-Time employees) Regulations, then there is an infringement of the legislation. This practical workshop aims to provide participants with valuable insights into best practices relating to salary and payroll administration.
In Singapore, given the changing employment landscapes, employers are now engaging a different type of employees to suit their operational needs and requirements. As such, on the same basis, the employer cannot adopt one form of the employment contract to fit the different categories of employees.
What would be the significance of all the above amendments of the Employment Act and the Industrial Relations Act after 1 April 2019 and its bearing on unionised and non-unionised companies? At the end of this workshop, delegates can be assured that they will be more competent in their understanding of the Industrial Relations system and its practical application, especially in collective bargaining.
Without the correct application and clear knowledge on the right way to deal with possible misconduct, employers will undoubtedly, held accountable for any improper administration of workplace investigation and disciplinary proceedings.
It is no doubt that in many companies, there was already a culture of line managers working closely with HR to address people management responsibilities. However, it was also clear that line managers felt vulnerable about taking on more of what they saw as traditional aspects of the HR role.
As reported in the Straits Times, companies faced with manpower crunch are offering bonuses, medical benefits and even supermarket vouchers to attract and retain part workers. Also, as stated in the media, part-timers work less than 35 hours a week and are entitled to rest days, overtime pay and pro-rated leave. Question is can part-timers work overtime, hence, work more than 35 hours in a week?
As manpower needs rise in Singapore, employers cannot just rely on local employees and require foreign employees to supplement the workforce. Foreign employees can be of different skills, talent levels and nationalities, and therefore, our Government needs to have certain control over how foreign job seekers can seek employment in Singapore. At the end of this workshop, delegates can be assured that they will be more competent in their understanding of the Employment of Foreign Manpower Act and its application.
This training programme provides the legal fundamentals in understanding contract laws. As this program is meant for HR practitioners, the emphasis will be employment contracts and any other contracts or agreements which are incorporated by reference to the employment contract, i.e. HR policies and procedures, collective agreement, employee handbook, memorandum of understanding etc.