1. Madam Speaker, with your permission may I ask the Clerks to distribute handouts to Members.
|
|
- Phoebe Tate
- 5 years ago
- Views:
Transcription
1 EMPLOYMENT, PARENTAL LEAVE AND OTHER MEASURES BILL 2013, SECOND READING SPEECH BY MR TAN CHUAN-JIN, ACTING MINISTER FOR MANPOWER 12 NOVEMBER 2013, 4:15 PM, PARLIAMENT 1. Madam Speaker, with your permission may I ask the Clerks to distribute handouts to Members. 2. Madam Speaker, I beg to move, That the Bill be now read a Second time. Background 3. Madam, the Employment Act (or the EA) is our main labour law that seeks to ensure reasonable labour standards for workers while balancing employers need to stay competitive, and staying competitive ultimately benefits workers as well, in terms of creating jobs and opportunities. Since the last amendment in 2009, the profile of our labour force has changed; and employment practices have also evolved. The review is therefore timely to ensure that the EA remains relevant. 4. During the Committee of Supply Debate in March this year, I updated this House on the review of the Employment Act. My Ministry, together with our tripartite partners carried out extensive consultations and the Bill that I am presenting today is the outcome of this review. 5. The Bill proposes amendments to the Employment Act in three main areas: firstly, to extend better protection to more workers; secondly, accord flexibility to employers in areas where there are practical business concerns; and thirdly, enhance enforcement and compliance with the Employment Act. Let me elaborate on the key amendments. Firstly, on better protection for more workers. (I) Better protection for more workers 6. The first set of amendments proposes to extend better protection to more workers and improve employment standards. Extend Part IV to more non-workmen 7. Madam, Part IV of the EA provides for working hours, rest days, over-time (OT) payments and other conditions of employment for the more vulnerable employees. Currently, Part IV applies to workmen engaged in manual labour, such as machine operators and cleaners who are earning a basic monthly salary of up to $4,500, as well as non-workmen such as clerks and receptionists, earning a basic monthly salary of up to $2,000. In line with general salary increases over the years, we propose to raise the salary threshold for non-workmen from $2,000 to $2,500. This effectively extends the coverage to benefit about 150,000 junior staff who are not professionals or executives. Extend more protection to PMEs 8. Another significant extension of protection is for Professionals, Managers and Executives, or PMEs for short. They now account for 31% of the resident workforce; this is up from 27% ten years ago. As their proportion increases in our workforce, we 1
2 propose to extend protection for those earning a basic monthly salary of up to $4,500. With more Singaporeans becoming and aspiring to become PMEs, it is timely to extend the more junior ones protection such as those against unfair dismissal and sick leave benefits. The change will benefit approximately 300,000 PMEs. Improve employment standards and benefits 9. This Bill will also improve employment standards and benefits in line with the evolving employment landscape. 10. To protect employees against excessive salary deductions by unscrupulous employers, we will impose a further 25% sub-cap on deductions for accommodation, amenities and services on top of existing safeguards. 11. Next, for employees currently covered under Part IV of the Act, we will shorten the non-entitlement period to retrenchment benefits from 3 to 2 years to be in line with shorter employment norms. 12. In addition, we will extend the validity of the collective agreement for employees transferred to a new company after restructuring. This means the unions can continue to represent employees in the new company for 18 months after the date of transfer or until the expiry of the collective agreement, whichever is later. This will provide greater reassurance for affected employees. (II) Flexibility for Employers 13. Madam, even as we enhance employment protection and benefits for workers, we also do need to strike a balance by allowing businesses appropriate leeway to implement these changes. Hence, the theme of the second set of amendments: Flexibility for Employers. There are four key amendments related to this. Firstly, managing OT or overtime cost. Managing OT cost 14. One, even as we increase the Part IV salary threshold for non-workmen to $2,500, we will help employers manage overtime or OT cost by capping the OT rate payable at the salary level of $2,250. I have included in the handout examples to help Members better understand the mechanics of how this works. Qualifying period for PMEs to seek redress against unfair dismissal 15. Two, we will extend unfair dismissal protection to PMEs earning up to $4,500 a month. 16. This means that for dismissals without notice, we will provide PMEs with the same protection as rank-and-file employees. 17. For dismissals where notice is given and the contractual terms of termination are complied with, we will set a 12-month qualifying period before PMEs who claim unfair dismissal are eligible to seek redress. The qualifying period is a fair request from employers, who need time to assess the PMEs suitability for the job. In such cases, the onus will be on the employee to substantiate the unfair dismissal claim. For instance, by 2
3 showing that the dismissal arose from the employer's intent to deprive him or her of employment benefits he or she would otherwise has been entitled to. Time off in lieu for PMEs 18. Three, one of the general provisions of the EA which will be extended to relevant PMEs is paid public holidays. Currently, employees covered under the EA and who are required to work on public holidays must be compensated with an extra day s pay or a substitute day off. This may be difficult and impractical to apply to PMEs due to the very nature of their work. Therefore, our proposed amendments give employers the additional option to provide time-off in-lieu for PMEs. Exempt sick leave obligations for cosmetic reasons 19. Four, we will exempt employers from having to grant paid sick leave and bear medical examination expenses of any employee who chooses to go for treatment for cosmetic purposes. The assessment of whether a treatment is cosmetic or not would be based on the opinion of the medical practitioner performing the examination and providing the appropriate medical certificate. (III) Enhance Enforcement and Compliance 20. Thirdly it is on enhancing enforcement and compliance. As we raise employment protection and standards, we also need to correspondingly enhance my Ministry s enforcement ability and the teeth that will accompany that. 21. We propose to put in stiffer penalties for failure to pay salaries. We will introduce a mandatory minimum fine of $3,000 for first-time offenders and $6,000 for repeat offenders. We will also increase the maximum fine from $5,000 to $15,000 for firsttime offenders and from $10,000 to $30,000 for repeat offenders. In addition, the maximum composition sum will be increased from $1,000 to $5,000 to bring it in line with the other employment legislation such as the Employment of Foreign Manpower Act (EFMA). 22. We will also enhance MOM s enforcement and investigatory powers. This includes granting employment inspectors the power to arrest any person reasonably believed to be guilty of the failure to pay salary and to enter workplaces to conduct audits. We will also make individuals, such as directors or partners of companies, more accountable for EA offences committed by the company. Marriage and Parenthood (M&P) related amendments 23. Madam, we are also taking the opportunity to make technical amendments to the EA and the Child Development Co-Savings Act (CDCA), associated with the Marriage and Parenthood (M&P) measures announced by DPM Teo Chee Hean in January this year. 24. The CDCA will be updated to accurately reflect the policy that parents total child care and extended child care leave is based on their youngest qualifying Singapore Citizen child. 3
4 25. In addition, we will prescribe new formulae in both Acts to facilitate computation of parents entitlement to maternity, paternity, shared parental or adoption leave to take leave flexibly by days rather than by block weeks if there is mutual agreement. Timeline 26. The Bill is proposed to come into effect on 1 April 2014 for most key amendments. For the amendment related to the reduction of the time-bar for retrenchment benefits, this will take effect on 1 April 2015, essentially to provide more time for employers to update their contracts and collective agreements to comply with this new requirement. A phased approach to introduce payslips 27. Madam, one issue that received a fair amount of public attention was that of payslips. During our consultations, many members of the public felt that employers should provide payslips to their workers. Indeed, this will raise workers awareness of their salary entitlements and also protect employers from unsubstantiated claims by their employees. All round I think we all agree this is good HR practice. 28. However, having said that, we also received strong feedback that many SMEs, especially the smaller ones like retail shops in HDB estates, are not issuing payslips today and would find the process of doing so onerous. We understand their concerns. Not everything, we believe ought to be legislated at once as ultimately, we aim to change behaviour in a sustainable way. We will therefore adopt a pragmatic and phased approach to allow time for businesses to adjust. I just want to clarify that in the main, most businesses are providing payslips. I think the challenge comes really with the small mom-and-pop shops and small companies who will find difficulties in this front. 29. As a first step, we will issue a set of Tripartite Guidelines by the first half of 2014 to help employers provide payslips and keep employment records for all employees. We will closely monitor the implementation of payslips and employment records before phasing in the requirements over time. Support for Companies 30. Madam, even as we seek to raise labour standards, we fully appreciate the anxieties of employers, particularly the smaller ones, about rising compliance costs, because a number of measures are being put in place on the manpower front as well. The Government will provide the necessary support to help them level up their practices. This will be good for employers in the long run. The assistance for companies will come in various forms: a. MOM is working with the Infocomm Development Authority (or IDA) of Singapore to develop user-friendly tools to help prepare SMEs for the eventual requirements to issue payslips and maintain employment records. We will tailor the support according to the diverse needs of SMEs, and it is indeed very diverse. This will range from providing simple payslip booklets and downloadable templates, to funding support to develop customised solutions. These will be made available by 1st April
5 b. We will work with our tripartite partners, SNEF and NTUC to conduct briefings and workshops to communicate the EA changes to employers and employees. In particular, we will be collaborating with SME centres, supported by SPRING, to reach out to SMEs on the EA changes and provide hands-on guidance on the tools available. And we encourage members of this house to do your part as well to reach out to your constituents. Conclusion 31. Madam Speaker, we started this important journey to review the Employment Act in April last year. The views and feedback from all stakeholders have helped to make the process more robust. I would like to in particular thank everyone who has contributed to the review, especially NTUC, SNEF, SBF and Members of this House. 32. The proposed amendments will better protect our workers, raise employment standards and provide employers with the flexibility to manage these changes. It will bolster our efforts to institute good employment norms and develop progressive and good workplaces for our people. 33. Madam, I beg to move. 5
Review of Employment Act (Phase 1)
Review of Employment Act (Phase 1) National Council of Social Service HR Networking Session 26 Mar 2014 A Great Workforce A Great Workplace 1 Background Employment Act (EA) sets basic employment terms,
More informationMOM INVITES PUBLIC S VIEWS FOR EMPLOYMENT ACT REVIEW
MOM INVITES PUBLIC S VIEWS FOR EMPLOYMENT ACT REVIEW ANNEX A AIM 1. The Ministry of Manpower (MOM) invites members of the public to give feedback on areas being considered in the review of the Employment
More informationKey Employment Act amendments
A Great Workforce A Great Workplace Key Employment Act amendments 22 November 2018 A Great Workforce A Great Workplace 2018 2017 Government of Singapore 1 Employment Act (EA) balances employee protection
More informationClient Alert October 2018
Employment Singapore Client Alert October 2018 For more information, please contact: Celeste Ang +65 6434 2753 celeste.ang Kelvin Poa +65 6434 2524 kelvin.poa Aran Alexander +65 6434 2716 aran.alexander
More information3) How do you define PMEs for the purpose of determining if they are covered by the EA?
FREQUENTLY ASKED QUESTIONS ON EMPLOYMENT ACT REVIEW General 1) How has MOM engaged the public on the review? How has public feedback been taken into consideration? MOM started to seek feedback from the
More informationFebruary - April 2014 Issue 2 Corporate Support Services Newsletter
www.pwc.com/sg February - April 2014 Issue 2 Corporate Support Services Newsletter Foreword Helping you manage your business Dear all, Managing a business can be a complex and daunting process. Our Corporate
More informationGuide To Singapore Employment Act
Guide To Singapore Employment Act The purpose of this guide is to provide a general introduction to the statutory requirements as per the Singapore Employment Act and common practices applied to employment
More informationTripartite Advisory on Responsible Outsourcing Practices provides tips on ensuring workers' entitlement to basic employment terms and conditions
5 March 2008 Tripartite Advisory on Responsible Outsourcing Practices provides tips on ensuring workers' entitlement to basic employment terms and conditions The Tripartite Committee on CPF and Work-Related
More informationIncreased employee protection and tightened immigration rules A Singapore update
Increased employee protection and tightened immigration rules A Singapore update Singapore News Legal and Tax Advice www.luther-lawfirm.com Corporate Services www.luther-services.com Singapore News April
More informationEmployer Obligations In The Amendments To The Employment Act
Employer Obligations In The Amendments To The Employment Act Executive summary The recently passed Employment (Amendment) Bill will likely take effect from 1 April 2016. Employers to review current HR
More informationPayroll Policy. Purpose of Policy. The policy is to cover the administration of the payroll service. Overview
Purpose of Policy Overview Scope: Mandatory Policy The policy is to cover the administration of the payroll service The policy covers the range of services provided by payroll, the legislative requirements
More informationLawWorks LawWorks LawWorks Disclaimer
LawWorks is a partnership between the National Trades Union Congress and The Law Society of Singapore that aims to educate employees on their legal rights, and to promote the interests of employees generally.
More informationIndustrial Employment (Standing Orders) Central (Amendment) Rules, Fixed Term Employment
Industrial Employment (Standing Orders) Central (Amendment) Rules, 2018. Fixed Term Employment Industrial Employment (Standing Orders) Central (Amendment) Rules, 2018. Ministry of Labour and Employment
More informationLabour Relations Bill, 2015 Summary Notes June 2015
Labour Relations Bill, 2015 Summary Notes June 2015 The Labour Relations Bill, 2015 ( the Bill ) has been released for public consultation; the public is invited to provide feedback on the Bill by August
More informationOntario Proposes Significant Amendments to Employment and Labour Laws
FTR Now Ontario Proposes Significant Amendments to Employment and Labour Laws Date: May 30, 2017 Today, one week after making public the Final Report from the Changing Workplaces Review, the Ontario government
More informationBNA Employment Law Outlook 2017
Bloomberg BNA Employment Law Outlook 2017 India India Employment Law Outlook 2017 By Ajay Singh Solanki and Preetha S Ajay Singh Solanki is a senior member of the HR Law practice at Nishith Desai Associates.
More informationEmployment Standards Employer Self-Audit Questionnaire
Employment Standards Employer Self-Audit Questionnaire Employer Self-Audit Questionnaire Purpose This questionnaire has been created for employers so that you can measure how well you are providing for
More informationFROM HIRING TO FIRING A BASIC GUIDE TO THE THAI EMPLOYMENT LAW LIFE CYCLE
FROM HIRING TO FIRING A BASIC GUIDE TO THE THAI EMPLOYMENT LAW LIFE CYCLE HIRING Recruitment Recruiting in Thailand is often done through database recruitment, licensed headhunting firms, or by placing
More informationBriefing on Provisions and Applications Of the Minimum Wage Ordinance
Briefing on Provisions and Applications Of the 1 Disclaimer Not a substitute for legal advice Information and materials are for sharing purpose only The relevant Ordinances themselves remain the sole authority
More informationLEGISLATION TIMETABLE 2014
www.brodies.com LEGISLATION TIMETABLE 2014 TOPIC SUMMARY TIMETABLE January 2014 Cap on bankers bonuses ACAS Code on Disciplinary and Grievance Procedures For certain code / identified staff, financial
More information22C Summary of Legislation and Standards Relevant to Labour and Working Conditions
22C Summary of Legislation and Standards Relevant to Labour and Working Conditions Categories Human resource policies and procedures Working conditions and terms of employment Hours of work and leave Working
More informationGEYSER & DU PLESSIS Geregistreerde Rekenmeesters & Ouditeure Registered Accountants & Auditors
GEYSER & DU PLESSIS Geregistreerde Rekenmeesters & Ouditeure Registered Accountants & Auditors Basic Conditions of Employment This document contains a brief history on the obligation of entities relating
More informationGeneral Guide to Employment Law Introduction
General Guide to Employment Law Introduction In recent years, the relationship between employer and employee has been regulated more and more by legislation, much of which has originated at EU level. Human
More informationTERMINATION OF EMPLOYMENT & SEVERANCE PAY
TERMINATION OF EMPLOYMENT & SEVERANCE PAY What is the purpose of the Employment Standards Act, 2000 (ESA)? The ESA sets out rights of employees and requirements that apply to employers in most Ontario
More informationFREQUENTLY ASKED QUESTIONS FOR CAREER SUPPORT PROGRAMME (CSP)
FREQUENTLY ASKED QUESTIONS FOR CAREER SUPPORT PROGRAMME (CSP) A B C D E TABLE OF CONTENTS General Questions Eligibility Criteria Notification Process Claims Process Bundling with Professional Conversion
More informationPublic Holidays Holidays Act 2003
Public Holidays Holidays Act 2003 A guide for employers and managers This guide is published by EMA Advice as a member-only service for members of the Employers' & Manufacturers Association (Northern)
More informationEXPLANATION: SECTION 198 AMENDMENTS
EXPLANATION: SECTION 198 AMENDMENTS Clause 37 Clause 37 of the Bill seeks to amend section 198 of the Act in order to effectively address certain problems and abusive practices associated with temporary
More informationConsultation Response
Consultation Response Good Work: the Taylor Review of Modern Employment Practices Consultation on measures to increase transparency in the UK labour market May 2018 Introduction The Law Society of Scotland
More informationA Detailed Seminar on Bill 168 and the Employment Standards Act. Understanding your Obligations as an Employer
A Detailed Seminar on Bill 168 and the Employment Standards Act Understanding your Obligations as an Employer Presented by David Mills, Mills & Mills LLP David is proud to represent the fourth generation
More informationBill 148 is here. Are you ready? Webinar #1
Bill 148 is here. Are you ready? Webinar #1 Rebecca Stulberg & Monina Febria January 26, 2018 @o_n_n @ONTjobs Ontario Nonprofit Network w theonn.ca OUR PEOPLE OUR FINANCING OUR REGULATORY ENVIRONMENT 1
More informationCasual Workers Policy
Casual Workers Policy Version Version 1 Name of responsible Department Human Resources Date ratified 25 th February 2016 Document Manager (job title) HR Manager Date issued March 2016 Review date April
More informationPreliminary Review of Bill 17 What You Need to Know
Preliminary Review of Bill 17 What You Need to Know On May 24, 2017, the provincial government tabled Bill 17, titled the Fair and Family-Friendly Workplaces Act. Bill 17 includes a number of significant
More informationIntroduction. The Company will make every effort to notify employees when an official change in policy or procedure has been made.
Introduction This CSM, (hereinafter referred to as ("CSM or "The Company") Employee Handbook establishes policies, procedures, benefits, and working conditions that will be followed by all CSM employees
More informationMourant Ozannes Jersey - Channel Islands
LABOR AND EMPLOYMENT DESK BOOK Mourant Ozannes Jersey - Channel Islands CONTACT INFORMATION Helen Ruelle Mourant Ozannes 44.1534.609483 helen.ruelle@mourant.com 1. Do you have a plant closing law in your
More informationThis Bill would repeal and replace the Holidays with Pay Act, Cap. 348 in order to (a)
2017-01-23 OBJECTS AND REASONS This Bill would repeal and replace the Holidays with Pay Act, Cap. 348 in order to (c) (d) (e) make better provision for the granting of the annual holiday due to an employee;
More informationLabour Standards. Hours of Work: Issues affecting RMS 11/02/2013. Workshop topics. Basic labour standards rules. Minimum wage
Labour Standards Division Mandate Labour Standards Issues Affecting Urban Municipalities All employers and employees have certain rights and responsibilities in the workplace. The Labour Standards Division
More informationLEGAL ASSISTANCE CENTRE
LEGAL ASSISTANCE CENTRE CONDITIONS OF EMPLOYMENT AND EMPLOYMENT POLICIES 1. INTRODUCTION These Conditions of Employment and Employment Policies shall operate from 1 January 2013 and replace the existing
More informationOntario Employment Standards Compliance Checklist
Note: This checklist is intended only as a starting point for employers to check for compliance with the Ontario Employment Standards Act, 2000. Legal advice should be obtained to ensure compliance on
More informationProtecting Employees Rights
Protecting Employees Rights Brief presented to the New Brunswick Department of Post-Secondary Education, Training and Labour On the Employment Standards Act and Regulations And the Minimum Wage By the
More informationDATED 20[ ] [Name of employer] -and- [Name of employee] CONTRACT OF EMPLOYMENT
DATED 20[ ] [Name of employer] -and- [Name of employee] CONTRACT OF EMPLOYMENT THIS AGREEMENT is made the day of 20[ ] B E T W E E N: (1) [ ] ( the Company ) of [ ] and (2) [ ] ( you ) of [ 1. STATUS OF
More informationFlorence October 29 November 2, 2014 LABOUR LAW COMMISSION OUTSOURCING, SUBCONTRACTING AND STAFF LEASING
58 th UIA CONGRESS Florence October 29 November 2, 2014 LABOUR LAW COMMISSION Saturday, 1 November 2014 OUTSOURCING, SUBCONTRACTING AND STAFF LEASING Hervé Duval - KGA Avocats 44, avenue des Champs-Elysées
More informationunfair dismissal and redundancy
Unite Legal Services Summary of the law on unfair dismissal and redundancy www.unitetheunion.org 2 Contents About this booklet 3 Unfair dismissal? 3 What about strikes and lock outs? 5 What is the procedure
More informationCHILTERN HR JANUARY 2014 NEWSLETTER
CHILTERN HR JANUARY 2014 NEWSLETTER 1. Christian worker did not suffer discrimination The Employment Appeal Tribunal has held that a Christian who did not wish to work on a Sunday was not discriminated
More informationLABOUR. Introduction. Applicable Legislation
LABOUR Introduction Prior to the restoration of independence of Lithuania in 1990, issues of labour relations arose only in the public sector and the labour legislation was orientated accordingly. Therefore,
More informationStatutory Disciplinary and Grievance Procedures What s All the Fuss About?
October 2004 Statutory Disciplinary and Grievance Procedures What s All the Fuss About? The Employment Act 2002 ( EA ) established a framework for promoting the resolution of employment disputes in the
More informationFair Workplaces, Better Jobs Act, 2017
Fair Workplaces, Better Jobs Act, 2017 Sophia Duguay October 5, 2017 1 AMCTO Zones 4 & 5 Fall Meeting October 5, 2017 Sophia Duguay, Partner, Kingston 2 Introduction to Bill 148 Sophia Duguay 3 Bill 148:
More informationEMPLOYING STAFF IN GREAT BRITAIN
EMPLOYING STAFF IN GREAT BRITAIN With English employment law increasing in complexity and with substantial tribunal awards being awarded to employees where employers fail to comply with the legislation,
More informationParental/Force Majeure Leave
Parental/Force Majeure Leave 13 PARENTAL/ FORCE MAJEURE LEAVE Introduction The Parental Leave Act came into operation on the 3rd of December 1998, and was amended by the Parental Leave (Amendment) Act,
More informationAustralia. Navigating the Employment and Labour Laws in. Salary. Working Hours and Overtime MARCH 2018 ISSUE
MARCH 2018 ISSUE Navigating the Employment and Labour Laws in Australia The employer and employee relationship under the Australia labour law is regulated by a complex statutory and regulatory framework,
More informationTRANSIENT WORKERS COUNT TOO 5001 Beach Road #09-86, Golden Mile Complex, Singapore
1 TWC2 Proposals for Amendments to the Employment Act: 2018 Context More than 2000 migrant workers with injury and salary claims seek assistance from TWC2 each year. They request help with meals, housing,
More informationHOURS OF WORK & OVERTIME
HOURS OF WORK & OVERTIME What is the purpose of the Employment Standards Act, 2000 (ESA)? The ESA sets out rights of employees and requirements that apply to employers in most Ontario workplaces. What
More informationTHE NATIONAL MINIMUM WAGE BILL
Where results matter THE NATIONAL MINIMUM WAGE BILL The national minimum wage will come into effect on 1 May 2018. In November 2017, the National Minimum Wage Bill, 2017 ( the Bill ) was published for
More informationANNUAL LEAVE. The Working Time Regulations 1998 require employers to grant workers a minimum period of paid holiday leave each year.
ANNUAL LEAVE ENTITLEMENT TO ANNUAL LEAVE AND HOLIDAY PAY The Working Time Regulations 1998 require employers to grant workers a minimum period of paid holiday leave each year. Employers must by law ensure
More informationCONTRACT OF EMPLOYMENT
CONTRACT OF EMPLOYMENT MADE AND ENTERED INTO BY AND BETWEEN: with address at: herein represented by duly authorized hereto (hereinafter referred to as the EMPLOYER ) AND with address at: (hereinafter referred
More informationIN THE EMPLOYMENT RELATIONS AUTHORITY AUCKLAND [2018] NZERA Auckland Dave Robb, Advocate for Respondent. 25 October 2018 from Respondent
IN THE EMPLOYMENT RELATIONS AUTHORITY AUCKLAND [2018] NZERA Auckland 344 3029552 BETWEEN AND MIRIAM ABDALLAH Applicant AKINA TRADING LIMITED t/a THE BRAND OUTLET Respondent Member of Authority: Representatives:
More informationSECTION H Guide to Managing Collective Redundancies
SECTION H 2017-2020 143 144 2017-2020 H1 Legislation ------------------------------------- 146 H2 Requirement to Notify Government ----- 146 H3 Redundancy Payments -------------------- 146 H4 Definition
More informationNumber of Singapore Permanent Residents (SPRs) employees:
APPLICATION FOR WORKPRO (PART 1) Note: 1. All fields are mandatory unless stated otherwise. 2. Please furnish a print-out of ACRA business profile dated within 6 months from the date of application. 3.
More informationSTANDING COMMITTEE ON FINANCE AND ECONOMIC AFFAIRS. Consideration Of Bill 148 (Fair Workplaces, Better Jobs Act, 2017)
STANDING COMMITTEE ON FINANCE AND ECONOMIC AFFAIRS Consideration Of Bill 148 (Fair Workplaces, Better Jobs Act, 2017) Submissions of the Association of Canadian Search, Employment & Staffing Services (ACSESS)
More informationParental Leave Policy
Applicable to: All Employees Policy Owner: HR Support Manager, Human Resource Division Document History Document Location The most current version of this policy is available on the HR Site on Plaza. Paper
More informationA Wave of Changes to Employment Laws in Singapore Employment Act Extended to All Employees
A Wave of Changes to Employment Laws in Singapore Employment Act Extended to All Employees Introduction On 2 October 2018, the Singapore Parliament introduced the Employment (Amendment) Bill ( Bill ),
More informationSummary of the law on unfair dismissal and redundancy. Standing up for you
Summary of the law on unfair dismissal and redundancy www.thompsonstradeunion.law Our pledge to you Thompsons Solicitors has been standing up for the injured and mistreated since Harry Thompson founded
More informationOntario s Fair Workplaces, Better Jobs Act
Ontario s Fair Workplaces, Better Jobs Act Purpose: The purpose of the HR Minute is to provide managers with timely information about human resources issues. Please take a moment to read this important
More informationEMPLOYMENT LEGISLATION IN Summary Timetable of known changes:
EMPLOYMENT LEGISLATION IN 2014 Despite 2014 being the last full year of office of the present coalition government, we can expect no slackening in the pace of employment law reform. The year ahead will
More informationEmployment Protection Act (1982:80)
Employment Protection Act (1982:80) Amendments: up to and including SFS 2016:1271 Introductory provisions Section 1 This Act applies to employees in the public or private sector. However, the following
More informationHandy guide for employers MT HR: powered by Moore Thompson
Handy guide for employers 2019-2020 MT HR: powered by Moore Thompson This handy, at a glance guide will provide the latest statutory rates for wages, paid statutory leave and tribunal awards. Please remember
More informationIntroduction. Executive Summary
Department for Business, Energy and Industrial Strategy Taylor Review Increasing transparency in the labour market Response by Thompsons Solicitors May 2018 1. Thompsons is the UK s largest firm representing
More informationEmployment Relations Amendment Act 2006
Amendment Act 2006 Public Act 2006 No 41 Date of assent 13 September 2006 Commencement see section 2 I 2 3 4 5 6 Contents Title Commencement Principal Act amended Purpose New section 6A inserted 6A Status
More informationEXPLANATORY NOTES: STRUCTURE OF THE AGREEMENT VICTORIAN CATHOLIC EDUCATION MULTI-EMPLOYER AGREEMENT
C: EXPLANATORY NOTES: STRUCTURE OF THE AGREEMENT VICTORIAN CATHOLIC EDUCATION MULTI-EMPLOYER AGREEMENT Overview This Agreement replaces the Victorian Catholic Schools and Catholic Education Offices Certified
More informationWages and working hours Guidance note
EBRD Performance Requirement 2 Labour and working conditions Wages and working hours Guidance note This document contains references to good practices; it is not a compliance document. It should be interpreted
More informationTRIPARTITE ADVISORY ON BEST SOURCING PRACTICES
TRIPARTITE ADVISORY ON BEST SOURCING PRACTICES TRIPARTITE ADVISORY ON BEST SOURCING PRACTICES i Disclaimer This guide is published by the Ministry of Manpower, National Trades Union Congress and Singapore
More informationLeave and holidays. A guide to employees' legal entitlements DRAFT
A guide to employees' legal entitlements DRAFT Disclaimer. This guide provides an overview of leave and holidays entitlements information as at November 2017. This information is guidance only, is not
More informationBHARATI VIDYAPEETH DEEMED TO
BHARATI VIDYAPEETH DEEMED TO BE UNIVERSITY, PUNE (INDIA) (Established u/s 3 of the UGC Act, 1956 vide Notification No.F.9-15/95-U-3 of the Govt. of India) A+ Grade Accreditation by NAAC "Social Transformation
More informationGuide to Labour Law in Ireland
Guide to Labour Law in Ireland Corporate Banking Ireland is a very attractive location to do business Ireland is a very attractive location to do business, and a key strength is its highly educated, flexible
More informationCITIZEN S / CLIENT S CHARTER FOR LABOUR DEPARTMENT U.T. OF DADRA AND NAGAR HAVELI, SILVASSA ( ) Phone No. (0260)
CITIZEN S / CLIENT S CHARTER FOR LABOUR DEPARTMENT OF U.T. OF DADRA AND NAGAR HAVELI, SILVASSA (2011-12) Phone No. (0260) 2642721 Fax No. : (0260) 2642787 Email - labourdnh@gmail.com APPEAL TO EMPLOYERS
More informationISLE OF MAN Prepared by Victoria Barratt Laurence Keenan Advocates. 1. The possibility that there be a claim for unfair dismissal; and
ISLE OF MAN Prepared by Victoria Barratt Laurence Keenan Advocates 1. Are there any laws that govern a layoff of employees? If so, what do the laws require? There are two main areas to consider in relation
More informationBill 148: Are you in compliance with Ontario s Fair Workplaces, Better Jobs Act", 2017
Bill 148: Are you in compliance with Ontario s Fair Workplaces, Better Jobs Act", 2017 Reshma Kishnani, Associate Lawyer, Mills & Mills LLP In the face of a changing economy, full time and permanent work
More informationValid from Valid to Main changes Version Version Clarifies details around hourly rate calculations
- Staff Costs Valid from Valid to Main changes Version 1 27.04.15 11.05.16 Version 2 12.05.16 23.05.18 Clarifies details around hourly rate calculations Version 3 24.05.18 Modification of the calculation
More informationMarket Rate Supplement Policy
Market Rate Supplement Policy EQUALITY IMPACT ASSESSMENT 1. Document Responsibility Richard Atkinson 2. Date of Assessment 11 August 2014 3. Date of CLT Approval 18 August 2014 (College Leadership Team)
More informationthe employee is sent to work within the framework of the transnational provision of services through an employment agency.
Information on the labour and wage conditions and terms for workers posted in the framework of the provision of services in the territory of the Czech Republic According to the legislation of the Czech
More informationFor more information regarding this content visit: alberta.ca/step
Ministry of Labour, Government of Alberta Date of publication January 3, 2019 Title of publication Summer Temporary Employment Program (STEP) Guidelines For more information regarding this content visit:
More informationProsoft Leave Management System Release 21.D100 Release Document
Prosoft Leave Management System Release Document The Ministry of Manpower has announced the Marriage and Parenthood (M&P) Package which will be effective from 1 st May 2013. The details of the package
More informationTO BE POSTED UP H. (2009 NO. 2) NOTICE HOTELS JOINT LABOUR COMMITTEE
TO BE POSTED UP H. (2009 NO. 2) NOTICE HOTELS JOINT LABOUR COMMITTEE The Labour Court, pursuant to Section 48 of the Industrial Relations Act, 1990, has made an Employment Regulation Order dated 10th September,
More informationConsultation Paper. with respect to the. P.E.I. Employment Standards Act /Regulations and the Youth Employment Act
Consultation Paper with respect to the P.E.I. Employment Standards Act /Regulations and the Youth Employment Act Introduction The Lieutenant Governor in Council, on the recommendation of the Honourable
More informationWHITELEY PRE SCHOOL DISCIPLINARY PROCEDURE. 1.1 The disciplinary procedure applies to all members of staff, volunteers and committee members.
WHITELEY PRE SCHOOL DISCIPLINARY PROCEDURE 1. INTRODUCTION 1.1 The disciplinary procedure applies to all members of staff, volunteers and committee members. 1.2 The procedure will be applied in accordance
More informationThis Bill would repeal and replace the Holidays with Pay Act, Cap. 348 in order to (a)
Explanatory Memorandum after page 22 2016-06-06 OBJECTS AND REASONS This Bill would repeal and replace the Holidays with Pay Act, Cap. 348 in order to (c) (d) (e) make better provision for the granting
More informationSECTION 4 WORKING HOURS, REST BREAKS AND TIME OFF. What counts as work. Working Hours. Rest Breaks
SECTION 4 WORKING HOURS, REST BREAKS AND TIME OFF Employers must ensure that the limits on the hours worked and breaks given comply with the Working Time Regulations (NI) Order 2016. This legislation generally
More informationRecord Keeping. Australian Veterinary Association Practice Management - AVAPM A Special Interest Group of the AVA ABN:
Smart Notes SMARY Record Keeping Australian Veterinary Association Practice Management - AVAPM A Special Interest Group of the AVA ABN: 63 008 522 852 Unit 40, 6 Herbert Street St Leonards NSW 2065 Ph
More informationMain Features of Current Employment Legislation
The UK Rules 'Follow the Regulations' Search A-Z RulesBusinessDriving Employment Health Legal LifestyleSport News Home A to Z Regulations Employment Rules Laws List of Employee Legislation Main Features
More informationBasic Employment Conditions
Employer As an employer, you MUST provide the following: Fair wages and conditions of employment A safe work environment, free from hazards, discrimination and harassment Employment conditions which allow
More informationDerbyshire Constabulary PART-TIME WORKING FOR POLICE OFFICERS POLICY POLICY REFERENCE 06/107. This policy is suitable for Public Disclosure
Derbyshire Constabulary PART-TIME WORKING FOR POLICE OFFICERS POLICY POLICY REFERENCE 06/107 This policy is suitable for Public Disclosure Owner of Doc: Head of Department, Human Resources Date Approved:
More informationFREQUENTLY ASKED QUESTIONS FOR WORKPRO WITH EFFECT FROM 1 JUL 2016
FREQUENTLY ASKED QUESTIONS FOR WORKPRO WITH EFFECT FROM 1 JUL 2016 A B C D TABLE OF CONTENTS General Questions Age Management Grant Job Redesign Grant Work-Life Grant A General Questions 1. What is the
More informationLocal Government (State) Award Adam Dansie Manager, Industrial
Local Government (State) Award 2014 Adam Dansie Manager, Industrial adam.dansie@lgnsw.org.au Claims/issues (LGNSW) Affordable pay increases. Clarify the availability of performance based progression. Cap
More informationEMPLOYMENT ACT 2002: STATUTORY DISPUTE RESOLUTION
EMPLOYMENT ACT 2002: STATUTORY DISPUTE RESOLUTION This article first appeared in Employment Law & Litigation volume 7 issue 4 2003 The Employment Act 2002 (EA 2002) introduces a new compulsory system for
More informationTaking up the baton from the Taylor Review? Select Committees publish joint report and draft bill outlining a new framework for modern employment
Taking up the baton from the Taylor Review? Select Committees publish joint report and draft bill outlining a new framework for modern employment On 20 November 2017, the House of Commons Work and Pensions
More informationTRAINYOUCAN Accredited Training Network - EMPLOYMENT EQUITY PROPOSED AMENDMENTS planned for 2014
SUMMARY OF THE PROPOSED EMPLOYMENT EQUITY AMENDMENTS PLANNED FOR 2014-1/14 TRAINYOUCAN Accredited Training Network www.trainyoucan.co.za - info@trainyoucan.co.za EMPLOYMENT EQUITY PROPOSED AMENDMENTS planned
More information> Redundancy A Step by Step Guide
Telephone 03 9934 3355 www.employmentrelations@catholic.org.au > Redundancy A Step by Step Guide The following notes are intended as a general guide for the termination of employment on the ground of "Redundancy".
More informationLABOUR LAW IN MYANMAR 28 th November, 2017
LABOUR LAW IN MYANMAR 28 th November, 2017 REGISTRATION OF LABOUR CONTRACTS EMPLOYMENT AND SKILL DEVELOPMENT LAW Entered into force on 1 December 2013 Section 5(a)(1): Employer must present the employee
More informationEMPLOYMENT LAW TERMS. ABN (Australian Business Number) absenteeism adverse action
EMPLOYMENT LAW TERMS ABN (Australian Business Number) absenteeism adverse action allowances annual leave apprentice award breaks bullying An identification number for businesses. Independent contractors
More informationLAW ON LABOUR IN KOSOVO
LAW ON LABOUR IN KOSOVO An EU funded project managed by the European Union Office in Kosovo Implemented by: LAW ON LABOUR IN KOSOVO 3 LAW ON LABOUR IN KOSOVO 4 LAW ON LABOUR IN KOSOVO GENERAL INFORMATION
More informationCar allowance policy. Managers. Employees
Car allowance policy The Company provides car allowances to its employees who are required to use a vehicle to carry out their work for the Company, or according to their role and status. This policy sets
More information