http://divaasia.com/article/4817
Thu, Aug 20, 2009
my paper
Pregnant and unfairly dismissed? Appeal to minister
WE REFER to the letters published in my paper, “Do more to protect pregnant women workers” (Aug 14) and “Two ways to boost women’s employability” (Aug 17).
Pregnant employees are protected under the law against unfair dismissal and from being denied their maternity-leave benefits.
Those who are dismissed unfairly at any stage of pregnancy, including those who are forced to resign, can appeal to the Manpower Minister under Section 14 of the Employment Act.
They can lodge a complaint directly with the Ministry of Manpower’s (MOM) Labour Relations Department by calling 6317-1182 or sending an e-mail to [email protected]
The minister may order the employer to reinstate or compensate an employee.
The laws were further enhanced last October to protect the maternity-leave benefits of pregnant employees who are retrenched during the last trimester.
It is also an offence to terminate the services of an employee when she is on maternity leave.
The Government is mindful that laws to protect pregnant employees should not undermine the employability of expectant mothers.
The existing laws on maternity protection ensure that employees’ interests are adequately protected without placing an excessive burden on employers.
However, employers must also play their part and recognise the importance of fair treatment to employees and jobseekers, including expectant mothers.
The Tripartite Alliance on Fair Employment Practices (Tafep) has been actively promoting the adoption of fair employment practices among employers.
The majority of employers in Singapore are fair and reasonable. Employees whose services were terminated during pregnancy or confinement made up around 1 per cent of all employees who lodged employment disputes with MOM last year.
Most of these cases were resolved amicably, with payment made to the employee.
MOM will continue to work with unions and employer organisations, as well as Tafep, to promote work-life strategies and educate employers on the importance of adopting fair employment practices and to comply with the requirements of the law.
- Ms Farah Abdul Rahim
Director
Corporate Communications Ministry of Manpower
For more my paper stories click here.
Thu, Aug 20, 2009
my paper
Pregnant and unfairly dismissed? Appeal to minister
WE REFER to the letters published in my paper, “Do more to protect pregnant women workers” (Aug 14) and “Two ways to boost women’s employability” (Aug 17).
Pregnant employees are protected under the law against unfair dismissal and from being denied their maternity-leave benefits.
Those who are dismissed unfairly at any stage of pregnancy, including those who are forced to resign, can appeal to the Manpower Minister under Section 14 of the Employment Act.
They can lodge a complaint directly with the Ministry of Manpower’s (MOM) Labour Relations Department by calling 6317-1182 or sending an e-mail to [email protected]
The minister may order the employer to reinstate or compensate an employee.
The laws were further enhanced last October to protect the maternity-leave benefits of pregnant employees who are retrenched during the last trimester.
It is also an offence to terminate the services of an employee when she is on maternity leave.
The Government is mindful that laws to protect pregnant employees should not undermine the employability of expectant mothers.
The existing laws on maternity protection ensure that employees’ interests are adequately protected without placing an excessive burden on employers.
However, employers must also play their part and recognise the importance of fair treatment to employees and jobseekers, including expectant mothers.
The Tripartite Alliance on Fair Employment Practices (Tafep) has been actively promoting the adoption of fair employment practices among employers.
The majority of employers in Singapore are fair and reasonable. Employees whose services were terminated during pregnancy or confinement made up around 1 per cent of all employees who lodged employment disputes with MOM last year.
Most of these cases were resolved amicably, with payment made to the employee.
MOM will continue to work with unions and employer organisations, as well as Tafep, to promote work-life strategies and educate employers on the importance of adopting fair employment practices and to comply with the requirements of the law.
- Ms Farah Abdul Rahim
Director
Corporate Communications Ministry of Manpower
For more my paper stories click here.
