Spot the lie .......... ans next post .....
Some of those retrenched are unhappy at what they allege is a severance deal that falls short of the industry norm.
Some of the workers said they were upset at the overall payout, which they claimed was below the industry norm.
MP Halimah Yacob, deputy secretary-general of NTUC, said that companies typically offer retrenched workers a severance pay of between two weeks and a month's pay for each year of service.
'But it depends on the financial situation of the company,' she added. If the company is incurring heavy losses, she said that ' might justify a lower quantum'.
A Ministry of Manpower spokesman said: 'We don't have any guidelines. Employees' benefits are up to the company's discretion, depending on their financial position.'
Now check yr ans .... MOM say "NO GUIDELINE", satanic prostitute Halimah act blur to help coy ...... so tis thing below fr Ministar of Foreign Workers Import Gan Ni Na is wat ??? WAYANG lah !!!!!
Memo to: The Boss
Here’s what to do if you have too many workers
The Government, NTUC and employer groups issued these guidelines yesterday to help bosses figure out how to save the jobs or, if all else fails, let go of workers properly.
Before cutting jobs, try this
1. TRAIN
Not enough work for employees? Send them for training. Details of a new initiative, the Skills Programme for Upgrading and Resilience (Spur), will be out tomorrow.
2. FLEXIBLE WORK
Shorter work-week
Operate a three- or four-day work week. Do this for up
to two months, then review.
Pay affected workers at least half their salary.
Temporary layoff
- Ask workers to clear up to half their annual leave.
- A temporary layoff period should not exceed one month at a time.
- Pay affected workers at least half their salary.
Other arrangements
Consider part-time work or other flexible work schedules for employees.
3. SALARY CHANGES
Senior management should take the lead by cutting salaries earlier or accepting similar or deeper cuts.
4. FLEXIBLE WORK
Shorter work-week
Operate a three- or four-day work week. Do this for up to two months, then review.
Pay affected workers at least half their salary.
Temporary layoff
- Ask workers to clear up to half their annual leave.
- A temporary layoff period should not exceed one month at a time.
- Pay affected workers at least half their salary.
Other arrangements
Consider part-time work or other flexible work schedules for employees.
Give lower or no bonus.
Give lower wage increments or freeze wages.
Reduce monthly pay
- Some companies already have a variable component in employees’ monthly pay. This can be reduced or cut.
- Companies without the monthly variable component should consult workers and unions before cutting pay.
Reduce or cut the 13th month pay.
But if you really must let go of employees, do this
1. TELL MOM
Informing the Manpower Ministry early means relevant agencies can swing into action to help laid-off workers find jobs or go for training.
2. TELL UNIONS
Consult them, and give advance notice of retrenchments.
3. TELL WORKERS
Break the bad news early.
One day in advance, for those who have worked less than 26 weeks.
One week for those who have worked under two years.
Two weeks for those with two to less than five years.
Four weeks for employees of five years or more.
4. PAY BENEFITS
Newer employees can be given an ex-gratia payment. For those with the company for more than three years, the prevailing practice is to pay between two weeks and one month’s salary for each year of employment.
PAY CUTS: BOSSES FIRST
"Where management leads by example, workers will know that the management is united with them in wanting to save the company and jobs, and will be more ready to accept changes and adjustments, and to keep up morale."
NTUC Deputy Secretary-General Heng Chee How
LAYOFFS: THE LAST OPTION
"We are asking workers to take five more days’ leave during Christmas. We have tightened business-class travel. We have eliminated overtime for three-quarters of the company. Some 10 per cent of workers’ salaries is in the Monthly Variable Component, but we won’t touch that for at least the next few months. We are very close to the union, so all that we will discuss with them."
German electronics company Epcos Singapore Chief Operating Officer Leong Sow Chun
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Companies urged to consider retrenchment only as a last resort
By S Ramesh, Channel NewsAsia | Posted: 19 November 2008 1400 hrs
NTUC's Deputy Secretary-General Heng Chee How said: "The union (NTUC) wants to partner the company in riding out these difficult times and we want to do it in the most sensible way - sensible not just for the workers, but also viable for the companies so that they can ride it out and survive.
"These
set of guidelines will help both companies and unions do so in a way that is practical because you can go through some of those measures and see if... (you) can apply them in that situation.
"Critically ask (yourselves), which are the steps most appropriate for the company in order to avoid retrenchments."
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Nov 16, 2008
New guidelines for layoffs
New guidelines for employers to make sure any retrenchment is done responsibly
By Debbie Yong
Acting Minister for Manpower Gan Kim Yong announced this on the sidelines of a Chinese Development Assistance Council (CDAC) press meeting on Saturday.
He said the
new guidelines will 'send a clear message to employers on the need to leverage on the tripartite framework' between the Government, employers and workers' unions, so that any retrenchment can be conducted in a 'responsible manner'.
This includes informing MOM well before a company sends out termination letters so that the Workforce Development Agency can find alternative jobs for affected employees.
Minister in the Prime Minister's Office and NTUC chief, Mr Lim Swee Say, who was at the event, agreed with Mr Gan that retrenchment should be conducted in a 'socially responsible' manner.
Minister in the Prime Minister's Office and NTUC chief Lim
Swee Say, who was at the event, agreed with Mr Gan that retrenchment should be conducted in a 'socially responsible' manner.
On Friday, he chastised the way DBS Bank axed 900 of its staff without first consulting its union.
Still, Mr Lim emphasised that workers must understand that 'losing your job in Singapore is not a no-hope situation'. Citing labour demand in the childcare and service sectors as examples, he said the slowdown over the next two to three years should be viewed 'as an opportunity to upgrade ourselves rather than as a crisis'.
'Over the last three years, we've been running very fast, but there are also areas in our foundation that we have overlooked. Now is the time to focus on these areas.'
He also encouraged those at risk of retrenchment to adapt to career conversion by attending training courses to pick up expertise in fields outside their current ones.
'Don't focus only on looking for the same job and the same pay,' he said.