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Presenter Name

RETIREMENT AGE AND REEMPLOYMENT ACT

Retirement Age Act 1. Objective 2. Coverage 3. Official age 4. Retirement benefits

RETIREMENT AGE AND REEMPLOYMENT ACT

1. Objective to provide for a minimum retirement age for employees in Singapore 2. Coverage all employees who are Singapore citizens and Permanent Residents. including those in managerial, professional and executive positions.

RETIREMENT AGE AND REEMPLOYMENT ACT

3. Official Age minimum age of retirement is 62 years. can be retired the day before his/her 62nd birthday. 4. Retirement Benefits The Employment Act does not require an employer to pay retirement benefits to an employee, unless it is stated in the employment contract

RETIREMENT AGE AND REEMPLOYMENT ACT

Re-employment Act 1. Introduction of Re-employment legislation 2. Objective 3. Guidelines 4. Issues in NWR 5. Recommendation

RETIREMENT AGE AND REEMPLOYMENT ACT

1.Introduction of Re-employment legislation help older employees remain economically productive. enact re-employment legislation by 2012. enable more people to continue working beyond the statutory minimum retirement age of 62. accompanied by increased Workfare Income Supplement (WIS) for older, low-wage workers. complement the CPF Minimum Sum Draw-Down-Age (DDA), which will progressively be raised from 2012.

RETIREMENT AGE AND REEMPLOYMENT ACT

2. Objective provide workers with the opportunity to work longer. continue to contribute to their organization. earn a regular income. build up their retirement adequacy. provides employers with the flexibility to continue to tap on the contribution of their experienced older employee

RETIREMENT AGE AND REEMPLOYMENT ACT

3. Guidelines Planning and preparing employees for re-employment. Identifying eligible employees for re-employment. Re-employment planning and consultation. Job arrangements for re-employment. Re-employment contract. Offer of re-employment. Duration of re-employment

RETIREMENT AGE AND REEMPLOYMENT ACT

Adjustments to wages and medical and other benefits. Termination with notice. 4. Issues in NWR come out with a policy statement and general guidelines. to response to the nation-wide Retirement and ReEmployment Act which come effect from 1 January 2012.

RETIREMENT AGE AND REEMPLOYMENT ACT

5. Recommendation commence discussions with retiring officers. seek confirmation on officers plans. discuss job arrangements for officer. can offer re-employment contract at the same grade or job responsibilities may be similar or different. will offer eligible officers re-employment on contracts of service for a period of one year, and renewable on an annual basis up to age 65

RETIREMENT AGE AND REEMPLOYMENT ACT

need to balance between retaining older, more experienced officers and recruiting younger officers with the requisite experience and competency to meet the requirements of the job. salaries of officers who are re-employed at the same grade will be adjusted to the mid-point of the salary range/scale of the grade at which they are re-employed, or 70% of last drawn salary, whichever is higher.

RETIREMENT AGE AND REEMPLOYMENT ACT

will continue to organise training courses and workshops to enable officers to make financial, physical, emotional, social and professional preparations for their retirement and re-employment. give eligible officers whom are not able to reemploy up to age 65 a one-time lump sum Employment Assistance Payment (EAPayment).

RETIREMENT AGE AND REEMPLOYMENT ACT

The EAPayment is to assist these officers in their transition after their current employment ends, and can be used for up-skilling, or training in preparation for a new job. The EAPayment is not regarded as income earned, it is not taxable as income and will not attract CPF contribution.

EMPLOYMENT ACTDISCIPLINARY ACTION

1. 2. 3. 4. 5. 6. 7.

Definition Objectives Factors to consider Guidelines Disciplinary action against Roland Tan Conclusion Recommendations

WORK INJURY COMPENSATION ACT

1. 2. 3. 4. 5. 6.

Definition Coverage Entitlement Procedure Issues in NWR Recommendation

WORK INJURY COMPENSATION ACT

1. Definition takes effect from 1 April 2008. It covers all employees (manual or non-manual) regardless of their monthly earnings. provides an alternative to claiming for damages under the common law.

WORK INJURY COMPENSATION ACT

Compensation is payable under the Act regardless of who is at fault, as long as an employee suffers an injury by accident arising out of and in the course of employment. In exchange, the compensation under the Act is capped. Once he decides to pursue his claim under the Act, he will generally no longer be able to exercise his option to sue his employer under common law.

WORK INJURY COMPENSATION ACT

2. Coverage employees who sustain injuries or died in a workrelated accident. contracted occupational diseases arising out of their work. covers all employees in general who are engaged under a contract of service or of apprenticeship, regardless of their level of earning.

WORK INJURY COMPENSATION ACT

3. Entitlement an injured employee is entitled to claim medical expenses, medical leave wage and compensation for permanent incapacity or death. 4. Procedure Reporting an Accident. Filing a Work Injury Compensation Claim. Undergoing Medical Assessment.

WORK INJURY COMPENSATION ACT

Assessing Compensation Payable. Making an Election to Claim Work Injury Compensation. Resolving and Adjudicating Dispute. 5. Issues in NWR an NUS engineering undergraduate who is on scholarships with NWR.

WORK INJURY COMPENSATION ACT

his left index finger amputated while he was on vacation attachment. NWRs insurer somehow rejects the claims submitted and the parents of Alan are thinking of suing NWR. 6. Recommendations is putting up an incident report to MOM. concurrently investigate the cause of the accident.

WORK INJURY COMPENSATION ACT

organise a short training session to alert the employees on the safety procedures. rectify the reason for rejecting the claims and discuss with the insurer. study carefully on the insurance bought if is it suitable to meet the coverage.

EMPLOYMENT ACT-CHILD CARE LEAVE(Grievance)

1. 2. 3. 4. 5.

Definition Stages of Grievance Handling Childcare Leave case - Nurul Conclusion Recommendations

EMPLOYMENT ACTGRIEVANCE HANDLING

1. 2. 3. 4. 5.

Definition Stages of Grievance Handling Overtime Pay case - Rosie Conclusion Recommendations

EMPLOYEE RELATIONS PROGRAMME

Definition Why is employee relation important? Case analysis Solution Recommendation Conclusion

EMPLOYEE RELATIONS PROGRAMME

What is employee relations? It refers to the relationship shared among the employees in an organisation.

EMPLOYEE RELATIONS PROGRAMME

Why is employee relations important? contribute to productivity, motivation, and morale, discourage conflict in the team and to encourage healthy relationship among the employees.

EMPLOYEE RELATIONS PROGRAMME

Case Analysis No proper employee relation programme for the employees no proper channel that employees can go through when they have any problems or grievances.

EMPLOYEE RELATIONS PROGRAMME

Solution Communication is the main key to employee relation issues. We recommended some ways that NWR can adopt in order to have a healthy employee relations working environment for its employees.

EMPLOYEE RELATIONS PROGRAMME

Recommendation 1.Ensure there is effective communication. Employees must be able to communicate effectively to avoid confusions and to be understood better. There should be transparency in speech and build rapport among staff through regular meetings, annual dinner and dance or family day.

EMPLOYEE RELATIONS PROGRAMME

2. Use written modes of communication than verbal as it is more reliable and one cant back out later. For example memos, letters, emails. 3. Managers and team leaders should intervene immediately in case of conflicts and arguments.

EMPLOYEE RELATIONS PROGRAMME

In conclusion, managers and top management should be the role model of the employees and should start to set good examples of how effective communication is essential to the company.