Human Resources Courses in Singapore

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Consultancy

HR Law Academy provides consultancy or auditing services to corporations in the areas of employment laws and industrial relations legislation and practices to help corporations to have win-win…

Workshops

It provides the basic terms and conditions of employment. It also spells out the rights and obligations of employers and employees…

HR Law Academy Training Centre

The HR Law Academy Training Centre is located at Singapore Shopping Centre, 190 Clemenceau Avenue, #02-19/20/31 and Clifford Centre, #20-06 It boasts exceptional facilities for training, seminars and other group meetings for up to 70 people. Call us and discuss how we can assist in your training room needs.

Employment Act Training and HR Law Courses

MOM Employment Law & Act in Singapore

In this section, we share some commonly asked questions (FAQs) about The Employment Act and related resources which HR Practitioners, Business Owners should find useful, especially in light of the recent amendments to the Employment Act Singapore effective 1 April 2014.

In the FAQ section, the answers are provided by our Principal Consultant, Mr Arthur Khong who is also an author, speaker, lecturer and expert trainer of employment law courses in Singapore (Click here to read his bio)

(1) Frequently Asked Questions, Employment Act Singapore
(2) 10 Key amendments to The Employment Act Singapore effective 1 April 2014 (Article you might be interested)
(3) Who is covered under the Employment Act Singapore
(4) Statute – Employment Act Singapore

Frequently Asked Questions, Employment Act Singapore

Q : Under the Employment Act, how many days of annual leave is an employee entitled to?

A : An employee is entitled to 7 working days for the first year of service and subsequently an extra day for of annual leave for every subsequent 12 months of continuous service subject to a maximum of 14 days.

Q: With the amendments to the Employment Act on 1 April 2014, how do you define managerial and 
executive category of employees?

A: There is no specific definition provided in the Employment Act. From the purposive interpretation of the Employment Act, managerial and executive category of employees should fulfil the following:

• given direct authority or has substantive influence on hiring, firing, promotion, transfer, reward or
discipline of other employees; or

• main duties are the formulating of strategies and policies of the enterprise, and the management
and running of the business; or

• given access to classified information relating to terms of employment of other employees, or
financial positions, business operations/ trade secrets of employer.

Q : What is the definition of part-time employees under the Employment Act?

A : Under part section 66A of the Employment Act, part-time employee means an employee who is
required under his contract of service with an employer to work for less than 35 hours a week.

Q: What is the rate of payment for overtime work done beyond the normal working hours on a public 
holiday? 

A: At least 1.5 times the hourly basic rate of pay.

Q: Can an employee take half-day sick leave if he obtains the sick leave after the second-half of the 
working day?

Ans: Sick leave is taken as full day under the Employment Act. This is unless the employment contract  states otherwise ie offering better terms than what is stated under the Employment Act.

Q: I am currently on probation and my employer has been asking me to do work beyond my contractual working hours. Does my employer have to pay me for overtime? 

A: Yes your employer has to. Since your employer has asked you to work beyond your contractual working hours,
you are entitled to overtime payment at the rate of at least 1.5 times your basic hourly pay. This is regardless of your
status of employment – whether you are on probation, or working on a part-time, casual or temporary basis.

Should I attend an Employment Act Training workshop?

Mastering and knowing how to apply The Employment Act is both a skill and an art.  Besides knowing the statute, a Human Resource (HR) practitioner also needs to have practical experiences on understanding and knowing how to apply the Employment Act in different situations. Many times, no situation is the same as dealing with human relationships is never an easy and it is a complex task. Hence, equipping yourself with the knowledge from an experienced and expert HR trainer will help you with the understanding of the Employment Act and able to share practical experiences with you.  HR Practitioners who are armed with the Employment Law knowledge will definitely have an edge and will usually put their organisation on good stead and able to protect their organisation from risk.

Quick Quiz – 15 Questions to examine if  on whether you need to attend an Employment Act training workshop

Qn 1: Can an employee under the Employment Act tender his resignation by sending sms to his
employer?

Qn 2 : When must overtime be paid to an employee covered under the Employment Act?

Qn 3: Can there be more than one salary period under the Employment Act?

Q 4: In calculating working hours within a day under the Employment Act, does it include break –time for rest breaks ( lunch, tea-break) ?

Q5: How should you differentiate whether a person should be classified under a “contract for service” or “contract of service”?

Q6: What are the implications to Question 5 and how is the treatment different between the two?

Q7: Can your new joiner who has signed the letter of appointment subsequently inform you that he is unwilling to join the company and did not turn up for work, what action can the company take against him?

Q8: Similarly, when the company has offered the candidate the letter of appointment and the candidate has signed the appointment letter, can the company then retract its offer?

Q9: What recourse of action can an employee take if the company fails to pay salary?

Qn10: In calculation of work done on rest days or public holidays under the Employment Act, would be considered as part of the 72 hours’ limit for overtime?

Qn11 : To qualify for child-care leave under the Employment Act, must the child be domicile in Singapore?

Qn12: If an employee covered under the Employment Act has exhausted all his sick leave and hospitalization leave, can an employer frustrate the employment contract?

Qn13: Can the staff be made to work on split shift or 12 hour shift?

Qn14: What must be done before dismissing an employee, especially in light of the recent amendments to the Employment Act?

Qn15: Can the company turn down an employee’s resignation?

How did you score? 
If you are able to answer 13/15 questions correctly, we congratulate you for having a sound and in depth understanding of the Employment Law. You will only need to brush up on some key concepts and you would able to protect your organisation from employment risk.

If you score below 13 questions, we recommend you to take up Employment Act training as it is our job and profession as HR practitioners to put our company in good footing and protect our organisation from any unnecessary risks.

For registration, please click here

For more information on our Employment Act workshops and other HR Law related workshops or contact us, please call us at 6334 3177

 

Funding for Workshops

  Funding

• PIC Claimable for Company Sponsored Participants ( Productivity and Innovation Credit Scheme )

• SkillsConnect  ( SkillsConnect )

• Skills Future Credit for Self-Sponsored Singaporeans aged 25 and above ( SkillsFuture Credit )