Book

New Launch! 

Human Resource Practitioners’ Guide to Employment Contracts, HR Policies and Procedures (First Edition) ,

Human Resource Practitioners’ Guide to Employment Laws  (Third Edition : link for book ) & 

Human Resource Practitioners’ Guide to Industrial Relations (First Edition : link for book )

If you are keen to purchase the above books written by HR Law Academy’s founder, Arthur Khong, please download the forms below and send us your order form according to the ordering form instructions.

If you have any questions, please do not hesitate to contact us at 6334 3177 or registration@hrlawacademy.com.sg

___________________________________________________________________________________________________

Human Resource Practitioners’ Guide to Employment Laws  (Third Edition)

Human Resource Practitioners’ Guide to Industrial Relations (First Edition)

Human Resource Practitioners’ Guide to Employment Contracts, HR Policies and Procedures (First Edition)

 

If you are keen to purchase the very comprehensive ‘Human Resource Practitioners’ Guide’ written by HR Law Academy’s founder, Arthur Khong, you may order it directly from HR Law Academy, 190 Clemenceau Avenue, #02-31, S239924. For enquiries at 6563343177.

 

HR Practitioners’ Guide to Employment Contracts, HR Policies and Procedures 1st Edition (2017)HR  Practitioners’ Guide to Employment Laws 3rd Edition (2014)

HR Practitioners’ Guide to Industrial Relations 1st Edition (2015)

$85.00

$90.00

$65.00

 

 

By Arthur Khong

1) HR Practitioners’ Guide to Employment Laws

Like its second, the third edition of this guide serves to outline the employment laws in Singapore in simple language to help readers, especially HR practitioners and tertiary students majoring in Human Resource Management, to have a better understanding of the rights and obligations of both the employers and employees. Many real life scenarios faced by HR practitioners are shared in this guide. It must be said that the solutions given in this guide are by no means exhaustive, but they will certainly be useful for the many common issues that HR practitioners may face in the course of their work.

In this third edition of the guide, there are significantly more scenarios and suggested solutions for each topics as it is critical for HR practitioners and students alike to fully appreciate the applications of the employment laws. It also provides timely and insightful updates on the recent amendments to the employment laws, such as the re-employment guidelines and the new employment dispute resolution mechanism for professionals, managers and executives.

This book will continue to be valuable resource for those who want to learn more about employment laws in Singapore.

 

Contents:

Chapter 1: Employment Status

  • A. Sources of Employment Law
  • B. The Parties, Employer and Employee Relationship

Chapter 2: The Contract of Employment

  • A. Oral, Writing and Conduct
  • B. Offer, Acceptance, Consideration and Intention to Create Legal Relations
  • C. Capacity
  • D. Drafting of Different Types of Employment Contracts

Chapter 3: Terms of The Contract of Employment

  • A. Express Terms
  • B. Implied Terms
  • C. Conditions and Warranties
  • D. Variation of Terms

Chapter 4: Obligations of The Employer

  • A. Employment Act
  • B. Payment of Salary
  • C. Retrenchment Benefits
  • D. Pension Payments
  • E. CPF Contributions
  • F. Skills Development Levy
  • G. Rest Days, Hours of Work, Holidays, Annual Leave and Sick Leave
  • H. Holidays and Sick Leave Entitlement
  • I. Maternity Leave
  • J. Shared Parental Leave
  • K. Paternity Leave
  • L. Childcare Leave
  • M. Unpaid Infant Care Leave
  • N. Adoption Leave
  • O. Trade Union Activities
  • P. National Service Matters
  • Q. Discrimination
  • R. Retirement Age
  • S. Maintenance of Registers
  • T. Data Protection
  • U. Duty of Care
  • V. Insurance
  • W. Provision of Work
  • X. Duty to Treat Employee with Trust and Confidence
  • Y. Employer’s Duty to Indemneif
  • Z. Duty to treat Employee with Trust and Confidentce
  • ZA. Vicariously Liability
  • ZB.Liability for Inducing Breach of Contract

Chapter 5: Obligations of The Employer

  • A. Obedience
  • B. Capacity and Competence
  • C. Duty of Care
  • D. Good Faith

Chapter 6: Termination of A Contract of Employment

  • A. Performance or Expiry
  • B. Frustration
  • C. Agreement
  • D. Repudiatory or Fundamental Breach

Chapter 7: Health and Safety at The Workplace

  • A. The Workplace Safety and Health Act
  • B. Work Injury Compensation

Chapter 8:  Company Mergers, Amalgamations and Sales of Business

  • A. The Position in Common Law
  • B. The Position under the Employment Act

Chapter 9: Employment of Foreign Employees

  • A. Work Pass Requirements
  • B. Immigration Requirements
  • C. Income Tax Obligations
  • D. Statutory Rights of Foreign Employees

Appendices

 

2 ) Human Resource Practitioners’ Guide to Industrial Relations

Industrial Relations is commonly defined as the relationship between the management of a company and the trade union representing the workers. As such, not every HR practitioners have the opportunity to grasp the complicated, often emotive, area of industrial relations as it is only applicable to unionised companies.

 The first edition of this guide originates from the other title of this series, HR Practitioners’ Guide to Employment Laws. It serves to outline the Employment and Industrial Relations in Singapore in simple language to help readers, especially HR practitioners and tertiary students majoring in Human Resource Management, to have a better understanding of the rights and obligations of both employers and employees especially in unionised companies.  Many real life scenarios faced by HR practitioners are shared in this guide. It must be said that the solutions given in this guide are by no means exhaustive, but they will certainly be useful for the many common issues that HR practitioners may face in the course of their work.

There are scenarios and suggested solutions for each topic as it is critical for HR practitioners and students alike to fully appreciate the applications of the Employment and Industrial Relations in Singapore.

 

Contents :

Chapter 1:  Employment and Industrial Relations in Singapore

  • A. Difference between Employment Relations and Industrial Relations?
  • B. Role and Function of the Government
  • C. Employer Organisations
  • D. Employee Organisations

Chapter 2 :  The Singapore Tripartite Model

  • A. Tripartisim
  • B. Statutory Laws to Maintain Good Industrial Relations
  • C. Labour Relations Framework and Policy
  • D. Ministry of Manpower

Chapter 3 :  Dispute Settlement Between Employers and Trade Unions

  • A. Trade Disputes
  • B. Conciliation Services
  • C. Rights and Liabilities of Trade Unions
  • D. Trade Union Structure
  • E. Union Membership
  • F. Objectives and Types of Trade Union
  • G. Types of Trade Union

Chapter 4 : Trade Unions and Trade Unions Act

  • A. Background and Development of Trade Unions
  • B. Registration of Trade Unions
  • C. Rights and Liabilities of Trade Unions
  • D. Trade Union Structure
  • E. Union Membership
  • F. Objectives and Types of Trade Union
  • G. Types of Trade Unions

Chapter 5 : Trade Union Recognition in Singapore

  • A. Recognition of Trade Union
  • B. Procedures for Union Recognition
  • C. Conducting the Secret Ballot

Chapter 6 : Collective Bargaining and Collective Agreement

  • A. Collective Bargaining
  • B. Collective Bargaining in the Public Sector
  • C. Collective Bargaining and Transfer of Employment
  • D. Formulating Clauses in the Collective Agreement
  • E. IAC Awards
  • F. The Collective Agreement

Chapter 7 : Industrial Relations Act

  • A. Management Prerogative
  • B. Limited Representation
  • C. Tripartite Mediation Resolution
  • D. Proposed Amendments to the Industrial Relations Act

Chapter 8 : Trade Disputes Act

  • A. Trade Disputes
  • B. Types of Industrial Relations Action
  • C. The Last Strike in Singapore
  • D. Relationship between Industrial Action and the Contract

Chapter 9 : Criminal Law ( Temporary Provisions ) Act

  • A. Essential Services
  • B. Relationship between the Criminal Law ( Temporary Provisions ) Act and the Trade Unions Act

Chapter 10 : The Industrial Arbitration Court

  • A. Role and Functions of the Industrial Arbitration Court
  • B. Composition of the Industrial Arbitration Court
  • C. Jurisdiction of the Industrial Arbitration Court
  • D. Arbitration Process of the Industrial Arbitration Court
  • E. Industrial Arbitration Court Hearing

Chapter 11 : Dismissal and Discipline of Employees

  • A. Agreement
  • B. Repudiatory or Fundamental Breach
  • C. Dismissal on the Grounds of Performance
  • D. Dismissal on the Grounds of Misconduct

 Appendices

 

 

Human Resource Practitioners’ Guide to Employment Contracts, HR Policies and Procedures ( First Edition )

 

By and large, HR Practitioners’ Guide to Employment Contracts, HR Policies and Procedures comprise of 3 parts. The first part gives an overview on how HR practitioners go about drafting employment contracts, HR policies and procedures. The second part comprises a whole range of employment contract templates to suit different types of employment relationships i.e. full time, part-time, re-employment, fixed term, casual (ad-hoc) labour, etc. The third part comprises a full range of HR policies and procedures templates which govern terms and conditions of employment, staffing, compensation programs, employee leave benefits, employee welfare, training and development, employment relations and employee administration.

 

This book is a valuable resource for those who want to learn more about employment contracts and HR policies and procedures.  

 

Course Outline:

 A competent HR practitioner must have the knowledge and skills in the following:

Part 1: Drafting Employment Contract

1.   Understand the sources of employment laws in Singapore

  • What is statutory laws?
  • What is common law (judge-made law or case law)?
  • Which is more supreme, statutory laws or common law?
  • Whether employment contract can supersede or contradict statutory laws?

2.   Understand the essential terms in the employment contract:

  • Commencement of employment;
  • Appointment – job title and job scope;
  • Hours of work;
  • Probation period, if any;
  • Remuneration;
  • Employee’s benefits (e.g. sick leave, annual leave, maternity leave);
  • Termination of contract – notice period; and
  • Code of conduct (e.g. punctuality, no fighting at work).

3.   The parties, employer and employee relationship and that of independent contractor.

  • Definition of contract of Service
  • Definition of contract for service (Independent Contractor)
  • Differentiate between contract of service and contract for service.

4.   Understand whether contract be made orally, in writing or by conduct?

  • What is key employment terms and must it be in writing to all employees?
  • Definition of employed as per Employment Act.
  • Can employment contract and HR policy and procedures be soft and/or hardcopy?

 5.    Understand the requirements of an employment contract and the vitiating factors that may make the contract null and void.

 

  • Offer;
  • Acceptance;
  • Consideration;
  • Intention to create legal relationship; and
  • Vitiating factors that may void the employment contract

 6.    Understand the terms of the Contract of Employment

  • What is express term?
  • What is implied term?
  • How to vary the terms and conditions of employment?
  • Are the terms in the employee handbook or HR policy and Procedures part of the employment contract?

 7.    Know the different types of employment contracts that may be issued to different type of employees:

  • Regular or Open Ended Employment Contract;
  • Fixed Term Employment Contract;
  • Part-time Employment Contract;
  • Temporary Employment Contract;
  • Casual Labour Employment Contract;
  • Dual or Triple Employment Contracts; and
  • Re-employment Contract
  • Independent Contractor (Free-Lancer) Agreement*
  • All the above employment contract templates are as provided in the HR Practitioners Guide to Employment Contracts and HR Policy and Procedures

 8.       Understand the different categories of employees in Singapore and how to apply the employment contract templates namely:

 

  • Non-Executive (workman and non-workman)
  • PME earning basic salary up to $4,500; and
  • PME earning basic salary above $4,500.

9.       Know the pitfalls to avoid in drafting employment contracts

  • Not in compliance with statutory provisions.
  • Terms against public policy.
  • Having same terms regardless of different category of employees.
  • Other common errors in drafting employment contracts

 

10.       Understand the need to incorporate job description and employee benefits schedule in    the employment contract

  • Purpose of job description.
  • What need to be input to the job description.
  • Purpose of employee benefits schedule.
  • List of employee benefits to be stated in the employee benefits schedule.

 

Part 2:  Drafting HR Policy and Procedures

1.       Definition and importance of HR policy and procedures

 

  • What is the definition of policy?
  • What is the definition of procedures?
  • Why is there a need for HR policy and procedures?
  • Are HR policy and procedures manual part of the employment contract?

2.       Know the steps in policy development and implementation.

Step 1: The need for a policy

Step 2: The content of the policy

Step 3: Drafting the policy

Step 4: Review and approval of the policy

Step 5: Implementation and communication of the policy

3        Understand the methodology and the 6 key elements in formulating HR policies and procedures

 

  • Purpose
  • Scope
  • Policy
  • Procedure
  • Responsibilities and Approval
  • Effective date

 

4.       How to draft HR policy

 

  • · Compile relevant information in relation to the policy.
  • · Determine main objective of the policy.
  • · Determine what applicable statutory laws that may be applicable.
  • · Articulate the procedures.
  • · Know the approving authorities if applicable.

 

5.       Grasping the salient point in drafting the various policy as outlined in the HR Practitioners’ Guide to Employment Contract and HR Policy and Procedures Manual as follows:

 

SECTION 1: TERMS AND CONDITIONS OF EMPLOYMENT

Policy No. 001 : Employee’s Personnel Data Protection

Policy No. 002  : Job Description 

Policy No. 003  : Probationary and Confirmation

Policy No. 004  : Retirement and Re-employment

Policy No. 005  : Working Hours:- Office Hours/Flexi Hours Hours/Shift Hours

                       

SECTION 2: STAFFING

Policy No. 006  : Employee Classification

Policy No. 007  : Exit Interview

Policy No. 008  : Manpower Utilisation

Policy No. 009  : Recruitment and Selection of Employees

 

SECTION 3: COMPENSATION AND BENEFITS

Part 3A        : Employee Remuneration and Allowances

Policy No. 010    : Performance Review, Annual Increment and Performance Bonus

Policy No. 011    : Annual Wage Supplement

Policy No. 012    : Compensation Program

a)        Policy statement

b)        Pay Structure

c)        Salary Payment

d)        Pay rates for new hires

e)        Classification of new positions

f)         Annual Salary Review

g)        Promotion

h)        Upgrading

i)         Demotion

j)         Merit Increment

k)        Redesignation

l)         Pay Adjustment

m)      Transfers

Policy No. 013    : Transport Allowance/Reimbursement 

Policy No. 014    : Handphone Allowance/Reimbursement

Policy No. 015    : Modes of Payment and Compensating Time (OT, Rest Day and Public Holiday)

 

Part 3B          : Employee Leave Benefits

Policy No. 016  : Annual Leave

Policy No. 017  : Childcare Leave

Policy No. 018  : Compassionate Leave

Policy No. 019  : Examination Leave

Policy No. 020  : Extended Medical Leave

Policy No. 021  : Marriage Leave

Policy No. 022  : Maternity Leave

Policy No. 023  : Medical Leave

Policy No. 024  : No Pay Leave

Policy No. 025  : Paternity Leave

Policy No. 026  : Public Holidays In-Lieu

Policy No. 027  : Reservist Leave

Policy No. 028  : Shared Parental Leave

Policy No. 029  : Unpaid Infant Care Leave

 

Part 3C         : Employee Medical Benefits and Insurance Plans

Policy No. 030  : Employee Medical Benefits and Group Insurance

  a) Outpatient Clinics

  b) Specialist Clinics

  c) Health Screening

  d) Group Hospital and Surgical Insurance

  e) Group Major Medical Insurance

  f) Group Term Life Insurance

  g) Group Personal Accident Insurance

  h) Work Injury Compensation Insurance

Policy No. 031  : Flexi Benefits

 

Part 3D          : Employee Welfare Benefits

Policy No. 032  : Condolence

Policy No. 033  : Hospitalisation Gifts

Policy No. 034  : Long Service Awards

Policy No. 035  : New Born/Gifts of Joy

Policy No. 036  : Overseas Business Travel

Policy No. 037  : Professional Membership

 

SECTION 4 : TRAINING AND DEVELOPMENT

Policy No. 038   : Training Application and Course                                                                                                   Sponsorship

 

SECTION 5      :           EMPLOYEE RELATIONS

Policy No. 039  : Employee Code of Conduct

  a) List of Codes

  b) Disciplinary Actions

  c) Guide to Disciplinary Actions

  d) Policy on Employee Relations, Grievance Handling

Policy No. 040  : Employee Grievance Handling

  a) Definitions

  b) Grievance Handling by Company

Policy No. 041   : Employee Work-Place Harassment

Policy No. 042   : Employee Communications

  a) Suggestions/Feedback

  b) Town Hall Meetings

  c) On-line Suggestion Scheme

  d) Email/Internet Postings

  e) Employee/Department Meeting

 

SECTION 6  : EMPLOYEE ADMINISTRATION

Policy No. 043  : Employee Identification Badge

Policy No. 044  : Email and Internet Usage

Policy No. 045  : Orientation Program

Policy No. 046  : Payroll Administration