mer finalised ppt (1)

7/31/2019 Mer Finalised Ppt (1)

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MER

Presenter Name



RETIREMENT AGE AND RE-

EMPLOYMENT ACT

Retirement Age Act

1. Objective2. Coverage

3. Official age

4. Retirement benefits




EMPLOYMENT ACT

1. Objective

• to provide for a minimum retirement age for employeesin Singapore

2. Coverage

• all employees who are Singapore citizens and

Permanent Residents.• including those in managerial, professional and

executive positions.




EMPLOYMENT 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 isstated in the employment contract




EMPLOYMENT ACT

Re-employment Act

1. Introduction of Re-employment legislation2. Objective

3. Guidelines

4. Issues in NWR

5. Recommendation




EMPLOYMENT 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 IncomeSupplement (WIS) for older, low-wage workers.

• complement the CPF Minimum Sum Draw-Down-Age

(DDA), which will progressively be raised from 2012.




EMPLOYMENT 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 tapon the contribution of their experienced older employee




EMPLOYMENT 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




EMPLOYMENT 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 Re-Employment Act which come effect from 1 January

2012.




EMPLOYMENT ACT

5. Recommendation

• commence discussions with retiring officers.• seek confirmation on officer’s 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




EMPLOYMENT 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.




EMPLOYMENT 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).




EMPLOYMENT 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 ACT-

DISCIPLINARY ACTION

1. Definition

2. Objectives3. Factors to consider

4. Guidelines

5. Disciplinary action against Roland Tan

6. Conclusion

7. Recommendations



WORK INJURY

COMPENSATION ACT

1. Definition

2. Coverage3. Entitlement

4. Procedure

5. Issues in NWR

6. 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 work-related 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 medicalexpenses, 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.

• NWR’s 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-

GRIEVANCE HANDLING

1. Definition

2. Stages of Grievance Handling

3. Overtime Pay case - Rosie

4. Conclusion

5. 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 theemployees.



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 can’t 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.

mer finalised ppt (1)

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