Event Date: 12 January 2021
Event Time: 9am – 1pm – Half-day
Location: Zoom Platform (webinar)
By Martin Gabriel, Chairman, HRmatters21 Committee
Fees: S$290.00 (GST will not be applicable)
Businesses that had been hit hard by the COVID-19 pandemic may consider rightsizing. While layoffs are sometimes inevitable as companies restructure and the slowdown leads to excess manpower, there are laws and recommendations that should be observed. Numerous companies have applied the wrong definition and have been wrongly terminating or dismissing in what should have been a retrenchment. Many companies have been hauled-up to the Employment Claims Tribunal (ECT) for misrepresentation. Organizations must ensure that the right decision is being made, and to adequately defend themselves at the ECT
- Definition of retrenchment
- Notification to the authorities
- Is severance pay mandatory?
- Unionised company / Collective agreement
- Non-Unionised company / policy
- Shorter workweek
- Temporary lay-off
- Clearance of annual leave / no pay leave
- Offering of assistance
Termination / Dismissal
- Contractual obligations
- Various methods of termination
- Do not disguise a retrenchment with a termination
- Dismissal based on gross misconduct
Retirement & Re-Employment
- Entering into consultation
- Retirement age and re-employment
- Medical status
- Tripartite recommendations
- Employment Assistance Payment (EAP)
Martin Gabriel began his career with the Ministry of Manpower as an Inspector enforcing the Employment of Foreign Manpower Act. His 3 years with the Ministry provided Martin with the experience of understanding labour regulations and was an inspiration in his decision to make Human Resources his career after leaving the government service.
With more than 20 years of experience as a HR Practitioner, Martin embarked upon forming a HR community that is the biggest, and most vibrant in Singapore. Martin is presently the Chairman and founder of HRmatters21, an online HR interest group which provides a vibrant forum with HR issues being discussed. As a Senior HR Consultant / Advisor, Martin provides advice & consultancy to numerous companies in Singapore, Malaysia and Indonesia. Martin is also involved in the development of Human Resources in Singapore.
With his vast experience in Human Resources, he has been engaged by many companies to draft or review their HR policies and employment contracts.
Martin’s experience has also expanded into training. To date, over 6,000 HR personnel and Managers from Non-HR functions have attended his training programmes. Martin holds a Bachelor of Commerce with double major from the University of Tasmania and a Diploma in HRM.
Martin can be contacted at the following e-mail: firstname.lastname@example.org
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