By Tommy Tan, Associate Trainer, HRmatters21
Fees: S$490.00 (GST will not be applicable)

Finding the right candidate for a job is a challenging process. The interview process involves more than just finding candidates to interview. Interviewing is an area where interviewers can unknowingly tread dangerously and get themselves and their companies into hot water with inappropriate questions. Even if the questions asked are legal, they must be the right job related questions to accurately and correctly assess the candidate. This workshop looks at the interviewing process from beginning to end. Participants learn to assess the job and determine the skills required to do the job. Then they learn to formulate the best questions and create a rating process to correctly assess the candidates’ qualifications.

Target Audience

All recruitment agency staff, HR professionals, selection panels, line managers, supervisors who are responsible for recruitment and selection of employees.

Course Outline

• Definition of Competencies and understanding competencies, how it is linked to Performance behaviour and Results.
• Differences between traditional interview and behavioural based competencies interview
• T.A.R Approach – a funnel questioning approach to be as effective as mainstream interviewing approach
• How to validate the answer of a potential candidate to obtain authentic reference

By the end of the training the participants will :

Acquire the knowledge of:

• Define competency and describe how it is linked to attitude and impact on performance
• Describe S.T.A.R. Methodology of interviewing and collecting evidences

Acquire the Skill of : 

• Identify actions words and the results of a particular job
• Conduct a basic effective Behavioural Based Competency Interview using S.T.A.R. methodology.

Workshop Leader

TOMMY TAN lives his passion to enable individuals and teams to tap into their flow-zone in workshops. He combines the aspect of deep mind-set shifts (transformation) with practical capability building.  TOMMY TAN, is a Human Resources practitioner with a wealth of practical experience in fields of Recruitment and Selection. With regional exposure he has more than 15 years of HR experience in different atmosphere and cultures including the Asia and Europe. Tommy has designed and facilitated training program for in-house needs as well as for external customers. The training he has conducted ranges from management workshop to critical mass training in Singapore and as well as Asia.

Tommy holds a Master of Science Human Resource Management from National University of Ireland, Dublin, Degree of Bachelor of Business from LaTrobe University, Bendigo, Australia, Graduate Diploma in Human Resource Management from Singapore Human Resources Institute, Diploma in Mechanical Engineering from Ngee Ann Polytechnic, Diploma in Administrative Management, Institute of Administrative Management, UK, Diploma in Public Relations, LCCI Third Level Group Diploma, London Chamber of Commerce and Industry, UK. Advance Certificate in Training and Assessment, Certified Quality Manager (CQM, Singapore), Certified Facilitator from Development Dimension International (DDI, Asia). WSQ Certified Service Professional (CSP) Trainer /Assessor, Adjunct Facilitator for ITE Train-The-Trainer course, Associate Adult Educator for Institute for Adult Learning Singapore.

Click here to register.

By Dr Paimin, Associate Trainer, HRmatters21
Fees: S$595.00 (GST will not be applicable)

Upon completion of this program, participants will be able to:

• Information pertaining to compliance requirements based on Indonesia manpower legislations and its prevailing laws.
• Understand the correct interpretation of the Indonesian manpower law, Employment Relations, and the Employment of Foreign Workers.
• Understand the difference between work agreements made for an unspecified time (permanent employment) and work agreement made for a specified time (contract employment).
• Matters to the condition and term of contract for service (outsourcing).
• Comprehensive understanding to the correct interpretation of working hours and employee to work longer than the normal working hours (overtime).
• Formulating work agreement, company regulations and collective labour agreement.
• Being aware of the latest Government regulations of the Republic of Indonesia and its new amendments.
• Avoiding breaching industrial relations dispute.
• Tips on settling industrial relations dispute.
• Issues pertaining to termination based on Indonesian labour law

Course Outline

Module 1 – Introduction

• Indonesia manpower law and Government of Indonesia regulations.
• Obligations of employers and employee.

Module 2 – Employment

• Employment relations.
• Employment of foreign workers.
• Work agreement made for an unspecified time (permanent employment).
• Work agreement made for a specified time (contract employment).
• Condition and terms of Contract for service (outsourcing).
• Employment of women.
• Employment of children.
• Industrial relations dispute case studies. 

Module 3 – Protection, wages and welfare

• Disabled person.
• Working hours.
• Occupational safety and health.
• Industrial relations dispute case studies. 

Module 4 – Industrial Relations

• Company regulations.
• Formulate the company rules and regulations.
• Procedures for making and legalizing the company regulations
• Collective labor agreement.
  • Formulate the collective labor agreement.
  • Procedures for making and registering the collective labor agreement.
• Trade/Labour Union.
• Entrepreneurs’ organization.
• Bipartite co-operation institution.
• Tripartite co-operation institution.
• Institutions / Agencies for the settlement of IR disputes.
• IR disputes mechanism
• Strikes
• Lock-out
• IR dispute – Case studies.

Module 5 – Criminal Provisions & Administrative Sanctions.

• Criminal provisions
• Administrative sanctions

Module 6 – Termination of Employment.

Workshop Leader

Dr. Paimin, with 30 years of HR experience in various industry such as Manufacturing, Government, Dr Paimin has been proficient in the design and implementation of Human Resources practices, including negotiating Industrial and Employee Relations, Manpower Planning, Organization Development, Performance Management, People Development Learning, and understanding expatriate affairs. Dr Paimin holds a Bachelor Economic Management (S1) from the University of Jakarta.

He was formerly President Director PT.BKS&SMM Malang- East Java.

A Public Speaker, Human Capital Management and Industrial Ralation Senior Consultant (from practitioner, and on HC system implementation industrial relation issues).
Besides a Master Trainer, Lecturer and motivational speaker, Dr Paimin has decades of experience as a HR professional / practitioner. Dr Paimin was HR Manager, Consultant for the following organisations

2020-2021 – President Director, PT.Berca Kawan Sejati (BKS)& PT.Sinar Mahkota Mas Tobacco Manufact – Malang – East Java

2018 – 2020 – PT.Berca Kawan Sejati (BKS)& PT.Sinar Mahkota Mas Tobacco Manufact – Malang – East Java

Presently Managing Partner / Senior Human Capital & Industrial Relation Consultant at PT.DKS and LPMI – Batam – Kepri -Indonesia.

Click here to register.

Speaker: Mr. David Shanmugam, Advocate & Solicitor of the Supreme Court & Associate Trainer of HRmatters21

Fee: S$485.00

Introduction

The law of landlord and tenancy is always changing and evolving. Despite having a tenancy agreements, there are always disputes arising between the parties.

During the one day course, participants will be taught the various skills on how tenancy agreement will be secured and including other techniques how to draft and vet a tenancy agreement. The one day course will consist of practical discussion, case studies, and negotiations exercises to better illustrate to participants on how tenancy disputes can be reduced or settled.

Objective

At the end of the course, participants will be able to:

1. How tenancy agreements should be examined and studied.
2. If there are disputes how should it be resolved between the Landlord and Tenant.
3. Case studies analysis, which will show how landlord and tenant issues are resolved.

Target Audience

executives, contracts managers, programme managers, project engineers, managing directors, group financial controllers, company directors, sales directors, business managers, financial controllers, marketing managers and executives, administrators, credit executives, finance and operation executives, maintenance managers, accounts supervisors.

Course Outline

Understanding the Different Types of Leases

a) The different types of Leases & Tenancy Agreements

b) The key issues in Leases & Tenancy Agreements

c) Understanding the regulatory requirements, lease of
Commercial properties, lease of residential properties to Foreigners

d) Understanding the different types of Leases & Tenancy Agreement

Identifying the Landlord’s and Tenant’s Obligations and Rights

a) Looking at the different conditions and covenants

b) Looking at the rights and duties of Landlord

c) Looking at the rights and duties of Tenant

Key Issues Arising from Leases & Tenancy Agreements

a) Common problems in Leases & Tenancy Agreements from the Landlord’s perspective:

Non-payment Of rent, premature termination of the Lease, Breach of Tenant’s covenants, holding over, etc.

b) Common problems in Leases & Tenancy
Agreements from the Tenant’s perspective:

Unwarranted Deduction from security deposit, Landlord’s failure to Rectify or repair defects, delay in signing new Lease, Failure to provide peace and quiet enjoyment by the Landlord, etc.

Handling and Resolving Termination of Leases and Tenancy Agreements

a) Termination of Leases & Tenancy Agreements by Effluxion of time, notice to quit by either party, surrender of The term by the Tenant, Merger of reversionary interest With the Lease & Tenancy Agreement, frustration, Repudiation, acceptance

b) Recovering possession of the leased premises, Recovering arrears of rentals,
Waiver of Tenant’s breaches by the Landlord, and relief against forfeiture.

Managing Risk of Disputes

a) Managing problems between

b) Landlord and Tenant, minimize the occurrence of breaches and avoid litigation

c) Discussing the problems, negotiate and aim for an Amenable solution, Review terms and conditions of the Lease & Tenancy Agreement

d) Last resort of going commencing litigation the key issues and pitfalls

The Speaker:

David Shanmugam holds a Bachelor of Law degree from the University of London and Master of Business Administration degree from Victoria University. He has many years of legal experience in the private sector and he is presently working in a law firm, and Mr. David Shanmugam is also an Advocate & Solicitor of the Supreme Court of Singapore .

Over the years, he has conducted legal training for the corporate sector on the various practical legal issues facing the corporate field and has lectured for many training institutions, on Business and Company Law. His forte is in the field of corporate and commercial drafting of contracts, including company matters. Mr. David Shanmugam has conducted legal training programmes for Singapore Association Institute of Chartered Secretaries and Administrators, National University of Singapore Continuing Education.

Click here to register.

By Martin Gabriel, Chairman, HRmatters21 Committee
Fees: S$490.00 (GST will not be applicable)

From 1st December 2024, all employers must have a process for workers to request flexible work arrangements. Flexible work arrangements are work arrangements (FWAs) where employers and employees agree to a variation from the usual work arrangement. All employers must have a process in place for workers to make formal requests for flexible work arrangements when new tripartite guidelines come into effect. The guidelines state that employers should communicate their decision within two months of a request for flexible work arrangements.

The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) has made recommendations. In this one-day workshop, we will be exploring and discussing these recommendations to ensure that employment regulations are not infringed upon if FWAs are adopted. Understanding which vocations are better suited for FWAs and which ones have stronger challenges. There are ramifications for employees who are hourly based and protected by part IV of the Employment Act. This workshop will ensure that such regulations are observed, whilst embracing flexible work arrangements.

Course Outline:

• 10 Recommendations by TAFEP
• Various Approaches to Flexi-work
• Flexitime, Flexi-load, Flexi-place
• Tools needed to embrace FWAs
• Salient Features of FWAs (Definition)
• FWAs and its integration with Employment Regulations (Employment Act)
• Understanding Job descriptions (& its application to FWAs)
• Identifying Outcome based employee vis-à-vis hourly based employee
• Application for work-hour / work-day for employees protected by the Employment Act
• Time Based FWAs,

1. Compressed work schedule
2. Creative Scheduling
3. Employees Choice of days Off
4. Flexi hours
5. Flexi shift, Shift work, 12 hour shift work
6. Shift swapping
7. Time Banking
8. Staggered Time
9. Work from home
10. Telecommuting

• Application of statutory benefits (PH, leave, medical leave etc)
• Basics of Part-Time – Statutory benefits
• Request for FWA process
• Funding Support
• Q&A on all other matters

Martin Gabriel began his career with the Ministry of Manpower, as an Inspector enforcing the Employment of Foreign Manpower Act. He gained a valuable understanding of labour regulations in his three years with the Ministry and the experience inspired him to forge a career in Human Resources after leaving the government service. He is also the author of four Human Resource books.

Today, Martin has more than 25 years of experience as an HR practitioner. He is presently the Chairman and Founder of HRmatters21, an online HR interest group and vibrant forum where HR issues are discussed. He leads an HR community of over 3,000 members and provides regular HR-related advice and consultancy services to hundreds of companies in Singapore, Malaysia, and Indonesia as a Senior HR Consultant/Advisor. He is also actively involved in the growth and development of HR in Singapore.

Martin’s experience also includes training. To date, over 6,200 HR personnel and managers from non-HR functions have attended his training programmes.

Martin holds a Bachelor of Commerce with a double major from the University of Tasmania and a Diploma in HRM. Martin can be contacted at the following e-mail: gabrielm@singnet.com.sg

Click here to register.

By Martin Gabriel, Chairman, HRmatters21 Committee
Fees: S$550.00 (GST will not be applicable)

This one-day workshop will provide participants with a comprehensive understanding of the WICA. Differences between using the Work Injury Compensation Act and filing a complaint through common law will be discussed and explored. Participants will gain a comprehensive knowledge of the WICA processes. Participants will also be able to apply the relevant provisions, and to interpret & define what constitutes a work injury. The workshop will also share how the Writ of Summons process, which is typical in common law works.

Course Outline

• Scope of coverage
• Changes effective from 1st Jan 2020 up to 1 April 2021
• Accident reporting
• Claim procedures for MOM appointed insurance companies
• Claims to medical leave and wages – Claim ceiling from 1st Jan 2020, including for light-duties
• Compensation entitlement
• Permanent Incapacity & Notice of Assessment
• Insurance
• Limits of claim
• Common Law
  • Scope of coverage
  • Common law option
  • Common law process
  • Law of negligence

Workshop Leader

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: gabrielm@singnet.com.sg

Click here to register.

By Martin Gabriel, Chairman, HRmatters21 Committee
Fees: S$490.00 (GST will not be applicable)

In 1990, the then Ministry of Labour launched its guidelines on part-time employment after much discussion with the Tripartite members. During that time as there was a shortage of manpower, the government urged many housewives to return to work, even as part-timers. Back to work programmes were launched as well. With smooth implementation of the guidelines into the Employment Act as the Employment (Part Time Employees) Regulations 1996, the act came into effect from 1 October 1996. This one day workshop aims to equip the HR practitioner or Head of Department, the method to implement and calculate pro-rated benefits for part-time employees.

Course Outline

• Introduction
• Contract for/of Service
• Definition of Part-Time work hours
• Pro-rating hours
• Statutory Benefits
• Annual Leave
• Childcare Leave (including extended leave benefits if applicable)
• Public Holidays
• Sick & Hospitalisation Leave
• Maternity Leave (including extended maternity benefits if applicable)
• Paternity, Shared Parental Leave (if applicable)
• Pro-rating benefits (MOM formula)
• Union representation (Yes or No?)
• Sample Contract for Part-Timers
• Drafting Contracts for Part-Timers
• Case Study Examples

Workshop Leader

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: gabrielm@singnet.com.sg

Click here to register.

By Martin Gabriel, Chairman, HRmatters21 Committee
Fees: S$490.00 (GST will not be applicable)

As part of its efforts to help older employees remain economically productive, the Government enacted the re-employment legislation with effect from 2012 to enable more people to continue working beyond the statutory minimum retirement age of 63, up to 65 in the first instance and, later, up to 70 as re-employment. Several affiliated Government organisations aim to help companies put in place the necessary processes and systems for re-employment to work. The TIWG released the Tripartite Advisory on the Re-employment of Older Workers (“Advisory”) in April 2008 and has been encouraging employers and employees to adopt the Advisory. In this workshop we examine the best possible ways to implement the processes and prepare companies to align their business objectives in an ever changing business climate in which are now seeing an increasing number of older workers.

Course Outline

• Coverage
• Exclusion
• Entering into consultation
• Retirement age
• Eligibility for re-employment
• Medical status
• Appraisal – Performance review
• Reviewing the job description
• Training
• Converting full time retired employee to part-time
• Re-writing the part-time contract (pro-ration of benefits)
• Re-employment terms and contracts
• Tripartite recommendations
• Issues pertaining to implementation
• Employees’ salary and/or benefits
• Employment Assistance Payment (EAP)
• Re-employment disputes
• Conciliation
• Q&A

Workshop Leader

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: gabrielm@singnet.com.sg

Click here to register.

Payroll administration is an important and complex responsibility. Regulations have to be strictly complied with in accordance to the various requirements. Processing payroll isn’t just about mastering the software. Being well versed with the concept of various legislation ensures that monies are correctly paid in accordance to work done. The correct formula applied to the various situations will be covered.

Upon completion of this workshop, you will be able to:

• Ensure that statutory obligations on payroll matters would be observed
• Understand – payroll calculation methods and its various formulas
• Differentiate between statutory requirement and benefits
• Being aware of the rights of employers vis-a-vis employees

Course Outline

Definition coverage of pay
Payment based on Basic / Gross Rate of Pay
Overtime, Rate of Pay,
Workmen / Non-Workmen

Itemised Payslips & Compliance
Payslips Format of various components
Payment of Salary
Time and Mode of Payment
Payment on Resignation, Termination, Dismissal, & Retrenchment
Authorized Deductions

Rest Days, Public Holidays & Leave
Defining Rest Day, Holiday and Non-working Day
Calculations of payment for work on Rest Day, Holiday and Non- working Day
Annual Leave (encashment / consumption) and Sick Leave entitlement

Payment for Maternity, Marriage & Parenthood Package
Length of Maternity Benefit Period & Entitlement
Calculation of Salary Payment for Period of Maternity Leave
Parental Leave
Child Care Leave
Shared Parental Leave
Paternity Leave

CPF
Defining Ordinary Wages & Additional Wages
CPF contributions

Workshop Leader

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.

Click here to register.

By Martin Gabriel, Chairman, HRmatters21 Committee
Fees: S$550.00 (GST will not be applicable)

This course will cover the salient features on termination and dismissal. These include issues such as retirement, retrenchment, breach of contract, medical boarding-out and misconduct leading to dismissal. What constitutes a gross misconduct and what are the due Inquiry procedures for dismissal?. The recourse and legal redress available to aggrieved employees/unions and case studies from the common law will also be discussed.

Course Outline

• Types of Contracts
• Breach of Contract
• Termination of Contract
• How does  it  apply to Employment Act ( Amendment 1 Apr 2014 )  to  Managers  &  Executive?
• Notice Period

Employment Act, Section 10 (3) Minimum Notice

The employee served notice of termination mid-way through and failed to show-up.  How do we manage?
Can the Company sack the employee who misbehave during notice of resignation?
The resignee has used up all his annual leave. He was absent for one- day.  Can the company deduct 2 days’ basic wage from his last payroll?
When  the  resignee uses  his balance of annual leave to off-set notice of resignation,  the Company  need to pay him  until  which  day?

• Waiver of Notice Period:

Questions :
a) As HR  manager  what  documentary evidence  must  you  immediately prepare  to  prevent allegation / claim against your  employer?
b) What about income for Singapore PR & other foreigners?

• Payroll calculation

1. Incomplete month of service
2. Calculate payment for balance of unconsumed annual leave.

Employment Act, Section 11 – Termination of contract without notice.

Questions:
a) Is it an issue of wrongful dismissal?
b) What is wrongful dismissal?

• Dismissal

Definitions of:

• Constructive dismissal
• Unfair dismissal
• Wrongful dismissal
• Types of Misconduct

a)  Case law will be provided to reinforce understanding & implementation
b)  Numerous case studies to reinforce your mastery level.

• Retrenchment / Golden Handshake
• Retirement
• Medically Boarded-out
• Termination / Dismissal while on Maternity leave
• Restraint of  Trade

Workshop Leader

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: gabrielm@singnet.com.sg

Click here to register.

By Martin Gabriel, Chairman, HRmatters21 Committee
Fees: S$695.00 (GST will not be applicable)

With the latest amendments from 1 April 2019, 2025 & 2026

Participants will receive “A Guide to The Employment Act & Its Related Legislations (2nd Edition)” book worth S$48

Line Managers and Supervisors often rely upon their HR Personnel in dealing with staff issues. Hiring and Firing are often seen as tasks to be handled by the HR Department. This workshop aims to equip Line Managers, Supervisors & HR Assistants/Officers to understand the salient features of the Employment Act. Supervisors will be equipped to deal with staff directly reporting to them with regard to Employment Law. How Managers handle termination, dismissal and the application of the terms and conditions spelt out in The Employment Act in correlation with their own company’s policy, will be discussed and explored in this two day workshop.

Course Outline

• Introduction
• Contract for/of Service
• Coverage of Managers & Executives
• Termination, Dismissal & Retrenchment
• Right of appeal / Case Study
• Transfer of Employment
• Salary Administration

Part IV of the Employment Act

1. • Rest Days
2. • Hours of Work (OT payment)
3. • Annual Leave
4. • AWS

• Medical Leave
• Hospitalisation Leave
• Maternity Benefits
• Holidays
• Childcare Leave
• Children Development Co-Savings Act / Marriage & Parenthood Package
• Extended Maternity Benefits
• Childcare Leave
• Infant care Leave
• Extension of the maternity protection to cover the full pregnancy period
• Shared parental leave to allow fathers’ & mothers’ to share up to 4 and eventually 10 weeks of Shared parental leave – from 2025 and 2026
• 2 or 4 weeks paid paternity leave
• Extension of 2 days childcare leave for each parent with a Singapore citizen child between the ages of 7 and 12, and
• Provision for 12 weeks of Adoption Leave
• Itemised Paysilps – Items to include in payslips
• Key Employment Terms – The 17 points to be included
• Employment Claims Tribunal (new from 1st April 2017)

Workshop Leader

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: martin.j.gabriel@me.com 

Testimony

Click here to register.