Post on 05-Apr-2018
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MER
Presenter Name
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RETIREMENT AGE AND RE-
EMPLOYMENT ACT
Retirement Age Act
1. Objective2. Coverage
3. Official age
4. Retirement benefits
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RETIREMENT AGE AND RE-
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.
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RETIREMENT AGE AND RE-
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
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RETIREMENT AGE AND RE-
EMPLOYMENT ACT
Re-employment Act
1. Introduction of Re-employment legislation2. Objective
3. Guidelines
4. Issues in NWR
5. Recommendation
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RETIREMENT AGE AND RE-
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.
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RETIREMENT AGE AND RE-
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
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RETIREMENT AGE AND RE-
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
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RETIREMENT AGE AND RE-
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.
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RETIREMENT AGE AND RE-
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
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RETIREMENT AGE AND RE-
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.
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RETIREMENT AGE AND RE-
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).
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RETIREMENT AGE AND RE-
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.
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EMPLOYMENT ACT-
DISCIPLINARY ACTION
1. Definition
2. Objectives3. Factors to consider
4. Guidelines
5. Disciplinary action against Roland Tan
6. Conclusion
7. Recommendations
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WORK INJURY
COMPENSATION ACT
1. Definition
2. Coverage3. Entitlement
4. Procedure
5. Issues in NWR
6. Recommendation
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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.
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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.
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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.
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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.
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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.
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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.
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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.
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EMPLOYMENT ACT-
GRIEVANCE HANDLING
1. Definition
2. Stages of Grievance Handling
3. Overtime Pay case - Rosie
4. Conclusion
5. Recommendations
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EMPLOYEE RELATIONS
PROGRAMME
• Definition
• Why is employee relation important?
• Case analysis
• Solution
• Recommendation
• Conclusion
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EMPLOYEE RELATIONS
PROGRAMME
What is employee relations?
•It refers to the relationship shared among the employees
in an organisation.
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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.
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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.
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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.
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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.
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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.
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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.