More complaints of unfair dismissals

SINGAPORE: There was a spike in the number of complaints to the authorities about unfair dismissals last year – particularly from pregnant women and executives.

The Ministry of Manpower (MOM) received 56 complaints involving pregnant employees, up from 26 cases in 2008 and 16 in 2007. Twelve of last year’s cases involved pregnant executives, up from just one the year before.

Minister Gan Kim Yong attributed the increase to various factors “including greater awareness of maternity protection” after the heightened publicity and enhancement of maternity leave benefits.

In all, 149 complaints of unfair dismissal were lodged, up from 101 the previous year and 118 in 2007, Mr Gan revealed in a written response to a question from Member of Parliament Lee Bee Wah.

Under the Employment Act, employees who feel they have been unfairly dismissed can appeal to MOM.

Most cases were mediated and “amicably resolved”, sometimes with a settlement payment, said Mr Gan. But 3 per cent of cases were found to be dismissals without just cause, and the companies had to compensate the employee.

As for executives, those dismissed on grounds related to pregnancy can appeal to MOM. For non-pregnancy related disputes, the Ministry provides mediation; about 270 executives seek its help each year.

“Close to half of such disputes were resolved amicably. The rest of the cases were withdrawn, or the employee sought settlement with their employer directly or through the civil courts, after consultation with the Ministry,” said Mr Gan.

With the executive ranks in the workforce swelling, MOM recently announced plans for a dispute resolution process to help junior- and mid-level professionals, managers and executives resolve common employment tiffs. – TODAY/sc

Job market picks up for fresh graduates: http://www.channelnewsasia.com/stories/singaporelocalnews/view/1035386/1/.html

Fair enough, but if candidates are not realistic in their expectations, there’s no point talking about better opportunities. That said, would things be as optimistic for scores of experienced PMETs out there who still have problems finding work? With “competition” coming from university and polytechnic graduates (i.e. lower starting salaries), how would this affect the chances of qualified but older candidates from landing the same pool of available jobs in the market?

“They need to be a little bit more adaptable and flexible. They shouldn’t just look at the title and the pay but also look at the opportunity of where they can build a career.” – Dhiren Shantilal, SVP, Kelly Services.

Dispute resolution process to be put in place for mid-level professionals

[Source: ChannelNewsAsia]

SINGAPORE: The Ministry of Manpower (MOM) will introduce an employment dispute resolution process to help junior and mid-level professionals, managers and executives (PMEs) earning up to S$4,500 and their employers address common employment issues.

These include salary arrears, retrenchment benefit payment and other employment-related contractual issues.

Manpower Minister Gan Kim Yong said on Tuesday this process will be in place next year.

Speaking at an industry conference, he said that as their representation in the workforce grows, more PMEs may face employment-related issues. They now form more than half of the local workforce, up from around 40 per cent a decade ago.

The dispute resolution process would primarily involve the use of mediation. It will ride on the existing tripartite partnership with the Singapore National Employers Federation (SNEF) and the National Trades Union Congress (NTUC).

Explaining the process, Mr Gan said MOM would lead the mediation session, with the support of SNEF and NTUC.

PMEs who are union members, but are not eligible for collective bargaining or limited representation, may make use of this proposed mediation process.

If the dispute cannot be resolved through mediation, the PME employee may pursue his claims through the civil courts. In addition, he may refer disputes on salary claims for adjudication by MOM.

Mr Gan said the setting up of this new dispute resolution process will help save PMEs and their employers the cost of going through the civil court route by giving them the opportunity to mediate at an early stage, with assistance from tripartite partners.

Through this tripartite partnership approach, MOM believes that many of such disputes could be resolved amicably.

The exact details are currently being worked out in consultation with the tripartite partners.

Employers say a quick way to resolve disputes is necessary.

“Salary disputes and retrenchment disputes, all these are money issues,” said Stephen Lee, president of SNEF. “If you can settle it quickly, and you can just get on with life, rather than have it protracted. And some of these sums are not really big enough for the PMEs to want to take it to court and hire a lawyer.”

The ministry is expecting the revised dispute resolution process to benefit more than 500,000, or half of all PMEs in the workforce as well as their employers.

Mr Gan also raised the issue of productivity. To address low productivity growth, he said companies must find innovative ways of delivering higher value products and services, redesign their systems for greater efficiency, invest in technology and train their workers.

5 CDCs to focus on helping retrenched PMETs look for new jobs.
Story at ChannelNewsAsia: http://www.channelnewsasia.com/stories/singaporelocalnews/view/1028930/1/.html

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Under-employment among older PMETs becoming an uptrend in Singapore

Source: ChannelNewsAsia

SINGAPORE: Singapore’s labour movement said tackling the issue of under-employed workers will be a big challenge in the coming year.

It said under-employment is becoming more pertinent among older Professionals, Managers, Executives and Technicians also known as (PMETs).

And efforts must be put in place to help them get jobs suited to their skills and qualifications.

PMETs were the hardest hit during the economic downturn.

Many, like those in the financial sector, were left jobless and the labour movement said they had to settle for whatever job they could get to make ends meet.

But while this brings down unemployment levels, the issue of under-employment has been on the uptrend.

Halimah Yacob, Deputy Secretary-General, NTUC, said: “He may be very qualified, very skilled, but the jobs that he wants to do and is willing to do is not available.

“He ends up doing a job that does not make full capacity, productive use of his capabilities. It also involves the case where jobs are not paying them the kind of salary or earning that they feel is commensurate with their qualifications and skills.”

Madam Halimah said she’s seen many cases where middle-aged degree-holders who lost jobs during the downturn become taxi drivers.

She said such under-employment is unavoidable as with slow economic growth, job opportunities are limited.

But as the economy recovers, the labour movement will offer targeted help to under-employed workers.

Mdm Halimah said: “We recognise that the person cannot remain underemployed in perpetuity because that is going to be very frustrating and demoralising. That is where we then need to focus help to help him to transit so that he can make better use of his skills and capabilities to move to other sectors and to retrain them and move to other sectors that require their skills and qualifications.

“Of course it may not be easy because some of them may be working in one sector for so many years. So a re-tuning is needed to acquire other skills to move to other sectors.”

The labour movement will work on job-matching assistance and training courses and Madam Halimah said workers must also actively find out more about job opportunities relevant to them. – CNA/vm

We do know for a fact that PMETs were the hardest hit in the recent economic downturn– in my line of work, I come across many PMETs who have been unemployed for up to 18 months, falling into the category of the chronic unemployed.

While efforts are being made on the part of the government, particularly with training initiatives, the fact remains that the employability of PMETs in the coming year and beyond have more to do with economic outlook and confidence more than the skills and competencies of the individual: if companies are still not optimistic in their hiring, PMETs will continue to face challenges in terms of finding and securing new jobs.

Granted, the economic outlook according to the folks in the financial sector is optimistic for 2010, but until such optimism is translated into expanding productive capabilities, particularly in the manufacturing and technology sectors, I’m not so sure if this necessarily means a lowering of the unemployment rate next year.

For now, we can only hope for the best. While the partying goes on tonight to mark the start of 2010, let us all say a little prayer in our hearts that things will indeed be better, and may those who found the going tough in 2008 and 2009 find some glimmer of hope…and a new job.