Practical Guide to the Employment Act
What is this?
"An easy to read book which nicely summarizes all the essential points that one would need to know about the Employment Act and more importantly linking them to the day-to-day practical applications of these laws with respect to good HR policies and practices. An encyclopaedia for all HR practitioners.”
Tommy Ng,
Senior Vice President, Corporate Services,
SMRT Corporation Ltd
Who needs this book?
"A must have, must read, and must refer guide for all HR rookies, practitioners and gurus.”
Nelson Lee,
Regional Human Resource Head,
Sime Darby Management Services (S) Pte Ltd
What is in this book?
Contents
Chapter 1 – Coverage and Interpretation of the Employment Act
Chapter 2 – Employment Terms
Chapter 3 – Salary
Chapter 4 – Working Hours and Shift Work
Chapter 5 – Statutory Leave: Annual Leave
Chapter 6 – Statutory Leave: Sick Leave & Hospitalization Leave
Chapter 7 – Statutory Leave: Maternity Leave
Chapter 8 – Statutory Leave: Public Holiday
Chapter 9 – Change of Employer
Chapter 10 – Other Provisions
Chapter 11 – Termination and Dismissal
Chapter 12 – Calculations and Formulas
Appendix – The Employment Act (Cap 91)
Here is an excerpt from Chapter 6 – Statutory Leave: Sick Leave & Hospitalization Leave
Returning to work while on sick leave
Question: Are workers allowed to return to work if they are on sick leave?
Answer: No, an employer should advise the worker to take the sick leave and return home to rest. However, if the worker insists that he is well and would therefore like to work, then the employer should request the worker to get the doctor to cancel the medical leave so that the employer cannot be accused of allowing them to work while on medical leave.
Excess sick leave taken
Question: If the worker has exhausted all his sick leave entitlement, how is the excess sick leave treated thereafter?
Answer: The subsequent sick leave will be treated as unpaid leave.
No pro-rating of sick/hospitalization leave with more than 6 months’ service
Question: The worker has served only 7 months. Can the employer pro-rate the sick leave entitlement of 14 days and hospitalization leave of 60 days?
Answer: There is no pro-rating of sick leave if the worker has completed 6 months of service. However, sick leave and hospitalization leave can be pro-rated if a worker has completed more than 3 months but less than 6 months of service.
Beyond statutory limit
Question: If a worker continues to require extended sick leave, what can the employer do?
Answer: If a worker still requires sick leave, the employer may require the worker to undergo a medical review and if the doctor certifies that he is unfit for employment, the employer may terminate the contract by medically boarding out the worker.
Corrective action against workers for taking excessive sick leave
Question: Can corrective action be taken against a worker who utilises all his sick leave entitlement to the maximum every year?
Answer: An employer cannot discipline a worker for consuming his legal limit of sick leave every year. However, employers can institute incentive or disincentive schemes. For example, some employers have introduced “no-sick” leave bonus to reward workers who maintain a clean record while some employers link the taking of sick leave to a productivity bonus. Under such a productivity scheme, the more sick leave taken, the less productivity bonus the worker will receive.
Taking sick leave while on notice of termination
Question: Can an employer extend the worker’s notice period if he falls sick during the notice period?
Answer: If a worker is entitled to sick leave, the employer cannot deny him the sick leave nor extend the notice period given by the worker.
How much is it?
$29.90 per copy
Price correct as at 1 March 2012
What did other HR professionals say about this book?
"A practical and "must read" book for all students of HR Management courses and new and experienced HR practitioners. It is equally useful for line managers when handling staff issues."
Erica Chui,
Vice President, Human Resources Asia,
Millennium & Copthorne International Hotels
“This handbook answers many pertinent questions which both line managers & HR practitioners have in mind. More importantly, it explains the principles and rationale of the recommended practices.”
JD Tan,
Vice President, Corporate Services.
CapitaLand China Holdings Pte Ltd
“The book lives up to its title of being a Practical Guide to the Employment Act. Mr Chia injects his rich wealth of experience in HRM and labour law with relevant cases to help the reader understand the background and intent of the various sections of the Act. The Q & A format anticipates questions of readers and provides answers that are practical and to the point making the book a very efficient reference for busy professionals.”
Jeanny Lau,
Director, HR
Singapore National Eyes Centre
“The book not only highlights sensitive and complicated issues which can become potential grievances, but also offers solutions on good HR practices to avoid conflicts. It is definitely a must have HR tools.”
Jeannie Ho,
Director, Human Resource,
Movement for the Intellectually Disabled of Singapore (MINDS)
This easy-to-read book is an invaluable resource for every HR practitioner and any person who has a keen interest in the area of Employment Law.”
Anthony Peck,
General Manager,
HRSingapore Pte Ltd
“… one of the most comprehensive and easy to read manuals that I have ever come across. It outlines an otherwise confusing Act and puts it in layman terms that can be understood by both the HR practitioner and the front line manager.”
Rodney Smoczyk,
Corporate Recruiting Manager,
EDG, Inc,
Houston, Texas, USA
“An excellent reference manual for any would-be HR manager as well as IR Practitioner. This is a very well laid-out guide book with all the relevant sections of the Act organized by subject headings for easy reference. Boon Cher has drawn from his vast experience to provide practical answers on the “how to” aspects of managing those difficult FAQ issues. His tips on good HR policies and practices can only raise the standard of HR management and encourage the adoption of fair employment practices among his readers.”
Mrs Cheong-Law Swee Hong,
Deputy Secretary-General,
The Singapore Manual & Mercantile Workers' Union (SMMWU)
About the Author
With over 3 decades of experience, Virtual HR inhouse consultant Mr Chia Boon Cher had over 16 years of experience in the Ministry of Manpower before he joined the private sector in 1990. At the Ministry, he held various appointments including Enforcement Officer (Labour Inspectorate), Assistant Director (Conciliation) and the Registrar of Trade Unions.
