Practical Guide to the Employment of Professionals, Managers and Executives (PMEs)
What is this?
“An excellent, simple and clear guide to the understanding of the rights and obligations of employers and PMEs under various legislations. A ‘must have’ for all HR practitioners and employers.”
Lillian Lee,
Senior Vice President, Group HR,
SembCorp Industries Ltd.
Who needs this book?
“A useful guide on managing HR practices and the rights of PMEs - a must read for HR practitioners and PMEs alike.”
Alfred Chia,
Chief Executive Officer,
SingCapital Pte Ltd.
What is in this book?
Contents
Chapter 1 – Coverage of Professionals, Managers and Executives (PMEs) under the Employment Act
Chapter 2 – Unionisation of PMEs under the Industrial Relations Act
Chapter 3 – Statutory entitlements for PMEs under the Children Development Co-Savings Act
Chapter 4 – Statutory compensation for PMEs under the Work Injury Compensation Act
Chapter 5 – The inclusion of PMEs under the Central Provident Fund Act
Chapter 6 – Protection of PMEs under the Retirement Age Act
Chapter 7 – Common and Contract Laws for the employment of PMEs
Appendix A – The Employment Act (Section 2, 115 and 120)
Appendix B – Industrial Relations Act (Part IV and IVA)
Appendix C – Children Development Co-Savings Act (Part III)
Appendix D – Work Injury Compensation Act
Appendix E – Retirement Age Act
Here is an excerpt from Chapter 7 – Common and Contract Laws for the employment of PMEs
Basic employment terms – contractual terms
Question: What are the basic terms and conditions in a written employment contract
Answer: The basic terms and conditions in a contract should, among other things, include:
- Commencement date of employment
- Job title and job scope
- Working hours
- Probation and confirmation
- Salary and renumeration
- PME’s benefits (e.g. sick leave, annual leave, maternity leave)
- Termination of contract – notice period
- Code of conduct (e.g. punctuality, discipline etc)
Contract of Service
Question: What is a contract of service?
Answer: A contract of service is any agreement whether written or oral, express or implied, whereby one person agrees to employ another as an employee and that the other agrees to serve his employer as an employee. For this reason, a contract of service is deemed to have an “employer-employee” relationship. It includes an apprenticeship contract or agreement and can be in the form of a letter of appointment or employment contract.
Compensation for terminating contract
Question: Can the employer require a PME to pay a penalty (in addition to the notice pay) to the employer for terminating the contract before the completion of a specified period?
Answer: No. An employer cannot impose a penalty on the PME for terminating a contract unless such penalties are for recovery of the liability under a bond for training or scholarship or other arrangements. However, monetary compensations (in addition to the notice pay) for terminating the contract prematurely are contractual issues that are governed by contracts. If there are disputes, they may have to be settled in the civil courts. Hence, it is important for contracts to be clear and non-ambiguous.
Similar length of notice
Question: Must the length of notice be the same for employer and PME?
Answer: Yes, the length of notice to be given by a PME (for resignation) and an employer (for termination of employment) must be the same. This should be clearly spelt out in the contract to avoid disputes.
Waiver of notice
Question: What is waiver of notice?
Answer: If both the employer and the PME are agreeable, the notice period can be waived by mutual agreement. This means the PME may leave the employment without the need to serve the notice nor pay salary in lieu of the notice since employer is agreeable to let him leave prematurely by waiving his right to the notice. Such waiver and procedure must be in writing to avoid dispute.
How much is it?
$29.90 per copy
Price correct as at 1 March 2012
What did other HR professionals say about this book?
“I applaud the authors’ selfless effort in striving to enhance Singapore’s labour management relations in his own way. By sharing his learning and experiences through this easy to read guidebook, it will serve as a handy reference for HR practitioners and enhance their effectiveness in managing PMEs in their organization without having to go through the hassle of asking the authorities or reading the actual legislations. I encourage anyone who is keen to gain a quick understanding of Singapore’s labour legislation to read this book.”
Toh Poh Eng,
Director, Human Resource,
Baxter Healthcare South Asia, Singapore Branch of Baxter Healthcare SA (Incorporated in Switzerland).
“The Q&A makes it easy to understand and readers can relate to it better. It is definitely a very useful guide for employers, HR professionals and PMEs.”
Lee Soon Kim,
General Manager, Human/Organisation Resource Management,
Fuji Xerox Singapore Pte Ltd
"Congratulations Boon Cher on your production of this book and sharing of "Employment of PMEs" and useful tips on "Good HR Practices". You have taken an approach of giving important background, rationale and development including using case studies. I have personally benefited reading your book and I am confident it will be a good reference and guidebook to many of us who have PMEs and/or are PMEs.”
Geraldine Lee,
Chief Human Resource Officer,
NTUC First Campus Co-operative Ltd
“It is timely that Boon Cher and his co-author unravel the intricacies and often confusing interpretation of the various employment legislations governing PMEs in a simple and straightforward manner. It is a remarkable guide for all PMEs, HR practitioners and unionists to read, do right things and do things right, and for companies and employers to uplift their HR practices.”
Nelson Lee,
Regional Head, Regional HR Office,
Sime Darby Management Services (S) Pte Ltd.
“As a former Unionist who has now moved into a General Manager position at a premier Club in Singapore, I would strongly recommend this book to all Senior Managers, HR Practitioners and Unionists who are serious about developing Human Capital in their respective organizations!”
Dr. Abdul Rashid (Ed.D),
General Manager/Secretary,
Singapore Recreation Club.
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.
