External Employment

(EMPLOYING A PERSON FROM US FOR A JOB OR PROJECT OUTSIDE)

Content 

1) Employements

2) Employment Contracts

3) My Portfolio record Summary of Work ,

 income & pending income or paid

4) employment-practices/employment-act

1

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This Employment consist of Task and duties agreed by both parties of Employing within a project whereby the contract has to be provided by the other party employing for a certain period of more than 3 months.After working for more than 3 month period, The Employer is or should be aware of our company and other opportunities and this web page asceprojectwebs.com and its term and condition with links avalible in whatsapp instagram Facebook and Linkin whereby those contacted by our company social media accounts or person or Aj, the user or customer and employer accepts our External Employments prospects and conditions. This conditions are legit trustworthy agender for the Employ rights Act and Employments Act. If The Project is in Singapore the Employments Act in singapore is and must be taken in considerations by Us and the other party or Employer.

From here on a Contract have to be given before hiring or within this 3 months period by the company who hires. There has to be sets out detailed provisions on various aspects of employment.If An Dispute or disagreements arises from the other party 

We will Then use our TLLPS SHIELD

 (Trust Loyalty Legit Protection Satisfaction Shield)

https://asceprojectwebs.com/trust-loyalty-legit-protect-satisfaction-shield

for Legit and Lawful purpose or protection.

 We Set out standard value and quality high 

And we proffessional deals all our work toward possitive outcomes. This is what the shield stand for including human rights and proper conducts for the innocence.

In this External Employments we will have the rights to calm what is own to us for whats our rights we being in the drivers seat. This detail are stated here in advance where by The employer should be aware of certain statutory provisions. This is to better determine the terms of employment. For example, the amount of minimum wage (if applicable), rest days, paid annual leave, statutory holidays, or maximum working hours (if applicable).

The hiring party is responsible to finalise the Employments with details and they should provide a Contract

Looking for Employees ?

We Currently 6 candidates 

Job seekers avaliable For

Driver 

hospitality

Housekeeping 

Cook 

Chef

Storekeeper

Repairman

2

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What are Employment Contracts?

Employment contracts (also known as a contract of service) set out the terms and conditions of employment with a company/organisation. The contract must include key employment terms and essential clauses pertaining to employment. These include an employee’s work hours, salary, leave benefits and job scope. Such a contract is usually in writing and can be in the form of a letter of appointment or employment.For more details on employment contracts, you may refer to this guide to employment agreements in Singapore.

THE Employment Contract is a legally binding document that is signed at the time an individual is hired. It is signed between the company or an employer and an employee. It states the nature of the work and also establishes both the rights and responsibilities of the two parties.

What should be included in an Employment Contract?

The HR department of a company typically handles the provisions to be included in an Employment Contract. These include:

• Details of the job: It is an employer’s responsibility to write details about the nature of the job in an employment contract.

• Duration & probation period It should specify the duration of the job and probation period if exist. Normally the probation period lasts at least 3 months.

• Remuneration details including benefits, bonuses, and reimbursements: A clear breakdown of remuneration will help both employee and employer to have a clear understanding of what investment an organisation is making in its employees. It should include details of basic salary, allowance, insurance, provident fund, and all the deductions or facilities to which the employee is entitled. Further, employees should also be told of the benefits they will receive such as lunches, accident coverages, discounts along with reimbursements for goods like stationeries and others.

• Annual leave and holidays Normally, details about annual leave and holidays can be found in the organisation’s calendar. However, mentioning those things in an employment contract template will make it easier for an employee to understand.

• Details of work arrangements The workplace of an employee, the possibility of a client-side visit, and the working environment should be clearly mentioned in an employment contract. Those details will help a new employee to know more about the working environment of the office.

• Work Permits: With increased connectivity, the job market receives a diverse portfolio of employees. Sometimes, this can include international migrants from foreign countries who have specific immigration statuses. Always be sure to have the work permits clause clarified beforehand in such cases.

Key terms in Employment Contract:

• Probation Period: It is common for new appointments to be subject to the completion of a probationary period. It is worth noting that probationary periods increase the probability of new employees succeeding in their roles. The main objective of the probationary period is to give both the employer and the employee some time to evaluate the skillset, behavior, and role during an initial work period. It basically gives an opportunity to the employer to assess the performance of the employee and his suitability for the role while considering his skills, capabilities, conduct, and attendance. On the other hand, it also gives a chance to the employee to see if they like the new job, work culture, and surroundings.

• Term of Employment: The time duration of a contract will depend on multiple factors with the type of employment being the key factor. Further, the contract at time specifies if the period will be extended under certain conditions so one should always be on the lookout for this.

• Dismissal of Employee: The reasons for the dismissal of an employee by their employer can be manyfold including misconduct, performance, or substandard work levels. A responsible employer should determine the rights of an employee before dismissing him from his position. The rights considered should include statutory as well as contractual requirements so as to not be against employment law principles or breach of contract.

• Period of notice: Employee are always on the lookout for bright and Better job and as one; employees, can easily weigh options and juggle offers. But they should always be careful about how long the period of notice is in the contract. It mentions how far ahead you need to hand in your notice before i am allowed to leave.

Temporary lay offs: This a concept that has been widely popularised post covid. As the economy saw a drastic downfall during the pandemic, many companies began laying off their employees in hopes of survival. Temporary layoffs are periods when employees are temporarily asked to quit their jobs. It is not a final layoff and employees could be rehired as well. This can be paid, semi-paid, or unpaid. So, one should look out for these clauses carefully and understand what they could mean for them personally

Base on the Rules regulation and condition, the employer accepts the listed information in this page and should proceed if not the there is a fact or possiblity employer are conducting fraud or unf

Lawful act or criminal offences and w

I will have the right to report issues or calm any income if there is a dispute or disagreements.

This are informations the Other parties responsibilities stated in advanced and they should be aware of the Employments procedues and Local or Singapore Law and Employment Act

Before proceeding.

Training and development Learning, Compensation and benefits management

Employee onboarding process and procedues, Business performance management,Ethics and compliance,Payroll,Maintaining employee records,Contract,Employee,engagement,

Employee Relations, Talent management, Performance management,Nurturing

a positive company culture.

Regulatory compliance,Good Conduct In Business,Friendly Work environment, Benefits administration bonus.Career planning, Provide Information, Establishing safe work environmentsHandling employee relations and disputes

Organization design and development, Workplace safety, inform Hiring employee duties and responsibilities ,Employment law compliance ,Labor law compliance Administration (updating employee records etc) Workforce planning.

Recruitment Process

Recruitment/talent acquisition is the process interviewing candidates. It's one of the most important HR responsibilities and also one of the most challenging, especially in today’s uber-competitive labor market.

Creating a magnetic employer brand built around an attractive employer value proposition is the holy grail because it makes hiring the talent you need much easier. An added benefit is that this goes hand in hand with retention, another key HR concern.

Thankfully, technologies such as applicant tracking systems and sourcing software help build talent pools/pipelines, post job descriptions, and manage the interview process.

Employee onboarding 

Onboarding is the process through which new employees are assimilated into the organization. It begins as soon as a candidate accepts an offer and in some instances can take up to a year. Onboarding may also include creating employee records and submitting information to government entities like the IRS and the Bureau of Labor Statistics.Once an employee completes onboarding and training, human resources maintain an acceptable workplace culture. They address employee concerns and handle day to day work area

Most organizations develop a 30-60-90 day plan to ensure new hires get off to the best possible start and good onboarding software solutions help deliver training materials and track progress.

Maintaining employee records

Another essential component of the onboarding process includes setting up and maintaining employee records. This is important for processes such as payroll and benefits administration as well as accurately tracking and reporting key HR metrics.

Generally, most employee info is stored in Human Resource Management System (HRMS) or Human Resources Information System (HRIS).

Through automation and shared access, these systems help HR teams and employees store and update employment data. They may also include other features such payroll, performance management, and benefits administration.

Employee retention 

Once someone’s been onboarded, they enter what we hope to be the largest section of the employee life cycle: employee retention.

This includes all activities designed to deliver a great employee experience and ensure that your people have everything they need to remain successfully engaged with your organization.

Good data hygiene to accurately track metrics such as turnover and promotion rates is crucial to this, as is employee listening.

Creating a great culture

LinkedIn’s 2022 Global Talent Trends report stated that "For companies to attract, retain, and grow talent that will bring them sustained success, they need to fine-tune—or overhaul—their culture to meet the expectations of professionals to be seen as human beings first."

This means that HR is responsible for partnering with the executive leadership team to both define and maintain the company culture. This includes helping to define the company’s mission or vision statement and values, and also ensuring employees and leaders at all levels are living by the company’s values.

Employee experience 

One of the ways that organizations keep abreast of the employee experience is through pulse checks, listening sessions, or other data collection methodologies.  

While business leaders play a primary role in driving employee engagement within their segments, HR is strategically positioned to act as cultural ambassadors to help drive business leaders’ focus on refining the employee experience, as well as recognizing opportunity areas and proposing/implementing solutions.

Assisting employees

If you ask a room full of HR professionals what they love most about their job, you’ll commonly hear the same answer: “Having the opportunity to help people.”   

Providing employees with support, coaching, and feedback is the bedrock through which human resources can help create a positive work environment at their organization. 

This could be anything from helping employees find information related to their employment (such as Paid Time Off (PTO) issues, benefits questions, etc) or it could be more complex, like helping with their career path.

Strategic partnerships

Human resources is also a strategic partner. Roles such as HR Business Partner (HRBP) are often embedded into parts of the organization so that an HR professional can partner directly with each team’s senior leadership to help define their business strategies and align HR strategies to support the direction of the business.

Additionally, as organizations grow or change, HR plays a role in the organizational design process: the process through which teams are structured to ensure they are efficient, effective, and functionally capable of delivering on their goals/objectives.

Compensation and benefits

A major part of boosting employee retention includes creating a compensation and benefits structure that helps employees feel valued for their contributions. This is done by paying fair and equitable remuneration for the value they’re generating.Compensation and benefits work involves making sure your company takes care of your employees by offering competitive salaries and a satisfactory benefits ...and department should helps manage and oversee compensation and benefits provided to employees.

There are responsible for implementing competitive compensation and benefits packages to attract and retain talented

Your compensation philosophy, benefits program, and benefits administration process are a key part of ensuring your employees stay healthy and cared for.

When done right, both compensation and benefits can be key drivers in promoting employee engagement, loyalty, and retention.

Processing payroll

Beyond the philosophical components of a compensation and benefits program, it’s equally essential that employees consistently receive their paychecks on time with both the correct compensation and in compliance with tax laws. Payroll

Managing payroll. As the department responsible for payroll administration, HR manages all aspects of getting paid, from managing paperwork to issuing the pay with proper procedues.

As the Roles & Responsibilities is Processing payroll. Organising payroll. professionallys and are also responsible for organising payroll ionline or whatsapp and ensuring employees receive accurate remuneration for worked hours completed.Beyond the philosophical components of a compensation and benefits program, it's equally essential that employees consistently receive bonus and sales commissions. Maintaining employee records and private information confidantial.

Human resource teams are partly accountable for using HR payroll software and ensuring the organization has a culture of accountability where employees trust that they will receive accurate and timely compensation. This includes base pay, other incentives, bonuses, paid time off (PTO), and deductions.

Creating company policies

A policies are the rules and processes that govern the employment relationship between you and your team members.

As organizations grow, policy documentation becomes essential in providing self-service support to employees and managers.

These established HR policies and procedures empower your people to navigate complex issues ethically and ensure that everyone is treated fairly, equitably, and consistently.

There are many examples of HR policies covering areas like employee conduct, technology use, paid time off, and health and safety standards. 

Ethics and compliance

The reality of operating any business is that it’s essential to have an ethics-driven workforce that remains compliant with the rules, and HR teams play a major role in setting these ethics and compliance standards. 

This includes helping manage policy definition, employee training, incident management, and third-party audits.

Compliance is key in maintaining your organization’s reputation within your industry, mitigating risk for the organization, and preventing unwanted costs associated with regulatory violations. 

Ethics and compliance can help build a culture of accountability, and ensure that employees live by the company values. Jessica Cieslinki’s guide to HR compliance is a great resource here.

Employee relations

Improving employee relations is another critical human resource responsibility. This means addressing items that impact employee performance, interactions with other employees, or other issues relating to the overall work experience at a company.

HR plays a key role in acting as an unbiased moderator when addressing conflict between co-workers or management, addressing performance issues, and overseeing organizational disciplinary standards. 

This necessitates establishing investigation protocols and disciplinary policies, and acting as a resource to both employees and managers based on the concerns an individual is bringing forward.

Employee Engagement

The concept of employee engagement embodies the emotional commitment and connection that employees have towards their work, colleagues performence. Employee welfare depends largely on systems and cultures put in place . Professional development for all internal and external matters

Training and development

Training and development (also referred to as learning and development) is the process of aligning your talents’ capabilities to meet with the organization’s strategy and vision. 

HR teams are strategically positioned to help advise on employee developmental needs and help build strategies that support the growth and development of your talent.

Training and development ensure that employees are updated on their skills and improve their job performance. Whether develop the training in-house or other area the Description of work , Duties, and Task has to be stated and informed. It's an integral part of for functions to train and develop employees, so they're equipped for their jobs.

Inprove The Core Areas & programs not only improve individual performance but also contribute to the overall success of the company by enhancing ... As for

Management Duties (12 Core Tasks) Learning and Development is the process of aligning your talents' capabilities to meet with the Task

Based on complexity, this can vary but often includes:

• Advising leadership on development needs and helping build L&D strategies to support employee growth 

• Coaching employees and leaders through the creation of individual development plans (IDPs) to help employees take ownership of their growth

• Curriculum creation, including the design and delivery of course materials (instructor-led training, web-based training, on-the-job training)

• Development of internal career mobility solutions designed to help connect employees to new growth opportunities like their next role and mentoring.

Business and Performance management

Our duties also include defining and maintaining performance management processes that enable the company and its colleagues to hit organizational goals.  

A well-designed performance management process provides transparency to company goals and a deeper understanding of how all colleagues are contributing to those goals. It also creates a collaborative process through which colleagues and their managers can work together to improve performance. Business performance management is a management approach which encompasses a set of processes and analytical tools to ensure that an organization's activities and output are aligned with its goals. BMP is associated with business process management, a larger framework managing organizational processes. Performance management is essential in ensuring that workers stay productive and engaged. Good performance management involves strong leadership, clear goal ...include defining and maintaining performance management processes that enable the company and its colleagues to hit the plan target A well-designed performance management process not only helps employees understand and fulfill their roles but also aligns individual performance with the balance and roduction in the team

Performance management is also commonly tied to an organization’s compensation philosophies. In a pay-for-performance model, raises, bonuses, and other incentives are often tied directly to both the company's and/or the employee's individual performance over the calendar year.

Succession planning 

Succession planning, or the process of “building systems and processes to ensure future leadership continuity in an organization”, is a key way in which organizations identify and invest in high-potential talent.  

Often, succession planning is part of the wider talent planning process, sometimes known as a “talent review”, during which leaders and HR partners collaborate to assess workers based on their performance and potential (9-Box rating).  

Regular HR-facilitated conversations about high-potential talent and leadership gaps ensure that organizations are developing a pipeline of ready-now talent to fill the leadership vacancies of tomorrow.

Diversity, equity, and inclusion 

Diversity, Equity and Inclusion (DEI) remains both a key human resources responsibility as well as an effort that must be championed by all members of the leadership team. 

There are many components, but the purpose of DEI work is to build more inclusive and equitable organizations that are representative of the communities in which we live and serve. 

It's important to note that DEI efforts are closely intertwined with all elements of the employee life cycle and human resources responsibilities, from recruiting diverse talent to developing a leadership succession slate that's representative of your organization's employee population.  

One common way that organizations are celebrating diversity and building more empathic employee relations is through facilitating employee resource groups. These are a great way for underrepresented groups of employees to come together to celebrate their interests and organically influence change.

Dispute Article

And Resolution informations

1) Wrongful termination/dismissal

The employer and employee both have the right to terminate the employment contract. The contract can be terminated when the employee resigns, the employer dismisses the employee, or if the contract terms have expired.

In the case where the employer dismisses the employee, the employer has to give notice of the dismissal. The notice period will then have to be served before the employee can be dismissed. The notice period will typically be stipulated in the employment contract or will otherwise depend on the length of employment. For example, if the notice period is 30 calendar days, the employee can only be effectively dismissed 30 calendar days after he/she has been notified of his/her dismissal.

The dismissal will amount to a wrongful dismissal if the employee was dismissed without just or sufficient cause, as explained below.

Termination/dismissal without just or sufficient cause 

Under the Employment Act, dismissing an employee without just or sufficient cause (i.e. without a valid reason) is wrongful. Generally, a ‘just or sufficient cause’ would include the employee acting dishonestly, employee conduct that demonstrates gross negligence or frequently being absent from work.

The only exception for dismissal without notice under the Employment Act is on the grounds of the employee’s misconduct. Misconduct includes but is not limited to theft, dishonest or disorderly conduct at work, insubordination, and bringing the organisation into disrepute. However, a dispute may arise where the employer dismisses an employee on the grounds of misconduct, but the employee wishes to dispute the allegation.

If the employer alleges misconduct, the employer must conduct a due inquiry before dismissing the employee on this ground. Failure to conduct such an inquiry will also amount to a wrongful dismissal. 

An example where an employee may be dismissed on the grounds of misconduct is as follows: The employee handbook states that employees are not allowed to steal any of the company’s property. The employee was found to have stolen one of the company’s laptops for personal use. The company conducts a due inquiry, allowing the employee to explain why they had done so. If the employee is not able to justify their actions, they may be dismissed without notice on the ground of misconduct. This would not be a case of wrongful dismissal.

However, if the employee was not allowed to explain his case or it was found that the employee was given permission from a superior to use the company’s laptop for their personal use during their employment, their behaviour might not amount to misconduct. If the employee was dismissed without notice under these circumstances, this would amount to a wrongful dismissal.

Other grounds of wrongful termination/dismissal

Where an employer dismisses an employee on the following grounds, it will amount to a wrongful dismissal, even if notice was given to the employee:

Dismissal on discriminatory grounds (e.g., age, race, gender religion etc.)

Dismissal to deprive an employee of benefits or entitlements (e.g., to deprive an employee of her maternity benefits, leave entitlements etc.)

Dismissal to punish an employee for exercising an employment right (e.g., dismissal after employee submitted a request to authorities for salary-related claims)

A dispute between an employee and employer may arise if the employee believes they have been dismissed on discriminatory grounds. For example, the employer dismisses the employee with notice and no reason was given. However, the employee observed that the employer had made multiple discriminatory comments about the employee’s race and culture, casually stating that he prefers to hire someone of his race instead. The employer’s comments were heard by other employees.

In such a situation, the employer had taken a discriminatory attitude towards the employee, and the employer might have dismissed the employee on discriminatory grounds. This would amount to a wrongful dismissal.

For more information, you may refer to this guide on wrongful dismissal in Singapore.

2) Wage-related disputes

Most employment contracts will state the prescribed pay structure, giving employees certainty on when they will be paid and the amount to be paid. Pay structures can be on an hourly basis or a monthly basis, depending on the terms of the employment contract. However, there may be situations where employees find that they have not been paid their salary due to them or have not been paid on time. In these circumstances, there are many types of disputes that may arise.

For example, a part-time employee may realise upon calculation that his/her salary payment did not include the promised pay rate for working on a public holiday. A dispute may occur when the employee raises this issue to the employer, and the employer disagrees with the calculation. In such a situation, both parties should discuss what was agreed upon. The employee can show proof of the promised rate, if any. If both parties are not able to agree on a specified rate, they should refer to MOM’s website for the standard public holiday pay rate.

Another example is if the employer withholds the employee’s salary for month X because the employee failed to meet his/her performance targets for that month. A dispute may arise if the employee asks to be paid despite failing to meet the targets and the employer refuses. According to the Employment Act, the employer must pay the employee’s salary once a month. However, if the employment contract stipulates how and when commission is to be paid, payment of the commission would depend on the terms of the employment contract or existing policies or practices. In such a situation, it is likely that the employer will have to pay the employee his/her basic salary, but may be entitled to withhold any commission if it is in accordance with the terms of the employment contract or the company’s policies.

Employers and employees alike should be aware of the company’s policies with regard to wages, and ensure that they do not contradict any statutory provisions in the Employment Act.

For more details and information on wage-related disputes, you may refer to this article on employee salary.

3) Workplace harassment

Workplace harassment can occur when someone at the workplace acts in a way that causes, or is likely to cause you to feel harassed, distressed or alarmed. This includes, but is not limited to, the following acts:

Verbal abuse (e.g threatening, insulting language used, cyberbullying, or non-verbal gestures)

Physical abuse (e.g being pushed, slapped, or punched by a colleague or employer)

Stalking

Sexual harassment

For example, A and B are colleagues working together in the same team and in close proximity with one another. A loudly and repeatedly talks about A’s intention to have a sexual relationship with B to other co-workers in an explicit and insulting manner, knowing that B can hear this. This causes B to feel very distressed. Such conduct would therefore amount to workplace harassment.

Using the above example, disputes in the workplace may arise if B has brought up B’s discomfort to the company and they dismiss B’s concerns or do not deal with it appropriately. For instance, B raises concerns about A’s comments and behaviour to their organisation’s Human Resources department and requests to be assigned to a different team from A. If the company simply dismisses B’s concerns without conducting any investigation into A’s behaviour and B has to continue working in close proximity with A, B may have ground to take action against the company for not creating a safe working environment.

Employers should ensure that they are well-equipped and prepared to handle such situations swiftly and in a sensitive manner. Some best practices that employers should have in place include:

A procedure where employees can report incidents of harassment;

An independent and impartial body to review such incidents;

Assistance and closure provided to the victim; and

Punishment or counselling for the harasser.

Employers can refer to the Tripartite Advisory on Managing Workplace Harassment for more information on best practices it should follow. 

Employees should also be familiar with workplace harassment-related procedures in the organisation. Generally, employees should be able to report the matter to the Human Resource (HR) department and an internal investigation should be conducted. If the victim feels that their safety is still at risk, they should file a police report. Do note that harassment within and outside the workplace can also be an offence under the Protection from Harassment Act (POHA).

Employees and employers alike should check with their respective organisations on the relevant procedures and policies in place. For more details and information, please refer to this article on workplace abuse and possible remedies in Singapore.

4) Workplace discrimination

Workplace discrimination occurs when the employee is being discriminated against or treated unfairly due to factors like the employee’s age, gender, race, religion, language, marital status and family responsibility, disability.

Disputes may arise if employers deny employees opportunities or treat them unfairly due to the factors mentioned above. For example, employers should not make snide remarks about nor ban religious headcovers in the workplace if it does not pose any safety risks. Female employees who are pregnant should also not be denied work opportunities or be passed on for job promotions simply because they have to take maternity leave after giving birth.

The Tripartite Committee on Workplace Fairness (Tripartite Committee) released an interim report in February 2023 which proposed new laws and rules to protect workers from discrimination.These include protecting workers from discrimination based on age, nationality, sex, marital status, pregnancy status, caregiving responsibilities, race, religion, language, disability and mental health conditions.

A more detailed discussion can be found in our other article on the New Proposed Discrimination Laws in Singapore. 

Currently, employers are expected to abide by the Tripartite Guidelines on Fair Employment Practices (TAFEP Guidelines), to recruit and select employees based on merit, to treat employees fairly, provide employees with equal opportunity, reward employees fairly and to abide by labour laws. If employees feel that they are denied opportunities or rewards simply due to any of the factors mentioned above, they may raise an issue with the employer.

For more information on discrimination in hiring practices, employers may refer to this article on discriminatory hirin

5) Severance agreements

A severance agreement outlines the financial terms on which the employee will be terminated. Severance pay is often offered as part of the terms of the severance agreement, in exchange for an employee’s release of their claims against the employer. Employees who have served the company for at least 2 years are eligible for severance pay, along with other retrenchment benefits. Those with less than 2 years’ service could be paid a severance pay out of the company’s goodwill.

Employers may choose to offer severance pay to employees who are terminated, usually involuntarily. The primary reasons for offering a severance package are to help employees who are laid off or affected by a retrenchment or restructuring exercise taken by the company. 

Disputes arising from severance agreements may be due to aggrieved employees not wanting to leave the company and not ready to enter into unemployment.

The most common dispute, however, is regarding the compensation amount or the severance pay. For example, employees may demand that the compensation package comprises more benefits, such as an increased payout. As MOM states that the prevailing norm is to pay a retrenchment benefit of between 2 weeks to 1 month’s salary per year of service, depending on the company’s financial position and the industry. Employers should do their best to assist the affected employees when offering a severance package, especially if the company is in a good financial position. 

MOM also encourages employers to help affected employees look for alternative jobs as part of the severance package. This may include helping employees look for jobs in associate companies, or through outplacement assistance programmes such as job fairs and career fairs. Employers who are intending to retrench workers and retrenched employees should refer to MOM’s website for advice.g practices in Singapore. 

6) Non-compete clauses

A non-compete clause may be found in your employment contract stating that you may not engage in business in certain markets and/or geographies for a certain period of time, often from the point when you join and/or leave the company. For example, a non-compete clause may state that the employee is not allowed to work with a competing company in the same industry for 5 years after they end their employment with their current employer. It is most frequently used in the finance and tech industries, largely due to the highly sensitive nature of the work and the importance of cultivating strong trade connections. Disputes arising from non-compete clauses typically center around the enforceability of these clauses. For example, an ex-employee at company A may have secured a position at a rival company, B, shortly after leaving company A. If the employee had a non-compete clause in his employment contract but wishes to work at company B, he may claim that the clause is unenforceable.While employers are entitled to include such clauses in their employment contracts, these clauses are usually not enforceable in Singapore. Whether such clauses are enforceable will depend on 2 factors:

The non-compete clause has to protect a “legitimate proprietary interest” of the employer; and

The scope of the non-compete clause is reasonable

Where the employee had access to the company’s trade secret or confidential information, the non-compete clause may be enforceable if it is of a reasonable scope. For example, where there is a high chance that the employee could easily divert business away from the company using the confidential information he had acquired during his employment, the non-compete clause may be enforceable.Employees should be aware of the non-compete clause they are entering into and be prepared to commit to it should they agree to it. Employers should be mindful of the enforceability of such clauses and should ensure it is reasonable if they wish to include a non-compete clause.For a more detailed discussion, you may refer to this article on the enforceability of non-compete clauses in Singapore.

Where will this matter be settle in the Event of an Employment Dispute?

TADM and ECT Or Court

The type of assistance or legal recourse that can be sought would depend on the nature of the dispute. Generally, employers and employees can direct their queries and/or seek advice from Tripartite Alliance for Dispute Management (TADM).

Or

Singapore Court

Here are the income terms and conditions in more detail: 

1. Payment Schedules: - Frequency of payments (e.g., monthly, biweekly, weekly) 

- Payment dates and deadlines - Methods of payment (e.g., direct deposit, check, bank transfer) 

2. Amounts and Rates: - Base salary or hourly wage - Overtime rates and calculations - Bonuses and incentives (e.g., commission structures, performance-based bonuses) 

3. Eligibility Criteria: - Qualifications and requirements for benefits or compensation - Eligibility for promotions or raises 

4. Deductions and Withholdings: - Taxes (e.g., income tax, social security tax) - Health insurance premiums - Retirement plan contributions

 5. Tax Implications: - Taxable income and benefits - Tax deductions and credits 

6. Benefits and Allowances: - Health insurance - Retirement plans (e.g., 401(k), pension) - Paid time off (e.g., vacation, sick leave) - Education assistance - Relocation allowances

 7. Bonus and Incentive Structures: - Performance metrics and targets - Bonus calculation methods (e.g., percentage of salary, flat rate) - Incentive plans (e.g., stock options, profit-sharing) 

8. Overtime and Holiday Pay Rules: - Overtime eligibility and calculations - Holiday pay rates and schedules

 9. Leave and Absence Policies: - Paid and unpaid leave (e.g., vacation, sick leave, family leave) - Absence reporting and notification procedures

 10. Termination and Severance Clauses: - Reasons for termination (e.g., performance, misconduct, layoffs) - Severance packages and calculations - Notice periods and termination procedures 

11. Confidentiality and Non-Disclosure Agreements: - Protection of company confidential information - Non-disclosure obligations

 12. Intellectual Property Rights: - Ownership of work product and creations - Patent and copyright assignments

 13. Non-Compete and Non-Solicitation Clauses: - Restrictions on competing businesses or activities - Non-solicitation of employees, customers, or clients

 14. Dispute Resolution Processes: - Mediation and arbitration procedures - Legal jurisdiction and governing law

 15. Governing Law and Jurisdiction: - Laws and regulations governing the agreement - Legal jurisdiction and venue for disputes These terms and conditions are essential to understanding the details of income and benefits, and they can vary widely depending on the organization, location, and industry.

Other information to consider

Industrial relations or employment relations is the multidisciplinary academic field that studies the employment relationship; that is, the complex interrelations between employers and employees, labor/trade unions, employer organizations, and the state. 

Strong employee relations can improve morale, reduce turnover, and enhance the overall quality of the work environment. It also helps to minimize workplace Employee relations. Improving employee relations is another critical responsibility for HR. They address items that impact employee performance ...

Employee and labour relations. This function serves as a way to mediate fair solutions to employee disputes to maintain as collaborative a workforce as possible for a peace and harmony

Ensuring compliance with labor laws and regulations, including health and safety rules. Managing employee compensation and benefits programs, including ...Labor law compliance ... Along with health and safety regulations, the human resources department also ensures the company complies with relevant labor laws.Amending the employee handbook to ensure compliance with all federal and state labor laws; Purpose solutions on recommendations to changes in company policy ...Explaining legal jargon: they can help employees by deciphering complex legal documents and directing them to employment law offices.

Employees for the Right Jobs. Placing the right employee in the right job is essential to optimize productivity within a business employee for the right jobs I believe that the employee can do wonders for the company.

Organization development is the study and implementation of practices, systems, and techniques that affect organizational change. The goal of which is to modify a group's/organization's performance and/or culture. The organizational changes are typically initiated by the group's stakeholders. The core goal of organizational development is to make an organization more effective and therefore increase its competitiveness ...

A long the way there are

Career planning. The fifth function of Human Resources Management is career planning, guidance, and development for employees, together also referred to as

Fostering career development. An engaged employee with a path to advancement is a happy employee to help guide each employee to a long future within the company and can then check in periodically to further guide employee By providing a clear understanding of the company's culture and expectations, onboarding sets the stage for long-term employee engagement and retention.

Information is an abstract concept that refers to something which has the power to inform. At the most fundamental level, it pertains to the interpretation of that which may be sensed, or their abstractions. The better your employee experience is, the more engaged and motivated your employees will be, and this helps them perform at their best, which helps move in the right direction and Ensuring positive relationships and employee engagement can help improve and maintain job satisfaction and productivity throughout the organisation.

that impact employee performance, interactions with other employees, or other issues relating to the overall work experience at a project or team.

3

_________________________

My Portfolio 

and

 Board Summary of Work, income & pending income or paid

Marketing ads and telemarketing

1yrs

Paid

Trading stocks and shares forexs

Paid

Research consultant generating leads

Paid

Freelance

Films video making and contents wrting

 screenwriting story teller

Paid

Writing

Drawing art and craft 

Illustration

Freelance for Online marketing 

Paid

Freelance Computer programing 

Actor and Producer 

Action and acting screen play and live Theater

Since 2001 

Warner brothers pictures 

1)Film adsvertising and film reseach 

2)cinema research candidate

3)Research Review candidate for Batman Dark knight at in cinemas

 in Singapore (2009)

Paid

Manulife Telemarketing and sales

Paid

Travel agency

Telemarketing sales for Packages and Thailand promotions packages 

$2500/Month for 4 month

Paid

Work for Fun 

Leader at

 Kfc Tampaniess

 Paid

Supervisor at

Coffee club 

East coast , Orchard Wisma atria and wheelock

$2800/Month for 10 months

Paid

Carrie singapore

Techniqun and assembling fixing of aircons

$2500/Month for 5 months

Paid

England Wales

Marketing and online sales

Video making

Sgd$5000/Month For 12 months 

Paid

Online Marketing and video making in

 Other European Contries for 2 years

Sgd$4000/Month For 24 months 

Paid

Entrepreneurship qualifications in a Globle Entrepreneur program 

With high pontential selected candidate for business

Sgd$4500/Month For 12 months

Paid

Freelance Computer programing 

Sgd$4500/Month For 12 months

Paid

Business self employed company 2019 till present.

External Employments 

Online marketing 

Sgd$2800/Month For 12 months

PAID well 

Monitoring monthly

Since June 2023

R ZECH TRADING  Pte Ltd

Sim lim Square #05-69

Fraud Since June 2023

Work done Not Being Paid as agreed From 

Whatsapp numbers

+65 81240284

 +65 84216486

+65 90817392

and on this web page (Monitoring monthly)

Period 17 April 2023 to 22 February 2024

Agreements

$2970 per month

 

Managements

Sgd $ 620/month

Sales and Commission $ 1000

Repair $720 addon duties

Shop managements $630

$30260 Total Income for 10 Months 1 week

$2880 paid During 10 MONTHS 1 WEEK

$28040 income Remaining due Yet to be paid

17 APRIL 2023 to 15 May 2023 (1/2 month)

Managements 

Work Sgd $620 paid 

Sales and Commissions Sgd $1000 paid 

Shop managements Sgd $630  paid

Sgd $850 Pending incomes ,  paid

Sgd $1350 paid

Sgd $2200 Total  paid

16 May 2023 to 31 May 2023 (1 month)

Managements 

Work Sgd $250 paid 

Sales and Commissions Sgd $425 Not paid

Shop managements Sgd $425 paid

Sgd $450 Pending incomes, Not paid

$ 450 pending income

Sgd $ 650 paid

$1100 Total 

June 2023 (1 month) Managements 

Work Sgd $620 not paid 

Sales and Commissions Sgd $1000 Not paid

Shop managements Sgd $725 Not paid

Repair Fixing and Arrangements of parts for desktop 

Laptop Phone Tablet ,Accessories and delivery Not Paid Sgd $625

Sgd $2970 Pending income Not paid

Sgd $ 2970 Total 

July 2023 (1 month) Managements 

Work Sgd $620 not paid

Sales and Commissions Sgd $1000 Not paid

Shop managements Sgd $725 Not paid

Repair Fixing and Arrangements of desktop laptop Phone

 tablet Accessories parts and delivery Not Paid Sgd $625

Pending incomes Sgd $ 2970 Not Paid

$2970 Total Not paid

August 2023 (1 month) Managements

Work Sgd $620 Not paid 

Sales and Commissions Sgd $1000 Not paid

Shop managements Sgd $725 Not paid

Repair Fixing and Arrangements of desktop laptop Phone

tablet accessories parts and delivery Not Paid Sgd $625

Pending incomes Sgd $ 2970 Not Paid

$2970 Total Not paid

September 2023 (1 month) Managements

Work Sgd $620 Not paid 

Sales and Commissions Sgd $1000 Not paid

Shop managements Sgd $725 Not paid

Repair Fixing and Arrangements of desktop laptop Phone

tablet accessories and delivery Not Paid Sgd $625

Pending incomes Sgd $ 2970 Not Paid

$2970 Total Not paid

Octorber 2023 (1 month) Managements

Work Sgd $620 Not paid

Sales and Commissions Sgd $1000 Not paid

Shop managements Sgd $720 Not paid

Repair Fixing and Arrangements parts for desktop laptop

Phone tablet accessories and delivery Not Paid Sgd $625

Pending incomes Sgd $ 2970 Not Paid

Sgd $2970 Total Not paid

November 2023 (1 month) Managements

Work Sgd $620 Not paid

Sales and Commissions Sgd $1000 Not paid

Shop managements Sgd $725 Not paid

Repair Fixing and Arrangements of desktop laptop Phone

tablet accessories parts and delivery Not Paid Sgd $625

Pending incomes Sgd $ 2970 Not Paid

$2970 Total Not paid

December 2023 (1 month) Managements

Work Sgd $620 Not paid

Sales and Commissions Sgd $1000 Not paid

Shop managements Sgd $725 Not paid

Repair Fixing and Arrangements of desktop laptop Phone

tablet accessories parts and delivery Not Paid Sgd $625

Pending incomes Sgd $ 2970 Not Paid

$2970 Total Not paid

January 2024 (1 month) Managements

Work Sgd $620 Not paid

Sales and Commissions Sgd $1000 Not paid

Shop managements Sgd $725 Not paid

Repair Fixing and Arrangements of desktop

laptop Phone tablet accessories parts Not Paid Sgd $625

Pending incomes Sgd $ 2970 Not Paid

$2970 Total Not paid

February 2024 (3 weeks ) Managements

Work Sgd $375 Not paid

Sales and Commissions Sgd $585 Not paid

Shop managements Sgd $585 Not paid

Repair Fixing and Arrangements of desktop

laptop Phone tablet accessories parts Not Paid Sgd $500

Pending incomes Sgd $ 1970 Not Paid

$1970 Total Not paid

Unagreed partial payments was provided of total Sgd$ 2850 for the 10 months 1 weeks Remaining amount in negotiation

Note

Income pending, not paid of Sgd $28040 Remaining.

Negotiation and messaging for resolution mutually since 11 February 2024 to 10 May 2024 and the Respond is negalection or no reply from Whatapp and other channels from the person and R ZECH TRADING Pte Ltd

and so Is official That this is a income fraud.Further Action will be Taken.

The duties and resposibilities was as management position.

The duties involves 

Brand New or Used Gadgets ,desktop laptops, phones, tablets, and accessories that are 

1)Preparing and setingup this products

2)Buying & Selling or trade in from walk in customers

 

3) Preorders online Orders or self collection or delivery

Focusing on Authentic Products. Producing Fast Deliverys for this products sale whether is

Single or for Bundles to for Home,office, Business setup, project setup video and vfx work or software gaming or other matters.

Later there was heavy work carrying of products, including repair and

 fixing after Diagnostic including Replacements parts

Diagnosing Issues, Understand common computer problems and diagnose hardware and software issues.

Repair and Maintenance,Supervise repairs, upgrades, and maintenance of computers, laptops, and peripherals.

 Software Troubleshooting ,Assist with software installations, updates, and troubleshooting.

 I did alot of computer solutions, dedicated to delivering exceptional value, quality, and customer satisfaction. There was 16hours online support daily,100% secure payments 

Providing 1 to 3month warranty for used products or 6month to 1 year warranty could be more from on the manufacturer side 100% satifaction with secure ordering and premium quality. I fixed and install the PS4 program For customers who ps4 was not spoiled and could later work.Be productive and increasing sales and customers.

I conduct thorough evaluations thereby assisting the shop in making informed decisions. In this context, i am a good performers with placement facilitates smooth business operations across important parts of making profits doing well in the logistics and operation managements.

Store Operations

   Organizing Merchandise, When new shipments arrive, the i will oversees the unpacking and organization of materials. This includes moving boxes to the correct aisles and arranging things on shelves.

 

Maintaining the shop making a proper condition of the working areas 

Equipment Maintenance Coordinate with IT support to maintain repair tools and equipment.

 Customer Service,Handling customer inquiries, addressing complaints, and providing excellent service. Shopkeepers play a crucial role in maintaining positive customer relationships.

Administrative Tasks

Inventory Logging, Maintaining accurate inventory records using either a virtual system or paper and pen.Handling Transactions Processing customer transactions accurately and efficiently using the point-of-sale system.

Maintenance services of Tune-ups, making good condition of the gadget, and optimization including Computer Repair of Virus removal, hardware upgrades, and troubleshooting if soildering is required we will finish the job well.

Custom Builds and Design and build your computer properly or Upgrades: RAM, graphics cards, storage, and more 

Cybersecurity services selling security software such as mccafe and eset Protecting other businesses and individuals from cyber threats through services like penetration testing, incident response, and security audits.

Data recovery and backup Helping clients recover lost data and setting up backup systems to prevent data loss.

Sales Strategies

Sales Goals ,Develop and implement sales strategies to increase store sales and profitability. This involves setting sales targets, monitoring progress, and adjusting strategies as needed.Product Knowledge , Maintain a high level of product knowledge to assist customers effectively. Understand the features, specifications, and benefits of various computer hardware and software products.

 Recycling and refurbishment ,Refurbishing and recycling old computers and electronics

I made daily sales on my own with Safe and secure Payments online or cash or paynow

Achieve High in revenue in the first 3 month and beyond ,Expand product offerings to include emerging technologies

Build a loyal customer base of customers Continuously improve customer satisfaction

Financial Management

Pricing and Billing, Set repair prices, create invoices, and manage financial transactions.

Profitability Monitor revenue, expenses, and profitability. Optimize costs without compromising quality.

 Safety and Compliance

   Safety StandardsEnsure compliance with safety regulations in the repair shop.

   Data Privacy Safeguard customer data during repairs and maintain confidentiality.

_______________________________

 Employments contract 

 This Employments contract the agreements dated this day of 17 April 2023 Between Employer and the Employee 

 The Employer

 R ZECH TRADING Pte Ltd

Sim lim Square #05-69

 The Employee 

Ajit Singh

 id: S8603801c 

 Background: 

A. The Employer is of the opinion that the employee has the necessary qualification Experience and abilities Skill snd expertis

to work ,practise and benefit the Employer in its Business before work start and during the first Month from was agreed upon good result of performance

Futher incrument and bonus should be given after 3 month of work.

B The Employer desire to Employ the Employee and the Employee has agreed to accept and entered such employments upon the terms and condition set out in this agreements. If in the event where the Employer does not provide an employment contract but is providing duties of an Employee, this terms and condition will be used as fact and evidence for a protection for the employee of this web company or its entity. If the event where additional duties is provided which is not in agreements or accept from the early stage of task or position there should and will be additional incomes or hourly incomes paid to employee. 

If in the event where there was a breach of agreement or disagreement from the employer, this contract will be used for rights and the union of fairness and justise for the work done and to paid completely Or Fully to this Web Employee.

If in the event where the monthly income of the employee is not provided complete there has to be mutual discussion from both parties toward how and when the remaining amounts due to be provided

If in the event where there are misleading action from the employer not complying with proffessional and proper working environments the employee reverse the right to report a complaint to the nessesary authorities and MOM TADM for resolution of complete claims or depending on the issue to be handled in the rights to the employee with facts

If in the event where the employer does not pay the Salary after 3 to 14 months but is paying partitually, the employee reserve the right to demand and collect whats due before the 14th month in full amounts.

If in the event where negotiation are delayed or not agreed by the employer 

Additional action and steps will be taken againts the employer or company.The employee has the rights to claim the bonus and other sales commission or other ways stated here in here the External Employments.

If in the event where the employer do not perform the nessesary duties stated in the page we reserve full rights to our statements and Claims in full amounts.

If in the event where no concreed statements or evidence is provided but 

Unrealistic claims and statement is done by employer we will reserve the right to still claim the amounts disproving fasle claim because both parties already the path of work and are aware of the agreements here or whatsapp or email. 

If in the event where after 6 month of work 

there are consistant and improving results

will indicate that all statements and fact stated here are as of success by AJIT SINGH due to our proffessional work and high quality work stated in this webs is true and is a success.

If in the event where a wrongly dismissal

The employee reserved the right to claim for wrongful dismissal after reporting to the nessesary local authorities and MOM AND TADM OR COURT.

If in the event where incomes are not provided leaving after 2 month from work

This wull indicate as false abd fraudlent action by the emplyoer and more seriuos action has to be taken as crime or serious law has being broken.

After this period we reserve the full claims as we have already taken appropriate actions and procedues proffessionally and correctly complying to law.

If in the event where further action are nessesary, we will proceed with facts relevent to our statements for proofs and documents we have protecting our rights.  

Inconsideration Of the matter described above and of the mutual benefits and obligation set forth in this agreements the receipt and sufficiencof which consideration is hereby acknowledged the parties to this agreements agree as follow

If in the event where there was fraud scam or crime of unlawful event occurred in the working area or from the Employer this contract will used also as a shield for wellbeing, health, incomes and Protection as an Employee from this web.

Particulars of employments and agreement in action/proceed

1. As Required by the employment-practices/employment-act 

The Employee's key employments term will be provided to the Employee in writtan form soft or hard copy, within 14 day of the Employee starting Employment with the Employer and are attached to this agreements whether is online soft copy or hard copy from this web.Bonus and CPf are to be included

COMMENCEMENT DATE AND TERM 

2. The Employee will Commence permenent Full time Employment with the Employer on the 17th day of Feb , 2024

(The commencements Date)

Job TITLE AND DESCRIPTION summary (mentioned above)

3. The initial Job title of the Employee will the the following :MANAGEMENT

4.The Employee agree to be Employed on the terms and condition set out in this Agreements. The Employmee agrees to be Subject to the general supervision of and act pursuant to the task advice and direction of the Employer.

5. The Employee will perform any and all duties as as requested by the employer that are reasonable and that are cusmarity performed by person holding a similar position in the industry or business of the employer

6.The Employer may make changes to the job title or duties of the Employee where the changes would be considered reasonble for a similar position inthe industry or business of the Employments.

The Employee's Job title or duties may be changed by agreements and with the approval of both the Employee and Employer or after a notice period required under the Law 

If there is additional duties, task,work or working hrs (overtime) added there will be additional income with the 1.5 time of the rate per hour.

7.The Employee agrees to abide by the Employer rules and regulation policies and practises including those concerning work schedual annual leave and sick leave as they may from time to time be adopted and modified

8. The Employee warrants that the Employee is legally allowed to work in Singapore.

Employee Remuneration 

9.Remuneration paid to the Employee for the services rendered by the Employee as required by this agreements (the remuneration ) will included a wage at the rate of S$16 per Hour for 8 hours and overtime of $24 per hours after 8 hours of work per day)

10. This Remuneration will should be payable paid once per month or if in an event there is a desaster or accident of the Employer the payable income can and must be paid completely and Fully for the total period worked by the employee within 2 months to 1 Year partially or in total and while this agreements is in forced by us so The Employer is not allowed to deduct or change the Employee Remuneration or from any other remunation in whatever form any applicable deduction and remittance by this web term and condition protection and international human rights. We know the Employment Act in Singapore. We know the rights and accurate rate of pay and incomes of the amount and kind of work done. We reserve the rights to receive the amount In Full to our Paynow Number 84216486 (Payments methods).

This is a notification or proof of work done mention above avalialible for anyone to know and view in detail.

4

_______________________________________

We Are aware of the International Law And Local laws 

Singapore Laws and Employment Act link here 

https://www.mom.gov.sg/employment-practices/employment-act

A Singapore Government Agency Website

How to identify

Employment Act 1968

Status:

Current version

as at 11 May 2024

18A Transfer of employment

EMPLOYMENT ACT 19682020 REVISED EDITIONThis revised edition incorporates all amendments up to and including 1 December 2021 and comes into operation on 31 December 2021An Act relating to employment.[15 August 1968]

PART 1

PRELIMINARYShort title1. This Act is the Employment Act 1968.

Interpretation2.—(1) In this Act, unless the context otherwise requires —“approved medical institution” means a hospital, clinic, healthcare establishment or other medical institution which the Minister, by notification in the Gazette, declares as an approved medical institution;“authorised officer” means any public officer appointed as an authorised officer under section 3(2);“basic rate of pay” means the total amount of money (including wage adjustments and increments) to which an employee is entitled under his or her contract of service either for working for a period of time, that is, for one hour, one day, one week, one month or for such other period as may be stated or implied in his or her contract of service, or for each completed piece or task of work but does not include —(a)additional payments by way of overtime payments;(b)additional payments by way of bonus payments or annual wage supplements;(c)any sum paid to the employee to reimburse him or her for special expenses incurred by him or her in the course of his or her employment;(d)productivity incentive payments; and(e)any allowance however described;“civil contravention” means a contravention that is declared to be a civil contravention under section 126A;“collective agreement” means an agreement as defined under the Industrial Relations Act 1960;“confinement” means the delivery of a child (including a stillborn child);“constructional contractor” means any person, firm, corporation or company who or which is established for the purpose of undertaking, either exclusively or in addition to or in conjunction with any other business, any type of constructional work, and who or which is carrying out the constructional work for or on behalf of some other person under a contract entered into by that person, firm, corporation or company with such other person, and includes heirs, executors, administrators, assigns and successors of that person, firm, corporation or company;“constructional work” means any building and civil engineering work and includes repair, maintenance, alteration and demolition work;“contract of service” means any agreement, whether written or oral, express or implied, whereby one person agrees to employ another as an employee and that other agrees to serve his or her employer as an employee and includes an apprenticeship contract or agreement;“contractor” means any person who contracts with a principal to supply labour or to carry out the whole or any part of any work undertaken by the principal in the course of or for the purposes of the principal’s trade or business;“day” means a period of 24 hours beginning at midnight;“dependant” means any of the following members of an employee’s family, namely, wife, husband, father, mother, child and any adopted or illegitimate child living with or dependent on the employee;“dismiss” means to terminate the contract of service between an employer and an employee at the employer’s initiative, with or without notice and for cause or otherwise, and includes the resignation of an employee if the employee can show, on a balance of probabilities, that the employee did not resign voluntarily but was forced to do so because of any conduct or omission, or course of conduct or omissions, engaged in by the employer;“domestic worker” means any house, stable or garden servant or motor car driver, employed in or in connection with the domestic services of any private premises;“employee” means a person who has entered into or works under a contract of service with an employer and includes a workman, and any officer or employee of the Government included in a category, class or description of such officers or employees declared by the President to be employees for the purposes of this Act or any provision thereof, but does not include any of the following:(a)any seafarer;(b)any domestic worker;(c)[Deleted by Act 55 of 2018](d)any person belonging to any other class of persons whom the Minister may, by notification in the Gazette, declare not to be employees for the purposes of this Act;“employer” means any person who employs another person under a contract of service and includes —(a)the Government in respect of such categories, classes or descriptions of officers or employees of the Government as are declared by the President to be employees for the purposes of this Act;(b)any statutory authority;(c)the duly authorised agent or manager of the employer; and(d)the person who owns or is carrying on or for the time being responsible for the management of the profession, business, trade or work in which the employee is engaged;“gross rate of pay” means the total amount of money including allowances to which an employee is entitled under his or her contract of service either for working for a period of time, that is, for one hour, one day, one week, one month or for such other period as may be stated or implied in his or her contract of service, or for each completed piece or task of work but does not include —(a)additional payments by way of overtime payments;(b)additional payments by way of bonus payments or annual wage supplements;(c)any sum paid to the employee to reimburse him or her for special expenses incurred by him or her in the course of his or her employment;(d)productivity incentive payments; and(e)travelling, food or housing allowances;“hours of work” means the time during which an employee is at the employer’s disposal and is not free to dispose of his or her own time and movements exclusive of any intervals allowed for rest and meals;“industrial undertaking” means public and private undertakings and any branch thereof, and includes particularly —(a)mines, quarries and other works for the extraction of minerals from the earth;(b)undertakings in which articles are manufactured, assembled, altered, cleaned, repaired, ornamented, finished, adapted for sale, broken up or demolished, or in which materials are transformed, including undertakings engaged in shipbuilding, or in the generation, transformation or transmission of electricity or motive power of any kind;(c)undertakings engaged in constructional work; and(d)undertakings engaged in the transport of passengers or goods by road, rail, sea, inland waterway or air, including the handling of goods at docks, quays, wharves, warehouses or airports;“inspecting officer” means any person appointed as an inspecting officer under section 3(2);“machinery” includes all oil engines, gas engines, steam engines and any other machines in which mechanical movement, either linear or rotated or both, takes place, steam boilers, gas cylinders, air receivers, steam receivers, steam containers, cast iron underfired vulcanizers, refrigerating plants, pressure receivers, all appliances for the transmission of power by ropes, belts, chains, driving straps or bands or gearing, electrical generators and electrical motors;“mediation request” has the meaning given by section 2(1) of the Employment Claims Act 2016;“medical officer” means —(a)a medical practitioner employed by the Government or an approved medical institution; or(b)any other medical practitioner whom the Minister declares, by notification in the Gazette, to be a medical officer for the purposes of this Act;“medical practitioner” means a medical practitioner registered under the Medical Registration Act 1997, and includes a dentist registered under the Dental Registration Act 1999;“no-pay leave”, for an employee, means leave of absence without pay granted by the employer at the request of the employee;“overtime” means the number of hours worked in any one day or in any one week in excess of the limits specified in Part 4;“place of employment” means any place provided by the employer where work is carried on, for or on behalf of an employer, by an employee;“principal” means any person who, in the course of or for the purposes of the person’s trade or business, contracts with a contractor for the supply of labour or for the execution by the contractor of the whole or any part of any work undertaken by the principal;“productivity incentive payment” means a variable payment, whether made annually or otherwise, to an employee as a reward for —(a)an improvement to the employee’s performance; or(b)an increase in the employee’s productivity or contribution to the employer’s business, trade or undertaking,but does not include any payment which forms part of the employee’s regular remuneration;“quarters” means any building provided or intended to be provided for a workman to live in either temporarily or permanently, and includes any room or building used or intended to be used whether communally or privately for the purposes of cooking, eating, washing or bathing and any latrines and urinals;“salary” means all remuneration including allowances payable to an employee in respect of work done under his or her contract of service, but does not include —(a)the value of any house accommodation, supply of electricity, water, medical attendance, or other amenity, or of any service excluded by general or special order of the Minister published in the Gazette;(b)any contribution paid by the employer on his or her own account to any pension fund or provident fund;(c)any travelling allowance or the value of any travelling concession;(d)any sum paid to the employee to reimburse him or her for special expenses incurred by him or her in the course of his or her employment;(e)any gratuity payable on discharge or retirement; and(f)any retrenchment benefit payable on retrenchment;“seafarer” means any person, including the master, who is employed or engaged or works in any capacity on board a ship, but does not include —(a)a pilot;(b)a port worker;(c)a person temporarily employed on the ship during the period it is in port; and(d)a person who is employed or engaged or works in any capacity on board a harbour craft or pleasure craft licensed under regulations made under section 41 of the Maritime and Port Authority of Singapore Act 1996, when the harbour craft or pleasure craft is used within a port declared by the Minister under section 3 of that Act;“stillborn child” has the meaning given by section 2(1) of the Registration of Births and Deaths Act 2021;[Act 19 of 2021 wef 29/05/2022]

“subcontractor” means any person who contracts with a contractor for the supply of labour or for the execution by the subcontractor of the whole or any part of any work undertaken by the contractor for the contractor’s principal, and includes any person who contracts with a subcontractor to supply labour or to carry out the whole or any part of any work undertaken by the subcontractor for a contractor;“subcontractor for labour” means any person who contracts with a contractor or subcontractor to supply the labour required for the execution of the whole or any part of any work a contractor or subcontractor has contracted to carry out for a principal or contractor, as the case may be;“Tribunal” means an Employment Claims Tribunal constituted under section 4 of the State Courts Act 1970;“wages” means salary;“week” means a continuous period of 7 days;“workman” means —(a)any person, skilled or unskilled, who has entered into a contract of service with an employer pursuant to which he or she is engaged in manual labour, including any artisan or apprentice, but excluding any seafarer or domestic worker;(b)any person, other than clerical staff, employed in the operation or maintenance of mechanically‑propelled vehicles used for the transport of passengers for hire or for commercial purposes;(c)any person employed partly for manual labour and partly for the purpose of supervising in person any workman in and throughout the performance of his or her work:Provided that when any person is employed by any one employer partly as a workman and partly in some other capacity or capacities, that person is deemed to be a workman unless it can be established that the time during which that workman has been required to work as a workman in any one salary period as defined in Part 3 has on no occasion amounted to or exceeded one‑half of the total time during which that person has been required to work in such salary period;(d)any person specified in the First Schedule; or(e)any person whom the Minister may, by notification in the Gazette, declare to be a workman for the purposes of this Act.[6/2014; 27/2015; 21/2016; 55/2018; 19/2021]

(2) [Deleted by Act 55 of 2018]

Appointment of officers3.—(1) The Minister may appoint an officer as the Commissioner for Labour (called in this Act the Commissioner) and also one or more officers as Deputy Commissioner for Labour, Principal Assistant Commissioner for Labour or Assistant Commissioner for Labour, who, subject to such limitations as may be prescribed, may perform all duties imposed and exercise all powers conferred on the Commissioner by this Act, and every duty so performed and power so exercised is deemed to have been duly performed and exercised for the purposes of this Act.(2) The Minister may appoint such number of authorised officers, inspecting officers and other officers as the Minister may consider necessary or expedient for the purposes of this Act.[27/2015]

(3) The Commissioner may in writing appoint an individual (who may or may not be a public officer) as an authorised person for the purpose of carrying out any function or duty of the Commissioner under this Act or any other written law relating to employment, employment terms or the relations between employers and employees.[21/2016]

(4) The Commissioner must, in writing, issue to each authorised person an authorisation specifying —(a)the functions and duties of the Commissioner that the authorised person is authorised to carry out;(b)the powers of the Commissioner that the authorised person is authorised to exercise;(c)the conditions of the authorisation; and(d)the limitations to which the authorisation is subject.[21/2016]

Rules and orders4. The Minister may make rules and orders for the conduct of the duties of officers under this Act.

Minister may restrict application5. The Minister may, by notification in the Gazette, declare that this Act or any Part or provisions thereof does not apply to any premises or class of premises specified in the notification.

Existing law not affected6. Nothing in this Act operates to relieve any employer of any duty or liability imposed upon the employer by any other written law for the time being in force or to limit any powers given to any public officer by any other written law.

7. [Repealed by Act 32 of 2008]

PART 2

CONTRACTS OF SERVICEIllegal terms of contract of service8. Every term of a contract of service which provides a condition of service which is less favourable to an employee than any of the conditions of service prescribed by this Act is illegal and void to the extent that it is so less favourable.

Termination of contract9.—(1) A contract of service for a specified piece of work or for a specified period of time, unless otherwise terminated in accordance with the provisions of this Part, terminates when the work specified in the contract is completed or the period of time for which the contract was made has expired.(2) A contract of service for an unspecified period of time is deemed to run until terminated by either party in accordance with the provisions of this Part.

Notice of termination of contract10.—(1) Either party to a contract of service may at any time give to the other party notice of the firstmentioned party’s intention to terminate the contract of service.(2) The length of the notice must be the same for both employer and employee and is to be determined by any provision made for the notice in the terms of the contract of service, or, in the absence of such provision, must be in accordance with subsection (3).(3) The notice to terminate the service of a person who is employed under a contract of service must be at least —(a)one day’s notice if the person has been so employed for less than 26 weeks;(b)one week’s notice if the person has been so employed for 26 weeks or more but less than 2 years;(c)2 weeks’ notice if the person has been so employed for 2 years or more but less than 5 years; and(d)4 weeks’ notice if the person has been so employed for 5 years or more.(4) This section does not prevent either party from waiving that party’s right to notice on any occasion.(5) The notice must be written and may be given at any time, and the day on which the notice is given is included in the period of the notice.

Termination of contract without notice11.—(1) Either party to a contract of service may terminate the contract of service without notice or, if notice has already been given in accordance with section 10, without waiting for the expiry of that notice, by paying to the other party a sum equal to the amount of salary at the gross rate of pay which would have accrued to the employee during the period of the notice and in the case of a monthly‑rated employee where the period of the notice is less than a month, the amount payable for any one day is the gross rate of pay for one day’s work.(2) Either party to a contract of service may terminate the contract of service without notice in the event of any wilful breach by the other party of a condition of the contract of service.

Contractual age12.—(1) Despite any other written law, a person below 18 years of age is, subject to the provisions of this Act, competent to enter into a contract of service.(2) No contract of service as an employee is enforceable against a person below 18 years of age and no damages or indemnity are recoverable from that person in respect of the contract of service unless it is for his or her benefit.

When contract deemed to be broken by employer and employee13.—(1) An employer is deemed to have broken the employer’s contract of service with the employee if the employer fails to pay salary in accordance with Part 3.(2) An employee is deemed to have broken the employee’s contract of service with the employer if the employee is absent from work for more than 2 days continuously without prior leave from the employer and —(a)the employee has no reasonable excuse for the absence; or(b)the employee does not inform and does not attempt to inform the employer of the excuse for the absence.[27/2015]

Dismissal14.—(1) An employer may after due inquiry dismiss without notice an employee employed by the employer on the grounds of misconduct inconsistent with the fulfilment of the express or implied conditions of the employee’s service, except that instead of dismissing an employee an employer may —(a)instantly down-grade the employee; or(b)instantly suspend the employee from work without payment of salary for a period not exceeding one week.[26/2013]

(2) Despite subsection (1), but subject to section 3 of the Employment Claims Act 2016, where a relevant employee considers that he or she has been dismissed without just cause or excuse by his or her employer, the employee may lodge a claim, under section 13 of that Act, for either of the following remedies:(a)reinstatement in the employee’s former employment;(b)compensation.[55/2018]

(2A) For the purposes of subsection (2), a relevant employee means —(a)an employee employed in a managerial or an executive position —(i)who is dismissed with notice; or(ii)who is dismissed without notice but receives payment of any salary in lieu of notice,after having served that employer for at least 6 months in any position (whether or not a managerial or an executive position);(b)an employee employed in a managerial or an executive position who is dismissed without notice and without salary in lieu of such notice; or(c)an employee not employed in a managerial or an executive position.[26/2013; 55/2018]

(3) If a Tribunal hearing the claim is satisfied that the employee has been dismissed without just cause or excuse, the Tribunal may, despite any rule of law or agreement to the contrary —(a)in a claim for reinstatement of the employee in his or her former employment, direct the employer —(i)to reinstate the employee in the employee’s former employment; and(ii)to pay the employee an amount equivalent to the wages that the employee would have earned, if the employee had not been dismissed; or(b)in a claim for compensation, direct the employer to pay, as compensation to the employee, an amount of wages determined by the Tribunal.[55/2018]

(4) [Deleted by Act 55 of 2018](5) [Deleted by Act 55 of 2018](6) [Deleted by Act 55 of 2018](7) [Deleted by Act 55 of 2018](7A) [Deleted by Act 55 of 2018](8) For the purposes of an inquiry under subsection (1), the employer —(a)may suspend the employee from work for —(i)a period not exceeding one week; or(ii)such longer period as the Commissioner may determine on an application by the employer; but(b)must pay the employee at least half the employee’s salary during the period the employee is suspended from work.[55/2018]

(9) If the inquiry does not disclose any misconduct on the employee’s part, the employer must immediately restore to the employee the full amount of the salary so withheld.

Termination by employee threatened by danger15. An employee may terminate his or her contract of service with his or her employer without notice where the employee or the employee’s dependant is immediately threatened by danger to the person by violence or disease that the employee did not by his or her contract of service undertake to run.

Liability on breach of contract16. Subject to anything in the contract of service to the contrary, the party who breaks the contract of service is liable to pay to the other party a sum equal to the amount the firstmentioned party would have been liable to pay under section 11 had the firstmentioned party terminated the contract of service without notice or with insufficient notice.

Contract of service not to restrict rights of employees to join, participate in or organise trade unions17. Subject to any other written law for the time being in force, nothing in any contract of service restricts, in any way, the right of any employee who is a party to such contract —(a)to join a registered trade union;(b)to participate in the activities of a registered trade union, whether as an officer of the trade union or otherwise; or(c)to associate with any other persons for the purpose of organising a trade union in accordance with the provisions of the Trade Unions Act 1940.

Change of employer18.—(1) If by or under any written law a contract of employment between any body corporate and an employee is modified and some other body corporate is substituted as the employer, the employee’s period of employment at the time when the modification takes effect counts as a period of employment with that other body corporate, and the change of employer does not break the continuity of the period of employment.(2) If on an employer’s death the employee is taken into the employment of the personal representatives or trustees of the deceased, the employee’s period of employment at the time of the death counts as a period of employment with the employer’s personal representatives or trustees, and the death of the employer does not break the continuity of the period of employment.(3) If there is a change in the partners, personal representatives or trustees who employ any person, the employee’s period of employment at the time of the change counts as a period of employment with the partners, personal representatives or trustees after the change, and the change does not break the continuity of the period of employment.

Transfer of employment18A.—(1) If an undertaking (whether or not it is an undertaking established by or under any written law) or part thereof is transferred from one person to another —(a)such transfer does not operate to terminate the contract of service of any person employed by the transferor in the undertaking or part transferred but such contract of service has effect after the transfer as if originally made between the person so employed and the transferee; and(b)the period of employment of an employee in the undertaking or part transferred at the time of transfer counts as a period of employment with the transferee, and the transfer does not break the continuity of the period of employment.(2) Without affecting subsection (1), on completion of a transfer referred to in that subsection —(a)all the transferor’s rights, powers, duties and liabilities under or in connection with any such contract of service are transferred by virtue of this section to the transferee;(b)any act or omission done before the transfer by the transferor in respect of that contract of service is deemed to have been done by the transferee; and(c)any act or omission done before the transfer by an employee employed in the undertaking or part transferred in relation to the transferor is deemed to have been done in relation to the transferee.(3) On the completion of a transfer mentioned in subsection (1), it is declared for the avoidance of doubt that the terms and conditions of service of an employee whose contract of service is preserved under that subsection are the same as those enjoyed by the employee immediately prior to the transfer.(4) Subsections (1) and (2) do not transfer or otherwise affect the liability of any person to be prosecuted for, convicted of and sentenced for any offence.(5) As soon as it is reasonable and before a transfer under subsection (1) takes place, to enable consultations to take place between the transferor and the affected employees and between the transferor and a trade union of affected employees (if any), the transferor must notify the affected employees and the trade union of affected employees (if any) of —(a)the fact that the transfer is to take place, the approximate date on which it is to take place and the reasons for it;(b)the implications of the transfer and the measures that the transferor envisages taking, in connection with the transfer, in relation to the affected employees or, if the transferor envisages that no measures will be so taken, that fact; and(c)the measures that the transferee envisages the transferee will, in connection with the transfer, take in relation to such of those employees as, by virtue of subsection (1), become employees of the transferee after the transfer or, if the transferee envisages that no measures will be so taken, that fact.(6) As soon as it is reasonable, the transferee must give the transferor such information so as to enable the transferor to perform the duty imposed on the transferor by virtue of subsection (5)(c).(7) Where the Commissioner considers that there has been an inordinate delay —(a)by the transferor in notifying the affected employees or a trade union of affected employees of the matters set out in subsection (5); or(b)by the transferee in notifying the transferor of the information set out in subsection (6),the Commissioner may, by written notice, direct the transferor to comply with subsection (5) or the transferee to comply with subsection (6) (as the case may be) within such time as may be specified in the notice.(8) Where, immediately before a transfer referred to in subsection (1), a trade union is recognised by the transferor for the purposes of the Industrial Relations Act 1960 in respect of any employee who in consequence of the transfer becomes the employee of the transferee, the trade union, after the transfer —(a)is deemed to be recognised by the transferee for the purposes of the Industrial Relations Act 1960 if, after the transfer, the majority of employees employed by the transferee are members of the trade union; or(b)in any other case, is deemed to be recognised by the transferee only for the purpose of representing the employee on any dispute arising —(i)from any collective agreement that was entered into between the transferor and the trade union while the collective agreement remains in force; or(ii)from the transfer of the employee’s employment from the transferor to the transferee under this section.(8A) For the purposes of subsection (8)(b), any collective agreement that was entered into between the transferor and the trade union of the affected employees and in force immediately before the transfer continues in force between the transferee and the trade union of the affected employees for a period of 18 months after the date of the transfer or until the date of its expiry as specified in the collective agreement, whichever is the later.[26/2013]

(9) A dispute or disagreement between the transferor and an employee or the transferee and an employee arising from a transfer under subsection (1), whether before or after the transfer, may be referred by a party to the dispute or disagreement to the Commissioner under section 115 and is deemed to be a dispute to which that section applies.(10) Where a dispute or disagreement has been referred to the Commissioner pursuant to subsection (9), the Commissioner has, in addition to the powers conferred under section 115, the powers —(a)to delay or prohibit the transfer of employment of the employee to the dispute from the transferor to the transferee under subsection (1); and(b)to order that the transfer of employment of the employee to the dispute from the transferor to the transferee under subsection (1) be subject to any terms that the Commissioner considers just.(11) The Minister may make regulations that the Minister considers necessary or expedient to give effect to the provisions of this section and, in particular, may make regulations —(a)to provide for the form and manner of consultations between the transferor and the affected employees and between the transferor and a trade union of affected employees under subsection (5);(b)for the type of information that must be communicated by the transferor to the affected employees and to a trade union of affected employees under subsection (5), or by the transferee to the transferor under subsection (6); and(c)to provide for a mechanism for conciliation of disputes arising out of or relating to a transfer mentioned in subsection (1) between any employer and employee.(12) Nothing in this section prevents a transferee of an undertaking referred to in subsection (1) and an employee whose contract of service is preserved under that subsection or a trade union representing such an employee from negotiating for and agreeing to terms of service different from those contained in the contract of service that is preserved under that subsection.(13) In this section —“affected employee” means any employee of the transferor who may be affected by a transfer under subsection (1) or may be affected by the measures taken in connection with such a transfer;“trade union” means a trade union which has been —(a)registered under any written law for the time being in force relating to the registration of trade unions; and(b)accorded recognition by the employer pursuant to section 17(1) of the Industrial Relations Act 1960;“transfer” includes the disposition of a business as a going concern and a transfer effected by sale, amalgamation, merger, reconstruction or operation of law;“undertaking” includes any trade or business.

Offence19. Any employer who enters into a contract of service or collective agreement contrary to the provisions of this Part shall be guilty of an offence.

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Last updated 11 May 2024

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