စင္ကာပူ၊ စက္တင္ဘာ ၂၃
ပညာရွင္အဆင့္ ႏိုင္ငံျခားသား အလုပ္သမားမ်ား ေခၚယူရာတြင္ လုပ္ငန္းရွင္မ်ား လိုက္နာရမည့္ စည္းကမ္းခ်က္ အသစ္မ်ားကို စင္ကာပူ အလုပ္သမားေရးရာ ဝန္ၾကီးဌာနမွ ယေန႔ထုတ္ျပန္ လုိက္သည္ဟု CAN သတင္းဌာနတြင္ ေဖာ္ျပထားသည္။
ထိုစည္းကမ္းခ်က္မ်ားအရ စင္ကာပူ လုပ္ငန္းရွင္မ်ား အေနႏွင့္ ပညာရွင္အဆင့္ ဝန္ထမ္းေခၚယူရာတြင္ ႏိုင္ငံျခားသား အလုပ္သမား မေခၚယူမီ စင္ကာပူ ႏိုင္ငံသားမ်ားအတြက္ မွ်မွ်တတ စဥ္းစားေပးရမည္ ျဖစ္ၿပီး ႏိုင္ငံျခားသား အလုပ္သမားက စင္ကာပူ ႏိုင္ငံသားထက္ မိမိတို႔အလုပ္ႏွင့္ အမွန္တကယ္ ပို၍သင့္ေလ်ာ္သည္ ဆိုမွသာ ႏိုင္ငံျခားသား အလုပ္သမားကို ေခၚယူရမည္ ျဖစ္သည္။
အဆိုပါ စည္းကမ္းခ်က္ အသစ္မ်ားကို ပညာရွင္အဆင့္ ႏိုင္ငံျခားသား ဝန္ထမ္းအတြက္ ေနထိုင္ခြင့္ပါမစ္ (EP) ေလွ်ာက္ထားသည့္ ကုမၸဏီမ်ား လိုက္နာရမည္ ျဖစ္ျပီး ၂၀၁၄ ခုႏွစ္ ၾသဂုတ္လ မွ စတင္ကာ သက္ေရာက္မႈရွိမည္ ျဖစ္သည္။
ယခု စင္ကာပူ အလုပ္သမားေရးရာ ဝန္ႀကီးဌာနမွ အသစ္ျပ႒ာန္းလိုက္ေသာ စည္းကမ္းခ်က္မ်ားအရ စင္ကာပူ လုပ္ငန္းရွင္မ်ားသည္ ႏုိင္ငံျခားသား အလုပ္သမား ေခၚယူမည့္ ရာထူး ေနရာတိုင္းအတြက္ စင္ကာပူ ႏိုင္ငံသားမ်ားကိုလည္း ေလွ်ာက္ထားခြင့္ ေပးရမည္ျဖစ္ျပီး အလုပ္ေခၚ ေၾကာ္ျငာကိုလည္း စင္ကာပူ ႏိုင္ငံသားမ်ားအတြက္ အလုပ္အကိုင္ ရွာေဖြေပးေနေသာ ဌာနတြင္ အနည္းဆံုး ၁၄ ရက္ ေၾကာ္ျငာထားၿပီးမွသာ ပညာရွင္အဆင့္ ႏိုင္ငံျခားသား အလုပ္သမားအတြက္ ေနထိုင္ခြင့္ပါမစ္ (EP) ေလွ်ာက္ထားႏိုင္မည္ ျဖစ္သည္။
ထို႔အျပင္ လုပ္ငန္းရွင္မ်ားသည္ ၎တို႔အေနႏွင့္ စင္ကာပူ ႏိုင္ငံသား အလုပ္သမား ေခၚယူရန္ ႀကိဳးစားၿပီးၿပီ ျဖစ္ေၾကာင္း သက္ေသျပႏိုင္ရန္ စင္ကာပူႏိုင္ငံသား အလုပ္သမားမ်ားႏွင့္ အင္တာဗ်ဴးထားသည့္ မွတ္တမ္းမ်ားကိုလည္း သိမ္းဆည္းထားရမည္ ျဖစ္သည္။
ယခုကဲ့သို႔ ပညာရွင္အဆင့္ ႏိုင္ငံျခားသား အလုပ္သမား ေခၚယူမႈအေပၚ စည္းကမ္းခ်က္ အသစ္မ်ား ျပ႒ာန္းျခင္းႏွင့္ ပတ္သက္ၿပီး စင္ကာပူ အလုပ္သမားေရးရာ ဝန္ႀကီးဌာနက စည္းကမ္းခ်က္ အသစ္မ်ားမွာ စင္ကာပူ ႏိုင္ငံသားမ်ားကိုသာ ဦးစားေပး အလုပ္ခန္႔ထားေစရန္ ရည္ရြယ္ထားျခင္း မဟုတ္ဘဲ လုပ္ငန္းရွင္မ်ားအေနႏွင့္ စင္ကာပူ ႏိုင္ငံသားမ်ား အေပၚတြင္ မွ်မွ်တတ စဥ္းစားေပးေစရန္ ျပ႒ာန္းလိုက္ျခင္း ျဖစ္သည္ဟု ေျပာၾကားခဲ့သည္။
ထို႔ျပင္ လက္ရွိပညာရွင္အဆင့္ ႏိုင္ငံျခားသား အလုပ္သမားမ်ား ခန္႔အပ္ထားေသာ ကုမၸဏီမ်ား အေနႏွင့္လည္း ယခုထုတ္ျပန္လုိက္ေသာ စည္းကမ္းခ်က္ အသစ္မ်ားႏွင့္အညီ ေျပာင္းလဲလုပ္ေဆာင္ သြားရမည္ ျဖစ္ၿပီး ထိုသို႔ေျပာင္းလဲ လုပ္ေဆာင္ရန္ လံုေလာက္ေသာ အခ်ိန္ရရွိမည္ဟု အလုပ္သမားေရးရာ ဝန္ႀကီးဌာနက ေၾကညာခဲ့သည္။
ထို႔ေၾကာင့္ ၂၀၁၄ ခုႏွစ္ ဇန္နဝါရီလ ၁ ရက္မွ မွ ဇူလိုင္လ ၃၀ ရက္ေန႔အတြင္း သက္တမ္း ကုန္ဆံုးမည့္ EP ကတ္ ကိုင္ေဆာင္ထားေသာ ႏိုင္ငံျခားသား အလုပ္သမားမ်ား အေနႏွင့္ ၎တို႔၏ ကတ္မ်ားကို လက္ရွိ စည္းမ်ဥ္း စည္းကမ္းမ်ား အတိုင္း တစ္ႏွစ္ထပ္မံ သက္တမ္းတိုးခြင့္ ရဦးမည္ ျဖစ္သည္။
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The Employment Act: Who it covers
Note:
- From 1 April 2014, persons employed in managerial and executive positions earning a basic monthly salary not exceeding $4,500 will be covered under the Employment Act, except for the provisions in Part IV.
- From 1 April 2014, non-workmen employees earning a basic monthly salary not exceeding $2,500 will be covered under Part IV of the Employment Act.
Amendments to the Employment Act
The Employment Act (EA), enacted in 1968, is Singapore's main labour law that seeks to ensure reasonable employment standards while balancing businesses' need to stay competitive.
The Ministry of Manpower (MOM) has recently made changes to the EA to extend better protection for more workers and improve employment standards, while allowing flexibility for employers where there are practical business concerns. These changes are the outcome of Phase One of the Employment Act Review. Feedback was obtained through several platforms, including an eight-week public consultation exercise from 19 November 2012 to 11 January 2013. The proposals were also carefully evaluated by employers, unions and the Government.
Most of the changes, unless otherwise stated, will take effect on 1 April 2014.
Summary of Key Amendments to the EA
| a. | Better Protection for More Workers |
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| Extend Part IV protection of EA to more non-workmen
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| i. | The salary threshold for non-workmen, such as clerical staff and frontline service staff, to be covered under the working hours-related provisions (Part IV) of the EA will be raised from a basic monthly salary of $2,000 to $2,500, in line with increases in salary levels. This will benefit about 150,000 workers. |
Extend more protection to Professionals, Managers and Executives (PMEs)
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| ii. | In addition to the salary protection currently accorded to them, PMEs earning a basic monthly salary of up to $4,500 will be covered under the general provisions of the EA, including sick leave benefits and protection against unfair dismissal. This will benefit about 300,000 PMEs. |
Improve Employment Standards and Benefits
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| iii. | A 25% sub-cap will be imposed for deductions to employees' salaries for accommodation, amenities and services, to prevent excessive deductions to their salaries. This is within the existing 50% total cap for authorised deductions.
- For example, if an employee earns a monthly salary of $2,000 and receives accommodation, amenities and services provided by his employer, the employer’s deduction for these should not be more than $500 (25% of $2,000). You can refer to the section on allowable salary deduction for more information.
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| iv. | The non-eligibility period for retrenchment benefits will be reduced to two years from three years, in line with shorter employment tenures. This will take effect on 1 April 2015. |
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| v. | Today, in the event of a company restructuring, unions can only represent employees transferred to another company if the pre-existing collective agreement with the original employer remains valid. To provide greater reassurance for affected employees, the validity of the collective agreement will be extended for 18 months after the date of transfer, or until the expiry of the collective agreement, whichever is later. |
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| b. | Flexibility for Employers |
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| i. | Presently, non-workmen earning up to $2,000 and workmen earning up to $4,500 can claim overtime pay. Though the salary threshold of non-workmen will be increased to $2,500, the overtime rate payable for non-workmen will be capped at the salary level of $2,250 to help employers manage costs. For more information about how OT would be calculated, please refer to the  infographic on the EA Amendments. |
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| ii. | PMEs earning up to $4,500 will need to have served with the same employer for at least 12 months to be eligible to seek redress against unfair dismissal, where notice is given. This will provide employers time to assess suitability of the PMEs for their jobs. |
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| iii. | Employers will be allowed the additional option to grant time-off in-lieu for PMEs who are required to work on public holidays, subject to mutual agreement. In the absence of mutual agreement, at least half a day off in-lieu has to be granted. |
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| iv. | Employers will not be obliged to grant paid sick leave and bear medical examination expenses of employees for cosmetic consultations and procedures, such as mole removal or nose jobs. The assessment of whether a treatment is cosmetic or not would be based on the opinion of the medical practitioner performing the examination and providing the medical certificate. |
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| c. | Enhancing Enforcement of and Compliance with Employment Standards |
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| i. | The penalty for failure to pay salary in accordance with the EA will be raised. A first-time offence will be liable to a fine of between $3,000 and $15,000 and/or 6 months' jail. A subsequent offence will be liable to a fine of between $6,000 and $30,000 and/or 12 months' jail. |
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| ii. | The maximum composition fine will be increased from $1,000 to $5,000. |
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| iii. | Employment inspectors will be granted the power to arrest any person whom he reasonably believes is guilty of the failure to pay salary. They will also be allowed to enter any workplace to conduct checks. |
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| iv. | Individuals such as directors or partners of companies will be made more accountable for EA offences committed by the company. Such individuals, who are primarily responsible for the offence and have failed to exercise reasonable supervision or oversight, will be presumed to be negligent and be held liable. He/she will be able to rebut the presumption by proving that he/she has exercised reasonable supervision or oversight to avoid commission of the EA offence. |
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Tripartite Guidelines on Payslips and Employment Records
A set of Tripartite Guidelines has been released to encourage and guide employers to issue itemised payslips for all its employees. We will closely monitor the adoption of the guidelines, before phasing in the requirements over time.
We will also provide the necessary tools to help employers implement these requirements. These include simple payslip booklets and downloadable payslip / employment record templates. These tools will be available on MOM's website by 1 April 2014.
Marriage & Parenthood Related Amendments
Some technical amendments will be made to clarify the application of some of the existing Marriage and Parenthood measures:
| a. | The Child Development Co-Savings Act (CDCA) will be updated such that it accurately reflects the policy that parents’ total child care and extended child care leave is based on their youngest qualifying Singapore Citizen (SC) child under the CDCA. This is to avoid situations where parents who have both an older SC child and a younger non-citizen child double-claim leave under both the EA and the CDCA. |
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| b. | The EA and the CDCA will prescribe new formulae to compute the minimum number of days of maternity, paternity, shared parental or adoption leave an employee is entitled to, if there is mutual agreement between the employer and employee for the leave to be taken flexibly by days instead of by block week. This will provide greater certainty for both employers and employees. |
More Information
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