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Saturday, July 18, 2009
Thursday, July 16, 2009
Four Prosecuted for Kickback Offences in Relation to 22 Workers
16 July 2009
Three employers and an employment agent have been prosecuted for kickback offences. In the first prosecution for kickback offences, three employers were charged for recovering employment-related costs1 from their foreign workers. The employment agent was charged for paying inducements to employers to hire foreign workers through her agency. The four cases involved 22 workers.
2. The prosecutions follow new regulations introduced by the Ministry of Manpower in July 2008. Under the regulations, Work Permit and S Pass conditions prohibit employers from receiving payment as consideration for employing foreign workers, and recovering employment-related costs from foreign workers. Similarly, the Employment Agency Licence Condition also prohibits employment agencies from offering payment (whether monetary or in kind) to employers, in exchange for hiring foreign workers through them.
3. Ong Gim Chua, manager of Meeting Point Pub & Lounge was charged today (16 July) and faces 10 charges for abetting the employer to recover levy and security deposit costs from 10 foreign workers. Ke Koon Seng, director of Seng System Engineering Pte Ltd, was charged for making salary deductions from his foreign worker as a consideration for employment.
4. The third employer and the employment agent were earlier charged on 25 June 2009. Wong Seng Kiong of Guo Tai Mei Trading, faces seven counts of recovering levy from foreign workers. Sun Bao Hua of Starseas Consulting Services Pte Ltd faces four counts of abetting representatives of four bus companies to receive benefits by paying them to hire foreign workers through her agency.
Engaging in such malpractices is an offence
5. Aw Kum Cheong, Divisional Director, Foreign Manpower Management Division, MOM, said, "Kickbacks undermine the integrity of the employment agency industry, and distorts the market for foreign labour. Our foreign worker policies are intended to help companies to meet their legitimate need for foreign workers. Foreign workers should not be brought into Singapore in order to collect fees from them. Such exploitative behaviour will not be tolerated."
6. Under the Employment of Foreign Manpower Act, employers who breach Work Permit conditions can be fined up to $5,000 and/or imprisoned for up to six months. They will also be barred from employing foreign workers in the future. Employment agencies that breach the Employment Agency licence conditions will have their licenses revoked and security deposit of $20,000 forfeited.
7. Anyone with specific information on kickback offences should contact MOM at (65) 6438 5122 or email at mom_fmmd@mom.gov.sg.
Three employers and an employment agent have been prosecuted for kickback offences. In the first prosecution for kickback offences, three employers were charged for recovering employment-related costs1 from their foreign workers. The employment agent was charged for paying inducements to employers to hire foreign workers through her agency. The four cases involved 22 workers.
2. The prosecutions follow new regulations introduced by the Ministry of Manpower in July 2008. Under the regulations, Work Permit and S Pass conditions prohibit employers from receiving payment as consideration for employing foreign workers, and recovering employment-related costs from foreign workers. Similarly, the Employment Agency Licence Condition also prohibits employment agencies from offering payment (whether monetary or in kind) to employers, in exchange for hiring foreign workers through them.
3. Ong Gim Chua, manager of Meeting Point Pub & Lounge was charged today (16 July) and faces 10 charges for abetting the employer to recover levy and security deposit costs from 10 foreign workers. Ke Koon Seng, director of Seng System Engineering Pte Ltd, was charged for making salary deductions from his foreign worker as a consideration for employment.
4. The third employer and the employment agent were earlier charged on 25 June 2009. Wong Seng Kiong of Guo Tai Mei Trading, faces seven counts of recovering levy from foreign workers. Sun Bao Hua of Starseas Consulting Services Pte Ltd faces four counts of abetting representatives of four bus companies to receive benefits by paying them to hire foreign workers through her agency.
Engaging in such malpractices is an offence
5. Aw Kum Cheong, Divisional Director, Foreign Manpower Management Division, MOM, said, "Kickbacks undermine the integrity of the employment agency industry, and distorts the market for foreign labour. Our foreign worker policies are intended to help companies to meet their legitimate need for foreign workers. Foreign workers should not be brought into Singapore in order to collect fees from them. Such exploitative behaviour will not be tolerated."
6. Under the Employment of Foreign Manpower Act, employers who breach Work Permit conditions can be fined up to $5,000 and/or imprisoned for up to six months. They will also be barred from employing foreign workers in the future. Employment agencies that breach the Employment Agency licence conditions will have their licenses revoked and security deposit of $20,000 forfeited.
7. Anyone with specific information on kickback offences should contact MOM at (65) 6438 5122 or email at mom_fmmd@mom.gov.sg.
Friday, July 3, 2009
124,500 Workers Sign Up for SPUR in Just Six Months
03 July 2009
The Ministry of Manpower (MOM) and Singapore Workforce Development Agency (WDA) announced that in just six months since its launch, 124,500 workers have signed up for the Skills Programme for Upgrading and Resilience (SPUR). This includes 83,500 (67%) workers sent by 1,800 companies, many of which are using SPUR to manage their excess manpower. Another 40,600 (33%) individuals have signed up to upgrade their skills, with 36,200 at the Continuing Education and Training (CET) Centres and 4,400 in courses at our polytechnics and Institutes for Technical Education (ITE). More than 19,000 job seekers have also found jobs through SPUR.
2. Two-thirds of SPUR trainees are rank-and-file workers, while about one-third are Professionals, Managers, Executives and Technicians (PMETs). Many are taking up Workforce Skills Qualifications (WSQ) or Employability Skills System (ESS1) courses. Close to 60% of the workers (or 67,000) have already commenced or completed their training. About $210 million has been committed thus far.
SAVING JOBS WITH SPUR
3. Companies have responded positively to SPUR, particularly those from sectors more affected by the downturn.
4. Small- and Medium-Sized Enterprises (SMEs) too are tapping on the programme. Of the 1,800 companies participating in SPUR, almost two-thirds are smaller companies with less than 200 employees.
FINDNG JOBS WITH SPUR
5. During the six-month period from 1 December 2008 to 31 May 2009, more than 19,000 job seekers have found jobs through the effort of WDA, NTUC's Employment and Employability Institute (e2i), the Community Development Councils (CDCs) and CET Centres. This is a significant increase, compared to the 13,000 job seekers placed2 for the whole of 2008.
6. About 60% of the job seekers placed into employment were aged 40 years and above. 75% of the job seekers placed were lower-skilled workers with secondary or less education. Some of the successful job seekers had undergone SPUR training before their re-employment. In a survey conducted by WDA, six in ten of these jobseekers indicated that the training was useful in helping them secure the jobs. Nine in ten agreed that the training helped improve their skills for better job performance.
BUILDING CAPABILITIES WITH SPUR
7. SPUR courses are selected to ensure relevance to industries after the downturn. Active effort is also being made to build capabilities for the future through SPUR. For example, relevant SPUR courses are being promoted and used as part of a larger effort to improve service levels in Singapore. This includes the introduction of "on-site-bite-size" service and retail courses for tenants at shopping malls. New skills standards and courses are developed and included for emerging sectors. Conversion programmes and traineeships are also carefully selected to ensure that we build manpower capabilities in growth sectors and occupations.
RECENT REFINEMENTS
8. As more PMETs have been affected in this downturn compared to past recessions, the absentee payroll cap has been recently raised from $6.00/$6.80 per hour to $10.00 per hour to encourage more employers to send their PMET employees for SPUR training. Targeted programmes have also been introduced under SPUR to assist PMETs. These include skills conversion programmes which have been doubled to more than 40.
9. In May 2009, the Professional Skills Programme Traineeship (PSPT) was launched under SPUR. The scheme has met with significant interest from employers and potential trainees. There are some 1,200 traineeships now available from more than 100 companies across sectors such as electronics, finance and infocomm. The number of PSP Traineeship positions has since been increased from 2,500 to 3,000 over two years.
10. The SPUR-JOBS scheme, also launched in May, further encourages the recruitment and retention of trainees of SPUR and other CET programmes. To date, 50 companies have sent in their applications to recruit 1,200 local workers. Both programmes are expected to benefit many more companies and jobseekers, including PMETs, in the months ahead.
LOOKING AHEAD
11. Launched as part of the national response to the economic downturn, SPUR helps companies to save jobs, workers to find jobs and industries to build capabilities for the future. The investments made in recent years in building up the CET System and the strong partnership among the tripartite partners has been instrumental in the quick and timely implementation of SPUR.
12. By tapping on these assets and making refinements in response to feedback, SPUR has shown significant impact in its first six months. The tripartite partners will continue to focus on making SPUR more effective in helping companies and workers tackle the downturn while enhancing the long- term employability and competitiveness of our workforce.
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1 The ESS comprises 10 essential foundation skills portable across all industries and especially relevant to low-skilled workers. The skills include workplace literacy, workplace numeracy, infocomm skills, communications, workplace safety and health, etc.
2 Figure refers to those placed by the CDCs
The Ministry of Manpower (MOM) and Singapore Workforce Development Agency (WDA) announced that in just six months since its launch, 124,500 workers have signed up for the Skills Programme for Upgrading and Resilience (SPUR). This includes 83,500 (67%) workers sent by 1,800 companies, many of which are using SPUR to manage their excess manpower. Another 40,600 (33%) individuals have signed up to upgrade their skills, with 36,200 at the Continuing Education and Training (CET) Centres and 4,400 in courses at our polytechnics and Institutes for Technical Education (ITE). More than 19,000 job seekers have also found jobs through SPUR.
2. Two-thirds of SPUR trainees are rank-and-file workers, while about one-third are Professionals, Managers, Executives and Technicians (PMETs). Many are taking up Workforce Skills Qualifications (WSQ) or Employability Skills System (ESS1) courses. Close to 60% of the workers (or 67,000) have already commenced or completed their training. About $210 million has been committed thus far.
SAVING JOBS WITH SPUR
3. Companies have responded positively to SPUR, particularly those from sectors more affected by the downturn.
4. Small- and Medium-Sized Enterprises (SMEs) too are tapping on the programme. Of the 1,800 companies participating in SPUR, almost two-thirds are smaller companies with less than 200 employees.
FINDNG JOBS WITH SPUR
5. During the six-month period from 1 December 2008 to 31 May 2009, more than 19,000 job seekers have found jobs through the effort of WDA, NTUC's Employment and Employability Institute (e2i), the Community Development Councils (CDCs) and CET Centres. This is a significant increase, compared to the 13,000 job seekers placed2 for the whole of 2008.
6. About 60% of the job seekers placed into employment were aged 40 years and above. 75% of the job seekers placed were lower-skilled workers with secondary or less education. Some of the successful job seekers had undergone SPUR training before their re-employment. In a survey conducted by WDA, six in ten of these jobseekers indicated that the training was useful in helping them secure the jobs. Nine in ten agreed that the training helped improve their skills for better job performance.
BUILDING CAPABILITIES WITH SPUR
7. SPUR courses are selected to ensure relevance to industries after the downturn. Active effort is also being made to build capabilities for the future through SPUR. For example, relevant SPUR courses are being promoted and used as part of a larger effort to improve service levels in Singapore. This includes the introduction of "on-site-bite-size" service and retail courses for tenants at shopping malls. New skills standards and courses are developed and included for emerging sectors. Conversion programmes and traineeships are also carefully selected to ensure that we build manpower capabilities in growth sectors and occupations.
RECENT REFINEMENTS
8. As more PMETs have been affected in this downturn compared to past recessions, the absentee payroll cap has been recently raised from $6.00/$6.80 per hour to $10.00 per hour to encourage more employers to send their PMET employees for SPUR training. Targeted programmes have also been introduced under SPUR to assist PMETs. These include skills conversion programmes which have been doubled to more than 40.
9. In May 2009, the Professional Skills Programme Traineeship (PSPT) was launched under SPUR. The scheme has met with significant interest from employers and potential trainees. There are some 1,200 traineeships now available from more than 100 companies across sectors such as electronics, finance and infocomm. The number of PSP Traineeship positions has since been increased from 2,500 to 3,000 over two years.
10. The SPUR-JOBS scheme, also launched in May, further encourages the recruitment and retention of trainees of SPUR and other CET programmes. To date, 50 companies have sent in their applications to recruit 1,200 local workers. Both programmes are expected to benefit many more companies and jobseekers, including PMETs, in the months ahead.
LOOKING AHEAD
11. Launched as part of the national response to the economic downturn, SPUR helps companies to save jobs, workers to find jobs and industries to build capabilities for the future. The investments made in recent years in building up the CET System and the strong partnership among the tripartite partners has been instrumental in the quick and timely implementation of SPUR.
12. By tapping on these assets and making refinements in response to feedback, SPUR has shown significant impact in its first six months. The tripartite partners will continue to focus on making SPUR more effective in helping companies and workers tackle the downturn while enhancing the long- term employability and competitiveness of our workforce.
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1 The ESS comprises 10 essential foundation skills portable across all industries and especially relevant to low-skilled workers. The skills include workplace literacy, workplace numeracy, infocomm skills, communications, workplace safety and health, etc.
2 Figure refers to those placed by the CDCs
Wednesday, July 1, 2009
800 seek internships
01 July 2009
PRODDED by desperate times, 800 jobseekers flocked to the South West CDC Internship Fair on Friday, eager to land stints in industries which have been shunned by many Singaporeans.
The Internship Programme is the first of its kind and allows successful applicants to try out jobs in real working environments for three to five days, before deciding to commit to them.
During the internship, employers will provide on-the-go training. Employees will get a chance to wait on customers, pitch sales, or even learn a thing or two about installing air-conditioners. For their efforts, job seekers will receive an allowance of $4 an hour from the South West CDC.
By Rachel Au-Yong
PRODDED by desperate times, 800 jobseekers flocked to the South West CDC Internship Fair on Friday, eager to land stints in industries which have been shunned by many Singaporeans.
The Internship Programme is the first of its kind and allows successful applicants to try out jobs in real working environments for three to five days, before deciding to commit to them.
During the internship, employers will provide on-the-go training. Employees will get a chance to wait on customers, pitch sales, or even learn a thing or two about installing air-conditioners. For their efforts, job seekers will receive an allowance of $4 an hour from the South West CDC.
By Rachel Au-Yong
Tuesday, June 30, 2009
Report On Wages In Singapore, 2008 and Singapore Yearbook of Manpower Statistics, 2009
30 June 2009
1. In December 2008 when Singapore's Gross Domestic Product (GDP) for the quarter contracted over the year by 4.2%, two in five private establishments reported that they foresaw a need to cut wages in 2009, if business conditions worsened. Establishments with a Monthly Variable Component (MVC) in their wage structure were more confident of gaining their employees' acceptance of a wage cut, if it has to be implemented compared with establishments without MVC.
2. These are some of the findings of the `Report on Wages in Singapore, 2008' published by the Ministry of Manpower's Research and Statistics Department. The 320-page Report presents information on wages of over 400 occupations as well as wage changes and bonuses paid in various industries. It also includes information on the extent to which employers have restructured their wage systems. The key findings are summarised in the Annex.
3. Besides the `Report on Wages in Singapore, 2008', the department has also published the ‘Singapore Yearbook of Manpower Statistics, 2009' which provides a wide range of statistics on the labour market situation. These include key data on the labour force, job vacancies, wages, redundancies, labour turnover, hours worked, conditions of employment, labour relations, workplace injuries, higher education and skills training. The information provided in the two publications can help job seekers, employers and employees make better informed decisions on career and human resource matters. It also enables analysts to gain a better understanding of the Singapore labour market.
4. The two annual statistical publications can be downloaded from the Ministry of Manpower's website.
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Annex
Key Findings of Report On Wages In Singapore, 2008
Wage Restructuring
• Only a small minority (1.7%) of private establishments with MVC in their wage structure cut the component in 2008, given that the economic conditions deteriorated sharply only from the last quarter of 2008 when GDP contracted over the year by 4.2%.
• In December 2008, two in five establishments (40%) employing 44% of the private workforce reported that they foresee a need to cut wages in 2009, if business conditions worsen. Another 32% of establishments employing 29% of the workforce had not thought about this issue. The top two common measures of wage cut are cutting the annual variable component (74% of establishments) and basic wage (47%), followed by MVC (15%) as the latter was weighed down by establishments without MVC. Nevertheless, the majority of the firms with MVC intend to cut annual variable bonus (76%) and/or MVC (69%) when reducing wages. Establishments with MVC were more confident of gaining their employees' acceptance of a wage cut, if it has to be implemented in 2009 compared with establishments without MVC; only 24% of MVC establishments foresaw difficulty compared with 29% for establishments without MVC.
• As at December 2008, 84% of the workforce in the private sector was under some form of flexible wage system, same as a year ago. Large establishments (employing 200 or more employees) continued to lead in the implementation, with the vast majority (90%) of their workforce having at least one key wage recommendation in their wage system, compared with 75% in small and medium enterprises. These were comparable to the corresponding figures of 89% and 77% in 2007.
• Narrowing the maximum-minimum salary ratio (involving 58% of workforce) remained the most common recommendation adopted by the private sector. This was followed by linking variable bonus to KPI (54%) and having MVC (34%) in the wage structure. The share of workforce with variable bonus linked to KPI rose over the year from 52%, while the share working in establishments that had narrowed/were narrowing the wage ratio declined from 62%. The coverage of workforce with MVC also dipped slightly from the preceding year (35%). Both the larger and unionised establishments continued to lead in adopting each of the three recommendations.
Wage Change
• With the economic downturn and increased business costs in 2008, employers were more restrained in granting salary increases. Total wages comprising basic wages and bonuses in the private sector rose by 4.2% in 2008, down from the growth of 5.9% in 2007. The moderation in total wage increase in 2008 stemmed from the drop in bonus payout from 2.36 months in 2007 to 2.31 months in 2008 (-2.1% as opposed to an increase of 8.3% in 2007). The basic wage increase (4.4%) was broadly unchanged from 2007 (4.3%).
• Reflecting slower GDP growth and strong employment gains in the first half of 2008, labour productivity declined by 7.8%, deeper than the drop of 0.8% in 2007. While real wages also declined in 2008, the drop (total: -2.3%; basic -2.1%) was less than the contraction in productivity (-7.8%). Consequently, real wages outpaced productivity growth for the fourth straight year. To minimize cyclical effects, productivity trends are often analyzed over a longer period, preferably over the course of a business cycle. Over the seven years from 2001 to 2008, growth in productivity (1.9% p.a.) had kept pace with gains in total (1.7%) and basic (1.3%) wages.
Occupational Wages
• Occupations requiring higher skills and knowledge continued to command higher wages. In June 2008, the median monthly gross wages was the highest for managers ($6,400), followed by professionals ($4,405) and associate professionals & technicians ($3,000). Clerical ($1,960) and sales & service workers ($1,849) were paid close to $2,000. Among blue-collar occupations, the production craftsmen ($2,137) and plant & machine operators ($2,009) were paid much more than the group of cleaners, labourers & related workers ($975).
• Wages are generally observed to rise with age as workers gain experience and skills and become more productive over the years. The pace of wage increase with age is more pronounced among managers and professionals as their work is generally more knowledge intensive. This was especially true among professionals where wages rose with advancing age groups, peaking for those aged 60-64 in 2008. In lower-skilled and blue-collar occupations, wages generally rose more gradually and peaked earlier for those in the late thirties or early forties.
1. In December 2008 when Singapore's Gross Domestic Product (GDP) for the quarter contracted over the year by 4.2%, two in five private establishments reported that they foresaw a need to cut wages in 2009, if business conditions worsened. Establishments with a Monthly Variable Component (MVC) in their wage structure were more confident of gaining their employees' acceptance of a wage cut, if it has to be implemented compared with establishments without MVC.
2. These are some of the findings of the `Report on Wages in Singapore, 2008' published by the Ministry of Manpower's Research and Statistics Department. The 320-page Report presents information on wages of over 400 occupations as well as wage changes and bonuses paid in various industries. It also includes information on the extent to which employers have restructured their wage systems. The key findings are summarised in the Annex.
3. Besides the `Report on Wages in Singapore, 2008', the department has also published the ‘Singapore Yearbook of Manpower Statistics, 2009' which provides a wide range of statistics on the labour market situation. These include key data on the labour force, job vacancies, wages, redundancies, labour turnover, hours worked, conditions of employment, labour relations, workplace injuries, higher education and skills training. The information provided in the two publications can help job seekers, employers and employees make better informed decisions on career and human resource matters. It also enables analysts to gain a better understanding of the Singapore labour market.
4. The two annual statistical publications can be downloaded from the Ministry of Manpower's website.
--------------------------------------------------------------------------------
Annex
Key Findings of Report On Wages In Singapore, 2008
Wage Restructuring
• Only a small minority (1.7%) of private establishments with MVC in their wage structure cut the component in 2008, given that the economic conditions deteriorated sharply only from the last quarter of 2008 when GDP contracted over the year by 4.2%.
• In December 2008, two in five establishments (40%) employing 44% of the private workforce reported that they foresee a need to cut wages in 2009, if business conditions worsen. Another 32% of establishments employing 29% of the workforce had not thought about this issue. The top two common measures of wage cut are cutting the annual variable component (74% of establishments) and basic wage (47%), followed by MVC (15%) as the latter was weighed down by establishments without MVC. Nevertheless, the majority of the firms with MVC intend to cut annual variable bonus (76%) and/or MVC (69%) when reducing wages. Establishments with MVC were more confident of gaining their employees' acceptance of a wage cut, if it has to be implemented in 2009 compared with establishments without MVC; only 24% of MVC establishments foresaw difficulty compared with 29% for establishments without MVC.
• As at December 2008, 84% of the workforce in the private sector was under some form of flexible wage system, same as a year ago. Large establishments (employing 200 or more employees) continued to lead in the implementation, with the vast majority (90%) of their workforce having at least one key wage recommendation in their wage system, compared with 75% in small and medium enterprises. These were comparable to the corresponding figures of 89% and 77% in 2007.
• Narrowing the maximum-minimum salary ratio (involving 58% of workforce) remained the most common recommendation adopted by the private sector. This was followed by linking variable bonus to KPI (54%) and having MVC (34%) in the wage structure. The share of workforce with variable bonus linked to KPI rose over the year from 52%, while the share working in establishments that had narrowed/were narrowing the wage ratio declined from 62%. The coverage of workforce with MVC also dipped slightly from the preceding year (35%). Both the larger and unionised establishments continued to lead in adopting each of the three recommendations.
Wage Change
• With the economic downturn and increased business costs in 2008, employers were more restrained in granting salary increases. Total wages comprising basic wages and bonuses in the private sector rose by 4.2% in 2008, down from the growth of 5.9% in 2007. The moderation in total wage increase in 2008 stemmed from the drop in bonus payout from 2.36 months in 2007 to 2.31 months in 2008 (-2.1% as opposed to an increase of 8.3% in 2007). The basic wage increase (4.4%) was broadly unchanged from 2007 (4.3%).
• Reflecting slower GDP growth and strong employment gains in the first half of 2008, labour productivity declined by 7.8%, deeper than the drop of 0.8% in 2007. While real wages also declined in 2008, the drop (total: -2.3%; basic -2.1%) was less than the contraction in productivity (-7.8%). Consequently, real wages outpaced productivity growth for the fourth straight year. To minimize cyclical effects, productivity trends are often analyzed over a longer period, preferably over the course of a business cycle. Over the seven years from 2001 to 2008, growth in productivity (1.9% p.a.) had kept pace with gains in total (1.7%) and basic (1.3%) wages.
Occupational Wages
• Occupations requiring higher skills and knowledge continued to command higher wages. In June 2008, the median monthly gross wages was the highest for managers ($6,400), followed by professionals ($4,405) and associate professionals & technicians ($3,000). Clerical ($1,960) and sales & service workers ($1,849) were paid close to $2,000. Among blue-collar occupations, the production craftsmen ($2,137) and plant & machine operators ($2,009) were paid much more than the group of cleaners, labourers & related workers ($975).
• Wages are generally observed to rise with age as workers gain experience and skills and become more productive over the years. The pace of wage increase with age is more pronounced among managers and professionals as their work is generally more knowledge intensive. This was especially true among professionals where wages rose with advancing age groups, peaking for those aged 60-64 in 2008. In lower-skilled and blue-collar occupations, wages generally rose more gradually and peaked earlier for those in the late thirties or early forties.
Friday, June 26, 2009
Tripartite Advisory on Workplace Measures to Tackle Influenza A (H1N1-2009)
26 June 2009
BACKGROUND
The Tripartite Advisory on Workplace Measures to Tackle Influenza A (H1N1-2009) was issued on 30 April 09 to slow down the spread of the Influenza A (H1N1-2009), and minimise the impact on businesses and workers. Following the recent announcement by the Ministry of Health (MOH) on the gradual transition from containment to mitigation approach, the tripartite partners, the Ministry of Manpower (MOM), the Singapore National Employers Federation (SNEF) / Singapore Business Federation (SBF) and the National Trades Union Congress (NTUC), in consultation with MOH, have revised and expanded the Tripartite Advisory on Workplace Measures to Tackle Influenza A (H1N1-2009).
MINIMISING WORKPLACE DISRUPTIONS
2. Employers should closely monitor Influenza A (H1N1-2009)-related developments, and follow travel and health advisories provided by the Government. These may be accessed at www.moh.gov.sg or www.flu.gov.sg. The information should be communicated regularly to employees.
3. Employers should start planning early to ensure that disruptions are minimised and that their businesses remain viable during this period, and prepare themselves to implement their business continuity plans. They could also consult the Singapore Business Federation (contact details below) when developing and implementing such plans. Employers are encouraged to brief employees on the business continuity plans.
INFECTION CONTROL MEASURES
4. Employers are strongly encouraged to implement infection control measures at the workplace, including:
a. Maintaining environmental cleanliness to minimise transmission of the Influenza A (H1N1-2009) virus, including frequent disinfection of common areas.
b. Advising employees to maintain high standards of personal hygiene, such as washing hands frequently with soap and water, and covering their noses and mouths with a piece of tissue paper when they cough or sneeze. Those who have flu-like symptoms should be asked to seek medical help, in accordance with the latest MOH advisories.
c. Checking the MOH website for the latest update on countries affected by Influenza A (H1N1-2009) so that a considered decision can be made on whether to proceed with business travel plans. They should similarly advise their employees to check the list of countries before making any non-work related travel plans. In the event that travel to countries with sustained community transmission of the Influenza A (H1N1-2009) is unavoidable, employees should take precautionary measures, such as avoiding crowded areas and contact with anyone who appears unwell, and maintaining high standards of personal hygiene at all times.
LEAVE OF ABSENCE
Absence from work under Home Quarantine Order
5. If Home Quarantine Orders (HQOs) are served on persons by the MOH, the period of absence from work necessitated by HQOs should be treated as paid hospitalisation leave, as part of the employee's hospitalisation leave eligibility under their employment contracts, collective agreements or under the Employment Act.
6. For employees who have used up their hospitalisation leave, employers are urged to exercise compassion and flexibility by granting additional paid hospitalisation leave, as the employees concerned may face financial hardship during this time.
Absence from work without Home Quarantine Order
(i) Absence from work due to work-related reasons
7. For employees who are required by employers to stay at home for reasons that are attributable to work (e.g. if they need to stay at home for a period and check for symptoms of flu-like illness after returning from a business trip), the employers should continue to pay them their salaries during their period of absence. To minimise work disruptions, employers could arrange for telecommuting and remote communications access systems (e.g. teleconferencing) to allow the employees to work from home.
(ii) Absence from work due to non work-related reasons
8. If the employee has returned from non-work related travel (e.g. for leisure or other personal reasons), the employer may, as a precautionary measure, require the employee to consult a doctor. The employer may also request that the employee stay away from the workplace (e.g. to practise social distancing). In such a situation, the following arrangements could be considered:
a. The employer may implement alternative work arrangements such as tele-commuting to minimise work disruptions. Employers are encouraged to be flexible when implementing such arrangements.
b. For employees who have chosen to travel to known affected countries on their own accord (e.g. for leisure or other personal reasons) and are requested by the employer to stay away from the workplace upon return, the employer could grant them special leave of absence, with or without pay, based on the circumstances of the individual company and workers. The employer could also request the employees to take annual leave, treat the leave of absence as sick leave, grant time-off or no pay leave if annual leave has been used up. By mutual agreement, employers and employees/unions could also agree on other arrangements for employees' leave of absence relating to Influenza A (H1N1-2009) to share the costs incurred by the leave of absence. Employers are encouraged to be flexible and compassionate when implementing such arrangements.
9. For employees who need to stay away from the workplace, such as taking leave to take care of family or childcare commitments, employers are also encouraged to adopt a flexible and enlightened approach in implementing flexible work arrangements as well as allowing employees to take their leave (e.g. annual leave, childcare leave and unpaid infant care leave). For employees who have used up their leave entitlements, employers could consider granting them no-pay leave during the period of absence.
10. In situations where large numbers of workers are affected, and where companies' operations are seriously disrupted or if the companies face potential closure and need to manage costs, employers could implement measures e.g. to redeploy workers or temporarily layoff workers who are requested to stay away from the workplace. The implementation of such measures, including how leave of absence should be treated, should be carried out in consultation with employees / unions (if the company is unionised).
CONCLUSION - STAYING UNITED IN TACKLING THE FLU PANDEMIC
11. The tripartite partners would like to encourage employers and employees to work closely to prevent and slow down the spread of the Influenza A (H1N1-2009) and minimise the impact to businesses and employees. Employers should take precautionary steps by putting in place infection control measures and business continuity plans, and be considerate towards the needs of their employees. On their part, employees should also cooperate with the company so as to minimise disruption to businesses. Both employers and employees should also exercise social responsibility by practicing social distancing, maintaining high standards of hygiene and adhering to the advisories issued by Government on the Influenza A (H1N1-2009).
12. For queries on the above advisory or advice on employment issues related to the Influenza A (H1N1-2009), please contact the following:
a. Ministry of Manpower
MOM Contact Centre, Tel: (65) 6438 5122
Email: mom_lrd@mom.gov.sg
Website: http://www.mom.gov.sg/flu
b. Singapore National Employers Federation
Duty Consultant, Tel: (65) 6327 9297 (Weekdays, 9 am to 5.30 pm)
Email: flu@snef.org.sg
c. Singapore Business Federation
Member Relations and Services Group, Tel: (65) 6827 6844
Email: enquiry@sbf.org.sg
Capacity Building Group (For enquiries on Business Continuity Management)
Tel: (65) 6827 6867
Email: bcm@sbf.org.sg
Website: www.sbf.org.sg
d. National Trades Union Congress
Industrial Relations Department, Tel: (65) 6213 8233
Email: ntucird@ntuc.org.sg
BACKGROUND
The Tripartite Advisory on Workplace Measures to Tackle Influenza A (H1N1-2009) was issued on 30 April 09 to slow down the spread of the Influenza A (H1N1-2009), and minimise the impact on businesses and workers. Following the recent announcement by the Ministry of Health (MOH) on the gradual transition from containment to mitigation approach, the tripartite partners, the Ministry of Manpower (MOM), the Singapore National Employers Federation (SNEF) / Singapore Business Federation (SBF) and the National Trades Union Congress (NTUC), in consultation with MOH, have revised and expanded the Tripartite Advisory on Workplace Measures to Tackle Influenza A (H1N1-2009).
MINIMISING WORKPLACE DISRUPTIONS
2. Employers should closely monitor Influenza A (H1N1-2009)-related developments, and follow travel and health advisories provided by the Government. These may be accessed at www.moh.gov.sg or www.flu.gov.sg. The information should be communicated regularly to employees.
3. Employers should start planning early to ensure that disruptions are minimised and that their businesses remain viable during this period, and prepare themselves to implement their business continuity plans. They could also consult the Singapore Business Federation (contact details below) when developing and implementing such plans. Employers are encouraged to brief employees on the business continuity plans.
INFECTION CONTROL MEASURES
4. Employers are strongly encouraged to implement infection control measures at the workplace, including:
a. Maintaining environmental cleanliness to minimise transmission of the Influenza A (H1N1-2009) virus, including frequent disinfection of common areas.
b. Advising employees to maintain high standards of personal hygiene, such as washing hands frequently with soap and water, and covering their noses and mouths with a piece of tissue paper when they cough or sneeze. Those who have flu-like symptoms should be asked to seek medical help, in accordance with the latest MOH advisories.
c. Checking the MOH website for the latest update on countries affected by Influenza A (H1N1-2009) so that a considered decision can be made on whether to proceed with business travel plans. They should similarly advise their employees to check the list of countries before making any non-work related travel plans. In the event that travel to countries with sustained community transmission of the Influenza A (H1N1-2009) is unavoidable, employees should take precautionary measures, such as avoiding crowded areas and contact with anyone who appears unwell, and maintaining high standards of personal hygiene at all times.
LEAVE OF ABSENCE
Absence from work under Home Quarantine Order
5. If Home Quarantine Orders (HQOs) are served on persons by the MOH, the period of absence from work necessitated by HQOs should be treated as paid hospitalisation leave, as part of the employee's hospitalisation leave eligibility under their employment contracts, collective agreements or under the Employment Act.
6. For employees who have used up their hospitalisation leave, employers are urged to exercise compassion and flexibility by granting additional paid hospitalisation leave, as the employees concerned may face financial hardship during this time.
Absence from work without Home Quarantine Order
(i) Absence from work due to work-related reasons
7. For employees who are required by employers to stay at home for reasons that are attributable to work (e.g. if they need to stay at home for a period and check for symptoms of flu-like illness after returning from a business trip), the employers should continue to pay them their salaries during their period of absence. To minimise work disruptions, employers could arrange for telecommuting and remote communications access systems (e.g. teleconferencing) to allow the employees to work from home.
(ii) Absence from work due to non work-related reasons
8. If the employee has returned from non-work related travel (e.g. for leisure or other personal reasons), the employer may, as a precautionary measure, require the employee to consult a doctor. The employer may also request that the employee stay away from the workplace (e.g. to practise social distancing). In such a situation, the following arrangements could be considered:
a. The employer may implement alternative work arrangements such as tele-commuting to minimise work disruptions. Employers are encouraged to be flexible when implementing such arrangements.
b. For employees who have chosen to travel to known affected countries on their own accord (e.g. for leisure or other personal reasons) and are requested by the employer to stay away from the workplace upon return, the employer could grant them special leave of absence, with or without pay, based on the circumstances of the individual company and workers. The employer could also request the employees to take annual leave, treat the leave of absence as sick leave, grant time-off or no pay leave if annual leave has been used up. By mutual agreement, employers and employees/unions could also agree on other arrangements for employees' leave of absence relating to Influenza A (H1N1-2009) to share the costs incurred by the leave of absence. Employers are encouraged to be flexible and compassionate when implementing such arrangements.
9. For employees who need to stay away from the workplace, such as taking leave to take care of family or childcare commitments, employers are also encouraged to adopt a flexible and enlightened approach in implementing flexible work arrangements as well as allowing employees to take their leave (e.g. annual leave, childcare leave and unpaid infant care leave). For employees who have used up their leave entitlements, employers could consider granting them no-pay leave during the period of absence.
10. In situations where large numbers of workers are affected, and where companies' operations are seriously disrupted or if the companies face potential closure and need to manage costs, employers could implement measures e.g. to redeploy workers or temporarily layoff workers who are requested to stay away from the workplace. The implementation of such measures, including how leave of absence should be treated, should be carried out in consultation with employees / unions (if the company is unionised).
CONCLUSION - STAYING UNITED IN TACKLING THE FLU PANDEMIC
11. The tripartite partners would like to encourage employers and employees to work closely to prevent and slow down the spread of the Influenza A (H1N1-2009) and minimise the impact to businesses and employees. Employers should take precautionary steps by putting in place infection control measures and business continuity plans, and be considerate towards the needs of their employees. On their part, employees should also cooperate with the company so as to minimise disruption to businesses. Both employers and employees should also exercise social responsibility by practicing social distancing, maintaining high standards of hygiene and adhering to the advisories issued by Government on the Influenza A (H1N1-2009).
12. For queries on the above advisory or advice on employment issues related to the Influenza A (H1N1-2009), please contact the following:
a. Ministry of Manpower
MOM Contact Centre, Tel: (65) 6438 5122
Email: mom_lrd@mom.gov.sg
Website: http://www.mom.gov.sg/flu
b. Singapore National Employers Federation
Duty Consultant, Tel: (65) 6327 9297 (Weekdays, 9 am to 5.30 pm)
Email: flu@snef.org.sg
c. Singapore Business Federation
Member Relations and Services Group, Tel: (65) 6827 6844
Email: enquiry@sbf.org.sg
Capacity Building Group (For enquiries on Business Continuity Management)
Tel: (65) 6827 6867
Email: bcm@sbf.org.sg
Website: www.sbf.org.sg
d. National Trades Union Congress
Industrial Relations Department, Tel: (65) 6213 8233
Email: ntucird@ntuc.org.sg
Friday, June 19, 2009
New Employment Pass Services Centre to Start Operations From 1 July
19 June 2009
The Ministry of Manpower (MOM) will open a new Employment Pass Services Centre (EPSC) to register and issue new long term pass (LTP) cards to the following groups of long term pass holders on 1 July 2009:
a) Employment Pass holders
b) EntrePass holders
c) Personalised Employment Pass holders
d) Training Employment Pass holders
e) Work Holiday Pass holders
f) Dependant Pass and Long Term Visit Pass holders
2. Existing Pass holders (those listed in 1a to 1f) will be issued with new long term pass cards when their passes are renewed.
3. In July 2008, the Government announced plans to capture fingerprint biometrics and photo-images of all foreigners residing in Singapore on a long term basis. The new LTP cards, with secure biometric features, will be issued to Employment Pass and other LTP holders. Currently Work Permit and S Pass holders are already issued with such cards. Please see Annex A for details of the new long term pass card.
Employment Pass Services Centre (EPSC)
4. The new EPSC will begin operations from 1 July 2009. Details of the EPSC are as follows:
Location: 20 Upper Circular Road, #04-01/02,
The Riverwalk, Singapore 058416.
Please see Annex B for the location map of EPSC.
Operating hours: 8 a.m. to 5.30 p.m. (weekdays)
8 a.m. to 1 p.m. (Saturdays)
* The EPSC is closed on Sundays and public holidays
Registration Procedures
5. Successful Employment Pass and other LTP applicants will be given detailed instructions on the new registration and card issuance process via the In-Principle Approval and Notification letters issued by MOM. New e-services via Employment Pass Online System (EPOL), including an e-appointment system, will be introduced to facilitate the card issuance process.
Closure of MOM Havelock Road counters on Saturdays
6. With the enhancement to MOM's e-services, almost all Work Pass-related transactions can now be done on-line via EPOL and Work Permit Online (WPOL). The vast majority of these transactions are today performed electronically. Most customers will therefore no longer need to come physically to MOM to perform Work Pass related transactions. Issuance of Work Pass cards will be done either at the EPSC or the existing Work Pass Services Centre at Tanjong Pagar Complex. These two centres are open on Saturdays. Hence, from 1 July 2009, MOM counters at its Havelock Road premises will be closed on Saturdays. The Havelock Road counters will remain open on Mondays to Fridays, 8.00 a.m. to 5.30 p.m. To find out about the types of MOM Work Pass services available online, customers can access our website.
Further details
7. More information on the new LTP cards and the EPSC is also available at MOM's website.
The Ministry of Manpower (MOM) will open a new Employment Pass Services Centre (EPSC) to register and issue new long term pass (LTP) cards to the following groups of long term pass holders on 1 July 2009:
a) Employment Pass holders
b) EntrePass holders
c) Personalised Employment Pass holders
d) Training Employment Pass holders
e) Work Holiday Pass holders
f) Dependant Pass and Long Term Visit Pass holders
2. Existing Pass holders (those listed in 1a to 1f) will be issued with new long term pass cards when their passes are renewed.
3. In July 2008, the Government announced plans to capture fingerprint biometrics and photo-images of all foreigners residing in Singapore on a long term basis. The new LTP cards, with secure biometric features, will be issued to Employment Pass and other LTP holders. Currently Work Permit and S Pass holders are already issued with such cards. Please see Annex A for details of the new long term pass card.
Employment Pass Services Centre (EPSC)
4. The new EPSC will begin operations from 1 July 2009. Details of the EPSC are as follows:
Location: 20 Upper Circular Road, #04-01/02,
The Riverwalk, Singapore 058416.
Please see Annex B for the location map of EPSC.
Operating hours: 8 a.m. to 5.30 p.m. (weekdays)
8 a.m. to 1 p.m. (Saturdays)
* The EPSC is closed on Sundays and public holidays
Registration Procedures
5. Successful Employment Pass and other LTP applicants will be given detailed instructions on the new registration and card issuance process via the In-Principle Approval and Notification letters issued by MOM. New e-services via Employment Pass Online System (EPOL), including an e-appointment system, will be introduced to facilitate the card issuance process.
Closure of MOM Havelock Road counters on Saturdays
6. With the enhancement to MOM's e-services, almost all Work Pass-related transactions can now be done on-line via EPOL and Work Permit Online (WPOL). The vast majority of these transactions are today performed electronically. Most customers will therefore no longer need to come physically to MOM to perform Work Pass related transactions. Issuance of Work Pass cards will be done either at the EPSC or the existing Work Pass Services Centre at Tanjong Pagar Complex. These two centres are open on Saturdays. Hence, from 1 July 2009, MOM counters at its Havelock Road premises will be closed on Saturdays. The Havelock Road counters will remain open on Mondays to Fridays, 8.00 a.m. to 5.30 p.m. To find out about the types of MOM Work Pass services available online, customers can access our website.
Further details
7. More information on the new LTP cards and the EPSC is also available at MOM's website.
Wednesday, June 17, 2009
Singapore’s strategy to help workers cope with downturn works
17 June 2009
SINGAPORE: Singapore’s Manpower Minister, Gan Kim Yong, has said that the US$13.7 billion budgeted to help Singaporeans deal with the economic downturn has been money well spent.
Speaking at an International Labour Conference in Geneva, Mr Gan noted that initiatives like the Skills Programme for Upgrading and Resilience (SPUR) have helped to save jobs.
In the first quarter alone, Singapore’s unemployment stood at 3.3 per cent — one of the lowest in the world, despite Singapore’s economy slowing down by 10.1 per cent year—on—year.
A recent tripartite survey also showed that more than six in 10 employers had deferred or reduced retrenchments, thanks to SPUR and the Jobs Credit Scheme that encourage businesses to save jobs.
Mr Gan added that more workers have also gone for training under SPUR, boosting the quality of Singapore’s workforce.
Moving forward, he said Singapore remains focused on long—term objectives, such as to develop a globally competitive workforce, enhance income security and lifelong learning, and to continue to build globally leading workplaces.
This can be done by improving occupational safety and health, and promoting progressive human capital development and employment practices.
"Although the economic outlook is still uncertain, with strong tripartite cooperation and commitment, we are confident that we will weather the crisis and emerge stronger than before,"
— CNA/yt
SINGAPORE: Singapore’s Manpower Minister, Gan Kim Yong, has said that the US$13.7 billion budgeted to help Singaporeans deal with the economic downturn has been money well spent.
Speaking at an International Labour Conference in Geneva, Mr Gan noted that initiatives like the Skills Programme for Upgrading and Resilience (SPUR) have helped to save jobs.
In the first quarter alone, Singapore’s unemployment stood at 3.3 per cent — one of the lowest in the world, despite Singapore’s economy slowing down by 10.1 per cent year—on—year.
A recent tripartite survey also showed that more than six in 10 employers had deferred or reduced retrenchments, thanks to SPUR and the Jobs Credit Scheme that encourage businesses to save jobs.
Mr Gan added that more workers have also gone for training under SPUR, boosting the quality of Singapore’s workforce.
Moving forward, he said Singapore remains focused on long—term objectives, such as to develop a globally competitive workforce, enhance income security and lifelong learning, and to continue to build globally leading workplaces.
This can be done by improving occupational safety and health, and promoting progressive human capital development and employment practices.
"Although the economic outlook is still uncertain, with strong tripartite cooperation and commitment, we are confident that we will weather the crisis and emerge stronger than before,"
— CNA/yt
Monday, June 15, 2009
Labour Market, First Quarter 2009
15 June 2009
In line with the slowing economy, total employment fell by 6,200 in Q1 2009 – the first quarterly contraction in nearly six years as the number of workers hired was lower than the number of workers who left their jobs. Falling external demand has severely affected the manufacturing sector, where employment declined by 22,100. The cutback in the manufacturing industry, along with employment losses in the external-oriented services industries, more than offset gains in the domestic-oriented services and construction sectors.
2. Construction employment grew by 8,300, less than the gains of 10,700 in Q4 2008 and 14,500 in Q1 2008. Services as a whole added 7,500 workers in Q1 2009, which was substantially lower than the gains in Q4 2008 (17,300) and Q1 2008 (46,500). The gains in this sector came mainly from community, social & personal services (11,500), supported by public sector hirings. Real estate & leasing services (1,300), professional services (1,000) and information & communications (800) also added workers in Q1 2009. In contrast, losses were registered in services industries with external exposure, namely hotels & restaurants (-2,700), financial services (-1,900), transport & storage (-1,600), and wholesale & retail trade (-800). Details are in Table 1 of the Labour Market Report, First Quarter 2009.
3. Amid the sharp deterioration in economic conditions, the seasonally adjusted overall unemployment rate rose to 3.3%1 in March 2009 from 2.5% in December 2008. The resident unemployment rate increased to 4.8% in March 2009 from 3.6% in December 2008. An estimated 87,900 residents were unemployed in March 2009. The seasonally adjusted figure was 95,700, a third more than the level in December 2008 (which was at 71,800) and more than double the low of 45,500 in December 2007.
4. With unemployment on the rise for five consecutive quarters, the number of unemployed residents who had been looking for work for at least 25 weeks more than doubled to 16,600 in March 2009 from 7,500 a year ago. These long-term unemployed formed 0.8% of the resident labour force in March 2009, double the 0.4% a year ago.
5. Redundancies2 rose to a new quarterly high of 12,760 workers in Q1 2009, comprising 10,900 retrenched workers and 1,860 workers whose contracts were terminated prematurely. This is 36% higher than the 9,410 laid off in Q4 2008, but the rate of increase has moderated from the surge of 196% from Q3 2008 to Q4 2008. Manufacturing continued to account for the majority of workers made redundant in Q1 2009, with its proportion increasing from 55% in Q4 2008 to 72% in Q1 2009 as layoffs in the sector rose sharply from 5,170 to 9,250. In contrast, redundancies in services and construction eased from 3,810 to 3,170 and 390 to 330 respectively, quarter-on-quarter. Consequently, the share of redundancies from services (25%) and construction (2.6%) in Q1 2009 were lower than in Q4 2008 (40% and 4.1% respectively).
6. With continued economic contraction and weakness in manpower demand, CPF records show that slightly more than half (51%) of the residents retrenched in Q4 2008 were re-employed by March 2009, compared to 70% in December 2008 and 67% in March 2008. The fall in the re-employment rate over the quarter was broad-based across the demographic groups. The rates for both production & related workers (70% to 47%) and professionals, managers, executives & technicians (PMETs) (69% to 48%) fell sharply, while that for clerical, sales and service workers dipped slightly (70% to 69%).
7. Overall, job vacancies2 fell for the third consecutive quarter to 21,000 in March 2009, down 20% from December 2008 (26,100) and 45% from March 2008 (38,200). Job openings contracted across all broad sectors and occupational groups. Sustained by the demand from community, social & personal services, PMETs formed the largest share of vacancies (55% or 11,500) in March 2009. The remaining openings were for clerical, sales & service workers (28% or 5,800) and production & transport operators, cleaners & labourers (18% or 3,700).
8. Coupled with a significant increase in the number of job seekers, the seasonally adjusted ratio of job vacancies to unemployed persons fell to 31 openings for every 100 job seekers in March 2009. This is still above the trough of 21 openings per 100 unemployed persons in September 2003.
9. Labour productivity declined over the year by 15% in Q1 2009, following a 12% drop in the previous quarter, reflecting the sharp fall in output. In the first three months of 2009, nominal earnings fell by 3.7% over the same period in 2008, compared with the growth of 2.4% in the preceding quarter. This is the first decline in six and a half years. Consequently, real earnings experienced a larger contraction in Q1 2009 (-5.8%) than in the preceding quarter (-2.8%), despite the easing of inflationary pressure (2.1% in Q1 2009 vs. 5.4% in Q4 2008).
10. A net weighted 15% of services firms expect employment to fall in Q2 2009, lower than 20% in the previous quarter. Hiring sentiments in manufacturing were less favourable than in services, with a net weighted 23% of manufacturers expecting to reduce headcount in Q2 2009, lower than 28% in the previous quarter.
For More Information
11. The report is available online on the Ministry of Manpower's website.
In line with the slowing economy, total employment fell by 6,200 in Q1 2009 – the first quarterly contraction in nearly six years as the number of workers hired was lower than the number of workers who left their jobs. Falling external demand has severely affected the manufacturing sector, where employment declined by 22,100. The cutback in the manufacturing industry, along with employment losses in the external-oriented services industries, more than offset gains in the domestic-oriented services and construction sectors.
2. Construction employment grew by 8,300, less than the gains of 10,700 in Q4 2008 and 14,500 in Q1 2008. Services as a whole added 7,500 workers in Q1 2009, which was substantially lower than the gains in Q4 2008 (17,300) and Q1 2008 (46,500). The gains in this sector came mainly from community, social & personal services (11,500), supported by public sector hirings. Real estate & leasing services (1,300), professional services (1,000) and information & communications (800) also added workers in Q1 2009. In contrast, losses were registered in services industries with external exposure, namely hotels & restaurants (-2,700), financial services (-1,900), transport & storage (-1,600), and wholesale & retail trade (-800). Details are in Table 1 of the Labour Market Report, First Quarter 2009.
3. Amid the sharp deterioration in economic conditions, the seasonally adjusted overall unemployment rate rose to 3.3%1 in March 2009 from 2.5% in December 2008. The resident unemployment rate increased to 4.8% in March 2009 from 3.6% in December 2008. An estimated 87,900 residents were unemployed in March 2009. The seasonally adjusted figure was 95,700, a third more than the level in December 2008 (which was at 71,800) and more than double the low of 45,500 in December 2007.
4. With unemployment on the rise for five consecutive quarters, the number of unemployed residents who had been looking for work for at least 25 weeks more than doubled to 16,600 in March 2009 from 7,500 a year ago. These long-term unemployed formed 0.8% of the resident labour force in March 2009, double the 0.4% a year ago.
5. Redundancies2 rose to a new quarterly high of 12,760 workers in Q1 2009, comprising 10,900 retrenched workers and 1,860 workers whose contracts were terminated prematurely. This is 36% higher than the 9,410 laid off in Q4 2008, but the rate of increase has moderated from the surge of 196% from Q3 2008 to Q4 2008. Manufacturing continued to account for the majority of workers made redundant in Q1 2009, with its proportion increasing from 55% in Q4 2008 to 72% in Q1 2009 as layoffs in the sector rose sharply from 5,170 to 9,250. In contrast, redundancies in services and construction eased from 3,810 to 3,170 and 390 to 330 respectively, quarter-on-quarter. Consequently, the share of redundancies from services (25%) and construction (2.6%) in Q1 2009 were lower than in Q4 2008 (40% and 4.1% respectively).
6. With continued economic contraction and weakness in manpower demand, CPF records show that slightly more than half (51%) of the residents retrenched in Q4 2008 were re-employed by March 2009, compared to 70% in December 2008 and 67% in March 2008. The fall in the re-employment rate over the quarter was broad-based across the demographic groups. The rates for both production & related workers (70% to 47%) and professionals, managers, executives & technicians (PMETs) (69% to 48%) fell sharply, while that for clerical, sales and service workers dipped slightly (70% to 69%).
7. Overall, job vacancies2 fell for the third consecutive quarter to 21,000 in March 2009, down 20% from December 2008 (26,100) and 45% from March 2008 (38,200). Job openings contracted across all broad sectors and occupational groups. Sustained by the demand from community, social & personal services, PMETs formed the largest share of vacancies (55% or 11,500) in March 2009. The remaining openings were for clerical, sales & service workers (28% or 5,800) and production & transport operators, cleaners & labourers (18% or 3,700).
8. Coupled with a significant increase in the number of job seekers, the seasonally adjusted ratio of job vacancies to unemployed persons fell to 31 openings for every 100 job seekers in March 2009. This is still above the trough of 21 openings per 100 unemployed persons in September 2003.
9. Labour productivity declined over the year by 15% in Q1 2009, following a 12% drop in the previous quarter, reflecting the sharp fall in output. In the first three months of 2009, nominal earnings fell by 3.7% over the same period in 2008, compared with the growth of 2.4% in the preceding quarter. This is the first decline in six and a half years. Consequently, real earnings experienced a larger contraction in Q1 2009 (-5.8%) than in the preceding quarter (-2.8%), despite the easing of inflationary pressure (2.1% in Q1 2009 vs. 5.4% in Q4 2008).
10. A net weighted 15% of services firms expect employment to fall in Q2 2009, lower than 20% in the previous quarter. Hiring sentiments in manufacturing were less favourable than in services, with a net weighted 23% of manufacturers expecting to reduce headcount in Q2 2009, lower than 28% in the previous quarter.
For More Information
11. The report is available online on the Ministry of Manpower's website.
Friday, June 12, 2009
Tripartite Delegation to Attend International Labour Conference
12 June 2009
Minister for Manpower Mr Gan Kim Yong is leading a tripartite delegation to attend the 98th Session of the International Labour Conference from 12 to 16 June 2009 in Geneva, Switzerland.
2 The delegation comprises Mr John De Payva, President, National Trades Union Congress (NTUC); Mr Lim Swee Say, Secretary-General, NTUC; Mdm Halimah Yacob, Deputy Secretary-General, NTUC; Mr Stephen Lee, President, Singapore National Employers Federation (SNEF); Mr Koh Juan Kiat, Executive Director, SNEF; and officials from the Ministry of Manpower.
3 This year's Conference will focus on the employment and social policy consequences of the global economic and financial crisis. Other topics to be discussed at the Conference include gender equality and other workplace practices.
4 During the Conference, the inaugural Summit on the Global Jobs Crisis will be held, in response to the widespread economic downturn. The summit, to be held from 15 to 17 June 2009, gathers heads of state, labour ministers, top representatives from employers' and workers' groups as well as other global opinion leaders to discuss the impact of the economic downturn on jobs and the employment market.
5 Mr Gan will address the Conference during this Summit on 16 June 2009[1]. He will touch on Singapore's efforts to address the economic downturn, especially in the area of saving jobs, enhancing workers' employability and helping the unemployed. He will also share with participants on the Skills Programme for Upgrading and Resilience (SPUR) and other efforts that Singapore's tripartite partners have undertaken to address the downturn.
6 While in Geneva, Mr Gan will also be holding bilateral meetings with his counterparts from other countries.
--------------------------------------------------------------------------------
[1] Geneva time is GMT +2:00, which means the speech will be delivered late Tuesday night Singapore time.
Minister for Manpower Mr Gan Kim Yong is leading a tripartite delegation to attend the 98th Session of the International Labour Conference from 12 to 16 June 2009 in Geneva, Switzerland.
2 The delegation comprises Mr John De Payva, President, National Trades Union Congress (NTUC); Mr Lim Swee Say, Secretary-General, NTUC; Mdm Halimah Yacob, Deputy Secretary-General, NTUC; Mr Stephen Lee, President, Singapore National Employers Federation (SNEF); Mr Koh Juan Kiat, Executive Director, SNEF; and officials from the Ministry of Manpower.
3 This year's Conference will focus on the employment and social policy consequences of the global economic and financial crisis. Other topics to be discussed at the Conference include gender equality and other workplace practices.
4 During the Conference, the inaugural Summit on the Global Jobs Crisis will be held, in response to the widespread economic downturn. The summit, to be held from 15 to 17 June 2009, gathers heads of state, labour ministers, top representatives from employers' and workers' groups as well as other global opinion leaders to discuss the impact of the economic downturn on jobs and the employment market.
5 Mr Gan will address the Conference during this Summit on 16 June 2009[1]. He will touch on Singapore's efforts to address the economic downturn, especially in the area of saving jobs, enhancing workers' employability and helping the unemployed. He will also share with participants on the Skills Programme for Upgrading and Resilience (SPUR) and other efforts that Singapore's tripartite partners have undertaken to address the downturn.
6 While in Geneva, Mr Gan will also be holding bilateral meetings with his counterparts from other countries.
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[1] Geneva time is GMT +2:00, which means the speech will be delivered late Tuesday night Singapore time.
Thursday, June 11, 2009
Seven Charged for ‘Fall From Height’ Accidents
11 June 2009
The Ministry of Manpower (MOM) has prosecuted a foreman, two company directors, two sub-contractors and two occupiers under the Workplace Safety and Health Act. They failed to ensure the safety of workers who were performing work at height, resulting in the deaths of three workers in three separate worksite accidents.
2. In the first case, a sub-contractor and its director were fined $70,000 and $20,000 respectively on 15 April 2009 for failing to ensure safe use of a gondola by a worker who fell to his death. The occupier was also fined $18,000 on 26 May 2009. In the second case, a foreman was fined $6,000 on 28 May 2009 for permitting the deceased worker to work at a place where he could fall more than 2 metres without any anchorage provided for safety belts. The third case was first mentioned in court today. In this accident, a main contractor, its director and the sole proprietor of a subcontractor were charged for failing to implement measures to allow the deceased worker to work safely on a house roof. If convicted, the contractor may be fined up to $500,000 and the directors may be fined up to $200,000 and/or jailed up to 2 years. More details of the cases are in the Annex.
Falls from height a top killer at workplaces
3. Over the last three years (2006 to 2008), falls from height is the number one cause of workplace fatalities. Such accidents make up 3 in every 10 of all workplace fatalities, with the majority of the cases from the construction and marine sectors. These two sectors accounted for more than 70% of ‘fall from height' accidents. MOM takes a serious view of employers, supervisors and other stakeholders not taking adequate measures to ensure safety of workers in the workplace and will take them to task under the law.
MOM to take firm enforcement action
4. “These cases showed that simple safety measures conscientiously applied could have saved the three workers. The responsibility of preventing such accidents must fall squarely on all stakeholders. Employers and supervisors who fail to put in place safety measures will face stern enforcement actions by MOM. Our officers will continue to conduct surprise inspections on top of our regular checks at worksites islandwide.” said Mr Ho Siong Hin, Commissioner for Workplace Safety and Health, Ministry of Manpower.
Fall Protection Plan to be required at workplaces
5. To help the industry raise their safety standards for work at height,, the Workplace Safety and Health Council has worked with key industry players and MOM on a draft Code of Practice on Safe Working at Height1. The draft Code includes the requirement for workplaces to implement a Fall Protection Plan. This Plan was first announced by Manpower Minister Gan Kim Yong at the launch of the National WSH Campaign on 28 April. The Fall Protection Plan systematically identifies fall hazards in the workplace and puts in place fall prevention measures like barricades and safe access to and from work areas. For more information on the draft Code and useful information on Work at Height, please refer to the WSH Council website. The WSH Council intends to issue this Code within the next three months.
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1The draft Code has undergone extensive industry consultation that concluded on 31 May 2009. Feedback from the industry will be taken into consideration for the revised Code.
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ANNEX
Case 1
Summary of Investigation Findings
On 20 July 2008, the deceased worker, Pichaimuthu Dhanikodi, fell from an inclined roof to the ground at the rear of a house that was undergoing construction. The worker was tasked to install a lightning conductor on the roof. Investigations showed that the worker climbed wooden scaffolds to access the roof as there was no way provided to gain access to the main roof from inside the house. There were no lifelines or fall preventive barricades installed on the main roof.
Prosecution action
At the first mention of this case on 11 June 2009, MOM charged three parties for their failure to ensure safety in this incident.
The first was the occupier of the construction site, Tat Ho Builder Pte Ltd. It was prosecuted for eight charges of contraventions at the worksite and for not providing a safe work environment for its workers. The charges carry a maximum fine of up to $500,000.
The second was Ng Tze Lik, a director with Tat Ho Builder Pte Ltd. He was charged for failing to exercise diligence in his capacity as a director to ensure that reasonably practicable measures are put in place. Investigations also revealed that a safety and health management system was not implemented for the said worksite. The charges carry a maximum fine of $200,000 and/or a jail term of up to 24 months.
The third was Ng Choong Seng, the sole proprietor of New Sun Electrical Contractor. Ng was charged for failing to take reasonably practicable measures to ensure safety of the deceased. This includes failure to provide proper instructions to the deceased on installing the lightning conductor, failure to conduct risk assessment and implement safe work procedures for working at height as well as failure to provide personal protective equipment. The charges carry a maximum fine of $200,000 and/or a jail term of up to 24 months. Ng was also charged for allegedly modifying the scene of the fatal accident by putting a safety belt on the body of the deceased after the accident. This charge carries a maximum fine of $10,000 and/or a jail term of up to 24 months.
Case 2
Summary of Investigation Findings
On 3 April 2007, the deceased worker, Veesam Venkateshwarlu, was painting a canopy above the 10th storey corridor of a residential block when he slipped and fell to his death. He was employed by Giftbuild Pte Ltd as a painter. Giftbuild was a subcontractor for Jotun (Singapore) Pte Ltd which was engaged to carry out repairs and redecoration of blocks of flats in Bukit Batok East. At the time of the accident, both the deceased and a co-worker had climbed out of a suspended scaffold/gondola and detached the lanyards of their body harnesses from the lifelines. They commenced painting at the opposite end of the canopy, which was approximately 12 metres away. The deceased slipped and fell off the canopy and landed on the ground floor.
Prosecution action
MOM charged three parties in this case under the Workplace Safety and Health Act. The first was the sub-contractor, Giftbuild Pte Ltd, On 15 April 2009, Giftbuild was fined $70,000 for failing to ensure that the gondola was set up in a safe manner. This included ensuring proper access for painters to climb out of the gondola onto the canopy and providing adequate training and supervision for the painters.
The second was Giftbuild director Goh Eng Ban. He was fined $20,000 on 15 April 2009 for failing to exercise diligence in his capacity as a company director to establish and implement effective control measures to prevent painters from using unsafe painting methods at the worksite.
The third was the occupier of the worksite Jotun (Singapore) Pte Ltd. Jotun was fined $8,000 on 26 May 2009 for failing to ensure that the gondola used by the worker had a valid certificate. It was also fined $10,000 for failing to ensure that a notice was displayed prominently stating the safe working load of the gondola and maximum number of persons allowed in the gondola.
Case 3
Summary of Investigation Findings
On 25 Oct 2007, the deceased worker, Yuan Guang Chuan, and a co-worker were assigned to brick laying works at the edge of an open side of a staircase. This was conducted at a site at Saiboo Street where Eng Lim Construction Co Pte Ltd was contracted to build three blocks of 10-storey residential buildings. To facilitate the brick laying work, the barricades at the edge of the open side of the staircase landing were removed. This created an open side at the staircase landing where the deceased was working. He was provided a safety belt but there was no place to safely anchor the belt. When the deceased tried to remove an embedded reinforcement bar at the edge of the staircase landing, he fell through the open side of the landing to the 3rd storey, about 23m below. The deceased died at the scene of the accident.
Prosecution action
MOM charged the foreman of Eng Lim Construction Co Pte Ltd, Sun Yi Kun, on 28 May 2009 under the Workplace Safety and Health Act for permitting a person to work at a place from which he could be liable to fall a distance of more than 2 metres without any anchorage provided for safety belts. The foreman was fined $6,000.
The Ministry of Manpower (MOM) has prosecuted a foreman, two company directors, two sub-contractors and two occupiers under the Workplace Safety and Health Act. They failed to ensure the safety of workers who were performing work at height, resulting in the deaths of three workers in three separate worksite accidents.
2. In the first case, a sub-contractor and its director were fined $70,000 and $20,000 respectively on 15 April 2009 for failing to ensure safe use of a gondola by a worker who fell to his death. The occupier was also fined $18,000 on 26 May 2009. In the second case, a foreman was fined $6,000 on 28 May 2009 for permitting the deceased worker to work at a place where he could fall more than 2 metres without any anchorage provided for safety belts. The third case was first mentioned in court today. In this accident, a main contractor, its director and the sole proprietor of a subcontractor were charged for failing to implement measures to allow the deceased worker to work safely on a house roof. If convicted, the contractor may be fined up to $500,000 and the directors may be fined up to $200,000 and/or jailed up to 2 years. More details of the cases are in the Annex.
Falls from height a top killer at workplaces
3. Over the last three years (2006 to 2008), falls from height is the number one cause of workplace fatalities. Such accidents make up 3 in every 10 of all workplace fatalities, with the majority of the cases from the construction and marine sectors. These two sectors accounted for more than 70% of ‘fall from height' accidents. MOM takes a serious view of employers, supervisors and other stakeholders not taking adequate measures to ensure safety of workers in the workplace and will take them to task under the law.
MOM to take firm enforcement action
4. “These cases showed that simple safety measures conscientiously applied could have saved the three workers. The responsibility of preventing such accidents must fall squarely on all stakeholders. Employers and supervisors who fail to put in place safety measures will face stern enforcement actions by MOM. Our officers will continue to conduct surprise inspections on top of our regular checks at worksites islandwide.” said Mr Ho Siong Hin, Commissioner for Workplace Safety and Health, Ministry of Manpower.
Fall Protection Plan to be required at workplaces
5. To help the industry raise their safety standards for work at height,, the Workplace Safety and Health Council has worked with key industry players and MOM on a draft Code of Practice on Safe Working at Height1. The draft Code includes the requirement for workplaces to implement a Fall Protection Plan. This Plan was first announced by Manpower Minister Gan Kim Yong at the launch of the National WSH Campaign on 28 April. The Fall Protection Plan systematically identifies fall hazards in the workplace and puts in place fall prevention measures like barricades and safe access to and from work areas. For more information on the draft Code and useful information on Work at Height, please refer to the WSH Council website. The WSH Council intends to issue this Code within the next three months.
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1The draft Code has undergone extensive industry consultation that concluded on 31 May 2009. Feedback from the industry will be taken into consideration for the revised Code.
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ANNEX
Case 1
Summary of Investigation Findings
On 20 July 2008, the deceased worker, Pichaimuthu Dhanikodi, fell from an inclined roof to the ground at the rear of a house that was undergoing construction. The worker was tasked to install a lightning conductor on the roof. Investigations showed that the worker climbed wooden scaffolds to access the roof as there was no way provided to gain access to the main roof from inside the house. There were no lifelines or fall preventive barricades installed on the main roof.
Prosecution action
At the first mention of this case on 11 June 2009, MOM charged three parties for their failure to ensure safety in this incident.
The first was the occupier of the construction site, Tat Ho Builder Pte Ltd. It was prosecuted for eight charges of contraventions at the worksite and for not providing a safe work environment for its workers. The charges carry a maximum fine of up to $500,000.
The second was Ng Tze Lik, a director with Tat Ho Builder Pte Ltd. He was charged for failing to exercise diligence in his capacity as a director to ensure that reasonably practicable measures are put in place. Investigations also revealed that a safety and health management system was not implemented for the said worksite. The charges carry a maximum fine of $200,000 and/or a jail term of up to 24 months.
The third was Ng Choong Seng, the sole proprietor of New Sun Electrical Contractor. Ng was charged for failing to take reasonably practicable measures to ensure safety of the deceased. This includes failure to provide proper instructions to the deceased on installing the lightning conductor, failure to conduct risk assessment and implement safe work procedures for working at height as well as failure to provide personal protective equipment. The charges carry a maximum fine of $200,000 and/or a jail term of up to 24 months. Ng was also charged for allegedly modifying the scene of the fatal accident by putting a safety belt on the body of the deceased after the accident. This charge carries a maximum fine of $10,000 and/or a jail term of up to 24 months.
Case 2
Summary of Investigation Findings
On 3 April 2007, the deceased worker, Veesam Venkateshwarlu, was painting a canopy above the 10th storey corridor of a residential block when he slipped and fell to his death. He was employed by Giftbuild Pte Ltd as a painter. Giftbuild was a subcontractor for Jotun (Singapore) Pte Ltd which was engaged to carry out repairs and redecoration of blocks of flats in Bukit Batok East. At the time of the accident, both the deceased and a co-worker had climbed out of a suspended scaffold/gondola and detached the lanyards of their body harnesses from the lifelines. They commenced painting at the opposite end of the canopy, which was approximately 12 metres away. The deceased slipped and fell off the canopy and landed on the ground floor.
Prosecution action
MOM charged three parties in this case under the Workplace Safety and Health Act. The first was the sub-contractor, Giftbuild Pte Ltd, On 15 April 2009, Giftbuild was fined $70,000 for failing to ensure that the gondola was set up in a safe manner. This included ensuring proper access for painters to climb out of the gondola onto the canopy and providing adequate training and supervision for the painters.
The second was Giftbuild director Goh Eng Ban. He was fined $20,000 on 15 April 2009 for failing to exercise diligence in his capacity as a company director to establish and implement effective control measures to prevent painters from using unsafe painting methods at the worksite.
The third was the occupier of the worksite Jotun (Singapore) Pte Ltd. Jotun was fined $8,000 on 26 May 2009 for failing to ensure that the gondola used by the worker had a valid certificate. It was also fined $10,000 for failing to ensure that a notice was displayed prominently stating the safe working load of the gondola and maximum number of persons allowed in the gondola.
Case 3
Summary of Investigation Findings
On 25 Oct 2007, the deceased worker, Yuan Guang Chuan, and a co-worker were assigned to brick laying works at the edge of an open side of a staircase. This was conducted at a site at Saiboo Street where Eng Lim Construction Co Pte Ltd was contracted to build three blocks of 10-storey residential buildings. To facilitate the brick laying work, the barricades at the edge of the open side of the staircase landing were removed. This created an open side at the staircase landing where the deceased was working. He was provided a safety belt but there was no place to safely anchor the belt. When the deceased tried to remove an embedded reinforcement bar at the edge of the staircase landing, he fell through the open side of the landing to the 3rd storey, about 23m below. The deceased died at the scene of the accident.
Prosecution action
MOM charged the foreman of Eng Lim Construction Co Pte Ltd, Sun Yi Kun, on 28 May 2009 under the Workplace Safety and Health Act for permitting a person to work at a place from which he could be liable to fall a distance of more than 2 metres without any anchorage provided for safety belts. The foreman was fined $6,000.
Monday, June 8, 2009
Singapore Public Holidays For The Year 2010
08 June 2009
The dates for the 11 specified public holidays for 2010 are as follows:
New Year's Day
Friday
1 January 2010
Chinese New Year
Sunday*
Monday
14 February 2010
15 February 2010
Good Friday
Friday
2 April 2010
Labour Day
Saturday
1 May 2010
Vesak Day
Friday
28 May 2010
National Day
Monday
9 August 2010
Hari Raya Puasa
Friday
10 September 2010
Deepavali
Friday
5 November 2010
Hari Raya Haji
Wednesday
17 November 2010
Christmas Day
Saturday
25 December 2010
* As Chinese New Year falls on Sunday 14 February 2010 and Monday 15 February 2010, the next day, Tuesday 16 February 2010, will be a public holiday.
2. The date, 5 November 2010, for Deepavali needs to be checked against the Indian Almanac when it is available. Should there be a change in date, the Ministry of Manpower will issue a press release to announce the change.
3. The list of public holidays for 2010 is available on the Ministry of Manpower's website.
REMINDER ON CHANGE OF DATE FOR DEEPAVALI 2009 TO 17 OCTOBER 2009
4. The Ministry would like to remind the public that Deepavali this year will fall on Saturday 17 October 2009 instead of Sunday 15 November 2009. Since Deepavali is no longer on 15 November 2009 (Sunday), 16 November 2009 (Monday) will not be a public holiday. Instead, 17 October 2009 will be gazetted as a public holiday.
The dates for the 11 specified public holidays for 2010 are as follows:
New Year's Day
Friday
1 January 2010
Chinese New Year
Sunday*
Monday
14 February 2010
15 February 2010
Good Friday
Friday
2 April 2010
Labour Day
Saturday
1 May 2010
Vesak Day
Friday
28 May 2010
National Day
Monday
9 August 2010
Hari Raya Puasa
Friday
10 September 2010
Deepavali
Friday
5 November 2010
Hari Raya Haji
Wednesday
17 November 2010
Christmas Day
Saturday
25 December 2010
* As Chinese New Year falls on Sunday 14 February 2010 and Monday 15 February 2010, the next day, Tuesday 16 February 2010, will be a public holiday.
2. The date, 5 November 2010, for Deepavali needs to be checked against the Indian Almanac when it is available. Should there be a change in date, the Ministry of Manpower will issue a press release to announce the change.
3. The list of public holidays for 2010 is available on the Ministry of Manpower's website.
REMINDER ON CHANGE OF DATE FOR DEEPAVALI 2009 TO 17 OCTOBER 2009
4. The Ministry would like to remind the public that Deepavali this year will fall on Saturday 17 October 2009 instead of Sunday 15 November 2009. Since Deepavali is no longer on 15 November 2009 (Sunday), 16 November 2009 (Monday) will not be a public holiday. Instead, 17 October 2009 will be gazetted as a public holiday.
Sunday, June 7, 2009
Significant Progress for Low Wage Workers since 2006
07 June 2009
• Benefits of Workfare seen with increase in wages
• Reduction in income inequality, Gini coefficient, its first decline in a decade
Since 2006, low wage workers have come a long way, with both wage increases as well as more job opportunities. The wages of the 20th percentile full-time employed resident increased from $1,200 a month in 2006 to $1,310 in 2008. In addition, the number of residents earning $1,200 or less has fallen from 360,000 in 2006 to below 300,000 in 2008. More people were working, especially from households living in smaller flat types. The monthly household income of those living in 3-room HDB flats or smaller also grew by over $300 from $1,910 to $2,220. Even after factoring for inflation, this translated to a 3.5% per annum increase in real terms.
Singapore has similarly seen a reduction in income disparity, reflected by the drop in the Gini coefficient from 0.489 in 2007 to 0.481 in 2008 – the first decline in a decade. The Gini coefficient is even lower at 0.462, after adjusting for government benefits and taxes. These are just some of the areas of progress made by low wage workers since the release of the recommendations by the Ministerial Committee on Low Wage Workers three years ago.
Please refer to Annex A for the Factsheet on the Ministerial Commitee of Low Wage Workers.
Progress Report of Ministerial Committee on Low Wage Workers
2. The Committee worked on various initiatives which were grouped under six broad spokes. The key highlights of the Committee's report are summarised below:
Spoke 1 – Rewarding Work
• Nearly $840 million Workfare Bonus and Workfare Income Supplement (WIS) has been disbursed for work done in 2006 to 2008;
• More than 10,000 lower-income families received $144.3 million worth of Additional CPF Housing Grants (AHG), which served as an additional subsidy for lower-income families to offset the purchase price of a HDB flat;
Spoke 2 – Social Support to Enable Work
• From 2006 to 2008, a total of $33.4 million was given to an average of over 3,600 families annually under the Work Support Programme, which helps low wage workers or jobseekers upgrade their skills and find better-paying jobs, by providing them with temporary financial, medical and educational assistance;
Spoke 3 – Higher Skills for Better Jobs
• About 130,800 low-skilled workers received training under the Singapore Workforce Skills Qualifications (WSQ) framework; while 58,000 workers were trained through the Employability Skills System (ESS) from 2006 to 2008;
Spoke 4 – Expand Job Opportunities
• The Job Re-Creation Programme (JRP) has helped more than 47,000 workers acquire better skills, better jobs and better pay, while gaining inroads in the security, landscape, environment and conservancy industries;
Spoke 5 – Hope for the Future
• Over the three years, MOE's Financial Assistance Scheme has helped an average of 40,730 needy students per year with $25.1 million disbursed; while the Kindergarten Financial Assistance Scheme (KiFAS) and Centre-based Financial Assistance Scheme for Child Care (CFAC) have provided an average of over 11,200 children from low income families, per year, with some $41.6 million in fee subsidies;
• Between 2006 and 2008, an additional 1,200 vulnerable, low income families were approved for assistance under the Home Ownership Plus Education (HOPE) Scheme, bringing the total number of families approved on HOPE to about 1,700 at end-2008.
Spoke 6 – Sharing in the Nation's Progress
• The $2.5 billion Progress Package was disbursed to all Singaporeans in 2006, with more given out to lower-income groups; and
• In 2008, the Government shared the Growth Dividends through a one-off $2 billion package and other household benefits, on top of the $4 billion GST offset package in 2007 that will be spread out over five years.
Please refer to Annex B for the Progress Report of Ministerial Committee on Low Wage Workers.
3. The Government has spent over $1.1 billion from 2006 to 2008 helping low wage Singaporeans . The Government will continue its efforts to help this group and refine schemes to provide them more targeted assistance. This includes a review of the WIS scheme in 2010 to ensure that it remains effective in encouraging work and providing financial assistance.
• Benefits of Workfare seen with increase in wages
• Reduction in income inequality, Gini coefficient, its first decline in a decade
Since 2006, low wage workers have come a long way, with both wage increases as well as more job opportunities. The wages of the 20th percentile full-time employed resident increased from $1,200 a month in 2006 to $1,310 in 2008. In addition, the number of residents earning $1,200 or less has fallen from 360,000 in 2006 to below 300,000 in 2008. More people were working, especially from households living in smaller flat types. The monthly household income of those living in 3-room HDB flats or smaller also grew by over $300 from $1,910 to $2,220. Even after factoring for inflation, this translated to a 3.5% per annum increase in real terms.
Singapore has similarly seen a reduction in income disparity, reflected by the drop in the Gini coefficient from 0.489 in 2007 to 0.481 in 2008 – the first decline in a decade. The Gini coefficient is even lower at 0.462, after adjusting for government benefits and taxes. These are just some of the areas of progress made by low wage workers since the release of the recommendations by the Ministerial Committee on Low Wage Workers three years ago.
Please refer to Annex A for the Factsheet on the Ministerial Commitee of Low Wage Workers.
Progress Report of Ministerial Committee on Low Wage Workers
2. The Committee worked on various initiatives which were grouped under six broad spokes. The key highlights of the Committee's report are summarised below:
Spoke 1 – Rewarding Work
• Nearly $840 million Workfare Bonus and Workfare Income Supplement (WIS) has been disbursed for work done in 2006 to 2008;
• More than 10,000 lower-income families received $144.3 million worth of Additional CPF Housing Grants (AHG), which served as an additional subsidy for lower-income families to offset the purchase price of a HDB flat;
Spoke 2 – Social Support to Enable Work
• From 2006 to 2008, a total of $33.4 million was given to an average of over 3,600 families annually under the Work Support Programme, which helps low wage workers or jobseekers upgrade their skills and find better-paying jobs, by providing them with temporary financial, medical and educational assistance;
Spoke 3 – Higher Skills for Better Jobs
• About 130,800 low-skilled workers received training under the Singapore Workforce Skills Qualifications (WSQ) framework; while 58,000 workers were trained through the Employability Skills System (ESS) from 2006 to 2008;
Spoke 4 – Expand Job Opportunities
• The Job Re-Creation Programme (JRP) has helped more than 47,000 workers acquire better skills, better jobs and better pay, while gaining inroads in the security, landscape, environment and conservancy industries;
Spoke 5 – Hope for the Future
• Over the three years, MOE's Financial Assistance Scheme has helped an average of 40,730 needy students per year with $25.1 million disbursed; while the Kindergarten Financial Assistance Scheme (KiFAS) and Centre-based Financial Assistance Scheme for Child Care (CFAC) have provided an average of over 11,200 children from low income families, per year, with some $41.6 million in fee subsidies;
• Between 2006 and 2008, an additional 1,200 vulnerable, low income families were approved for assistance under the Home Ownership Plus Education (HOPE) Scheme, bringing the total number of families approved on HOPE to about 1,700 at end-2008.
Spoke 6 – Sharing in the Nation's Progress
• The $2.5 billion Progress Package was disbursed to all Singaporeans in 2006, with more given out to lower-income groups; and
• In 2008, the Government shared the Growth Dividends through a one-off $2 billion package and other household benefits, on top of the $4 billion GST offset package in 2007 that will be spread out over five years.
Please refer to Annex B for the Progress Report of Ministerial Committee on Low Wage Workers.
3. The Government has spent over $1.1 billion from 2006 to 2008 helping low wage Singaporeans . The Government will continue its efforts to help this group and refine schemes to provide them more targeted assistance. This includes a review of the WIS scheme in 2010 to ensure that it remains effective in encouraging work and providing financial assistance.
Saturday, June 6, 2009
MOM recovers about S$800,000 in claims for workers
6 June 2009
SINGAPORE: The Manpower Ministry (MOM) recovered about S$800,000 in claims on behalf of 750 workers between January and April this year.
MOM’s Labour Court heard around 490 cases, some of which involved employers not paying salaries in lieu of termination notices and unauthorised salary deductions.
86 per cent of cases were heard and concluded by the Labour Court within two weeks from the first hearing.
MOM advises workers to refer to their obligations and rights in their employment contracts and the Employment Act.
Workers can make an e—appointment through the MOM website or call 6438—5122.
— CNA/ir
SINGAPORE: The Manpower Ministry (MOM) recovered about S$800,000 in claims on behalf of 750 workers between January and April this year.
MOM’s Labour Court heard around 490 cases, some of which involved employers not paying salaries in lieu of termination notices and unauthorised salary deductions.
86 per cent of cases were heard and concluded by the Labour Court within two weeks from the first hearing.
MOM advises workers to refer to their obligations and rights in their employment contracts and the Employment Act.
Workers can make an e—appointment through the MOM website or call 6438—5122.
— CNA/ir
Thursday, June 4, 2009
Employer Charged in Court with 100 Counts of Non-payment of Salary
04 June 2009
An employer was charged in the Subordinate Courts today (4 June 2009) for failure to pay the salaries of his foreign workers. Julian Yip Si Wei faces charges of failing to pay salaries of 100 foreign workers hired by his two companies, M Power Engineering & Iron Works and Zippon Marine & Engineering.
2. Yip allegedly failed to cancel the workers' permits and repatriate his workers even though he did not have work for them. Instead, he retained them in Singapore without paying their salaries.
3. The cases against M Power Engineering & Iron Works and Zippon Marine & Engineering were the result of proactive probes by a MOM taskforce set up earlier this year to detect errant employers, including those who have salary arrears. The MOM taskforce consolidates and analyses information surfaced from inspections as well as intelligence received on possible salary arrears cases in order to investigate those employers that may have breached the Employment of Foreign Manpower Act (EFMA).
4. "More than 60 companies with salary arrears have been identified through the taskforce's efforts since it was set up. Of these, more than 70% have been successfully resolved. Two other employers1 were also charged in March this year for failure to pay salaries of their workers. The Ministry will continue to step up our enforcement operations to take employers who fail to discharge their obligations to task. Errant employers will face the full consequences of the law," said Aw Kum Cheong, Divisional Director, Foreign Manpower Management Division.
5. Employers who no longer have any work for their workers are advised to continue paying their salaries, or to cancel the work permits and send the workers home after all outstanding payments have been made. Failure to pay salaries on time is an offence under the EFMA. Employers who fail to pay their employees could be fined up to $5,000 or imprisoned for a term not exceeding 6 months, or both. They will also be blacklisted from hiring foreign workers in future.
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1Loke Siew Fai (Director, Tipper Corp Pte Ltd) and Paul Lee Chiang Theng (Director, Gates Offshore Pte Ltd, Goldrich Venture Pte Ltd and S1 Engineering Pte Ltd) were charged on 19 March for failing to pay the salaries of their foreign workers on time.
An employer was charged in the Subordinate Courts today (4 June 2009) for failure to pay the salaries of his foreign workers. Julian Yip Si Wei faces charges of failing to pay salaries of 100 foreign workers hired by his two companies, M Power Engineering & Iron Works and Zippon Marine & Engineering.
2. Yip allegedly failed to cancel the workers' permits and repatriate his workers even though he did not have work for them. Instead, he retained them in Singapore without paying their salaries.
3. The cases against M Power Engineering & Iron Works and Zippon Marine & Engineering were the result of proactive probes by a MOM taskforce set up earlier this year to detect errant employers, including those who have salary arrears. The MOM taskforce consolidates and analyses information surfaced from inspections as well as intelligence received on possible salary arrears cases in order to investigate those employers that may have breached the Employment of Foreign Manpower Act (EFMA).
4. "More than 60 companies with salary arrears have been identified through the taskforce's efforts since it was set up. Of these, more than 70% have been successfully resolved. Two other employers1 were also charged in March this year for failure to pay salaries of their workers. The Ministry will continue to step up our enforcement operations to take employers who fail to discharge their obligations to task. Errant employers will face the full consequences of the law," said Aw Kum Cheong, Divisional Director, Foreign Manpower Management Division.
5. Employers who no longer have any work for their workers are advised to continue paying their salaries, or to cancel the work permits and send the workers home after all outstanding payments have been made. Failure to pay salaries on time is an offence under the EFMA. Employers who fail to pay their employees could be fined up to $5,000 or imprisoned for a term not exceeding 6 months, or both. They will also be blacklisted from hiring foreign workers in future.
--------------------------------------------------------------------------------
1Loke Siew Fai (Director, Tipper Corp Pte Ltd) and Paul Lee Chiang Theng (Director, Gates Offshore Pte Ltd, Goldrich Venture Pte Ltd and S1 Engineering Pte Ltd) were charged on 19 March for failing to pay the salaries of their foreign workers on time.
Wednesday, June 3, 2009
Government Accepts National Wages Council’s Guidelines for 2009/2010
03 June 2009
1. The Government has accepted the National Wages Council (NWC)'s Guidelines for 2009/2010.
2. Since the NWC released its revised wage guidelines in January 2009, the global outlook has remained weak. The first quarter of 2009 saw GDP contracting by 10.1%, compared to a 4.2% dip in the fourth quarter of 2008. MTI has forecast the GDP growth for 2009 to be between -9.0% and -6.0%. Preliminary estimates show that total employment declined by 1,000 in the first quarter of 2009 as the economy continued to worsen. The seasonally-adjusted unemployment rate rose to 3.2% (overall) and 4.8% (resident) as of March 2009. 12,600 workers were made redundant in the first quarter of 2009, compared to 9,410 in the previous quarter. The labour market is expected to remain weak for some time.
3. In view of continuing risk of a severe and extended downturn, the Government agrees with the NWC's recommendation that companies persist with the focus on cutting costs to save jobs. The Government strongly supports NWC's call for employers to look at ways to manage costs, stay viable and save jobs, including implementing wage freeze/cuts and other cost cutting measures recommended in the revised Tripartite Guidelines on Managing Excess Manpower issued on 17 May 2009. Employers should also be responsible and fair to their workers. At the same time, workers should play their part by being adaptable and flexible, willing to make adjustments, taking on different jobs and having realistic expectations.
4. On its part, the Government has implemented measures to help companies and Singaporeans cope with the downturn, such as the Jobs Credit Scheme, Skills Programme for Resilience and Upgrading (SPUR), enhanced government financing programmes for companies, lower corporate taxes and the Workfare Income Supplement (WIS) Special Payment. The Government has also been expanding the CET system and increasing the reach of SPUR, to help job seekers reskill and upskill, and take up jobs available in new and expanding sectors. These measures have helped to buffer companies and workers from the impact of the downturn. The Government will continue to monitor the situation to see if further measures and assistance are needed.
5. The Government also supports NWC's call to use this downturn to strengthen Singapore's competitiveness and prepare for the upturn. A taskforce led by MOM and MTI is working with industry on sectoral productivity issues. Companies and unions/workers should work together to raise productivity by innovating, streamlining operations and strengthening workforce capabilities.
6. The Government is confident that with close tripartite co-operation and partnership, the NWC wage guidelines will be successfully implemented to help companies ride out the current downturn, preserve jobs for workers and emerge stronger in the upturn.
1. The Government has accepted the National Wages Council (NWC)'s Guidelines for 2009/2010.
2. Since the NWC released its revised wage guidelines in January 2009, the global outlook has remained weak. The first quarter of 2009 saw GDP contracting by 10.1%, compared to a 4.2% dip in the fourth quarter of 2008. MTI has forecast the GDP growth for 2009 to be between -9.0% and -6.0%. Preliminary estimates show that total employment declined by 1,000 in the first quarter of 2009 as the economy continued to worsen. The seasonally-adjusted unemployment rate rose to 3.2% (overall) and 4.8% (resident) as of March 2009. 12,600 workers were made redundant in the first quarter of 2009, compared to 9,410 in the previous quarter. The labour market is expected to remain weak for some time.
3. In view of continuing risk of a severe and extended downturn, the Government agrees with the NWC's recommendation that companies persist with the focus on cutting costs to save jobs. The Government strongly supports NWC's call for employers to look at ways to manage costs, stay viable and save jobs, including implementing wage freeze/cuts and other cost cutting measures recommended in the revised Tripartite Guidelines on Managing Excess Manpower issued on 17 May 2009. Employers should also be responsible and fair to their workers. At the same time, workers should play their part by being adaptable and flexible, willing to make adjustments, taking on different jobs and having realistic expectations.
4. On its part, the Government has implemented measures to help companies and Singaporeans cope with the downturn, such as the Jobs Credit Scheme, Skills Programme for Resilience and Upgrading (SPUR), enhanced government financing programmes for companies, lower corporate taxes and the Workfare Income Supplement (WIS) Special Payment. The Government has also been expanding the CET system and increasing the reach of SPUR, to help job seekers reskill and upskill, and take up jobs available in new and expanding sectors. These measures have helped to buffer companies and workers from the impact of the downturn. The Government will continue to monitor the situation to see if further measures and assistance are needed.
5. The Government also supports NWC's call to use this downturn to strengthen Singapore's competitiveness and prepare for the upturn. A taskforce led by MOM and MTI is working with industry on sectoral productivity issues. Companies and unions/workers should work together to raise productivity by innovating, streamlining operations and strengthening workforce capabilities.
6. The Government is confident that with close tripartite co-operation and partnership, the NWC wage guidelines will be successfully implemented to help companies ride out the current downturn, preserve jobs for workers and emerge stronger in the upturn.
National Wages Council Guidelines 2009/2010
03 June 2009
1. The National Wages Council (NWC) has completed its deliberations on wage and wage-related guidelines for 2009/2010.
2008 Economic, Labour Market, Productivity, Wages and Inflation Trends
2. Singapore's economic growth slowed to 1.1% in 2008, significantly lower than the 7.8% growth in 2007. In particular, the fourth quarter of 2008 contracted by 4.2% on a year-on-year basis.
3. Total employment growth of 221,600 in 2008 was also lower than the growth of 234,900 in 2007. With the economy weakening towards the end of the year, the seasonally adjusted unemployment rate rose to 2.5% (overall) and 3.6% (resident) in Dec 2008, up from 2.3% and 3.4% respectively in Sep 2008. Redundancies also hit a high of 9,410 workers in the fourth quarter of 2008, making up more than half of the 16,880 redundancies in the whole of 2008.
4. Meanwhile, overall labour productivity declined sharply from -0.8% in 2007 to -7.8% in 2008 due to slower GDP growth and strong employment gains in the first half of 2008. This is the second year that labour productivity has contracted.
5. The consumer price index (CPI) rose by 6.5% in 2008, compared to 2.1% in the previous year. This was mainly due to higher growth of global oil and food prices in the first half of the year, but these began to moderate in the second half of the year.
6. With the economic downturn and increased business costs, wage increases granted were more restrained last year. Nominal total wages rose by 4.2% in 2008, lower than 5.9% in 2007. This was the result of a basic wage gain of 4.4% (compared to 4.3% in 2007) and a 2.1% decline in bonus payout of 2.31 months in 2008 (compared to 2.36 months in 2007). After adjusting for the high inflation in 2008, real total and basic wage in 2008 contracted by 2.3% and 2.1% respectively (see Annex ).
7. In 2008, productivity fell sharper than the fall in real basic wages (see Chart 1 at Annex ). To be sustainable and to maintain cost competitiveness, wage increases, especially built-in wage increases, should lag productivity growth. For the first time since 2002, cumulative gains in real basic wages have outstripped cumulative productivity gains (see Chart 2 at Annex ). Nonetheless, taken over a longer period, the growth in productivity still slightly exceeded real total and basic wages (see annualised data at Table 2 in Annex ).
8. Overall Unit Labour Cost (ULC) increased for the fourth straight year, by 9.6% in 2008, higher than the 5.2% increase in 2007, reflecting largely the contraction in productivity in 2008.
Outlook for 2009
9. The GDP in the first quarter of 2009 has contracted by 10.1% on a year-on-year basis, deeper than the 4.2% contraction in the fourth quarter of 2008. Given the sharp deterioration of the economic performance in the first quarter of 2009, and the weak global outlook for the rest of the year, MTI revised downwards in April 2009 its forecast for 2009 GDP growth to -9.0% to -6.0%, which is lower than the -5.0% to -2.0% forecast in January 2009. Notwithstanding recent optimism expressed by some analysts, the economic outlook remains uncertain.
10. Reflecting the sharp deterioration in economic conditions, preliminary estimates show that redundancies rose to 12,600 in the first quarter of 2009, higher than the 9,410 in the fourth quarter of 2008. The seasonally adjusted unemployment rate rose to 3.2% (overall) and 4.8% (resident) in March 2009. With the economy expected to remain weak for the rest of 2009, MOM expects the labour market to soften further, with retrenchments and unemployment to be significantly higher than in 2008.
11. However, CPI inflation has started to moderate. In the first quarter of 2009, CPI went up by 2.1% on a year-on-year basis, lower than the 6.6% in the same period a year ago and the high of 7.5% in the second quarter of 2008. CPI is forecast to be between -1% to 0% in 2009.
NWC Guidelines for 2009/2010
12. Given the deep global recession, the uncertainty in the economic outlook coupled with the impact of a possible Influenza A (H1N1-2009) pandemic, we need to be prepared for the eventuality of a prolonged downturn. The NWC therefore recommends in the 2009/2010 wage guidelines that employers, unions and the government press on with concerted actions recommended in NWC's January 2009 guidelines to cut costs, save jobs and enhance competitiveness. This could be done through management leading by example in the following areas:
• Wage freeze or cut;
• Implementation of other cost cutting measures and initiatives to cope with the downturn;
• Enhancement of wage flexibility; and
• Improvement in productivity
Persist with "Cut Costs to Save Jobs"
13. The NWC strongly recommends that for companies whose business, profitability and/or prospects are affected by the economic downturn, they could, in consultation with their unions/workers, implement a wage freeze or wage cut in line with their performance and prospects, in order to help companies stay competitive and save jobs.
14. Companies which perform well should reward their workers with moderate wage increases, preferably in the form of variable payment, so that their long-term cost competitiveness would not be affected.
Implement other Cost Cutting Measures
15. The NWC notes that the Tripartite Guidelines on Managing Excess Manpower (MEM Guidelines) have recently been updated to ensure they stay relevant to help companies and workers manage any prolonged downturn. The Council endorses the updated Tripartite Guidelines and strongly urges companies with excess manpower to implement the various recommended measures such as shorter work week, temporary layoffs, no pay leave, and other work arrangements as alternatives to retrenchments. Workers should work together with employers to implement these measures so as to cut costs and save jobs.
16. In implementing such measures including wage freeze or cut, management is to lead by example.
Press on with Downturn Initiatives to Enhance Resilience
17. Since the last NWC guidelines were released in January 2009, the government has announced a $20.5 billion Resilience Package to help reduce costs and save jobs. The package includes the Jobs Credit Scheme, Workfare Income Supplement (WIS) Special Payment to help low wage workers, and various tax concessions. The MEM Guidelines have been updated, and the Skills Programme for Upgrading and Resilience (SPUR) has also been enhanced to help more professionals, managers, executives and technicians (PMETs).
18. The Council notes that these measures have been well received by employers and unions/workers, and are making a positive impact in helping companies and workers cope with the downturn, manage costs and minimise job losses. Based on feedback from companies collected by the tripartite partners at end March 2009, some 66% of the 1,900 companies that responded indicated that they had no plans to carry out any retrenchment exercise. Of the remaining 34% which had planned to carry out retrenchments, 4 out of 5 indicated that they had postponed their retrenchment decisions or reduced the number of workers affected as a result of the above measures, with only 1 out of 5 companies reporting that they had proceeded or would be proceeding with their retrenchment plans notwithstanding the downturn measures. The NWC urges employers and unions/workers to continue to tap on the various tripartite measures and initiatives available to manage the impact of the downturn, reduce costs and minimise job losses.
19. The NWC notes that there are still jobs available in some sectors which are doing well, growing or remain resilient to the current downturn. Hence, while unemployment has risen, the economy is also undergoing significant restructuring with new jobs created. In this regard, the NWC recommends that the government continue to expand the Continuing Education & Training (CET) infrastructure. Workers are encouraged to be flexible and be prepared to upgrade current skills and learn new skills. Employers are encouraged to tap on the CET system and the various assistance measures such as SPUR to upskill their manpower and build new capabilities.
20. Those who are seeking employment are advised to adjust their expectations and make career switches, if necessary, to take up available jobs. Employers too, should be open to taking in workers with little or no relevant experience, and set appropriate employment terms reflecting the market realities of their sectors. This would ensure that the growth sectors could recruit the necessary manpower, while enabling job seekers to take up meaningful employment in these sectors. There are many schemes under SPUR to help employers recruit and train new workers, such as SPUR-JOBS and Professional Skills Programme (PSP)-Traineeship. Employers should leverage fully on such schemes.
21. Besides implementing the above measures, the NWC also urges the government and companies to continue to look at ways to reduce non-wage costs so as to lower the overall business costs and enhance Singapore's competitiveness.
Enhance Wage Flexibility
22. Companies are encouraged to make use of components of the flexible wage system, including the Monthly Variable Component (MVC), to manage total wage cost. MOM's 2008 Survey on Annual Wage Changes indicates that companies with MVC in their wage structure are better able to gain employees' acceptance of a wage cut if it has to be implemented, compared to companies without MVC. To encourage more companies to implement MVC, the NWC endorses the recommendation in the MEM guidelines that companies could implement a cut in basic wages by introducing it as a reduction in MVC. This would enable these companies to take the opportunity to introduce MVC and make their wages more flexible. Companies doing so should work with the unions/workers to set guidelines on restoring the MVC from future wage increases or adjustments when businesses recover.
Improve Productivity
23. The NWC notes with concern that labour productivity growth has shown a downward trend over the last four years, and labour productivity has in fact contracted in the last two years. This could affect longer term competitiveness. There is a pressing need to address this issue so that future wage increases can be supported by productivity gains, and be sustainable and competitive over the longer term. In this regard, the Council strongly urges companies to ride on this downturn to enhance their productivity, through innovation, best sourcing, service excellence and developing the workforce to be highly skilled, productive and flexible. Companies can improve the skills of their workforce by tapping on SPUR.
Continue with Longer Term Initiatives
24. Notwithstanding the downturn, the NWC recommends that the tripartite partners continue to push ahead with initiatives such as enhancing the employability and employment of older workers, bringing more women back to the workforce, and enhancing efforts to help low wage, contract and informal workers. We should not lose sight of these important longer term initiatives that would help to maximise the potential of our workforce, as well as improve employability and income of workers.
Prepare for Upturn
25. The Council urges companies to maximize the use of the current slack manpower conditions to improve the skills of their workforce. This is critical to raising their competitiveness when the global economy recovers. Companies and workers must not delay in participating in SPUR to upgrade skills and capabilities so that they would be in a stronger position for the recovery.
Application of NWC's Recommendations
26. The NWC recommendations cover the period from 1 July 2009 to 30 June 2010.
27. These recommendations are applicable to all employees – management, executives and rank-and-file employees, unionised and non-unionised companies in both the public and private sectors.
28. To facilitate wage negotiation, companies should share relevant information on company performance and business prospects with employees and their representatives.
Conclusion – Strong Tripartism To Overcome Adversity
29. Singapore's pragmatic and pro-active response to the recession, supported by our strong tripartite spirit, has brought about significant and positive impact on companies and workers. The various tripartite initiatives implemented over the past few months have resulted in many companies implementing alternative measures to retrenchment, therefore minimising job losses to workers.
30. The outlook remains uncertain. However, the NWC is confident that the solidarity shown by the tripartite partners in working together to address the downturn will continue to prevail and enable the smooth implementation of the NWC guidelines. This high level of co-operation, trust and understanding among the government, employers and unions will give confidence to businesses and investors, and better differentiate Singapore from other economies. More importantly, it will enable Singapore to emerge stronger, more robust and more resilient while helping to minimise job losses, and strengthen our competitiveness and capability for a better future for all.
31. The NWC looks forward to the Government's acceptance of its recommendations.
1. The National Wages Council (NWC) has completed its deliberations on wage and wage-related guidelines for 2009/2010.
2008 Economic, Labour Market, Productivity, Wages and Inflation Trends
2. Singapore's economic growth slowed to 1.1% in 2008, significantly lower than the 7.8% growth in 2007. In particular, the fourth quarter of 2008 contracted by 4.2% on a year-on-year basis.
3. Total employment growth of 221,600 in 2008 was also lower than the growth of 234,900 in 2007. With the economy weakening towards the end of the year, the seasonally adjusted unemployment rate rose to 2.5% (overall) and 3.6% (resident) in Dec 2008, up from 2.3% and 3.4% respectively in Sep 2008. Redundancies also hit a high of 9,410 workers in the fourth quarter of 2008, making up more than half of the 16,880 redundancies in the whole of 2008.
4. Meanwhile, overall labour productivity declined sharply from -0.8% in 2007 to -7.8% in 2008 due to slower GDP growth and strong employment gains in the first half of 2008. This is the second year that labour productivity has contracted.
5. The consumer price index (CPI) rose by 6.5% in 2008, compared to 2.1% in the previous year. This was mainly due to higher growth of global oil and food prices in the first half of the year, but these began to moderate in the second half of the year.
6. With the economic downturn and increased business costs, wage increases granted were more restrained last year. Nominal total wages rose by 4.2% in 2008, lower than 5.9% in 2007. This was the result of a basic wage gain of 4.4% (compared to 4.3% in 2007) and a 2.1% decline in bonus payout of 2.31 months in 2008 (compared to 2.36 months in 2007). After adjusting for the high inflation in 2008, real total and basic wage in 2008 contracted by 2.3% and 2.1% respectively (see Annex ).
7. In 2008, productivity fell sharper than the fall in real basic wages (see Chart 1 at Annex ). To be sustainable and to maintain cost competitiveness, wage increases, especially built-in wage increases, should lag productivity growth. For the first time since 2002, cumulative gains in real basic wages have outstripped cumulative productivity gains (see Chart 2 at Annex ). Nonetheless, taken over a longer period, the growth in productivity still slightly exceeded real total and basic wages (see annualised data at Table 2 in Annex ).
8. Overall Unit Labour Cost (ULC) increased for the fourth straight year, by 9.6% in 2008, higher than the 5.2% increase in 2007, reflecting largely the contraction in productivity in 2008.
Outlook for 2009
9. The GDP in the first quarter of 2009 has contracted by 10.1% on a year-on-year basis, deeper than the 4.2% contraction in the fourth quarter of 2008. Given the sharp deterioration of the economic performance in the first quarter of 2009, and the weak global outlook for the rest of the year, MTI revised downwards in April 2009 its forecast for 2009 GDP growth to -9.0% to -6.0%, which is lower than the -5.0% to -2.0% forecast in January 2009. Notwithstanding recent optimism expressed by some analysts, the economic outlook remains uncertain.
10. Reflecting the sharp deterioration in economic conditions, preliminary estimates show that redundancies rose to 12,600 in the first quarter of 2009, higher than the 9,410 in the fourth quarter of 2008. The seasonally adjusted unemployment rate rose to 3.2% (overall) and 4.8% (resident) in March 2009. With the economy expected to remain weak for the rest of 2009, MOM expects the labour market to soften further, with retrenchments and unemployment to be significantly higher than in 2008.
11. However, CPI inflation has started to moderate. In the first quarter of 2009, CPI went up by 2.1% on a year-on-year basis, lower than the 6.6% in the same period a year ago and the high of 7.5% in the second quarter of 2008. CPI is forecast to be between -1% to 0% in 2009.
NWC Guidelines for 2009/2010
12. Given the deep global recession, the uncertainty in the economic outlook coupled with the impact of a possible Influenza A (H1N1-2009) pandemic, we need to be prepared for the eventuality of a prolonged downturn. The NWC therefore recommends in the 2009/2010 wage guidelines that employers, unions and the government press on with concerted actions recommended in NWC's January 2009 guidelines to cut costs, save jobs and enhance competitiveness. This could be done through management leading by example in the following areas:
• Wage freeze or cut;
• Implementation of other cost cutting measures and initiatives to cope with the downturn;
• Enhancement of wage flexibility; and
• Improvement in productivity
Persist with "Cut Costs to Save Jobs"
13. The NWC strongly recommends that for companies whose business, profitability and/or prospects are affected by the economic downturn, they could, in consultation with their unions/workers, implement a wage freeze or wage cut in line with their performance and prospects, in order to help companies stay competitive and save jobs.
14. Companies which perform well should reward their workers with moderate wage increases, preferably in the form of variable payment, so that their long-term cost competitiveness would not be affected.
Implement other Cost Cutting Measures
15. The NWC notes that the Tripartite Guidelines on Managing Excess Manpower (MEM Guidelines) have recently been updated to ensure they stay relevant to help companies and workers manage any prolonged downturn. The Council endorses the updated Tripartite Guidelines and strongly urges companies with excess manpower to implement the various recommended measures such as shorter work week, temporary layoffs, no pay leave, and other work arrangements as alternatives to retrenchments. Workers should work together with employers to implement these measures so as to cut costs and save jobs.
16. In implementing such measures including wage freeze or cut, management is to lead by example.
Press on with Downturn Initiatives to Enhance Resilience
17. Since the last NWC guidelines were released in January 2009, the government has announced a $20.5 billion Resilience Package to help reduce costs and save jobs. The package includes the Jobs Credit Scheme, Workfare Income Supplement (WIS) Special Payment to help low wage workers, and various tax concessions. The MEM Guidelines have been updated, and the Skills Programme for Upgrading and Resilience (SPUR) has also been enhanced to help more professionals, managers, executives and technicians (PMETs).
18. The Council notes that these measures have been well received by employers and unions/workers, and are making a positive impact in helping companies and workers cope with the downturn, manage costs and minimise job losses. Based on feedback from companies collected by the tripartite partners at end March 2009, some 66% of the 1,900 companies that responded indicated that they had no plans to carry out any retrenchment exercise. Of the remaining 34% which had planned to carry out retrenchments, 4 out of 5 indicated that they had postponed their retrenchment decisions or reduced the number of workers affected as a result of the above measures, with only 1 out of 5 companies reporting that they had proceeded or would be proceeding with their retrenchment plans notwithstanding the downturn measures. The NWC urges employers and unions/workers to continue to tap on the various tripartite measures and initiatives available to manage the impact of the downturn, reduce costs and minimise job losses.
19. The NWC notes that there are still jobs available in some sectors which are doing well, growing or remain resilient to the current downturn. Hence, while unemployment has risen, the economy is also undergoing significant restructuring with new jobs created. In this regard, the NWC recommends that the government continue to expand the Continuing Education & Training (CET) infrastructure. Workers are encouraged to be flexible and be prepared to upgrade current skills and learn new skills. Employers are encouraged to tap on the CET system and the various assistance measures such as SPUR to upskill their manpower and build new capabilities.
20. Those who are seeking employment are advised to adjust their expectations and make career switches, if necessary, to take up available jobs. Employers too, should be open to taking in workers with little or no relevant experience, and set appropriate employment terms reflecting the market realities of their sectors. This would ensure that the growth sectors could recruit the necessary manpower, while enabling job seekers to take up meaningful employment in these sectors. There are many schemes under SPUR to help employers recruit and train new workers, such as SPUR-JOBS and Professional Skills Programme (PSP)-Traineeship. Employers should leverage fully on such schemes.
21. Besides implementing the above measures, the NWC also urges the government and companies to continue to look at ways to reduce non-wage costs so as to lower the overall business costs and enhance Singapore's competitiveness.
Enhance Wage Flexibility
22. Companies are encouraged to make use of components of the flexible wage system, including the Monthly Variable Component (MVC), to manage total wage cost. MOM's 2008 Survey on Annual Wage Changes indicates that companies with MVC in their wage structure are better able to gain employees' acceptance of a wage cut if it has to be implemented, compared to companies without MVC. To encourage more companies to implement MVC, the NWC endorses the recommendation in the MEM guidelines that companies could implement a cut in basic wages by introducing it as a reduction in MVC. This would enable these companies to take the opportunity to introduce MVC and make their wages more flexible. Companies doing so should work with the unions/workers to set guidelines on restoring the MVC from future wage increases or adjustments when businesses recover.
Improve Productivity
23. The NWC notes with concern that labour productivity growth has shown a downward trend over the last four years, and labour productivity has in fact contracted in the last two years. This could affect longer term competitiveness. There is a pressing need to address this issue so that future wage increases can be supported by productivity gains, and be sustainable and competitive over the longer term. In this regard, the Council strongly urges companies to ride on this downturn to enhance their productivity, through innovation, best sourcing, service excellence and developing the workforce to be highly skilled, productive and flexible. Companies can improve the skills of their workforce by tapping on SPUR.
Continue with Longer Term Initiatives
24. Notwithstanding the downturn, the NWC recommends that the tripartite partners continue to push ahead with initiatives such as enhancing the employability and employment of older workers, bringing more women back to the workforce, and enhancing efforts to help low wage, contract and informal workers. We should not lose sight of these important longer term initiatives that would help to maximise the potential of our workforce, as well as improve employability and income of workers.
Prepare for Upturn
25. The Council urges companies to maximize the use of the current slack manpower conditions to improve the skills of their workforce. This is critical to raising their competitiveness when the global economy recovers. Companies and workers must not delay in participating in SPUR to upgrade skills and capabilities so that they would be in a stronger position for the recovery.
Application of NWC's Recommendations
26. The NWC recommendations cover the period from 1 July 2009 to 30 June 2010.
27. These recommendations are applicable to all employees – management, executives and rank-and-file employees, unionised and non-unionised companies in both the public and private sectors.
28. To facilitate wage negotiation, companies should share relevant information on company performance and business prospects with employees and their representatives.
Conclusion – Strong Tripartism To Overcome Adversity
29. Singapore's pragmatic and pro-active response to the recession, supported by our strong tripartite spirit, has brought about significant and positive impact on companies and workers. The various tripartite initiatives implemented over the past few months have resulted in many companies implementing alternative measures to retrenchment, therefore minimising job losses to workers.
30. The outlook remains uncertain. However, the NWC is confident that the solidarity shown by the tripartite partners in working together to address the downturn will continue to prevail and enable the smooth implementation of the NWC guidelines. This high level of co-operation, trust and understanding among the government, employers and unions will give confidence to businesses and investors, and better differentiate Singapore from other economies. More importantly, it will enable Singapore to emerge stronger, more robust and more resilient while helping to minimise job losses, and strengthen our competitiveness and capability for a better future for all.
31. The NWC looks forward to the Government's acceptance of its recommendations.
Friday, May 29, 2009
Fire Safety Manager
Responsibilities:
•Formulate and implement safety policies and programs
•Carry out audits on safety operations and conduct improvement studies on Safety Management System
•Ensure proper and thorough investigations of accidents, and provide advice to Management on safety matters
•Submit reports to SCDF or related government departments
•Plan Safety training for employees
Requirements:
•Must have FSM Qualification from SCDF
•Those who are Registered Workplace Health and Safety Officer with Ministry of Manpower and familiar with ISO will have an added advantage
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
•Formulate and implement safety policies and programs
•Carry out audits on safety operations and conduct improvement studies on Safety Management System
•Ensure proper and thorough investigations of accidents, and provide advice to Management on safety matters
•Submit reports to SCDF or related government departments
•Plan Safety training for employees
Requirements:
•Must have FSM Qualification from SCDF
•Those who are Registered Workplace Health and Safety Officer with Ministry of Manpower and familiar with ISO will have an added advantage
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
Telemarketers
Responsibilities:
•Making outbound calls to given list of prospective customers
•Telemarketing potential customers on the company’s products/services
•Understand customers’ needs and promote company’s product/services to them
•Promoting programs and campaigns
Requirements:
•Minimum 'N' Level/ Nitec/ 'O' Level
•Bilingual and fluent in English and Mandarin.
•Experience in telemarketing/call centre will be an added advantage
•Strong interpersonal skills
•Strong customer service
•Ambitious, positive and cheerful personality
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
•Making outbound calls to given list of prospective customers
•Telemarketing potential customers on the company’s products/services
•Understand customers’ needs and promote company’s product/services to them
•Promoting programs and campaigns
Requirements:
•Minimum 'N' Level/ Nitec/ 'O' Level
•Bilingual and fluent in English and Mandarin.
•Experience in telemarketing/call centre will be an added advantage
•Strong interpersonal skills
•Strong customer service
•Ambitious, positive and cheerful personality
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
IT Support Technician
Responsibilities:
•Provide on-site desktop support for our customers
•Setup Computers, Peripherals and Applications
•Troubleshoot Computers, Peripherals and Network Infrastructure
•Manage desktops of the assigned customer accounts
Requirements:
•ITE/Diploma and above in IT related fields
•Minimum 1 year experience in handling PC Hardware and common Desktop Applications, Internet and server knowledge
•Fresh graduates with KEEN interest in IT field in Systems/Network support, with proven good technical handling skills are welcome to apply
•Only Singaporean or PR may apply
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
•Provide on-site desktop support for our customers
•Setup Computers, Peripherals and Applications
•Troubleshoot Computers, Peripherals and Network Infrastructure
•Manage desktops of the assigned customer accounts
Requirements:
•ITE/Diploma and above in IT related fields
•Minimum 1 year experience in handling PC Hardware and common Desktop Applications, Internet and server knowledge
•Fresh graduates with KEEN interest in IT field in Systems/Network support, with proven good technical handling skills are welcome to apply
•Only Singaporean or PR may apply
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
IT Engineer (IT Infrastructure)
Responsibilities:
•Lead projects within the company and regional offices, together with the Project Manager.
•Implement & maintain local & regional IT infrastructure
Requirements:
•'O' Level/'A' Level/Diploma/Degree in IT with minimum 1 year of working experience in IT infrastructure
•Strong in writing IT documents for instance manuals
•Strong knowledge and experience in Windows Server 2003, VMware & network
•Knowledge and/or experience in Juniper (SSL-VPN, Firewall), Checkpoint, CISCO (Switch, Router), JP1, PBX, Bluecoat, Poly com (MCU), Blackberry, ITIL, ISO20071, COBIT is advantageous
•Team player with the ability to communicate effectively with people at all level
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
•Lead projects within the company and regional offices, together with the Project Manager.
•Implement & maintain local & regional IT infrastructure
Requirements:
•'O' Level/'A' Level/Diploma/Degree in IT with minimum 1 year of working experience in IT infrastructure
•Strong in writing IT documents for instance manuals
•Strong knowledge and experience in Windows Server 2003, VMware & network
•Knowledge and/or experience in Juniper (SSL-VPN, Firewall), Checkpoint, CISCO (Switch, Router), JP1, PBX, Bluecoat, Poly com (MCU), Blackberry, ITIL, ISO20071, COBIT is advantageous
•Team player with the ability to communicate effectively with people at all level
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
Thursday, May 28, 2009
Assistant Engineer (PCB layout Design/Fabrication)
•Performing all stages of PCB layout from schematic capture to creation of PCB manufacturing files, PCB design related quality checks, and liaison with qualified PCB contractors to get the PCB fabricated.
•Monitor the schedule delivery of our contractors to facilitate contractor management.
•Performing roots cause analysis to resolve PCB layout and fabrication issues, and to participate in capability build-up projects to facilitate the state-of-the-art technologies, and to improve the design process as well as efficiency. Requirements:
•Diploma / ITC in Electrical / Electronic Engineering with 3 years related experience.
•Good knowledge of circuit design, layout, routing and electrical / mechanical constraints
•Experience in Mentor Graphics Board station or other layout design tools.
•Knowledgeable of current and emerging industry PCB technologies and IPC design standards. (eg HDI, IPC 2221, IPC-A-600).
•Good knowledge of PCB manufacturing and assembly process.
•Possess strong analytical and communication skills.
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1. Current salary
2. Expected salary
3. Reasons for leaving (Past and present employment)
4. Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
•Monitor the schedule delivery of our contractors to facilitate contractor management.
•Performing roots cause analysis to resolve PCB layout and fabrication issues, and to participate in capability build-up projects to facilitate the state-of-the-art technologies, and to improve the design process as well as efficiency. Requirements:
•Diploma / ITC in Electrical / Electronic Engineering with 3 years related experience.
•Good knowledge of circuit design, layout, routing and electrical / mechanical constraints
•Experience in Mentor Graphics Board station or other layout design tools.
•Knowledgeable of current and emerging industry PCB technologies and IPC design standards. (eg HDI, IPC 2221, IPC-A-600).
•Good knowledge of PCB manufacturing and assembly process.
•Possess strong analytical and communication skills.
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1. Current salary
2. Expected salary
3. Reasons for leaving (Past and present employment)
4. Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
Wednesday, May 27, 2009
Safety Officer
Responsibility:
•You will be responsible for the workplace / Health / fire safety aspects of facilities
•You will be required to handle all safety & related inspections to facilities be involved in training of emergency response teams
•Coordinate annual emergency & fire response exercises
•Coordinate annual health screening for staff and also manage critical facilities.
Requirements:
•Bachelor's Degree in Environmental Engineering / Science.
•Held similar or related position with more than 2 years of experience.
•Good working knowledge of chemical and radiation safety.
•Familiar with MOM's workplace safety & health requirement
•Independent worker who is willing to learn and be part of a team.
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
•You will be responsible for the workplace / Health / fire safety aspects of facilities
•You will be required to handle all safety & related inspections to facilities be involved in training of emergency response teams
•Coordinate annual emergency & fire response exercises
•Coordinate annual health screening for staff and also manage critical facilities.
Requirements:
•Bachelor's Degree in Environmental Engineering / Science.
•Held similar or related position with more than 2 years of experience.
•Good working knowledge of chemical and radiation safety.
•Familiar with MOM's workplace safety & health requirement
•Independent worker who is willing to learn and be part of a team.
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
Tuesday, May 26, 2009
Electromagnetic Engineer
Responsibility:
•You will be part of a team to carry out research in electromagnetic scattering.
•Your work may include computer-aided design, prediction, prototyping and measurement.
•You will also be working with RF / microwave equipment and radiating system. The work may include in-house development, consultancy as well as local and overseas collaborations.
Requirements:
•Masters / Bachelor's Degree in Electrical / Electronic Engineering.
•Specialization in microwave engineering.
•Proficient in programming language and engineering software e.g. C++, Matlab.
•Familiarity with AutoCAD and / or Solid works will be advantageous.
•Self- motivated, independent and have passion in R&D work.
•Fresh graduate with a passion in R&D with Electrical or Electronics Engineering background is encourage to apply too.
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
•You will be part of a team to carry out research in electromagnetic scattering.
•Your work may include computer-aided design, prediction, prototyping and measurement.
•You will also be working with RF / microwave equipment and radiating system. The work may include in-house development, consultancy as well as local and overseas collaborations.
Requirements:
•Masters / Bachelor's Degree in Electrical / Electronic Engineering.
•Specialization in microwave engineering.
•Proficient in programming language and engineering software e.g. C++, Matlab.
•Familiarity with AutoCAD and / or Solid works will be advantageous.
•Self- motivated, independent and have passion in R&D work.
•Fresh graduate with a passion in R&D with Electrical or Electronics Engineering background is encourage to apply too.
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
Monday, May 25, 2009
Facilities Manager
Responsibilities:
•Take charge and lead the in-house maintenance team in all daily facilities maintenance issues and meet contractual obligations
•Dealing matters with contractors (in-house and external), coordinate the project in order to keep the project in a state of good and operational condition and in compliance of all relevant legislation, standards and requirements governing the maintenance and management of buildings in Singapore
•To ensure all preventive, corrective maintenance and ad-hoc works are duly carried out.
•Recommendation on M&E and building services to enhance the reliability and feasibility to clients
•Attending all meetings such as Projects, Management, Staff matters, Energy
•Management, Operation Meeting etc
•Monitor the team performance to improve staff’s morale, unity and loyalty to meet clients’ requirements and satisfaction
•Monitor and check contractor’s performance and ensure short down time & improve contractors’ standard of work
•Other ad-hoc duties as and when assigned
Requirements:
•Diploma/ Degree in Electrical/ Mechanical/Building Services or equivalent with at least 3-5 years of relevant experience preferably in supervisory role.
•Certificate in Fire Safety Manager preferred
•Candidates with knowledge on Workplace Safety and Health Regulation and Boilers Maintenance would be an advantage.
•Working Location: East
•Working Hours: Mon-Fri (8.30am to 6.00pm) Sat (8.30am to 12.30pm)
• Nationality: Singaporean/PR/Malaysian
Please orward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
•Take charge and lead the in-house maintenance team in all daily facilities maintenance issues and meet contractual obligations
•Dealing matters with contractors (in-house and external), coordinate the project in order to keep the project in a state of good and operational condition and in compliance of all relevant legislation, standards and requirements governing the maintenance and management of buildings in Singapore
•To ensure all preventive, corrective maintenance and ad-hoc works are duly carried out.
•Recommendation on M&E and building services to enhance the reliability and feasibility to clients
•Attending all meetings such as Projects, Management, Staff matters, Energy
•Management, Operation Meeting etc
•Monitor the team performance to improve staff’s morale, unity and loyalty to meet clients’ requirements and satisfaction
•Monitor and check contractor’s performance and ensure short down time & improve contractors’ standard of work
•Other ad-hoc duties as and when assigned
Requirements:
•Diploma/ Degree in Electrical/ Mechanical/Building Services or equivalent with at least 3-5 years of relevant experience preferably in supervisory role.
•Certificate in Fire Safety Manager preferred
•Candidates with knowledge on Workplace Safety and Health Regulation and Boilers Maintenance would be an advantage.
•Working Location: East
•Working Hours: Mon-Fri (8.30am to 6.00pm) Sat (8.30am to 12.30pm)
• Nationality: Singaporean/PR/Malaysian
Please orward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
Quality Engineer/ Quality Assurance Engineer
Responsibility:
•You will be part of the QM team and maintain ISO 9001 certification and system.
•This will involve planning and conducting internal audits of projects and facilities
•Managing external auditors by certification bodies and making continuous improvements to the QMS.
•You will also be involved in taskforce activities for quality initiatives that are undertaken from time to time to strengthen the Quality Assurance of Design and Development conducted in DSO.
Requirements:
•Bachelor's Degree in Computer Engineering / Electrical / Electronics / Mechanical Engineering.
•Minimum 3 years of experience in design / engineering & QA.
•Good analytical skills, assertive and pro solution-finding.
Possess auditor certificate and experience in the implementation of ISO 9001 QMS is an advantage.
Quality Assurance Engineer
•You will perform quality assurance for projects. This will involve establishing QA requirements for projects, developing project QA plans, and conducting checks on design outputs and quality records.
•In addition, you will manage failures and non-conformances in projects and conduct contractor control for outsourced development and prototyping.
•You will be the QA signatory for system tests before they are released for acceptance or demonstration and use the experience gained to refine and improve upon the QA policies and processes for development projects.
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
•You will be part of the QM team and maintain ISO 9001 certification and system.
•This will involve planning and conducting internal audits of projects and facilities
•Managing external auditors by certification bodies and making continuous improvements to the QMS.
•You will also be involved in taskforce activities for quality initiatives that are undertaken from time to time to strengthen the Quality Assurance of Design and Development conducted in DSO.
Requirements:
•Bachelor's Degree in Computer Engineering / Electrical / Electronics / Mechanical Engineering.
•Minimum 3 years of experience in design / engineering & QA.
•Good analytical skills, assertive and pro solution-finding.
Possess auditor certificate and experience in the implementation of ISO 9001 QMS is an advantage.
Quality Assurance Engineer
•You will perform quality assurance for projects. This will involve establishing QA requirements for projects, developing project QA plans, and conducting checks on design outputs and quality records.
•In addition, you will manage failures and non-conformances in projects and conduct contractor control for outsourced development and prototyping.
•You will be the QA signatory for system tests before they are released for acceptance or demonstration and use the experience gained to refine and improve upon the QA policies and processes for development projects.
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
M&E Project Coordinator
Responsibilities:
•Coordinating work at job site with site coordinators
•Liaise with main contractors
•Relaying all project information and instructions to the appropriate personnel
•Monitoring of work progress
Requirements:
•Diploma with M & E / Electrical Engineering
•Must know how to use Auto Cad
•Fresh graduate welcome
•Ability to work independently with deadline and under pressure
•Singaporean / PR or Malaysian Chinese female may apply
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
•Coordinating work at job site with site coordinators
•Liaise with main contractors
•Relaying all project information and instructions to the appropriate personnel
•Monitoring of work progress
Requirements:
•Diploma with M & E / Electrical Engineering
•Must know how to use Auto Cad
•Fresh graduate welcome
•Ability to work independently with deadline and under pressure
•Singaporean / PR or Malaysian Chinese female may apply
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
Sunday, May 24, 2009
Radar Signal Processing Engineer
Responsibility:
•Work independently or as a team in the research and development of algorithms to solve complex radar signal processing problems.
•Your work scope will start from problem formulation, derivation of possible solutions, verification and implementation of these solutions.
•You are expected to translate your algorithm to pseudo codes for coding into other programming languages by software engineers.
•Occasionally, you will also participate in planning and execution of field trials to collect data to verify your solutions.
•You are also expected to multi-task effectively and meet project deadlines. Passion in research, knowledge enquiring and perseverance are other essential qualities needed to effectively perform the job.
Requirements:
•PhD/Master/Bachelor of Electrical/Electronics Engineering.
•Knowledge in related fields such as digital communication signal processing and microwave/RF engineering would be advantageous.
•Suitable candidate typically excels in digital signal processing, mathematics and physics.
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
•Work independently or as a team in the research and development of algorithms to solve complex radar signal processing problems.
•Your work scope will start from problem formulation, derivation of possible solutions, verification and implementation of these solutions.
•You are expected to translate your algorithm to pseudo codes for coding into other programming languages by software engineers.
•Occasionally, you will also participate in planning and execution of field trials to collect data to verify your solutions.
•You are also expected to multi-task effectively and meet project deadlines. Passion in research, knowledge enquiring and perseverance are other essential qualities needed to effectively perform the job.
Requirements:
•PhD/Master/Bachelor of Electrical/Electronics Engineering.
•Knowledge in related fields such as digital communication signal processing and microwave/RF engineering would be advantageous.
•Suitable candidate typically excels in digital signal processing, mathematics and physics.
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
Saturday, May 23, 2009
Assistant HR Manager/Town area
Responsibilities:
•Your key role is to provide support to the Human Resource Manager in full spectrum of human Resource functions including recruitment
•Manpower planning
•Talent acquisition and retention
•Implementation of HR initiatives
•Employee relations and performance management.
•You should be able to perform consultancy service to line managers to support the business needs
•Involve in champion employee engagement in order to provide excellence support for the employees growth and development.
Requirements:
•To succeed in this role, you must possess Degree in Human Resource Management coupled with at least 5 years of HR experience in full spectrum.
•You should be meticulous and independent team player who possesses excellent interpersonal and communication skills.
•You should be able to work with all levels of staff in a fast-paced and multiple business activities environment
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
•Your key role is to provide support to the Human Resource Manager in full spectrum of human Resource functions including recruitment
•Manpower planning
•Talent acquisition and retention
•Implementation of HR initiatives
•Employee relations and performance management.
•You should be able to perform consultancy service to line managers to support the business needs
•Involve in champion employee engagement in order to provide excellence support for the employees growth and development.
Requirements:
•To succeed in this role, you must possess Degree in Human Resource Management coupled with at least 5 years of HR experience in full spectrum.
•You should be meticulous and independent team player who possesses excellent interpersonal and communication skills.
•You should be able to work with all levels of staff in a fast-paced and multiple business activities environment
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
Friday, May 22, 2009
Japanese Speaking Order Mangement Lead
Responsibilities:
•Premier order processing for all Asia
•Manage, train and supervise the processing team, ensuring they are equipped with the appropriate level of knowledge to perform day-to-day processing tasks
•Manage daily processing operations and drive issue resolution for programs
•Review and update processes to ensure alignment with Program offerings and SOX requirements and eliminate/reduce re-occurring processing issues
•Identify opportunities for process improvements and/or automation
•Ensure processes are documented and documentation are kept up-to-date
•Accountable for Scorecard Processing metrics (e.g. meeting SLA requirements, processing cycle time, revenue left on table)
•Processing team resource management
Requirements:
•A minimum Bachelor of Finance degree plus 3-4 year of relevant experience or 4-5 years of related experience in lieu of degree is required
•Knowledge of all aspects of International Exporting, Operations environments and International Customer Service
•Candidates must exhibit high levels of analytical and organizational skills combined with interpersonal and cross-cultural communication skills
•Previous experience with Order Management processes also required
•Ability to work under deadline while maintaining effective working relationships with customers, freight forwarders and colleagues is essential
•Ability to work in a fast-paced environment while being versatile and productive required
•Excellent knowledge of PC Applications (Excel, Word, SAP)
•Business Level Japanese (JLPT2) equivalent.
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
•Premier order processing for all Asia
•Manage, train and supervise the processing team, ensuring they are equipped with the appropriate level of knowledge to perform day-to-day processing tasks
•Manage daily processing operations and drive issue resolution for programs
•Review and update processes to ensure alignment with Program offerings and SOX requirements and eliminate/reduce re-occurring processing issues
•Identify opportunities for process improvements and/or automation
•Ensure processes are documented and documentation are kept up-to-date
•Accountable for Scorecard Processing metrics (e.g. meeting SLA requirements, processing cycle time, revenue left on table)
•Processing team resource management
Requirements:
•A minimum Bachelor of Finance degree plus 3-4 year of relevant experience or 4-5 years of related experience in lieu of degree is required
•Knowledge of all aspects of International Exporting, Operations environments and International Customer Service
•Candidates must exhibit high levels of analytical and organizational skills combined with interpersonal and cross-cultural communication skills
•Previous experience with Order Management processes also required
•Ability to work under deadline while maintaining effective working relationships with customers, freight forwarders and colleagues is essential
•Ability to work in a fast-paced environment while being versatile and productive required
•Excellent knowledge of PC Applications (Excel, Word, SAP)
•Business Level Japanese (JLPT2) equivalent.
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
Celebrating Service Excellence at MOM
Inaugural Best Public Suggestion Awards given out
Tributes to Outstanding MOM Staff
22 May 2009
The Ministry of Manpower (MOM) celebrated Service Excellence Day today, which is held annually. For the first time, two members of the public were awarded the Ministry of Manpower's (MOM) Best Public Suggestion Awards (BPSA). Mr Ranjan Vaswani's and Mr George Danelia's suggestions have resulted in time and cost savings when submitting Employment Pass and EntrePass applications respectively.
2 Thanks to Mr Ranjan's suggestion, employers no longer have to submit a physical application form to apply for an EPOL (Employment Pass Online) account. Previously, companies applying for an EPOL account had to attach their Business Profile/Instant Information from ACRA with the submission. Now, the Ministry obtains the necessary information from ACRA's databases, saving time and money for customers.
3 Mr Danelia's suggestion was for foreigners to be issued a SingPass together with MOM's In-Principle Approval for EntrePass applications. With a SingPass, EntrePass applicants can proceed to register their business/company with ACRA on their own, without having to engage a professional firm to help register the company.
4 Both winners were pleasantly surprised when they were told they had won awards for their suggestions. Mr Danelia said, “The Public Service in Singapore is already so far ahead of other countries in terms of service—just look at the number of services available online. I would have been pleased with the quality of service I've had so far, even if I didn't win this award.” Mr Ranjan, who called his experience with MOM “fabulous” even since the Employment Pass application service was moved online, quipped, “My wife can't believe you would give me an award for a suggestion I made. She thought I made up this up to make myself look good!”
5 Mr Ranjan and Mr Danelia were presented the Best Public Suggestion Awards 2009 at MOM's inaugural Service Excellence Day ceremony today.
Service Excellence Recognition for MOM officers
6 The Ministry also paid tribute to its front-line officers who have rendered excellent service. 30 year old Mr Roszaimi Abas from MOM's Customer Responsiveness Department went above and beyond the call of duty to help four Malaysian workers left stranded in Singapore after their Work Permits were cancelled. These workers were unable to leave as their passports were with their employment agent.
7 Not only did Mr Roszaimi offer the workers his personal mobile phone number, in case they needed help, he also helped to buy them food as they had no money. Mr Roszaimi later succeeded in contacting the employment agent who returned the workers their passports and provided them with travelling expenses to return home to Malaysia. For all his excellent work, Mr Roszaimi was awarded the PS 21 STAR Service Award and MOM STAR Gold Award. He said, “I am very happy to be able to offer customers help beyond just the administrative matters. It is a good feeling to know my job was done well, and that it made a difference to those I helped.”
8 Another MOM officer who has similarly gone beyond the call of duty is 27 year old Mr Vincent Teo, whose consistent excellent service to customers won him the MOM STAR Silver Award. Mr Teo assists customers with Workplace Safety and Health (WSH) issues via email and over the phone. Mr Teo said, “The satisfaction you get when a customer comes back to thank you for your help is priceless. Nothing makes me happier than doing my best to help callers resolve their queries, so that by the end of that call, they have a better understanding of our WSH issues.”
About MOM's Inaugural Service Excellence Day
9 MOM's inaugural Service Excellence Day was held today to help build a strong service culture in MOM. Service achievements of MOM departments and officers were celebrated and recognised. Awards given out included the Best Public Suggestion Award 2009 and the Star Service Award 2008.
10 The Best Public Suggestion Award 2009 is to recognise members of the public who have provided good suggestions that have led to service improvements for MOM. The annual MOM STAR Service Award is to recognise the service achievements of MOM officers who have provided excellent service to our customers.
Tributes to Outstanding MOM Staff
22 May 2009
The Ministry of Manpower (MOM) celebrated Service Excellence Day today, which is held annually. For the first time, two members of the public were awarded the Ministry of Manpower's (MOM) Best Public Suggestion Awards (BPSA). Mr Ranjan Vaswani's and Mr George Danelia's suggestions have resulted in time and cost savings when submitting Employment Pass and EntrePass applications respectively.
2 Thanks to Mr Ranjan's suggestion, employers no longer have to submit a physical application form to apply for an EPOL (Employment Pass Online) account. Previously, companies applying for an EPOL account had to attach their Business Profile/Instant Information from ACRA with the submission. Now, the Ministry obtains the necessary information from ACRA's databases, saving time and money for customers.
3 Mr Danelia's suggestion was for foreigners to be issued a SingPass together with MOM's In-Principle Approval for EntrePass applications. With a SingPass, EntrePass applicants can proceed to register their business/company with ACRA on their own, without having to engage a professional firm to help register the company.
4 Both winners were pleasantly surprised when they were told they had won awards for their suggestions. Mr Danelia said, “The Public Service in Singapore is already so far ahead of other countries in terms of service—just look at the number of services available online. I would have been pleased with the quality of service I've had so far, even if I didn't win this award.” Mr Ranjan, who called his experience with MOM “fabulous” even since the Employment Pass application service was moved online, quipped, “My wife can't believe you would give me an award for a suggestion I made. She thought I made up this up to make myself look good!”
5 Mr Ranjan and Mr Danelia were presented the Best Public Suggestion Awards 2009 at MOM's inaugural Service Excellence Day ceremony today.
Service Excellence Recognition for MOM officers
6 The Ministry also paid tribute to its front-line officers who have rendered excellent service. 30 year old Mr Roszaimi Abas from MOM's Customer Responsiveness Department went above and beyond the call of duty to help four Malaysian workers left stranded in Singapore after their Work Permits were cancelled. These workers were unable to leave as their passports were with their employment agent.
7 Not only did Mr Roszaimi offer the workers his personal mobile phone number, in case they needed help, he also helped to buy them food as they had no money. Mr Roszaimi later succeeded in contacting the employment agent who returned the workers their passports and provided them with travelling expenses to return home to Malaysia. For all his excellent work, Mr Roszaimi was awarded the PS 21 STAR Service Award and MOM STAR Gold Award. He said, “I am very happy to be able to offer customers help beyond just the administrative matters. It is a good feeling to know my job was done well, and that it made a difference to those I helped.”
8 Another MOM officer who has similarly gone beyond the call of duty is 27 year old Mr Vincent Teo, whose consistent excellent service to customers won him the MOM STAR Silver Award. Mr Teo assists customers with Workplace Safety and Health (WSH) issues via email and over the phone. Mr Teo said, “The satisfaction you get when a customer comes back to thank you for your help is priceless. Nothing makes me happier than doing my best to help callers resolve their queries, so that by the end of that call, they have a better understanding of our WSH issues.”
About MOM's Inaugural Service Excellence Day
9 MOM's inaugural Service Excellence Day was held today to help build a strong service culture in MOM. Service achievements of MOM departments and officers were celebrated and recognised. Awards given out included the Best Public Suggestion Award 2009 and the Star Service Award 2008.
10 The Best Public Suggestion Award 2009 is to recognise members of the public who have provided good suggestions that have led to service improvements for MOM. The annual MOM STAR Service Award is to recognise the service achievements of MOM officers who have provided excellent service to our customers.
Thursday, May 21, 2009
Customer Service Engineer (IT Helpdesk)
Salary: $2100
Responsibilities:
•Handle a wide scope of operational enquiries from users such as PC / laptop / blackberry phones / intranet usage etc.
•Act as a window between users and IT Department.
•Provide training to new staff and regional offices on basic IT knowledge.
•Keep proper filing and documentation.
Requirements:
•Polytechnic Diploma Holder with minimum 1 to 2 years of working experience as IT Helpdesk
•Well-versed in Microsoft Office
•Pleasant personality and excellent communication skills
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
Responsibilities:
•Handle a wide scope of operational enquiries from users such as PC / laptop / blackberry phones / intranet usage etc.
•Act as a window between users and IT Department.
•Provide training to new staff and regional offices on basic IT knowledge.
•Keep proper filing and documentation.
Requirements:
•Polytechnic Diploma Holder with minimum 1 to 2 years of working experience as IT Helpdesk
•Well-versed in Microsoft Office
•Pleasant personality and excellent communication skills
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
Wednesday, May 20, 2009
Beauty Therapist
Responsibilities:
•Performs all treatments and massage therapy available on spa men
•Conducts consultation to evaluates client’s individual needs and expectations and determine most effective program
•Manage appointments and keep on time
•Interacts cooperatively with other spa team members to provide a seamless customer experience
•Be sensitive to each guest’s comfort level and service needs
•Presents a warm, gracious and professional qualities for customers and co-workers
•Adheres to a high professional standard in dress, grooming, language and lifestyle
•Practices the highest standard of sanitation, neatness and visual presentation
•Actively builds repeat clientele
Requirements:
•Sales skills, meets retail sales performance requirements
•Consistently records and updates client records
•Helps in performing other expected tasks and duties: stocks, treatment rooms cleanliness, assist in bookings, etc
•Attends and participates in all general and team meetings
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
•Performs all treatments and massage therapy available on spa men
•Conducts consultation to evaluates client’s individual needs and expectations and determine most effective program
•Manage appointments and keep on time
•Interacts cooperatively with other spa team members to provide a seamless customer experience
•Be sensitive to each guest’s comfort level and service needs
•Presents a warm, gracious and professional qualities for customers and co-workers
•Adheres to a high professional standard in dress, grooming, language and lifestyle
•Practices the highest standard of sanitation, neatness and visual presentation
•Actively builds repeat clientele
Requirements:
•Sales skills, meets retail sales performance requirements
•Consistently records and updates client records
•Helps in performing other expected tasks and duties: stocks, treatment rooms cleanliness, assist in bookings, etc
•Attends and participates in all general and team meetings
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
Administrator
Salary : $1300 - $1500
Responsibilities:
•Handle proper filing system
•Faxing of documents
•Answering of phone calls
•Other ad-hoc administrative duties as assigned
Requirements:
•Minimum GCE 'N' levels
•Experience in administrative duties will be an advantage
•Must be computer literate with working knowledge of Word/Excel application
•Fluent in written and spoken English/Mandarin
•Willingness & with determination to learn with positive attitude & mindset
•Self motivated, highly organized & resourceful
•Candidate must possess initiative & able to work independently with the right attitude & aptitude
•Able to commence work within short notice
•Singaporean / PRs / Malaysian only
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
Responsibilities:
•Handle proper filing system
•Faxing of documents
•Answering of phone calls
•Other ad-hoc administrative duties as assigned
Requirements:
•Minimum GCE 'N' levels
•Experience in administrative duties will be an advantage
•Must be computer literate with working knowledge of Word/Excel application
•Fluent in written and spoken English/Mandarin
•Willingness & with determination to learn with positive attitude & mindset
•Self motivated, highly organized & resourceful
•Candidate must possess initiative & able to work independently with the right attitude & aptitude
•Able to commence work within short notice
•Singaporean / PRs / Malaysian only
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
Tuesday, May 19, 2009
Assistant Executive (Inventory)
Responsibilities:
•You will be providing operational and administrative support for the organisation involving the inventory and document control.
•Other administrative roles include the management / tracking of purchase orders, monitoring of on–line helpdesk relating to new equipment delivery and maintaining and coordination of inventory to ensure continual usage of equipment / facility from one project to another.
•Besides the above operational involvement, you will be assigned with other activity-based tasks which include assisting the manager in maintaining and updating of any operational procedures, monitoring the usage of various equipment / facility and also streamlining the process of inventory management.
Requirements:
•Diploma in business and / or equivalent years of experience.
•At least 1 year of working experience.
•Proficient in MS office skills.
•Team player and willing to share knowledge.
•Impeccable integrity.
•Strong customer focus.
•Good interpersonal skill.
•Previous experience in inventory management will be an added advantage.
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
•You will be providing operational and administrative support for the organisation involving the inventory and document control.
•Other administrative roles include the management / tracking of purchase orders, monitoring of on–line helpdesk relating to new equipment delivery and maintaining and coordination of inventory to ensure continual usage of equipment / facility from one project to another.
•Besides the above operational involvement, you will be assigned with other activity-based tasks which include assisting the manager in maintaining and updating of any operational procedures, monitoring the usage of various equipment / facility and also streamlining the process of inventory management.
Requirements:
•Diploma in business and / or equivalent years of experience.
•At least 1 year of working experience.
•Proficient in MS office skills.
•Team player and willing to share knowledge.
•Impeccable integrity.
•Strong customer focus.
•Good interpersonal skill.
•Previous experience in inventory management will be an added advantage.
Please forward detailed RESUME with a PHOTO in MS Word format to: career@sgrecruiters.com
Please remember to state your
1.Current salary
2.Expected salary
3.Reasons for leaving (Past and present employment)
4.Notice period
We regret only shortlisted candidate will be notified.
For more openings, please visit http://www.sgrecruiters.com
Sunday, May 17, 2009
Updated Guidelines On Managing Excess Manpower To Further Help Companies Lower Costs and Save Jobs
17 May 2009
1 With Singapore's GDP projected to contract between 6% to 9% this year, coupled with the increasing unemployment rate [1], the tripartite partners - the Ministry of Manpower (MOM), the Singapore National Employers Federation (SNEF) and the National Trades Union Congress (NTUC) – have worked to release the updated Tripartite Guidelines on Managing Excess Manpower (see Annex A ). Since the guidelines were first issued in November 2008, the economic situation has changed considerably and the downturn is expected to be a prolonged one. The updated guidelines contain additional recommendations and incorporate feedback from consultations with industries and unions over the last few months.
2 The guidelines strongly encourage companies to implement alternative ways to manage their excess manpower. Key refinements to the updated guidelines include:
• Updates to recently announced schemes such as Jobs Credits, SPUR and SPUR-related schemes such as Professional Skills Programme (PSP);
• Refinements to recommendations on a shorter work week, and flexible work arrangements;
• Recommendation for companies which have not implemented Monthly Variable Component (MVC), to convert part of the existing basic salary into MVC, when they effect wage cuts; and
• Guidelines on other cost cutting measures such as no pay leave.
3 Mr Stephen Lee, President, SNEF said, “Since the guidelines were first released in Nov 2008, SNEF has advised and assisted 233 companies to implement the various measures recommended. Together with other initiatives such as SPUR and Jobs Credit, retrenchments have moderated. More than 1300 companies are sending their employees for SPUR programmes. However the economic situation is still uncertain and companies may need to be prepared for a prolonged difficult period. The revised guidelines take into account feedback from some companies on their need to further cut costs to save jobs and survive the downturn. Management and workers, and their unions must work together to implement the guidelines responsibly and flexibly by adapting them to suit their company situations. At the same time senior management must lead by example, especially in implementing more severe cost cutting measures. SNEF strongly encourages companies to implement the guidelines to respond to lower demand while saving jobs, retain and retrain, and upgrade the skills of their employees, including managers, so as to work themselves into a stronger position in an economic rebound.”
4 Deputy Secretary-General, NTUC, Mr Heng Chee How said, “The Tripartite Guidelines on Managing Excess Manpower are important in this extraordinarily trying period. They help companies cope better with their payroll and headcounts, without resorting to retrenchment prematurely. Companies last longer as a result, and more workers can keep their jobs. As the recession wears on, these guidelines must adapt and remain clear and feasible; helping companies facing different situations to continue to act fairly and responsibly, with management leading by example.”
5 Mr Ong Yen Her, Divisional Director, Labour Relations and Workplaces (MOM) said, “The updated Guidelines are timely to ensure that the recommended measures remain relevant and continue to help employers and workers to lower costs and save jobs. The tripartite partners will continue with outreach activities to help employers understand and implement the guidelines. One such example is the Tripartite Upturn Strategy Teams (TRUST Teams) [2] made up of representatives from MOM, SNEF and NTUC. We are confident that with the updated guidelines, companies will be better equipped to manage their excess manpower such that retrenchment is a last resort. ”
6 The tripartite partners will continue to proactively monitor the employment situation to render assistance when needed to help companies and affected workers cope with the downturn.
--------------------------------------------------------------------------------
[1] The overall unemployment rate rose from 2.5% in December 2008 to 3.2% in March 2009, according to the preliminary Q1 estimates released by MOM on 30 April 2009.
[2] The six TRUST Teams were launched by Minister for Manpower, Mr Gan Kim Yong on 29 April 09. The teams provide advice and assistance to companies on how various measures announced (SPUR, MEM Guidelines, etc) can be implemented. Each team is made up of members from MOM, NTUC and SNEF. Further details are available at www.mom.gov.sg
1 With Singapore's GDP projected to contract between 6% to 9% this year, coupled with the increasing unemployment rate [1], the tripartite partners - the Ministry of Manpower (MOM), the Singapore National Employers Federation (SNEF) and the National Trades Union Congress (NTUC) – have worked to release the updated Tripartite Guidelines on Managing Excess Manpower (see Annex A ). Since the guidelines were first issued in November 2008, the economic situation has changed considerably and the downturn is expected to be a prolonged one. The updated guidelines contain additional recommendations and incorporate feedback from consultations with industries and unions over the last few months.
2 The guidelines strongly encourage companies to implement alternative ways to manage their excess manpower. Key refinements to the updated guidelines include:
• Updates to recently announced schemes such as Jobs Credits, SPUR and SPUR-related schemes such as Professional Skills Programme (PSP);
• Refinements to recommendations on a shorter work week, and flexible work arrangements;
• Recommendation for companies which have not implemented Monthly Variable Component (MVC), to convert part of the existing basic salary into MVC, when they effect wage cuts; and
• Guidelines on other cost cutting measures such as no pay leave.
3 Mr Stephen Lee, President, SNEF said, “Since the guidelines were first released in Nov 2008, SNEF has advised and assisted 233 companies to implement the various measures recommended. Together with other initiatives such as SPUR and Jobs Credit, retrenchments have moderated. More than 1300 companies are sending their employees for SPUR programmes. However the economic situation is still uncertain and companies may need to be prepared for a prolonged difficult period. The revised guidelines take into account feedback from some companies on their need to further cut costs to save jobs and survive the downturn. Management and workers, and their unions must work together to implement the guidelines responsibly and flexibly by adapting them to suit their company situations. At the same time senior management must lead by example, especially in implementing more severe cost cutting measures. SNEF strongly encourages companies to implement the guidelines to respond to lower demand while saving jobs, retain and retrain, and upgrade the skills of their employees, including managers, so as to work themselves into a stronger position in an economic rebound.”
4 Deputy Secretary-General, NTUC, Mr Heng Chee How said, “The Tripartite Guidelines on Managing Excess Manpower are important in this extraordinarily trying period. They help companies cope better with their payroll and headcounts, without resorting to retrenchment prematurely. Companies last longer as a result, and more workers can keep their jobs. As the recession wears on, these guidelines must adapt and remain clear and feasible; helping companies facing different situations to continue to act fairly and responsibly, with management leading by example.”
5 Mr Ong Yen Her, Divisional Director, Labour Relations and Workplaces (MOM) said, “The updated Guidelines are timely to ensure that the recommended measures remain relevant and continue to help employers and workers to lower costs and save jobs. The tripartite partners will continue with outreach activities to help employers understand and implement the guidelines. One such example is the Tripartite Upturn Strategy Teams (TRUST Teams) [2] made up of representatives from MOM, SNEF and NTUC. We are confident that with the updated guidelines, companies will be better equipped to manage their excess manpower such that retrenchment is a last resort. ”
6 The tripartite partners will continue to proactively monitor the employment situation to render assistance when needed to help companies and affected workers cope with the downturn.
--------------------------------------------------------------------------------
[1] The overall unemployment rate rose from 2.5% in December 2008 to 3.2% in March 2009, according to the preliminary Q1 estimates released by MOM on 30 April 2009.
[2] The six TRUST Teams were launched by Minister for Manpower, Mr Gan Kim Yong on 29 April 09. The teams provide advice and assistance to companies on how various measures announced (SPUR, MEM Guidelines, etc) can be implemented. Each team is made up of members from MOM, NTUC and SNEF. Further details are available at www.mom.gov.sg
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