Category Archives: FAQs (Singapore Context)

HR Managing Lateness

Re posted from HR Singapore
..

Dear HR Members,We have actually come up with a grace period of 10 minutes daily for lateness. Any staff who are late after the grace period will have to apply for time-off.

However, it seems that about 80% of the staff still come in late everyday.

Would appreciate if you could share with me how to go about implementing policy since the above mentioned is not working.

Thanks in advance.

My reply:

HR can come up with any policy, but it takes all department heads to oblige and cooperate – subordinates who are late often should be disciplined. If there is no corporation, HR should bring the matter to the top Management. Pressure from top down always work (usually). Of course, HR must set a good example themselves. I have a lot of HR Colleagues who are frequent late comers themselves – that doesn’t help.

 

Issuing Duplicate Employment Contract

Can we issue duplicate employment contact to new hire?

The Employment Act does not take issue on this, but however a good practice could be to have the staff to sign 2 copies; 1 for himself/herself and the other for the company.
Duplicate copy can have a higher chance of potential dispute (e.g. forged signature?).

Payment for Work on Holiday in Overseas

Re posted from HR Singapore

Can company choose not to pay holiday pay as employee is already provided per diem while on overseas trip during Singapore public holiday?

My reply:

Firstly, it is good to check if employee is covered under Employment Act first. If he/she is covered, my advice as follow:

Per diem generally refers to allowances given to staff for expenses incurred during overseas business trip. Such could be for lodging and food.
Public Holiday pay is not an allowance; a payment given to staff who worked on a Public Holiday for Public Holiday is a paid non-working day.

Unless the per diem payment given explicitly include the Public Holiday pay item (no less than 1 day basic), such should be separated from the per diem payment.

Under Light Duty; Allowed to Overtime?

Re posted from HR Singapore

We have a worker who was given Light Duty medical chit by a specialist doctor from the hospital. During office hours, we only let him walk around to inspect and check on equipment instead of his normal job scope that require more hands-on hard labour work.
Would like to know whether can we allow him to work overtime?

My reply:

The Employment Act does not cover such, and thus as long as he/she is certified fit to work, mutual agreement to overtime is allowed.

However, taking the “common sense” approach, he/she must be not feeling very well and thus consulted a doctor. For the well-being of the worker, he/she should not be given Overtime but go home on time to rest.
Do also note that if he/she is scheduled to do Overtime, there is an increase chance of work injury. In terms of the worker’s productivity, I think it goes without saying.

I can’t find my Temporary Work Permit expiry date.

Your temporary work permit expiry date will be peg to the date stipulated in your In Principal Approval (IPA), which is also the deadline for your employer to issue you the pass. This has also been stated clearly in your Temporary Work Permit.

In order to protect yourself, do ensure your employer gives you the IPA, and when it is about to expire, do highlight and your employer can extend the IPA date via MOM portal.

Can I use my Maternity Leave to offset my notice period?

While there are no restrictions on clearing your Maternity Leave during notice period, you cannot use such leave to offset your notice period; meaning using such leave to shorten your notice period.

Reference can be found under my Page “Sources”:
Maternity Leave