提醒大家要好好收着工作聘用书

WAYNEWEI

留意到国内一场火热的微博战，里面的焦点是聘用书。
正好我在做企业清盘的时候，发现有某些员工丢失了聘书/合同。

西方国家，和新加坡这样的国家，是很讲究契约精神的。
平时没什么，但一旦有纠纷什么的，就必须以合同为主。比如在企业清盘时候，如果丢失聘书，企业管理层又不认账，那员工很可能拿不到可以拿的钱。
记住，一切以聘书为准，大家要好好收好。公司的聘书，要仔细看清楚条款。若要歧义或者模糊的地方，自己写一封信请公司确认。有关切身利益的东西，再怎么重视也不过。

皇帝女

人力部也经常说了。。要收好自己的合同 (if any) 还有薪水单。。还有attendances records (if any)。
有事的时候这些全部都是证据。什么都没有的话， 真不知道怎样帮你。

WAYNEWEI

对啊。有些员工签聘用书不仔细看，也不收好。出了事没有证据，想帮他也没有办法。

皇帝女

WAYNEWEI 发表于 1-12-2011 11:30
对啊。有些员工签聘用书不仔细看，也不收好。出了事没有证据，想帮他也没有办法。 ...

如果员工是cover under Employment Act的问题不大， 因为合同上面写的比法律差的， MOM会照法律办事, 甭管合同写什么。
麻烦的是那些不受保护的， 出了事还得自己去court， 找律师什么的。

法律也不规定一定要给合同， 所以很多小公司都不给的。。连薪水单也不发。 出事的时候， 员工非常吃亏。

老恭

收好le ~

WAYNEWEI

皇帝女 发表于 1-12-2011 11:38
如果员工是cover under Employment Act的问题不大， 因为合同上面写的比法律差的， MOM会照法律办事, 甭 ...

即使cover under Employment Act，有些东西是法律规定的。比如产假的。但很多东西因公司而异。比如有些奖金，commssion之类的。具体还是要看合同。比如公司口头承诺给多少奖金，结果没给。这种投诉到MOM也没有用。

皇帝女

WAYNEWEI 发表于 1-12-2011 12:19
即使cover under Employment Act，有些东西是法律规定的。比如产假的。但很多东西因公司而异。比如有些奖 ...

奖金没办法啦， 这个不在employment act里面。
maternity leave在里面employment act and mcys的一个act里面， 公司只能给多， 不能给少。如果给少的话， 可以去人力部and/or MCYS投诉。

皇帝女

以下是MOM分给雇主的employment letter的template. 这是minimum的offer。 雇主能offer更好的， 不过不能offer少过这个的.

11.1 The female employee will be entitled to paid 16 weeks maternity leave if she fulfils the following conditions:-

i)        The child is a Singapore Citizen;
ii)        The child's parents are lawfully married; and
iii)        The employee has worked for the employer for at least 90 days before the child's birth.

11.2 The female employee who does not fulfil criteria (i) and (ii) of 11.1 may still be entitled to 12 weeks of maternity leave if she meets criterion (iii) of 11.1 and is covered under the Employment Act.

11.3 The 16-week maternity leave is to be distributed in the following manner:

i)        4 weeks immediately before the delivery of her child; and
ii)        12 weeks immediately after the delivery of her child.

11.4 Alternative distribution of the 16-week maternity leave will be by agreement between the female employee and the employer and be guided under Section 9 of the Child Development Co-savings Act (Cap. 38A). [S9 CDCA]

11.5 The female employee will also be entitled to receive payment from the employer at the gross rate of pay for the entire 16 weeks of maternity leave.

11.6 Any work that the female employee is required to perform during her maternity leave shall be by agreement between parties from time to time.

11.7 Where the female employee is required to work for any day during the period that she is on maternity leave, she is entitled to receive an additional amount equivalent to a day’s pay at the gross rate of pay or to absent herself from work on another day at the end of her maternity leave. [S76(3) EA]

11.8 The employer should be given at least one week’s notice by the female employee before she goes on maternity leave. Where possible, the employee should inform the employer in advance how she intends to consume the maternity leave. When the employee has delivered, she should inform the employer of the date of her delivery as soon as practicable.

皇帝女

childcare leave under CDCA

12. Childcare Leave

12.1 The employee (working parent) with any child below seven years of age, will be entitled to six days paid childcare leave per year, to a maximum of 42 days, provided he/she has worked for the employer for at least 3 months. Employees who are only covered under the Employment Act will be entitled to 2 days paid childcare leave per year, if the child is below 7 years of age and the employee has worked for the employer for at least 3 months. [S12B(1) & (2) CDCA, S87A EA]

12.2 The employee is entitled to be paid by the employer at the gross rate of pay for every day of such leave taken by the employee. [S87A(5) EA]

12.3 Any childcare leave unconsumed at the end of the calendar year (or any period of 12 months as agreed between parties), or upon cessation of the employer/employee relationship, will be forfeited and no payment in lieu will be paid to the employee. [S12B(8,11) CDCA, S87A(4,6) EA]

WAYNEWEI

皇帝女 发表于 1-12-2011 13:31
奖金没办法啦， 这个不在employment act里面。
maternity leave在里面employment act and mcys的一个act ...

遇到的例子，有那种公司口头答应给奖金，或者加薪之类。实际上也是有给。但没有文件。后来被裁，员工说他的实际工作多少多少，对不起，没有正式文件，补偿金按旧工资算。