SNEF Corporate Learning Centre presents:

We will prepare employers with practical tips if and when employees/ex-employees were to lodge salary and benefit claims against the organisation and the practical do’s and don’ts by employers to mitigate the risk of ex-employee complaints of “wrongful” dismissal.

 

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Part 1️⃣: Navigating the Tripartite Alliance Dispute Management (TADM) and Employment Claims Tribunal (ECT) processes | 19 Oct | 9am to 1pm

Practically all employees in Singapore may now lodge salary and benefit claims with the Tripartite Alliance Dispute Management (TADM) for mediation, and Employment Claims Tribunal (ECT) for adjudication.  This arises from the enlarged scope of the “employees” covered by the Employment Act since 1st April 2019, and the transfer of the hitherto ‘Labour Court’ (colloquial) to the ECT.

Learn ahead how to navigate and prepare well for the TADM and ECT processes which are regulated by the 1st April 2019 amended Employment Claims Act and its subsidiary legislations.

Workshop discussions will also include practical tips in employment contracts to mitigate the risk of such claims.

 

🌟 Workshop Outline:

♦ Who can & What can go to the TADAM

♦ What are the time and claim limits

♦ What is the employer’s responsibility

♦ How much is the employer’s liability

♦ What is the likely TADM mediation process

♦ What if, there is partial/full vs. no settlement

♦ What is the likely ECT case management process

♦ What if, there is vs. no case management settlement

♦ What is the likely ECT adjudication process

♦ Practical measures to mitigate the employer’s risks

 

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Part 2️⃣: Mitigating the risk of “wrongful” dismissal complaints | 20 Oct | 9am to 1pm

Navigating this minefield of dismissal complaints requires up-to-date understanding and application of the 1st April 2019 amended Employment Claims Act, amended Industrial Relations Act, and new tripartite guidelines on dismissals.

For most employees and in most circumstances, dismissal complaints from 1st April 2019 come under the Tripartite Alliance for Dispute Management (TADM) for mediation, and the Employment Claims Tribunal (ECT) for adjudication.  For some employees and in some circumstances, dismissal complaints still come under the Ministry of Manpower’s jurisdiction.

Learn ahead practical measures in exiting employees, and defending the employer’s case at TADM, ECT and MOM (as appropriate).

 

🌟 Workshop Outline:

♦ What’s the difference: termination vs. dismissal

♦ What about: wrongful, without just cause or excuse, vs. without sufficient cause

♦ What’s discrimination vs. deprivation

♦ What’s the difference: redundancy vs. retrenchment

♦ Who has the burden to prove

♦ What are the time and claim limits

♦ How much is the employer’s liability

♦ Do’s & Don’ts at the TADM and ECT

♦ Do’s & Don’ts at the MOM

♦ Practical measures to mitigate the employer’s risks

 

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Part 3️⃣: Holding “due inquiry” before dismissal consideration | 23 Oct | 9am to 1pm

Learners who attended the Part 2 of the workshop would appreciate the importance of due process before exiting an employee. And thereby being able to substantiate a “just cause” defence, if the ex-employee were to allege “wrongful dismissal” at the Tripartite Alliance for Dispute Management (TADM), Employment Claims Tribunal (ECT), or Ministry of Manpower (MOM).

Learn the practical sequence of steps and key points in conducting a “due inquiry” by the employer on an employee for disciplinary and/or performance issues.  Put meat on the bones (so to speak) to what MOM displays on its website – “There is no fixed procedure for an inquiry …”

We must also be prepared for twists and turns, hiccups along the “due inquiry” journey. As such, your what if, scenarios questions will also be addressed.

We close with fair considerations of the form of disciplinary action, if the employee is found guilty as charged.

 

🌟 Workshop Outline:

♦ When to hold a “due inquiry”
♦ Why suspend the employee from work
♦ What is in an Investigation Report
♦ What to do before the due inquiry
♦ Group Exercise : Write the “charge”
♦ What to do during the due inquiry
♦ Group Exercise : Culpability vs Harm done
♦ Aggravating vs Mitigating factors
♦ What to do after the due inquiry
♦ What if, scenario questions

 

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👩🏻‍🏫 Trainer: Ms. Ang Poh Inn, Principal Consultant, Industrial and Workplace Relations Division, SNEF

 

🏷 Fee Per Participant  (All Prices are inclusive of 9% GST) 

SNEF Member : $327.00  |  Affiliate / Non Member : $436.00

Total fee for 3 sessions is $981.00 (Member) / $1,308.00 (Affiliate / Non-Member)

 

👋🏻 Programme Manager: Karmila 

📞 6827 6923 / 6827 6927 📧 ​karmila@snef.org.sg​ / ​trg@snef.org.sg

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Note: It is not mandatory for participants to attend all parts of the workshop. However, participants who register for all 3-parts will have their registration prioritised.