Sample Warning Letter

Sample Warning Letter

Draft a sample warning letter for insubordination and bad attitude towards colleagues which can serve as a guide.

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Exit Interview Comments

Exit Interview Comments

Are comments made during an exit interview typically shared with their respective line managers, or are they limited only for use by the HR department?

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Severance Pay

Severance Pay

When and under what circumstances is severance pay given and can a company remove severance pay if it was given previously.

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Imposing Penalties

Imposing Penalties

Can a company impose penalties on its employees in Singapore? What are the implications for HR Executives in Singapore?

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A Cause For Termination

A Cause for Termination

Can we terminate an employee who uses corporate hotel rates for personal use? What should we do before terminating a worker covered by the Employment Act?

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Termination

Termination due to poor attendance

QUESTION Dear HR Community We have an employee who has been taking sick leave as well as urgent leave too frequently in my opinion. This has affected his overall attendance and therefore performance. In such circumstances, and given the challenging times that we face, can we terminate him immediately, without notice? We are in the IT industry. Elsie     HR Poll: Can we terminate an employee without notice for poor attendance? Yes: 6.49% No: 76.62% Maybe: 16.88%     REPLIES & COMMENTS     How long has the employee worked with the company how employee been counselled before and issued a warning letter – SL Maybe you should find out what’s happening to this employee first – Jillian Check with him the reason for his frequency of taking such leave and let him know that overall attendance and performance is affected due to such leave – Jenny Normally we will give a warning letter first. if no changes, then we will issue a termination letter with a notice period – Nicole Hello Elsie, We are in the IT industry and have been encountering similar issues on and off, it can be very frustrating at times as it will affect […]

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Mutual

Mutual release clause

QUESTION Dear HR Community, I have been asked about a mutual release letter from an employee in my organisation. I’ve heard about a mutual release clause which can be included in a letter terminating contracts. Such clauses usually state that neither party can have claims against each other after the contract is terminated. Is it common to have such a clause in agreements between employees and employers? And can we issue a mutual release letter? If anyone has done so please share the circumstances and contents of such a clause or letter. We are a financial institution. Thank you so much. Nancy     REPLIES & COMMENTS     Hi Nancy, I have come across resignation circumstances where both parties mutually agree to waive serving notice period and or the payment-in-lieu of notice. This is usually stipulated in the employment contract. You will have to state the notice period requirement, however, mutually agree to waive…. Also, state that all employee benefits will cease on (date). However, do take into consideration if the employee has balance leave. Then he or she has to utilise such leaves and mutually agree to waive any notice period… Regards Sharon     Hi Nancy, I […]

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Employee Termination In Thailand

Employee termination in Thailand

QUESTION Dear HR Community, I have an employee in our office in Thailand whose employment we wish to terminate. She was involved in a car accident and has been on medical leave since April. And due to her medical condition, her medical leave has been extended further to August. Given her current situation and the economic environment in Thailand, it is unlikely that she will have her old job if she ever returns to work. Yet, she is reluctant to resign and so we have to terminate her employment. Can anyone please advise how this can be done without flouting the labour laws in Thailand. Thank and regards Sharon     REPLIES & COMMENTS     Hi Sharon You can give a 60-day termination notice as prescribed by their labour law and be specific why she is being terminated. Give severance pay, salary payment during the notice period, and any unused entitlements like leaves. This should prevent any labour case of terminating without cause. Best of luck Gay   HRSINGAPORE | HR Community Message | Employee termination in Thailand  

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Terminating Pregnant Foreign Worker

Terminating pregnant foreign worker

QUESTION Dear HR Professionals, I came across the previous discussion in the community archives on terminating a pregnant staff. But my question is about a foreign worker holding an employment pass who is pregnant in my company. Do they have the same protection against termination as other employees on regular full-time employment? And are they also entitled to the same maternity benefits like leave etc.? Appreciate your views on this sensitive issue concerning foreign workers. Thank you. Susan     REPLIES & COMMENTS     Hi Susan The answer is yes. They are entitled to the same benefits if they have worked for more than three months in your company. Collin     Dear Susan, Foreign workers, even if they are pregnant, are protected against wrongful termination. For what I can remember, they are entitled to half the maternity benefits and local employees. Eight(8) weeks for maternity leave compared to sixteen(16) for Singapore employees. It’s best to clarify this with MOM. Yang   HRSINGAPORE | HR Community Message | Terminating pregnant foreign worker  

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Managing International Assignment Workshop

Managing International Assignment Workshop

Managing International Assignment Workshop Course Video Registration Form Introduction In today’s global economy, having a diverse workforce is not a luxury. It is a competitive necessity. In such situation, companies are forced to hire foreign experts to enhance their operations or send their employees to work in their overseas entity in order to enhance or gain experience in global operations. Such assignments are sometimes for long period and represent a significant investment for the company. Studies have shown that more than 40% of such assignments failed because of dissatisfaction from the expatriate or poor management of such assignment. Such failures have cost the companies to lose millions of dollars as well as time, resources and competitive advantage. International assignment is now an important aspect of company’s operation and HR professionals must be equipped with the knowledge and skills to better manage such activity and process. Course Videos Course Details:  Objectives • Understand the different reasons and type of international assignments and why some international assignments failed. • Appreciate the various costing associate with international assignment • Develop policies relating to the international assignment life cycle. • Manage effectively the various stages of the international assignment. • Understand the components associate […]

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Terminating Employees During Covid 19

Terminating employees during Covid-19

QUESTION Hi HR friends, We are planning to terminate administrative staff, some of whom have worked with us for 20 years. Can the Company treat it as termination and not pay any retrenchment benefits as we are in red now? Also, the staff are not entitled to retrenchment benefits under their employment contract and we are not unionised. Look forward to your advice, thanks. Anna   REPLIES & COMMENTS   Hi Anna Many organisations are going through the same concerns with their workforce. Please refer to the recent MOM advisories on retrenchment. It may help you formulate a suitable way to handle this. Sharon     Dear Anna MOM has urged employers to provide retrenchment benefits and suggested that employers support the affected employees by providing a lump sum benefit of between one and three months’ salary. Companies badly affected by the pandemic should try to pay a fair package linked to the employee’s years of service. The current practice for retrenchment benefits is between two weeks and one month of salary per year of service. Regards Munjit    

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