Enhanced Paternity Leave

Enhanced Paternity Leave

Increasing paternity leave enhances retention, fosters work-life balance, and creates an inclusive, supportive workplace.

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Claiming Back Childcare

Claiming Back Childcare

One of our employees has taken too much of Childcare Leave and we need your advice on how to claim the additional four days since he will be leaving soon.

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Retrenchment Alternatives

Paid leave claims

I would like to seek advice regarding my current predicament in processing government-paid leave claims.

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Covid 19 Leave Encashment

COVID-19 leave encashment

QUESTION Dear HR Community, Despite COVID-19, we still have some employees with unused annual leave. For those with unused leave are you: 1. Carrying it forward 2. Allowing employees to encash it 3. Asking them to clear the leave before year-end We are in manufacturing. Please share your practices. Thank you Eileen     HR Poll: For those with unused leave Carry it forward: 33.33% Ask them to clear it before year-end: 61.11% Allow employees to encash it: 3.70% Not sure what we will do: 1.85%   REPLIES & COMMENTS   We will ask employees to clear leave before the year-end. We are in the Finance Industry. NL     Staff were asked to clear their unused leave by Q1 or Q2 unless they can provide good reasons like work commitment. Jenny     Staff are allowed to carry forward the maximum number of days allowed to the following year according to company HR policy. Any extra days must be cleared in the current year or be forfeited. Our policy is a maximum of 5 days. Exceptional cases for more time to clear leave are considered on a case-by-case basis. Kris     Staff are allowed to carry forward to […]

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Part Time Leave

Part-time leave

QUESTION Dear HR Community, As a result of our restructuring efforts, we are starting to convert some full-time employees to part-time. The conversion will take place on 1 September 2020. The working hours will reduce to four hours a day for five days a week. The current leave entitlement for full-time employees is 25 days per annum. The questions I have are: 1. How to calculate leave after the conversion. 2. When they go on leave after 1 September, is it half or full-day. Please reply in the form shown below. We are in the banking industry. Thank you very much for your comments in advance. Irene     HR Poll: Are you planning to convert staff from full to part-time? Yes, I am planning to – 22.22% No, we don’t intend to – 55.56% Not sure what we will do yet – 22.22%   REPLIES & COMMENTS   1. Pro-rate by date. Pre-Sept: Normal entitlement. Post-Sept: Pro-rated. This is the fairest and easiest to defend. 2. Then pro-rate by the half-day arrangement for post-Sept entitlement. 3. Once you have the combined numbers, you can then go about adjusting for people who have over-consumed annual leave. Alex   HRSINGAPORE | HR […]

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Long Sick Leave

Long sick leave

QUESTION Dear HR Practitioners, We have some employees who are going on long term medical leave. The leave period is about 3 months or more. When he is medically fit to return to work as certified by a doctor: 1. Do we allow him to return to his old job OR 2. Can we redeploy him to another job? Please share your views and comments by replying to this question and participating in the survey shown below. We are in the manufacturing industry. Thank you very much for your comments in advance. Agnes     HR Poll: When an employee returns to work after long sick leave, we 1. Allow him to return to his old job – 71.43% 2. Redeploy him to another job – 25.71% 3. Not sure what we will do – 2.86%     REPLIES & COMMENTS     We will allow the return to the old role or new role subject to availability and suitability. Z     The doctor needs to certify his condition before returning back to work, i.e. whether he is fit to continue his job role. Cheryl     We will assess his returning health condition in order to allocate the […]

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Foreign Worker Home Leave

Foreign worker home leave

QUESTION Dear HR Community, We have an employee who went back home to India on 15 March 2020. And due to COVID-19, he is unable to return to work with us. So we gave him permission to work from home. But he claimed that he was unable to do so due to issues with the internet. He then informed us that he wished to be on annual leave from 26 May until he is able to return to Singapore and continue his employment. Since he had only four days of annual leave left, do we consider him to be on unpaid leave now? Has anyone faced such issues with foreign workers? Thank you for your replies Kim     REPLIES & COMMENTS     Dear Kim This is what I suggest. 1. Deduct the annual leave that still exists or entitled to. 2. After the annual leave, the employee will be no pay leave. 3. Pay the levy if applicable until his return. Hope this helps. Regards, Racheal     Hi Kim We have the same issue as you. One of our colleagues on a work permit went for a holiday and was unable to return to Singapore due to […]

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Forced Leave During Covid 19

Forced Leave during COVID-19

QUESTION Dear HR Practitioners, Can an employer force an employee to take annual leave or unpaid leave during COVID-19? Is there a maximum number of days? KL   REPLY   We encourage our employee to use their leave otherwise the no work will be charge as no pay leave. They can use up their leave credits for the rest of the year. However, if they resigned the overused leave will be deducted to their last pay. RA    

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Leave Arrangements For Covid 19

Leave Arrangements for COVID-19

QUESTION Hi HR Professionals, In view of the current COVID-19 situation, I would like to ask what special arrangements does your company adopt for Sick Leave & Hospitalisation Leave Entitlements? Have you already thought of whether to increase Sick Leave / Hospitalisation Leave entitlement for your staff since the GPs are going to issue 5 days MCs for flu-like symptoms? If fact, we already have our first colleague who was given a 5-day MC. CY     REPLY 1 Employers may adopt flexible work arrangements, such as telecommuting and teleconferencing, to allow employees on LOA/SHN to work from home. If remote working is not possible, employers are encouraged to provide additional paid leave on top of employees’ annual leave entitlements for the LOA/SHN, especially if the travel was work-related. If that is not feasible, employers can consider the following options, or a combination of the options, for the employees on LOA/SHN: Treat employees’ LOA/SHN as paid hospitalisation leave or paid outpatient sick leave; Allow employees to apply for annual leave; Allow employees to use advanced paid leave or apply for no pay leave, for employees who have used up their leave entitlements; or Other mutually agreed arrangements between the employers […]

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