Nobody downloaded yet

Industrial relation_Changes to Employment Legislation in Singapore - Essay Example

Comments (0) Cite this document
CHANGES TO EMPLOYMENT LEGISLATION IN SINGAPORE TABLE OF CONTENTS 1 Introduction 3 2 Reasons for the changing make up of the workforce in Singapore since the start of the 21st century 3 3 Reasons to review Employment Act 5 4 Characteristics of Managers & Executives, and Workmen 7 5 Changes from the perspective of the National Trades Union Congress (NTUC) 8 6 Changes from the perspective of- The Singapore National Employers Federation (SNEF) 10 7 Conclusion 11 8 References 12 1…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER95.2% of users find it useful
Industrial relation_Changes to Employment Legislation in Singapore
Read TextPreview

Extract of sample "Industrial relation_Changes to Employment Legislation in Singapore"

Download file to see previous pages The trade unions are lawful and they help to resolve the conflicts between the employees and employers (Clegg, 1975, 14-25). The Singapore system is a cooperative Tripartism, wherein the union, government and the management participate. The Industrial and Employment Laws are amended as per the perspectives of the Tripartite. These laws are amended based on certain changes in the Singapore market, work forces, Labour relations and several other essential factors. 2. Reasons for the changing make up of the workforce in Singapore since the start of the 21st century The Singapore Tripartism Forum or the STF), created by NTUC (National Trades Union Congress), Singapore National Employers Federation (SNEF) and Ministry of Manpower (MOM), was launched on the 24th of January 2007 by Prime Minister, Mr Lee Hsien Loong. It is a forum which is designed to enhance the strength of tripartism; the tripartners being the Union, Government and the employers. The forum provides an effective framework which can help to overcome the economic challenges which are being encountered by Singapore. The economic competitiveness and ‘labour-management relation harmony’ would be benefitted by the inclusion of this framework. Objectives as per. Chuan-Jin (17 April 2012) are: Job re-creation Enhancing skills Raising retirement age, Upgrading of the workforce, Flexible wage system Promotion of the fair employment practices as per John Benson, Ying Zhu, PH. 2011. The tripartite partners are as follows: The Ministry of Manpower: As per the Ministry of Manpower (2012), this organisation aspires to develop globally competitive labour /workforce. It also aims at developing a better workplace and achieving a cohesive society. In addition, the aim is to achieve a secure and stable economic future. The National Trades Union Congress (NTUC): It is a national level confederation of trade unions in public sectors and industrial domains representing 500,000 workers. It comprises of 62 unions and 6 taxi associations, which are all affiliated. The objective of this organisation is to make the workers employable for their lifetime and to enhance the social status of these workers. As per NTUC (2010), it aims at enhancing the competitive environment and also for enhancing the health conditions of the employees. These laws apply to all ages and nationality. The Singapore National Employers Federation (SNEF) This federation was set up in 1980. It is a trade union of employees, which is meant to preserve industrial harmony. It is dedicated to help the employees to achieve excellence. As per the Annual Report SNEF (2009), SNEF has over 2000 members employing 54000 workers. It plays a key role in facilitating tripartite partnership. As expressed by Clegg (1975, p. 309-316), tripartism “theme is that men associate together to further their common interests and desires; their associations exert pressure on each other and on the government; the concessions which follow help to bind society together; thereafter stability is maintained by further concessions and adjustments as new associations emerge and power shifts from one group to another.” As per the publication, Changes to Employment Act (2009), Ministry of Manpower, the following factors are the base reasons for the amendment in the Employment Act: ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
(“Industrial relation_Changes to Employment Legislation in Singapore Essay”, n.d.)
Retrieved from
(Industrial relation_Changes to Employment Legislation in Singapore Essay)
“Industrial relation_Changes to Employment Legislation in Singapore Essay”, n.d.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Industrial relation_Changes to Employment Legislation in Singapore

Industrial Relation

...?Industrial Relation Table of Contents Industrial Relation Table of Contents 2 Introduction 3 Key Internal and External Influences Influencing Recruitment Policies 4 IR Issues and Challenges 5 Impact of Change in Industrial Relations 6 Critical Evaluation of the Roles of Management and the Union 10 Conclusion 11 References 12 Bibliography 13 Introduction The era of globalization has led to rise in the levels of competition in which organizations are breaching geo political boundaries to reach out to new markets. The extent of competition makes it very important to ensure organizational efficiency that would generate...
11 Pages(2750 words)Essay

Employment/ Industrial Relations

..., trade unions provided support and appropriate platform for minority groups and women to join and benefit from trade unions than before. Bibliography Bradley, & Healy, G 2008, Ethnicity and Gender at Work, Palgrave, Basingstoke. Bridgford, J,& Stirling, J 2000, Trade Union Education in Europe, ETUCO, Brussels. Briskin, L1993, Women Challenging Unions, University of Toronto Press, Toronto. Cockburn, C1991, In the Way of Women, Macmillan, London. Healy, G, & Kirton, G 2000, Women, Power and Trade Union Government in the UK, British Journal of Industrial Relations, 38, 3, pp 343-360 Holford, J1993, Trade Union Education: a TUC Activity, University of Nottingham Press, Nottingham. Kirton, G, & Healy, G 1999,...
10 Pages(2500 words)Essay


...up technical training in the year 1969 in order to enhance the level of skills that existed before (International Monetary Fund, 1999, p. 56). This left many who did not have proper skills to lose their employment since they were being replaced with those who had proper training. The country had a weak industrial base and these encouraged foreign investors to set up factories in it. Lastly, it had a high level of unemployment that forced it to set up labor manufacturing industries that provided jobs for a large number of workers. Successes of Singapore It has organized a seminar to be held this year in Ghana for giving more advice to the country on how it can grow...
6 Pages(1500 words)Research Paper

British Employment Legislation

....) Work values and organisational behaviour toward the new millennium. Proceedings of the Bi-annual Conference of the ISSWOV (pp. 385-391). March, J. G., & Sharipo, Z. (1987). Managerial perspectives on risk and risk taking. Management Science, 33, 1404-1410. Robinson, S.L., Kratz, M.S., Rousseau, D.M. (1994), "Changing obligations and the psychological contract: a longitudinal study", Academy of Management Journal, Vol. 37 pp.137-52. Rousseau, D.M. (1990), "New hire perceptions of their own and their employer’s obligations: a study of psychological contracts", Journal of Organisational Behaviour, Vol. 11 pp.389-400. Schein, E.H. (1980), Organisational Psychology, 3rd ed., Prentice-Hall, Englewood...
10 Pages(2500 words)Essay

Regulating the Employment Relation

...involved reported a major change in existing pay rates.Further to this it was stated that in 83% of cases jobevaluation made no impression of the pay differential between jobs mainly held by men and those mainly held by women. Yet recent figures have shown that women still only earn 82% of men's average hourly earnings. In Dibro Ltd V Hore & ors8, the employers attempted to submit the results of a job evaluation scheme that was the result of talks with ACAS following the initial complaint of unequal pay. The Industrial Tribunal refused to permit the employers to adduce the evidence for this reason, because the job evaluation did not emerge until after the equal value...
4 Pages(1000 words)Case Study

Industrial Relation in Australia 2005). Only four industries have high density and large membership. Using a minimum density rate of 25 per cent and a minimum unionized number of 100 thousand individuals as arbitrary thresholds, these four industries are: the public service, transport and storage, education, and health (McCallum, 2006). Even in these four sectors density was stagnant at best. One explanation may lie in the difficulties unions have faced in organizing what are all fairly rapidly expanding areas of employment. But hostile industrial legislation, in force at Federal level since 1996, is likely to also account for part of recent union experience. An important question is...
8 Pages(2000 words)Essay

Industrial Relation in USA

...the apparent lull in trade union related agitation for change at the work place, industrial relations turned out to be very shaky. Though collective bargaining was used to set pay rates employers were increasingly dependent on the provisions in labor contracts that permitted them to control industrial action by trade unions. For instance the existing labor legislation specifically referred to a series of violations which curtailed strike action to a greater extent. The process in labor legislation sought to further the interests of employers at the expense of employees'...
12 Pages(3000 words)Essay

The Effects of Equal Employment oppertunity legislation

...The Effect of EEO Legislations The US Government has formulated a number of legislations with a view to ensure equal employment opportunities to allits citizens and today most employers in United States are well aware of the thought that they must give equal opportunities to all job applicants. These ideas have been developed as a result of the employment laws amendments began with the Civil Rights Movements of 1960. The civil Rights Act of 1964 paved the way for the tremendous changes in employments, education and housing. The EEO legislation was born out of public outrage in response to conflicting...
4 Pages(1000 words)Research Paper

Employment relation

...& Byung-you Cheon (2006). Economic Crisis and Changes in Employment Relations in Japan and Korea. Asian Survey, Vol. 46, No. 3 pp. 457-476 Andrew Brown, Andy Charlwood, Christopher Forde & David Spencer (2004). Changing job quality in Great Britain 1998-2004. Employment Relations Research Series No. 70 Hyeong-ki Kwon (2004). Japanese Employment Relations in Transition.Economic and Industrial Democracy Vol. 25 No.3, pp. 325–345. (SAGE, London, Thousand Oaks and New Delhi) Darko Marinkovic (2002). Social Dialogue In South-Eastern European Countries: Possibilities, Limitations,...
10 Pages(2500 words)Essay

Industrial Relation

...resource management skills and resources and in turn employees lack union representation Industrial relations issue A penalty rate is an issue in the industrial relations facing by the restaurant industry (taken to also include café operators and catering providers, but excluding large franchise operators). Penalty rates in particular have apparently caused restaurant owners cost difficulties. The employer pays the penalty for requiring workers to work at unsociable times such as late at night, weekends and public holidays. In the restaurant industry Saturday penalty rates are 1.25 times ordinary earnings, on Sundays the...
1 Pages(250 words)Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Essay on topic Industrial relation_Changes to Employment Legislation in Singapore for FREE!

Contact Us