Dear Mr Goh,
I am writing to you to seek some advice on a wrongful dismissal.
I was employed by a MNC in Feb 2011 as a Country Manager, with the full responsibility of opening up their local office in Singapore, as well as managing their representative office in Shanghai, China.
I performed well amidst challenges and put up a full team, as per HQ’s plans.
I have good appraisals and was even recommended for Managing Director position.
However, my boss left the company in June 2012 and quite immediately, I was terminated by the company with no reasons stated.
Though the company compensated me, I am still not convinced their actions were justifiable.
The team that I put together is now feeling very insecure and totally demotivated.
How can I address this issue further so as not to allow such employers get off with such unfair practices?
Thank you for your kind advice.
Thanks for your mail and sorry to hear about your predicament.
Our labour laws have done little to protect the rights of our PMETs and we are not even cover in the employment act.
There is also no Ombudsman which can act independently for the executives on labour issues.
Have you try to approach TAFEP which acts on wrongful dismissals like yours?
MOM is also another body you can approach though I doubt that they can help you very much.
There is every chance that they will ask you to seek your own legal recourse on such work dispute matter.
Companies nowadays can get away with unjustified dismissals when they have paid you the requried compensation based on the employment letter that you have signed with them without giving you any valid reasons.
If you dont mind I can speak with you personally at my office to discuss more on your issue.
Let me know your schedule so that I can talk with you on this matter face to face.
Take care and all the best.
Editor’s Note: I have met up with the reader recently and discussed various options on how to address the wrongful dismissal issue but I must admit that there is really little that the victim can do here except to pursue legal recourse which is not only expensive but may even jeopardise the future employment opportunities for the person involved. We will be bringing up the wrongful dismissal recourse to MOM officers when we next meet up with them.