Dear Mr Goh,
Thank you for your invitation to the MOM meeting.
I would be pleased to attend but unfortunately I am unable to get away from the office today so I will have to give the meeting a miss.
Just some points that I would appreciate if you could bring up during the meeting with MOM and TAFEP officers:-
1) There has to be some form of legalities in place to protect employees not covered under the Employment Act. This will deter employers from acting above all laws and bully their employees. Some form of legalities will make it tough for employers to simply just employ, use the expertise of employees, and then conveniently and unfairly terminate the employee. There should be a preventive system rather than reactive measure.
When there are no laws to protect, an employer will not think twice about terminating an employee.
Most times, when unfair termination happens, the employee then has to check and react.
2) In the event that a termination of employment is really necessary, it is the onus of the employer to prove it has done its due diligence in counseling, negotiations, mediation, etc. There should be some record of this eg. appraisals, notes of discussions to prove that the employer has been fair and it is really the employee who is not willing to perform. No employer should terminate an employee without proving its case.
3) The only recourse that an employee who has been unfairly terminated is to sue the employer. In a society and small country like Singapore, anybody who has lost a job, no matter how highly paid he has been or how much buffer savings he has, the first priority will always be securing another job for survival’s sake. To have to get into a lawsuit may affect his potential employment opportunities and it can also be very costly.
Why should an employee who has been unfairly terminated already, going through a roller coaster of emotions, and worrying about bread and butter issues, go through the pressure of a legal suit for justice sake? Shouldn’t the law protect and prevent this mayhew from happening?
4) There is no protection for employees not covered under the Employment Act, right down to payment of salary in the event of resignation/termination. Shouldn’t part of the Employment Act like payment of salary covers ALL employees?
Thanks for all your efforts in speaking up for PMETs.
Editor’s Note: The writer has another article posted here Lady PMET felt unjustified with wrongful dismissal and have nowhere to turn to for assistance. The writer is now gainfully employed but wish that we have protection protection for our PMETs. Transitioning.org has been seeing at least one case of unfair dismissal a week during these few months and is alarmed at the lack of protection here for our executives. We are monitoring the situation closely and this matter has been feedbacked in detail to TAFEP and MOM during our bi-annual discussion. Do write in to me at firstname.lastname@example.org if you have faced unfair dismissal before. We want to hear from you. Don’t take unfair dismissal lying low – we need to expose the culprits!