Annual Leave: Sample Clause 1
- Every employee who has served as least 3 continuous months of service with the Company shall be entitled to annual leave as follows:
Year of service Days of leave 1st 7 2nd 8 3rd 9 4th 10 5th 11 6th 12 7th 13 8th and above 14
- An employee's annual leave entitlement can be forfeited if the employee:
- absents himself from work without permission or reasonable excuse for more than 20% of the working days in a month or year, as the case may be; or
- fails to take his leave within 12 months after the end of 12 months of continuous service in which his entitlement to leave accrues.
Annual Leave: Sample Clause 2
- Every employee shall be eligible for annual leave as follows:
1st to 4th calendar year - 14 working days 5th to 9th calendar year - 17 working days 10th to 14th calendar year - 20 working days 15th calendar year or more - 21 working days
- An employee who joins the Company in the course of a calendar year shall be granted pro-rated leave.
- An employee may carry forward his annual leave for the current year to the next year. Any employee who fails to take such leave at the end of that period shall no longer be entitled to the leave.
Childcare Leave: Sample Clause 1
Every employee who has served the Company for at least 3 months shall be entitled to the prescribed number of days of paid childcare leave in a year in accordance with the relevant provisions in the Child Development Co-Savings Act or the Employment Act, as the case may be.
Childcare Leave: Sample Clause 2
- Every employee who has served the Company for at least 3 months and who has a child below the age of seven (7) years shall be entitled to 6 days of paid childcare leave in a year in accordance with the Child Development Co-Savings Act or 2 days of paid childcare leave in a year in accordance with the Employment Act, as the case may be.
- An employee who has served the company for at least 3 months and whose child is a Singapore citizen aged between 7 to 12 years (inclusive) shall be entitled to 2 days of paid child care leave per year, subject to the conditions in the Child Development Co-Savings Act.
- For employees who qualify for leave under both sub-clause (1) and (2), the total paid child care leave for each parent is a maximum of 6 days per year.
Equal Remuneration: Sample Clause 1
In May 2002, Singapore ratified ILO Convention 100 on Equal Remuneration. The tripartite partners, ie National Trades Union Congress, Singapore Business Federation/Singapore National Employers Federation and Ministry of Manpower, issued a Tripartite Declaration on Equal Remuneration for Men and Women Performing Work of Equal Value on 6 Nov 02. They recommend that unionised companies adopt the equal pay principle by incorporating a clause on equal remuneration in their collective agreements, a sample of which is given below:
- Both parties accept that the principle of equal remuneration for men and women for work of equal value shall apply. "Remuneration" means salary (as defined in the Employment Act) and any other consideration, whether in cash or in kind, which the employee receives directly or indirectly, in respect of employment.
- The employer shall ensure that the principles of equal remuneration for men and women for work of equal value are adhered to. Regardless of their gender, employees will be paid and rewarded based on the value of job, performance and contribution.
Grievance Procedure: Sample Clause 1
- Recognising the value and importance of full discussion in preserving harmonious relations, every possible effort shall be made by both the Company and the Union to dispose of any grievance or complaint from employees at the lowest possible level as expediently as possible.
- Any employee having a grievance or complaint shall first refer the matter within one week of its arising to the attention of his immediate superior, or if the complaint is against his immediate superior, to the superior immediately above the immediate superior, who shall give his decision thereon within one week from the date the matter was referred to him.
- If the grievance is not resolved within one week, the matter shall then be referred to the Department Manager.
- If the employee concerned feels that the grievance has not been properly dealt with, within the next one week the matter shall be taken up between the Branch Union and the Human Resource Manager or his representative for further discussions.
- If the matter is still unresolved, it shall be dealt with by the Company management/ Union (HQ) level.
- If the matter remains unresolved, either party may refer such matter to the Ministry of Manpower for conciliation.