By: Leong Sze Hian
Wield the stick when sick?
I refer to the article “Wield the stick when sick? Some firms in Singapore give out carrots” (Sunday Times, Feb 12).
It states that “MOM guidelines: The Ministry of Manpower (MOM) said employees with six or more months of service are entitled to up to 14 days of outpatient non-hospitalisation leave and 60 days of hospitalisation leave.
And he is entitled to his pay during that period, under the Employment Act.
Employer who flouts the guidelines is guilty of an offence?
Any employer who flouts the guidelines is guilty of an offence, and liable on conviction to a fine of up to $5,000; and for a second or subsequent offence, he is liable on conviction to a fine of up to $10,000 or to imprisonment for up to 12 months, or both.”
Avoid penalising an employee solely based on his consumption of sick leave?
As to “An MOM spokesman added: “Employers should avoid penalising an employee solely based on his consumption of sick leave” – is MOM going to take any action against the employer for doing this, for probably a very long time already? (“As the cock crows – all the labour cobwebs come to roost?”, Feb 7)
Since it would appear that the employer is still continuing this policy and practice, will MOM be taking any action? (“Turning up for work when crew feel unwell … poses a risk … to passengers?”, Feb 9)
TAFEP and unions’ response?
With regard to “Instead, in line with the Tripartite Guidelines on Fair Employment Practices, employers should adopt appraisal or performance management systems which are fair, objective and which take into consideration the employee’s ability, performance and contributions” – what is TAFEP and the unions’ response to this issue?
What is your advice to the staff?
In respect of “Employees who feel they have been unfairly penalised for taking sick leave can approach the MOM for advice and assistance” – what advice and assistance is MOM going to give to the staff of the employer?