About this Course

On 3 November 2014, the Singapore Parliament introduced amendments to the Industrial Relations Act (IRA) to allow greater trade union representation for Professionals, Managers and Executives (PMEs), except those with specific responsibilities. In addition, on 26 November 2014, the tripartite partners namely the Ministry of Manpower (MOM), National Trades Union Congress (NTUC) and Singapore National Employers Federation (SNEF) issued guidelines for both employers and unions on the scope of union representation for executives and also the expansion on the scope of limited representation for executives.  MOM subsequently announced that the amendments to the IRA will likely be effective 1 April 2015.

Notwithstanding the above, the Employment Act was amended effective 1 April 2014 to cover PMEs who earn a monthly basic salary of $4,500 and below. Also, on 1 February 2011 amendments to the IRA were brought into force in Singapore. Among the amendments is the establishment of a new scheme for the mediation of certain disputes involvingg PMEs and their employers. These PMEs (provided they fall within the basic salary of not more than $4,500) may elect to refer disputes to mediation conducted by a conciliation officer as appointed by the Commissioner of Labour.

What would be the significance of all the above amendments of the Employment Act and the IRA come 1 April 2015 and its bearing on unionised and non-unionised companies?

In response to the above question, Human Resource Practitioners need to be familiar with the industrial relations legislation which includes the IRA, Trade Disputes Act, Trade Unions Act and the Criminal Law Temporary Provisions Act. You will learn that the legislation provides a system of voluntary and compulsory bargaining, conciliation services by the MOM and ultimately the adjudication by the Industrial Arbitration Court.  Having grasped the understanding of these legislations, ultimately the aim of HR practitioners is to collectively bargain with the trade union to achieve a win-win settlement which would include the annual increment and variable bonus which are negotiable issues in the eyes of the legislation.

Learning Objectives: 

Industrial Relations Institutions, Processes and Practices in Singapore

1. Appreciate how historical developments have shaped industrial relations

2. Understand the roles and interaction of the players (Trade Unions, Employers and Government)

3. Understand the industrial relations legal framework, institutions, processes and practices

• Industrial Relations Act
  
• Union Representation and Recognition
  
• Collective Bargaining (negotiable matters, processes, practices, etc)
  
• Conciliation
  
• Arbitration
  

4. Find out the key features of a collective agreement and its differences from the Employment Act

5. Learn how to work with trade unions

6. Understand what constitutes an industrial action and the processes required

7. Discuss and learn how to deal with selected issues such as termination/dismissal, grievances, retrenchment and retirement and re-employment

Course Outline:

 1.       Historical developments of industrial relations in Singapore 

• Significant events in various time periods that had helped shape the industrial relations contour in Singapore
  
• Measures taken to overcome the challenges
  

2.       Roles of the three main players in industrial relations and how they interact among themselves 

• Trade unions – Trade Union Act, objectives of trade unions, typical union structure and modus operandi, types of unions and union memberships
  
• Employers – Individual employers and Singapore National Employers’ Federation
  
• Government – As employer and as the State
  

3.       Industrial relations legal framework, institutions and processes 

• Industrial Relations Act – objectives, key sections
  
• Union representation and recognition – union membership versus union recognition, processes, typical issues and disputes
  
• Collective bargaining –negotiable matters, processes, negotiation dynamics, outcome
  
• Conciliation – process and proceedings, interaction dynamics, joint meetings or exparte meetings, outcome
  
• Arbitration – how to refer a case for arbitration, set-up and procedural requirements and protocols of the Court, processes, preparation, outcome and implications
  

4.       Collective Agreement and Employment Act 

• What is a Collective Agreement (CA) and what must be done after concluding the CA
  
• Key features and provisions of a Collective Agreement
  
• Referee clause in the CA
  
• How do we compare and integrate the terms in a Collective Agreement, an individual employment contract and the Employment Act
  
• Renewal or variation of CA
  

 5.       Working with Trade Unions 

• Informing and consulting the union on issues and changes that affect its members
  
• Negotiating with the union on industrial matters
  
• Request and approval for union leave to attend union meetings and training
  
• Building and sustaining relationships with the union
  

 6.      Industrial Actions 

• Trade Disputes Act
  
• What is an industrial action?
  
• Processes to follow before taking an industrial action
  
• Under what circumstances is an industrial action illegal?
  

 7.      Selected Industrial Issues 

• Termination and Dismissal – rights, processes and appeals
  
• Grievances – typical grievances, grievance procedures
  
• Retrenchment  - rights and obligations, retrenchment benefits
  
• Retirement and Re-employment – background, legal framework, tripartite guidelines and practical consideration
  

Methodologies

Lecture and case study. Many real life practical examples will be shared. These examples cover different aspects of industrial relations and various industrial issues.

Who should attend?

Directors, managers and executives who have to deal with industrial relations matters now or in the future.

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