Labour
Up to 65 staff may have been terminated from Temasek owned company, but still not considered as retrenchment?
Dozens of Surbana staff lose their jobs
The Straits Times article on 14 January, “Dozens Surbana staff lose their jobs” states that “Temasek Holdings-owned infrastructure consultant Surbana Jurong has terminated the employment of a number of employees as part of a performance management review.”
All the affected workers in Singapore?
According to the article, all of the affected workers are based in Singapore, where the firm employs about 3,000 workers.
As many as 65 workers?
While the company did not say how many workers have been laid off, but a spokesman said that less than 0.5 per cent of its global 13,000-strong workforce had been affected.
As all the terminated staff are in Singapore, the number is in the “dozens” up to as many as 65 workers.
Up to 2.2% or 0.5% of the workforce?
Also, up to 65 of the 3,000 workers in Singapore is about 2.2 per cent (65 divided by 3,000) of the workers in Singapore, which arguably does not sound as good as “less than 0.5 per cent of its global 13,000-strong workforce”.
Terminations not a retrenchment exercise, but rather, a small number of poor performers?
As to “The spokesman said the terminations were not a retrenchment exercise, but “rather, a small number of poor performers were communicated with and released” – if a company can terminate so many workers (dozens up to 65) and simply say that it is “not a retrenchment exercise” and call it “a small number” to boot – does it mean that it does not have to pay retrenchment benefits, terms and conditions?
If a company can terminate in one go – as many as 2.2 per cent of the workers or up to 65 workers – and call it “not a retrenchment exercise” – something doesn’t seem right – right?
In October last year, NTUC expressed concerns that employers were disguising retrenchments to circumventure labour laws. One such modus of operation listed by NTUC is terminating with poor performance cited as a reason, a curious sign of a disguised retrenchment is when the poor performance rating comes abruptly following a consistently good ratings.
ST noted that the affected staff were handed letters last week and took the issue to union officials and the Ministry of Manpower (MOM) this week.
The workers are represented by the Singapore Industrial and Services Employees’ Union and the Building Construction and Timber Industries Employees’ Union (Batu), both affiliated to NTUC.
The two unions said 18 union members were affected, most of whom are over the age of 62. Their re- employment contracts were prematurely terminated.
Why nobody mention “not a retrenchment exercise” issue?
Batu was quoted to have said that the unions are working with Surbana on how to help the affected union members – arguably, shouldn’t the unions be telling the media (they are quoted in the subject Straits Times article) – that perhaps arguably, obviously the key issue may be that the company is saying that it was not a retrenchment exercise, instead of “the unions are working with Surbana on how to help the affected union members and “We are still talking to the company”?
Doing the job that unions are supposed to do?
Since dozens (up to 65) of Singaporeans may have lost their jobs in today’s economic downturn and poor job market – shouldn’t the unions be doing the job that unions are supposed to do in the first place – protecting workers?
MOM looking into 17 staff, but Straits Times said dozens up to 65?
In respect of “An MOM spokesman said it is looking into terminations involving 17 staff under the Surbana group of companies, and that it is providing assistance to those involved” – if there were dozens up to 65 workers – why is it that “it is looking into terminations involving 17 staff (only) … providing assistance” ?
The numbers implied in the subject Straits Times article do not seem to tally with the MOM numbers?
Spun off from 2 statutory boards?
Surbana Jurong was formed in June 2015 through the merger of urban planning consultancy Surbana International Consultants and industrial and infrastructure engineering group Jurong International. It means that Surbana is in essence the ultimate outcome of spun offs from two statutory boards – HDB and Jurong Town Corporation (JTC)? (Source: Surbana Jurong’s website – “SJ traces its roots to the Housing Development Board (HDB) and the Jurong Town Corporation (JTC))”.
Setting a bad example?
So, what kind of example is a former “(two statutory boards)” company setting to other employers? What sort of message is it sending to other employers as to how to treat Singaporean workers in a layoff (so called “not a retrenchment exercise)?
Indirectly government-linked and government-owned?
Perhaps to compound the shame and gravity of it all – the subject Straits Times article said “Temasek Holdings-owned infrastructure consultant Surbana Jurong”.
Treating S’poreans fairly?
So, Temasek derives its funds to invest from Singaporeans and this is how a company that it owns treats Singaporean workers.
If something like this happens in a global MNC – there may be worldwide displays of displeasure or condemnation by the staff, shareholders or customers who buy its products or services.
I hate to and don’t normally say this, but shame on whoever made this sort of decisions in such a way – if the Straits Times reporting is “correct”.
By the way, how many employers have done such similar “not a retrenchment exercise” in the past?
No evidence to indicate rise in retrenchments in Singapore?
Manpower Minister Lim Swee Say has said in Parliament last November that there is no clear evidence of rising cases of irresponsible retrenchment in Singapore, in response to questions from Member of Parliament (MP) Dr Tan Wu Meng, who had asked how the ministry is planning to address rising cases of ‘disguised retrenchments’, a trend to disguise the intent of job termination by companies to circumvent paying fair benefits.
Minister Lim said, MOM had received 94 cases from employees with retrenchment-related issues last year.
Of these, 15 appeals came from employees who have been dismissed but felt that they were retrenched and denied of their retrenchment benefits.
For the first nine months of 2016, the MOM saw 14 appeals out of 63 retrenchment-related cases.
“Overall, these cases make up a small proportion of the total number of layoffs in 2015 and 2016 so far,” Mr Lim said.
He explained that in all but one appeal, the workers were either not entitled to retrenchment benefits as they have worked less than 2 years, or there were no retrenchment benefits specified in their contracts or collective agreements.
However, with just this case alone, the number of appeals have exceeded the total number received in 2016. Mr Lim will have to change his stance on the matter the next time he answers in Parliament.
S’poreans less proud of our world-class companies?
With regard to “The firm has no lack of project supply. Its international operations chief executive … told a roundtable last October that the company has “over 1,000 projects in the pipeline” – when a company that boasts of “The firm has no lack of project supply … the company has “over 1,000 projects in the pipeline” and then does this sort of “not a retrenchment exercise” just three months later – it may arguably be “adding insult to injury” to the grief and predicament of the affected workers and make Singaporeans much less proud of out world class government-linked and indirectly government-owned companies.
Civil Society
TWC2 launches fundraising initiative for at-risk migrant workers
Transient Workers Count Too (TWC2) has launched a fundraising campaign to assist those facing challenges such as work injuries, wrongful termination or financial hardship due to underpayment disputes. The campaign, hosted on Give.asia, aims to raise S$36,000 to provide crucial support during these workers’ most difficult times.
SINGAPORE: Transient Workers Count Too (TWC2), an advocacy group for migrant workers, has launched a fundraising campaign to support those facing difficulties, including work injuries, termination for requesting rightful salaries, or financial hardship due to disputes over underpayment.
The campaign, hosted on the Give.asia platform, aims to raise S$36,000 to provide a lifeline for these workers during their darkest hours.
The group stated that the funds will offer support to low-wage migrant workers in distress through various means, including meal assistance, phone top-ups, travel allowances, emergency shelter, and more.
TWC2 highlighted five types of workers in distress. For example, one cook was forced to perform unpaid work late into the night and was coerced into signing blank payslips.
He received less than half of his official salary, with his employer creating false timecards and payslips.
TWC2 specified the resources needed to assist migrant workers facing financial challenges over six months, including S$1,322 per month for an online helpdesk, S$876 for meal support, S$120 for phone top-ups, and S$80 for EZ-Link credit to attend Ministry of Manpower (MOM) appointments.
Worker Left Vulnerable After Company Closure: Loss of Housing and Belongings Leads to Months of Hardship
Another worker is struggling after his company closed down, leaving him without coverage for his injury.
Furthermore, his employer allegedly failed to pay his housing rent, resulting in the worker losing all his belongings, including his passport, cash, and clothes. He was left to beg and borrow clothes for nearly a month.
TWC2 stated that the funds will help him replace his passport, which costs around S$200, as well as cover S$2,228 for his monthly rent at the TWC2 shelter, S$480 for EZ-Link credit for travel to hospital appointments, and S$240 for phone top-ups.
The third case involves a migrant worker who was denied necessary surgery after suffering a finger injury from heavy machinery. Instead of being taken to the hospital immediately, he was brought to a small clinic, leading to an infection in his open fracture.
He was also pressured to return to his home country for treatment. Urgent surgery was delayed for 33 days because his employer withheld the necessary documents.
TWC2 is appealing for S$1,322 per month for online helpdesk support for this worker, S$1,898 for meal support, S$240 for phone top-ups, and S$480 for EZ-Link credit for travel to hospital appointments.
The fourth case involves a worker who was underpaid for overtime and rest day work.
He was fired after discussing information related to the Employment Act with his colleagues. His employer later contacted a potential future employer to disparage him.
This worker will require S$1,073 monthly to fund online information campaigns, S$120 for phone top-ups, and S$80 for EZ-Link credit to attend MOM appointments.
The fifth case concerns a worker who injured his back while lifting 50kg of cement. Although he was granted 300 days of medical leave, his employer did not report the incident to MOM, and the insurance company took over a year to investigate and accept his claim. The doctor instructed him to avoid catered food for health reasons.
TWC2 is seeking S$160 monthly for his groceries, S$120 for phone top-ups, and S$80 for EZ-Link credit to attend MOM appointments.
Part of this annual fundraising campaign commemorates International Migrants Day in December, which includes a luncheon, “Lunch With Heart,” for migrant workers to thank them for their contributions to Singapore.
TWC2 Highlights Ongoing Exploitation: Employers Bypass Laws to Undermine Workers’ Earnings
TWC2 noted that, according to Singapore’s Employment Act (Section 96), all workers should receive payslips detailing how their salaries are calculated and paid.
However, some employers still find ways to circumvent these laws, cheating workers out of their already low salaries. In 2023 alone, salary disputes rose by 55% according to MOM’s Employment Standards Report.
TWC2 emphasized that migrant workers who experience workplace accidents can be denied treatment by unscrupulous employers, despite being covered under the Work Injury Compensation Act. Even with medical insurance, they often lack access to it and may be sent back home with untreated injuries. The recovery process can be long and isolating, contributing to significant stress and mental health challenges for injured workers.
For these workers, a significant source of daily stress is financial insecurity.
“They are constantly thinking about providing for their family back home, ensuring loans are paid and sick family members have money for medical treatment. Essentially they are like us in every way.”
TWC2 highlighted that workers often take on overtime and forgo days off, even on public holidays, to earn higher wages. They should not be deprived of the wages they have rightfully earned or left with untreated injuries.
“We are appealing to you to offer a helping hand to these filial sons, devoted husbands, responsible mothers and dedicated workers, in their hour of dire need. ”
“We sincerely hope you can chip in so that these workers can have a lifeline in their darkest hours.”
Labour
19 workplace fatalities in first half of 2024, MOM reports
Singapore’s Workplace Safety and Health report, issued on 9 October, revealed 19 workplace fatalities in the first half of 2024, up from 14 in 2023. Vehicular incidents were the leading cause, followed by falls from heights and equipment breakdowns. With five more deaths reported by September, the total fatalities for 2024 have reached at least 24. In comparison, 36 deaths were recorded in 2023.
SINGAPORE: Nineteen workers died from workplace injuries in the first half of 2024, an increase from 14 fatalities during the same period in 2023, according to Singapore’s Workplace Safety and Health (WSH) performance report released by the Ministry of Manpower (MOM) on Wednesday (9 October).
Vehicular incidents were the leading cause of death, followed by falls from a height and the collapse or breakdown of structures and equipment.
These causes accounted for 11 of the fatalities – 58 per cent of the total deaths.
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