Read more at https://www.channelnewsasia.com/news/parliament/changes-that-will-extend-labour-law-to-pmets-introduced-in-10781904
(Updated: )
Ricky Lim
Changes that will extend labour law to PMETs introduced in Parliament
Wrongful dismissal claims are heard by MOM.
With the changes, the Employment Claims Tribunal will act as a "one-stop service" to hear all employment-related disputes.
The proposed amendments also cover a redefinition of dismissals from workplaces.
Under the new definition, dismissals will include the involuntary resignation of an employee, and not just an employer terminating the contract of service of an employee.
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It is better late than never.
Posted on :- 28 Sep 2018 08:23PM
Ricky Lim
I also recall a similar incident when one was released early - before his contract ends - because he keep raising a network security issue that will cause the network to be breached --- and the infra manager view him as a threat to his position for raising the security alert.
--
The moral of the story :---- "One can be genuine in caring about the well-being of the company" --- but the consquences is that - he may lose his job while doing so.
This happen in Government linked organisation and private sector.
Like · Reply · 1m · Edited
Ricky Lim
Now the dilemma is - should staff raise any potential security threat when they discover them in the course of doing their work.
But they are worried - will their immediate supervisor or even higher level management view them as "troublemaker" - and find excuses to fire them.
Because plugging the security holes will :-
(1) take time and cause project to delay
(2) cost money to put in security measures
(3) put management in a bad light for not having foresight in the planning.
Most of the time, the staff that raise the security alarm got "cruxified" and some management will hide the security risk - hoping that it will not be found and exploited - while firing the staff that discover and raise it.
Now Singhealth suay - got breached, VVIP info. got compromised and COI convene to vindicate that staff.
But what about some others that do not?
Like · Reply · 1m
Ricky Lim
William Loh - I have come across throughout my career (in Govt, Govt link and private enterprise) :-
(1) 50% of the time that management are transparent, open, encourage collaboration, encourage highlighting of the issues and problems that will impact the organisation, public, the Country, the customers - there is alot of positive energy and alot of motivation from top down and ground up.
I have plenty of respect for such corporate culture, management culture - and there are alot of positive energy in the organisation.
(2) I have also come across 50% of the time - where "office politics master" rule the day - where people are motivated to play "office politics" - to ensure their jobs are secured, their position are secure, or 瞒上骗下 - so that they can personally advance upwards - at the expense of others and the corporate objectives that they are employed to serve.
I have little respect for such culture.
Such culture start to appear in tandem with the change in HR framework - of "hire and fire" when every year appraisal they will have to "let go" say 5% or 10% of staff - who so called "underperform".
And this have poison the corporate climate - and turn it into negative energy throughout the organisation - as people start to play "office politics" to make themselves look good and not fall into the "5% - 10%: -- rather than serving the holistic corporate objective.
Thus no one want to raise any "negative issue" - for afraid being penalised - and have a bad appraisal -- and thus everyone start to play "office politics" to look good.
It end up - the whole corporate culture turn negative.
Workers are more like actors and actresses - rather than staff and workers serving the organisation, public and customers.
Like · Reply · 2m
Wrongful dismissal claims are heard by MOM.
With the changes, the Employment Claims Tribunal will act as a "one-stop service" to hear all employment-related disputes.
The proposed amendments also cover a redefinition of dismissals from workplaces.
Under the new definition, dismissals will include the involuntary resignation of an employee, and not just an employer terminating the contract of service of an employee.
---
It is better late than never.
Posted on :- 28 Sep 2018 08:23PM
Ricky Lim
I also recall a similar incident when one was released early - before his contract ends - because he keep raising a network security issue that will cause the network to be breached --- and the infra manager view him as a threat to his position for raising the security alert.
--
The moral of the story :---- "One can be genuine in caring about the well-being of the company" --- but the consquences is that - he may lose his job while doing so.
This happen in Government linked organisation and private sector.
Like · Reply · 1m · Edited
Ricky Lim
Now the dilemma is - should staff raise any potential security threat when they discover them in the course of doing their work.
But they are worried - will their immediate supervisor or even higher level management view them as "troublemaker" - and find excuses to fire them.
Because plugging the security holes will :-
(1) take time and cause project to delay
(2) cost money to put in security measures
(3) put management in a bad light for not having foresight in the planning.
Most of the time, the staff that raise the security alarm got "cruxified" and some management will hide the security risk - hoping that it will not be found and exploited - while firing the staff that discover and raise it.
Now Singhealth suay - got breached, VVIP info. got compromised and COI convene to vindicate that staff.
But what about some others that do not?
Like · Reply · 1m
Ricky Lim
William Loh - I have come across throughout my career (in Govt, Govt link and private enterprise) :-
(1) 50% of the time that management are transparent, open, encourage collaboration, encourage highlighting of the issues and problems that will impact the organisation, public, the Country, the customers - there is alot of positive energy and alot of motivation from top down and ground up.
I have plenty of respect for such corporate culture, management culture - and there are alot of positive energy in the organisation.
(2) I have also come across 50% of the time - where "office politics master" rule the day - where people are motivated to play "office politics" - to ensure their jobs are secured, their position are secure, or 瞒上骗下 - so that they can personally advance upwards - at the expense of others and the corporate objectives that they are employed to serve.
I have little respect for such culture.
Such culture start to appear in tandem with the change in HR framework - of "hire and fire" when every year appraisal they will have to "let go" say 5% or 10% of staff - who so called "underperform".
And this have poison the corporate climate - and turn it into negative energy throughout the organisation - as people start to play "office politics" to make themselves look good and not fall into the "5% - 10%: -- rather than serving the holistic corporate objective.
Thus no one want to raise any "negative issue" - for afraid being penalised - and have a bad appraisal -- and thus everyone start to play "office politics" to look good.
It end up - the whole corporate culture turn negative.
Workers are more like actors and actresses - rather than staff and workers serving the organisation, public and customers.
Like · Reply · 2m
Like · Reply · 1m
Christopher Bong
New labour laws to safe guarding of PMETs is just so basic. There must be laws to safeguard PMETs from the government in their eagerness to replace locals with foreigners.
Like · Reply · 2 · 2h
Foong Mun Loh
protect foreigners lah.........otherwise, why wait until now then protect workers ?
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