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Employment rights in Serangoon, part of Singapore, are governed by various national laws aimed at protecting workers and employers. Chief among these is the Employment Act, which provides the basic terms and conditions at work for employees under a contract of service. These rights cover provisions related to salary, paid leave, working hours, and conditions for termination, among others. For comprehensive coverage, other laws such as the Workplace Safety and Health Act and the Fair Consideration Framework are also relevant.
Individuals may need legal advice on employment rights in several scenarios. Common situations include wrongful termination, discrimination in the workplace based on race, gender, or disability, disputes over contract terms, claims for unpaid salaries, and issues related to workplace safety. Legal assistance is invaluable for navigating complex legal language, ensuring compliance with employment laws, and effectively resolving disputes, either through negotiation or litigation.
Key aspects of employment laws particularly relevant in Serangoon include:
A fair dismissal is one where the termination of employment is conducted with just or sufficient cause, such as misconduct, poor performance, or redundancy, following proper procedures.
The Employment Act covers all employees under a contract of service except for seafarers, domestic workers, statutory board employees, and civil servants. Specific provisions apply according to job roles and salary thresholds.
Workplace discrimination is addressed under Singapore's Human Rights framework and Employment Act amendments. Victims can report incidents to the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) for investigation and mediation.
Salary disputes can be resolved through mediation by the Tripartite Alliance for Dispute Management (TADM), and if unresolved, escalated to the Employment Claims Tribunals (ECT).
An employee should first attempt to resolve the issue with the employer. If unresolved, the employee can file a claim with the TADM, and if necessary, bring the case to the ECT.
Part-time employees are entitled to pro-rated leave benefits based on their hours of work. They have similar rights concerning protection under labor laws.
Employees should report safety concerns to their employer immediately. If unresolved, they can contact the Ministry of Manpower (MOM) or seek assistance from the Workplace Safety and Health Council.
The notice period typically depends on the employment contract terms, but if not specified, the Employment Act provides a minimum notice period based on the length of service.
While verbal agreements are valid, it's advisable to have a written contract detailing employment terms to prevent misunderstandings and ease conflict resolution.
Yes, under the Employment Act, leave entitlements apply from the start of employment, including during probation, but are often pro-rated based on the probation period's length.
For further assistance on employment rights, you may consider referring to the following resources:
If you require legal assistance with employment rights, consider contacting a lawyer specializing in employment law for personalized advice. You can also reach out to legal clinics or pro bono services for initial guidance. Make sure to gather all relevant documents, such as employment contracts and any correspondence with your employer, before consulting with a legal expert.
