Introduction: The Retirement and Re-Employment Act and its Practical Applications
The Retirement Age Act has been amended to the Retirement and Re-Employment Act which was effected on 1 January 2012. With this amendment, there is no change in the statutory retirement age of 62 but a statutory re-employment till the age of 65 is instituted.
With this new statutory re-employment law, can an employer dismiss an employee with or without notice prior to the employee reaching 62, whether statutory or common law employee?
What is the impact and effect of the new Retirement and Re-Employment Act for the employer, the employee or a HR practitioner who will have to implement this new labour law in your organisation? Are there any criteria for re-employment and must the terms and conditions for re-employment remain the same as prior? Would the application of the re-employment terms and conditions be the same for unionised and non-unionised companies?
At the end of this workshop, participants can be assured that they will be more competent in their understanding of the Retirement and Re-employment Act and its applications.
- Background -Tripartite advisory and guidelines on re-employment.
- Coverage of the Retirement and Re-employment Act.
- Criteria for re-employment.
- Are HR policies part of an employment contract?
- Considerations to take into when formulating re-employment policies.
- Re-employment policies are the same for unionised and non-unionised companies?
- Terms and conditions for re-employment.
A competent HR practitioner must have the skills and knowledge in the following:
- Background and Purpose of Retirement and Re-employment Act (RRA)
- Catergories of employees covered under the RRA
- Eligibility Criteria for Re-employment
- Re-employment Practices
- Re-employment Contracts and Policies
- Dismissal of Employees Prior to Retirement
- Employment Assistance Programme (EAP)
- Tripartite guidelines on re-employment.
- Objective of the re-employment legislation.
- Retirement Age Act versus Retirement and Re-employment Act.
- Locals, Singapore Permanent Residents and Foreigners.
- The RRA (Exemption Notification).
- Definition of poor performance.
- Definition of medically fit.
- Employee’s fault.
- Identifying eligible employees.
- Re-employment planning and consultation.
- Job arrangement for re-employment.
- Differences between policies and terms and conditions of re-employment.
- Offer of re-employment.
- Duration of re-employment.
- Adjustments to wages, medical and other benefits.
- Variations of re-employment contracts.
- Dismissal with and without notice
- Grounds for dismissal.
- Reference points for EAP
- Definition of gross salary.
- Lacuna in EAP.
Lecture and case studies.
Who should attend?
Human Resource practitioners.
Note: SDF Grant is Available*
# SHRI co-offers these programmes with HR Law Academy and SDF funding is applicable under HR Law Academy as the course provider. Details will be provided upon registration.
|Commence Dates||Duration||SHRI Member||Non-Member|
|29 Mar 2017||1 Day (7 hours)
(9am – 5pm)
|28 Apr 2017||1 Day (7 hours)
(9am – 5pm)
|26 May 2017||1 Day (7 hours)
(9am – 5pm)
All prices listed here are subject to the prevailing GST charges. All information on this page are correct at the time of its publication. SHRI reserves the right to amend any of the above information if necessary.