Understanding basic employment helps a lot in seeing through Lightning bullshit.
Okay, let me explain these in simple layman terms:
1. The staff was dismissed and she challenged it as being "unfair dismissal" according to Sinkie employment laws.
2.
Legitimate grounds for dismissal obviously depends on the nature of the job.
Example 1: Bargain Hen is a 60 plus surgeon. His hands, while steady enough to write and type normally, do not make the grade anymore for surgery where a tiny error of a few millimetres can lead to instant death for a patient. The hospital at which Bargain Hen works decides to fire him. Is this unfair dismissal? No. The reason for the dismissal is related to his work as a surgeon.
Example 2: Kaypoh Auntie is 40 plus typist. Her hands have become unsteady lately, however she can write and type normally, it does not affect her work as a typist. Her employer fires her for having unsteady hands. Is this unfair dismissal? Yes. The reason for dismissal is not related to her work and does not affect it.
3.
What is the nature of the church employee's work? Marriage counseling. Is her adultery related to her work?
The staff was the “designated representative” to meet couples seeking to wed — and to explain what was required of them — and thus her employment “bears sufficient or close proximity” with its mission, the church added.
Yes, very related, because she is expected to guide members of the congregation who are getting married on proper conduct. How is she going to do that when the whole damn church knows that she herself has breached those rules of proper conduct flagrantly?
4. The Manpower Ministar should be shot for the crime of not understanding the laws that he is supposed to be enforcing.
In his affidavit, Mr Khong also hit out at how the MOM conducted the inquiry into the dismissal. In particular, he said the MOM’s Assistant Commissioner for Labour had, during a meeting on Oct 8 last year, made an “unwarranted” reference to his daughter — she had a child out of wedlock — which was “tantamount to a personal attack”.
Arguing that his daughter Priscilla’s conduct was irrelevant to the case because she was never an FCBC employee and that she had confessed and sought forgiveness before her pastors, Mr Khong said: “I am surprised that (the Assistant Commissioner for Labour), as a representative of MOM, would make such comments without a full understanding of the facts.”
5. This Assistant Commissioner for Labour should be fired. Only employment matters are within the Manpower Ministry's purview. The pastor's daughter is not an employee and it is none of that overpaid Ministry's business. Controlling the influx of foreign "talents" by ensuring that those admitted indeed have qualifications which are needed by the Sinkie economy on the other hand falls squarely within this Ministry's purview and everybody knows that it has failed MISERABLY.
He also took issue with the ministry for only recording statements from the church’s junior staff, and not any of its leaders. The Assistant Commissioner for Labour’s conduct and the MOM’s failure to take the church leaders’ statements meant that the inquiry and Mr Tan’s subsequent decision were “tainted with bias”, Mr Khong claimed.
6. This is typical Lightning way of doing things. Junior staff are easily intimidated. It taints the proceedings and subject them to successful challenge in Court for being unfair. Imagine a divorce case in which the mediator only listens to the wife, but not the husband. Sama sama.
Quoted passages are from this article on Today:
http://www.todayonline.com/singapore/church-seeking-guidance-what-constitutes-religious-affairs
