TAFEP unable to assist lady PMET after been replaced by foreign talents at ANZ

[makapaaa]

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[TD="class: msgtxt"][h=2][FONT=Times New Roman, serif]TAFEP unable to assist lady PMET after been replaced by foreign talents at ANZ[/FONT][/h][FONT=Arial, sans-serif]From: Alice Teo[/FONT]
[FONT=Times New Roman, serif][FONT=Arial, sans-serif][email protected][/FONT][/FONT]
[FONT=Arial, sans-serif]Date: Fri, Oct 11, 2013 at 4:59 PM
Subject: Tripartite Guidelines on Fair Employment Practices[/FONT]
[FONT=Arial, sans-serif]To: ”[/FONT]
[FONT=Times New Roman, serif][FONT=Arial, sans-serif][email protected][/FONT][FONT=Arial, sans-serif]”<[/FONT][FONT=Arial, sans-serif][email protected][/FONT][FONT=Arial, sans-serif]>[/FONT][/FONT]
[FONT=Arial, sans-serif]Dear Mr Ghosh[/FONT]
[FONT=Arial, sans-serif]Please refer to your email sent today.[/FONT]
[FONT=Arial, sans-serif]2. Following your feedback, we had kept your identity confidential and approached your previous employer, ANZ Bank, to convey your concerns and to gain a better understanding of the situation.[/FONT]
[FONT=Arial, sans-serif]We also shared with them the good practices that they could adopt in the implementation of the Tripartite Guidelines on Fair Employment Practices (FEP). Due to confidentiality reasons, I regret that I cannot share more on the extent of our intervention.[/FONT]
[FONT=Arial, sans-serif]3. You would have noted from our website that more than 2000 employers had signed the FEP pledge. Just like these employers who had given their commitment to uphold and promote the FEP guidelines, ANZ Bank is one of them. When signing the pledge, these employers do not have to be perfect. More importantly, they had to agree to the principles of fair employment and work towards adopting them in their human resource management. In this respect, they could tap on the wide-ranging tools, publications and training that TAFEP had put in place to assist them in the creation of fair and inclusive workplaces.[/FONT]
[FONT=Arial, sans-serif]4. Once again, thank you for sharing your experience.[/FONT]
[FONT=Arial, sans-serif]Warmest regards[/FONT]
[FONT=Arial, sans-serif]Alice Teo-Ang (Mrs)[/FONT]
[FONT=Arial, sans-serif]Consultant, Advisory Services[/FONT]
[FONT=Times New Roman, serif][FONT=Arial, sans-serif]Editor’s note: This email is been reposted with permission. The writer is currently still jobless and suffers from depression. Please read her personal article posted earlier here.[/FONT][/FONT]
[FONT=Arial, sans-serif]- See more at:http://www.transitioning.org/2013/1...-foreign-talents-at-anz/#sthash.P2fyvHX0.dpuf[/FONT]
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[makapaaa]

[h=2]Local PMET working in MNC terminated by foreign manager and
replaced by his FT friend[/h]



I have been working for a MNC for 4 years. Last year, a new management
took over the Singapore branch.

The company brought in a young manager. Lets call him Dundee, on the first
day, he took away our benefit.

Dundee continued to show his dominance in the company by making all kind of
changes, many workers were clearly unhappy.

In meetings with his counterparts, they would talk about which enclave they
are staying in Singapore and which international school their child attend. It
is like another weekend barbeque gathering.

At times, they were amused with the current situation in Singapore where
foreigners are the reason of much unhappiness.

Four months later, Dundee decided to let me go secretly.

Of course, with Dundee’s advice, the company has learned about the weak
labour law in Singapore. No compensation is required and termination without
proper reason is legal here.

The next day, I was informed internally that Dundee was recommending his
friend (another expat) to fill my position since the day he joined the
company.

The manager arranged a meeting with me and the HR director.

Manager informed me that I was terminated and HR Director told him to excuse
us.

HR Director told me that he is going through the procedure with me.

I asked him the reason of termination, he told me it was because of “low
utilisation”.

Low utilisation means they are unable to give me more work that I am supposed
to do.

But, they served me a termination letter without any reason. I have emailed
and requested that the low utilisation reason to be included.

I told the HR Director that my manager confided in me several weeks ago low utilisation is not staff fault because it is the sales department responsibility to find work for people like us engineer.

So I asked HR Director is this my fault that the company cannot fill me with
work?

If this is the case why don’t you classify this case as retrenchment? Is it
because the company is avoiding in paying me a compensation?

All the above questions were unanswered by HR Director. He even threatened
me by saying: “Do you want us to put the reason as performance reason?”

Now, they also asked me to sign a non-disclosure agreement not to leak any
company information out even though I am no longer valid in the company.

Unfair right? Why would I want to sign anything if I am no longer a staff
?

And to make matter unfair, if there is low utilisation (not enough work), why
would they publish my position today in the advertisement ?

Gilbert, how unfair is this? Isn’t there someone who can help me?

Rgds,

Roy

Editor’s Note: Roy has approached MOM and TAFEP for assistance but
unfortunately he could not find any help there. I have asked him to write us
something on his experience with the two government bodies.

 

[makapaaa]

[h=2]Former ANZ local employee replaced by foreign talent not once but
twice![/h]



Former ANZ employee says:

October 15, 2013 at 5:33 am (Edit)

I would like to report a case of workplace discrimination that I have faced
recently at ANZ bank, Singapore. I am a Singapore citizen with about 15 years of
experience in the industry. I have been working as a senior project manager.

ANZ is blatantly practicing a policy where they are providing unfair
advantage to people from Australia and New Zealand at the expense of local
talent and hence I am writing to you to see if you can help me.

A brief description of the events is listed below.

In Jan-2011, ANZ contacted me through a headhunter and offered me a lead role
in their Centralisation program. I had a performance rating of 2 (on a scale of
1 to 5, 1 being highest) which placed me in the top 15 % employees of the
company. In Oct 2011, my hiring manager and his boss transferred to other
locations, and the management was replaced with 2 new managers who were from New
Zealand.

They started practicing a very discriminatory policy and hired a new project
manager who lost her job in another part of the bank.

They hired her and slowly over a period of 3 months, they asked me to give up
all my projects to her. Then they made me redundant in Apr-2012 …. I was told
that there was not enough money in the program and hence they had to let me go
inspite of having a good performance record.

Once I left, I learnt from my previous colleagues, that, within a few weeks,
my manager tried to hire another project manager who was made redundant in
Australia and bring him to Singapore to do my role. I did file a complaint with
the HR, but they refused to take any action.

I started looking for a job and made a few applications through the internet.
In Aug-2012, I applied for another role with ANZ in a different division and was
hired. But within 3 months, the same story was repeated. Some of the New
Zealander / Australian staff were made redundant in other parts of the bank….
they were absorbed into my department and I was laid off again in Oct-2012.

I wrote to TAFEP on my incident, but they replied to me saying that they do
not have any authority to censure an employer …. they are an advisory body only.
So ANZ can go scott free even after unfairly retrenching me twice in order to
protect their staff from Australia and New Zealand.

Moral of the story : There is no protection from the regulatory bodies
against discriminatory hiring in Singapore. So, do what you can as a
Singaporean: do not bank with ANZ and do not use their credit cards.

(This is a comment placed on http://www.transitioning.org/blacklisted-companies/)

 

[Semaj2357]

[h=2]Local PMET working in MNC terminated by foreign manager and
replaced by his FT friend[/h]



I have been working for a MNC for 4 years. Last year, a new management
took over the Singapore branch.

The company brought in a young manager. Lets call him Dundee, on the first
day, he took away our benefit.

Dundee continued to show his dominance in the company by making all kind of
changes, many workers were clearly unhappy.

In meetings with his counterparts, they would talk about which enclave they
are staying in Singapore and which international school their child attend. It
is like another weekend barbeque gathering.

At times, they were amused with the current situation in Singapore where
foreigners are the reason of much unhappiness.

Four months later, Dundee decided to let me go secretly.

Of course, with Dundee’s advice, the company has learned about the weak
labour law in Singapore. No compensation is required and termination without
proper reason is legal here.

The next day, I was informed internally that Dundee was recommending his
friend (another expat) to fill my position since the day he joined the
company.

The manager arranged a meeting with me and the HR director.

Manager informed me that I was terminated and HR Director told him to excuse
us.

HR Director told me that he is going through the procedure with me.

I asked him the reason of termination, he told me it was because of “low
utilisation”.

Low utilisation means they are unable to give me more work that I am supposed
to do.

But, they served me a termination letter without any reason. I have emailed
and requested that the low utilisation reason to be included.

I told the HR Director that my manager confided in me several weeks ago low utilisation is not staff fault because it is the sales department responsibility to find work for people like us engineer.

So I asked HR Director is this my fault that the company cannot fill me with
work?

If this is the case why don’t you classify this case as retrenchment? Is it
because the company is avoiding in paying me a compensation?

All the above questions were unanswered by HR Director. He even threatened
me by saying: “Do you want us to put the reason as performance reason?”

Now, they also asked me to sign a non-disclosure agreement not to leak any
company information out even though I am no longer valid in the company.

Unfair right? Why would I want to sign anything if I am no longer a staff
?

And to make matter unfair, if there is low utilisation (not enough work), why
would they publish my position today in the advertisement ?

Gilbert, how unfair is this? Isn’t there someone who can help me?

Rgds,

Roy

Editor’s Note: Roy has approached MOM and TAFEP for assistance but
unfortunately he could not find any help there. I have asked him to write us
something on his experience with the two government bodies.

They didn't want to pay severance benefits and threatened him with "performance reason" - he can always refer to the p-appraisal to see if this reason is warranted. he can dispute this if he has an average or above average rating.

Sign the non-disclosure agreement - fair enuff as normally this clause is included in the employment contract but who's to know when he reneges on this?

 

[soIsee]

You ppl keep putting up such stories but NOT addressing the root cause is akin to Gilbert blahing off like a nagging housewife for days on end.

Sinkie are not addressing the root cause.

If you think your gov is the root cause, change them for another set of ppl and try that out to see whether your root causes have been addressed or not.

Else keep these balless posts out for the sake of humanity.

 

[SadPlumpGirl]

what can Sinkies do...kill a few fts to teach them a lesson? cannot rite.

aiyah...who did she vote for?

 

[halsey02]

You ppl keep putting up such stories but NOT addressing the root cause is akin to Gilbert blahing off like a nagging housewife for days on end.

Sinkie are not addressing the root cause.

If you think your gov is the root cause, change them for another set of ppl and try that out to see whether your root causes have been addressed or not.

Else keep these balless posts out for the sake of humanity.

You are right, I have been telling those people with no balls, whom I worked with for years. What is happening at ANZ etc..had been going on, for the last 30 years & is nothing new. Back then, it was no so blatant & not so arrogant those Foreigners who came here, for most HR managers, were from the ground up & they understood , what it was like to be discriminated.

But, the government, allowed the flood of foreigners in, without protecting the locals & our Employment Act..protects the employer more than the employees...I shall not go into this..for it will be a long long day.

What are these people over the last 3 decades till now been doing??? whining, groaning, complaining...write to the press, write to social media...write to themselves...the other thing would be, forget about the unions...

If the people they voted for, can not address the problems of loosing their livelihood at work,when they are unable to honestly make a living to put three square meals on the table, to raise & educate children, to serve the country through reservist ( defending??) & live life normally...their rice bowls are broken or snatched away...do something, rather than complain.

The question will still be asked, who did you vote for? the answer would still be "PAP"..so??l you ask for it, live with it!, you deserve, what you get!!

 

[Alantis]

Wish the employment law in Singapore will be strengthen to protect such exploitations in our country.

 

[IamTiong]

Banks have done enough to survive the credit crisis... now they need real talent to boast earnings

 

[halsey02]

Banks have done enough to survive the credit crisis... now they need real talent to boast earnings

These "Real Foreign Talents" are the ones that created the credit crisis...if you have been working in the Banking, Finance Industry!!!!!

 

[winnipegjets]

You ppl keep putting up such stories but NOT addressing the root cause is akin to Gilbert blahing off like a nagging housewife for days on end.

Sinkie are not addressing the root cause.

If you think your gov is the root cause, change them for another set of ppl and try that out to see whether your root causes have been addressed or not.

Else keep these balless posts out for the sake of humanity.

If forummers do not put up these stories here, who would know? The PAP press, TV stations don't report such damaging news. The more info we get out there, the odds improve for an eventual defeat of the PAP in the election.

Keep it coming, patriots.

 

[Scrooball (clone)]

In Singapore, u dun control behavior by forceful legislation, employers will show u one thing....

 

[enterprise2]

That's a New Zealand company, rite!! And u want to migrate there??

 

[SadPlumpGirl]

REMOVE THE BANKING LICENCE OF ANZ BANK!!!! Wtf!!!

 

[scbccb]

Ah Bui, shuddup lah. Aint gonna happen with Lim Beh around.

REMOVE THE BANKING LICENCE OF ANZ BANK!!!! Wtf!!!