Tan chuan jin:
In this crane incident, I was initially concerned that the two workers (Mr Zhu Guilei and Mr Wu Xiaolin) were not properly paid. As it turned out, they did not have any salary arrears.
These workers knew their way around. In fact, Zhu had come to MOM in July 2011 to enquire about how he and his friend could resign and return home. Recently, the two of them came to MOM on 5 Dec to highlight that they were owed salaries. To help us investigate, we asked that they come back with their documents. They never did and ended up on the crane.
Our officers asked one of them why they did not come back. One of the workers shared that going to MOM to lodge their claims was “troublesome”.
Workers facing employment issues should approach MOM for advice and assistance. MOM requires documentation from the workers in order to substantiate their claims so that MOM can handle the dispute fairly. We would like to reiterate that workers should not take matters into their own hands and break the law.
We follow up on a number of issues and even in some non statutory cases, our Labour Relations officers will speak to the companies to help get things smoothened out. Companies can be blacklisted and denied access to workers if found to have breached regulations and who have flouted acceptable practices.
In some instances, the workers can have misplaced expectations or in some cases unreasonable demands. However, I do recognize that in general, the relationship tends to be weighted against the workers.
This is why we amended the Employment of Foreign Manpower Act to try and stem the worse abuses.
http://www.mom.gov.sg/foreign-manpower/amendments-to-the-efma/Pages/default.aspx
Meanwhile, MOM is investigating whether the company has breached any statutory provisions under the Employment Act.
Companies who contravene the Employment Act and/or the Employment of Foreign Manpower Act can be prosecuted, fined and may also be barred from hiring foreign workers in future.
http://www.channelnewsasia.com/stories/singaporelocalnews/view/1241612/1/.html
In this crane incident, I was initially concerned that the two workers (Mr Zhu Guilei and Mr Wu Xiaolin) were not properly paid. As it turned out, they did not have any salary arrears.
These workers knew their way around. In fact, Zhu had come to MOM in July 2011 to enquire about how he and his friend could resign and return home. Recently, the two of them came to MOM on 5 Dec to highlight that they were owed salaries. To help us investigate, we asked that they come back with their documents. They never did and ended up on the crane.
Our officers asked one of them why they did not come back. One of the workers shared that going to MOM to lodge their claims was “troublesome”.
Workers facing employment issues should approach MOM for advice and assistance. MOM requires documentation from the workers in order to substantiate their claims so that MOM can handle the dispute fairly. We would like to reiterate that workers should not take matters into their own hands and break the law.
We follow up on a number of issues and even in some non statutory cases, our Labour Relations officers will speak to the companies to help get things smoothened out. Companies can be blacklisted and denied access to workers if found to have breached regulations and who have flouted acceptable practices.
In some instances, the workers can have misplaced expectations or in some cases unreasonable demands. However, I do recognize that in general, the relationship tends to be weighted against the workers.
This is why we amended the Employment of Foreign Manpower Act to try and stem the worse abuses.
http://www.mom.gov.sg/foreign-manpower/amendments-to-the-efma/Pages/default.aspx
Meanwhile, MOM is investigating whether the company has breached any statutory provisions under the Employment Act.
Companies who contravene the Employment Act and/or the Employment of Foreign Manpower Act can be prosecuted, fined and may also be barred from hiring foreign workers in future.
http://www.channelnewsasia.com/stories/singaporelocalnews/view/1241612/1/.html
