Alison - Tafep April 2011_files... · Mr Heng Chee How Co-Chairperson ... Mr Koh Juan Kiat Executive Director, SNEF Mr Lim Sah Soon ... foreign talent continues to play a valuable

2011ANNUALREVIEW

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TAFEP

2011ANNUAL REVIEW

Supported by

CONTENTS

About TAFEP

Messages from TAFEP Co-Chairpersons

Composition of TAFEP Board

Advancing Fair Employment In Singapore • RaisingAwarenessandUnderstanding

• EnablingAdoptionofFairEmploymentPractices

• AssistingandAdvisingIndividualswith WorkplaceDiscriminationConcerns

Case Studies

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ABOUTTAFEP

Vision:Fair,responsibleandmerit-basedworkplaces

Mission:Topromotetheadoptionoffair,responsibleandmerit-basedemploymentpracticessoastoenableemployeestorealisetheirfullpotentialandhelptheiremployersachieveorganisationalexcellence.

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MESSAGE FROMBOB TAN

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2011wasabusyyearforTAFEP.InOctober2011,theTripartiteGuidelinesonFairEmploymentPracticeswereenhancedwiththeinclusionofanewsectionontheresponsibilityofemployersrelatingto“HiringandDevelopingaSingaporeanCore”.Theenhancedguidelineswereissuedafterextensiveconsultationwiththepublic,unions,governmentandemployergroups.Theywillhelpemployersunderstandandmeettheirresponsibilitiesasgoodcorporatecitizenswhilebuildingadiverseandinclusiveworkplace.

TAFEPalsoprovidedtrainingforover4,000participantsthroughworkshops,seminarsandconferencesandcarriedoutresearchontheexperiencesofleadingfairemploymentpractitioners,thefindingsofwhichweresharedwithmanyemployers.Overtheyears,TAFEPstaffhasvisitedmorethan550companiestounderstandtheissuestheyfacedandprovideguidanceandassistanceinimplementingthetripartiteguidelines.

Forthosecompanieswhoareinterestedinfairemploymentpractices,IwouldencourageyoutotapintotheresourcesofTAFEPasyouembarkonyourjourneytobecomeafairandresponsibleemployer.

Mr Bob TanCo-Chairperson,TripartiteAllianceforFairEmploymentPracticesVicePresident,SingaporeNationalEmployersFederation

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MESSAGE FROMHENG CHEE HOW

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AstheCo-ChairpersonatTAFEP,IamgladtohavetheopportunitytohelppromotefairemploymentinSingapore.

Allemployeeswanttobetreatedfairlyandwithrespect.Singaporeansalsowantgoodjobsandcareerprospects.TAFEP’sworkindevelopingguidelines,raisingawarenessoftheimportanceoffairemployment,assistingemployersandemployeesinaddressingworkplacediscriminationandadoptingfairemploymentpracticesareimportanteffortsthatsupportthedesiredoutcomesofSingaporeans.

2011hasbeenachallengingbutfulfillingyearasawarenessofTAFEPhasincreasedandmorehaveapproachedTAFEPforadviceandassistanceontheirworkplacediscriminationconcerns.IamgladthatsofaralmostallemployerscontactedbyTAFEP,followingacomplaintallegingunfairemploymentpracticeshaveheededthepracticaladvicefromTAFEPwhichisgivenwithreferencetotheTripartiteGuidelinesonFairEmploymentPractices.

Buildingfairandinclusiveworkplacesrequireeveryonetoplaytheirpart.TAFEP’sachievementsareareflectionofthestrongbondsamongthetripartitepartners–thegovernment,theemployersandtheunions.TAFEP’suniquepositiongivesustheopportunitytoplayanimportantandimpartialroleinenhancingfairemploymentpracticesinSingapore,whilemaintainingtheinterestsofboththeemployerandtheemployee.Intheyearahead,TAFEPwillcontinuetobuilduponthestrongbondsamongthetripartitepartnerstopromotetheadoptionoffairemploymentpracticesinSingapore.

Mr Heng Chee HowCo-Chairperson,TripartiteAllianceforFairEmploymentPracticesDeputySecretaryGeneral,NationalTradesUnionCongress

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COMPOSITIONOF TAFEP BOARD

Advisors:Mr Stephen Lee President,SingaporeNationalEmployersFederation(SNEF)

Mr John de PayvaPresidentEmeritus,NationalTradesUnionCongress(NTUC)

Mr Tan Chuan-JinMinisterofState,MinistryofManpower&NationalDevelopment

Co-Chairpersons:Mr Bob Tan VicePresident,SNEF

Mr Heng Chee How DeputySecretaryGeneral,NTUC

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Members:Ms K. ThanaletchmiPresident,HealthServicesEmployeesUnion

Mr Zainudin NordinExecutiveSecretary,EducationServicesUnion,NTUC

Mr Augustin Lee DeputySecretary,MOM

Mr Then Yee Thoong DivisionalDirector,LabourRelationsandWorkplacesDivision,MOM

Mr Ong Yen Her SeniorDirector&Advisor,LabourRelationsandWorkplacesDivision,MOM

Mr Andrew Fung GeneralManager,TAFEP

Mr Alexander C. Melchers VicePresident,SNEF

Mr Koh Juan Kiat ExecutiveDirector,SNEF

Mr Lim Sah Soon Secretary–General,SingaporeChineseChamberofCommerce&Industry

Ms Jessica Leong HRDirector,STMicroelectronicsPteLtd

Mr Cyrille Tan VicePresident,NTUC

Ms Cham Hui FongAssistantSecretary-General,NTUC

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ADVANCING FAIREMPLOYMENT IN SINGAPORE

Introduction: Sinceitsestablishmentin2006,theTripartiteAllianceforFairEmploymentPractices(TAFEP)hasconsistentlybeenattheforefrontofeffortstopromotetheadoptionoffair,inclusiveandmerit-basedemploymentpractices.

Buildinguponthestrongrelationshipbetweenthetripartitepartners(MinistryofManpower,NationalTradesUnionCongressandSingaporeNationalEmployersFederation),TAFEPworkscloselywithemployers,unionsandthegovernmenttocreateawarenessandfacilitatetheadoptionoffairandresponsibleemploymentpractices.Inaddition,TAFEPoffersadviceandassistancetoindividualswhohaveencounteredworkplacediscrimination.

In2011,thetripartitepartnersworkedwithTAFEPtoenhancetheTripartiteGuidelinesonFairEmploymentPractices.TheenhancementoftheGuidelinesmarkedasignificantmilestonethathelpedtoensureSingaporeansremainedthecoreoftheworkforce.

InadditiontotheGuidelines,TAFEPprovidesawiderangeofresources,suchastrainingworkshops,seminarsandresearchpublications,thathelpindividualstomakeadifferenceintheworkplace.

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Strategy: Toprogresstowardstheobjectiveofbringingaboutfair,responsibleandmerit-basedemploymentpractices,TAFEPusesanintegrated,multi-prongedstrategyof:

• Raisingawarenessandunderstanding

• Enablingadoptionoffairemployment practices

• Assistingandadvisingindividualswith workplacediscriminationconcerns

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RAISING AWARENESS AND UNDERSTANDING


Asstrongerglobaldemandcontinuestodrivethecompetitionfortalent,itbecomesevenmorecrucialfororganisationstoembracefairemploymentandrecognisethevalueinhiringandretainingatalented,skillfulandcommittedworkforce.

Unfortunately,notallemployersunderstandorareawareofthebusinessbenefitsthatresultfromaninclusiveworkplaceenvironment.Similarly,notallemployeesareempoweredwiththeknowledgeorresourcestocombatdiscriminationatwork.

Assuch,thereisademandfromemployersandemployeesforadviceandassistanceontheseworkplaceissues.TAFEPstepsintofulfillsucharoleinguidingorganisationsintheimplementationoffairemploymentpracticesandcreatingaworkplacebuiltonmeritocracy.

In2011,TAFEPcontinuedtoraiseawarenessonfairemploymentpracticesbycollaboratingwithvariouschannelsandpartners.

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Launch of Enhanced Fair Employment Guidelines InOctober2011,MrTanChuan-Jin,MinisterofStateforManpowerandNationalDevelopmentpresentedtheenhancedTripartiteGuidelinesonFairEmploymentPractices.WhileforeigntalentcontinuestoplayavaluableroleinSingapore’sworkforce,theenhancedGuidelineshelptoensurethatSingaporeanscontinuetomakeupthecoreoftheworkforce.TherevisionsindicatethatemployersneedtomakereasonableeffortstoattractandconsiderSingaporeansforrelevantjobpositions,whileprovidingthemwithsuitableopportunitiesforcareeradvancement.Therevisedguidelineshavealsoincorporateda“HiringandDevelopingaSingaporeanCore”sectionthatTAFEPandtheMinistryofManpowerwillrefertowhenaddressingcomplaintsofallegedunfairemploymentpractices.ThesechangeswillnotonlyhelptodevelopastrongSingaporeancoreintheworkforce,butalsosupporttheeliminationofdiscriminatorypractices.

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Conference on Fair Employment Practices ThethirdannualConferenceonFairEmploymentPracticesheldatMarinaBaySandson27April2011attractedcloseto600businessleaders,consultantsandHRpractitioners,andwasgracedbyMrLimBoonHeng,thenMinister,PrimeMinister’sOffice.Inlinewiththeconferencetheme“AchievingInclusiveGrowthThroughFairEmployment”,aninternationalpanelofspeakersandexpertsfromtheUSandtheUKengagedparticipantsontopicssuchasharnessingthepotentialofadiverseworkforce,aswellashowemployerscanbettermanageandoptimisethestrengthsofmatureemployees.Tohelporganisationsprogressontheirjourneytowardsfairandinclusiveemployment,TAFEPsharedthefindingsfromstudiesonHiringtheSilverGenerationandtheDiversityJourneyofTAFEPExemplaryEmployersAwards2010Finalists.Onekeyhighlightfromthelatterwasthat8outof10organisationsfeltthattheabilitytoattractandretainstaffwasakeybenefitofpracticingfairemployment.

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Media Coverage

1.ThisarticlewasfirstpublishedinTODAYon1November2011.

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2.ThisarticlefirstappearedintheJanuary/February2011issueofCONTACT,publishedbytheSouthEastCommunityDevelopmentCouncil.3.ThisarticlefirstappearedintheJanuary/February2011issueofSPRING,publishedbytheNorthEastCommunityDevelopmentCouncil.

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TAFEP Fair Employment Photo Contest ToencourageSingaporeanstoembraceacultureoffairemployment,TAFEPorganisedthesecondTAFEPFairEmploymentPhotoContestthemed“HowLittleThingsMakeaBigDifferenceatWork”.Thecontestdrewmorethan500entriesthatvisuallyrepresentedconceptssuchasworkplacediversityandinclusion,meritocracyandrespectforfellowworkers.

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Advertorials on Singapore’s Employment Laws Toraiseawarenessonfairemploymentpractices,2011sawTAFEPproducingaseriesofadvertorialsthateducatedthepubliconvariousaspectsofemploymentlawssuchaschildcareleave,salarypaymentandtheevaluationofemploymentcontracts.TheseriesofadvertorialswaspublishedinthemajornewspapersaswellaslifestylemagazinessuchasSingaporeWomen’sWeekly,MotherhoodandYoungParents.

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Online Outreach SincetheTAFEPwebsite’srevampin2010,thenumberofonlinevisitorshasincreasedsteadily.Thewebsiterecordedatotalof205,323uniquevisitorsin2011,asignificant80percentincreaseascomparedto2010.MembersofthepubliccancontinuetovisittheTAFEPwebsitetorefertorelevantcasestudies,videosande-learningresourcesonfairemploymenttopics.

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ENABLING ADOPTION OFFAIR EMPLOYMENT PRACTICES


Employers’ Pledge of Fair Employment PracticesThejourneyofbecomingafairemployerbeginswhenanorganisationdecidestomakeacommitmenttounderstandandimplementappropriatefairemploymentpractices.BysigningtheEmployers’PledgeofFairEmploymentPractices,forward-thinkingorganisationsaretakingthefirststepinbuildingfairandinclusiveworkplaces.

ThePledgeisanindicationoftheorganisation’scommitmenttowardsimplementingfairandresponsibleemploymentpractices.OrganisationsthathavesignedthePledgestandtobenefitfromconvenientaccesstoTAFEP’stoolsandresourceseitheratnochargeorathighlysubsidisedrates.

Currently,morethan1,800organisationshavepledgedtheirsupporttoadvancefairemploymentwithintheirrespectiveworkplaces.ThisisapproximatelytriplethetotalnumberoforganisationswhenthePledgewasfirstintroducedin2007.

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500602

1001

1221

1558

2007

2008

2009

2010

2011

1000

1500

Year

NumberofPledgeSigners

1827

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Guides on Employment LawsOneofthekeyprinciplesoffairemploymentiscompliancewithapplicablelabourlawstoensureconsistenttreatment.TohelpemployersandemployeesbetterunderstandSingapore’semploymentlaws,TAFEPpublishedhandyguidesthatareeasyforthelaymantounderstand.TheseguideshighlightedcommonquestionsaboutSingapore’semploymentlawsandweredevelopedwithinputsfromtheMinistryofManpower.

In2011,TAFEPlaunchedtheGuideonEmploymentLawsforEmployersinChinese,MalayandTamil.ThesecomplementtheEnglisheditionthatwasfirstintroducedin2010.

Similarly,theGuideonEmploymentLawsforWorkerswaslaunchedin2011andiscurrentlyavailableinallfourlanguages-English,Chinese,MalayandTamil.

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Online Resources ToenhanceSingaporeans’abilitytograsptheconceptoffairemployment,TAFEPlaunchedtheEmploymentActe-learningsysteminSeptember2011.Thisonlinee-learningsystemallowsuserstolearnmoreabouttheEmploymentActattheirownpacethroughhighlyinteractivemodulessuchasCoverageoftheEmploymentActandSalaryMatters.

TAFEPfurtherexpandeditspoolofonlineresourceswhenitcreatedtheFairEmploymentOnlineSelf-AssessmentToolasameansfororganisationstoevaluatethecurrentstatusoftheirfairemploymentjourney.LaunchedinMarch2011,theFairEmploymentOnlineSelf-AssessmentToolalsosupportsusersbyprovidingrecommendationsfororganisationstostrengthentheirexpertiseindevelopingdiscrimination-freeworkingenvironments.

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FairEmploymentOnlineSelf-AssessmentTool

TheEmploymentActModule1:CoverageoftheEmploymentAct

TheEmploymentActModule2:SalaryMatters

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24 January 2011TAFEPlaunchedaworkshoptotrainemployersinoptimisingthestrengthsofmatureemployees.Aptlytitled“EffectiveManagementofMatureEmployees”,theworkshopfocusedonsharingpracticalknowledgeandimpartedusefulskillstoensurethattheiremployeesremaincompetitive.

16 March 2011TAFEPpilotedaone-dayworkshoptitled“ManagingMulti-GenerationalTeams”.Thisworkshopfocusesoneffectivemanagementofanage-diverseworkforceandthebenefitsthatorganisationscanenjoyfromthat.

2 March 2011TAFEPlaunchedthe“CreatinganInclusiveWorkplace”workshoptargetedatHRpractitioners.Thiswasdesignedtohelpthemcreateandimplementmeaningfulfairandinclusiveemploymentpracticesattheirworkplaces.Participantswereinvitedtoattendaseriesofinteractivelearningsessions,fromlecturesandhands-onexercisestosmallgroupdiscussionsandone-on-onecompanyreviews.

JAN FEB MAR APR MAY JUNE

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TrainingAspartofTAFEP’slong-termapproachtoequiporganisationsandemployeeswiththeinformationandexpertiseinadvancingfairemployment,aseriesofworkshopsandseminarswasintroduced.Theseattracteda67percentincrease(from2,400in2010to4,000in2011)inattendanceandprovidedsuitableplatformsforparticipantstodiscussandsharebestpractices.

“TAFEPisanexcellentvalueaddertoSMEslikeus.Ourstaffacrossallageshavebenefittedgreatlythroughtheirtrainingandknowledgeimpartationtoourcompany.”YvonneLow,ExecutiveDirectorofTheTravellerDMCPteLtd

“OurgreatappreciationandthankstoTAFEPandAperianGlobalforsuchaninspiring4-day’sjourneyontheFairEmploymentandCIWinsightsandpracticessharing.WewillleavethisworkshopandgobacktoourbusinessworldwithmoreenthusiasmandwisdomtocarryonourFairEmploymentandCIWjourney.”SilviaQiao,HRDirectorofSybaseSingapore

“Speakersareveryknowledgeableandpractical.Abletofacilitatetheworkshopverywell.Neveradullmoment.”SimonChong,HRManagerofMANDiesel&TurboSingaporePteLtd

27 July 2011TAFEPorganisedanetworkingsession,titled“TappingWomenTalent”,toexplorehowbusinessescanbebetterequippedtotaponwomenfortheirwealthofknowledgeandexperience.

22 August 2011Throughtheseminar“AttractingandRetainingTalentinToday’sCompetitiveWorkEnvironment:BestPracticesforSMEtoBecomeEmployerofChoice”,participantsweregivenusefulinsightsonfairemploymentprinciplestostandoutfromtheircompetitorsasanEmployerofChoice.

2,400PARTICIPANTS2010

+67%

20114,000PARTICIPANTS

JULY AUG

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JAN FEB MAR APR MAY JUNE

29 April 2011InconjunctionwithCommunityBusinessandEnablingEmployersNetwork,TAFEPhostedthe“BuildingDisabilityConfidenceinAsia-TheBusinessCase”andlaunchedthepublication“TowardsDisabilityConfidence:AResourceGuideforEmployersinHongKongandSingapore”byCommunityBusiness.Participantsweregiventheoptiontoexperiencethelifeofpeoplewithvisualdisabilitiesthroughthe“DialogueintheDark”workshopatNgeeAnnPolytechnic.

1 July 2011TAFEPpartneredRoffeyParkInstitutetohostaluncheonforseniorbusinessleaderstodiscusstheimportanceofemployeeengagementandcollectivepurposeintoday’sworkplace.

11 January 2011TAFEPcollaboratedwiththeSingaporeChineseChamberofCommerceandIndustrytolaunchtheChineseversionoftheGuideonEmploymentLawsforEmployers.

11 March 2011TAFEPpartneredtheSingaporeIndianChamberofCommerceandIndustrytolaunchtheTamilversionoftheTripartiteGuidelinesonFairEmploymentPracticesandGuideonEmploymentLawsforEmployers.

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PartnershipsAspartofitsoutreachefforts,TAFEPhasforgedbeneficialcollaborationswithvariousorganisations,rangingfromeducationalandresearchinstitutionstobusinessandcommunitygroups.Intheyearahead,TAFEPwillcontinuetoworkcloselywithlike-mindedpartnerstoachievemutuallysharedgoals.

JULY AUG SEP OCT NOV DEC

14 October 2011The“TowardsInclusivenessintheWorkplace:EmployingPeoplewithDisabilities”seminarwasco-organisedbyTAFEPandInfocommAccessibilityCentre(supportedbySocietyforthePhysicallyDisabled,EnablingEmployersNetworkandSNEF).Thishalf-daysessionallowedparticipantstolearnfromtheexperiencesoforganisationsthathavesuccessfullyemployedpeoplewithdisabilities.

3 November 2011TogetherwiththeRotaryClubofJurongTownSingapore,TAFEPhostedapledgesigningceremonyfortheFoundationofRotaryClubs(Singapore)LtdduringtheAgeFriendlyWorkforceAsiaConference.

20 October 2011TAFEPco-organised“WorkplaceDiversityManagementSeminar”withSNEFforHRleaderstogainvaluableinsightsintothebenefitsofmanagingworkplacediversityandhoworganisationscanimplementpoliciesandpracticestocreateinclusiveworkplaces.ThisworkshopwassupportedbytheMinistryofManpower.

July - November 2011TogetherwithNgeeAnnPolytechnic,SingaporePolytechnicandNanyangPolytechnic,TAFEPconductedone-hourlunchtalksonemploymentrightsforthegraduatingcohorts.

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Company VisitsMoreorganisationsandemployeesnowrecogniseTAFEP’sabilitytoencouragefairemployment.Leveragingthisheightenedawareness,TAFEPhasbeenabletoreachoutmoredirectlytothosewhorequireassistancetoevaluatetheircurrentemploymentpractices.Asof2011,morethan550organisationshavebenefittedfromTAFEP’sonsiteconsultationsandcustomisedrecommendationstoadvancetheirfairemploymentjourney.

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Research“TheFairandInclusiveJourneyofLeadingEmployees-InsightsRevealed”,astudyconductedbyTAFEPinpartnershipwithRoffeyParkInstitute,providedpracticallessonstodevelopprogressiveemploymentpractices.Thefindingswereespeciallyusefulfororganisationsthathavejustembarkedontheirfairemploymentjourneybutarepreparedtoprogresstothenextlevel.

AnotherstudythatTAFEPconductedin2011focusedoneffortstoembracematuretalentintheworkforce.“HiringtheSilverGeneration-InsightsforEmployersandJobSeekers”providedpracticalrecommendationsforemployerswhowerelookingtohirematureworkersaswellasmaturetalentlookingforjobs.

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ASSISTING AND ADVISING INDIVIDUALS WITHWORKPLACE DISCRIMINATION CONCERNS


TAFEP’sdriveforfairemploymentsupportsbothemployersandemployees.Theformerreceivesconsultationtohelpthemcreateaworkplacethatultimatelybenefitsthebusiness,whilethelatterreceivessupportinaddressingtheirconcernsaboutfairemploymentpracticesattheirworkplace.

TAFEPdevotessignificantresourcestolistentothosewhohaveencountereddiscriminationorwhohaveproactivelyrequestedforassistancetoenhancetheircurrentemploymentpractices.Inevaluatingcasesthatitreceives,TAFEPadoptsaneutralstanceandstaysobjectivebyunderstandingbothsidesofthestorybeforeinitiatingappropriateaction.

AspartofTAFEP’scasemanagementapproach,allcommunicationwithemployeesandtheirorganisationsiskeptstrictlyconfidential.ThosewhorequireassistanceoradviceondiscriminationissuescancontactTAFEPviaphone,e-mailorTAFEP’sonlineportal,www.fairemployment.sg.

Whiletopdiscrimination-relatedcomplaintsaretraditionallyrelatedtoage,languageandrace,concernsoverfairopportunitiesforSingaporeansemergedasthetopissuein2011forthefirsttime.

Topissuesthathavesurfacedinsuchcasesareusuallyrelatedtonationality,languageandrace,followedbyage.Sofar,allemployersthatTAFEPhasapproachedhaveacceptedTAFEP’sadvice.Thefollowingcasesillustratesomeoftheseexamples.Allnameshavebeenchangedtoprotecttheiridentities.

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WithincreasedpublicawarenessoftheservicesofferedbyTAFEP,therewasariseinthevolumeofenquiries,feedbackandcomplaintsreceivedbyTAFEP.ThisshowsthatthereisgrowingpublicrecognitionofTAFEPastheorganisationtoapproachforadviceandassistanceinaddressingworkplacediscriminationconcernsandinimplementingfairemploymentpractices.

Complaints

200

No.ofComplaints

Year

150

100

50

9

6068

115

277

2007

2008

2009

2010

2011

Enquiries

No.ofEnquiries

Year

800

600

400

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210

330

694 688

200

2007

2008

2009

2010

2011

Feedback

Year

No.ofFeedback

1500

1000

500

1498

843

1705712

2007

2008

2009

2010

2011

Total Approaches to TAFEP

Year

No.ofApproaches

2000

1500

1000

55

327

568

1652

2463

500

2007

2008

2009

2010

2011

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CASE STUDIES1. When hiring, banish gender stereotypes

AlthoughSoonHuatwasexperiencedinteaching,hewastoldbyapotentialemployerthattheyonlyhiredfemales.

WithSoonHuat’sconsent,TAFEPapproachedtheemployerwhoexplainedthattheschoolhadafemale-dominantenvironmentatthatpointintime.Whiletheyusedtoemployonefull-timeandafewpart-timemaleteachers,theyhadnotbeenhiringmaleteachersinrecenttimes.

FollowingTAFEP’sintervention,theemployerapologisedaboutthenarrowjobspecificationandwelcomedSoonHuattoapplyfortheposition.

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2. When hiring, go beyond medical conditions and use relevant criteria

Calebwasagraduatewhowrotewellandhadadeeppassionforteaching.Hewasrejectedforaninstructorpositionafterhedeclaredhismedicalcondition(whichwasunderremission).Thishappenedinspiteofthepotentialemployer’sassessmentthathehadtherelevantskillstodothejob.Calebwasalsomedicallycertifiedthathewasphysicallyfittoteachbuthisappealstotheemployerwereunsuccessful.

WithCaleb’sconsent,TAFEPapproachedtheemployerandtheyexplainedtheirreservations.TheyfeltthattheworkenvironmentwasdemandingandwereconcernedthatCalebwouldnotbeabletocopesincehewasstillonmedication.UponTAFEP’schecksandconfirmationthatCalebwasfittodothejob,theemployerreconsideredandeventuallyapprovedhisappointmentasaninstructor.Calebwaselatedasthiswouldenablehimtopursuehispassionandprogressinhiscareergoals.

“IbelieveIamcapableofbeingagoodteacherandwaslookingforachancetoteach,achancetohelppeopleandachancetoshowthatIhavewhatittakestoperforminasystemthatIhavealwaysbelievedtobebasedonmeritocracy.Thanksforyourhelp.”

Caleb

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CASE STUDIES3. When hiring, age is irrelevant

Sanisinhislate40sandhewaselatedwhenhewassuccessfullyreferredtoattendajobinterview.Heknewhisadditionaldegreeandrelevantworkexperiencestoodhimingoodstead.However,whenSanmetupwiththeinterviewer,hewastoldthathewas“over-qualified”.Eventhoughhewasreadytoputinthehours,pickupnewknowledgeaswellasaccepttheremunerationpackage,hewasnotshortlisted.Sanwasdisheartenedandfelthewaslikelyturnedawayduetohisage.

WithSan’sagreement,TAFEPapproachedtheemployerwhoclarifiedthattheydidnotintendtobediscriminatory.

InviewofSan’sfeedback,theyinterviewedhimagainandreviewedhisapplicationforanotherpositionwhichtheyfeltwasmoresuitableforhim.Theemployersaidthattheywelcomematurecandidates,andareabletowidentheirpotentialpoolofcandidatesbyusingobjectiveselectioncriteria.

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4. Support employees and their work life needs

SuAnnwasworkingasafinancialadvisorwhensheneededtotaketimeofftolookafterherchildrenandtogivebirthtoheryoungestchild.Ayearlater,herfirmterminatedheremployment.SuAnn’semployerclaimedthatshehadnotmettheminimumperformancecriteriaduetolowlevelsofbusinessengagementsandalackofcommitment(shewasunabletoattendtrainingwhichwaspartofherjobrequirements).SuAnnfeltthatshewasatadeadend–ifsheweretoleave,shewouldloseherjobandforgoincomewhichwouldhavebeenpaidoverthenextfewyears.

TAFEPencouragedSuAnntokeepanopenmindandadvisedhertodiscusstheseissueswithheremployerinordertoreachamutuallybeneficialsolution.Afterdiscussion,SuAnn’semployerbetterunderstoodhersituationandagreedtograntheragraceperiodtomeethertrainingrequirements.SuAnnthankedTAFEPfortheadvice.

“Thanksforthechatthatday.Ihadameetingwiththemanagementandtheyhaveagreedtograntmeagraceperiod.Thanksforallyourhelp.”

SuAnn

www.fairemployment.sg

Documents

Alison - Tafep April 2011_files... · Mr Heng Chee How Co-Chairperson ... Mr Koh Juan Kiat Executive Director, SNEF Mr Lim Sah Soon ... foreign talent continues to play a valuable