Why even PME Singaporean workers should join the NTUC

Singapore is many great things but being tough on errant employers is not one of them. In a recent MOM employment survey of 3,000 companies MOM found that 600 employers have denied workers their basic employment rights according to figures released by MOM.

That’s one in five employers denying their employees like you and I basic things such as paying salaries either on time or at all, CPF payments, granting holidays, allowing people public holidays off, maternity rights and lunch hours amongst many other items.

So who is there to protect your rights as an employee if you are a PME? Well there is MOM itself but if you are paid over $4,500 they tend to wash their hands of you and tell you to find a lawyer.

So who else can help employees of all nationalities and all salary brackets? Surprisingly it’s the NTUC, the government owned National Trades Union Congress in Singapore.

As an ang-mo it wasn’t the most obvious route I would have taken. I was never part of a union in the UK. Being in marketing there wasn’t much call. However in Singapore the NTUC appear to not only have more power and influence, (being close to the government enables this) but can offer more support and free advice than you might think.

They seem to help PME’s (professionals, managers, executives) as much as blue collar workers which is what unions tend to be more associated with.

What I find surprising about the NTUC is that they really do cater for all salary brackets. I had the impression that a bit like in the UK they only looked after the low paid, those least likely to be able to stick up for themselves or have the resource of lawyers and generally the blue collar workers.

However the NTUC actually deal with cases at a much higher salary level too and have used their influence to secure payments and guarantees that the employee by themselves may not managed to do so.

The NTUC is as effective with white collar employer contract infringements as they are with blue collar ones. The NTUC association with the Singapore Bar Association means that they have advice on tap for free from the best lawyers in the country for example.

A couple of case studies to prove the point should make you think about the benefits of joining the NTUC even if you are a PME.

Case study 1: John works as a sales manager earning a salary of $10,800. He tendered resignation and his last day with the company was on 31 Dec 08.

At the beginning of each year, company gives out the sales incentive bonuses. Before John left, he wrote in to enquire on the bonus, but only received a letter dated 11 Mar 09 that he was not eligible as he has left the company before the payment date.

As John had stayed in employment till end of 2008, he approached NTUC, hoping to claim back his unpaid bonus. Representing John, NTUC negotiated with the company but the company stands firm on their decision. After a few rounds of negotiation, NTUC escalated the case to MOM.

The company argued it is known to all that employees will not be eligible for the sales incentive bonus if they leave before payment date. The local management even consulted the overseas HQ and the final decision was still no.

After rounds of conciliation at MOM, the company was advised to compromise on their decision. Eventually, company agreed to pay 1.75 months amounting to $18,287.50. John was delighted that even PMEs like him can benefit from NTUC membership on workplace issues.

Case study 2: After working for more than 1 month as a sales executive, John (not his real name) has not received his salary and was given excuses by his company for the delayed payment. John tendered and sought NTUC’s assistance to claim for breach of contract by the employer.

NTUC took up the case to talk to the company and tried to help in resolving the matter. However, the company claimed that they cannot pay John his salary as he did not bring in any sales.

NTUC then escalated the case to Executive Mediation Unit (EMU) in Ministry of Manpower (MOM) and was brought up to the Labour Court. At the first hearing, the company offered to pay only 1 month salary. John sought NTUC’s advice and counter-proposed an additional 20 days salary, but the company was unwilling to pay.

During the second hearing, the company did not turn up and the Labour Court awarded full payment of $7,400 to John via ex-parte hearing.  When the company knew about the results, they approached John to negotiate for instalment payment, which John did not agree to.

Eventually, with NTUC’s advice and support along the way, John received a full settlement of $7,400.