Law Of Dismissal And Termination Of Employees In Singapore For HR
One of the worst situations to be in is when one is caught off guard by sudden layoffs. Like several incidents that happened this year in big local organisations. People were taken aback by how their companies handled the unfortunate cut in headcounts, especially ones who have served the company for a very long time. Employers are often thrown into a dilemma when facing termination and dismissal issues. Wrong termination and/or dismissal can have great legal consequences.
There so, employers are faced with a great difficulty in making decisions and acting swiftly to resolve matters. Nowadays, it has become more complex with employees who are challenging the employers from a HR and legal perspective on termination and dismissal.
As employees, I am sure you would not want to be one of the victims in such situations. As for employers, managers or supervisors, what would be the ideal way to handle and minimize the after-effects that might jeopardize the organisation’s reputation and trust between existing employees? This one-day workshop will provide participants with the necessary skills, knowledge and know-hows on how to deal with these issues.
- Issues to be considered before initiating termination
- Performance of the contract
- ‘Expiration’ as opposed to ‘Termination’
- What is ‘frustration’ and when does it take place?
- Types of termination clauses in employment contracts
- By notice
This will include a discussion as to whether notice must be in writing, whether leave can be offset, whether notice can be withdrawn, whether notice needs to be accepted by the employer and the contents of the notice
- By giving salary in lieu of notice
This will include a discussion as to when such a clause may be triggered and a discussion of the Employment Act
- Repudiation of the employment contract by the employer and the employee
- By the employer
- Wrongful termination
- Constructive dismissal
- Damages for breach of contract
- Specific performance
- By the employee
- Summary dismissal
- The right to suspend
- Meaning of the term ‘Garden leave’
- The Employment Claims Act
- The Retirement and Re-employment Act
Who Should Attend?
HR Professionals business owners, executives and other professionals involved in HR work including senior managers and Senior Management
Mr. Christopher Bridges has over 30 years’ experience as a litigator and practices General Litigation. His field of practice as a General Litigator is wide and varied. He is accredited on the List of Leading Counsel maintained by the High Court of Singapore which appoints on behalf of the State, senior criminal practitioners who are assisted by an assistant Counsel from a similar List of Assisting Counsel to represent a Defendant facing the Death Penalty and whose fees are paid for by the High Court.
He is also involved in the Academic Field as a Part Time Lecturer and has lectured at both the Singapore Polytechnic and Murdoch University where he conducts tutorials for Diploma Students in Business Law, covering topics on creation of contracts, employment rights and Law of International Trade which covers Carriage of Goods by Sea and Air, Maritime Insurance and Sale of Goods as well as Australian Consumer Law and Hospitality and Tourism Law.
Mr. Bridges graduated from the University of London in 1988 and was called to the Bar of England and Wales by the Honourable Society of the Inner Temple in 1989 after sitting for the Bar Finals where he won a Book Prize for Best Overseas Student in General Paper 1. He was admitted as an Advocate and Solicitor to The Supreme Court, Republic of Singapore on 6th June 1990. He is a Notary Public and a Commissioner for Oaths.