I would be pleased to attend but unfortunately I am unable to get away from the office today so I will have to give the meeting a miss. 1) There has to be some form of legalities in place to protect employees not covered under the Employment Act.
When there are no laws to protect, an employer will not think twice about terminating an employee. 2) In the event that a termination of employment is really necessary, it is the onus of the employer to prove it has done its due diligence in counseling, negotiations, mediation, etc.
3) The only recourse that an employee who  has been unfairly terminated is to sue the employer. Requesting an employee to sign a release paper right at the very moment of the termination meeting could actually lead to allegations of wrongful termination of employment. Termination of employment is actually something that an employer must handle very carefully since it may significantly affect future dealings with the terminated employee. Employers must take note that when discussing termination to an employee, certain concerns like whether termination policies have been followed, how to handle the employee’s last few days on the job, and whether such awkward moments permits a call to any employment law attorneys before the termination meeting, must all be delivered unmistakably to the employee.


Before the termination meeting, an employer must also decide whether to provide the employee with an option to release any possible legal claims in exchange for separation pay.
Under the federal law, an employer must provide the terminated employees several weeks to consider a separation agreement. In such difficult situations, it is still best to have employment law attorneys to ask for an advice on how to resolve the legal predicament and to provide assistance with the agreement. In a society and small country like Singapore, anybody who has lost a job, no matter how highly paid he  has been  or how much buffer savings he has, the first priority will always be securing another job for survival’s sake.
The writer is now gainfully employed but wish that we have protection protection for our PMETs. Once the employer had decided to do so, the employer otherwise should not require the employee to sign the release paper at the termination meeting.
Nevertheless, even if an employer is not obligated to make such offer, the employer should still provide the concerned employee sufficient time to think over and consider the agreement.  The reason is that some people don’t have the presence of mind to review such release documents at the very moment after an employer dropped the bed news.
Some form of legalities will make it tough for employers to simply just employ, use the expertise of employees, and then conveniently and unfairly terminate the employee.


Transitioning.org has been seeing at least one case of unfair dismissal a week during these few months and is alarmed at the lack of protection here for our executives. Thus, forcing an employee to sign a release paper, as well as the separation pay agreement, on the spot could lead to allegations that the employee was wrongfully terminated. Hopefully, this blog will help teach you how to sail through the stormy seas of labor and employment. Many employers would question your loyalty, but it was not your fault when you were asked to go.



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