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Labour Relations In Singapore

1364 Words6 Pages

Labour relations is a very important aspect in Singapore 's working environment. It helps to maintain

and promote industrial peace and stability and provides a legal structure for the balancing of the

interests of both employers and employees. Creation of policies on industrial relations, reviews

labour and employment laws, assured their continued purpose to benefit both employers and

employees. In order to attain effective labour management relation, it is important to establish great

cooperation, teamwork, trust and equity between both employers as well as employees. In this case,

the 4 key players, government (legislation), employers, employees and employees’ representative

(trade unions)play a big part in enhancing labour management …show more content…

Unions

National Trade Union Congress, NTUC , which was established in 1961, is the sole national

confederation of trade unions in the industrial, service and public sectors. It represents over a

number of 500,000 workers in Singapore. NTUC contains 62 affiliated unions, 6 affiliated taxi

associations, 12 social enterprises and also 4 related organisations in Singapore. NTUC is important

in stabilizing the prices, strengthening and protecting workers’ purchasing power, and also allows

union leaders to gain management experience which promotes better labour management

relations. NTUC started 3 related organizations (Consumer Association of Singapore, Employment

and employability Institute (e2i) and Ong Teng Cheong Labour Leadership Institute) which helps

to provide a larger range of benefits to union members ranging from training subsidies, discounts

and savings on products and many other more. In one of the organizations, e2i, it work closely with

employers and the relevant authorities in assisting the workers in skills training, job re-design and

help unemployed workers find a job during the downturn. …show more content…

SNEF is dedicated to ensure employers obey

the employment laws and regulations once they passed tripartite agreement, on the other hand,

continues to engage in formulating tripartite guidelines in areas where employers are allowed

little flexibility to implement them. Furthermore it tackles human resource challenges together

with tripartite partners to increase sustainability and competitiveness which contributes to better

compliance with existing regulations and harmonious labour relations.

Strong tripartite partnership is the main competitive advantage for Singapore. It strengthens

economic competitiveness, accordant labour-management relations, and its overall progress of the

nation. Tripartite partners decided to establish the followings (to name a few):

• Singapore Tripartism Forum

• National Wages Council

• Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP)

• Tripartite Committee on Employability of Older Workers

Singapore Tripartism Forum (STF) serves as a platform for government, unions and

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