Discussion: laws and regulations
Singapore's Employment Act has a blurry bifurcation re pay entitlement for working on a rest day. It permits employers to exploit workers, especially low-wage ones with little bargaining power.
In recent weeks, TWC2 came across two workers with contracts they felt compelled to sign after they had begun working in their companies. They felt volated by the unfair terms imposed on them.
Although a stern warning is not supposed to affect "legal rights, interests, or liabilities" we found that it's not quite true when issued to migrant workers. The effects therefore constitute punishment without due process.
Farhad did not agree to renewal of his permit after 3 years in the company. Under the regulations, he had a right to look for another company. but this right was effectively denied him.
In January 2023, some migrant workers will enjoy a three-day stretch of holidays, on account of Chinese New Year. There will be many who will not.
The government announced new rules to improve safety and welfare for workers carried on the backs of lorries. We couldn't find anything meaningful among the new measures.
MOM's published a Guide for employers regarding the mandatory rest day for domestic workers that cannot be bought back. The new rule takes effect on 1 Jan 2023.
No clear answer could be obtained whether a worker was eligible to work in Singapore again. MOM said Yes, but ICA quietly marked him as a No. What then happened?
What are the legal provisions that enable MOM or employers to confine workers in dorms? Is MOM even complying with its own rules?
Musa and Akkas were sent to jail. They had tried to find a way to survive and this landed them in trouble.
