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Not forced to leave job

Employment practices
  • TODAY ( 30 July 2010) : Not forced to leave job
  • TODAY ( 17 July 2010) : Errant employers must be enlightened : TAFEP
  • TODAY ( 30 JUne 2010) : Post-natal firings not uncommon

Not forced to leave job
- TODAY, 30 July 2010



The Ministry of Manpower (MOM) takes a serious view of the letter from a TODAY reader, who said she was asked to leave employment shortly after returning from her maternity leave (30 June). We would like to share with your readers the findings of our enquiries into the case.

2.   The employer was able to produce regular performance appraisals, which recorded the writer's work performance as falling below expectations. The employer was also able to show that there was a change in business direction for the unit, which meant that her expertise was no longer relevant for that unit. The writer was in fact offered a transfer to another unit in the same company but because the job required regular overseas travel, the writer turned down the offer and subsequently resigned. There was no unfair dismissal or undue pressure on the employee to leave employment.

3.   Employees who feel that they have been unfairly dismissed because of their pregnancy or after they have returned to work from their maternity leave can approach the Ministry for assistance. They can email mom_lrd@mom.gov.sg or call the MOM hotline at 6438 5122, so that their case can be properly investigated.

Errant employers must be enlightened : TAFEP
- TODAY 17 July 2010

We refer to the letters on the experiences of two mothers in the workplace (30 June 2010).

2.   TAFEP shares the concerns of both writers over the employment challenges that female employees who are pregnant or have given birth may face. Employers should hire on merit and review their employment policies and practices to ensure that they are fair and non-discriminatory. Employers who unfairly dismiss their employees, including those who have just returned from maternity leave, may be ordered by the Ministry of Manpower (MOM) to reinstate or compensate the employee.

3.   While measures have already been introduced to enhance the protection for expectant mothers and to increase maternity leave, infant care and childcare leave, these measures need to be complemented by enlightened management. This is why an important focus of TAFEP's work is in changing and transforming the mindsets of employers, by raising awareness and educating employers and their managers.

4.   TAFEP calls on all employers to adopt fair, merit-based and responsible employment practices. Anyone who has experienced discrimination at the workplace is invited to contact TAFEP for advice and assistance by calling 6838 0969 or emailing query@fairemployment.sg. Even in cases where individuals choose to remain anonymous, TAFEP has been able to reach out to companies and assist them in their adoption of fair and responsible employment practices.
 
Post-natal firings not uncommon
- TODAY, 30 JUne 2010

I refer to the report "Fertility rates at historic low" (June 23).

I am a new mother, having just had my first baby three months ago. But I was "asked to leave" two weeks after returning to work.

I work with a fairly large company based in Shenton Way. The firm announced a drive towards better work-life balance for staff last year, introducing flexible working hours, reduced workloads, and allowing work-from-home arrangements. But this was not demonstrated in how they treated me.

I have been with the company for more than two years, and have received good appraisals, as recently as during the mid-year review. But, just months after delivering my baby, I was told to leave, with the stated reason being that my skill set is no longer applicable.

I doubt I'll be able to get a full-time job at the same pay, as many firms have unwritten fears about hiring mothers, especially those with newborn children. They fear mothers have less time to spend networking, and will have more restrictions travelling. Then, there's the cost and inconvenience of maternity and childcare leave.

As a result, I am at a disadvantage in my job search. This, in addition to having to bear the financial burden of childcare.

I hope the authorities can come up with specific laws to protect working mums returning to work post-maternity. There are laws which prohibit an employer from dismissing an employee for being pregnant. But once maternity leave ends, we are left unprotected.

It's no wonder the Dink family model - double income, no kids - is so common in Singapore.