The Singapore Contractors Association and SCAL Academy will be organizing a One-day Built Environment Summit with the theme “Construction in the Future Economy” on 26 October 2017 in conjunction with BuildTech Asia 2017. This Summit will bring together leaders across the built environment value chain to share perspectives on the respective roles as Singapore prepares for the future economy. Discussions will centre on the report, “The Future of Construction” by the World Economic Forum as well as the “Construction Industry Transformation Roadmap” developed by Singapore’s Committee on the Future Economy which covers areas on productivity, innovation, regulations, collaboration and internationalisation.
This course gives an overview of the nature of construction disputes and the various options of dispute resolution processes for construction projects.
Construction projects comprise a diversity of interests of many parties including the developer, main contractor, sub-contractors and professionals which interact to create a completed project. Inevitably, over time, there can be disputes and disagreement about the interpretation of terms and conditions of the contracts including indemnity clause, extension of time and progressive payments, etc. If not resolved in time, the disputes and disagreement can become very costly in terms of time lost, opportunity costs, legal costs, etc.
Come 1 April 2017, companies that failed to issue employment contract that contains Key-Employment Terms (KET) will be penalized under the law. The Employment Act was amended in April 2016 that require companies to issue written employment contract to all employees covered under the Singapore’s Employment Act. The requirement stated that the written employment contract shall contain the mandatory key employment terms (KET). This half-day workshop helps company’s Management and HR personnel prepare for the new requirement.
During the workshop, the other two requirements that will also be shared are ‘Itemised Payslip’ and ‘Record Keeping’. Together with the KETs, these are the three new changes in the Employment Act
Treating employees with respect, and adopt fair and responsible employment practices in the workplace provides the organization with a strong foundation for developing and raising employees’ performance level. To start with, a fair grievance handling mechanism is the key to ensuring that grievances are handled in an appropriate and fair manner
The whole idea of handling grievances is not to solely to discipline employees but rather to educate them and ensure that their grievances are resolved applicably so that they are able to fully concentrate on their work. Having a grievance handling mechanism, also allows an employer to objectively hear and process grievances in a prompt and effective manner.