SINGAPORE – A total of 1,190 employment claims were filed at the State Courts in the year since it launched the Employment Claims Tribunals on April 1, 2017.
In a statement on Tuesday (April 24), the State Courts said that more than 80 per cent of the cases were closed by March 31, with a majority of them concluded within six months.
Source: Strait Times dated 24 April 2018.
Introduction: The Central Provident Fund (CPF) Act And Its Practical Applications
It is legally binding, for employers to fulfil their CPF obligations to their employees. It is also equally as important for payroll administrators to be able to process payroll in an accurate and timely manner. Therefore, HR practitioners and Payroll Administrators must have a very clear understanding of the rationale and basis of the legislation as to when, why and who should be paid etc. This is notwithstanding those HR practitioners responsible for Compensation and Benefits or Training and Development would also want to reap maximum benefits from the available government assistance schemes such as the Workfare Income Supplement Scheme, Workfare Training Support Scheme and Supplementary Retirement Scheme etc. Also, where Compensation and Benefits management is concerned, considerations have to be made on whether a payment to an employee is an allowance or a reimbursement, whether it attracts CPF contributions and whether it is taxable or not.
Other than the above, this workshop serves to update HR practitioners on the recent amendments to the CPF Act which took effect on 11 November 2013. The amended legislation has increased the powers of the CPF Board inspectors and raised the penalties for non-compliances in particular to non-payment and late payment. The CPF Board and the Ministry of Manpower have also announced that they will continue to step up efforts to bring about greater compliance with both the CPF and Employment Acts to better protect employees.
At the end of this workshop, participants will be more competent in their understanding of the CPF Act and its practical applications.
A competent HR practitioner or Payroll Administrator must have the knowledge and skills in the following:
1. Understand the background and purpose of the CPF Act
2. Know who are the persons in respect of whom CPF is payable
3. Know the different types of CPF accounts and their purposes
4. Know the prevailing CPF contribution rates and what to credit to the different accounts
5. Explain under what circumstances would CPF be payable
6. Contrast Contract of Service against Contract for Services
7. Know the definitions and types of wages
8. Know which employee benefits are taxable and which are non-taxable
9. Know the limits on CPF contributions
10. Assess whether the Supplementary Retirement Scheme can be considered as an employee benefit for older workers
11. Know how the Workfare Income Supplement Scheme can assist low wage workers
12. Know the different modes of CPF e-payments
13. Know the other mandatory/non-mandatory contributions such as Skills Development Levy etc
14. Know the common errors in CPF computations
15. Know the offences and penalties for infringement of the CPF Act
16. Review CPF case laws
Lecture and case studies.
Who should attend?
Human Resource Practitioners and Payroll Administrators.
Workshop Registration – The Central Provident Fund Act And Its Practical Applications