Introduction
Welcome to our workshop on Flexible Work Arrangements (FWAs) in Singapore!
"In today's fast-paced and rapidly changing work environment, traditional 9-to-5 schedules and rigid work arrangements are no longer the only way to get the job done. To attract and retain top talent, increase productivity, and improve work-life balance, many organisations are embracing flexible work arrangements (FWAs). These arrangements, such as flexitime, compressed workweek, and telecommuting, are designed with your needs in mind, offering you the flexibility to effectively balance your personal and professional life.
Singapore has been actively promoting FWAs as part of its efforts to create a more inclusive and supportive work environment. Employers are expected to abide by the Guidelines when they come into effect on 1 December 2024. The Guidelines aim to make it easier for employees to request FWAs while acknowledging that employers continue to have the prerogative to decide on work arrangements.
Flexible work arrangements and a strategic shift towards a more productive and balanced work environment are not just a passing trend. With the rise of technology and digital communication tools, these arrangements have become more accessible and manageable. By embracing flexible work arrangements, organisations can showcase their commitment to employee wellbeing, trust, and autonomy, increasing job satisfaction, reducing turnover, and improving overall performance. This is the future of work, and we're here to guide you through it, ensuring your needs and preferences are considered.
Implementing flexible work arrangements is a complex task that requires a thoughtful and structured approach, ensuring compliance with both statutory and common laws. We understand the potential challenges and legal issues that may arise. That's why this two-day workshop is an event and a comprehensive learning experience. It is designed to equip you with the knowledge and tools to navigate these challenges, understand the legal framework, and confidently transition from policy to practice, empowering you to make informed decisions.
Arthur Khong
8 June 2024
Learning Objectives
Understand the benefits and challenges of flexible work arrangements (FWAs):
- Identify the advantages of FWAs for employees and employers
- Recognize potential challenges and concerns
Know the legal framework for FWAs in Singapore:
- Familiarize yourself with the employment statutory law and relevant regulations
- Understand tripartite guidelines and advisories
Develop effective FWA policies and procedures:
- Learn how to create a clear and comprehensive FWA policy
- Understand how to establish procedures for requesting and approving FWAs
Manage employee performance and productivity in FWAs:
- Identify strategies for setting goals and monitoring progress
- Learn how to address performance concerns and provide feedback
Communicate effectively with employees and managers about FWAs:
- Understand how to explain FWA policies and procedures clearly
- Learn how to address questions and concerns from employees and managers
Address managerial and employee concerns about FWAs:
- Identify common concerns and misconceptions
- Develop strategies for addressing these concerns
Implement technology and tools to support FWAs:
- Learn about remote work software and platforms
- Understand how to use communication and collaboration tools effectively
Evaluate the success of FWAs and identify areas for improvement:
- Develop metrics and benchmarks to measure FWA effectiveness
- Learn how to gather feedback and make adjustments to FWA policies and procedures
Develop a business case for FWA:
- Identify cost savings and productivity gains
- Learn how to present a compelling case for FWA to leadership and stakeholders
Create a culture that supports work-life balance and FWAs:
- Understand the importance of work-life balance
- Learn how to promote a culture that supports employee well-being and flexibility.
Course Outline
A competent HR practitioner must have the skills and knowledge of the following:
- Understand the benefits and disadvantages of flexible work arrangements (FWAs):
Identify the advantages of FWAs for employees and employers.
a) recruitment and retention of employees.
b) work-life balance.
c) productive and reduce business costs.
Identify the disadvantages such as:
a) lack of structure.
b) Inequity and fairness concerns.
c) Expectations of employees working remotely.
d) Risk of data protection concerns, which include data breaches.
Know the legal framework for FWAs in Singapore:- Familiarize yourself with the relevant statutes and regulations, such as:
a) Employment Act.
b) Employment of Part-Time Employee Regulations.
c) Employment of Foreign Manpower Act.
d) Central Provident Act and relevant regulations.
e) Understand tripartite guidelines and advisories on FWAs.
The key points of the Tripartite Guidelines on FWAs:
a. Definition of FWAs.
b. Eligibility.
c. Types of FWAs.
d. Requesting FWAs.
e. Employer considerations.
Operational and manpower considerations are to be taken for implementing FWAs:
- Local employees versus foreign employees (work pass holders)
- Unionised versus non-unionised companies.
- Types of industries or sectors: manufacturing, construction, service, process and marine.
- Operational versus non-operational employees.
- Quotas and Levy.
- CPF contributions.
- Pay structure.
- Develop effective FWA policies and procedures:
- Learn how to create a clear and comprehensive FWA policy.
- Understand how to establish policies and procedures for requesting and approving FWAs.
- Necessary explanations for rejecting FWAs.
- Abiding tripartite guidelines on turning down requests from employees for FWAs.
- Drafting terms of the employment contract governing FWAs:
- Contract of service versus contract for service.
- Permanent contract.
- Fixed-term contract.
- Part-time contract.
- Temporary employees.
- Casual labour contract.
- Outsourced employees.
- Variations of terms of the FWAs.
- Incorporating FWAs terms in the contract.
- Communicate effectively with employees and managers on the terms and conditions of FWAs:
- Understand how to explain FWA policies and procedures clearly.
- Learn how to address questions and concerns from employees and managers.
- Interpreting the terms of FWAs in the employment contract, which includes reverting to the status quo, i.e. without FWAs.
- Learn how to communicate FWA policies and procedures to all employees.
- Recruitment and retention in relation to FWAs:
- Broader talent pool and attracting job candidates.
- Competitive advantage over traditional hiring.
- Hiring foreigners without needing a work pass, i.e. no levy and quotas.
- Compensation program employment with FWAs (working remotely at any place):
- Structuring salary scale, fixed pay or combination of different compensation modes.
- Piece rate.
- Consolidated salary versus non-consolidated salary.
- Performance bonus scheme.
- Commission scheme.
- Incentive scheme.
- Performance bonus scheme.
- Annual Wage Supplement.
- Overtime.
- Fixed allowance.
- Working remotely on non-working/off days, rest days, and public holidays.
- Work injury compensation insurance/personal Accident insurance whilst working remotely.
- Technology and Tools for FWAs:
- Remote work software and platforms.
- Communication and collaboration tools.
- Time tracking and productivity monitoring.
- Workfront: a cloud-based project management platform for tracking remote worker productivity.
- Hive Desk: a project management platform that tracks remote workers' productivity by taking automatic screenshots.
- Tsheets: a time and attendance software that uses GPS to track workers' locations.
Analyse the different types of FWAs and decide which FWAs to implement based on industry and job nature:
a. Telecommuting or Remote Work
b. Flexible Hours.
c. Compressed Workweeks.
d. Job Sharing.
e. Part-Time Work.
f. Leave Arrangements.
g. Flexible Work Schedules.
h. Work-Life Balance Program.
i. Core Working Hours.
j. Flexible Start and End Times.
k. Work-from- Anywhere.
l. Compressed work week- 3 days, 4 days and 5 days’ work week.
m. Autonomy and Self-Directed Worke, i.e. contract for service.
Unionised companies involving FWAs for employees:
a. Collective Bargaining.
b. Advocacy.
c. Support and Guidance.
d. Negotiating Flexible Working Hours.
e. Employee Wellness.
Best Practices for Flexible Work Arrangements:
- Establish clear boundaries and expectations.
- Use technology to stay connected and productive.
- Prioritize communication and feedback.
- Set measurable goals and objectives.
- Foster a culture of trust and flexibility.
- Address managerial and employee concerns about FWAs:
- Identify common concerns and misconceptions.
- Develop strategies for addressing these concerns.
- Learn how to gather feedback and adjust FWA policies and procedures.
- Challenges and Solutions:
- Common challenges: abuse of flexibility, lack of communication, technology issues.
- Solutions: set clear guidelines, regular check-ins, technology support.
- Legal issues and dispute resolution.
- Create a culture that supports work-life balance and FWAs:
- Understand the importance of work-life balance.
- Learn how to promote a culture that supports employee well-being and flexibility.
- Managing long-service senior managers' adaptability to FWAs.
- Case Studies:
- Examples of successful flexible work arrangements in various industries.
- Lessons learned and best practices.
- Flexible work arrangements in the hotel industry, banking industry, manufacturing industry, etc.
By achieving these learning objectives, participants will be equipped to effectively implement and manage flexible work arrangements in their organisations, leading to improved employee well-being, productivity, and business success.
Prepared by:
Arthur Khong,
HR Law Academy
Methodologies
Lecture and case study.
Who Should Attend
- Human Resource Practitioners
- Industrial Relations Practitioners
- Lawyers
- In-House Legal Counsels
- Line Managers/Executives
- Any other persons interested in grasping a good understanding of the Employment Act.
Workshop Registration
Please visit this page to register.
