Which of the following is a possible reason for a mutual-agreement termination?
If your contract specifies a notice period, you must either serve the notice when you resign or pay compensation in lieu of notice. Notice can be waived by mutual consent between you and your employer. Show
Termination letterA termination letter is mandatory. Any notice of termination, either by you or your employer, must be in writing. If you did not receive a termination letter, ask your employer to give you one. Otherwise, you are still considered as an employee of the company.
Serving your notice periodIf your employment contract specify the notice period, when you resign, you must:
Notice can be waived by mutual consent between you and your employer. The length of notice period must be:
No notice period in contractIf your employment contract didn’t specify the notice period, the notice period required will depend on your length of service.
How to count start and end of notice periodThe notice period includes:
ExamplesScenario 1 – 1 day’s noticeAn employee tenders their resignation today, giving 1 day’s notice. Their last day of work will be today, as the notice period includes the day when the employee served notice. Scenario 2 – 1 month’s notice (with public holidays)An employee gives 1 month’s notice. If the employee tenders their resignation on 15 July 2019, their last day of work will be 14 August 2019, as the notice period includes public holidays and weekends. Scenario 3 – resign around late January or early FebruaryAn employee gives 1 month’s notice. If the employee tenders their resignation on 29 January 2019, their last day of work will be 28 February 2019. However, if the employee tenders their resignation on the following dates, their last day of work will still be 28 February 2019, because February contains only 28 days:
Waiver of notice periodBoth parties may also agree to waive the notice period by mutual consent. Such a waiver should be done in writing. CPF contribution during the notice periodYou and your employer must make CPF contributions for your salary earned during the notice period, while you are still considered an employee of the company. However, CPF contributions are not required for compensation in lieu of notice (notice pay). Special situations during the notice periodFind out how leave and other scenarios may affect the notice period: You can either encash or clear your annual leave if your employment was terminated. If the unused leave is encashed, it should be calculated at the gross rate of pay based on your last drawn salary. However, if an employee is terminated for misconduct, any unused leave will be forfeited. With your employer’s agreement, you can use your annual leave to offset the notice period in exchange for bringing forward your last day of employment. In this case:
There is a difference between offsetting notice period with annual leave and going on approved annual leave during notice period. You can use your annual leave during the notice period, and the days taken will count towards fulfilling the notice period. If you apply for annual leave during your notice period, and your employer approves it:
If you apply for unpaid leave while serving notice, your employer can extend the notice period, but only with your agreement. Whether unpaid leave is granted is at your employer’s discretion. If you are covered by the Employment Act, and you take sick leave (paid or unpaid) during the notice period, it is treated as part of the notice period. Your employer cannot extend your notice period or claim for any short notice from you. Reservist training is not considered as part of the notice period. For example, if you go for 1 week of reservist training while serving notice, your notice period will be extended by 1 week. If you are serving notice, you are still considered an employee of your current employer. You should check with your existing employer whether you can start work with your new employer during your notice period. All employees, including those on a fixed-term contract, can resign at any time, as long as they serve the required notice stated in their contract, or make payment in lieu of notice. If a notice period is not specified in the contract, then it should be aligned to the length of service. As the workforce of a company directly affects its business, responsible employees should work with their employers to ensure a smooth handover. Employers should also make sure that all salary and allowances are paid to employees before they leave. Which of the following describes a mutual agreement termination?Termination by mutual agreement occurs when the employee and employer consent to the employment separation. This can include a forced resignation, retirement, or the end of a contract.
What is the cause of terminate?Termination for cause occurs when an employee's actions in the workplace, interactions with their coworkers, interaction with their manager, or ways in which they treat a customer or vendor are so egregious that they require employment termination—sometimes immediately.
What is a just cause of termination and enumerate them?Just causes of termination refer to serious misconduct, willful disobedience or insubordination, gross and habitual neglect of duties, fraud or wilful breach of trust, loss of confidence, commission of a crime or offense, and analogous causes.
Can we terminate an employee on probation Singapore?The employer is entitled to terminate your employment before the end of the probationary period. This can be done by: Giving the required notice as stated in the employment contract; or.
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