SBST had referred the terms of the collective agreement to the IAC, which serves as a “last resort” to settle labour disputes, as they concern not only the five drivers, but also about 6,000 other SBST drivers. Judge Chan said there was no need to look into this issue because SBST respects the legal limits, according to the model lists he presented. The president of the Court of Industrial Arbitration (IAC), Judge Chan Seng Onn, issued a written decision on Wednesday , November 13 in which he sets out his interpretation of collective agreements. Judge Chan stated that the collective agreements were complied with in accordance with the standard employment contracts, model plans and salary calculations submitted by SBST. If all this has been negotiated and agreed, the unions will sign an agreement with the leaders of your company. This is called the collective agreement. If it is signed and certified by the Labour Arbitration Tribunal, it is mandatory and a company must comply with it. The powers of our unions are granted by the Labour Relations Act. The purpose of the Act is to prevent and resolve labour disputes through collective bargaining, conciliation and arbitration by the Labour Arbitration Tribunal.
The work of collective bargaining should not be seen as a contradictory act. Unions can be friends with both employers and the government. That is the spirit of the three members, and it is something that many countries cannot implement. SINGAPORE – The terms of several collective agreements between SBS Transit (SBST) and the National Union of Transport Workers (NTWU) are not contrary to the Employment Act, but the language could be clearer to avoid confusion. Melvin Yong, Executive Secretary of the NTWU, said: “The National Union of Transport Workers will continue to work closely with SBST to ensure that the terms of our collective agreement remain competitive and are always beneficial to our members.” We thank the IAC for recognizing that not only have we acted in accordance with our commitments, but that we have gone further for the good of our bus captains. ” – Promote/downgrade an employee, – transfer staff within the organization, unless the transfer leads to a deterioration of the employee`s situation – hire and dismiss – redisposition of tasks The law, that employees are not required to work more than eight hours a day under their contract. or more than 44 hours per week. The conditions for rest days were also not against the law, he said.
Source: Conditions of Employment Survey, Manpower Research & Statistics Department, MOM This 48-hour week also includes at least 45 minutes of rest per day for breaks and meals, while the law excludes breaks. . . .