Changes from MOM (Itemized Pay slip and Employee’s Records)

It is a good practice for employers to issue Itemized Payslip, then. It is now a must for all employers to issue an itemized pay slip, effective from 1st April 2016. 

This is a good practice to have an effective communication between both employers and employees. This reduces confusions and misunderstandings, and if your employees understand their itemized pay slip – it would lead to less calls and time spent on clarifying. With that time saved, you could spend more time strategizing about your other HR related matters. 

Employers are expected to issue your pay slip together with the payment of your employee’s salary, if not at most three working days later. In the case of dismissal or termination, it must be issued together with the outstanding salary. 

It is expected for employers to keep a detailed record of all your employees and their pay slips – whether hard or soft copy for a minimum of 2 years, regardless of whether the employee is still in employment. 

Having an Itemized pay slip would prevent confusions and misunderstandings. Details that are required in the Itemized pay slip that are legally complying to the employment act are:

•    Full name of Employer
•    Full name of employee.
•    Date of payment
•    Basic salary
      o    For hourly, daily or piece-rated workers, indicate all of the following:
            -    Basic rate of pay
            -    Total number of hours or days worked or pieces produced.
•    Start and end date of salary period.
•    Allowances, including but not limited to fixed and ad-hoc allowances. 
•    Any other additional payment for each salary period, such as:
      o    Bonuses
      o    Rest day pay
      o    Public holiday pay
•    Deductions made for each salary period, such as:
      o    All fixed deductions (e.g. employee’s CPF contribution).
      o    All ad-hoc deductions (e.g. deductions for no-pay leave)
•    Overtime hours worked.
•    Overtime pay.
•    Start and end date of overtime payment period
•    Net salary paid in total.

For Employees records, you are expected to keep the following information:

•    Address
•    NRIC Number (Singaporeans)
•    For Non-Singaporeans, work pass number and expiry date
•    Date of Birth
•    Gender
•    Start of Employment
•    End of employment
•    Working Hours, including duration of meals and tea breaks.
•    Date and other details of public holidays and leave taken. 

This arrangement, although tedious, is able to both help you and your employee. Blank Pay slip can be found on MOM page.

Source: 
http://www.straitstimes.com/singapore/manpower/firms-to-issue-itemised-payslips-from-april-1-as-changes-to-employment-act-kick
http://www.mom.gov.sg/employment-practices/salary/itemised-payslips
http://www.mom.gov.sg/employment-practices/employment-records

Attracting the Right Candidates

You could have posted a job advertisement recently and have seen a steady stream of applicants. In our years of experience as being a recruiter, number of candidate do not necessarily equate to how effective your posting really is. In fact, the more number of applicants you have, the longer time is needed to filter candidates who really meet your requirements. 

To evaluate your effectiveness, you should think of how many RIGHT candidates the job posting really attracts. The following are tips for you to attract the right candidates, and you got it right – we’re sharing our little secrets of success to you. 

Concise Job Description

There is an indirect relationship to the length of your Job Description and how effective you really are. In addition, state your salary range upfront. Candidates will self-select their own applications, and this means a step lesser for you. Candidates who are on the lookout for jobs do not just apply for one company – but many companies. With that in mind, how much time do you think they will set aside to read your lengthy job description? 
Think about the number of quality candidates you will lose – and I mean the candidates who would really read through every job description before applying for the job with your lengthy job description with complex languages.

Streamline Application Process

Application process with steps A – Z would make candidates lose interest in it if it is too much hassle and time-consuming. You are only allowed to have a very complex application process when you can have an unbeatable employer branding. To simplify the process, you could allow candidates to easily upload their resume which they have already spend their time and effort doing. 

Usage of Job Portals

Think about who is your right candidate, and then act on it. Talk to your sales representative from different portals to understand which target audience are the portals attracting, and how effective their job portals are in attracting your RIGHT candidate. 

Be Worthy

Be concerned about your employer branding. Be very concerned. Employer branding does not equate to sky-high salary and awesome benefits and big organizations with operations in different countries – but proper management, opportunities for personal and professional growth as well as to feel recognized.  
That’s what good candidates are looking for anyway.