4 Ways to Manage Stress

Yes, that’s right! This article was intentionally published on the Monday for you to read when you are on the way to work.  We usually associate stress with work – but it might necessarily be true.  

Stress often occurs when people face demands from their everyday life, and there’s always a negative association with it. Stress does help to motivate people to get through difficult situations such as deadlines. One thing to note is that prolonged stress is detrimental to your health.

Here are 4 ways to manage them:

Time Management

Plan your time well. One should always plan your day at the start of the day and note down your daily events and tasks. Giving yourself ample time in between your schedules allow you to have minor hiccups here and there – such as traffic jams and vehicle breakdown (Not that it wish it happens to you on Monday mornings!)

Change your perspective

Have you ever experienced tension when things do not go your way? Instead of perceiving it in a stressful way, think of it in the more positive light. If you can’t find any positivity from it, how about thinking it as an opportunity to challenge yourself? Remind yourself that what you are experiencing, others are experiencing it as well. Talk to your friends and manage expectations.

Travel plans always work. Yes, you might not be able to travel now but you can always plan one so there is something you can look forward to!

I guess, it’s the right time to say that “Tough times don’t last, tough men do!”

Exercise Regularly

If you are like me, you would find that exercising is stressful in its own right. However, give yourself some time to relax your body – whether is it exercise or Meditation. Personally for me, it’s the latter.  Do what help you to destress, and improve your mood. If you are an outdoor junkie, go for outdoor activities and perspire it out!  
 
You can even do crazy things such as brisk walking, or using the stairs to get back home. That’s crazy in my definition.  

Get Sufficient Sleep

This personally, is the easiest way to manage stress! Giving yourself adequate sleep of 7 – 8 hours would allow you to have more focus at work. This makes you more productive, and thus allows you to cope better with stress as well.  

Engaging Your Older Workers

If this is seen as a problem to you, it could be seen as an opportunity to your competitors. If you have thought that older workers are not able to value-add to your companies – you might want to reconsider.

Job redesign and salary reduction should be the least priority when they hit the age of re-employment. Instead, you should change your perspective and understand how they can value add.

• Older workers can demonstrate ability to support the companies with their industry with their business knowledges and experiences over the accumulated years of service.
• These workers can also serve as advisor and mentor to the younger workers so that the knowledge can be carried forward which also helps to close any information gaps.

If you are still not convinced, let me share this with you. The ageing population in Singapore is targeted to grow to a large number of 900,000 in the year 2030.

Companies will need to invest efforts to constantly motivate and engage them to value add to your companies.

It is a win-win as senior individuals are constantly looking to work beyond their retirement age to stay socially engaged and mentally active.

These are just ways to engage them:

Re-training/ Skills Upgrade

• Certain technical or hard skills may have been improved due to advanced technology. Giving the older workers the opportunities in training will ensure that they feel level with the younger workers.
• Recognize the effort of older workers sharing the knowledge, skills and competencies is important to the continuous improvement of the companies. 

Appropriate Work Environment

• Ensure that work safety is well taken care of for all ages, e.g. work-at-height limits 
• Offer wider ranges of work flexibility – work hours, job sharing, work-from-home 
• Ensure that hiring and employee engagement activities are suitable for all ages 
• Promote health and well-being activities to keep them engaged

Plan ahead and engage the workers today! This effort on your end is an investment for the group of people who are ever ready to continuously contribute to your company’s growth with your
employment opportunity you have provided for them.

Reference:
http://population.sg/key-challenges/#.V3-CVrh95Ag

Leave Work at Work

No matter how hard you work, the truth is… you will never get a chance to leave work with all items on the checklist cleared. There will be work left undone. Ticking all your items on the checklist also does not necessarily make you a good employee. 

An overworked employee is more likely to make mistakes in her deliverables. You should remind yourself to leave work behind, keep your mind clear. You still got another day to settle the remaining work. Your quality of work would less likely be compromised when you are afresh and energetic to tackle what is ahead.

This is how you separate work from your rest time. Yes, at CVista HR, we are teaching you how to rest.

Keep the music on when commuting back home

Keep the music playing and do something that makes you really relaxed. Sing softly if you have a really nice voice or keep the melody going in your head if you don’t sound nice. Keep the journey back home enjoyable for both you and other commuters.

Try not to rush home

This is a little bit more challenging with everyone rushing to get home. Give yourself time, and let others squeeze as much as they want into the already packed train. You don’t have to – because you have the time. Do not have to be influenced and be one of the many sardines. This helps you relax, then feel frustrated when people are cutting your queue. If you have not been gracious the whole day, this is a good time to start!

“Work Hard, Play Hard”

Overused phrase – but it is true. If you have already left work, please do not think about work and think of the areas where you have not performed today. You will not be paid Overtime
anyways.

Draw a line between work and play distinctively. This helps you in getting recharged for the work tomorrow. Think about the drama 9pm show you’ll be watching later!  

You should connect with yourself and your friends and families. Not with work because it affects your emotions negatively. You don’t want to be a snapping alligator when you are back home, and neither do you want to be judged when you yell at aggressive commuters (or get STOMPED!)

Just simply, enjoy life and be thankful for all that you have. That’s your responsibility until you begin your next day at work again.

Closing Contract Work Loopholes

Based on the Manpower Ministry’s 2015 Labour Force Report, contract workers form 11.3% of the resident workforce. With this alarming statistics, it is no surprise that new guidelines have been implemented on 20 June 2016. This aims to protect the interest of contract workers, to ensure a more equitable entitlement, especially since term contract employees are as valuable as permanent employees. 

The guidelines were established to provide clarity on leave benefits and notice period for term contract employees, whose contract will terminate upon the agreed last day of service, subject to renewal. 

Previously, term contract employees who have served more than 3 months continuously in their employment with their employers are entitled to benefits. However, employees who are on separate term contract shorter than 3 months of service, but are constantly renewed with a break in between the contract, will not be entitled to this benefits. 

It is now encouraged for employers to provide benefits based on the cumulative term of the contract. Recurrent contract renewals will be treated as continuous if they are renewed within a month of the previous contract. Term contract employees who usually have their contracts renewed on a recurrent basis should also be given sufficient notice, where it is defined as more than one day if the employee has been working for less than 26 weeks. This allows either party to make necessary arrangements. 

Reference: http://www.channelnewsasia.com/news/singapore/guidelines-released-on/2887122.html

Are the housing needs of your foreign employees met?

In labour-intensive industries, it is possible to overlook basic housing needs for your foreign employees. This issue is even more pressing for the foreign employees who earn a minimal wages to sustain their expenses in Singapore. 

It is the employer’s responsibility to ensure that foreign workers have acceptable housing, which is clearly defined by different government entities in Singapore. Employers are required to update the residential address within 5 calendar days or change of address.  The consequences of not being able to meet basic requirements can affect your future Work Permit applications and renewals. 

It’s really difficult to be able to ensure that foreign workers have acceptable living standards because employees move from one location to another. To prevent any implications, employers should:
 

1. Educate their employees on what is acceptable housing standards, and regularly check their accommodation and make necessary improvements
    
2. Encourage and facilitate information dissemination when foreign workers are finding another place to stay, or if there are any existing problems with their current accommodation
    
3. Carefully select dormitories to house foreign workers or ensure that the housing is approved under the different types of approved housing, subject to industry. 
    

Foreign workers who are Malaysians OR Non-Malaysians from Service or Manufacturing sectors can be housed in HDB flats. Effective from 1 January 2017, employers are to take note that Non-Malaysians from manufacturing sector are only allowed to rent individual room instead of an entire HDB flat.

Reference: http://www.mom.gov.sg/passes-and-permits/work-permit-for-foreign-worker/sector-specific-rules/housing-requirements

Changes from MOM (Re-employment)

One of the most recent changes to the employment act that has been implemented with effect from 1st July 2017, is the increase in retirement age from 65 to 67. This recent change has come a long way since 2014.

Since 2014, it has been recommended by the Tripartite Committee on Employability of Older Workers to increase the re-employment age. This was recommended to allow older workers to continuously contribute, and to support themselves in their old age.  The intention is that older workers come with them a wealth of experiences, skills and knowledge, which will be able to add value to Organizations. 

Interestingly enough, the legal provision which allows a wage cut to employees above 60 have also been eliminated. 

Before 1st July 2017, the Singapore Government will continuously support employers recognise the value of older employees. Organizations who voluntarily re-employ workers above 65 years old will be offered Special Employment Credit (SEC). The SEC allows employers to enjoy an additional offset of up to 3% of the employee’s salary. 

To help the older workers adapt, Organizations should implement plans and be flexible to the change in job scope or even redeployment for workers up to 65 years of old. These should be properly discussed and communicated to prevent future disputes. 

Companies should already have in place plans and work scope for workers up to 65. With this new implementation to go beyond 65, employers have to adapt flexibility to provide more employment options such as flexible-work arrangements, job modifications, re-deployment to other sectors. These should also be properly discussed with workers to prevent disputes

Changes from MOM (Key Employment Terms in Letter of Employment)

Employers will always want to make sure you are getting the right candidate for your role. You would want to ensure that your prospective employee expectations match with what you can provide, and that the prospective employee is signing up for the right job that he thinks it is.

To prevent confusion and conflicts, employers should provide Key Employment Terms (KET) in your letter of employment. This ensure that there is effective communication between the one preparing the letter, as well as the one signing on the employment letter. 

With effect from 01 April 2016, employers who do not have the key employment terms stated in the letter of employment will be subjected to an administrative penalty. The focus would be on educating employees in the first year. 

The things to include in the Key Employment Terms are:

• Full name of employer.
• Full name of employee
• Job title, main duties and responsibilities.
• Start date of employment.
• Duration of employment (if employee is on fixed-term contract).
• Working arrangements, such as:
  o    Daily working hours (e.g. 8.30am - 6pm).
  o    Number of working days per week (e.g. six).
  o    Rest day (e.g. Saturday).
• Salary period.
• Basic salary.
  o    For hourly, daily or piece-rated workers, the basic rate of pay indicated 
• Fixed allowances.
• Fixed deductions.
• Overtime payment period (if different from item 7 salary period).
• Overtime rate of pay.
• Other salary-related components, such as:
  o    Bonuses
  o    Incentives
• Type of leave, such as:
  o    Annual leave
  o    Outpatient sick leave
  o    Hospitalisation leave
  o    Maternity leave
  o    Childcare leave
• Other medical benefits, such as:
  o    Insurance
  o    Medical benefits
  o    Dental benefits
• Probation period.
• Notice period.

With this in place, you can ensure that both parties have set the expectation right, and it will facilitate to resolve outstanding disagreements later, if necessary. 

Sample of KET copy can found on MOM page.

http://www.channelnewsasia.com/news/business/employers-must-issue/2652704.html
http://www.mom.gov.sg/employment-practices/employmen

Changes from MOM (Strengthening the core of PMEs)

It has very well been established that for companies to apply for Employment Pass, companies with more than 25 headcounts should have posted their advertisement on Jobs Bank for at least 14 days to strengthen the Singaporean Core of PMEs. 

Effective from 01 October 2015, Companies should indicate a salary range on Jobs Bank. Companies who do not adhere to this practice are at risk of having their Employment Pass rejected. This will assist in ensuring transparency between Singaporean candidates and employers in the market, and will ensure proper communication. 

The Ministry of Manpower (MOM) will place emphasis on Employment Pass applications on firms who have a lesser Singaporeans who are under the Professional, Managers and Executives (PMEs) category in comparison to its industry players. To verify, MOM can require more information and statistics to ensure that Singaporeans were considered first.
Efforts have been established to ensure that Singaporean PMEs are constantly upgrading themselves to ensure they remain employable. Initiatives such as Workforce Development Agency (WDA) and (Employment and Employability Institute) e2i will roll out a Career Support Programme (CSP) have already been in the pipeline. Even when mature Singaporean PMEs have joined, efforts have been established to orientate them into the new environment where external and on the job training will be implemented.  

The Singapore government have also constantly recognised and encouraged employers to employ mature Singaporean PMEs. Organisations that hire mid-level Singaporean PMEs who have been looking for jobs for at least six months, and are being paid at least $4000 will be given wage support based on the following table. 

The Employment Claims Tribunal (ECT) was also established in the first quarter of 2016 for PMEs who earn more than $4500 and who are not covered by the Employment Act for conflict resolution pertaining to statutory and contractual salary. 

http://www.mom.gov.sg/newsroom/press-releases/2015/0708-enhanced-support-for-singaporean-pmes