Serious question on pro-rated leave and getting leave back in cash

[aspenx]

Originally Posted by Unregistered

If that 150 dollar is that important to you, you wouldn't have quited your current job just because your new boss screamed at you. If it was that important you would have grabbed any job that came your way despite the pay instead of wanting to fight for a 500-1000 pay increment.

What do you know about TS to say all that? Stick to the topic or just refrain from posting since you're not happy. Not happy just move on? Practise what you preach before shooting off your fingers and criticising others.

TS: What union do you belong to? And from your other posts, I have an image of you as an PMET. If you are indeed one, you are not protected under the Employment Act. Read the terms of eligibility carefully here: The Employment Act - Ministry of Manpower

When not covered by the Employment Act, the terms you have agreed to when you signed your employment letter will have to be adhered to. You should read it carefully (and realise how well the company protects itself). Regardless, you can still indeed raise a case. This is probably not advantageous to you if you do a simple cost and benefits analysis.

I've been in a similar position before and uneventfully chose the "not happy just move on" route after weighing the consequences (although somewhat not that detailed).

Good luck.

It has been many years since I have heard / seen this phrase "Not happy just move on"

Nothing can be more true than this in today's context.

From all the posts in the forums, sorry to say I must agree that you must "WAKE UP" to this REAL WORLD.

Originally Posted by darkstar

Uhm, did you actually read my post? I did not say I wanted all 14 days of leaving.

Yes, you are right, as you've said, I am only entitled to 1 or 2 days + of leave this year - that is what I am saying and also clarifying, but my company HR says I am completely not entitled to any leave at all for this year, (except for what is carried over from last year), even though my last day is end of Feb.

I was asking that if I completed at least 1 month of work, I was wondering if there is pro-rated of leave for 1-month work, since I have been there for 2 years. I also did not say I resigned on 2nd Jan, it was 27th Jan, but my last day is 27th Feb.

According to my labour union rep, for example, 14 days of leave per year, so if you have completed at least 1 month of work, (which in my case, I did), my union rep says I should be okay to ask if I am entitled to:

(number of completed months of service/12) x annual leave entitlement

I calculated and it was 1.16 days.

My labour union rep has studied the MOM policy on this, and he checked on my salary and position with regards to Employment Act and he says I have a case but I checked with another friend whom is in HR department with a stat board, and he says I am not covered under Employment Act.

In any case, I decided to drop the whole thing.

a whole wall of text just for one day leave? unbelievable.

maybe i read that 1 day of your time is 150. which also means that, if they do really not want to pay you any salary, they can do so. there's nothing to do about it. go court, go lawyer, all those transport fees and time wasted is not worth the 150 mate.

like others said, by moving on with life, you can use your time wisely to pursue more meaningful interests. like spending more time on your next big job, more time with family, than to bear hatred and waste energy on intangible stuffs.

[darkstar]

Originally Posted by aspenx

What do you know about TS to say all that? Stick to the topic or just refrain from posting since you're not happy. Not happy just move on? Practise what you preach before shooting off your fingers and criticising others.

TS: What union do you belong to? And from your other posts, I have an image of you as an PMET. If you are indeed one, you are not protected under the Employment Act. Read the terms of eligibility carefully here: The Employment Act - Ministry of Manpower

When not covered by the Employment Act, the terms you have agreed to when you signed your employment letter will have to be adhered to. You should read it carefully (and realise how well the company protects itself). Regardless, you can still indeed raise a case. This is probably not advantageous to you if you do a simple cost and benefits analysis.

I've been in a similar position before and uneventfully chose the "not happy just move on" route after weighing the consequences (although somewhat not that detailed).

Good luck.

Hi Aspenx,

Thank you very much! I appreciate your words very much. I do know that I am not covered under the Employment Act.

As it is, I did state earlier that I choose to drop the whole matter. You and a few others have taken the time to read my posts, which I appreciate, instead of others whom just posted comments without actually reading the context. I just wanted to get a perspective from others whom have been in the workforce, such as yourself, whom has been providing balanced advice.

Thanks very much.

[darkstar]

Originally Posted by Unregistered

It has been many years since I have heard / seen this phrase "Not happy just move on"

Nothing can be more true than this in today's context.

From all the posts in the forums, sorry to say I must agree that you must "WAKE UP" to this REAL WORLD.

Did you actually read my posts?

Originally Posted by Unregistered

If that 150 dollar is that important to you, you wouldn't have quited your current job just because your new boss screamed at you. If it was that important you would have grabbed any job that came your way despite the pay instead of wanting to fight for a 500-1000 pay increment.

Money is impt, dignity more important. he has the self respect to move on to sth better just that he has queries on a leave and did not want to be shortchanged.

For me I dunno me they cut my short of 2.25 days of leaves encashment, my prorated bonus oso lower.

Originally Posted by aspenx

What do you know about TS to say all that? Stick to the topic or just refrain from posting since you're not happy. Not happy just move on? Practise what you preach before shooting off your fingers and criticising others.

TS: What union do you belong to? And from your other posts, I have an image of you as an PMET. If you are indeed one, you are not protected under the Employment Act. Read the terms of eligibility carefully here: The Employment Act - Ministry of Manpower

When not covered by the Employment Act, the terms you have agreed to when you signed your employment letter will have to be adhered to. You should read it carefully (and realise how well the company protects itself). Regardless, you can still indeed raise a case. This is probably not advantageous to you if you do a simple cost and benefits analysis.

I've been in a similar position before and uneventfully chose the "not happy just move on" route after weighing the consequences (although somewhat not that detailed).

Good luck.

What do I know? I might not know much but I know enough to comment.

TS family is doing well enough to let him buy his degree in Australia.

He does not enjoy his current work because his new manager likes to interrupt him during presentation and ask him questions he doesn't know how to answer.

His manager screams at him that almost tantamount to verbal abuse.

Currently looking for a new job aiming for a pay raise of 400. Others advise him to aim for an increase of 1k and he is willing to try. Replies to those asking him to try aiming lower that his position has executive decision making which is unheard of even at manager( yes your fav title!) level.

Does this sound like someone who really really needs that 150 dollar?

Post in a forum asking if his leave is pro rated
Someone replied is dependable on company hr policy.(in a rather hostile way I have admit)
Claim his union rep which is well versed in mom policy that that's not true.(how well versed is the rep if he doesn't even know pmet not covered in employment act?)
Friend from stat board hr tells him he not covered by EA. Rather believe the union rep.
Insist on knowing whether can claim. Someone on the board he not covered by EA. Believes random stranger on the web over stat board hr friend or well versed in mom policy union rep.

I have no idea what's the purpose of this thread. If everyone tells him he is entitled to the leave is he going to show it to hr and use it as a argument? If the rep believe he truly has a case ask the rep right for him. If he's unwilling you should know why. Posting in a forum wanting to only hear people siding with him(balanced advice) is counter productive and a general waste of time.

Wow you pretty much summed up everything he posted in one fluid reply

In retrospect the TS seems undecided in both expected pay and career prospects, not sure if anything can help him but himself really.

Honestly looking at the eloquence and dedication of the FT in Singapore working in the professional industry (China, India etc) its no wonder they are scooping the job market.

They might have not the study smarts, but street smarts and ability to maneuver office politics in a MNC setting (dealing with NYK/EMEA counterparts) is superb. At the rate we're going the future looks bleak.

Originally Posted by Unregistered

What do I know? I might not know much but I know enough to comment.

TS family is doing well enough to let him buy his degree in Australia.

He does not enjoy his current work because his new manager likes to interrupt him during presentation and ask him questions he doesn't know how to answer.

His manager screams at him that almost tantamount to verbal abuse.

Currently looking for a new job aiming for a pay raise of 400. Others advise him to aim for an increase of 1k and he is willing to try. Replies to those asking him to try aiming lower that his position has executive decision making which is unheard of even at manager( yes your fav title!) level.

Does this sound like someone who really really needs that 150 dollar?

Post in a forum asking if his leave is pro rated
Someone replied is dependable on company hr policy.(in a rather hostile way I have admit)
Claim his union rep which is well versed in mom policy that that's not true.(how well versed is the rep if he doesn't even know pmet not covered in employment act?)
Friend from stat board hr tells him he not covered by EA. Rather believe the union rep.
Insist on knowing whether can claim. Someone on the board he not covered by EA. Believes random stranger on the web over stat board hr friend or well versed in mom policy union rep.

I have no idea what's the purpose of this thread. If everyone tells him he is entitled to the leave is he going to show it to hr and use it as a argument? If the rep believe he truly has a case ask the rep right for him. If he's unwilling you should know why. Posting in a forum wanting to only hear people siding with him(balanced advice) is counter productive and a general waste of time.

this reminds me of the story of Who Moved My Cheese

https://www.youtube.com/watch?v=91YxXk3fmw8

you can either be hem or haw. Like hemming away: Who Moved My Leave? Or to find the next great cheese.

i will fight for justice and if that means someone dupes me for $1, i will not remain silent. I - represent society - I represent Singapore. I will voice out my concern so that others are alarmed and the system that is not working so well is shown the door.

Silence is weakness and I shall not remain silent when it matters.