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Topic Review (Newest First)
30-07-2020 03:47 PM
Unregistered If work from home have free time can pluck taugay or peel garlic sell to neighbour aunties for their cooking lor.
30-07-2020 02:34 PM
Unregistered
Quote:
Originally Posted by Unregistered View Post
Lol bright eyed bushy tailed law student/fresh law grad spotted.
Lol 5 years working exp low ses diploma holder who make less now than the law student's starting salary spotted
30-07-2020 10:28 AM
Unregistered
Quote:
Originally Posted by Unregistered View Post
haha, quite free one, that's why thinking to take on another job if got chance. Is it legal?
Likely nope.
30-07-2020 09:59 AM
Unregistered if 2nd job no contract binding.. its fine.

like grab driver, part timer cleaner, freelance...
30-07-2020 09:41 AM
Unregistered haha, quite free one, that's why thinking to take on another job if got chance. Is it legal?
30-07-2020 09:38 AM
Unregistered
Quote:
Originally Posted by Unregistered View Post
how about working for 2 full time job? as my current job only required me to work from home, i'm thinking whether i can look for another full time job for more income.
Work from home means no work?? I work from home and end up working more hours than before!
30-07-2020 09:26 AM
Unregistered
2 full time job at the same time?

how about working for 2 full time job? as my current job only required me to work from home, i'm thinking whether i can look for another full time job for more income.
13-05-2020 11:23 PM
Unregistered
Quote:
Originally Posted by Unregistered View Post
The duty of loyalty is not exactly accurate - it's more of a duty of fidelity. Ergo, while you need to work diligently, honestly, loyally for the company, you just need to show that your work did not affect your work with the company, and that there is no conflicts of interest between your other company and the current company. So unless they have proof that you slacked off to do work for your other company, or that you worked for a "competitor", they have no valid reason to hold your payment. In any case, given that the employee was on leave, during his notice period, it will be hard for the company to prove that the implied duty was breached.
Lol bright eyed bushy tailed law student/fresh law grad spotted.
12-05-2020 10:11 PM
Unregistered
Quote:
Originally Posted by Unregistered View Post
Even if employer letter did not mention cannot hold another job, under law you are bound by duty of loyalty to your employer and cannot take another job without employer's consent.

They would have the right to terminate you, but you should still be able to receive salary less any discretionary component/benefits which they can forfeit. Threaten a dispute with MOM and firms will **** bricks.
The duty of loyalty is not exactly accurate - it's more of a duty of fidelity. Ergo, while you need to work diligently, honestly, loyally for the company, you just need to show that your work did not affect your work with the company, and that there is no conflicts of interest between your other company and the current company. So unless they have proof that you slacked off to do work for your other company, or that you worked for a "competitor", they have no valid reason to hold your payment. In any case, given that the employee was on leave, during his notice period, it will be hard for the company to prove that the implied duty was breached.
12-05-2020 10:06 PM
Unregistered
Quote:
Originally Posted by sinkingfeeling View Post
It may be omitted from employment letter because it's common sense

Either that or it's in the employee handbook

A lot of rules and regs at my previous coy mentioned in handbook only, not in employment letter
This message is not intended as legal advice, and should not be construed as such. Speak to a lawyer or MOM.

That being said, legally speaking that's generally not true, moonlighting is only illegal in the civil sectors (to prevent conflicts of interest), otherwise, you are bound by contractual terms (no contract term preventing moonlighting in a second job means that you can).

The terms in the employment handbook are not enforceable, unless the employment contract mentioned that the other standard terms of employment are found in the handbook (and/or are incorporated into the contract). Furthermore, alongside the contractual incorporation, they also generally have to have provided you those terms (by providing you the handbook) prior to signing (or it was at least available upon request - whether you read it is another thing entirely).

You have a good case to seek the payment of your salary (if the contract does not ban moonlighting) and should consult MOM or free employment mediation agencies (TADM/ECT for example). Do not accept any offers of partial payment prior to seeking advice from MOM or a lawyer.
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