TRIPARTITE GUIDELINES ON FAIR AND PROGRESSIVE EMPLOYMENT PRACTICES (TGFEP) & FAIR CONSIDERATION FRAMEWORK (FCF) Flashcards
What are fair employment practices?
a) Recruit/select employees on the basis of merit (regardless of age, race,
gender, race, religion, marital status and family responsibilities, or disability)
b) Treat employees fairly and with respect and implement progressive human
resource management systems
c) Provide employees with equal opportunities to be considered for training
and development based on their strengths and needs, to help them achieve
their full potential
d) Reward fairly based on their ability, performance, contribution and
experience
e) Abide by labour laws and adopt TGFEP
f) all of the above
F
Fair Recruitment is good for business
a) Recruit the best candidate for the post
b) Ensure openness and transparency in the selection of job applicants
c) Better job fit and retention
d) Effective hiring and placement of top performers
e) Preserve the reputation of your clients
f) all of the above
g) none
F
As part of the referral and placement process, employment agencies and employers should take note to:
a) Evaluate both current competencies as well as attitude and potential of the candidate holistically
b) Ensure that criteria are objective and relevant to the job role.
c) Be clear on whether something is “required”, “preferred”, or just “taken into
consideration
d) all of the above
e) None of the above
D
What are the pitfalls to avoid?
a) Overly generic requirements such as “any degree/any diploma…”.
b) Disqualifying candidates solely on their lack of a specific qualification, certification, or work experience, particularly when there are compensating factors indicative of their ability and potential.
c) Only looking at current competencies or previous experience, without considering the potential of the candidate to grow and contribute in the longer run.
d) all of the above
e) None of the above
D
As the economy restructures and workforce growth slows, employment agencies and employers may find certain job vacancies, for instance, those in growth sectors or emerging occupations, relatively harder to fill. How should EA and employer value progressive hiring?
a) give strong consideration to candidates’ potential ability to do the job
b) current competency
c) invest in their training and development
d) Employment agencies and employers are encouraged to take full advantage of the suite of Adapt & Grow programmes and services that the Government has put in place, in supporting their efforts to undertake progressive hiring.
e) all of the above
f) None of the above
D
The Tripartite Guidelines say: Employers are advised to make ____efforts to ______ Singaporeans for job positions based on____ and to ______ their potential and careers.
a) reasonable, attract and develop, merit, train and develop
b) reasonable, hire and train, academic results , train and develop
c) reasonable, hire and train, wealth , develop
A
What are some examples of “reasonable” efforts include?
a) Ensuring that jobs advertised are open to Singaporeans and they are
considered fairly for the job
b) Working with educational institutions, career centres and recruitment
agencies to reach out to a larger pool of Singaporean candidates
c) Developing skills and expertise of Singaporean employees for higher level
jobs
d) all of the above
e) None of the above
D
Firms that hire foreigners on______must have in place a fair hiring process, including for _____jobseekers. ______ a firm submits EP applications, the firm must have advertised the job vacancies on the national Jobs Bank administered by Workforce Singapore (WSG), and have a fair selection and____ process for all applicants.
a) Employment pass, Singaporean, before, interview
b) Singapore pass, non-Singaporean, after, interview
c) dependant pass, non-Singaporean and singaporean, after, written
A
What are some of the FCF Job Advertising Requirements?
a) receive applications for EP holders who are changing employers.
b) Be open to Singaporeans
c) Adhere to the Tripartite Guidelines on Fair Employment Practices
d) Run for at least 14 calendar days before you apply for the EP
e) If you made major changes to your advertisement, you must extend it for another 14 calendar days
f) all of the above
g) None of the above
F
IF AN EMPLOYMENT PASS (EP) APPLICATION IS NEEDED
a) Employer may apply for an EP as long as the hiring process has been fair – open, merit-based and non-discriminatory.
b) In the EP application, employers will have to indicate the Job Posting ID (from the Jobs Bank).
c) Firms must also take note of these fields in the job advertisement. If these requirements are not met, the EP application will not be accepted.
d) all of the above
e) None of the above
D
What are the things that need to be included in a job advertisement?
a) Employing company
b) Number of vacancies
c) Candidate’s position and salary
d) Posting/ Expiry dates of the job advertisement
e) all of the above
f) None of the above
E
Employing company: The same firm indicated as the ‘Employer’ in the job
advertisement should be ‘Employer’ in the EP application;
Number of vacancies: One job advertisement ID can be used for multiple vacancies for
the same job. However, the total number of EP applications should not exceed the number
of vacancies advertised.
Candidate’s position and salary: Should be consistent with those stated in the job
advertisement. Every job advertisement used to support an EP application must contain a published salary range, and the published salary range should not be too wide. This means the maximum salary should not be more than 1.5 - 2 times of the minimum salary.
Posting/ Expiry dates of the job advertisement: The job advertisement must be open [1] for at least 14 calendar days before an EP application can be filed. Once the job advertisement expires or closes, if the company wishes to hire an EP holder, the EP application has to be filed within 3 months.
ou are exempted from the FCF job advertising requirement in these cases:
a) Your firm has fewer than 10 employees (w.e.f 1 July 2018; firms with 25 or
fewer employees are currently exempted)
b) The job position pays a fixed monthly salary of $15,000 and above (w.e.f 1
July 2018; jobs paying a fixed monthly salary of $12,000 and above are
currently exempted);
c) The job is to be filled by an intra-corporate transferee as defined under the
World Trade Organisation’s General Agreement on Trade in Services
d) The job is necessary for short-term contingencies (i.e. the period of employment
in Singapore for not more than one month);
e) all of the above
f) None of the above
E
You are exempted from the FCF job advertising requirement in these cases:
Your firm has fewer than 10 employees (w.e.f 1 July 2018; firms with 25 or
fewer employees are currently exempted); or
The job position pays a fixed monthly salary of $15,000 and above (w.e.f 1
July 2018; jobs paying fixed monthly salary of $12,000 and above are
currently exempted); or
The job is to be filled by an intra-corporate transferee as defined under the
World Trade Organisation’s General Agreement on Trade in Services; or
The job is necessary for short-term contingencies (i.e. period of employment
in Singapore for not more than one month); or
Situations where there is no new job vacancy in your firm:
o Conversion of your existing work pass holder to EP in the same firm; or
o Renewal of the pass of your existing EP holder; or
o Your overseas vendor sending their staff to fulfil their contract for
services to your firm
What are some of the best practices to advertise for job opportunities in the media without discrimination?
a) qualifications
b) skills
c) knowledge
d) experience
e) Provide the reason for the special requirement or any data collection.
f) all of the above
g) none
F
What are some of the appropriate guidelines to use when describing nationality in job advertisements?
a) Candidates who require
work passes need not apply
b) No mention of nationality.
c) Singaporeans and Malaysians preferred
d) We have quota for WP”/“Work pass and levy
included”/ “EP/SP/DP only”/“Lodging for foreigners provided”/ Stating of all nationalities that qualify for a particular sector’s work permit
e) a,b
E
not ok
Non-Singaporeans preferred”
“Singaporeans and Malaysians preferred”
“Singaporeans and Malaysians welcome”
“Singaporeans and Filipinos (or other nationalities)”
“We have quota for WP”/“Work pass and levy
included”/ “EP/SP/DP only”/“Lodging for foreigners provided”/ Stating of all nationalities that qualify for a particular sector’s work permit
“Foreigners can/are welcome to apply”
No exclusion of specific foreign nationalities “No Filipinos” or “Filipinos need not apply”
ok
No mention of nationality.
“Candidates who require
work passes need not apply”
What are some of the inappropriate guidelines when describing language requirements in job advertisements?
a) Bilingual with proficiency in mandarin preferred to liaise with mandarin speaking clients
b) Able to liaise with mandarin speaking associates
c) Speak Mandarin
d) English / Chinese (Mandarin)
e) Mandarin is an advantage
f) c,d,e
g) a,b,
F
What the Guidelines say:
“If a job entails proficiency in a particular language, Employers should justify the need for the requirement. This would reduce ambiguity and minimise incidence of misunderstanding…”
• As long as language is indicated as some criteria, a justification needs to be provided to reduce risk of misunderstanding.
Good practices for the language requirement
- Effectively bilingual
- Bilingual in English and Mandarin for handling Mandarin speaking clients
