Wage and hour compliance is complex in some industries. Relevant Statutory Entitlements (EO713) became effective on 13 July 2007. Meeting compliance requirement isn’t getting any easier, especially in calculating average wages for commission based, non-monthly rated and part-time employees. It is important to clearly record for the attendance of periods and wages to be disregarded. These create an ongoing workforce compliance challenge.
|Statutory Entitlements||Day(s) of Leave||Specified Dates|
|Holiday Pay||1 day||Day of the statutory holiday|
|More than 1 consecutive day||First day of the statutory holidays|
|Annual Leave Pay||1 day||Day of the annual leave|
|More than 1 consecutive day||First day of the annual leave|
|Day(s) of untaken leave upon termination of contract||Date of termination of contract|
|Sickness Allowance||1 day||The sickness day|
|More than 1 consecutive day||The first sickness day|
|Maternity Leave Pay||More than 1 consecutive day||First day of the maternity leave|
|Paternity Leave Pay||1 day||Day of the paternity leave|
|More than 1 consecutive day||First day of the paternity leave|
|End of Year Payment||- -||Due day of the payment|
|Payment in lieu of Notice||- -||The day when a notice of termination of contract is given (in case a notice has not been given, the day when the contract is terminated)|
Improving HR Efficiency
With intense market competition, companies are looking for ways of differentiating themselves and striving for enhancement of competitive advantage pro-actively. To this end, the art of managing people at all levels plays a pivotal role and an advanced management platform enables smart decision making for business growth.