NTUC showcases positive example where union, company and e2i can help retrenched workers
12 January 2009
JOINT MEDIA RELEASE
With support from company, affected workers who need help with job and training will get the relevant assistance
1 NTUC has highlighted that retrenchments is and likely to go up as the economic slowdown worsens. During retrenchment exercises, NTUC see various examples of how employers and union work together to assist the affected workers.
2 A positive example that is worth highlighting is that of NTUC’s affiliated union, the United Workers of Electronic and Electrical Industries (UWEEI), who is working closely with one of its unionised companies in the electronics sector to help its retrenched workers.
3 Through good labour management relations built over the years, UWEEI worked with the company to successfully redeploy 500 workers. That started in 2006 when the company did some restructuring and faced the challenge of managing excess manpower. Come late 2008, it decided that as a last resort, it still had to cut jobs.
4 The union then partnered with the Employment and Employability Institute (e2i) to help the retrenched workers with job and training opportunities.
5 Because of the good communication and co-operation, the union, company and e2i are able to customise a suitable programme for the affected workers and address their needs accordingly.
6 The Labour Movement has reiterated that unions and companies must work together to cut costs to save jobs but if retrenchment is a last resort, both parties must then see how they can help the affected workers move on after the retrenchment exercise in conducted. This is where they can partner with NTUC’s e2i to customise appropriate programmes and training opportunities to enhance the employment and employability of these workers so that they can return to the workforce much faster.
UWEEI and STMicroelectronics
7 UWEEI was given sufficient advance notice when STMicroelectronics decided to retrench. This allowed for a proper mapping of an effective procedure on handling the affected workers so that there is a smoother transition into new employment.
8 STMicroelectronics has strongly underlined their commitment towards their workers' welfare and employability after retrenchment. The company also agreed to compensate one month's salary per year of service retrenchment quantum to the affected workers, the market norm, which reduces their financial burdens and worries while they search for a new job.
9 With discussion between UWEEI and the company, STMicroelectronics agreed to sponsor their affected workers to undergo a two-day Employability Camp (EC) (See Annex A, Point 1).
10 In collaboration with UWEEI, STMicroelectronics has also agreed to fully subsidise one year's union membership fees for affected workers who are existing union members. This act of generosity also helps the workers cope with their tight finances during the tough times, as well as allows the workers to continue to enjoy the union benefits. The company has, other than taken such initiatives to drive its commitment to employability, reached out to further assist to their affected workers by allowing an extension of medical benefits.
UWEEI and e2i
11 Together with UWEEI, e2i went to STMicroelectronics during the retrenchment exercise and spoke to the affected workers about how e2i can help them.
12 On the day of the Job Preparation Exercise (JPE), special attention and additional career coaching were given to mature and Mandarin-speaking workers. This is because many of them have been with the company or in the same industry for more than two decades and were not familiar with the current job market situation. Some of them had a negative perception on the types of jobs available because of their age. The coaching helped to encourage and enlighten them that they can still be employable despite their age.
13 The screeners at e2i were also briefed on the profile of the workers so they could persuade more of the affected workers to go for training. During the screening process, seven of the affected workers were found to be job ready and were referred to employers for interviews.
14 Those who complete the four-day Generic Service Screen-Train-Place-Train (STPT) where they will go through two modules covered are under the Employability Skills System (ESS) – Workplace Skills Series (See Annexe A, Point 2), will then be attend a job fair where they can be interviewed by prospective employers for a new job.
15 The example of UWEEI-STMicroelectronics-e2i serves to highlight that even when it does come down to retrenchment, if there is good communication, co-operation and trust, the affected workers, though may have lost their jobs, will not lose out on the other opportunities given to them in terms of job and training assistance and union-membership benefits. In a way, it is a win-win-win-win for all.
ANNEX A
Pre-Employment Employability Training (PEET)
1. Employability Camp (EC)
An intervention programme which addresses various obstacles that jobseekers face in their job hunting efforts. It constitutes pre-employment training and can be customised for different groups with different needs. As it is customisable, most ECs, on average, are relatively short, i.e. 1 to 3 days.
EC can be customised to the different groups of jobseekers with different issues or obstacles they face when job hunting. Some of these are detailed in the table below:
By addressing the main issues that jobseekers face in their job search efforts, the EC hope to help jobseekers transit into new jobs by setting their expectations right about the current labour market and available opportunities.
As many ECs also teach jobseekers how to deal with interviews and how to market themselves to employers to stand out amongst the crowd, another outcome would be a more confident and motivated participant.
2. ESS – Communication and Relationship Management and Personal Effectiveness
The Singapore Employability Skills System (ESS) comprises a set of generic employability skills which underpin a worker’s effectiveness and improves his work abilities. These foundational skills, portable across all industries, enable workers of all levels to be more employable by helping them adapt better to new job demands, work challenges and changing work environments. As such, these skills complement other specific industry and occupational skills which are specialised or technical by nature.
The ESS was introduced by WDA in November 2004 and piloted from November 2004 to 31 March 2005 and subsequently rolled out from April 2005. The comprehensive phase was launched from April 2006.
ESS is designed to build up the individual’s competence in workplace literacy, numeracy and other soft skills. These help the job-seeker prepare for workplace demands and challenges such as using ICT, making decisions, problem solving and so on.
ESS serves as an alternative to traditional qualifications like ‘’N’ or O’ levels. To date, there are about 500,000 local workers without ‘O’ or ‘N’ levels. For them, ESS is as a realistic option, as it is not practical to go back to school and retake the exam. Workers can now use ESS credentials for job recruitment and upgrading training. This will facilitate better job and better pay.
With the ESS credentials, jobseekers can now seek assistance with Career Centres at CDCs and e2i for job placement, career and training advice. Increasingly, industries are also recognising ESS Career Readiness Certificate which is ESS full qualifications encompassing both workplace literacy, numeracy and workplace skills.
