Being in the forefront of re-employment efforts in Singapore, the Labour Movement practices what it preaches. Collectively, NTUC and the 12 Social Enterprises account as one of the biggest employer groups in Singapore and undoubtedly age-friendly. A recent survey shows that more than 30 per cent of the total staff strength is above age 50. Out of that figure, 130 are still employed beyond 65 years old.
Where Singapore’s largest healthcare co-op NTUC Unity Healthcare Co-operative Limited (Unity) is concerned, age is no barrier in staff recruitment and retention. On the contrary, mature employees make a positive difference and are a definite asset.
More than 40 per cent of Unity’s current 356 staff are aged 50 and above, working out to about one in every two staff. It is telling that 23 staff are above 62, and nine above 65.
There are good reasons for this, explains Unity HR Director Melati Alui: “They form the bulk of the workforce here and provide very strong stability. This is very important in the service industry where customers are now more demanding.
“These mature workers have a higher threshold of tolerance and are more patient. They handle customers well and can cope with demanding customers.”
People skills are critical as most of Unity’s staff are deployed on the frontline at one of 48 Unity retail outlets across Singapore. In terms of the daily running of the outlets, “the mature team members are always very disciplined, take pride in their work and are consistent.
“In retail, attendance is always an issue and frequent MCs are a challenge. These workers only take MCs when seriously ill. They really value coming to work and appreciate the fact that the company provides employment.”
In terms of product knowledge, they spend time explaining the product and that contributes to sales, added Ms Melati. From the customers’ perspective and especially in healthcare, mature employees have more credibility when giving advice on medication, which advice is very much appreciated. For a young employee, the customer could easily ask, `Are you sure you know what you are talking about?’
Lack of experience nor age are obstacles, Ms Melati assured: “People in their 40s and 50s without the relevant background are also recruited. We even recruit people who are past 62. We have done it all along. It is not an issue as we provide a period of orientation and ongoing monthly training.
“Those who join when already 62, there are now seven, are on yearly contract as per re-employment guidelines, but enjoy basically similar terms and conditions as other staff. They still receive the Variable Bonus (VB) and Annual Wage Supplement (AWS). Salary is based on the equity of the job.”
She pointed out that for existing staff who convert to contract basis on turning 62, there are now 36, there is no cut in salary although legislation provides for it, and they still have annual increments. “For anybody employed on contract basis, the industry practice is that they do not receive AWS or VB. But we include it as they are part of the team.
“There is no discrimination. As long as the employee has aptitude, is medically fit and performance is reasonable, we will continue to employ. They can carry on well into their eighties and beyond and still get increments.”
