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Jobs in Dubai – Finding Employment in the UAE

Many job hunters still believe that the streets of Dubai are paved with gold. This may be true to some extent – Dubai is a tax free haven where net income is typically much higher than in other parts of the world. Even so, securing employment is not always easy. Approximately 80% of the population in Dubai consistors of foreigners and competition for desired employment positions can be fierce. It is best to have an offer in hand from a company before traveling to Dubai. Of course this may not always be possible and there are certain advantages to traveling Dubai in hopes of finding a job as opposed to searching from one's home country. For example, many employers will give preference to hiring someone actually in Dubai (and then available for an interview), rather than having to end the extra hassle and risk of hiring someone sight unseen. However, there is no guarantee of landing a job before expiration of one's visa, making a bit of luck and local contacts invaluable in the process.

Once a job seeker has secured a position, a contract will be signed and the employer will act as the sponsor. The contract should include basic salary, job title and description, length of the contract, and termination conditions among other things. It is vital to negotiate a good package including salary, housing, and school fees if the employee has children. Other allowances may include coverage for medical, transportation, utilities, and / or annual vacation with an airplane ticket to one's home country. (The law stipulates that companies must provide a vacation / airplane ticket at least every two years). Each company is different and packages will vary. The work week also varies from company to company with some working straight shift and some working split shift (with a few hours break in the middle of the day).

The sponsor should handle all paperwork required by the government for foreign workers, including getting the employee an employment visa, health card, and labor card. A company's PRO (Public Relations Officer) will typically handle the logistics, ensuring all paperwork arrives at the necessary government offices for approval. First an employee's application is approved by the Ministry of Labor, then the employee undergoes a health screening, and finally all relevant documents are transferred to the Ministry of Interior who stamp the residence visa in the employee's passport. Employment visas are valid for a maximum of three years although they are renewable. In general, expatriate workers are not granted UAE citizenship or permanent residency. The Dubai government has taken steps to drive Emiratization of the work (stipulating that a fixed percentage of workers in certain industries must be UAE nationalities and that all companies having 100 or more employees must hire UAE nationals as their PRO and / or Human Relations Manager) . However, it is still believed that expatriate employees will make up a major part of the work in the UAE for years to come.

For those hiring to find jobs in Dubai, there are various avenues to take. There are several recruitment agencies with good reputations available to assist job hunters in their quest for employment, including long-standing companies such as Claredon Parker and Kershaw Leonard. As there are many recruitment agencies in operation, it is always advisable to do some research into their reputation and methods before using their services. Unfortunately it is not an uncommon occurrence for job seekers from poorer nations to drain their entitlement life savings paying unscrupulous agents from their home countries who falsely promise visas and jobs. Fortunately, recruitment agencies in the UAE are regulated and must be licensed, so the potential for scams in the UAE itself is greatly reduced.

For those who choose to search online there is also a wealth of options and information available. Some excellent resources include employment sites such as Bayt.com or GulfTalent.com, directories such as GulfJobsSites.com, as well as free online classifieds sites.



Source by Ahmed Juma

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Justice is Balance

No one gets everything all ways. Justice comes to all eventually. All things equal out generally over time. The character Henri Ducard (played by Liam Neeson) said 'Justice is balance,' in Batman Begins and I find it true to life. Justice and righteousness (meaning essentially the same thing in ancient Hebrew) require balance to be true. In all life situations this more or less works out. Researching history we find, justice is inevitable.

According to our place in life we're afforded only as much justice as our peers. We are not superior or inferior. Our peer group, therefore, is the bar by which we're measured. This should make us want to knock around those who we can learn from because, among other things, we'll benefit from the more privileged standard of justice as compared to the standard we'd ordinarily receive.

At its rawest, this justice is probably true so none of us gets a swelled head. As the pendulum swings our way, we are apt to get high and mighty; it swings back the other and we have to deal with the new humbling reality. It's healthy that we do not get everything our own way. It reminds us that we're not God, and we forever remain subject to its rule whether we like that fact or not .

If we work hard we get blessed more; if we work too hard the blessing is tainted. If we do not work hard enough, well, justice catches us eventually. Justice is diligence.

Justice is also prudence. When we consider things carefully, weighing risk, judging the moment correctly, we afford the best possible result for ourselves and others affected. If, on the other hand, we deal flippantly, we know what inevitably comes; justice.

Justice is shalom. When we rely on justice because we trust it, we are at peace with it, and these developments faith in us to expect justice to come through in the general sense.

Justice is respect. It's the correct order of things, give or take a smidgeon of injustice (that requires faith for us to end). It respects the natural and supernatural order and does not get in the way of its workings; sometimes we do not like it, but we daren't get in the way of justice.

Justice is finally, wisdom. Justice is truth; a good, clear, strong, general truth. Justice is beauty we can rely on. Justice is bigger than us every time.

Praise Almighty God for justice. His justice is balance.

Copyright © 2009, SJ Wickham. All Rights Reserved Worldwide.



Source by Steve Wickham

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How to Handle Challenges Faced As a Woman Pursuing Career Goals

As the world talks about equality and giving similar opportunities to both the genders, there is a wide gap between what is said and what actually happens in reality. The role of women has been radically changed over the past few years, and they are matching steps with men in almost every field.

Overcoming obstacles

Although women face many hurdles while they pursue their career, the victory lies in overcoming these challenges and following the dream with a new passion every day. It is necessary that you firmly believe your instincts. Further, willingness to take risks will help you achieve something big in your life. Having a focused goal and strong mindset can help you achieve your career goals with ease.

Face challenges with confidence

  • Defying social norms

As you step into a new environment or venture into a new business, you may find yourself in a group of people who have a stereotypical attitude. Also, it may happen that the style of work or the way things are carried out may be quite different from your previous exposures. To get adjusted to the situation, you may force yourself to adapt to the competitive and aggressive work culture. However, this is not really needed. You must stay true to yourself and just be affirmative.

  • Maintaining a strong self-belief

The strongest debacle a person can face while pursuing the dream is not having a self-belief. The most important part to achieve success while pursuing your career is to believe firmly that no matter what challenges stand in front of you, giving up is not an option. This helps you to keep a positive frame of mind and then make things possible.

  • Dealing with the fear of failure

Fears stagnate you from growing and stretch the path to success. It is often said that failures are the stepping stone to success. In your journey to reach the goal, it may happen that you may fail and lose your confidence. Also, the possibility of failure even before you are trying can bring your morale down. One must remember that failures are actually lessons in disguise and always contribute to your development. You must keep in mind that great things take time. Here, you should not lower your self-esteem unnecessarily.

  • Building your network

Having contacts with professionals who belong to your field or those with experience in the same background can benefit you in the long run. Growing your network help you get the right guidance and help you solve work-related problems. Also, they can mentor you on various topics and even hold discussions for the same.

  • Achieving Work-Life balance

One of the largest concerns for working women is maintaining a perfect balance between job and family. There is no ideal solution to maintain this equation, but the equilibrium can be achieved by gaining support from your partner. The gender expectations still exist among the people and can be one of the reasons that may hamper your career goals. Dividing duties and gaining support from your partner can be a contributing factor to convert your dreams into reality. Also, you must learn to let go off your shortcomings and not take things too seriously.

Although the discrimination is still prevalent in many professions even today, the percentage of women who have established a successful career is on the rise. They have not only achieved respectable positions in their field, but also have made their mark felt. Keeping the above-mentioned points in your mind, you must always believe in yourself. You have to push the boundaries and try to achieve what you have always dreamed of. Thus, you will be able to meet your career goals and lead a successful life.



Source by Sandy Dsouza

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Tips To Improve Your Job Search Campaign!

Tips to analyze your job search campaign and improve your job hunting results.

Your car will not start or your dishwasher quits working what's the first thing you do? Right, you begin troubleshooting. Sometimes it's easy to fix-maybe your car is out of gas or the circuit breaker is tripped to the dishwasher. All solved through carefully examining the simple and obvious before we call in the experts. Here are some simple and obvious job hunting problems that you can probably fix yourself.

If your job search has been going on for some time with unacceptable results maybe it's time to do some critical thinking and analysis of your job hunting efforts. First, you have to discover where your job search is not working and fix what is wrong, or develop additional options and perhaps move in another direction. Further, some of your job seeking efforts may need to be analyzed to find out what specifically you can do to improve results.

Here are four job hunting problem areas you can start to examine so you can properly analyze and improve your job search efforts:

1. Problem: Not generating enough viable job openings. Usually this is caused by career and job goals that are too broad or you are restricting your job search to a narrow geographic area or an industry where there are few job openings.

Take a careful look at your career objectives. Focus your job hunting efforts that closely match you skills and qualifications. If you are changing careers work hard on finding transferable skills that match the qualifications for the new career.

Work more on uncovering job leads by networking. Make sure everyone in your network is crystal clear as to your job objectives.

Spend more time researching possible job opportunities. Reject possible dead-end careers and industries.

2. Problem: Few good results compared to effort. Probably no job search plan, with measurable daily job hunting effort. May be not spending enough time on productive job hunting efforts.

Build a job search plan with daily, weekly and monthly goals. Make you goals measurable and celebrate each stone. Get off the job boards and spend the time in more productive pursuits like networking and appropriate research.

Plan on working full-time on your job search campaign. After a medical check-up add some regular physical activity goals to your job hunting plan. Watch your diet. This combination will add to your self-confidence and job hunting is all about self-confidence.

3. Problem: Little or no telephone or face-to-face job interviews. Probably caused by a too general a resume and a cookie-cutter cover letter and few job leads from you network.

Focus you resume and cover letter on the specific requirements and qualifications required to do the job.

Re-energize you network. Work harder to add more people to your network.
Since it's been said that up to 75% of all positions are in the "hidden" job market plan to do more, make more contacts, ask for referrals and widen you network to generate more interviews.

4. Problem: Interviews but no job offers. May be caused by too little interview research and preparation.

Improve you interview communication skills by video taping mock interviews. Practice both telephone interview techniques and face-to-face interviewing skills. Work hard to eliminate annoying habits. Practice good answers to tough questions. Research the employer, the industry and the interviewer. Have questions ready to turn the interview into a conversation.

Search your network to learn more about the open position and possible employees currently working for the employer.

Sell ​​yourself as a problem solver who can resolve the challenges facing the job, department and possibly the company.

If any of these job search problems match what may be wrong with your job hunting efforts, hopefully we've got started in the right direction. At a minimum it should spark an examination of your job search campaign and motivate you to upgrade your activity in areas that you can improve. Taking daily action on these upgraded methods should help you find the right job sooner rather than later.



Source by John Groth

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Employment Law – Excessive Working Hours – Breach of Duty of Care

In the case of Mark Hone v Six Continents Retail Limited (2005), a pub landlord having collapsed due to overwork successfully sued his former employers in the County Court for a break of duty of care.

Mr. Hone, the claimant, started working for Bass (now Six Continents) as a pub manager in 1995 and in 1998 was awarded "Pub Manager of the Year". However, in 1999 he started working at The Old Moat House where he found himself working 13 hour days.

He repeatedly complained to his employers that he was overworked but the employees took no action. He had no assistant manager and other staff members, who left, including two chefs and an administrative worker, were never replaced.

Mr Hone, who had refused to sign a clause opting out of EU legislation that limits the number of hours an employee works, began suffering from headaches and insomnia. In May 2000, he collapsed at work suffering from an anxiety disorder. In 2004, Mr Hone sued Bass for breaking the duty of care owed to him as an employee.

The first instance court (Swansea County Court) held that:

Bass had not taken reasonable steps to ensure that Mr Hone did not work over 48 hours, which was likely to cause injury to his health, and that resources were available to employ more support staff for him; and
Bass should pay Mr Hone £ 21,000 in damages.

Six Continents (formerly Bass) appeared in this decision to the Court of Appeal who upheld the Swansea County Court's jurisdiction.

Comment: This case highlights the importance of not imposing excessive working hours on employees and ensuring that employees have sufficient staff support.

If you require further information contact us at enquiries@rtcoopers.com

© RT COOPERS, 2005. This Briefing Note does not provide a comprehensive or complete statement of the law relating to the issues discussed nor does it determine legal advice. It is intended only to highlight general issues. Specialist legal advice should always be taken in relation to particular circumstances.



Source by Rosanna Cooper

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The Business Case For Workplace Flexibility

If you've been intrigued by the idea of ​​workplace flexibility (eg, flexible schedules, working form different locations, flexible work days, results-only work environments), but are not sure it's definitely benefit your business, think again! Here are six benefits of workplace flexibility that will help you make the business case.

Six Benefits of Workplace Flexibility

1. Flexibility helps attract talent.

A flexible work environment is highly attractive to dual-career couples that need a job which allows them to juggle the demands of work and their life. Flexibility also contributions Generation Y. If fact, a recent Oxbridge study revealed that work-life balance is the primary factor new graduates are looking for in a job (salary came in 8th on the list). Having a workplace flexibility plan in place, will help you stand out among your competition and enable you to attract top talent.

2. Flexibility raises morale and job satisfaction.

When employees have more flexibility to meet all the demands of work and life, they are more satisfied with their job and have higher morale. This is good news because there are clear links between job satisfaction and turnover. The more satisfied the employee, the less likely they are to leave. Additionally, employee satisfaction is linked with customer retention and satisfaction. When your employees are satisfied they will treat your customers better. It's a win-win for everyone.

3. Flexibility improves productivity.

This benefit works with the previous. When employees are more satisfied with their job, they are more engaged and more productive. Companies that offer flexibility also experience fewer unscheduled absences. When employees have the ability to work from home, they can contribute even when their child is sick, they have to care for an elderly parent, or they are not feeling well enough to make the commute into the office. Finally, flexibility improves productivity because workers experience fewer interruptions, and then can often get more work done, when they are working outside the office.

4. Flexibility reduces stress and burnout.

When employees are stressed and burned out they have less commitment to their job and the organization and are more likely to have plans to leave the company. One survey found that half of the workers surveyed said job stress and burnout reduced their productivity. Employees that are stressed and burned out also are sick more often. When you offer your workers flexibility in how, when, and where they are working, they begin to get more sleep, spend more time exercising, and are better able to relax and unwind. When employees reduce their stress, they gain energy, eliminate burnout, and are more productive at work.

5. Flexibility helps cut costs.

Flexibility initiatives can help cut a variety of costs as well, saving your organization money. First, flexible work can help reduce real estate and overhead costs (eg, you do not need as big an office if the majority of your employees are working from home). Flexibility can also help reduce health care costs because your work will be healthier (see points 3 and 4). You will also save money by increasing your ability to retain employees. Finally, workplace flexibility initiatives allow you to attract highly talented workers to your business by offering the benefit of flexibility rather than offering higher salies.

6. Flexibility aids retention.

Losing an employee is costly; turnover statistics estimate the cost of replacing an employee to be 100-200% of their annual salary. Studies have shown that flexibility actually decrees voluntary turnover. In a survey of 614 companies, flexibility was ranked by half of the companies as their most effective retention tool, better than above-market salies, stock options, or training.

These are just six of the many benefits of workplace flexibility. Which of these will help you make the business case for adding more flexibility to your organization? Choose one or two of these points and begin a conversation about how increasing the flexibility in how, when, and where you work could help solve some of the challenges you and your company have been facing.



Source by Ashley Acker, Ph.D.

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Starting a Great Career in Basketball

Every year, new fresh pros are drafted. There is no reason why you shouldn’t make it too and be one of the most successful on the pitch. You should start polishing your skills at shooting, defense, and team play. You could easily become the best in the game. All that is needed is a lot of practice and dedication. Once you get the hang of it, you will be ready to stand counted among the best in the world.

Skills

You need to learn all the rules of the game very clearly. When you know the sport well, you will be able to play and understand it. You should learn the things that are to be expected as well as potential problems that you could face. Talk to people who are good in the game or go through websites. Talking to coaches and most especially joining a team can help you to a great extent. Basketball is not only physical, but mental too. If you lack in any of the areas, then you will fail miserably.

Physical shape

You need to be in the best shape physically. You should get to the gym and work out. You can shine on the court if you are able to outrun even the best players. The best players happen to be the best scorers, the best defensive players, and the best team players. To make it in all the categories, you should be in the best physical shape. Do your pushups; do core workouts, jump rope, and jump to increase the vertical leap, and so on.

Dribble

There are coaches that will tell you to only dribble using the fingertips. However, if you are keen about the greatest players today, you will notice that they make use of the whole hand as well. When doing moves that are more advanced during the game, you can find out what works for you and what does not and therefore you will be able to concentrate more on that.

Shooting skills

This is something that you really need to do. The best shooters in the game should be emulated and then you need to model the actions that they engage in. Shooting skills are best practiced with some music on. You do not have to be standing for this; you can lie down and simply shoot in the air. You also need to do some free throws until you have perfected it.

When shooting, you should use BEEF. This simply means:

B: balance. Ensure that you are well balanced and then shoot.

E: eyes. The eyes need to be on the basket as you shoot

E: elbow. The elbow should be towards the body as you shoot

F: follow through. Make sure that you do follow through with the shot. The shooting hand should be like one reaching into a jar.

Concentrate as you shoot too. You need to focus on the area where the ball is meant to go. Do not concentrate too much on the people around you. This goes hand in hand with awareness. When you are aware of the other players and the options as well as plays that are possible, you will be very precise when you shoot.



Source by Shalini Madhav

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Facing the 4th Industrial Revolution With Confidence

We are all facing the 4th industrial revolution and this will cause much anxiety to workers and job-seekers who feel that getting a dream job will be out of their reach. They may feel that their prized jobs may be taken over by robotics and automation. This will send many of them into a sense of helplessness and even self-denial.

Are we now in the midst where robots start to seize the new workplace and be more desirable as employment prospects as compared to their human counter-parts?

Are we facing a cold and desensitised workplace that may no longer dwell on innovation and creativity?

Here are some tips to face this new workplace.

Research

You must take a deep interest in the development of your industry. You can start by reading the latest news online or attend conferences by industry-experts.

Certification

You have to find out if you have obtained the required industry-recognised certification to continue working. If you are unsure, you should seek the advice your relevant trade association or mentors.

Understand your job scope

This is the best opportunity to re-look and analyse your job scope. With this in your mind, do reflect if your knowledge of all the intricate processes have been thoroughly updated. Are you fully-competent about the entire running of your specific industry?

Automation

After a thorough analysis of your particular industry, be open-minded enough to decide which part of your job scope can be totally automated. That’s right. You heard me right.

It is better for you to face the inevitable and try to study which area of your current job will be removed from your daily work processes. Preparation is key to prevent over-reaction.

Quantification

You should also try to quantify the newly-revised time that is allocated to you to finish your original work. Then you have to see how you can expand your responsibilities or have shorter working hours.

Job Redesign

This can be your best opportunity to look at a job redesign and perhaps see how your job is relevant in the whole organisational process. In this way, you may find that there may be a need to change the main location of your work to further harmonise with the entire work process. This will cause you to use less effort and be more productive within working hours.

Skills Upgrade

After your expected job redesign, you have to be proactive in researching about the new skills that will be needed for you to adapt to the new workplace. You have to be constructive and future-oriented in locating the proper new skills and how your company is able to pay for your full training fees. Of course, in return you may have to sign a bond to stay with your company for a given period of time.

Remuneration

You have to find a good time to discuss with your HR about how you hope to be remunerated. This is very crucial because the HR may be using outdated KPI to judge your productivity. In the past, this will result in you having salary that is way too little.

Open-minded

Let’s face it. You are now in the age of disruption where change is the norm, not the exception. Thus, you must be willing to be adaptable and open-minded not to be too stubborn in using old thinking to complete the job. It is no longer business as usual.

Different generational forces

You are now part of a workplace that has different generational forces with unique biasness and experiences. Keep the dialogue going to be knowledgeable about the specific terms of your employment contract.



Source by Colin Ong

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Indiana Employment Law: An Overview of the Wage Payment Statute and the Wage Claims Statute

A topic in Indiana employment law that recently has generated some interesting debates involves the Wage Payment Statute under Ind. Code. 22-2-5 and the Wage Claims Statute under Ind. Code. 22-2-9. Both of these statutes govern the options available to an employee who believes his or her employer has failed to pay wages owed. However, it is important to know the differences between the two statutes.

First, the Wage Payment Statute governs the time within which employers must pay wages to their employees. If an employee assigns a wage payment claim to the Department of Labor (“DOL”) and the DOL accepts that assignment, the employee cannot bring a lawsuit under the Wage Payment Statute, unless the DOL ratifies, is substituted, or joins the employee’s lawsuit.

Second, Wage Claims Statute concerns disputes over the amount of compensation. Claims under the Wage Claims Statute must be filed with the DOL. After filing an application with the DOL, a waiver or referral must be requested from the DOL or the Attorney General’s Office (“AGO”) so the employee’s attorney can proceed with the lawsuit.

Submitting an application to the DOL is relatively easy. Normally, the employee’s attorney will handle the process and submit the application using forms provided by the DOL. Otherwise, an application for wage claim can be filed online through the DOL’s website.

It is important to discuss with an attorney or the DOL, if the employee does not have an attorney, the various requirements regarding filing an application. For example, the DOL will refuse to process the application if the employee’s basis is minimum wage, overtime, holiday pay, or sick pay. Additionally, the DOL will not process the application if the employer has filed for bankruptcy is not located in the State of Indiana. Also, if you performed the work as an independent contractor, the DOL will not process the application. The DOL will only process applications if the claim is between $30.00 or $6,000. In all other situations, the employee will need to retain an attorney.

The Indiana Supreme Court recently addressed the Wage Claim Statute and the Wage Payment Statute in the case Walczak v. Labor Works – Fort Wayne LLC, 983 N.E.2d 1146 (Ind. 2013). This decision clarified what claims are to be brought under the Wage Payment Statute, as opposed to the Wage Claims Statute.

The Walczak case turned on the meaning of “separated from the pay-roll” as that term is used in the Wage Claims Act. The supreme court found that the issue was truly jurisdictional; if the worker was involuntarily separated from the payroll, the trial court had no jurisdiction over her claim, but if she voluntarily left her employment, the trial court did have jurisdiction.

The supreme court concluded that when an employee who did not leave her job on her own terms made a claim for wages, it made sense to subject her claim to administrative review before it may proceed directly to court. A day labor employee was not separate from the pay-roll for the purposes of the Wage Claim Act unless that employee had no immediate expectation of possible future employment with the same employer. The worker did have such an immediate expectation. She continued to work for the agency on a sporadic basis for the next four weeks. The worker was not separated from the pay-roll and need not comply with the requirements of the Wage Claims Act.

The Walczak case extended the law and held that “[w]hen an employee who did not leave her job on her own terms makes a claim for wages, it makes sense to subject her claim to administrative review before it may proceed directly to court.” An employee is not separated from the payroll for the purpose of the Wage Claims Act unless than employee has no immediate expectation of possible future employment with the same employer.



Source by Nathaniel Hubley

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Singapore Upholds Work-Life Harmony for Its Global Talent Pool

Singapore is a global business hub that boasts of established infrastructure, government, easy Singapore company registration process, and effective business policies. It is also dubbed by the World Economic Forum as the most competitive economy in Asia.

This world-class city state has become the ideal choice of many multinational companies, aside from almost 189,000 small and medium enterprises as reported by the Department of Statistics Singapore, as their base location. Singapore is thus world-renowned as business ventures’ jump-off point into other emerging Asian markets.

Singapore’s economy is not the only one doing all the hustle and bustle, but most especially its skilled workforce. One in five employees works for eleven or more hours daily based on an online poll from Regus a few years back. This online global survey conducted by an international business company Regus also showed that 19 per cent of the 95 respondents were working for 11 hours or so every day.

Singapore respondents were mostly comprised of professionals, with almost 20 percent business owners and senior corporate professionals. The result was 9 percent higher than the global average, and also 5 percent more than the score of the second ranking Japan.

In light of this unhealthy work norm, the Ministry of Manpower in Singapore has positioned work-life harmony as a competitive advantage and encouraged locally registered businesses to promote this in their workplace. The Ministry of Manpower has acknowledged the need for employees to spend more time with family in order to lead a higher quality and balanced life. This key area is prioritized in order to increase the productivity and promote well-being among Singaporean workers.

It is also considered an investment for companies as organizations benefit from work-life harmony through talent retention, employee engagement, reduced health-related expenses, and better customer service.

The Ministry of Manpower has ensured that companies registered in Singapore can easily access toolkits and resources for achieving work-life balance. Aptly called as ‘Work-Life Strategies Tool Kit’, this offers clear-cut strategies based on three approaches, which are flexible work arrangements, enhanced leave benefits, and employee support schemes. Flexible work arrangements allow employees to manage both their personal needs and work responsibilities by giving them the option to clock in during their preferred time. Options include staggered start and end time, shift-swapping, employees’ choice of day off, and flexi-shift among others. Enhanced leave benefits allow workers to have special days off such as First Day of School Leave for their children, Study/Exam Leave for those who pursue post-graduate studies, or even Career Break Leave for those who crave leisure. Meanwhile, employee support schemes involve a long list of benefits such as Bring Children to Work Day, Health and Wellness Programme, Fruits Day, Scholarships, and Eldercare Subsidies to name a few. Almost 50% of companies in Singapore provide at least one flexible work arrangement based on Ministry of Manpower’s biennial employment survey last year. It’s also found that 89% of the companies allowed compassionate leaves for their staff, while 71% granted marriage leave. Most of the leaves given were related to parental care, childcare, and studies.

Aside from crafting the three-pronged Work-Life Strategies Tool Kit from Employer Alliance, the Singapore government also provides funding schemes for companies to implement policies. WorkPro, or the Work-Life Grant for Flexible Work Arrangements (FWA) offers two options of financial support. The Developmental Grant is given to companies to cover part of the costs in piloting projects related to FWA. This can cover up to SGD 40,000 per organization. Another funding option is called FWA Incentive where a company can avail up to a maximum of SGD 120,000 to enhance existing schemes and increase the number of employees that benefit from FWA.

Beyond the strategy plans and project funding, Singapore’s commitment to work-life harmony extends to the establishment of Smart Work Centres in the city. These are located in residential areas and easily commutable with public transportation. They have been set up last year at Toa Payoh Public Library, Jurong Regional Library, and Geylang East Public Library, offering complete office amenities with work stations, meeting rooms, and a pantry for a nominal monthly rent. These productive spaces present a convenient and flexible work arrangement near the employees’ home.

Singapore is not just a place with the highest ease of doing business, as the World Bank 2015 Report says. It is not surprising that this country is also identified as the number one in Asia on the Mercer 2015 Quality of Living Survey. This top-ranking city-state’s economy doesn’t just support business operations. Most importantly, it takes care of its most valuable asset-the Singaporean workforce.



Source by Anna C