With the recent Little India Riot, Singapore and the Ministry of Manpower (MOM) have been on high alert with regards to foreign talent.
What sparked such violent behaviour?
Could it be that these foreign workers are unhappy with their employers?
Can an employer ever be a hundred percent certain that any employee dissent is addressed?
To begin with, what is an employer’s responsibilities when employing foreign manpower? And what can an employer do to ensure that the employee’s welfare is well taken care of as well? If you intend to employ foreign workers, this is the first thing you need to be aware of – Amendments to the Employment of Foreign Manpower Act. In summary, “The Employment of Foreign Manpower Act (EFMA) prescribes the responsibilities and obligations pertaining to the employment of foreign workers. The EFMA was last amended in 2007.”
Also, all “non-residents must hold a valid work pass before they can work in Singapore. Employers who hire foreigners without valid work passes can be prosecuted under the Employment of Foreign Manpower Act.” Find out more here.
For more information on employing foreign workers, read more here.
To keep your employees happy with their jobs, the least that can be done is to provide them with a safe working environment and fundamental training before they settle into their roles. As with The Workplace Safety & Health Act, it emphasizes the importance of putting in place practical measures for all stakeholders to ensure the safety and health of everyone who enters and remains in the environment where work is carried out.
For Training, you can have a better idea from the WSH Competency Standards.
In a work environment, every individual should take responsibility for their safety and health. But employers have the biggest responsibility of ensuring that their employees are well looked after for not only optimum efficiency and productivity, but an overall desirable working environment.