25 10 月, 2022

Yew Lee Proposes Bonus Warrants and ESOS

IPOH, Malaysia, Oct 25, 2022 - (ACN Newswire via SEAPRWire.com) - Yew Lee Pacific Group Berhad (Bursa: YEWLEE, 0248), an established manufacturer principally involved in the manufacturing of industrial brushes as well as trading of industrial hardware and machinery parts, today proposed to undertake a bonus issue of warrants and the establishment of an employees' share option scheme (ESOS) to reward existing shareholders as well as recognise contribution of eligible employees.Mr. Ang Lee Leong, Managing Director of Yew LeeThe proposed bonus issue of warrants will involve 1 warrant for every 2 existing ordinary shares in Yew Lee held by the entitled shareholders or the issuance of 266,217,800 warrants based on the total issued share capital of Yew Lee of RM67,530,363 comprising 532,435,600 ordinary shares as at the latest practicable date (LPD) of 3 October 2022.The proposed ESOS to be issued will not exceed 30.0% of the total number of issued shares for eligible employees and directors of Yew Lee and its subsidiaries.Mr. Ang Lee Leong, Managing Director of Yew Lee, said, "We want to reward existing shareholders for their support by enabling them to participate in warrants that come at no cost to them, and which are tradeable on the ACE Market of Bursa Securities Malaysia Berhad. It also allows them to increase their equity participation in the Company's shares at a pre-determined exercise price over the tenure of the warrants and, benefit from any potential capital appreciation of the warrants.""The proposed ESOS is to recognise the contribution of eligible employees and at the same time, is part of the Company's plan to develop and expand our human capital. The ESOS will allow us to align the long-term interests of eligible employees with those of shareholders to help achieve Yew Lee's business objectives."M&A Securities and Eco Asia Capital Advisory Sdn Bhd have been appointed as the principal adviser and financial adviser, respectively to the Company in relation to the proposals, which are expected to be completed by the first quarter of 2023.Yew Lee Pacific Group Bhd: 0248 [BURSA: YEWLEE], https://yewlee.com.my/ Copyright 2022 ACN Newswire. All rights reserved. (via SEAPRWire)

9 3 月, 2022

Toyota Supports Humanitarian Efforts to Help Ukraine Emergency Situation

BRUSSELS, BELGIUM, Mar 9, 2022 - (JCN Newswire via SEAPRWire.com) - Like everyone around the world, Toyota is watching the ongoing developments in Ukraine with great concern for the safety of people of Ukraine and hopes for a safe return to peace as soon as possible.Toyota has started to provide humanitarian assistance to those who are suffering. This includes direct assistance to Toyota�s Ukrainian employees and their families and to Ukrainian refugees, as well as corporate donations up to approximately 2.5 million euros.1. Support for Ukrainian employees and their families- More than 1700 Ukrainian employees work in Toyota�s European entities, mainly in countries neighbouring Ukraine, such as the production plants in the Czech Republic (TMMCZ) and Poland (TMMP). Since the early days of the conflict, Toyota employees at TMMCZ and TMMP, with company support, set up transportation, shelter, and access to medical services, as well as administrative support to families of Ukrainian employees forced to flee Ukraine.- A Toyota Humanitarian Aid Fund was established to provide relocation support, including accommodation and meals, to Ukrainian employees and their families. Employees of Toyota throughout Europe can make donations to this fund, which will be matched by the company.2. Support for the affected populations in Ukraine and countries in the regiona) Donations to the Red Cross and UNHCR, the UN Refugee Agency- Toyota Motor Corporation (Japan) will donate 500,000 euros to UNHCR.- In addition to the Toyota Humanitarian Aid Fund, employees of Toyota�s European entities (national distributors, manufacturing plants, and other support companies) are encouraged to donate through a pan-European fundraising campaign to either the Red Cross or UNHCR.- For donations by employees to either the corporate fund or the Red Cross and UNHCR, every euro donated through the campaign will be quadrupled through a corporate donation of maximum two million euros by a group of Toyota�s European entities: Toyota Motor Europe, Toyota Financial Services, Toyota Insurance Management, Toyota Connected Europe, and KINTO Europe.b) In-kind donations and employee pro-bono activities- Toyota employees are also volunteering their support for the provision of temporary housing in Poland, Hungary, Slovakia, Romania, and other countries, and to provide language interpretation for refugees.- To further enable the above, Toyota Motor Europe (TME) is allowing up to 40 paid hours per member to participate in these activities via its pro-bono volunteering program- Several employees of Toyota in Europe are also working full-time to help organise a scheme matching refugees with hosts and on logistics.Toyota Motor Europe is responsible for all Western, Central and Eastern European countries including Turkey and Russia as well as Israel and a number of Central Asian markets (Armenia, Azerbaijan, Georgia, and Kazakhstan). Copyright 2022 JCN Newswire. All rights reserved. (via SEAPRWire)

8 3 月, 2022

Human Resource Initiatives Bolster Fujitsu’s Status as DX Leader

TOKYO, Mar 8, 2022 - (JCN Newswire via SEAPRWire.com) - Fujitsu today announced its plans to strengthen its status as a leading digital transformation (DX) company that drives DX both in its own and customers' businesses with the aim of realizing a sustainable society.Amidst an ever-changing business environment and growing demand for talent with the skills needed to thrive in the digital age, Fujitsu continues to offer new ways to empower its employees to take ownership of their career development, enhancing the mobility of talent throughout the Group to quickly and optimally allocate the right people to the right positions. Fujitsu also provides employees with opportunities for continued growth, such as a group-wide posting program and a system that supports reskilling of its talent. Fujitsu also actively hires on a rolling basis through its new graduate and mid-career recruitment activities.1. Program to transform talent into "business producers"Fujitsu implemented a system to support employees with training programs to raise and change their skills and to visualize the skills of its approx. 8,000 sales personnel in Japan, aiming to foster the development of "business producers" responsible for creating new value in cross-industry sectors, rather than filling vertical, industry-specific sales positions.Going forward, business producers, who are in direct contact with customers, will play a central role in accelerating Fujitsu's transformation into a DX company.2. Assigning the right people to the right positionsIn fiscal 2020, Fujitsu introduced a job-based human resources system for all manager-class people and up and a group-wide job posting system that allows Group employees that are located in Japan to take on new job positions on their own initiative. In fiscal 2021, approximately 2,000 employees that are located in Japan were transferred or relocated through this group-wide system.Fujitsu also supports the diversification of careers by utilizing its expertise and experience in responding to job offers from outside the Group, and also offers a system to support employees seeking career course redirection outside of the Fujitsu Group at their own request.3. Expansion of the temporary "Self-Produce Support System"As one of the measures to accelerate the optimal allocation of human resources, Fujitsu expanded the existing "Self-Produce Support System"(1), a temporary system to support employees seeking career course redirection outside of the Fujitsu Group. By February 28, 2022, 3,031 employees (full-time employees or those re-employed through the post-retirement re-employment system) mainly 50 years of age or older and employed at Fujitsu or Fujitsu Group companies in Japan had applied for this support.4. Financial impact of the above initiativesThe expansion of the temporary "Self-Produce Support System" is expected to involve a non-recurring expense of 65 billion yen. This expense is recorded in the consolidated financial results for the fiscal year ending March 2022. Accordingly, the full-year consolidated forecast has been revised as follows.(1) Self-Produce Support System :A system that provides a certain level of support to employees who seek career course redirection outside of the Fujitsu Group.About FujitsuFujitsu is the leading Japanese information and communication technology (ICT) company offering a full range of technology products, solutions and services. Approximately 126,000 Fujitsu people support customers in more than 100 countries. We use our experience and the power of ICT to shape the future of society with our customers. Fujitsu Limited (TSE:6702) reported consolidated revenues of 3.6 trillion yen (US$34 billion) for the fiscal year ended March 31, 2021. For more information, please see www.fujitsu.com.For more information, visit bit.ly/3CwqscA. Copyright 2022 JCN Newswire. All rights reserved. (via SEAPRWire)

15 2 月, 2022

Fujitsu Honored with the Mayor’s Award 2021 as an “Osaka City Leading Company in Women’s Participation,” Receives First Prize in Large-Scale Enterprise Category

TOKYO, Feb 15, 2022 - (JCN Newswire via SEAPRWire.com) - Fujitsu today announced that it has been recognized with the Mayor's Award as an "Osaka City Leading Company in Women's Participation" in the Large Enterprise category.Osaka City certifies companies that are making outstanding efforts in providing women with a comfortable work environment under its "Osaka City Leading Companies in Women's Participation and Advancement" scheme. Evaluation criteria include factors such as the ratio of female employees in managerial positions, measures to support work-life balance and measures to encourage male employees to take childcare leave. Fujitsu received a 2-star verification.The Mayor's Award is an annual award given to companies that have achieved 2-star verification and have made particularly outstanding efforts. Fujitsu was awarded the First Prize for its outstanding efforts to promote the empowerment of female employees in the Large Enterprise category in 2021.Fujitsu is promoting diversity and inclusion based on the Fujitsu Way(1) and has defined its vision, strategic goals, and priority areas to realize its goal of building an inclusive culture under the slogan "Be Completely You". As one of these priority areas, Fujitsu is promoting respect for diversity and gender equality by establishing an executive sponsor to support gender issues, holding events related to International Women's Day, supporting all employees in balancing childcare or nursing care, and holding career workshops for female members who aim to apply for managerial positions. Going forward, Fujitsu will continue to focus not only on gender issues, but also on a wide range of topics including LGBT+, health and disability, support of diverse cultures and ethnicity, as well as innovative work styles, diverse communication styles, multi-culturalism and will conduct various inclusion initiatives to harness individual diversity.Evaluation points (excerpt from Osaka City press release)In order to encourage the promotion of women in executive and managerial positions, Fujitsu has implemented training programs focused on cultivating a challenging mindset through dialogue with management and female leaders, and has achieved results in increasing the ratio of women in executive and managerial positions.To eliminate concerns and questions about childbirth and childcare leave for employees and to promote understanding among the people around them, Fujitsu is holding seminars to explain the support system to balance work with childcare to all employees as well as panel discussions for employees who have taken childcare leave. By fostering a corporate culture that promotes diverse working styles, the rate of men taking childcare leave has increased notably.To encourage men to participate in childcare, the number of days of "maternity and childcare support leave" that spouses and partners can take before and after childbirth with 100% wage compensation has been increased from 5 days to 20 days, contributing to an improvement in male employees' attitudes about playing an active role in childcare and alleviating the anxiety related to income and career development associated with taking childcare leave.(1) Fujitsu Way :Composed of three principles: the raison d'etre of the Fujitsu Group in society ("Purpose"), important values for the whole Fujitsu Group, and the principles of how each employee should behave in his or her daily activities (code of conduct).About FujitsuFujitsu is the leading Japanese information and communication technology (ICT) company offering a full range of technology products, solutions and services. Approximately 126,000 Fujitsu people support customers in more than 100 countries. We use our experience and the power of ICT to shape the future of society with our customers. Fujitsu Limited (TSE:6702) reported consolidated revenues of 3.6 trillion yen (US$34 billion) for the fiscal year ended March 31, 2021. For more information, please see www.fujitsu.com. Copyright 2022 JCN Newswire. All rights reserved. (via SEAPRWire)

10 11 月, 2021

2021 Digital Etiquette Study Highlights the Rise of the Invisible Workforce

SYDNEY, Nov 10, 2021 - (ACN Newswire via SEAPRWire.com) - The 2021 Digital Etiquette Study by digital transformation experts, Adaptavist, highlights that 48% of Australian workers want to come back to the workplace/office full-time, while 42% favour a flexible/hybrid model. Only 10% of Australians want to be remote full-time. However, as hybrid work increasingly becomes the long-term future for knowledge workers, Adaptavist has found growing despair among employees with the tools and technologies they are using to navigate working remotely, with many left feeling invisible.The Adaptavist 2021 Digital Etiquette Study includes survey responses from 600+ knowledge workers across Australia. (The study also ran in Canada, the UK and US, with a total of 4,454 respondents.)"What this year's Digital Etiquette Study clearly demonstrates is that while hybrid working is the way forward, there is still work to be done to maximise the opportunities that hybrid working can bring to both employees and businesses alike," says Simon Haighton-Williams, CEO of Adaptavist.The Rise of the Invisible WorkforceThis year's Digital Etiquette highlights that organisations need to engage more with their staff if they want satisfied employees. According to the Study, a whopping 72% of Australians say they 'sometimes' or 'always' feel invisible to their colleagues on digital platforms despite their interactions and posts. When asked what improvements they would recommend to management, employees' top four responses were:- 29% say leaders need to show more empathy for employees- 22% want to be asked for employee feedback on the way work has changed post Covid, which tied with a request for transparency of organisational strategy from leadership.- 21% want to be asked for employee feedback on the tools being used.Also, 20% of respondents say management is out of touch with the way work and productivity has changed and when asked what they need, employees were clear. The top answer for Australians was more training and learning opportunities (38%). The second most identified need was better tools, software and hardware to do the job (35%). Thirdly, employees want their managers to be more realistic (34%).When asked about the things they missed most about the pre-Covid work environment, respondents answered the following:- 35% of employees miss working side-by-side with their team- 24% miss chance meetings with colleagues they don't work with directly for social reasons - 24% miss the ability to celebrate success / special events and give and receive recognition.Adds Haighton-Wiliams: "A key learning from the Study is that companies need to communicate and engage more with employees, to better understand how work has changed and what employees need to be more effective and ultimately happier in their work. The last 18 months has driven many organisations and teams apart and distrust has grown, with 37% actively pursuing finding a new job outside of their current organisation. Of those respondents, 66% are looking for another job directly related to how the company responded to Covid-19."Driving Digital DiscontentThe widespread adoption of additional tools to accommodate new work requirements due to the pandemic (57%), has led to new challenges in the workplace including the following key findings:- 56% report spending half an hour or more each day looking for information they need to do their job, such as searching emails or chat conversations- 48% stated that their organisation has too many tools/software requirements - 47% said their organisation has too many tools that perform the same function - 48% claimed they spend too much time navigating between tools to do their job efficiently - 54% are familiar with the term 'task switching' and of those, 60% say they feel they lose time during the day due to switching tasks across digital tools- 34% are familiar with the term 'tool fatigue' and of those, 63% say they lose time during their workday due to tool fatigue.For further insights visit: Adaptavist 2021 Digital Etiquette Study. https://bit.ly/3H6qY2yAbout the Adaptavist Digital Etiquette Study4,454 workers that operate in office-based industries and departments from the US (c. 1,600), UK (c. 1,600) Canada (c. 600) and Australia (c. 600) were surveyed for Adaptavist's 2021 Digital Etiquette study. The survey audience spans part-time employees to c-suite level executives and owners across industries. The research included a breakdown of the various ages of workers: 41% of respondents were 23-38 years old; 39% 39-54; 19% between 55-74; and 1% were 75 years or older.About AdaptavistAdaptavist is a global technology and innovative solutions provider, enabling organisations to boost agility and overcome the challenges of transformational change. Founded in 2005, its team spans over 500 employees globally, with a 13,000+ customer base representing more than half of the Fortune 500.Adaptavist is a Platinum Atlassian Solutions Partner in EMEA and North America, a Platinum Marketplace Partner, and a trusted Slack partner. It offers expert consultancy including SPC-certified SAFe(R) implementation, enterprise apps, training, managed services, and licensing solutions. Adaptavist has also been the recipient of the Queen's Awards for Enterprise, Deloitte's Technology Fast 50, and The Sunday Times HSBC International Track 200 for 2020. Contact information: Richelle GillettGiant Squid Inc for T/F/D+61 418 781 610rg@giantsquidinc.com.au Copyright 2021 ACN Newswire. All rights reserved. (via SEAPRWire)

26 10 月, 2021

askST: Must employers pay for tests for unvaccinated staff who have to report to the workplace?

SINGAPORE - Staff who return to the workplace must be fully vaccinated or have recovered from Covid-19 in the past 270 days, from Jan 1 next year (2022). There are some 113,000 unvaccinated workers in Singapore. Only a small proportion are medically ineligible for the Covid-19 vaccination. Around 14,000 unvaccinated workers are above the age of 60 and at high risk of severe illness or death from Covid-19 infection. These figures were released by the Ministry of Health (MOH) and Ministry of Manpower (MOM) on Saturday (Oct 23), when it announced that only fully vaccinated employees or those who have recovered from Covid-19 can return to the workplace. MOH and MOM noted that 96 per cent of Singapore's workforce had been vaccinated and that 70 per cent of firms had attained 100 per cent vaccination coverage for their employees as at Oct 17. The latest expansion of vaccination-differentiated measures means unvaccinated people will need to test negative for Covid-19 before they can return to the workplace. They will need to pay for these antigen rapid tests, the results of which are valid for 24 hours. Employers who are negligent or wilful in allowing unvaccinated workers to enter the workplace without a valid pre-event test (PET) result will be in breach of safe management measures. Here are some details that businesses need to know about the new rules, according to MOM. Q: Do I need to pay for tests for my unvaccinated employees who need to report to the workplace? A: Unvaccinated staff who are medically eligible for Covid-19 vaccines will have to bear the costs of tests, which can be done at an MOH-approved test provider. Employers should come to reasonable arrangements with pregnant employees on sharing the costs of their tests. Companies are strongly encouraged to give special consideration to pregnant employees' needs and concerns, and should consider supporting them through measures such as allowing them to work from home if they are able to do so, according to a separate advisory by MOM, MOH, the National Trades Union Congress and the Singapore National Employers Federation. Pregnant staff are, however, strongly encouraged to be vaccinated as they will otherwise be at higher risk of complications should they contract Covid-19. They should consult their obstetricians. Q: The unvaccinated workers in my company undergo regular testing twice a week, but need to report to work every day. Do they need to be tested more frequently next year? A: Unvaccinated employees can return to the workplace on the days they take the antigen rapid test and test negative. Additional tests will be required on other days when regular testing is not done and they need to report to the workplace. Q: My unvaccinated worker's test result is not valid for the full duration that he is at the workplace. Is he allowed to remain at work? A: The PET result is valid for 24 hours and must cover the full duration that staff need to be at work. Employees who need to remain at work must obtain a negative result on another test that is valid for the duration not covered by the first test. Q: My employee refuses to disclose his vaccination status. What should I do? A: Employers may treat these workers and prospective staff as unvaccinated when it comes to matters such as accessing the workplace, implementing workforce vaccination measures and bearing additional costs, according to MOM. Companies may ask employees to show their vaccination status through their TraceTogether app and token, HealthHub app or their physical vaccination card. ST PHOTO: KEVIN LIM Q: How do I check employees' vaccination status? A: Companies may ask employees to show their vaccination status through the TraceTogether app and token, HealthHub app or physical vaccination card. Q: My foreign employee was declared medically ineligible for vaccination in his home country. Can I accept that as proof of him being medically ineligible? A: Such workers will need to be certified medically ineligible for the vaccines under Singapore's national vaccination programme by a registered doctor here. Q: Can I require potential hires to be vaccinated? A: Yes, companies can require potential employees to be vaccinated while recruiting them or in job advertisements. Q: Do vaccinated employees need to be tested before they enter the workplace? A: Companies must comply with existing regulations for testing vaccinated employees. If there are no such requirements, employers are still encouraged to regularly test vaccinated employees who return to the workplace, as well as bear the costs of tests for these employees. More on this topic Related Story Living with Covid-19: New domestic, border measures announced on Oct 23 Related Story 3 'brakes' needed to control spread of Covid-19 in S'pore Q: Do visitors such as customers and clients also need to be vaccinated? A: Visitors to workplaces are typically transient in nature, so they are not subject to workforce vaccination measures. Self-employed individuals - including delivery drivers, private-hire drivers and real estate agents - are generally also exempted from these measures because many of them do not have fixed workplaces. However, owners of premises should implement the measures for self-employed people who work regularly at these places. Non-employees - such as independent contractors and vendors - need to comply with the workforce vaccination rules if they work in the same place as other staff. Related Stories: Related Story China on high alert as Covid-19 outbreaks linked to domestic tourists spread Related Story S'pore's Covid-19 measures to be extended till Nov 21, to be reviewed at 2-week mark Related Story What you need to know about the new Covid-19 Delta Plus variant AY.4.2 Related Story Ed Sheeran says he has tested positive for Covid-19 Related Story Small needles, short queues and few tears - Biden's plan to vaccinate young children Related Story Street gangs may hold key to New Zealand hitting 90% Covid-19 vaccination rate target Related Story Will new Covid-19 treatments prove to be as elusive for poor countries as vaccines? Related Story What scientists know about the risk of breakthrough Covid-19 deaths Related Story What the future holds for the coronavirus and us Related Story Why some nations have deadlier outbreaks with the same Covid-19 vaccines

20 7 月, 2021

Action taken against 66 firms over Covid-19 breaches: MOM

SINGAPORE - Enforcement action has been taken against 66 firms which did not comply with Covid-19 workplace safe management measures. This comes after the Ministry of Manpower (MOM) received more than 3,500 cases of feedback relating to workplace safe management measures. The ministry has been receiving such feedback since the start of phase two (heightened alert) on May 16, when employers were required to implement work from home as the default arrangement. All employees whose roles can be performed at home must do so. The most common violation of safe management measures at workplaces is failing to ensure that employees who are able to work from home do so, the ministry said, noting that companies which violate such measures can be fined, or even ordered to cease operations for serious breaches. When employees are in the office, they must also observe a safe distance of at least 1m. Social gatherings at the workplace are not allowed, and employees must take their meal breaks individually and at staggered times. Clear safe distancing markers should also be placed at common areas to reduce crowding, especially during peak hours. In a Facebook post on Tuesday (July 20), MOM noted how some of this feedback could have been avoided if employers had made adjustments to allow their employees to work from home or communicated their operational needs clearly. The ministry reminded employers that work-from-home remains the default. MOM said: "With the number of locally transmitted cases on the rise, limiting interactions in public spaces such as workplaces is critical to reducing the risk of Covid-19 transmission." Employers should clearly explain to their employees if they are required to be back at the workplace. This applies to those who are unable to work from home due to the nature of their work or who must return to the workplace on an ad hoc basis for work. Employees are also encouraged to clarify their concerns with their employers. "We need everyone's cooperation to break the chains of transmission and keep Singapore safe and healthy," said the ministry. More on this topic Related Story S'pore to tighten Covid-19 measures from July 19: What you need to know Related Story Work from home to remain default in S'pore, employers urged to be more flexible

12 7 月, 2021

Sri Trang Group accelerates Covid inoculation program

BANGKOK, Jul 12, 2021 - (ACN Newswire via SEAPRWire.com) - Pressing ahead with its campaign to provide inoculation to all Southeast Asia based employees of the Sri Trang Group of Companies against Covid-19 with Sinopharm vaccine, provided by the Chulabhorn Royal Academy, Sri Trang Gloves (Thailand) PCL (SET: STGT) reached its goal of 100% jabs for its entire workforce of 11,000 employees in production plants and Southeast Asia offices. The second jabs will be given at the end of July. Other companies in the group will continue their inoculation programs where permitted until the goal is achieved, demonstrating the group's commitment to employee welfare.Most recently, Veerasith Sinchareonkul, Executive Director of Sri Trang Agro-Industry PCL (STA), and Jarinya Jirojkul, CEO of Sri Trang Gloves (Thailand) PCL, pledged to implement the group's ESG policy, which pays special attention to sustainability in business while treating employees with fairness in accordance with human rights and transparency principles. The companies have launched the Covid-19 vaccination program for all Southeast Asia based employees and their family members as well as select employees of suppliers and trading partners.At the same time, the Sri Trang Group will earnestly continue to acquire additional doses of alternative vaccines for its employees and families in Thailand and abroad, as well as select members in its supply chain, to build confidence for all concerned and to help these countries overcome the current Covid-19 crisis as soon as possible.For more information, visit Sri Trang Gloves (Thailand) PCL at https://www.sritranggloves.com/en.Released by Public Relations Dept., MT Multimedia Co., Ltd. for Sri Trang Gloves (Thailand) PCLWasana "Jeab" Wongsiri, Tel: +66 84 359 0659, wasana.w@mtmultimedia.comSri Trang Gloves (Thailand) PCL (SET: STGT) (SGX: STGT)Sri Trang Agro-Industry PCL (SET: STA) (SGX: STA) Copyright 2021 ACN Newswire. All rights reserved. (via SEAPRWire)

9 7 月, 2021

More local workers sought help on salary disputes, wrongful dismissals amid Covid-19

SINGAPORE - More local workers sought help from the authorities for disputes with their employers on owed salaries and wrongful dismissals last year, amid the pandemic. Latest figures published on Friday (July 9) showed the incidence of employment claims and appeals lodged by local employees had gone up from 2 per 1,000 employees in 2019 to 2.17 per 1,000 employees in 2020. Most were salary claims, and more commonly found in the accommodation and food services, information and communications, and construction industries. Some of these sectors were more severely affected by the circuit breaker and movement restrictions, which could have given rise to disputes over basic pay. About 59 per cent or 5,142 of the total 8,697 employment claims and appeals lodged with the Ministry of Manpower (MOM) and the Tripartite Alliance for Dispute Management (TADM) last year were from local employees. In contrast with local employees, however, the incidence of employment claims by foreign employees fell sharply, from 5.13 claims per 1,000 employees in 2019 to 3.61 last year, according to the data from MOM and TADM. In contrast with local employees, however, the incidence of employment claims by foreign employees fell sharply, from 5.13 claims per 1,000 employees in 2019 to 3.61 last year, according to the data from MOM and TADM. This had the effect of pushing down the overall incidence of employment claims from 3.04 claims per 1,000 employees in 2019 to 2.59 per 1,000 employees in 2020. Salary claims made up some 83 per cent of the complaints, and dismissal claims some 15 per cent. When asked, MOM and TADM declined to provide a further breakdown on the types of claims made by local and foreign employees in 2020, and the comparable figures for 2019 and 2018. Salary claims among local workers rose in 2020 Salary claims were less prevalent overall in 2020, falling from 2.68 per 1,000 employees in 2019 to 2.15 last year. But among local employees, the prevalence of salary claims increased, from 1.53 per 1,000 local employees in 2019 to 1.61 in 2020. Among foreign employees, the incidence of such claims fell from 4.98 claims per 1,000 foreign employees in 2019 to 3.47 in 2020. Industries with the highest incidence of salary claims among foreign employees were arts, entertainment and recreation, accommodation and food services, as well as construction. “One important reason for the improvement is MOM’s enhanced measures to detect and arrest salary issues among foreign employees since the onset of the Covid-19 pandemic,” said MOM and TADM. More on this topic Related Story Tafep should be given 'more teeth and bite' to boost fair hiring practices in S'pore: Labour MP Related Story 170 nationality discrimination cases handled by Tafep on average annually in last 3 years The authorities said that about 84 per cent of salary claims were resolved within two months at TADM, with the remaining 16 per cent referred to the Employment Claims Tribunal (ECT) for adjudication. “This is slightly lower than the 87 per cent figure in 2019 as mediated settlements were more challenging to arrive at due to more employers facing financial difficulties,” said MOM and TADM. The weak economic climate made it more difficult for parties to agree on the payment terms, they noted. Nevertheless, about 92 per cent of employees managed to fully recover their owed salaries with the help of the tripartite alliance and the tribunal. Of the remainder, slightly more than half recovered their salaries partially, in cases where employers were unable to make full payment because of financial difficulties. MOM and TADM said they helped these workers recover part of their owed salaries through other means, such as security bond insurers or main contractors, or from financial assistance schemes. The remaining three percentage points of employees did not recover any salary. They were mostly “higher income earners” and did not qualify for financial relief. In total, MOM and TADM recovered $15 million in owed salaries in 2020, a decline from the $29 million recovered in 2018. Figures for salaries recovered in 2019 are not available. MOM and TADM said they recovered $23 million in the 18-month period from January 2019 to June 2020, but did not give a breakdown. More on this topic Related Story What can you do if a potential employer discriminates against you, including over your age? Related Story How Tafep dealt with unfair hiring and retrenchment practices Wrongful dismissal claims remained low In the second half of 2020, the incidence of wrongful dismissal claims stabilised after a spike in the second quarter. Overall, the incidence rate remained low at 0.39 claims per 1,000 employees. However, it was slightly higher among local employees at 0.5 claims per 1,000 local employees compared to 0.14 claims per 1,000 foreign employees. "Not all employees who seek compensation or reinstatement by lodging dismissal claims were dismissed wrongfully. Some of these claims had arisen due to poor communication by their employers," said MOM and TADM. As such, only about 26 per cent of all wrongful dismissal claims were assessed to be substantiated, and the remaining 74 per cent were unsubstantiated. More on this topic Related Story Cases of false declaration of Singapore migrant workers' salaries rising, says NGO

2 7 月, 2021

Fujitsu Reports Rapid Progress in First 100 Days of UN Aligned SDG Communities Initiative

TOKYO, Jul 2, 2021 - (JCN Newswire via SEAPRWire.com) - Fujitsu today reports rapid progress with its new SDG Communities (1) global initiative to support the United Nations' Sustainable Development Goals (SDGs), which consist of 17 global goals designed to achieve a better and more sustainable future for all.More than 30,000 Fujitsu employees worldwide have become eligible to participate following the start of the SDG Communities program in February. To get involved, employees choose one or more SDGs that they find personally motivating and then join a virtual global SDG Community to collaborate with colleagues across the world to support a common cause.After its first 100 days, the Fujitsu SDG Communities initiative is gaining strong momentum.- Since launch, employee participation has grown by more than 90%, and over 2,000 employees are now actively involved. The initiative has also gained recognition within Fujitsu for its empathy in terms of driving internal cultural change.- The UN SDGs within Fujitsu's program with the highest number of sign-ups, in order of popularity, are Good Health and Well-Being (SDG 3), Quality Education (SDG 4), Zero Hunger (SDG 2), and No Poverty (SDG 1).- At the start of April, Fujitsu encouraged cross-pollination in SDG Communities by inviting all employees worldwide to share the best volunteering activity they have been involved with and why it made such a significant impact. SDG Communities members voted for their favorite example, with the winning charity chosen by each of the 17 Communities receiving a US $500 donation from Fujitsu (2).- In support of SDG 12 (Responsible Consumption and Production), Fujitsu organized a global webinar about reducing plastic waste, attended by 100 SDG Community members.- Fujitsu is facilitating continuing virtual discussions about health innovations, bringing together employees from across the globe to share what is happening in their regions regarding SDG 3 (Good Health and Well-Being).Around the world, Fujitsu employees are encouraged to take part - including all eight of Fujitsu's Global Delivery Centers (GDCs) in China, Costa Rica, India, Malaysia, Philippines, Poland, Portugal, and Russia (3). The GDC in Malaysia is the first to reach 30% employee participation, and three more - India, The Philippines and Portugal - are close to this milestone.Fujitsu has also moved swiftly to extend the program to its business regions. Fujitsu America (FAI) led the way, followed by the Central and Eastern Europe region (CEE). Fujitsu Asia has committed to introducing the program in countries including China, Hong Kong, the Philippines, Thailand and Vietnam. In addition, rollout in Finland and across the Oceania region (Australia and New Zealand) is imminent. Fujitsu is also promoting this activity in Japan in a spirit of cooperation with efforts underway globally, aiming to create a culture change mindset in which social issues become personal issues.SDG Communities show how collaboration can address the world's most pressing challengesThrough this initiative, Fujitsu believes its employees are empowered to make a difference. As a result, employees become even more engaged and fulfilled by the intrinsically rewarding nature of contributing positively to society. In terms of customer impact, higher employee engagement is leading to more customer-centricity and better customer outcomes. There is also the opportunity to connect with customers and partners over shared strategic interests and collaborate to benefit society and the planet.Fujitsu believes that responsible business activities should be a part of every employee's day-to-day role. It has developed and introduced the initiative as part of its Purpose of making the world more sustainable by building trust in society through innovation. SDG Communities create a highly tangible expression of this vision, harnessing the enthusiasm and energy of employees within the Fujitsu organization to make meaningful progress towards the UN's SDGs. Communities demonstrate the spirit of collaboration between civil society, governments and companies to support shared SDGs. The UN considers the SDGs the best means the world has to collectively address global challenges related to poverty, inequality, climate change, environmental degradation, peace and justice, and many more. Virtual communities are encouraged to share and collaborate without frontiers while taking responsibility for making a positive difference to society.Sarah-Jane Littleford, Head of Responsible Business, Fujitsu Global Delivery, says: "Fujitsu's SDG Communities have achieved a remarkably rapid start and are now engaging with the key challenges facing the world, as defined by the UN. While meeting these challenges is vital for the world, the SDG Communities bring wider benefits too. They enable our people to share knowledge, ideas and actions in pursuit of shared goals. They provide the ideal framework for our people to bring a sense of responsible business into what we do every day. And as a result, we believe Fujitsu employees are healthier, happier and more productive, thanks to a sense of community, organizational identity, and purpose."Part of a bigger picture of a Responsible BusinessAround the world, Fujitsu employees are already deeply involved in community initiatives, such as volunteering with the nonprofit international development organization SOS Children's Villages in the Philippines, collaborating with local children's non-governmental organization Słonie na Balkonie in Poland, and supporting the wellbeing and education of hundreds of children in India through the support of the nonprofit school lunch program Akshaya Patra.(1) The internal name SDG Communities includes a kanji character for the Japanese word Kizuna, which means a connection or spiritual bond in a social context. This highlights Fujitsu's Japanese heritage and its strong history of being a responsible business and its objective for the project - to connect people, ideas, and actions.(2) In May 2021, Fujitsu donated to 13 charities worldwide, from Uganda to India to Poland, making a significant positive impact in collaboration with these local organizations.(3) Fujitsu Global Delivery combines diverse geographic strengths with the best of Fujitsu's broad technology capabilities, deep industry expertise and provides 24/7 global services. The Global Delivery has a continuous focus on upskilling teams, continuously improving practices, and embedding Agile principles into every element of service delivery, helping customers overcome challenges in real-time.Fujitsu's Commitment to the Sustainable Development Goals (SDGs)The Sustainable Development Goals (SDGs) adopted by the United Nations in 2015 represent a set of common goals to be achieved worldwide by 2030. Fujitsu's purpose -- "to make the world more sustainable by building trust in society through innovation"--is a promise to contribute to the vision of a better future empowered by the SDGs.About FujitsuFujitsu is the leading Japanese information and communication technology (ICT) company offering a full range of technology products, solutions and services. Approximately 126,000 Fujitsu people support customers in more than 100 countries. We use our experience and the power of ICT to shape the future of society with our customers. Fujitsu Limited (TSE:6702) reported consolidated revenues of 3.6 trillion yen (US$34 billion) for the fiscal year ended March 31, 2021. For more information, please see www.fujitsu.com. Copyright 2021 JCN Newswire. All rights reserved. (via SEAPRWire)

15 6 月, 2021

Fujitsu to Initiate On-Site Vaccinations for Employees in Japan

TOKYO, Jun 15, 2021 - (JCN Newswire via SEAPRWire.com) - Fujitsu Limited today announced that in accordance with the Japanese government's COVID-19 vaccination policy targeting a June 21, 2021 start for large companies and universities, Fujitsu will initiate on-site inoculations for employees at select locations in Japan from June 29, 2021, supplementing efforts by local governments. COVID-19 vaccinations will start in areas with at least 1,000 employees and where vaccinations can be administered by in-house medical staff. Beginning with Fujitsu's Kawasaki Plant, Fujitsu plans to offer vaccinations to over 1,000 employees per day to fully vaccinate 30,000 employees by October 2021 (60,000 doses). As soon as preparations are made, Fujitsu plans to expand the initiative to other areas, including its Kansai Systems Laboratory.Additionally, if Fujitsu Group employees receive vaccinations at work or from their local municipality on a working day, special measures will be taken to permit them to take accumulated leave as vaccine leave. This will make it easier for employees, who can take advantage of flextime and remote working, to flexibly schedule their vaccinations. Accumulated leave can also be taken when it becomes difficult to work due to adverse reactions to the vaccine, or when it is necessary to attend to the vaccination of a family member or to take care of a family member recovering from side effects.Prevention of future outbreaks of COVID-19 will require swift action to ensure that as many people as possible can safely and smoothly receive their vaccinations. Bearing this in mind, in addition to its efforts to vaccinate its employees, the Fujitsu Group will also offer vaccinations to residents in its local communities, for instance with its ongoing program to offer inoculations for city residents at its Fujitsu Clinic in the City of Kawasaki.By contributing proactively to the Japanese government's target of 1 million vaccinations per day, the Fujitsu Group aims to ease the burden on all involved, while creating an environment in which people can work in good health, with peace of mind and body.Work Site Vaccination Program OverviewStarting Date: Upon completion of preparations from June 29, 2021Location: Fujitsu's Kawasaki Plant, Kansai Systems LaboratoryTarget: Fujitsu Group employees that wish to receive their vaccineNo. of vaccines: Over 1,000 people a day, for 30,000 staff vaccinated on-site by October 2021.Vaccine Type: Moderna (manufactured by Takeda Pharmaceutical Company Limited) vaccine distributed by the Japanese GovernmentAdditional considerations: Encouraging use of flextime and remote work, accumulated leaveAbout FujitsuFujitsu is the leading Japanese information and communication technology (ICT) company offering a full range of technology products, solutions and services. Approximately 126,000 Fujitsu people support customers in more than 100 countries. We use our experience and the power of ICT to shape the future of society with our customers. Fujitsu Limited (TSE:6702) reported consolidated revenues of 3.6 trillion yen (US$34 billion) for the fiscal year ended March 31, 2021. For more information, please see www.fujitsu.com. Copyright 2021 JCN Newswire. All rights reserved. (via SEAPRWire)

23 2 月, 2021

3 former Shell employees linked to $200 million gas oil heist charged with graft

SINGAPORE - Three former Shell Eastern Petroleum employees linked to a $200 million gas oil heist have been charged with bribing employees of surveying companies who inspected vessels which the oil giant supplied fuel to. Juandi Pungot, 44, Muzaffar Ali Khan Muhamad Akram, 40, and Richard Goh Chee Keong, 51, appeared before a district court on Tuesday (Feb 23) to have their charges read out to them. All three had previously been charged with criminal breach of trust over their alleged involvement in a conspiracy that led to more than 300,000 tonnes of gas oil worth about US$150 million (S$200 million) being stolen from Shell's biggest global refinery. Juandi and Muzaffar Ali Khan face 13 charges each while Goh faces four charges, all for offences under the Prevention of Corruption Act. Between 2014 and 2017, Juandi and Muzaffar Ali Khan allegedly conspired to give bribes totalling about US$91,900 to 10 employees of surveying companies to inaccurately report the amount of gas oil loaded onto vessels which the employees were engaged to inspect. Between 2016 and 2017, Goh is accused of bribing three employees of surveying companies with a total of US$25,000 for the same reason. The three will be in court next on March 19. If convicted of graft, an offender can be jailed for up to five years and fined up to $100,000 for each charge. More on this topic Related Story Former S'pore Straits Wine Company sales executive fined $12,000 for graft Related Story Courts & Crime: Read more stories

29 12 月, 2020

Twelve Cupcakes founders Daniel Ong, Jaime Teo charged with offences under Employment of Foreign Manpower Act

SINGAPORE - Local radio DJ Daniel Ong Ming Yu and former model Jaime Teo Chai Lin were hauled to court on Tuesday (Dec 29) over offences under the Employment of Foreign Manpower Act linked to pastry chain Twelve Cupcakes, which they founded. They each face 24 charges. Earlier this month, the firm pleaded guilty to 15 charges of underpaying the employees in 2017 and 2018, an offence under the Employment of Foreign Manpower Act. Fourteen other similar charges will be taken into consideration by District Judge Adam Nakhoda during sentencing, which is expected to take place on Jan 7 next year. Twelve Cupcakes was founded by Ong and Teo, now his ex-wife, in 2011. It was acquired for $2.5 million by the Kolkata-based Dhunseri Group in 2016. Court documents state that all seven employees were S-Pass holders at the time of the offences. It is not stated if they are still working for the company. While their fixed monthly salaries ranged from $2,200 to $2,600, they were instead paid about $1,400 to $2,050 by the company. The court heard that Twelve Cupcakes underpaid six of the employees - who were in customer service and sales roles - their December 2016 to September 2018 wages. One of these six workers was also underpaid the October and November 2018 wages. The company also paid less than the fixed monthly salary for January 2017 to September 2018 due to the remaining employee, a pastry chef. Court documents state that Twelve Cupcakes had initially credited the reduced salaries to the employees' bank accounts. But they later changed tactics, paying the workers their full salary from May 2018 onwards but then telling the employees they had to return a portion to the company in cash. More on this topic Related Story Pastry chain Twelve Cupcakes pleads guilty to underpaying foreign employees for nearly two years Related Story Courts & Crime: Read more stories Twelve Cupcakes had done so to conceal a paper trail of its offences, said Ministry of Manpower prosecutor Maximilian Chew in urging the court to impose a fine of $127,000. He said that Twelve Cupcakes would have continued underpaying the employees if the offences had not been discovered. The court heard that Twelve Cupcakes underpaid six of the employees their December 2016 to September 2018 wages. PHOTO: ST FILE The prosecutor also said that Singapore is heavily reliant on foreign employees in many sectors, including the food and beverage industry. There was therefore "enormous public interest" in holding companies accountable for their welfare, including paying their salaries fully and promptly, he added. The case involving Ong has been adjourned to Jan 26.

17 10 月, 2020

Employers should retrench based on merit, but also retain more locals under updated advisory

SINGAPORE - Objective reasons such as merit should be the basis for retrenchments, but employers should also lean in favour of retaining Singaporeans and permanent residents in their workforce. The tripartite advisory on managing excess manpower and responsible retrenchment was updated for the second time this year to incorporate the key principles of the National Trades Union Congress' (NTUC) Fair Retrenchment Framework. The updates, released on Saturday (Oct 17), were made jointly by the Ministry of Manpower (MOM), the National Trades Union Congress (NTUC) and the Singapore National Employers Federation (SNEF). The advisory continues to state that retrenchments should be a last resort, after exhausting all other cost-cutting measures based on latest guidelines from the National Wages Council. In the event that retrenchments are inevitable, employers should select employees to let go based on objective criteria such as merit and preserving those with skills to ensure business sustainability. At the same time, they should also take a long-term view of their manpower needs, including the need to maintain a "strong Singaporean core". "Retrenchments should generally not result in a reduced proportion of local employees. This can be achieved by retaining proportionately more locals during a retrenchment exercise," the guidelines state. When business activities pick up later, employers should make a "deliberate effort" to strengthen their local workforce by hiring locals when they are able to do so. Singapore will remain open and welcoming to foreigners who can help grow the country's economy and create good jobs for locals, the guidelines add. More on this topic Related Story askST: What happens if you are retrenched? Are you entitled to payouts? Related Story Enduring short-term pain to protect jobs in the long term Related Story Employers may implement temporary wage cuts to save jobs: National Wages Council Local employees are also encouraged to acquire new capabilities from foreign employees with specialised skills, while companies should put in effort so that these skills can be transferred to local employees in the long term. The updated guidelines also spell out how employers can conduct a retrenchment exercise in a responsible and sensitive manner. These include notifying affected employees earlier than what is contractually or legally required of employers, and informing them of the retrenchment in person as far as possible. Responsible employers should also ensure that human resources personnel and union representatives for unionised companies are on site to take feedback and answer questions from retrenched employees. Affected employees should also be given the time and space to adjust to the news of retrenchment, before they are asked to vacate the workplace. If necessary, counselling support should also be offered to retrenched employees to support their emotional needs. In response to media queries, a spokesman for MOM said the ministry expects employers to follow the advisory when conducting retrenchments. "If companies act irresponsibly in cost-saving measures or retrenchments, the Government will consider denying them future government support or suspending their work pass privileges. So far, the authorities have not had to do so," the spokesman added.