In a recent conversation, a construction site manager expressed concern over workers who persistently pestered him about overtime. This stems from the tightening regulations in Singapore, with companies mandated to strictly adhere to MOM (Ministry of Manpower) requirements. Under these guidelines, workers are limited to a maximum of 12 hours per day and 72 hours of overtime per month. While these regulations aim to safeguard workers and prevent fatigue-related accidents, some workers fail to grasp their importance, leading to misunderstandings and tensions on the construction site.
In response to this scenario, our HRM (Human Resource Management) system promptly implemented alerts for potential violations and provided explanations of labour laws to mitigate worker dissatisfaction towards managers and HR personnel.
Our HRM system is tailored to support compliance with Singaporean labour laws, facilitating effective site management and work practices for both managers and workers:
Alert Functionality: The system sends notifications to managers and workers regarding impending or ongoing violations, ensuring timely compliance. With daily working hours capped at 12 and monthly overtime limits set at 72 hours, these reminders help keep everyone on track with legal requirements.
Communication Channels: Leveraging the system’s messaging capabilities, we can disseminate explanations and updates on labour laws to all workers. By providing insights into the rationale behind restrictions on overtime, we aim to foster understanding and alleviate any adversarial sentiments. Workers can conveniently access this information through the system’s interface, where notifications emphasise the necessity of compliance with legal mandates, fostering a culture of respect for regulatory requirements.
By embracing and adhering to Singapore’s labour laws through our HRM system, we prioritise worker’s well-being, safety, and legal compliance while promoting harmonious workplace relationships.
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