Employment Act (Chapter 91): Primary legislation governing employment relationships in Singapore. Key focus on employee conduct, disciplinary procedures, and suspension provisions. Notable 2019 amendment extends coverage to all employees.
Tripartite Guidelines on Fair Employment Practices: Guidelines jointly issued by Ministry of Manpower (MOM), NTUC, and SNEF providing framework for fair handling of disciplinary matters and employment practices.
Industrial Relations Act (Chapter 136): Legislation detailing employee rights, employer obligations, and procedures for handling workplace disputes in Singapore.
TAFEP Guidelines: Guidelines from Tripartite Alliance for Fair & Progressive Employment Practices outlining best practices for workplace discipline management and fair investigation procedures.
Due Process Requirements: Legal requirement ensuring fair and proper procedures are followed during disciplinary actions, including proper investigation and documentation.
Notice Period Regulations: Legal requirements regarding reasonable notice periods for suspension and disciplinary actions.
Right to Be Heard: Employee's fundamental right to present their case and provide explanation before disciplinary action is taken.
Proportionality Principle: Legal requirement ensuring the disciplinary action (suspension) is proportionate to the severity of the insubordination.
Documentation Requirements: Legal obligation to maintain proper records of the disciplinary process, including evidence of insubordination and communication with employee.
Salary Payment Regulations: Legal provisions regarding salary payment obligations during the suspension period.
Suspension Duration Guidelines: Legal framework governing the reasonable duration of suspension periods.
Appeal Rights: Employee's legal right to appeal against the suspension decision and the required procedures for handling such appeals.
