Thread regarding ExxonMobil Corp. layoffs

Should be 11% if follow EU ~ 500...

@sbj+16G47e2f Have it recorded by video or voice call, else.. the individual doesn’t have a case.. for the rest of us.. remember to record these down.. to protect yourself.

@OP+16G47e2f Sorry this is happening there. It shows the class of people leading now. They cannot be trusted.

@jrc+16G47e2f That’s happened to a lot of people. It’s aN attempt to unethically hide a lay-off from investors.

Hidden agenda in PIP.. performance must be sustainable!

BS, worked plenty years no evidence of performance issues and when COVID-19 hit, performance was an issue.

This disguised form of PIP was not intend to improve employee performance, but to get rid of the employee by this quarter.

@gzf+16G47e2f Employees told by own managers they won’t pass a pip

There are a few ways to disguise retrenchments.

1. Forced resignation
2. Early termination of contract with notice
3. Forced early retirement
4. Raise KPI, then dismiss based on poor performance

Item1 =EM proposed PIL
Item 2 = EM proposed PIP

HR Singapore, seemed to match with what you are executing now?

Gentle reminder,
HR EM Singapore, do your homework

Employers are reminded to ensure that their employees are treated with empathy and dignity and the retrenchment exercise is conducted in adherence to the Tripartite Advisory, i.e. fair selection of employees for retrenchment, early consultation with unions, early communication to affected employees and employment facilitation for affected employees.

An employer must also notify MOM of the retrenchment exercise, if the employer has at least 10 employees and retrenches 5 or more employees within any 6-month period.

PIL is not equated with employee resign voluntarily.

PIP + PIL = Retrenchment

PIL enable impacted employee to enroll into Outplacement program.

This is in line with

Employers planning to undergo a restructuring and/or retrenchment exercise should also join NTUC’s Job Security Council (JSC), which offers support to both employers and displaced employees,
such as outplacement services that match displaced employees to other employers within the JSC network.

Another piece that matches retrenchment.

What is the financial status of EM Singapore?

If EM Singapore in severe financial difficulties, please comply to either 1 or 2,

1. Employers that are unionised should negotiate with their unions for a mutually acceptable retrenchment benefit package.

2. Non-unionised employers should support their retrenched employees by providing a lump sum retrenchment benefit. Instead of linking retrenchment benefit to employees’ years of service, a lump sum of between one and three months of salary could be provided, taking into consideration the JSS pay-outs that employers have received and their financial position.

PIL seems to align with item 2.

EM Singapore is concluded to execute retrenchment under severe financial difficulties after receiving JSS.

There is a wide range of support measures provided by the Government, including training grants and financial support, to help employers manage their manpower costs.

Under the Jobs Support Scheme (JSS)1, employers would receive four pay-outs in April, May, July and October 2020, with enhanced pay-outs in April and May at 75% of monthly wages.

Employers should tap on the Government’s JSS to retain employees

Let us know if Minister of Manpower is aware what EM is doing now

HR Singapore, get yourself PIP before you PIP the workforce.

EM Singapore what is stopping you from complying with Responsible Retrenchment?
Uphold integrity and step forward to inform this is retrenchment, we can understand the impact of the crisis, stop this hidden agenda!

About 4500 employees in SG. 8% makes it 350...not small ya