This article is a contribution by NTUC U PME. Any extracts should be attributed to the author. 27 May 2024.
An avid learner of new skills, Yu Yoke May, 62, had just completed some courses to take up new challenges. Therefore, she was naturally excited about her role as a Deskside Engineer with a job-hunting agency that specialised in IT project-related jobs.
Among other employment terms, her offer letter mentioned a termination clause of ‘either party to terminate with two months’ notice or salary in lieu of notice.’ After several months on the job, her employer terminated her with only a one-month notice due to a lack of projects. This termination was conveyed verbally via a phone call from the customer service manager on 19 July 2023, with her last day set for 18 August 2023.
While upset, Yoke May believed she was not hired solely for one project, contrary to what the customer service manager claimed. She expressed her desire to be employed by the same project client, similar to her colleagues, but was informed that the client did not shortlist her.
She contacted HR and the project manager to request a recommendation letter indicating the skills she had learned during this project but received no response.
Reaching Out to NTUC
Frustrated but determined to seek advice, Yoke May, a union member for over 20 years, contacted NTUC and was referred to Herjeet Singh, a principal consultant at NTUC U PME. He reviewed her case and strongly believed there were grounds for a dispute as the employer had breached the termination clause in the offer letter.
He contacted the company’s HR manager and pointed out the breach of the termination clause in the employment offer letter. It was clarified that Yoke May was entitled to a one-month notice period, and as one month had already been served, the company agreed to pay her a month’s salary in lieu of the notice she was owed.
With the situation settled, Yoke May received the compensation she was entitled to according to the terms specified in her offer letter.
Yoke May said: “I sincerely express my heartfelt gratitude to NTUC U PME for its outstanding support during this challenging time. Their commitment made a significant difference in resolving my situation promptly and fairly. I extend my sincere appreciation to Herjeet and his team.”
In response to the case, Herjeet said: “Helping to settle employment grievances is about crafting pathways to fairness and dignity in the workplace, ensuring every voice is heard and every concern valued.”
The case serves as a reminder that written employment terms and clauses are legally binding, and employees have the right to enforce them when necessary. Members who are treated unfairly in similar situations can seek assistance at NTUC.