Employment Act (Chapter 91): Primary legislation governing employment relationships in Singapore. Key focus on termination procedures, employee rights, notice period requirements. Recent amendments extended coverage to all employees.
Tripartite Guidelines on Fair Employment Practices: Guidelines issued jointly by Ministry of Manpower (MOM), NTUC, and SNEF covering fair employment practices, progressive discipline procedures, and proper warning documentation requirements.
Tripartite Guidelines on Managing Workplace Harassment: Guidelines specific to workplace harassment cases, including documentation requirements and proper procedures for handling harassment-related warnings.
Industrial Relations Act: Legislation governing industrial relations, particularly relevant if the employee is a union member. Specifies procedures for disciplinary actions involving unionized workers.
Personal Data Protection Act (PDPA): Legislation governing the handling of personal data, including employee information. Ensures confidentiality and proper handling of sensitive information in warning letters.
Documentation Requirements: Key elements required in final warning letters: previous warnings documentation, specific incidents/behavior, performance improvement expectations, timeframe for improvement, consequences of non-compliance, employee's right to respond.
Company Policies: Internal company policies and procedures that need to be referenced in the warning letter to ensure alignment with established organizational guidelines.
