Historical version and scope
Issued 13 August 2020; updated 26 November 2021. Pandemic testing, vaccination, movement restrictions and temporary grants describe that period. This guide preserves the original operational recommendations without presenting those temporary measures as current requirements.
Recommendations and examples
Reprioritise maintenance towards important areas, reduce lower-priority intensity, negotiate deployment/outcome flexibility and extra fees where workload remains higher. Avoid penalties for uncontrollable absences. Agree testing/vaccination resources, honour unchanged contracts and negotiate changed services. Increase pay/allowances for heavier work, use responsible-retrenchment guidance for lower work, upskill with then-available training support and preserve PPE/WSH training. The historical guidance recommended vaccine time off, additional leave for adverse effects and special consideration for pregnancy or medical ineligibility.
Contacts listed in the advisory
NParks/MOM official enquiries; [email protected]; [email protected]; [email protected]
Documents and references
- Read article → · Tripartite Advisory on Managing Excess Manpower and Responsible Retrenchment ↗ PDF
- Online enquiry ↗ Government source
- www.nparks.gov.sg ↗ Government source
- Online enquiry ↗ Government source
- www.mom.gov.sg ↗ Government source
- www.lias.org.sg ↗ Reference
- Workfare Skills Support scheme ↗ Government source