Singapore

As Christmas offers and the end-of-year sales approach individuals, many retail outlets and other shops are on the lookout for temporary staff.

At this time of the year, malls can get really crowded and many stores can use some extra hands on deck. This makes it the perfect time for students to consider taking up a part-time job as cashiers!

Working as a cashier can help one to learn how to manage finances responsibly – especially when the money does not belong to oneself.

If you work enough shifts comfortably, you’ll most likely also be able to pick up some quick math skills through calculation works!

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The MOM has provided several guidelines that have reshaped employment regulations in light of the pandemic. Many businesses have found that their usual traffic has been reduced or their manpower needs have shifted. As a result, the MOM has encouraged employers to apply for flexible work scheduling. By doing so, they can reduce their weekly working hours to better balance scheduling and save money, hopefully preserving as many jobs as possible.

If an employer’s plan is approved by the MOM, they can be exempted from the Employment Act requirements that dictate how overtime and holiday pay is calculated. They may also be able to change how rest days are earned for up to 2 years. According to the Employment Act, overtime work merits 1.5 times the hourly rate of pay. If an employer calls you into work on your rest day, you’ll be paid double the hourly rate. Additionally, work on a public holiday will be compensated by an extra day’s salary.

Instead, suppose the MOM grants an employer’s request for flexible scheduling. In that case, they may be allowed to compute working hours over a more extended period to establish the basis for overtime pay. Depending on the details of the scheme that an employer submits, they may also be exempted from or allowed to pay for overtime wages, rest day work, or public holiday work at a different rate than what is currently prescribed.

To get permission to implement flexible-scheduling, employees must continue to receive their basic monthly salary when they work less than their contractual hours. In one example, if business is slow, an employer might reduce the standard schedule of 44 hours per week to 40 hours per week for all employees for four work weeks. If business picks up, the employees may work more than 44 hours to meet the demand for the following four weeks of the eight-week cycle.

The hours that were reduced during the initial period would roll over into the second month. Only after employees worked up to the difference from the initial reduction would they be paid overtime. In this case, after employees work more than 16 hours over and above their typical work week, would they be paid overtime.

In another scenario provided by the MOM, employers manage to keep wages consistent by reducing the hours worked during the first four weeks of the cycle but paying for those unworked hours at the standard hourly wage. In the second four-week cycle, the workload increases significantly. Any difference accrued from additional overtime is only paid after the amount due exceeds what has already been paid at the standard hourly rate. The specifics of flexible scheduling will vary by the employer and must be approved by any unions or more than half of the employees to be approved by the MOM.