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NWC Guidelines (Training recommendations (Employers to continue innovating…

- - - - Factor in the annual wage adjustments and the AWS for workers into new contract
      - Engage service buyers to improve outsourced workers’ wages and benefits when employment contracts are offered or renewed
      - Factor in NWC wage recommendations in their bid prices, including for multi-year contracts
    - - Avoid a “reset” of wages and benefits for outsourced workers who perform the same job functions when service providers are changed
      - Improve the work environment of low-wage workers, starting with making available proper and reasonable rest areas for outsourced workers to facilitate rest
      - Recognise the lengths of service, experience and performance of incumbent workers when renewing or taking over their contract
    - - Adopt outcome-based contracting by specifying service-level requirements rather than headcount
      - Allow contract values to be adjusted so that service providers can provide for annual wage adjustments and the Annual Wage Supplement
  - - - Implement workplace health programmes that meet senior workers’ needs
      - Provide necessary training for senior workers to perform their jobs
      - Enhance flexibility in their labour structures
        e.g. providing more part-time employment opportunities
      - Voluntarily adopt higher retirement and re-employment ages ahead of the legislation where possible
      - Redesign jobs, workplaces and HR policies to be age-friendly
    - - Stay open to changes in their job scopes as they progress in their careers
      - Proactively seek to upskill themselves to maintain their employability