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Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) …
Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP)
Definition
Recruitment based on merit and being sensitive to an employee's welfare. For e.g. age, race, gender, religion, marital status and family responsibilities
Importance of TAFEP
TAFEP-adopting employers prioritize inclusive workplaces, equal opportunities, and ethical practices, fostering long-term success and positive employer brands.
5 Principles of TAFEP
i. Recruit Based on Merit
ii. Respect Employees
iii. Provide Fair Opportunities
iv. Reward Fairly
v. Comply with Labour Laws
How TAFEP Builds A Singapore Core
Ensuring that jobs advertised must be open to Singaporeans.
Working with educational institutions, career centres and recruitment agencies to attract and recruit Singaporeans.
Developing skills and expertise of Singaporean employees for higher level jobs
Guidelines for fair employment practices
FCF job advertising requirement
To promote fair employment practices and improve labour market transparency applications must first advertise on MyCareersFuture and fairly consider all candidates.
(2) You must post a new advertisement if you change any advertisement details such as job title, salary or the number of vacancies. You must keep it open for at least another 14 consecutive days before you can submit the EP application. This is to ensure that job seekers are aware of the updated job details and have a chance to apply for it.
(1) The MyCareersFuture job advertisement must be open for at least 14 consecutive days to allow job seekers to view and apply for the vacancy. This also applies if you repost an advertisement that has closed.
Candidates should not be subjected to discrimination by employers on the basis of non-job-related factors
AGE
GENDER
RACE
RELIGION
LANGUAGE
NATIONALITY
Job Applications
Review your job application form to ensure relevance of each field to the position, avoiding requests for personal information like mental health status unless job-related, and providing explicit reasons for information needs.
Eliminate national service responsibility fields from forms or request them specifically during the employment offer, clearly articulating the reasons if necessary.
Accept alternative forms of identification, such as a passport number, to avoid potential age discrimination associated with NRIC numbers; if NRIC is necessary, request it at the time of employment offer and provide a clear rationale.
Job Interview
Establish a consistent set of selection criteria applicable to all candidates.
Develop interview questions directly aligned with the established selection criteria.
Maintain detailed records of interviews, evaluations, and job offers, preserving these records for at least one year.
Refrain from asking biased inquiries; if necessary, provide transparent explanations for potentially prejudiced questions.
Clearly communicate job requirements, including aspects like frequent travel or unpredictable working hours, during the interview process.
Articulate any specific dress code requirements in a straightforward and respectful manner.
If operational constraints prevent accommodation of religious practices, communicate concerns clearly and sensitively.
Ensure that any tests used for selection are relevant to job requirements, regularly reviewed for content and score bias, and aligned with the evolving needs of the position.
Consequences Employer May Face For Not Adhering Of TAFEP Guidelines
Employers and employment agencies that breach the TAFEP will face MOM’s penalties and have their work pass privileges curtailed.