Sammyboy RSS Feed
28-12-2014, 11:40 PM
An honorable member of the Coffee Shop Has Just Posted the Following:
Dear Mr Lee Hiseh Loong and Mr Teo Chee Hean,
First of all, I’ll like to wish you a Merry Christmas and a Happy New Year.
I’ll like to apologies for sending this long and boring email during this festive season as I understand that you need to relax and take a break after a difficult and tough 2014.
But somehow struggling deep internally, I feel that I need to bring to your attention on a case of bullying and discrimination against a Singaporean working in a Foreign Bank (called ANZ Bank).
Before I start, I need to bring across that I’m not asking the government for any handout, as I’m able to work and provide my own means.
Also, neither am I asking the government to degree a law to elevate me (or any Singaporean) to a high paying job – because I still believe in meritocracy, hard work and dedication.
What I hope to achieve is that we can bring the spirit of the Singapore National Pledge (“to build a democratic society based on justice and equality”) into the Singapore working environment.
With that in mind, I’ll like to share my story with you, which goes like this:
Background Information:
I am an IT professional with 12 years of working experience with established banks like Credit Suisse, Standard Chartered Bank and Royal Bank of Scotland.
I’ve a Master in Applied Finance (Macquarie University, Australia), a Bachelor in Computer Science (NUS) and a certification in Project Management Professional (PMP).
I first joined ANZ Bank as an IT Project Manager/Business Analyst in June 2012.
My boss (MN) and the development team are predominately based in Melbourne, and I’m the only person based in Singapore.
My main role is supposedly to be the client-facing IT person (gathering requirements and managing IT project) to the Head of Wealth Management & Private Banking, whom is based in Singapore.
My role started ok initially and the relationship with MN is relatively alright.
But things somehow took a downturn on Nov 2013 (one and a half year later), when I started enquiring MN on the year-end bonus for 2013.
After asking MN on the year-end bonus, MN started to throw allegations against me, claiming that I’m not performing to his expectation and he wanted to put me on performance review program, which will ultimately lead to the termination of my employment.
I was taken aback by his allegations and started to defend my positions by raising questions on his allegations.
In fact, I’ve requested for Singapore HR assistance to deal with this matter, as I feel that MN’s reasons for my potential dismissal are without grounds and it’s baseless.
There was a tussle on this matter and this issue drags on for 6 months – before I finally gave up the struggle on July 2014 and resigned from the job.
But I was upset with this whole episode as I genuinely believe that this is a case of bullying and discrimination by my boss, MN.
The reason for my belief is as follow:
1. MN alleged that I did not perform well in a project, when the actual fact is that I’m on leave during the time of the work rendered.
2. MN attempted to unilaterally and retrospectively update (on Nov 2013) my performance review, which is closed on Aug 2013 based on the company’s financial year.
3. MN alleged that I did not comply with one of the project policy but the actual fact is that the non-compliance is due to business user verification, and not me. However, my comments fell into deaf ears.
4. MN has been making improper comments as a manager – alleging that “I agree” that I’m under performing. MN is trying to force me to accept my under performance with his unreasonable justification (based on his email extract):
“During the meeting you stated that ‘I agree that I am underperforming’. I made a note of this comment specifically in my notebook.”
5. Before I resigned, I’ve tried to raise this issue with MN’s immediate superiors, namely TG (Department head in Melbourne) and DA (IT Head in Melbourne). However, I was shocked by TG and DA’s response as
DA had feedback that he does not want to be involved in any discussion on this issue
TG feels that by looking at MN’s evidence and without looking at mine, TG feels that MN is correct in his judgment.
This clearly shows that DA & TG stands firmly behind MN and they are not interested in looking at my evidences.
But this seems inevitable as I learned that DA, TG & MN are “very good mates” in their own country and they will always protect each other.
I strongly believe that due to some unknown reasons, MN, TG and DA are architecting/plotting my employment termination.
Also I’ve learned that ANZ Bank has a history of unfair work practices, unfair dismissal and discrimination against Singaporean (see link below), and so I’m fighting a lost cause.
http://www.transitioning.org/2013/11...irly-dismissse (http://www.transitioning.org/2013/11/12/whistleblower-unfairly-dismissse)...
(NOTE: To substantiate my case, I’ve attached a copy of the email correspond I had with ANZ bank – ANZ Bank Case ID: 4050019. Also, I’ve raised a case with TAFEP with the TAFEP Reference: 101709.)
Aftermath:
I’ve spoken to Ms Indranee Thurai Rajah (who is the MP in my area) sometime in Aug/Sep 2014 about my situation and I’ve highlighted the lack of legal framework/structure to protect PMET.
But it is mentioned that there is no framework/structure for my grievances due to the following reasons:
1. Singapore needs foreign investor (FDI) to generate jobs for Singaporean
2. Having legal framework will incur higher operating cost for companies operating in Singapore
3. PMET will have the money to fight his/her own legal battle.
I disagreed with the above mentioned point and I feel that a framework/structure needs to be in place for all Singaporean, regardless of their pay scale, PMET or non-PMET.
The reason is because
1. I’m the only Singaporean in my current workplace. In my industry, Singaporean is the minority. I don’t see jobs created for Singaporean based on any FDI in my industry.
2. Having a legal framework to address Bullying, Discrimination, Equal Opportunity and Harassment will strengthen a company’s HR policy on recruitment & redundancy.
This will also ensure a better mechanism to address and resolve internal conflicts within the company.
The cost will only be realized when a company is found guilty of malpractices and negligent.
3. It’s very difficult and tough for an employee (regardless of their pay-scale) to sue an employer, as a well-established organization has all the assets and muscle to handle any legal challenge.It will also be financially straining for an employee to pursue legal recourse.
I understand that building this employment framework/structure is somewhat challenging, as it requires a delicate balance between the needs of companies in the private sector and the needs of the average Singaporean.
But however, I sincerely hope that you can look into this matter and ensure a better working environment for the average Singaporean who is looking to provide for their family.
Dear Mr Low Thia Khiang, Ms Sylvia Lim and Mr Tan Jee Say,
I’ve included you in this email as I believe that you can provide an alternate voice to the people of Singapore.
I hope that you can also help in this matter, which is affecting every Singaporean in their daily life.
If required, I can provide additional materials for your election campaign for 2015/2016.
Thank you very much for taking the time to read this email
Appreciate it
Cheers
Cheong Teck Yuan
*Letter first appeared in Transitioning.org.
http://therealsingapore.com/content/...-forced-resign (http://therealsingapore.com/content/singaporean-bullied-ft-boss-and-forced-resign)
Click here to view the whole thread at www.sammyboy.com (http://www.singsupplies.com/showthread.php?196730-Insolent-Sinkie-Demands-For-Year-End-Bonus-Sent-Packing-By-FT-Boss!&goto=newpost).
Dear Mr Lee Hiseh Loong and Mr Teo Chee Hean,
First of all, I’ll like to wish you a Merry Christmas and a Happy New Year.
I’ll like to apologies for sending this long and boring email during this festive season as I understand that you need to relax and take a break after a difficult and tough 2014.
But somehow struggling deep internally, I feel that I need to bring to your attention on a case of bullying and discrimination against a Singaporean working in a Foreign Bank (called ANZ Bank).
Before I start, I need to bring across that I’m not asking the government for any handout, as I’m able to work and provide my own means.
Also, neither am I asking the government to degree a law to elevate me (or any Singaporean) to a high paying job – because I still believe in meritocracy, hard work and dedication.
What I hope to achieve is that we can bring the spirit of the Singapore National Pledge (“to build a democratic society based on justice and equality”) into the Singapore working environment.
With that in mind, I’ll like to share my story with you, which goes like this:
Background Information:
I am an IT professional with 12 years of working experience with established banks like Credit Suisse, Standard Chartered Bank and Royal Bank of Scotland.
I’ve a Master in Applied Finance (Macquarie University, Australia), a Bachelor in Computer Science (NUS) and a certification in Project Management Professional (PMP).
I first joined ANZ Bank as an IT Project Manager/Business Analyst in June 2012.
My boss (MN) and the development team are predominately based in Melbourne, and I’m the only person based in Singapore.
My main role is supposedly to be the client-facing IT person (gathering requirements and managing IT project) to the Head of Wealth Management & Private Banking, whom is based in Singapore.
My role started ok initially and the relationship with MN is relatively alright.
But things somehow took a downturn on Nov 2013 (one and a half year later), when I started enquiring MN on the year-end bonus for 2013.
After asking MN on the year-end bonus, MN started to throw allegations against me, claiming that I’m not performing to his expectation and he wanted to put me on performance review program, which will ultimately lead to the termination of my employment.
I was taken aback by his allegations and started to defend my positions by raising questions on his allegations.
In fact, I’ve requested for Singapore HR assistance to deal with this matter, as I feel that MN’s reasons for my potential dismissal are without grounds and it’s baseless.
There was a tussle on this matter and this issue drags on for 6 months – before I finally gave up the struggle on July 2014 and resigned from the job.
But I was upset with this whole episode as I genuinely believe that this is a case of bullying and discrimination by my boss, MN.
The reason for my belief is as follow:
1. MN alleged that I did not perform well in a project, when the actual fact is that I’m on leave during the time of the work rendered.
2. MN attempted to unilaterally and retrospectively update (on Nov 2013) my performance review, which is closed on Aug 2013 based on the company’s financial year.
3. MN alleged that I did not comply with one of the project policy but the actual fact is that the non-compliance is due to business user verification, and not me. However, my comments fell into deaf ears.
4. MN has been making improper comments as a manager – alleging that “I agree” that I’m under performing. MN is trying to force me to accept my under performance with his unreasonable justification (based on his email extract):
“During the meeting you stated that ‘I agree that I am underperforming’. I made a note of this comment specifically in my notebook.”
5. Before I resigned, I’ve tried to raise this issue with MN’s immediate superiors, namely TG (Department head in Melbourne) and DA (IT Head in Melbourne). However, I was shocked by TG and DA’s response as
DA had feedback that he does not want to be involved in any discussion on this issue
TG feels that by looking at MN’s evidence and without looking at mine, TG feels that MN is correct in his judgment.
This clearly shows that DA & TG stands firmly behind MN and they are not interested in looking at my evidences.
But this seems inevitable as I learned that DA, TG & MN are “very good mates” in their own country and they will always protect each other.
I strongly believe that due to some unknown reasons, MN, TG and DA are architecting/plotting my employment termination.
Also I’ve learned that ANZ Bank has a history of unfair work practices, unfair dismissal and discrimination against Singaporean (see link below), and so I’m fighting a lost cause.
http://www.transitioning.org/2013/11...irly-dismissse (http://www.transitioning.org/2013/11/12/whistleblower-unfairly-dismissse)...
(NOTE: To substantiate my case, I’ve attached a copy of the email correspond I had with ANZ bank – ANZ Bank Case ID: 4050019. Also, I’ve raised a case with TAFEP with the TAFEP Reference: 101709.)
Aftermath:
I’ve spoken to Ms Indranee Thurai Rajah (who is the MP in my area) sometime in Aug/Sep 2014 about my situation and I’ve highlighted the lack of legal framework/structure to protect PMET.
But it is mentioned that there is no framework/structure for my grievances due to the following reasons:
1. Singapore needs foreign investor (FDI) to generate jobs for Singaporean
2. Having legal framework will incur higher operating cost for companies operating in Singapore
3. PMET will have the money to fight his/her own legal battle.
I disagreed with the above mentioned point and I feel that a framework/structure needs to be in place for all Singaporean, regardless of their pay scale, PMET or non-PMET.
The reason is because
1. I’m the only Singaporean in my current workplace. In my industry, Singaporean is the minority. I don’t see jobs created for Singaporean based on any FDI in my industry.
2. Having a legal framework to address Bullying, Discrimination, Equal Opportunity and Harassment will strengthen a company’s HR policy on recruitment & redundancy.
This will also ensure a better mechanism to address and resolve internal conflicts within the company.
The cost will only be realized when a company is found guilty of malpractices and negligent.
3. It’s very difficult and tough for an employee (regardless of their pay-scale) to sue an employer, as a well-established organization has all the assets and muscle to handle any legal challenge.It will also be financially straining for an employee to pursue legal recourse.
I understand that building this employment framework/structure is somewhat challenging, as it requires a delicate balance between the needs of companies in the private sector and the needs of the average Singaporean.
But however, I sincerely hope that you can look into this matter and ensure a better working environment for the average Singaporean who is looking to provide for their family.
Dear Mr Low Thia Khiang, Ms Sylvia Lim and Mr Tan Jee Say,
I’ve included you in this email as I believe that you can provide an alternate voice to the people of Singapore.
I hope that you can also help in this matter, which is affecting every Singaporean in their daily life.
If required, I can provide additional materials for your election campaign for 2015/2016.
Thank you very much for taking the time to read this email
Appreciate it
Cheers
Cheong Teck Yuan
*Letter first appeared in Transitioning.org.
http://therealsingapore.com/content/...-forced-resign (http://therealsingapore.com/content/singaporean-bullied-ft-boss-and-forced-resign)
Click here to view the whole thread at www.sammyboy.com (http://www.singsupplies.com/showthread.php?196730-Insolent-Sinkie-Demands-For-Year-End-Bonus-Sent-Packing-By-FT-Boss!&goto=newpost).