[BCM] [TAL] [E3] [BIA] [DP] [CBF] [2] Promotion of Fair and Progressive Employment Practices

[Business Impact Analysis] [Detailed Business Processes] [CBF-1]

CBF-2 Promotion of Fair and Progressive Employment Practices (via TAFEP)

Tripartite Alliance Limited (TAL) is a key tripartite institution in Singapore that supports the Ministry of Manpower (MOM), the National Trades Union Congress (NTUC), and the Singapore National Employers Federation (SNEF) in promoting harmonious employment practices.

One of TAL’s critical business functions (CBFs) in its business continuity management (BCM) program is the Promotion of Fair and Progressive Employment Practices, identified as CBF-2.

This chapter outlines the detailed business processes—also referred to as sub-critical business functions (Sub-CBFs)—that support this high-level CBF.

These functions are vital to TAL’s mission to build a fair and inclusive workplace culture across Singapore. They must be sustained or quickly restored during a disruption to uphold stakeholder confidence and national employment priorities.

This CBF is anchored in TAL’s work through the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP). The goal is to influence and support employers in adopting fair, responsible, and progressive HR practices.

Sub-CBF-2.1: Outreach and Education Programmes

Description

• TAL conducts workshops, seminars, conferences, and roadshows targeting employers and HR professionals to promote awareness of fair employment practices.

Example

• Hosting the Fair@Work Promise campaign or the annual TAFEP Conference that brings together industry leaders to share best practices.

Business Continuity Measures

• Maintain a virtual event delivery capability (e.g., webinars via Zoom or Microsoft Teams) and a communication plan to alert stakeholders of any changes or disruptions.

Sub-CBF-2.2: Advisory Services to Employers and Employees

Description

• TAL provides customised advisory support to organisations seeking guidance on applying fair employment principles, including handling disputes or potential breaches of Tripartite Guidelines.

Example

• Responding to an employer’s query on how to implement fair hiring practices or handle retrenchment fairly and inclusively.

Business Continuity Measures

• Enable remote advisory services with secured communication tools and provide SOPs for continuity of advisory functions during outages or office inaccessibility.

Sub-CBF-2.3: Management of Fair Employment Case Submissions

Description

• TAFEP receives and assesses complaints or feedback from individuals concerning unfair employment practices.

Example

• A job applicant reporting a discriminatory job advertisement or selection practice.

Business Continuity Measures

• Ensure secure access to case management systems (CMS) remotely and maintain backup records—train staff on alternative reporting and assessment procedures during system outages.

Sub-CBF-2.4: Partnership Development and Employer Recognition

Description

• TAL partners with organisations to develop case studies, pilot progressive practices, and recognise model employers (e.g., through awards or features).

Example

• Collaborating with a large enterprise to document and share their success in implementing flexible work arrangements (FWAs).

Business Continuity Measures

• Maintain digital archives of recognition materials and communication assets; leverage cloud-based collaborative tools for continuous engagement.

Sub-CBF-2.5: Research and Data Analytics on Employment Practices

Description

• TAFEP conducts studies and analyses employment trends to inform policy and promote better HR practices.

Example

• Publishing findings from a national survey on workplace fairness or tracking the adoption of FWAs across sectors.

Business Continuity Measures

• Ensure continuity of data collection and analysis tools (e.g., survey platforms and data visualisation dashboards); back up critical research data.

Sub-CBF-2.6: Publication and Dissemination of Guidelines and Resources

Description

• Develop and distribute guidelines, toolkits, and templates to help employers implement fair practices in areas such as hiring, performance appraisal, and grievance handling.

Example

• The Tripartite Guidelines on Fair Employment Practices and supporting self-assessment checklists.

Business Continuity Measures

• Ensure availability of resources through TAL’s website and social media channels. Establish content distribution continuity via alternative platforms if primary systems fail.

Table: CBF-2: Promotion of Fair and Progressive Employment Practices

Summing Up ...

CBF-2 – Promotion of Fair and Progressive Employment Practices – is central to TAL’s mandate and its influence on Singapore’s labour market integrity and inclusivity.

Disruptions to this function may significantly impact employer trust, public confidence, and policy momentum.

By identifying these Sub-CBFs and ensuring proper continuity strategies, TAL ensures resilience and reliability in delivering its critical public service mission.

Resilient Partnership: Implementing BCM at Tripartite Alliance
eBook 3: Starting Your BCM Implementation
MBCO	P&S	RAR T1	RAR T2	RAR T3	BCS T1	TOC
CBF 1: Dispute Management and Advisory Services (via TADM)
DP	BIAQ T1	BIAQ T2	BIAQ T3	BCS T2	BCS T3	PD
CBF 2: Promotion of Fair and Progressive Employment Practices (via TAFEP)
DP	BIAQ T1	BIAQ T2	BIAQ T3	BCS T2	BCS T3	PD

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