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The Workplace Safety and Health Council (WSHC) is a Singapore-based statutory body that focuses on the education and engagement of the industry in the areas of workplace health, safety and welfare. The WSHC can be considered as a successor institution to the Workplace Safety and Health Advisory Committee (WSHAC), which was formed in September 2005.
The Workplace Safety and Health Act (WSHA) is the key legislation affecting the principles of the OSH framework. The WSHA emphasises the importance of managing Workplace Safety and Health (WSH) proactively, by requiring stakeholders to take reasonably practicable measures that ensure the safety and health of all individuals affected in the course of work.
The healthcare system in Singapore is divided into two sectors; statutory boards and institutions (which are then divided into public and private streams). [10] There are a variety of statutory boards in place, including the Medical Council, Dental Council, Nursing Board, Pharmacy Council, and Optometrists and Opticians Board. [10]
The Workplace Safety and Health Act 2006 addresses requirements for safety and health in workplaces in Singapore [2] and replaced the Factories Act as of 1 March 2006. [3] The Workplace Safety and Health Council is an industry-led Statutory Body that was formed on 1 April 2008.
The Bureau of Labor Statistics, [4] like the International Accounting Standards Board, [5] defines employee benefits as forms of indirect expenses. Managers tend to view compensation and benefits in terms of their ability to attract and retain employees, as well as in terms of their ability to motivate them.
Examples of overhead costs include: payment of rent on the office space a business occupies; cost of electricity for the office lights; some office personnel wages; Non-overhead costs are incremental such as the cost of raw materials used in the goods a business sells. Operating Cost is calculated by Cost of goods sold + Operating Expenses.
Unless overtime work is overtly agreed upon and in the employee's contract, they are free to decline to engage in overtime work. [13] From 1908, a Sydney based engineering company called Mort's Dock became the subject of multiple overtime bans. [14] They were imposed by employees who had a "long history of organisation and mobilisation". [14]
Even if the work is planned or scheduled, it can still be considered overtime if it exceeds what is considered the standard workweek in that jurisdiction. A high overtime rate is a good indicator of a temporary or permanent high workload, and can be a contentious issue in labor-management relations. [1]