CA+ +ESU Nanyang+Technological+University+ +2013071

CA 2013071 ESU-NANYANG TECHNOLOGICAL UNIVERSITY
THIS COLLECTIVE AGREEMENT is made pursuant to the Industrial

Relations Act (Cap. 136) on this 27th of February 2013 between the
NANYANG TECHNOLOGICAL UNIVERSITY (hereinafter referred to as the
"University") of Nanyang Avenue, Singapore 639798 of the one part and
EDUCATION SERVICES UNION (hereinafter referred to as the "Union") of
605B Macpherson Road, Citimac Industrial Complex #07-08, Singapore
368241, being a trade union registered under the Trade Unions Act (Cap.
333) of the other part.
NOW IT IS HEREBY AGREED AND DECLARED between the parties hereto

as follows:
I GENERAL PROVISIONS
1. TITLE
This Agreement shall be known as the “NANYANG TECHNOLOGICAL
UNIVERSITY COLLECTIVE AGREEMENT 2013”.
2. SCOPE
(1) This Agreement shall cover (a) all grades of staff listed in
Schedule I to this Agreement and (b) Personal-to-Holder Staff1,
with the exception of -
(i) New staff under probation;
(ii) Casual staff; and
(iii) Staff on fixed-term contract of not more than 6 months of
continuous service,
1
“Personal-to-Holder Staff” means certain staff belonging to the categories within the scope
of this Agreement who were reclassified and mapped to new grades between E4 to E6
pursuant to the New Service Scheme launched on 1 February 2007. This is a factual
representation and shall not affect any on-going negotiations.
CA NO.71/2013 Page 1 of 28
Nanyang Technological University Collective Agreement 2013
(ASCA)J(310513)
such staff who are covered by this Agreement referred to as

“Bargainable Staff”.
(2) Notwithstanding Clause 5 of the Agreement, Bargainable Staff
who already enjoy benefits more favourable than that provided
for in this Agreement shall continue to enjoy them on a personal-
to-holder basis.
(3) Both parties shall continue negotiations on extension of scope of
representation.
3. DURATION
(1) This Agreement shall take effect on 1 March 2013 and shall
remain in force for a period of three (3) years until 29 February
2016, both dates inclusive.
(2) Negotiations for a new collective agreement shall commence not
later than three months before the expiry of this Agreement.
4. RECOGNITION
(1) The University recognises the Union as the sole collective
negotiating body relating to pay and all other terms and
conditions of service of all Bargainable Staff.
(2) The University and the Union shall agree on any changes in
policies relating to the terms and conditions of employment in
respect of Bargainable Staff before the changes are put into
effect.
(3) Any disciplinary cases leading to termination or change in
employment terms and conditions of a Bargainable Staff who is a
member of the Union shall be copied to the Union, subject to the
University first obtaining the requisite consent in writing from the
affected Bargainable Staff to disclose such information to the
Union.
CA NO.71/2013 Page 2 of 28
(ASCA)J(310513)
5. NON-UNION MEMBERS
Staff belonging to categories within the scope of this Agreement, who
are not members of the Union, shall not receive benefits more
favourable than those conferred on Bargainable Staff who are
members of the Union.
6. GRIEVANCE PROCEDURE
The Union and the University agree that a Bargainable Staff’s
grievance shall be dealt with as expeditiously as possible. In
pursuance of this mutual desire, a Bargainable Staff’s grievance shall
be dealt with in accordance with the following procedures:
1) Step One
A Bargainable Staff having a grievance may, within seven (7)
working days of its arising lodge a complaint with his/her
immediate superior, or if the complaint is against immediate
superior, to his/her Head of Department. The immediate superior
or his/her Head of Department shall give his/her decision on the
matter within ten (10) working days from the date the complaint
was referred to him or cases referred to the immediate superior,
if the immediate superior is not able to resolve the issue, he/she
shall refer the matter to the Head of Department who shall give
his/her decision within ten (10) working days from the date of
reference to him/her.
2) Step Two
If the Bargainable Staff concerned feels that the grievance has
not been properly dealt with under Step One, the matter may be
taken up by the Union and the University’s Office of Human
Resources for further discussion.
3) Step Three
Failing a settlement under Step Two, it may be referred to the
Ministry of Manpower for conciliation in accordance with the
relevant provision of the Industrial Relations Act.
CA NO.71/2013 Page 3 of 28
(ASCA)J(310513)
7. REFEREE
Any dispute or disputes between the parties hereto in respect of the
terms of this Agreement whilst it is in force and arising out of its
operation shall be referred to the President of the Industrial Arbitration
Court who shall have the discretion to select a referee appointed in
accordance with Section 43 of the Industrial Relations Act to
determine the dispute or disputes.
II GENERAL TERMS AND CONDITIONS OF EMPLOYMENT
8. PROBATION
(1) Newly engaged staff who belong to categories within the scope
of this Agreement shall serve a probationary period of three (3)
months for administrative staff and six (6) months for technical
staff.
(2) The Reporting Officer will appraise the performance of such staff
at the end of the probationary period and assess the staff’s
suitability for confirmation of employment. In the absence of
extension of the probationary period or termination of such staff’s
employment with the University, such staff shall be deemed to
have been confirmed in his/her appointment.
9. HOURS OF WORK
All Bargainable Staff who are working full-time shall work a total of not
less than forty-two (42) hours or not more than forty-four (44) hours
per week.
CA NO.71/2013 Page 4 of 28
(ASCA)J(310513)
10. OVERTIME
Monetary compensation for overtime work and work on rest days and
public holidays shall be extended to eligible Bargainable Staff. The
details for payment are outlined in the Memorandum of Agreement on
the Collective Agreement entered into between the University and the
Union on or around the date of this Agreement (“MOA on CA”).
11. PUBLIC HOLIDAYS

(1) The provisions of this clause shall be subject to Part X of the
Employment Act (Cap. 91).
(2) Where a gazetted public holiday falls on a Bargainable Staff’s
scheduled rest day or off day, the working day following
immediately thereafter shall be a paid holiday in substitution
therefore or any other day may be substituted therefore by
agreement between the Bargainable Staff and his/her Head of
Department.
(3) A Bargainable Staff who absents himself/herself from work on
the working day immediately preceding or immediately
succeeding a gazetted public holiday or any day substituted
therefore without the prior consent of his/her Head of Department
or without reasonable excuse shall not be entitled to any holiday
pay for that gazetted public holiday.
(4) A Bargainable Staff who is required to work on a gazetted public
holiday shall be paid an extra day’s salary at the basic rate of pay
for one day’s work in addition to the gross rate of pay for that day
if he/she is not given a day off in substitution for that holiday.
(5) Where a Bargainable Staff is required to work in excess of the
normal number of hours of work on that day or in excess of eight
hours where the normal number of hours of work is not specified,
such excess hours shall be treated as overtime and, if such
Bargainable Staff is eligible, shall be compensated in accordance
with Clause 10 of this Agreement.
CA NO.71/2013 Page 5 of 28
(ASCA)J(310513)
(6) If a Bargainable Staff engaged in shift duty works on his/her

scheduled hours on a normal working day which falls on a
gazetted public holiday in any of the circumstances set out
below, he/she shall be deemed to have worked on a public
holiday and shall be paid an extra day’s salary at the basic rate
of pay, if he/she is not given a day off in substitution for that
holiday, i.e.:
(a) with the shift beginning on a day which is a gazetted public
holiday and ending on the following day which is not a
gazetted public holiday; or
(b) with the shift beginning on a day which is not a gazetted
public holiday and overlapping the hour of midnight into a
day which is a gazetted public holiday.
(7) Where a Bargainable Staff engaged in shift duty works on two
consecutive night shifts in circumstances as set out in sub-clause
(6) above, he/she shall be deemed to have worked on the one
gazetted public holiday and shall be paid an extra day's salary at
the basic rate of pay for working on the one gazetted public
holiday if he/she is not given a day off in substitution for that
holiday.
(8) If a Bargainable Staff engaged in shift duty works on his/her
scheduled hours on normal working days which fall on two
consecutive gazetted public holidays in any of the circumstances
set out below, he/she shall be deemed to have worked on the
two consecutive public holidays and shall be paid two extra days’
salary at the basic rate of pay, if he/she is not given two days off
in substitution for the two consecutive gazetted public holidays,
i.e.:
(a) with the shift beginning on one public holiday and ending on
the second public holiday and the next shift beginning on
the second public holiday and ending on the following day
which is not a public holiday;
CA NO.71/2013 Page 6 of 28
(ASCA)J(310513)
(b) with the shift beginning on a non-public holiday and ending

on the following day which is a public holiday and the next
shift beginning on that same public holiday and ending on
the second public holiday; or
(c) with the shift beginning on a non-public holiday and ending
on the following day which is a public holiday and the next
shift beginning on the second public holiday and ending on
the following day which is not a public holiday.
(9) Where a Bargainable Staff is called back to work on a gazetted
public holiday for any period of less than 8 hours, he/she shall be
compensated for not less than 8 hours of work.
12. RETIREMENT AND REEMPLOYMENT

(1) The retirement age and offer of re-employment to Bargainable
Staff shall be in accordance with the Retirement and Re-
employment Act (Cap. 274A) (“RRA”).
(2) Based on the RRA and the tripartite guidelines on re-
employment, the University and the Union have agreed on a re-
employment framework. The framework is outlined in the
Memorandum of Agreement on Re-employment entered into
between the University and the Union on or around the date of
this Agreement (“MOA on Re-employment”) and covers co-
operation in the following:
(a) Identifying eligible Bargainable Staff for re-employment
(b) Pre-retirement planning and re-employment consultation
(c) Terms and conditions for re-employment
(3) The University shall strive to offer re-employment to eligible
Bargainable Staff who wish to continue working. In the event it is
unable to do so, the University shall be required to provide such
Bargainable Staff a one-off Employment Assistance Payment
(“EAP”). Details of the EAP are outlined in the MOA on Re-
employment.
CA NO.71/2013 Page 7 of 28
(ASCA)J(310513)
(4) Bargainable Staff who retire on or before 31st December of a

calendar year shall be eligible for pro-rated Annual Wage
Supplement. They shall also be eligible for pro-rated Long
Service Award based on the next tier of award they would have
expected to receive.
13. RETRENCHMENT
(1) In the event of redundancy, the University shall inform the Union
in writing of any impending retrenchment at least one (1) month
in advance before the notice of termination is served to a
Bargainable Staff.
(2) The notice of termination of service on grounds of redundancy to
the affected Bargainable Staff shall be one (1) month’s notice or
one (1) month’s gross pay in lieu thereof in accordance with the
definition of gross rate of pay in the Employment Act.
(3) Retrenchment benefits for Bargainable Staff shall be negotiated
between the University and the Union.
III SALARY AND OTHER MONETARY ITEMS
14. SALARY RANGES

The salary ranges of the various job grades shall be as listed in
Schedule I of this Agreement.
15. MERIT INCREMENT AND PERFORMANCE BONUS

Merit increment and performance bonus shall be negotiated annually.
16. ANNUAL WAGE SUPPLEMENT

(1) An Annual Wage Supplement (“AWS”) equivalent to one (1)
month’s basic salary shall be paid in December of each calendar
year.
CA NO.71/2013 Page 8 of 28
(ASCA)J(310513)
(2) To be eligible for AWS, Bargainable Staff must be in service of

the University as at 31st December of the year of payment.
(3) Bargainable Staff who have not completed twelve (12) months of
service arising from no-pay leave, termination due to
retrenchment or contract expiry, retirement, medically boarded
out or died whilst in service shall receive AWS payment pro-rated
to the last day of service.
17. DRIVING/RIDING ALLOWANCE

A Bargainable Staff who is assigned or detailed to drive/ride the
University vehicles in addition to his/her own duties shall be paid the
following rates of allowance:
Class IV and V vehicles - $6 per day
Class III vehicle - $4 per day
Class II vehicle - $2 per day.
However, Bargainable Staff whose duties include driving/riding or who
have been given in-service training in driving/riding vehicles are not
eligible for the driving allowance.
18. NIGHT DUTY ALLOWANCE

(1) Night duty allowance shall be payable to eligible Bargainable
Staff in the appointment grades S1, S2, S3, S4 and E1, E2 who
are required to work between the hours of 8pm and 6am of the
following day.
(2) The night duty allowance shall be payable at the rate of one-
quarter basic rate of pay for each hour worked.
19. LONG SERVICE AWARD

(1) The award is presented as a token of the University’s
appreciation and is presented every five (5) continuous years of
service after 10 years of service. The value of the cash awards
are as follows:
CA NO.71/2013 Page 9 of 28
(ASCA)J(310513)
Length of Service Maximum Value of Award
10 years $200
15 years $300
20 years $500
25 years and every subsequent

$1000
5 years onwards
(2) A Bargainable Staff’s eligibility for the award is based solely on

such Bargainable Staff’s continuous length of service with the
University.
IV LEAVE BENEFITS
20. LEAVE SCHEMES

(1) All Bargainable Staff in the service of the University who had
opted for or were placed on the 1973 Leave Scheme shall enjoy
the vacation leave, leave allowance and medical leave as
specified in Schedule II to this Agreement.
(2) All Bargainable Staff in the service of the University who were
appointed on or after 1st July 1979 and before 1 November 2004
or who opted for the 1979 Leave Scheme shall enjoy the leave
benefits as specified in Schedule III to this Agreement.
(3) All Bargainable Staff in the service of the University on or after 1
November 2004 shall enjoy the leave benefits as specified in
Schedule IV to this Agreement.
CA NO.71/2013 Page 10 of 28
(ASCA)J(310513)
21. ACCUMULATION OF LEAVE

The University will as far as practicable (and subject to exigencies of
service) encourage Bargainable Staff to plan out leave schedules in
good time and to use their leave entitlement within the same year. Any
balance leave carried forward to the following year shall be forfeited if
unutilised by 31 December of that year.
22. MATERNITY LEAVE

Bargainable Staff shall be entitled to paid maternity leave in
accordance to the provisions of the Employment Act and the Child
Development Co-Savings Act (Cap. 38A) (“CDCA”).
23. CHILDCARE LEAVE

Bargainable Staff shall be entitled to paid childcare leave in
accordance to the provisions of the Employment Act and the CDCA.
24. CHILDCARE SICK LEAVE

A Bargainable Staff who is working full-time shall be eligible to apply
for child sick leave (for children not exceeding 12 years old) in
accordance with the University’s prevailing policy. Details of the policy
regarding childcare sick leave as at the date of this Agreement are
outlined in the MOA on CA.
25. INFANTCARE LEAVE

Bargainable Staff shall be entitled to unpaid infant care leave in
accordance to the provisions of the CDCA.
26. MARRIAGE LEAVE

A Bargainable Staff marrying while in the service of the University shall
be entitled to three (3) days’ paid marriage leave. This entitlement is
to be taken within one (1) year from the date of the solemnisation of
CA NO.71/2013 Page 11 of 28
(ASCA)J(310513)
marriage, and proof of marriage has to be shown. It is to be applicable

for the first marriage, granted only once and only for official marriages.
27. PROLONGED ILLNESS LEAVE

(1) A Bargainable Staff with at least one (1) year of service and has
exhausted all forms of medical leave and vacation leave shall be
eligible for the benefit under this clause if he/she has contracted
tuberculosis, cancer, leprosy, mental illness, cardiac ailments, or
any other chronic disease which is verified by a medical board as
a long term illness which requires prolonged and continuous
medical treatment and rest. Acquired Immune Deficiency
Syndrome (“AIDS”) not contracted during work is also covered
under this clause. AIDS contracted in the course of work shall be
in accordance with the provisions of the Work Injury
Compensation Act (Cap. 354) (“WICA”), provided always that
where the provisions of WICA are less favourable than this
clause, the Bargainable Staff shall be entitled to the benefit under
this clause.
(2) Subject to sub-clause (1) above, the leave entitlement is as
follows:
(a) First six (6) months - Full Pay
(b) Second six (6) months - Half Pay
(c) Third six (6) months - Without Pay
(3) Thereafter, if the Bargainable Staff is still unfit for duty, his/her
service may be terminated on medical grounds.
28. COMPASSIONATE LEAVE

A period of compassionate leave with full pay up to a maximum of
three (3) working days shall be granted to a Bargainable Staff on the
demise of an immediate family member (spouse, child, parent,
grandparent, parent-in-law). This period of leave shall be consumed
within seven (7) calendar days of the official date of death.
CA NO.71/2013 Page 12 of 28
(ASCA)J(310513)
29. LEAVE TO ATTEND APPROVED TRADE UNION AND

CO-OPERATIVE COURSES, CONFERENCES AND SEMINARS
(1) Subject to exigencies of service, full pay unrecorded leave may
be granted by the University to enable a Bargainable Staff to
attend:
(a) Residential leadership training courses organised by the
National Trades Union Congress, up to one (1) month
duration.
(b) Co-operative courses, conferences and seminars which are
supported by the Registrar of Co-operative Societies, and
where the Bargainable Staff is nominated by the Singapore
National Co-operative Federation Ltd (“SNCF”), and the
leave for such courses shall be cumulated with other leave
types2 that are subject to limit of fourteen (14) calendar
days in a year.
(2) Full pay unrecorded leave not exceeding three (3) months'
duration may be approved for a Bargainable Staff to attend a
trade union course overseas.
(3) A Bargainable Staff attending any such course, conference or
seminar whether local or overseas shall have to be nominated by
the Union.
(4) A trade union training course overseas is subject to the following
conditions:
(a) The leave is up to a maximum of three (3) months;
(b) In any one calendar year, the University may grant up to
only a maximum of ten (10) Bargainable Staff for such leave;
and
2
Notwithstanding any term in this Agreement, the cumulative leave granted for the following
purposes shall not exceed 14 calendar days in a year:
i To represent Singapore in games and overseas training/competitions;
ii To attend local trade union, conferences and seminars;
iii To attend volunteer camps, field operations or other exercises conducted by
recognised organisations;
iv To participate in the Singapore Volunteers Overseas Programme;
v To attend international/regional cultural activities; and
vi For marriage (marriage leave)
CA NO.71/2013 Page 13 of 28
(ASCA)J(310513)
(c) In any one calendar year, the University may grant only up
to a maximum of three (3) Bargainable Staff for any one (1)
approved course. Any Bargainable Staff sponsored by the
NTUC after these numbers are filled will have to apply for
annual leave, and the remainder of the course not covered
by the annual leave will be treated as no-pay leave.
30. INJURY LEAVE

When a Bargainable Staff within the coverage of the WICA is injured in
the course of employment, he/she shall be granted medical leave in
accordance with the provisions of the WICA. Such leave shall be
separate and distinct from the normal medical leave eligibility of the
Bargainable Staff.
31. NO PAY LEAVE

(1) The University may, subject to exigencies of service, at its sole
discretion, grant no-pay leave to Bargainable Staff under the
following circumstances upon the exhaustion of all their annual
leave:
(a) When there are private affairs that justify their absence for
duty for longer than their annual leave. Such leave shall be
up to a maximum of six (6) months at a time, to be
renewable over six (6) monthly periods. The granting of no-
pay leave for such a purpose will be considered on a case-
by-case basis.
(b) If recommended by a medical practitioner registered with
the Singapore Medical Council for leave on medical
grounds.
(c) If a married female Bargainable Staff wishes to prepare for
and/or recover from childbirth but is not eligible for paid
maternity leave and has also exhausted all her annual
leave. The no-pay leave granted for such a purpose is
CA NO.71/2013 Page 14 of 28
(ASCA)J(310513)
subject to a maximum period of twelve (12) weeks,

commencing either during the four (4) weeks immediately
before the date of confinement or immediately after
confinement.
(d) A married female Bargainable Staff may be granted no-pay
leave for child care for one (1) year at a time up to a
maximum of four (4) years, to be taken within four (4) years
after the birth of her child, subject to exigencies of service.
(e) When a Bargainable Staff wishes to accompany his/her
spouse who has been sent on duty, training course or for
posting overseas by the employer. The University may
approve such applications for a period of up to one (1) year
at a time, subject to yearly review and exigencies of service.
(f) Unavoidable absence from duty without prior permission
and for good reasons.
(g) To prepare for any final year examination which is approved
by the University (such no-pay leave granted is subject to a
maximum period of three (3) months).
(2) During any period of no-pay leave taken by a Bargainable Staff,
such Bargainable Staff will not be entitled to any payment for any
intervening scheduled rest day and/or public holiday/scheduled
off day on Saturday that falls within such period of no-pay leave.
(3) Bargainable Staff who have taken no-pay leave will also not
enjoy full payment of the AWS and any other annual variable
payments for the year in which the no-pay leave is taken. Such
payments (if any), will be pro-rated.
(4) No-pay leave will not count as service qualifying for annual leave
eligibility (including higher annual leave eligibility) as well as
prolonged illness leave and long service award.
(5) For employees who are on no-pay leave for a continuous period
from three (3) months to twelve (12) months, Flex Points will be
prorated according to the number of calendar days worked in the
CA NO.71/2013 Page 15 of 28
(ASCA)J(310513)
benefit year. Their insurance cover will continue to be in-force

for up to a maximum of one (1) year commencing from the start
date of No-pay Leave.
(6) Employees who are on continuous no-pay leave for more than
twelve (12) months will be excluded from Flexible Benefits
Scheme. They will re-enrol onto the Scheme upon their return
from No-pay Leave, as long as the terms of appointment include
eligibility for benefits at the end of their No-pay Leave.
(7) Bargainable Staff who are on no-pay leave will also not be
eligible for any other leave benefits during their no-pay leave.
32. PATERNITY LEAVE

Bargainable Staff who are entitled to paid paternity leave under the
CDCA shall be granted paternity leave in accordance with the CDCA.
Bargainable Staff who do not qualify for paid paternity leave under the
CDCA shall be entitled to apply for paternity leave as follows:
(1) A married male Bargainable Staff may be granted leave of three
(3) days each on the occasion of the birth of his first four (4)
children (including legally adopted and stepchildren).
(2) The leave must be taken by the Bargainable Staff within six (6)
months from the date of birth of his child.
(3) A married/widowed/divorced male Bargainable Staff may also be
granted three (3) working days of paternity leave if he adopts a
child. The leave must also be consumed when the adopted child
is six (6) months or younger.
33. PARENT CARE LEAVE

Bargainable Staff shall be entitled to 2 days paid leave in each
calendar year to care for their parents / parents-in-law.
CA NO.71/2013 Page 16 of 28
(ASCA)J(310513)
34. PILGRIMAGE LEAVE

(1) A Muslim Bargainable Staff shall be eligible for the grant of
pilgrimage leave if he/she:
(a) Is a Singapore citizen or a permanent resident of
Singapore;
(b) Has completed twelve (12) years of continuous service;
(c) Has accumulated annual leave up to an amount equal to
his/her eligibility for two (2) calendar years;
(d) Has registered with the Majlis Ugama Islam Singapura or
any other competent authority appointed by the Majlis
Ugama Islam Singapura.
(2) Pilgrimage leave shall be granted only once in a Bargainable
Staff’s service.
(3) When a Bargainable Staff applies for pilgrimage leave, the
University may extend his/her leave on full-pay beyond the
amount of accumulated annual leave to enable the pilgrimage to
be completed. The combined period of leave shall be limited to
the actual time required to complete the pilgrimage and shall not
in any case exceed eighty-four (84) days.
(4) No leave allowance shall be payable during pilgrimage leave if a
Bargainable Staff is under the 1973 Leave Scheme.
35. COMPUTATION OF VACATION AND

MEDICAL LEAVE FOR SHIFT STAFFS
The method of computing the vacation leave and medical leave of
Bargainable Staff on shift duties shall be based on the shift of the
Bargainable Staff, that is, each shift shall be treated as one day’s
vacation leave or medical leave.
CA NO.71/2013 Page 17 of 28
(ASCA)J(310513)
36. TIME-OFF TO ATTEND PRAYERS

All Muslim Bargainable Staff shall be permitted to go for prayers on
Fridays from 12.30 pm to 2.30 pm inclusive of the lunch hour, subject
to exigencies of service.
37. UNAUTHORISED ABSENCE (VACATION OF OFFICE)

A Bargainable Staff who is continuously absent from work for more
than two (2) days without authority or reasonable cause shall be
deemed to have broken his or her employment contract with the
University.
38. COMPUTATION OF LEAVE ON DEATH OF STAFF MEMBERS

All outstanding leave including accumulated or deferred leave due to a
Bargainable Staff at the time of his/her death shall be converted into
salary.
V MEDICAL AND DENTAL BENEFITS AND INSURANCE
39. FLEXIBLE BENEFITS SCHEME

(1) Bargainable Staff are eligible for FlexBen@NTU.
(2) FlexBen@NTU is made up of the following three components:
(a) Core Benefits
(b) Optional Benefits
(c) Flexible Spending Account
(3) All Bargainable Staff who are working full-time are eligible for
FlexBen@NTU as per the summary of benefits listed under the
FlexBen@NTU handbook.
(4) The following Bargainable Staff are eligible for FlexBen@NTU
but their entitlements will be prorated:
CA NO.71/2013 Page 18 of 28
(ASCA)J(310513)
(a) Regular part-time Bargainable Staff will have their

entitlements prorated according to the hours worked per
week
(b) Bargainable Staff who are on No-Pay Leave for a
continuous period of three (3) months or more.
(5) Details of the policy regarding medical outpatient provision,
dental core benefit and flex point allocation per annum (1 July of
a calendar year to 30 June of the immediately following calendar
year) as at the date of this Agreement are outlined in the MOA on
CA.
40. WORK INJURY COMPENSATION ACT

The University shall subscribe to and maintain an insurance policy for
its Bargainable Staff as per the WICA.
VI MISCELLANEOUS ITEMS
41. NATIONAL SERVICE

An Operationally Ready National Serviceman may be given adequate
time-off from duty to allow him sufficient time to return home and then
report for National Service duty.
42. TRAINING AND DEVELOPMENT

Bargainable Staff shall be encouraged to attend in-house programmes
offered by the University. External programmes (local or overseas)
will be considered on a case-by-case basis.
43. SPECIAL BRANCH FUND

The management shall make an annual contribution of $5,000 in
January each year towards the NTU Staff Branch Special Branch
Fund.
CA NO.71/2013 Page 19 of 28
(ASCA)J(310513)
44. TRANSPORT CLAIM

Bargainable Staff shall be eligible for transport reimbursement for
travel by taxi to return home if they perform approved overtime beyond
8.30pm on weekdays.
45. PAST PRACTICE

All other material existing terms of employment and conditions of
service not mentioned in this Agreement shall remain substantially as
before provided that they are consistent with the Government’s or the
University’s prevailing policy and in the interest of efficient service.
Should any dispute arise regarding changes affecting such past
practices, they shall be resolved in the first instance by the parties
themselves and if necessary at a later stage be referred to a referee
under the appropriate provision of this Agreement.
CA NO.71/2013 Page 20 of 28
(ASCA)J(310513)
IN WITNESS WHEREOF the parties hereunto set their hands on the day and
year first above written:
Signed for and on behalf of
NANYANG TECHNOLOGICAL EDUCATION SERVICES UNION

UNIVERSITY
MRS ANGELA LIM SAU TING ANG HIN KEE

Chief Human Resource Officer Executive Secretary
LEE SIEW CHUAN

Branch Chairman
HO WAH CHAI
Branch Vice-Chairman
MS GRACE HO SER LUAN

Branch Secretary
MS CHRISTINA LIAW
Assistant Branch Secretary
In the presence of:
LEONG CHAN CHEONG MS JEAN SEE

Divisional Director Assistant Executive Secretary
Office of Human Resources
MRS KO-PHUA YEU HUAY, JACKLYN

Head (Human Resource Department)
CA NO.71/2013 Page 21 of 28
(ASCA)J(310513)
Schedule I
(Clause 2 & 14)
NANYANG TECHNOLOGICAL UNIVERSITY COLLECTIVE AGREEMENT 2013
Grade Minimum Salary ($) Maximum Salary ($)
E3 1,949 4,757
E2 1,652 3,848
E1 1,329 2,963
S4 1,278 2,058
S3 1,170 1,895
S2 1,061 1,722
S1 904 1,451
CA NO.71/2013 Page 22 of 28
(ASCA)J(310513)
Schedule II
(Clause 20)
1973 LEAVE SCHEME
1 VACATION LEAVE
1.1 The 1973 vacation leave scheme shall be as follows:
Period of Service Vacation Leave Entitlement

Less than 10 years 14 working days
10 years and above 21 working days.
1.2 Make-Up Vacation Leave
1.2.1 Make-up vacation leave up to the difference between a Bargainable Staff’s present
leave eligibility and the limits provided under the pre-1973 Leave Scheme shall be
allowed.
1.2.2 Where the vacation leave eligibility of a Bargainable Staff for a year is to be calculated
on a pro-rata basis, his/her eligibility for “make-up vacation leave” shall be similarly
pro-rated.
1.2.3 A Bargainable Staff shall be allowed to take no-pay leave instead of “make-up
vacation leave” for the difference in leave as stated in 1.2.1 above if he so chooses.
2 LEAVE COMPENSATION ALLOWANCE AND

COST OF MAKE-UP VACATION LEAVE
2.1 The leave compensation allowance shall be in accordance with Table I.
2.2 The leave allowance which shall be a monetary compensation for the reduced
vacation and medical leave shall be separate and distinct from the Bargainable Staff’s
salaries and salary scales.
2.3 The leave allowance shall be a fixed amount related to their status and substantive
salaries as on 31st December 1972 or upon appointment whichever is later except
that where a Bargainable Staff has been promoted after 31st December 1972 from a
post in one group to another post in a higher group his/her leave allowance on his/her
promotion shall be recomputed on the basis of his/her new salary and status. Where
the salary or salary scale of the post in a group has been revised after 31st December
1972, the leave allowance shall be determined as if the salary or salary scale had not
been revised and the salary of the post as at 31st December 1972 shall be used in
computing the revised leave allowance.
CA NO.71/2013 Page 23 of 28
(ASCA)J(310513)
Schedule II
(Cont’d)
2.4 Staff members who utilise “make-up vacation leave” shall pay for such leave in
accordance with the rates shown in Table I(A) to this Agreement.
3 MEDICAL LEAVE
3.1 A Bargainable Staff shall be granted sick leave on full pay according to the period
prescribed in the medical certificate up to an aggregate of 30 days in each calendar
year, or 60 days if hospitalisation in an approved hospital is necessary provided that -
3.1.1 The medical certificate mentioned above is issued in Singapore by a medical

practitioner registered with the Singapore Medical Council;
3.1.2 If a Bargainable Staff is certified by the medical practitioner to be ill enough to be

hospitalised but is not hospitalised in an approved hospital due to circumstances
beyond his/her control, the Bargainable Staff shall be deemed to be hospitalised for
the purpose of this paragraph;
CA NO.71/2013 Page 24 of 28
(ASCA)J(310513)
Table I
(Schedule II)
SCHEDULE OF LEAVE ALLOWANCE UNDER

THE 1973 LEAVE SCHEME
Salary Range ALLOWANCE PER MONTH IN $
(Pre-April1982 Division I Division II Division III & IV

Revision) Staff Staff Staff
0-320 30 20
321-514 35 30
515-734 50 40
735-984 65 55
985-1184 75 65
1185-1364 125 95 75
1365-1899 150 120 105
1900-2224 170
2225-2420 185
The University will (a) determine the particular Division in which a particular Bargainable Staff
shall be assigned for the time being, and (b) identify the Bargainable Staff to whom this Table I
applies.
CA NO.71/2013 Page 25 of 28
(ASCA)J(310513)
Table I(A)
(Schedule II)
SCHEDULE OF LEAVE ALLOWANCE
AND COST OF MAKE-UP VACATION LEAVE
Division I Division II Division III & IV
Leave Daily Rate Leave Daily Rate Leave Daily Rate of

Allowance of MUVL Allowance of MUVL Allowance MUVL
30 15 20 12
35 20 30 15
125 50 50 30 40 20
150 60 65 35 55 30
170 70 75 45 65 35
185 75 95 55 75 45
200 80 120 70 105 60
210 85
220 90
240 95
270 110
300 120
The University will (a) determine the particular Division in which a particular Bargainable Staff
shall be assigned for the time being, and (b) identify the Bargainable Staff to whom this Table
I(A) applies.
CA NO.71/2013 Page 26 of 28
(ASCA)J(310513)
Schedule III
(Clause 20)
1979 LEAVE SCHEME
1 VACATION LEAVE
1.1 A Bargainable Staff appointed on or after 1 July 1979 and before 1 November 2004
shall be entitled to vacation leave at the rates shown below:
Rates of Vacation Leave

Appointment Grades Appointment Grades
E2 and above S1, S2, S3, S4, E1
Less than 10 years’ service 21 working days per 14 working days per
calendar year calendar year
On completion of 10 years’ 28 working days per 21 working days per

service calendar year calendar year
1.2 If a Bargainable Staff in an appointment grade E1 or below is re-appointed or

promoted to appointment grade E2, any period of service he has with the University in
excess of 10 years will count as service in appointment grade E2 for calculating how
much vacation leave he is entitled to.
2 MEDICAL LEAVE
prescribed in a medical certificate up to an aggregate of 30 days in each calendar
2.1.1 The medical certificate mentioned above is issued in Singapore by a medical

practitioner registered with the Singapore Medical Council;

CA NO.71/2013 Page 27 of 28
(ASCA)J(310513)
Schedule IV
(Clause 20)
2004 LEAVE SCHEME
1 VACATION LEAVE
1.1 A Bargainable Staff appointed on or after 1.11.04 shall be entitled to vacation leave at
the rates shown below:
Rates of Vacation Leave

Appointment Grades E2 Appointment Grades
and above S1, S2, S3, S4, E1
Less than 10 years’ 18 working days per 14 working days per
service calendar year calendar year
On completion of 10 21 working days per 18 working days per
years’ service calendar year calendar year
2 MEDICAL LEAVE
prescribed in a medical certificate up to an aggregate of 14 days in each calendar
2.1.1 The medical certificate mentioned above is issued in Singapore medical practitioner
registered with the Singapore Medical Council;

CA NO.71/2013 Page 28 of 28
(ASCA)J(310513)

CA+ +ESU Nanyang+Technological+University+ +2013071

Uploaded by

Document Information

Original Description:

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

CA+ +ESU Nanyang+Technological+University+ +2013071

Uploaded by

Copyright:

Available Formats

CA 2013071 ESU-NANYANG TECHNOLOGICAL UNIVERSITY

THIS COLLECTIVE AGREEMENT is made pursuant to the Industrial

NOW IT IS HEREBY AGREED AND DECLARED between the parties hereto

such staff who are covered by this Agreement referred to as

II GENERAL TERMS AND CONDITIONS OF EMPLOYMENT

11. PUBLIC HOLIDAYS

(6) If a Bargainable Staff engaged in shift duty works on his/her

(b) with the shift beginning on a non-public holiday and ending

12. RETIREMENT AND REEMPLOYMENT

(4) Bargainable Staff who retire on or before 31st December of a

III SALARY AND OTHER MONETARY ITEMS

14. SALARY RANGES

15. MERIT INCREMENT AND PERFORMANCE BONUS

16. ANNUAL WAGE SUPPLEMENT

(2) To be eligible for AWS, Bargainable Staff must be in service of

17. DRIVING/RIDING ALLOWANCE

18. NIGHT DUTY ALLOWANCE

19. LONG SERVICE AWARD

Length of Service Maximum Value of Award

25 years and every subsequent

(2) A Bargainable Staff’s eligibility for the award is based solely on

20. LEAVE SCHEMES

21. ACCUMULATION OF LEAVE

22. MATERNITY LEAVE

23. CHILDCARE LEAVE

24. CHILDCARE SICK LEAVE

25. INFANTCARE LEAVE

26. MARRIAGE LEAVE

marriage, and proof of marriage has to be shown. It is to be applicable

27. PROLONGED ILLNESS LEAVE

28. COMPASSIONATE LEAVE

29. LEAVE TO ATTEND APPROVED TRADE UNION AND

30. INJURY LEAVE

31. NO PAY LEAVE

subject to a maximum period of twelve (12) weeks,

benefit year. Their insurance cover will continue to be in-force

32. PATERNITY LEAVE

33. PARENT CARE LEAVE

34. PILGRIMAGE LEAVE

35. COMPUTATION OF VACATION AND

36. TIME-OFF TO ATTEND PRAYERS

37. UNAUTHORISED ABSENCE (VACATION OF OFFICE)

38. COMPUTATION OF LEAVE ON DEATH OF STAFF MEMBERS

V MEDICAL AND DENTAL BENEFITS AND INSURANCE

39. FLEXIBLE BENEFITS SCHEME

(a) Regular part-time Bargainable Staff will have their

40. WORK INJURY COMPENSATION ACT

41. NATIONAL SERVICE

42. TRAINING AND DEVELOPMENT

43. SPECIAL BRANCH FUND

44. TRANSPORT CLAIM

45. PAST PRACTICE

Signed for and on behalf of

NANYANG TECHNOLOGICAL EDUCATION SERVICES UNION

MRS ANGELA LIM SAU TING ANG HIN KEE

LEE SIEW CHUAN

MS GRACE HO SER LUAN

In the presence of:

LEONG CHAN CHEONG MS JEAN SEE

MRS KO-PHUA YEU HUAY, JACKLYN

NANYANG TECHNOLOGICAL UNIVERSITY COLLECTIVE AGREEMENT 2013

Grade Minimum Salary ($) Maximum Salary ($)

NANYANG TECHNOLOGICAL UNIVERSITY COLLECTIVE AGREEMENT 2013