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Adopt The Tripartite Standards


Self-Assessment Checklist

This checklist is intended to assist you in the self-assessment of your company’s HR policies and practices. It will help your company to identify the strengths and gaps in your policies and practices. For the complete specifications of this Tripartite Standard, please click here.

 All term contracts of service of 14 days or more, which are renewed within 1 month from the end of the previous contract are treated as continuous service.

Based on the cumulative length of continuous service, the following statutory leave benefits are provided:

  • Annual leave
  • Sick leave
  • Maternity leave
  • Paternity leave
  • Adoption leave
  • Child-care leave and extended child-care leave

In cases of early termination or non-renewal of the term contract, the cumulative length of service is used to calculate the notice period

Cumulative length of service Notice period shall not be less than
Less than 26 weeks 1 day
At least 26 weeks but less than 2 years 1 week
At least 2 years but less than 5 years 2 weeks
At least 5 years 4 weeks

All term contract employees are trained (e.g. OJT, online courses and workshops) to perform their jobs effectively.

 A member of the senior management is appointed to champion FWAs.

 Employees are offered FWAs.

 Employees can request for FWAs offered by the company. They are informed of the types of FWAs offered, the process to request for them and expectations on responsible use (e.g. website, HR policy, memo).

 The outcome of the request is documented and employees are informed in a timely manner. When a request for FWA cannot be granted, supervisors explain the reasons for rejection and where possible, discuss alternative arrangements.

 Supervisors are trained to objectively evaluate applications for FWA (e.g. job requirements, employees’ performance, compensation and safety).

 Supervisors are trained to set work expectations, manage and appraise employees on FWAs fairly based on work outcomes.

 A grievance handling procedure is implemented for employees to raise grievances.

 Employers document the procedure and communicate this procedure clearly to all employees.

 The grievance handling procedure states the appropriate authority to hear the appeal and a reasonable period of time for action to be taken.

 The employee is given the right to bring the unresolved grievance to the next level (e.g. request the assistance of the union if the employee is a union member in a unionised company). Discussions are documented and confidentiality of information observed.

 Supervisors and appointed staff are trained to manage employee feedback and grievances.

 Job advertisements state only selection criteria that are related to qualifications, skills, knowledge and experience required for the job.

 Job application forms ask only for information relevant to assess an applicant’s suitability for a job and job applicants are not require to provide their age, date of birth, gender, race, religion, marital status and family responsibilities, including whether an applicant is pregnant or has children, and whether they have any disability. If such data is required, the purpose is stated clearly.

 During job interview, a set of relevant and objective selection criteria is used consistently (e.g. use of a checklist) for shortlisting and selecting candidates.

 A proper record of the interview, assessment process, test (if any) and job offer made is kept for at least one year.

 Unsuccessful candidates are informed of the outcome of the interview.

 Hiring managers and staff involved are trained to conduct fair and unbiased interviews.

Written contract

 Parties have a contract that is agreed upon and acknowledged by both parties before the start of the service.

 The contract includes the following terms:

  • i. Names of contracting parties;
  • ii. Nature of services to be provided by the media freelancer/s;
    • a) Details of services that include deliverables; duration; location
  • iii. Payment
    • a) What is included in the fee
    • b) Payment milestones with clearly specified payment period;
    • c) Amount of interest charged for late payment calculated from the agreed payment milestone upon company’s receipt of the invoice from the media freelancer.
  • iv. How both parties can vary or terminate the contract terms;
  • v. What information is to be kept confidential;
  • vi. Disputes will be settled via negotiation and mediation first;
  • vii. Where relevant, clear terms on ownership of intellectual property.

Timely Payment

 Media freelancers are paid based on the agreed payment period when payment milestones are met (as stipulated in the written contract).

 If there are no payment milestone dates stipulated in the contract, media freelancers are paid no later than 45 days, upon the company receiving the invoice from the media freelancers.

Dispute Resolution

 If any disputes arise between both parties about the service, reasonable efforts are made to resolve the dispute via negotiation and mediation first.

 During negotiation and mediation, any agreement reached are recorded in a written settlement agreement and acknowledged by the parties involved.


 If media freelancers are required to offer their services on set and/or location specified by the company, the media freelancers are covered by the company for the following:

  • i. Production Equipment Insurance that covers equipment operated by media freelancers either owned by the company and/or rented to the company;
    • a. Covers against all risks of direct physical loss, damage or destruction to equipment such as cameras, electrical communications, sound, lighting and grip equipment that are owned by or rented to the company.
  • ii. Commercial General Liability;
    • a. Covers against claims for bodily injury (of other parties, e.g. passers-bys who are injured by production equipment during production that was operated by media freelancers) or for property damage, liability arising during the production.
  • iii. Work-related Personal Accident insurance;
    • a. Covers against claims for death, total and permanent disability and medical expenses due to work-related accidents for media freelancers.

Click here to find out if your organisation has signed the Tripartite Standard.


By submitting this form, I declare that:

  • I am authorised to commit to the Tripartite Standards on behalf of my organisation.
  • My organisation has fully met all the requirements of the Tripartite Standards that I have selected on this form.
  • I consent to TAFEP collecting, using and/or disclosing my personal data for the purpose of activities in fulfilling the objectives of TAFEP in accordance with the Personal Data Protection Act.

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