The ECSC is a comprehensive agreement with India to promote bilateral cooperation and economic integration between our countries. In addition to extending tariff concessions and improving rules of origin that allow Singaporean companies to access the Indian market, the ECSC allows four types of businessmen to be transported between Singapore and India. Existing citizenship, residency and employment rules remain in place. The agreement entered into force on August 1, 2005. While the Ministry of Trade and Industry (MTI) issued a statement indicating that Singaporeans are “understandable” with competition from skilled workers, managers and foreign executives (SMEs) due to the current sluggish economic and employment situation. However, it is “misleading” to say that the number of Indian SMEs, particularly intragroup takers, is exclusively or largely transferred to the ECSC. MTI also rejected the fact that “none of our free trade agreements, including Ceca, require us to automatically provide employment passports to every foreigner.” In addition, “all foreigners applying for a work card must meet our predominant criteria and all companies must respect fair hiring rules.” Despite the government`s clarification on this issue, citizens in the network remain skeptical of the Singapore-India free trade agreement. [13] Any model documentation containing clean and commented/commented versions of an agenda, investment agreement, shareholders` pact, statutes and board statutes can be downloaded free of charge below. The comprehensive agreement between India and Singapore, also known as the Comprehensive Economic Cooperation Agreement or simply the ECSC, is a free trade agreement between Singapore and India aimed at strengthening bilateral trade. It was signed on June 29, 2005.
[1] Prior to the Employment Contracts Act, MECAs (or their equivalents) were commonplace and, in the health sector, they were probably the main form of the employment agreement or allocation, as they were called at the time. Multi-employer agreements, in one way or another, have been the dominant medium on which terms of employment have been negotiated for about 100 years since the introduction of New Zealand`s first industrial legislation, the Industrial Conciliation and Arbitration Act in 1894. An AEC agreement or collective agreement is the term used to describe a situation in which a certain number of workers participate in an identical agreement – that is, they are subject to the same conditions and are also entitled to the same contractual rights. In New Zealand, collective agreements are recognized as binding and enforceable by the Employment Relations Act 2000. Collective agreements are categorized according to the configuration of the contracting parties and consist of two forms: meCA or SECA (see below). As a worker, you are bound either by an IEA (also known as the individual work agreement, the parties are the individual worker and the employer (not the union) or an AEC. The collective nature of employment contracts depends on a number of advantages, first with the strength and security in numbers. Under the Employment Relations Act 2000, collective bargaining can only take place through a registered union such as APEX.
Under this act, a union can decide whether it wants a collective agreement for more than one employer, hence the MECA. The decision on whether or not to negotiate an MECA is first made by a vote of the union members. All union members covered by the safeguard clause in the collective agreement have the opportunity to participate in the vote. Each group of workers employed by an employer decides whether their employer should be included in the MECA.