Back in the days, blue-collar workers (rank and file workers) formed the overwhelming majority of the workforce, with the PMEs almost as rare as getting a seat on the public transport.

Fast forward to the 21st century, the tables have turned.

Nowadays, throw a stone on the street and, most likely, you will hit an executive. In 2013, there were more than 630,000 PMEs, which translates to 31 percent of the resident workforce. Numbers will most likely continue to surge.

Suddenly the unions are representing the minority.

Enter the amendments of the Industrial Relations (IR) Act.

It was reported yesterday  that the IR Act, which allows employers and employees to settle trade disputes, will be changed to allow rank and file unions to represent PMEs collectively.

The IR Act will also expand the scope of limited representation on an individual basis to re-employment matters.

NTUC Assistant Secretary-General Patrick Tay said in Parliament: "Many of the new jobs created require knowledge workers or PMEs for short. In light of this change and development, it is imperative for NTUC and the Labour Movement to push for this review of the IR Act, a piece of legislation promulgated in 1965, to ensure we stay future-ready and relevant to our workforce and membership."

1965?  The changes have been a long time coming.

Yes, that's right, you Shentonistas. You can choose to be under the protection of the union. Or if you are hipster enough, like you most likely are, you can form your own union. But you need at least seven members to register your union.

Don't expect change to occur overnight, for we reckon NTUC will need to build up their expertise to represent the PMEs.

For instance, you can seek help from the unions now if you suffer from any unfair treatment such as:

1. You suffered from the same fate as Taylor Swift (unfair dismissal).

Your boss broke up fired you via text/email with no good reason.

Source

2. You had to do a O$P$ on your employer (salary issues).

The boss didn't pay you your salary. Every month.

3. You were sacked for boosting the nation's population (unfair treatment).

Source

Grace Fu, the baby minister, will not be very pleased.

4. You were sacked because the boss doesn't like your face (unfair dismissal).

There's no need to go for plastic surgery. The IR Act will not make you throw face.

5.  The company arrowed you to work on Christmas and conveniently "forgot" to give you an off in lieu (leave days issues).

Source

Public holidays are rare, that's why you must fight for them.

6. You were not given any bonus for going to the toilet too many times (unfair treatment).

Maybe you have Irritable Bowel Syndrome.

7. You signed a contract saying that you are allowed 104 off days a year. They are called Saturdays and Sundays (contractual issues).

If it's too good to be true, it usually is.

8. You didn't receive any severance package (retrenchment benefits).

While employers are not required to give you any severance pay, the union will fight for your case. It's like joining a gang, but legit.

9. You get cat-whistles everyday from your boss (victimisation). 

Like Jennifer Aniston in Horrible Bosses. Not everyone enjoys this, you know?

But if you are the boss like Jennifer Aniston, the IR Act does not protect senior management executives like you.

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