Everyone wants to leave their company on a good note. This, however, was not happening for one particular employee who was in a company distributing baby food.

A series of emails was sent to Mothership.sg by Lim (employee), detailing an account of her dispute with her employer on: 1) her right to apply for urgent leave and 2) her salary for the last working day, among other matters such as claims.

How it began

Based on the emails, it appears that when Lim was terminated from her position, she received the following email from the HR department, to which she replied in red:

Almost simultaneously (i.e sent around the same time as above), another thread of email was exchanged between Lee (employer) and Lim (employee):

And the reply from Lim (employee) to Lee (employer):

A summary of the main issues

The employer's side of the story

For the month of February in the the days leading up to Lim's termination (Feb. 1 - 12), Lee (employer) alleged that the former has worked for a total of six days (instead of the full eight days).

Besides two days over a weekend, two days were used for urgent leave and unapproved urgent leave respectively.

Furthermore, there have been other times where Lim (employee) requested to leave work earlier in order to settle some matters at her son's childcare centre.

The employee's side of the story

Lim acknowledges that the first day of urgent leave was unpaid.

As for the unapproved urgent leave, she claimed that she was on medical leave, which she backed up with a WhatsApp screenshot and a photo of the MC:

Therefore, her total working days for February would be 8 days, taking into account the MC and her last day on Feb. 13, when her employment was terminated in the morning.

Throughout the e-mails, there were repeated mentions of MOM regulations by both parties and the action of bringing the matter to court by Lim.

As there seems to be no concrete proof of either party's argument, there's no telling what's what. One thing for sure: it's trouble for both sides.

So here's what you need to know about the two main concerns, taken from the MOM website:

1) The nature of urgent leave

There appears to be no section on "urgent leave" so "childcare leave" will be the next closest thing relevant to this case.

For more information on this matter, visit here.

2) The salary due for last day of work

*Gross rate of pay is your basic rate of pay plus allowances.

Since you're here how about another article:

10 things you never knew you could buy on Amazon

Watch out, paper qualifications. Real life experience is coming for you.

For more information, visit here.

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