Fresh warnings of UK

immigration lOOphOle

LONDON

Figures showed the number of students entering Britain from countries outside the European Union increased by more than 75,000 in 12 months, despite unprecedented demand for college and university places at home.

The influx was exacerbated by a further 31,000 dependants accompanying foreign students.

It followed the introduction of Labour’s points-based immigration system which was supposed to make it harder for unskilled immigrants to come to Britain.

But the system made it no harder for immigrants to enter the country on student visas, according to campaign groups.

The British government said on Sunday that the student visa system had been open to “significant abuse”. Immigration Minister Damian Green said there would be a thorough review of the rules and new measures to “tighten the system further”.

Many students enter Britain to take legitimate degrees but tens of thousands of other foreigners have been admitted to 600 “lower tier” colleges, at which it is easier to gain a place but which are still accredited to hand out degrees.

Last year, it emerged that some of these colleges offered qualifications in subjects such as circus skills, acupuncture and ancient medicine. Many of their students are given the RiGHT to wOrk in Britain after graduating.

About 4,000 illegal immigrants are also thought to have used bogus colleges to slip into the country.

Mr Andrew Green, chairman of the group Migrationwatch, said: “There is growing evidence the points-based system has provided a back door for bogus students.”— The number of foreigners entering the United Kingdom on student visas rose by a third to more than 300,000 last year, prompting renewed warnings of a loophole in immigration law.

The Daily Telegraph

Transparency is key to ‘fair’ dismissal  [Or  Retirement]

Employees must be given a chance to be heard

Letter from Theresa Goh C K

WITH reference to the letter “Not forced to leave job” (July 30) from the Ministry of Manpower, it is assuring to know that the ministry takes a serious view on unfair dismissal of new mothers who return to work after their maternity leave.

Anecdotally, however, the case in point appears too familiar. New mum returns to work, is told that her performance is not up to par, and is offered a job that requires a lot of travel. Predictably, she turns it down and resigns and the company gets the all-clear.

It is unclear whether the company situation was handled with process fairness.

Procedural fairness exists when there is engagement, explanation and expectation clarity. If there was a change in business direction, was the affected unit informed about the strategic purpose of potential layoffs before they were implemented?

Did the managers make themselves available to answer questions?

Did everyone get a fair chance when the decision was made as to who would lose their job? Were performance goals set fairly to reflect the new business situation?

Did the new mother involved have regular assessment and meaningful feedback and clear direction on what to improve on?

It appears her performance appraisal came as an unpleasant surprise. When offered a job alternative, did she have a voice on what would be relevant to her background, and how else she could fit in?

Were her opinions requested for and given serious consideration?

Did she believe the decision was made on accurate information?

Were personal biases on the part of the decisionmaker minimised?

Was ample notice given?

Process fairness does not ensure that employees will always get the outcomes that they want, but it does mean they will have a chance to be heard. That goes a long way in building trust and engagement. All too often, when people feel hurt by their companies, they tend to retaliate.

An American study of nearly 1,000 people in the mid-’90s found that a major determinant of whether employees sue for wrongful termination [Or RETIREMENT ?] is their perception of how fairly the termination process was carried out. Only 1 per cent of ex-employees who felt they were treated with a high degree of process fairness filed for wrongful termination, versus 17 per cent of those who believed they were treated with a low degree of process fairness.

I urge the Ministry of Manpower to look not just into processes but also into process fairness when assessing future similar situations.

PENSiON  CHEQUE  $ AMOUNT

determInes

RETiREE's  LiFESPAN 

This study concludes that for every year a person works beyond the age of 55, he lives an average of TWO years less.

In other words, Boeing employees who retire at the age of 65 receive pension cheques for only 18 months, on average, before dying.

Lockheed, similarly, found that employees retiring at the age of 65 take only an average of 17 months of pension prior to death.

R E - T I R E - E

eIther  SAGE

Or  BONKER

People who retire at the age of 65 or older probably put too much stress on their ageing bodies and minds, such that they develop serious health problems that ultimately force them to retire. With such long-term stress-related problems, they die within two years after they retire.

On the flipside, people who retire early might either be richer or better able to plan and manage the various aspects of their life, health and career well, such that they can afford to retire early and comfortably.