Procedures of an Inquiry
The employer must hold an inquiry into the misconduct. If, after the inquiry, the employee is found guilty of the misconduct, the employer may:
a. terminate the employee's service without notice; or
b. instantly downgrade the employee; or
c. instantly suspend him from work without payment of salary for a period not exceeding one week.
There is no prescribed procedure for conducting an inquiry into an act of misconduct. As a general guideline,
1. the person hearing the inquiry should not be in a position which may suggest bias; and
2. the employee being investigated for misconduct should have the opportunity to present his case.
Under the Employment Act, the employer may suspend the employee from work during an inquiry, for a period not exceeding one week. The employee should be paid not less than half his salary for the suspended period.
If the inquiry does not disclose any misconduct on the part of the employee, the employer must restore to the employee the full amount of salary that was withheld.
Appeals
Employees who feel that they have been unfairly dismissed* by their employers may appeal to the Minister for Manpower to be reinstated to their former employment.
Appeals must be made in writing within one month of dismissal.
If the employer has given notice and the contractual terms of termination are complied with,
the onus would be on the employees to show proof that the dismissal is unfair. The Ministry of Manpower will continue to be stringent in assessing such appeals.
If it can be established that an employee was unfairly dismissed, the Minister may consider reinstating the employee in his former employment or ordering a sum of money as compensation, as the Minister deems fit.
http://www.tafep.sg/employment_laws.asp?subid=5
Tripartite Alliance for Fair Employment Practices (TAFEP)
go talk to them.