You have been working as a Software Developer for five years at DigiTech Solutions. Your current annual salary is S$90,000 and you are entitled to claim fully for medical and dental up to a certain limit. You also enjoy annual and hospitalisation leave and these are governed by the Singapore government's Employment Act. Your salary did not increase much in the past five years. Per your employment contract, you were paid the 13th month bonus payment even during the COVID-19 pandemic.

With your current work experience and performance, you could command a higher remuneration package of at least S$100,000. Your boss, Mr. Ang told you informally that he has given you a "exceeded expectations" rating for the recent yearly performance appraisal exercise.

You are frustrated about being under-paid and worse, your management did not appear to care if you were very over-worked when you had to double-hat and do the work of a colleague who had left the company six months ago. Mr. Ang had told you earlier that the company would look for a replacement but they have not done so. When you explained your work overload situation to Mr. Ang and Mr. Boon, the HR Director, both of them did not appear interested to get a new employee to replace the one who had left.

You wonder if you should start a job search for similar IT positions in IT companies near the IT Park where you have been working. However, it may not be the best time to move to a new job during this time. There was so much uncertainty ahead due to the COVID-19 pandemic.

You would be meeting your boss Mr. Ang and Mr. Boon for a formal conclusion to the annual performance review exercise in 14 days' time. You plan to ask for an increase in your salary.

Appraise how you would use the four (4) tactical tasks under the distributive bargaining strategy when you ask Mr. Ang and Mr. Boon for an increase in your salary. Please state any assumptions (if any) which you wish to make.