Abdul Samad
Singapore
“Chairman, I would like to ask whether the Ministry does any uninformed surveillance across our restructured hospitals of any unfair practice or biases that takes place towards the healthcare workers, for both nurses and even allied health personnel, whose duty is to help clinicians diagnose patients by running necessary tests.”
“To all my fellow workers, let us continue to learn, unlearn and relearn skills so that your management finds it difficult and more challenging to release you. For employers, always look around internally and ask if you have done justice to our resident workforce with your ratio of locals to foreigners. Support for Mature PMEs”
“In order to prepare for this transformation, both the union and the management formed company training committees, followed by rallying and re-energising their workers in order to develop a strategically adept and proficient workforce.”
“In my personal view, the Government has arrived at a nice balance – granting homosexuals the space that they need through the repeal, while recognising and upholding the traditional definition of marriage through the constitutional amendments.”
“Let us not leave our twilight years to chance, but instead, we ensure that we remain healthy for ourselves and for our loved ones. (In English): Madam, many of us would acknowledge that good health is the real wealth.”
“In closing, I remind myself and all husbands of a hadith, or saying, of the Prophet: “The world is but an adornment, and the best adornment to the world are the pious and righteous wives.” (In English): Sir, each and every man must learn to respect and protect every woman with love and care as though they are part of your family members.”
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“Only with good sponsorships can clubs bring in quality foreign players that complement our local players for more entertaining games that can also improve our local soccer standards. Singapore must develop more players with calibre of not just Quah Kim Song, but also like Harriss Harun, Faris Ramli, Jacob Mahler and Shahdan Sulaiman, for the future of our local soccer team that is not just of talent, but inclusive of all races that reflect Singapore as a multiracial society. We hope, by doing this, we do not just bring back the Kallang Roar, but we can even uplift the roar beyond Kallang and the Sports Hub! Singapore Football”
“Chairman, soccer has always been a sport that unites our community since our national team participated in Malaysia Cup. Aside from the Malaysia Cup matches back then, we used to host competitive international friendly tournaments, such as the Merlion Cup, which attracts participation from renowned international teams like South Korea and Saudi Arabia. At the last AFF Suzuki Cup between Singapore and Indonesia, where I was extremely fortunate to be physically inside the stadium with my family members and friends, we witnessed not just a match but a strong Singapore fighting spirit from our players, coupled with a multiracial crowd of all ages cheering the team on. The crowd support for the team on that night was one of passion and certainly brings back memories of the past glory days. In fact, the closure for that was when the crowd stood up and sang our national anthem to show appreciation for the players. They may have lost the match, but they have certainly reignited the spirit of the Kallang Roar. Chairman, the last time our local soccer created a large interest in soccer was when we won the Malaysia Cup in 2015, even if the mood was less happening compared to 1994 when we won the Malaysian Cup League and Cup double. Sadly, after every success in the Malaysia Cup for the last two occasions, we exited – either we exit by choice or Malaysia asked us to exit. I would like to appeal to MCCY and FAS to analyse and review on how we can bring back such moods in our local soccer to where it was at one time. How can we have more support for our local S League team, just like Lion City Sailors? I would also call on big organisations to play a pivotal role by being the main sponsor for all the S League clubs.”
“I call on all my fellow Muslims to come forward and contribute, if a fund is needed to further develop and enhance the performance of our asatizahs and religious scholars. I believe that our religious teachers always have a strong aspiration to be intellectuals and scholars who that are able to innovate and shape policies in our multiracial and multi-cultural society based on Islamic principles that respect each different faith, value and culture. 2.00 pm”
“(In Malay): [Please refer to Vernacular Speech.] Mr Chairman, I am very heartened that many in our community have progressed and excelled in education over the past years, whether via the secular or madrasah route. On this point, has there been a study on this success journey and how can we continue this success rate? Not forgetting the success rate, how can we put plans to improve those who may have missed out? I would like to ask the Minister-in-charge of Muslim Affairs if he could share the progress rate of our community in education over the past decade or past five years and how many people within our community have graduated from ITEs, polytechnics and universities? Does the Government also monitor how many from this cohort of ITE and diploma holders have progressed and attained a degree or higher? What are the sectors that have the least participation from our community and how do we, as a community, raise interest in those sectors so that we can seize the available opportunities? Another group that is of concern to me is the madrasah cohort. How do we track the number of students that have graduated from religious universities across different parts of the Middle East? How has this group of graduates integrated with our multi-racial society? Could the Minister also share how does the salary package for our religious teachers or scholars compare with those teaching in secular schools? How are they benchmarked and how often are they being reviewed for their compensation? I always believe that our asatizahs have to be paid competitively, or even higher, in view of the knowledge they impart and the guidance they provide to our community for this world and the hereafter.”
“News of these resignations from this group of healthcare workers should not be seen as an obstacle for fellow Singaporeans or even students who may want to pursue a career in healthcare – friends and cousins that I know of are still contemplating their decision in this meaningful sector. I am appealing to the Government, specifically to the Minister for Health, to again give out one-off bonus for this group of workers, not just confining to the earlier groups that had benefited. In fact, there are also outsourced workers, such as cleaners, housekeepers, porters, technicians and even security officers, whose lives are equally exposed in hospitals, community care organisations and also neighbourhood clinics. Besides that, I am not sure if MOH and MHA can also announce such incentives to all paramedics who have to receive and send COVID-19 patients either from their homes or even neighbourhood clinics to hospitals. This is because every worker matters. Chairman, our doctors and nurses serving fellow Singaporeans to provide treatment and care in this never-ending battle against COVID-19 crisis deserve the fullest moral support in the course of their work. I call on fellow Singaporeans to continue showing support for this group of workers in the battle during this pandemic. Each simple smile and word of thanks to them will certainly help to boost their morale. Strengthening Support for Mental Health”
“Chairman, this COVID-19 crisis has certainly tested the patience and resilience of our healthcare system and, most importantly, our healthcare workers. We are also heartened to see many individuals and organisations that have stepped forward to lend support with food, care packs and others to show our appreciation to them. It was very heartening that on 5 November 2021, MOH boosted the public healthcare workers with an announcement of a monetary award of up to $4,000 in recognition of their efforts in the fight against COVID-19. In fact, this applies to those at community care organisations that deliver frontline services, such as nursing homes and dialysis centres. Notwithstanding the above incentives, there were also not so nice news, whether in social media or even mainstream, on the mental challenges faced by this group of workers within the sector. We are also not sure how many of such workers that are facing similar workplace stress and challenges. In addition, quite a high number of reported resignations was recorded from healthcare staff due to the stress at the workplace. Notwithstanding these reported incidents, how does MOH engage the hospitals' management to identify the workers that are having mental health issues or stress during these challenging times? What kinds of support are there? What kinds of support are provided to any worker who comes forward? For those who had resigned, were they our locals or foreigners who had decided to return home to be with their beloved families?”
“Chairman, the cost of owning a motorcycle has risen miserably for motorcycle riders since the past year, more so with COEs for motorcycles crossing the $10,000 mark. This has impacted many workers riding small motorcycles, not just to and from work but also for those who use it to earn a living, to bring food on the table for themselves and their family members. Many of my cousins, friends, union members and fellow workers shared with me their concerns and they are worried about how the cost of owning a motorcycle would affect their livelihood. Not more than three years ago, the cost of purchasing a new motorcycle with a small engine capacity is around $8,000 or below, including with COE. But today, it is a really big challenge for them. My recent engagement shows that owning a new small motorcycle with the same small engine capacity will cost between $15,000 and $18,000 dollars. MOT certainly has the data of motorcycle ownerships based on engine capacity. Hence, on behalf of all of them, I am appealing that MOT takes a much deeper and closer look and provide the necessary support or assistance for this group of riders. Can MOT also consider tiering the COE prices based on engine capacity? To the Minister for Transport, this is the plea I wish to convey on behalf of them: "We like to earn a living for ourselves and family and this is only what we can afford. If you don't help us, who then should we turn to, Sir?" Affordable Motorcycle COE”
“Chairman, we have seen that many of our existing HDB and commercial buildings have installed solar panels on their respective rooftops. Can we know how much energy efficiency and savings have been made since the installation? Some of my friends and cousins have been asking what does this bring to them as residents? Can the Ministry also share their plans for those remaining HDB blocks and do we actually target to do for all the residential properties? If so, what is the timeline that we aim for? In addition to that, is MND also planning to do this for the new HDB residential properties via the BTOs and the new buildings upcoming? I would also like the Minister to share how can the residents know the value of the solar panels installed on top of their blocks. This knowledge will go a long way in educating not just adults but everyone in the household. Will HDB start to explore having solar window panels so that residents can also play their part in adopting solar consumption? On the commercial building front, will there be plans to move our old existing substations, with their reasonably large land spaces and even those on prime land, underground? I understand there is, currently, an ongoing construction of an underground transmission substation, with commercial buildings above it. Will it just stop there or will it increase progressively over time?”
“Chairman, my focus on Institutes of Higher Learning (IHLs) is more towards both Institute of Technical Education and Polytechnics. Our country education landscape and system of IHLs had evolved over the past few decades since I last completed my Diploma in 1992 from Singapore Polytechnic. I am very heartened to see the increase and Improvement not just for Polytechnics, but even in converting them – from Vocational Institute of Training Board to one that is more encouraging: Institute of Technical Education, in short ITE. Since this change, can MOE share how many students have graduated yearly and how fast do they actually get employment? I also note that there are many ITE students that choose to continue to acquire Diploma upon graduation before entering their work life. Can MOE share how many students have gone through prior this route after taking the Higher Nitec straightaway into Diploma? Aside from ITE, the number of Polytechnics has increased gradually from two to five now. Can MOE share how many graduates annually from such Polytechnic across the five different ones? Notwithstanding, the thing that is more of concern is how are the courses curated so that it can meet the industry demands? How often are these courses reviewed and even new courses curated, to meet potential demands of the future job market? Does MOE also work closely with EDB to ensure that we have sufficient required talents to meet the future economy and industry demand so that we can build a Singaporean Core in our workforce and also provide good global job opportunities? In addition, I also call MOE to work closely with NTUC via our young NTUC team so that these students can have a teaser on work-life and from then on learn the need for continuous learning in their future career.”
“Chairman, I thank Senior Minister of State Zaqy Mohamad for sharing regarding the Workfare Income Supplement. I would like to enquire more clarifications for Senior Minister of State Zaqy Mohamad. My understanding of the $2,500 is actually basic salary plus allowances. Today, maybe it is my first time, or just maybe it is my ignorance, that it has to include bonuses. That means, every year, that worker cannot be earning more than $30,000. If he or she earns more than $30,000 annually, hence he or she does not qualify for the Workfare Income Supplement. Next question. Why I ask to exclude overtime pay, I believe the Government and us as a society want to help those low-income, right? So these low-wage workers, why do they actually need to do the extra overtime work to actually supplement the cost of living daily? So, I hope while today the Government, as Senior Minister of State has explained, that they have to include, moving forward, can we really explore? Because someone that needs to do overtime, he wants to earn that extra income to meet the cost of living and also he is spending time away from his family. Do we actually want to take that into consideration by excluding overtime pay? Thank you.”
“They will continue to roll out initiatives to help Singaporeans cope with the rising cost of living. I would close my speech by making two key points. One, as our economy recovers, we should build on the momentum to train and transform the Singaporean workforce. NTUC is here to support companies to form CTCs and through the Training and Placement ecosystem, we will provide support for business strategy planning, job redesign and workforce training. Together with the strong support of the Government, we will continue to walk this journey with you, raise local workforce capabilities through upskilling and reskilling. Most importantly, building the pipeline of local talents for the future. Second is for our middle-income earners. I really hope Government hears our call for greater support for middle-income earners to cope with the increasing cost of living as well as constantly reviewing the criteria of various support schemes to ensure this group of workers does not fall through the cracks. Unions and NTUC will continue to protect our workers, and the social enterprises will continue to cushion the impact of the cost of living through our various initiatives. Together, unions, NTUC and our social enterprises are committed to serve our members and workers better. We are and will always be by your side, because every worker matters! Sir, I support the Budget. [Applause.]”
“Aside from GST Voucher and doubling the U-Save rebates applicable to all HDB households for the remaining quarter in 2022, we also appreciate the increase of annual assessable income to $34,000 as a qualifying criterion for the GST Cash Payment. On this note, we hope that it could be further increased so that it can be extended to middle-income Singaporeans to help them cope with the rising cost of living. Let us also not forget the group of lower middle-income workers, who are earning slightly more than lower-income individuals, but their families are also struggling with increasing daily expenses, yet they are losing access to Government support schemes as they have just fallen short slightly of the income criteria of these support schemes. I hope the Government can review the income criteria of various support schemes such as Kindergarten, Student Care and Childcare Subsidies, CPF Housing Grants, to prevent the "cliff effect" and better support the lower middle-income family. To my fellow workers, rest assured that the unions and NTUC hear your concerns and anxieties on the cost of living. We are also paying close attention and finding avenues to better support you. Our NTUC's social enterprises are committed to continue helping members and workers to moderate the cost of living and stretching their hard-earned dollars. Today, there are 10 NTUC social enterprises under the NTUC Enterprise group, ranging from FairPrice, FoodFare, Kopitiam, First Campus, Learning Hub and more. Each of them is created to primarily address specific concerns that weigh on the minds of fellow Singaporeans, from rising food costs, catering to the broader needs of Singaporean working parents and their families to staying relevant throughout their working lives.”
“There are efforts to upskill the workforce so that it enables companies to cope with international demand when it returns. These are good jobs where a worker who has picked up the relevant industry knowledge and has the passion to contribute can rise very quickly to take up management level positions. We hope companies could increase the local Polytechnic and ITE graduate entry level salaries to attract Singaporeans and retain them in the long run. Otherwise, the salaries offered by the gig economy will draw them away from these industries. However, while Singapore gradually expands vaccinated travel lanes, there remains economic challenges and COVID-19 fear. These put additional pressure on effective recovery of international tourism. I hope and I call on the Government to review and extend similar support to the hotel sector too. Next point that I would like to raise is on the rising cost of living, with my focus towards extending more support to the middle-income earners. We are all aware that inflation has been on the rise. Singapore's overall inflation in December 2021 has jumped to 4% on a year-on-year basis and has remained at 4% in January 2022. For the whole of 2021, overall inflation rose to 2.3%, and in fact, this is the highest since year 2013. Based on the feedback and sentiments from my peers and fellow workers, inflation is quickly emerging as a key challenge this year, as households face rising prices on multiple fronts, ranging from food, education to housing. This is especially for our middle-income earners. We are really heartened by Government's initiatives such as the GST support package to help lower- and middle-income households as well as retirees to cope with the GST hike.”
“I am pleased to share that NTUC Learning Hub has achieved a record of over 500,000 training places and upskill more than 300,000 workers since the start of the pandemic. NTUC Learning Hub also launched their Learning eXperience Platform (LXP) late last year to encourage online learning at one's own pace, anytime and anywhere. This is to also encourage our workforce to embrace lifelong learning and upskilling – complementing CTCs' efforts in partnering companies to transform their business and workforce towards Industry 4.0 and Worker 4.0. As a strategic partner for industrial transformation, companies can tap on NTUC's Training and Placement network for a smoother business transformation journey, mobilise workers for upskilling and into new jobs to meet the aspirations of their workers, for better staff retention. Mr Speaker, union leaders are glad that the Government continues to support the aviation industry as it slowly recovers from the severe impact caused by this pandemic. For Singapore to remain its Airhub status, there needs to be a continuous and healthy pipeline of talents to perform these good skilled jobs. With this support, companies need to ramp up their technological solutions and also train their workforce. Companies should also find ways to retain experienced workers through better salaries and benefits while at the same time, improve internship opportunities for Polytechnic and ITE students. Besides aviation, tourism is another severely impacted sector and have been facing severe manpower shortage. Workloads have increased and sadly, salaries have not increased much since pre-COVID-19. Now and post pandemic, companies are and will continue to change to be leaner and more efficient in their operations, where skilled manpower is sought after.”
“While we could continue to embark on the transformation journey, together with enhancing foreign manpower and companies' policies, we acknowledge that it is important for us to keep up with the demands of the evolving job market, hence it is imperative that companies continue to invest in training, to build deep capabilities in our local workforce for us to strengthen our Singaporean Core. NTUC is very heartened by the Government's strong support in setting aside $100 million to scale up the company training committees (CTCs) to support companies' transformation plans. NTUC is very committed and ready to partner with companies to form CTCs to identify relevant training to upskill and transform workers in tandem with industry transformation. Such efforts must lead to better wages, better work prospects and better welfare for our workers. These three outcomes will be the catalyst to encourage workers to attend training. I would like to ensure our companies that NTUC is more than able to support such efforts through our NTUC Training and Placement ecosystem, comprising Employment and Employability Institute (e2i), NTUC Learning Hub, NTUC Industry Training and Transformation (IT&T) and Ong Teng Cheong Labour Leadership Institute (OTCi). Sir, NTUC is well positioned to support companies in their business strategy planning, job matching, job redesign and more importantly, workforce training. For instance, amid the COVID-19 outbreak, NTUC Learning Hub swiftly augmented its training capabilities to respond to training needs and the national agenda to upskill. This allowed companies from hard-hit sectors such as aviation, hospitality and among others, to reskill and upskill their employees.”
“The recent announcement on the reduction of Foreign Dependency Ratio from one is to seven to one is to five, is a positive move to reduce reliance on foreign workers, but raising the minimum qualifying salary by $500 for Employment Pass and S Pass applicants created some misconception and unhappiness because, some see this as a move to increase wages of foreign workers but our Singaporeans do not get similar adjustments over the same period of time. While the rationale is to ensure employability of our local workforce, MOM needs to clearly show how the increase in the qualifying salary of S Pass and Employment Pass has benefited the local workforce and resulted in the overall increase in wages for Singaporeans. Even with the reduction of the Dependency Ratio, I would also like to see that MOM continues to be stringent in assessing the needs of companies for foreign labour and ensure that such talents that come, complement our Singaporean workforce and augment their skills and capabilities. Strengthening our Singaporean Core applies to workers of all levels, including our Professionals, Managers, Executives (PMEs). The demands for good and high-skilled jobs that would attract PMEs are also growing, and this provides opportunities for localisation of jobs and career development. The NTUC-SNEF PME task force reported that younger PMEs, aged below 40, opined that their employers are not investing enough to equip them with relevant skills to prepare them for the future. Companies should not take advantage of the recovering economy to bring in foreign talents but instead put in place career development for their Singaporean workers to take on these jobs and grow their careers.”
“For the companies that were still doing well, we pursued the skills upgrading and career development of workers through the company training committees. These all are only possible due to our unique model of tripartism. Yes, tripartism. As our economy shows signs of recovery, and our resident unemployment rate has rebounding to pre-COVID-19 levels. This is an opportune time to grow jobs and improve the wages, welfare and work prospects of our workers. This brings me to the first topic of my speech, very close to my heart and indeed all in this Chamber, I believe – Strengthening our Singaporean Core. This pandemic has accelerated technology adoption across all industries. We have seen many positive examples of unionised companies automating lower-level manual jobs and upskilling workers to work with technological solutions to increase their job value and productivity. As the COVID-19 situation improves and borders are slowly opening, companies should avoid taking the easy way out by bringing back foreign labour as a quick fix solution. Companies should invest in technology and automation for work processes to be easier, safer and smarter. I understand that there are some jobs that need to be supplemented by foreign labour but we should build on the momentum to train and transform our workforce to strengthen our Singaporean Core.”
“This announcement is very much welcomed and therefore, I encourage all workers to constantly improve your skills and capabilities so that we can take on the jobs that will be offered. Finally, I would like to take this opportunity to express my deepest appreciation to every nurse, doctor, paramedic and all those involved in managing this crisis. In addition, I would also like to convey my appreciation to the Fatwa Council and our religious leaders in providing guidance to fulfil our religious obligations at the mosques in terms of Friday prayers as well as daily prayers. This includes the mosque committee members and volunteers who have been working hard to facilitate and ensure safe distancing measures, among others, so that the congregants can come to the mosques in a safe and orderly manner. (In English): Sir, I will now begin my speech in English. I am heartened that this Budget reflects the Government's continuous support for workers and businesses that are still impacted as we move to an endemic situation. The Budget also acknowledges and empathise my fellow workers' plight given the rising cost of living and their stagnating income. I would like to begin by highlighting some of the efforts undertaken by fellow Union leaders and NTUC to protect workers and their livelihoods since COVID-19 struck us. We partnered with Government agencies to help redeploy workers from hard-hit sectors to sectors that had an urgent need for manpower. For workers who unfortunately lost their jobs, we negotiated for reasonable retrenchment benefits and at the same time, provided immediate employment assistance through our Job Security Council.”
“Mr Speaker, I will like to begin my speech in Malay. (In Malay): [Please refer to Vernacular Speech.] Budget 2022 provides various forms of support to help Singaporeans cope with the increasing cost of living. As always, the low-income group should receive such support to help them with their living expenses. I would like to take this opportunity to appeal to the Government to review the eligibility requirements in terms of individual or family income, by taking into account the middle-income group so that they are also given a fair share of support. It is also important that employers hire Singaporean workers and make them the first choice. As someone who represent workers, I am very heartened with the announcement on the lowering of the Dependency Ratio Ceiling. This approach reflects our openness to foreign workers because we are all aware that there is a shortage of manpower that is needed to continue developing Singapore's economy. Furthermore, the announcement of the $100 million grant to NTUC shows the Government's trust and confidence in NTUC's efforts to enhance the capabilities of workers alongside their employers through the Company Training Committees or CTC. The main objective of forming these committees is to allow trade unions and the management to work together to improve the quality and capability of their workers through comprehensive and new skills. As a result of this effort, I hope that the workers can have better income, career and welfare. We often hear news reports where Government says that a lot of job opportunities will be made available through new companies that will commence operations in Singapore for the near and long term.”
“I hope we do not just feel upset when the tariff rates go up, but do also bear in mind the efforts of the workers that ensure our electricity and gas reach us at home. To all my fellow power, energy and gas sector workers, thanks for your tireless effort in this challenging time so that our fellow citizens can enjoy watching their favourite movies and cooking good and healthy food in the luxury of their homes. Before I conclude my speech, we note that the energy transition to cleaner energy sources is but one way that we can reduce our impact on the environment. All Singaporeans can do our part to reduce our energy use, for example, by adopting more energy-efficient appliances and solutions. Sir, notwithstanding the concerns I have raised, I would like to record my strong support for this Bill to ensure our country's energy security and reliability. 3.01 pm”
“NTUC and our Employment and Employability Institute are contributing to this national effort by working with the Sustainable Energy Association of Singapore (SEAS) to increase workforce supply and redesign jobs in the solar industry to meet future demand. Closer to me, I would like to share I am blessed and grateful to be an employee of SP Group as we always believe in training our workers not just for increasing the productivity level, but also learning new skills for the future. With this energy transition in mind, UPAGE and SP Group management have started on a journey called Fusion, which stands for Future Skills in Everyone, back in January 2018. Since then, courses and programmes, such as Introduction to Future Grid, Energy Efficiency, requirements for installation and commissioning of Grid-Tied Photovoltaic systems, energy storage systems and more, will be introduced as we progress. Through this, more than 1,600 of the workers have attended close to more than 20,260 hours of training. Sir, I believe it is important to share the efforts by the power and energy sector workforce, not just because I am one of them, but, more so, to remind ourselves that they have ensured the safe and secure generation, transmission and distribution of electricity from the power stations and the import, production and distribution of gas, from the gas plants and gasworks to consumers like us. While the Bill talks about the change of energy source security and reliability, we must not forget the manner it is brought to businesses and consumers like us. During the circuit breaker last year, this group of workers were either out in the hot sun or humid conditions inside the plants and stations to ensure that businesses and consumers can have a continuous and uninterrupted supply.”
“Singapore, as a small city state with little natural resources and renewable energy options, has always had to rely on fuel imports to meet our energy demand. We had, in the early 2000s, made the shift from oil to natural gas to power our electricity generators. This was a big shift for us as a nation, as natural gas is the cleanest burning fossil fuel. The adoption of natural gas has helped Singapore manage our carbon emissions since the switch. Sir, myself, together with my fellow UPAGE leaders, have a close working relationship with EMA on issues that relate to our energy story, as we are the Union that represents the workers in this industry. EMA has never failed to provide the necessary support and guidance on matters that relate to the business outlook that will directly affect the workforce both in the current moment and also preparing for the future. It is at such meetings that UPAGE was informed of this transition journey that will be undertaken by the Government to decarbonise the power grid while meeting our economy's and social energy demand via tapping on four switches, or energy supply sources, as was also announced at the 2019 Singapore International Energy Week. In making the big shifts in energy supply, I would like to encourage industry players, especially those in the clean energy sector, to consider leveraging this transition to tap on new opportunities. I strongly encourage our Singaporeans, not just those in the power sector today, but also those who are still studying or considering a career transition, to consider joining the new and exciting opportunities in the green economy.”
“The industry players are concerned that a direct intervention by EMA in the Singapore power market may signal a market failure to the investors that have already gone through a sustained period of losses. Gencos, particularly those which are foreign-owned, are likely to regard the regulatory risk in the Singapore market as high and will be reluctant to invest in new capacity or repowering of their ageing units. In light of this, the appeal is for EMA to observe the power market for a few more years to understand if the recovery is sustained and whether private developers are investing in new capacity or repowering their ageing units. Alternatively, if the current business model is deemed unsustainable, maybe EMA could consider revamping the market to one that is re-nationalised and carefully planned, taking a more holistic consideration of Singapore’s needs to have secure and sustainable energy supplies supported by home-grown talent. Notwithstanding the above concerns, the industry players are in support of the Government’s intention to reduce carbon emissions through a long-term, low-emissions development strategy. They concur that this critical objective can be achieved via a multi-pronged approach, including energy efficiency enhancements, increased solar deployment, use of regional power grids for low-carbon electricity imports and the adoption of new technology. This will then bring me to the next part of my speech on increased attention for climate change and the journey towards embarking on energy transitions and, closest to my heart, efforts to train and prepare our workforce for the future. Many generation companies across the globe are only now shifting from coal and oil to natural gas and renewable energy sources like wind, solar and hydropower.”
“Moving forward to the late 2000s when our big generation companies were sold to foreign investors, many workers became more agitated and anxious. The founding UPAGE leaders had to walk the ground to hear them out and give assurance that their concerns have been heard at the highest level. This was possible because our leaders back then were closely engaged by Government leaders on the rationale for the changes in the energy business landscape. That laid the foundation for the strong bipartite relationship between UPAGE and the Energy Market Authority (EMA) which exists until today. From my earlier exchanges with management of generation companies, they have relayed to me some observations and concerns with this Bill. The first of which is the longevity of the power generation companies or gencos in Singapore and the long-term employment viability for their employees. These companies currently employ more than 1,000 workers and changes to the Energy (Resilience Measures and Miscellaneous Amendments) Bill will have an impact on them. A fundamental principle of the electricity market has been the segregation of contestable and non-contestable business segments with EMA as the regulator to oversee the industry. A vibrant, balanced and competitive market is essential to encourage continued investment and the renewal of old assets and to provide adequate drivers to adopt new technology and improve efficiency. This would translate to the training and upskilling of the genco workers, ensuring that their long-term employment can create exciting opportunities for new entrants. This proposed Bill provides the ability for EMA, or an entity wholly owned and/or controlled by EMA, to finance, build, own and operate a power plant.”
“Mr Speaker, Sir, this Bill is one that is close to my heart as I have been in this industry, alongside the workers, since 1995. I started as a Technical Officer in a power generation plant and, thereafter, transited to providing consultancy and advice to Government agencies, consultants and contractors in protecting our power cables and gas pipes during the course of construction works. The works can span from simple roadside digging to major projects like commercial buildings, even deep excavation tunnelling works. I enjoy and take pride in doing my job for one reason: ensuring that our energy network remains uninterrupted, secure, reliable and efficient at all times. Sir, I would like to touch on two parts of this Bill, namely, about allowing authority to build its own capacity of new generation plants for security and reliability; thereafter, not forgetting the importance of driving towards zero carbon emissions through energy efficiency enhancements, solar deployment, use of regional power grids for low-carbon electricity imports and the adoption of new technology. For the information of the House, I am the General Secretary of the Union of Power Gas Employees (UPAGE), which currently serves and represents workers in this industry. Any change to this business model will affect our workers, either directly or indirectly. Workers in this industry have gone through major changes since 1995, starting with the corporatisation of PUB’s electricity and gas departments into Singapore Power, currently known as SP Group. Union leaders back then faced challenges from workers who were worried about the security of their rice bowl once they were no longer in the Government sector.”
“Mr Speaker, I thank the Minister for the clarification. I have a clarification with regard to the eligibility payout at 65. Firstly, as I have said in my speech, I am not here to encourage people to work to their last breath. Has MOM done a study on how many of those actually choose to retire early, maybe because of age or they just want to retire early? Hence, can they actually ask for their CPF payouts to be at an earlier age compared to 65? That was the main gist of me requesting for the Ministry to explore the possibility if someone decides to retire before the legislative age because they want to do something personal. To them, it is their money and they are also requesting whether they can get part of the share.”
“From my engagement with retired workers, it is a real stigma to wake up the next day with no employment and wondering what is next. I remind myself and fellow workers to have a plan early on what to do upon retiring. We should avoid working actively, if possible, at that age, and spend time catching up with our hobbies and what we may have missed or not able to do so earlier. On this ground, I hope the Government can be flexible to allow CPF LIFE payout to be earlier at the time when the worker decides to retire. I am also aware that more Singaporeans are even topping up their CPF to earn better interests and payout. However, not many are fortunate to be in this condition. Hopefully, the Government can consider this appeal for our workers to enjoy their retirement years with a steady income. Mr Deputy Speaker, Sir, notwithstanding the above, I support this Bill and appeal to all employers to exercise this Bill with improved benefits to reflect your appreciation to our older workers. 6.19 pm”
“First, employers need to conduct early planning for employees by reviewing their jobs. Employers should accept that early planning is important to give their workers confidence that they can still contribute and continue to work longer. I urge employers to make early preparations for their employees and avoid waiting until the employee approaches the retirement age. Employers should also realise that there are many assistance grants to help them continue employing their workers. Avoid focusing too much on the financial cost of retaining your employees, who have been with them from the beginning. Secondly, this Act does not compel a worker to work until old age. Instead, it is available only for those who wish to continue working for their own reasons. The unions and the Labour Movement will continue to serve by giving recommendations to employers and the Government only for those workers who wish to continue working. For those who do not wish to continue working, you can carry on with your retirement plans. This brings me to my last suggestion for those who opt to retire early. We know that the amendments to this Act are also related to the Central Provident Fund Act. I would like to appeal to the Government to study whether the workers' CPF monies can be withdrawn much earlier for those who choose to retire before the statutory age. This can help ease their financial burden so that they can have a life using the money they had earned when they were working. Mr Speaker, as this Act does not compel a person to work longer, I would like to ask that the Government consider my appeal for an earlier withdrawal of the CPF, instead of having to wait until they are 65 years old. (In English): The journey post retirement for a worker always requires some thought.”
“NTUC can offer our Company Training Committee, or in short CTC, as the platform to train and prepare our workers for re-employment, company by company. Sir, currently there are already several support measures provided by Government to employers to offset the cost to re-employ our fellow old workers. Measures such as Senior Worker Support Package and the Early Adopter Grant. Employers should be using such schemes to provide re-employment opportunities to workers. Employers should no longer cite cost of hiring or business needs as an expense of having an experience worker at the workplace. Hopefully, such grants terms can be further enhanced to encourage more employers be early adopters and not wait till 2030. I would like to urge employers to continue to do their part in helping our fellow mature Singaporean workers to continue working if they want to and tap on their experience to guide and mentor the younger workforce. Sir, I would like to reiterate that unions calling for this raising of RA and REA is not about us wanting our fellow Singaporeans to work longer but, doing our part as unions to ensure our fellow workers that are able and wish to work longer can continue to do so. There will also be workers who may not want to continue working, and hence that is another beauty of this Bill as it does not enforce workers to work longer, but instead, make employers exercise their responsibility to allow older workers to work longer if they want to. Sir, in Malay, please. (In Malay): [Please refer to Vernacular Speech.] Raising age limits under this Act is a measure taken by the Government following several recommendations by the Tripartite Workgroup in 2019. As a worker there are some points that I would like to raise.”
“The workgroup also studied overseas models of retirement and re-employment to analyse best practices that may aid in their tripartite discussion. From their studies, the workgroup then proposed several recommendations prior to raising the retirement and re-employment ages progressively starting in 2022 and not later than 2030. In addition, they also recommended that CPF contribution rates for our older workers from age 55 to 70 have to be raised accordingly. Notwithstanding the two factors above, the key to successfully raising the retirement and re-employment ages is creating an inclusive and progressive workplace. This means that employers proactively discuss and apply a structured career development plan with their older workers. This will then allow for training and job redesign to raise productivity and longevity at the workplace. Employers must also be encouraged to provide more re-employment opportunities to retain these experienced workers. Sir, I would like to highlight some recommendations from the workgroup and share some ground feedback. Our workers cannot be terminated on grounds of age, assurance for continued employment up to the statutory re-employment age and not forgetting allowing our employers to redesign jobs. The role of our fellow workers will have to be reviewed not just with age but also emergence of new technology. This conversation has to start early for our fellow workers, not limiting to just at age of mid-50s. The job redesign is critical so that our fellow workers go for training early and as they age, they can be less physical but more productive with use of technology in their course of work.”
“Mr Deputy Speaker, Sir, unions have advocated for a raise in retirement age and also re-employment age to provide older workers the opportunity to continue working, only if they wish to do so. On behalf of my fellow union leaders, I would like to put on record that such appeal is not about requiring our workers to work longer, but more so providing the platform for our workers who still want to continue working, not forcing them as it may be perceived. We believe our older workers can continue earning an income to help meet ongoing living expenses and also strengthen their retirement adequacy. NTUC believes that "having a job is the best welfare". Workers still have the choice to retire early if they decide to do so. I would like to share with this House on some of the works that our union leaders and NTUC had started much earlier. If I recall correctly, back in the 2018 Budget debate, NTUC had called for tripartite discussion to review the long-term retirement and re-employment ages. Thereafter, a Tripartite Workgroup on Older Workers was convened in May 2018 to review the retirement and re-employment ages and also to consider adjustments to the CPF contribution rates for Older Workers. NTUC then engaged close to 500 union leaders across the services, industrial and public sectors over multiple focus group discussions to hear not just the aspirations that workers have but also their concerns. After several engagement sessions with leaders, our NTUC representatives, Deputy Secretary Gennerals Heng Chee How and Ms Chiam Hui Fong, and my fellow Central Commitee leaders Brother Phillip and Sister Eileen relayed our collective views to the tripartite workgroup.”
“To all security officers, on behalf of NTUC and USE, I would like to convey my appreciation for the good work you do in keeping our loved ones safe. Be assured that with USE and NTUC around, you will never walk alone and we will always be here for you. Madam, I support this Bill.”
“Do not just fill the pockets of your bosses. This transformation came as a result of the efforts of USE and NTUC, to improve the capabilities of each officer so that they can reap better benefits in terms of their salary, welfare and career advancement. Madam and hon Members, the job of a security officer appears great only on the surface. Their responsibilities have increased with time. They are aware of these added responsibilities and they also hope to receive support from all parties in order to carry out their duties. I call on all parties to appreciate every security officer, whose job is becoming increasingly challenging, especially during the pandemic. To all security officers, I hope that this Act will make you feel safer in performing your duties. Once again, I invite you to join the union so that you can reap its benefits and please visit the Mediation Centre for assistance if you encounter problems at the workplace. (In English): Beyond this Bill, with the presence and continuous advocacy from USE, security officers are being better protected and we encourage more to join the union and allow us to represent and serve you. We acknowledge there are some lower-earning security officers who may find it challenging to pay the membership fees. Hence, I call on employers to consider sponsoring the union membership fees for all their security officers. More assistance should be provided to them. Madam, every security officer is a human being tasked to enforce rules, some of which are not well thought through. But as professionals, they do their jobs when called upon. Behind every abuse is an officer who feels upset, angry and emotional, so, we appreciate these amendments in giving security officers greater protection.”
“For example, USE has pointed out that some altercations could be avoided through the better deployment of technology and manpower in order to minimise in-person interactions with officers. This is also in line with NTUC’s push for workplace transformation and towards achieving worker 4.0. Madam, in Malay. (In Malay): [Please refer to Vernacular Speech.] The amendments to this Act have been long awaited by security officers who have frequently been challenged when carrying out their duties. Please know that the Union of Security Employees (USE) will always be with you to listen to your grievances about your job and every feedback, and we will do our best to find the best solution for all of you. Many of us know and have also heard stories of security officers being insulted, scolded or verbally abused when carrying out their duties. This is very sad. Therefore, I would like to encourage all security officers to become union members and seek the USE's assistance. If you do not know anyone from USE, please visit the Mediation Centre located within Textile Centre which is at Jalan Sultan. This centre provides a dedicated service for you. We will always listen to you and help you with any problems related to work and the workplace. Mdm Deputy Speaker, the job of security officers has changed a lot compared to the past. Previously, we needed many security officers for a particular place or building. But technology has improved the quality of security officers' jobs. As a result, employers do not need to hire so many security officers anymore because each security officer is now able to use technology to monitor even more areas. Employers can certainly save costs, and here, I implore these employers to share the cost savings with your security officers.”
“A security officer was deployed at a condominium and shared that the tenant and condominium manager at the site had been constantly yelling at them, being disrespectful and using profanities at the security officers. He brought up the issue to his Operations Executive on multiple occasions. However, no follow-up actions were taken by the security agency. Thus, the security officer sought help from, who and where else, USE Mediation Service. Upon receiving the report, USE engaged the security agency and stressed that USE does not condone such behaviour towards any security officers. The agency acknowledged and assured that the matter will be addressed with the condominium manager. This incident was investigated and the condominium manager was issued with a stern warning for his actions. This is just one of the many cases that our union leaders have represented and protected the interest of our workers. With such uncalled-for behaviour towards our security officers, this Bill is timely as it introduces three new offences to protect security officers when they are executing their duties. It will give the security officer assurance towards any form of assault or criminal force, voluntarily hurt caused by members of the public and also against any indecent, threatening words or behaviour, or such communication against security officers, with intent to cause and as a result causing harassment, alarm or distress. With the amendments to this Bill, these offences will carry penalties pegged higher than if they were committed against the members of the public. This is very welcoming and heartening news for all our security officers. I would like to urge security companies to implement other measures to prevent abuse and not solely rely on legislative protection.”
“In fact, they started USE Mediation Service in 2018 as unionised security agencies and union members felt that USE understood the industry practices and was in a better position to deal with grievances. On average, they have been handling over 200 cases per year. The number of cases has been on the rise since COVID-19 struck us last year. Last year, USE handled 267 cases, the same number of cases they see now year-to-date, and we still have one more quarter to go. USE Mediation Service serves not just members but all officers in the security industry by helping them to mediate issues that range from salary payment to harassment cases. USE will soon launch an app in the fourth quarter this year to allow officers and agencies to report any harassment or work-related grievances for Union to take action together with our tripartite partners. This is in line with NTUC’s belief that Members First, Workers Always, which means every worker matters. In addition, USE recently has collaborated with the Singapore University of Social Sciences (SUSS) to conduct a longitudinal study to track changes in the wages, welfare and work prospects among security officers in Singapore. In the first survey conducted between January and February 2020, 30% of the security officers surveyed had faced some form of abuse in their course of work. When the survey was conducted again between September and November in the same year, 40% of the security officers surveyed had faced some form of abuse in their course of work. This is a 10% increase in a matter of months. Madam, allow me to share a case that our USE leaders had represented and, hopefully, with the amendments of this Bill, it can help to prevent similar cases from happening again.”
“Madam, allow me to convey my appreciation to my fellow leaders from the Union of Security Employees (USE) for their efforts in pushing and advocating for greater protection of the security officers. When I first got to know about this Bill, I contacted my fellow Union leaders from USE and asked for their views about the changes that the Bill could bring for our workers. I wanted to know if the amendments will improve the workers in the four key areas that we are concerned about: protection, progression, placement and privileges. These 4Ps are NTUC’s key pillars that every union leader is working towards in achieving, in addition to the 3Ws: wages, welfare and work prospects for our workers. USE leaders' immediate response to me was this, I quote, "Brother Samad, this Bill signifies that the Government never fails to hear our calls to improve the protection of our security officers in their course of work and we certainly welcome these amendments." For those who are not aware of USE and what they do, USE is one of 58 unions affiliated to NTUC. Formed in 1978, they represent all persons who are employed in the security and security-related services. USE has evolved over the years and currently represents over 20,000 union members. Security officers are aware that USE leaders are security officers, as well as workers from the industry. However, they take on the additional role by walking the ground and understanding the concerns and issues faced by the workers to better serve their needs. Beyond providing social benefits via NTUC Social Enterprises, USE actively carries out industrial relations works.”
“Mr Speaker, Sir, I am not so sure what is the right word to use. When Mr Leong Mun Wai spoke about NTUC, he is not doing justice; I took it very badly because I am a walking union leader. My job is not full-time working for the union. It is a mixture of sacrifices I have to make. When you said that wages can be better, I would like to share with this House what you have seen and what you have heard based on just the Progressive Wage Model (PMW) is not very reflective. Every union, through the branches that they represent, every time when we renew a collective agreement, we make sure the workers are benchmarked to the type of work that they do. We review their job scope, pay them accordingly. As we know, recently, when NTUC launched Worker 4.0, we talked about the three Ws: wages, welfare and work prospect. Wages is always on our mind. So, it is not right to say that NTUC has not done our part. We have been doing it since it was founded. I am a beneficiary of past great union leaders. Some might have been Nominated Members of Parliament like the late A Nithiah Nandan. We go to the table, we quarrel over wages, even though we know at the end of the day, there would be some sacrifices to be made. But I want to make it clear. NTUC is here for the workers. Their wages, their welfare, their work prospect will continue to be our main aim. When we talk about NTUC FairPrice, we are talking about mitigating the cost of living compared to other merchants. We are a holistic institution that upholds the belief that every worker needs to be paid due respect for what they have contributed to the company. [Applause.]”
“As much as we have debated and implemented policies and programmes to better support PMEs, there is still a need to protect our PMEs against egregious companies who exploit the system, treat workers unfairly. The unions would not hesitate to deal with such companies to ensure PMEs receive fair hiring opportunities and are treated fairly when in employment. On the broader topic of workplace discrimination, NTUC will work closely with our tripartite partners in the Tripartite Committee on Workplace Fairness to improve workplace fairness. However, I am aware that not all workplace discrimination can be resolved through legislation. The unions will continue to play an important role to work closely with employers to resolve workplace grievances. Sir, if there is one thing that we do best here in Singapore, compared to any other country in the world, it is tripartism. It has remained to be our tried and tested formula to ensure social and economic stability and success. As such, NTUC and the unions look forward to working together with our tripartite partners to tackle the next bound of workforce challenges and build an inclusive workforce. Sir, I am heartened with Minister Lawrence Wong's earlier sharing and stand in support of the Motion “Securing Singaporeans' Jobs and Livelihoods", not forgetting the importance of every FTA, as we believe it will benefit Singapore and Singaporeans. [Applause.]”
“Sir, I am too engrossed in today's debate. I am not so sure I am the right person to talk but, nevertheless, I have the duty to speak for the workers. Mr Speaker, Sir, I would like to commend Minister Lawrence Wong’s Motion “Securing Singaporeans Jobs and Livelihoods". This is so, as it directly impacts workers who are at the heart of all that we do in the Labour Movement. While acknowledging the role of foreign talent, I would like to focus my energy more on how to help our fellow workers to seize and secure the available good-paying jobs from any big companies that offer them. The Labour Movement believes that jobs are the best welfare and full employment is the best protection for our workers. The unions and Labour Movement are constantly looking at how to help workers achieve better employment and employability outcomes in the long run. Sir, I had highlighted the importance of training and workforce transformation in my Budget speech earlier this year and reiterated that upskilling is key to cultivating a strong Singaporean Core during my speech on 27 July. I would, once again, like to call upon employers to be proactive in equipping your workforce with relevant skills to meet the evolving needs of your industry now and the future. The unions will work with you to rally the workforce, allay any fears of changes and provide constant ground-up feedback. Let me add that when I mention workers or workforce, it also includes our Professionals, Managers and Executives, in short PMEs. Due to COVID-19 and its impact on businesses, we see that mature PMEs aged 40 and above are more disadvantaged due to their age and seniority.”
“(In English): Madam, on behalf of my fellow union leaders, I would like to convey our deepest appreciation to all our fellow Singaporeans serving in the healthcare sector for their sacrifices in taking care of the COVID-19 patients. Please press on, all of us will stand shoulder to shoulder in our fight against the COVID-19 pandemic. In conclusion, the unions appreciate the Government answering our calls to support our workers and businesses. On this note, I support this Motion.”
“The Labour Movement has always encouraged workers to enhance their skillsets with new skills so that the workers can continue to compete for job opportunities with better outcomes. In fact, before this, the Labour Movement has already established Company Training Committees. This reflects the commitment and collaboration from both union leaders and management to not just train for the sake of training, but to also transform their workforce to be more productive and competitive for new business models. The union leaders have been focusing on three areas of training to achieve three outcomes: the training would be targeted at being adaptable, embracing new technology and, at the same time, deepening technical capabilities. This would make our workers better skilled and more productive. We are all aware of sentiments regarding the workforce in the finance and banking sector involving the foreign workforce. This issue will continue to stay with us and will not rest anytime soon. However, I believe that Singaporeans will welcome foreign talents, if they help elevate our workforce capabilities, complement the development of local talents and contribute to our Singapore economy. However, the reliance on foreign talents should be mitigated with the available Government schemes to help upskill and transform the local workforce. We have to also avoid any disparity in employment contracts between locals and foreigners. This aligns very well with the announcement by MOM yesterday on the formation of a Tripartite Committee on Workplace Fairness. This is a step in the right direction and demonstrates the Government’s effort to ensure a fair and transparent employment process. I look forward to the recommendations from the Tripartite Committee in due course.”
“Yesterday, the Minister announced the formation of a Tripartite Committee on Workplace Fairness. I welcome this as a step in the right direction and I look forward to the recommendations from the Tripartite Committee. Madam, this issue about foreigners and locals will not rest anytime soon. I believe that Singaporeans still welcome foreign talents if they help elevate our workforce capabilities, complement the development of local talents and contribute to our Singapore economy. However, the reliance on foreign talents should be mitigated with the available Government schemes to help upskill and transform our local workforce to seize these good-paying job opportunities. I would also like to take this opportunity to urge my fellow Singaporeans to continue believing in ourselves despite such competition. Go out, acquire new skillsets, compete with the best to seize the jobs you want. Do not lose heart over rejections and failures. The Labour Movement is here with you, you will never walk alone. Madam, in Malay, please. (In Malay): [Please refer to Vernacular Speech.] The COVID-19 crisis has changed the lives and livelihoods of many workers. Some of them experienced pay cuts or even lost their jobs. In total, the Government announced seven Budgets with support schemes to help businesses and workers overcome this crisis. In MOF’s announcement on 5 July, what caught my eye was the part where the Finance Minister emphasised the importance of raising the capabilities of our local workforce. This call by the Minister strengthens the belief and importance of having locals with the right capabilities and competencies in our workforce.”
“This would make our workers better skilled, more productive and the unions will work closely with management to ensure our workers get better wages, better welfare and better work prospects. For the record, the Labour Movement has achieved more than 600 CTCs across the different industries and these efforts would tie in nicely with the Government's efforts in the Job Transformation Maps. Madam, I would like to take this opportunity to share the concerns of my fellow Singaporeans in the finance and banking sector. We have heard enough of FTAs and CECA as a policy. Now, let us hear what some of the workers have experienced on the ground. One union leader shared from his personal observation and experience on the disparity in employment contracts between locals and foreigners. He had a disappointing experience of seeing the contracts of his local colleagues not being renewed but foreigners on contracts being offered permanent roles. Another union leader shared the pain in seeing groups of foreign talents that were hired with capabilities equivalent to our locals. He observed that the HR manager came from the same country as well. These are just two examples, but, in reality, there may be many such cases. There has been such feedback raised and we need more affected parties to come forward to report such incidents or observations. While the Fair Consideration Framework is a means for locals to be given fair consideration based on merit, more should be done to respond to such hiring practices that favour foreign talents over our local workforce. I hope that the Government can consider further penalties beyond just suspension of work pass privileges for companies that have been found to have repeatedly chosen not to adhere to fair hiring practices.”
“Madam, many workers have had pay cuts or even lost their jobs during this pandemic. Industries, such as aerospace, tourism and food services, are severely impacted. Some need to transit from one industry to another to ensure that they have some income to tide over this crisis. The Labour Movement has strongly encouraged workers to take advantage of this downtime and go for training in several ways. There has been an increase in training allowance to support self-employed persons. Unions have been pushing for employers to send workers for training before resorting to cost-cutting measures. Union members can also embark on their own training by utilising their Union Training Assistance Programme (UTAP) benefit. Government assistance schemes, such as the Career Support Programme, Professional Conversion Programme and Capability Transfer Programme, have helped to train and transform our local workforce. In addition, SG United programmes give employers the financial support to employ our fresh graduates and mid-career workers in times of such uncertainty. Without this, Singaporeans would find it challenging to find employment as businesses freeze or reduce their headcount. Many of you have heard about NTUC's Company Training Committees (CTCs). This reflects the commitment and collaboration from both union leaders and management to not just train for the sake of training but to transform their workforce to be more productive and competitive for the new business models. The union leaders have been focusing on three areas for training towards three outcomes: the training would be targeted at being adaptable, embracing new technology and, at the same time, deepening their technical capabilities.”
“Mdm Deputy Speaker, the COVID-19 crisis has changed the lives and livelihoods of many workers. Just when we thought we can grapple with it, we are faced with another major setback. The daily local cases shot up, similar to when our migrant workers were impacted last year. This time, it is much worse as the clusters are within our local population. Honestly, I believe, as fellow Singaporeans, we only have ourselves to blame, especially for the KTV cluster. I hope Singaporeans can stay vigilant and report such establishments that flout the safe management measures. We have had a total of seven rounds of budgeted support schemes to help businesses and workers in affected sectors since the pandemic last year. The Government can only do so much. This latest development must remind each and every one of us that we have the responsibility and we have to work together to overcome this crisis. Madam, prior to my current opportunity as a voice for my fellow union leaders, members and workers, I did not really follow through with the Singapore Budget debates. I was just a typical Singaporean who got on with his job daily and earned his keep. However, this opportunity has opened my eyes to the importance of the Budget announcements for our workers and fellow Singaporeans. I recalled there was a part in the Ministerial Statement that really heartened me as a union leader. The Minister emphasised the importance of raising the capabilities of our local workforce. In my maiden speech earlier this year, I had called on employers to make our locals their employees of choice. This call by the Minister strengthens the belief and importance of having our locals with the right capabilities and competencies in our workforce.”
“As I have shared in my English speech, I acknowledge that the Road Traffic (Amendment) Bill would affect the freelance and self-employed delivery riders who ride road-only power-assisted bicycles. To ensure that vocational riders are adequately prepared to meet this new requirement, I would like to call for Government assistance to equip them with the appropriate learning tools and relevant training. NTUC will be working closely with the relevant agencies to better prepare the affected workers. As we push to enhance the safety of our road users and pedestrians, let us also pay attention to the safety of our freelance and self-employed workers. Today, these workers are not compensated for work-related injuries – more needs to be done to protect them. (In English): Mr Speaker, with this, I support the Bill. NTUC looks forward to working closely with the relevant agencies to better prepare the affected workers.”
“NTUC is also working with LTA to ensure that while the questions in the competency test address the appropriate standards of road and public path safety, the questions will also be manageable for PAB riders to comprehend and answer. The changes arising from the passing of the Bill should be implemented with a reasonable timeline, providing vocational PAB riders an adequate runway to get their certification. With the passing of the Bill, adequate support should be provided for the riders and the new regulations should not impede the workers' source of income and their livelihood. I would also like to touch on another aspect that is close to my heart and the heart of the workers. As we push to enhance the safety of our road users and pedestrians, let us also pay attention to the safety of our freelance and self-employed workers. Amongst the vocational PAB riders, food delivery riders are heavy and frequent road users with long hours of riding and have a higher risk of getting into an accident. I am sure that their families worry for them every day. Today, we have many freelance and self-employed workers who work for various delivery platforms. I would like MOM to clarify the duty of these delivery platforms towards their freelance and self-employed workers under the Workplace Safety and Health Act. Unlike a regular or contract employees, freelance and self-employed workers do not enjoy the statutory benefits provided for under the Work Injury and Compensation Act, or WICA, for work-related injuries. More needs to be done to ensure freelance and self-employed workers are compensated for work-related injuries. In Malay, please. (In Malay): [Please refer to Vernacular Speech.] Let me now say a few words in Malay.”
“Mr Speaker, Sir, I would like to share some ground feedback as well as propose some suggestions with regard to the Road Traffic (Amendment) Bill. Firstly, let me state that as a fellow member of the public, I welcome the move to improve the safety of our road users and pedestrians. At the same time, as a union leader, I am aware that this amendment would affect the freelance and self-employed delivery riders who ride road-only power-assisted bicycles, or PABs for short. Just less than one and a half years ago, many of these vocational riders transited from Personal Mobility Devices to PABs. They are, therefore, concerned with the increasing regulations and its impact on their source of income and livelihood. The amendment seeks to require PAB riders to undergo a competency test and to be granted a certificate before riding the vehicle on the road. A proportion of vocational PAB riders, such as food delivery riders, have shared their concerns with us that they will find it challenging to pass the theory test due to language or technology barriers. To ensure that vocational PAB riders are adequately prepared to meet this new requirement, I would like to call for Government assistance to equip them with the appropriate learning tools and relevant training to cater to the needs of the vocational riders. The current Safe Riding Programme offered by LTA is more suited for the general population. I would like to seek MOT and LTA's support in funding a training programme for vocational PAB riders to better prepare them for the theory test and instil safe riding behaviour. NTUC will work closely with MOT and LTA to better support them through the training programme and eventually passing the competency test.”
“Mr Speaker, Sir, I thank the Senior Minister of State for the earlier explanation. I just want to check for the essential services workers. It was after I had submitted my Parliamentary Question that the announcement came for those who want to be vaccinated under a certain age group. But for workers in the essential services group, how do we then ensure that they are all vaccinated for the second dose in the appropriate time? The risk is because we tend to mix with migrant workers a lot and we also do a lot of engagements. Earlier, as far as I am concerned, the first group of essential workers are those who were working during the circuit breaker period. After that, all are not being given priority to go for their vaccination. Hopefully, MOH can review this.”