David Ong
Singapore
“Mdm Speaker, I would like to thank the Minister of State for the reply. A few supplementary questions: first, how effective is the HDB's current mediation framework in helping to resolve such disputes between co-tenants, because I do see quite frequent cases of co-tenants having disputes and having difficulties coping?”
“Two supplementary questions. A high rental cost has always been a point of contention between the event organisers and Sports Hub Pte Ltd. What more can be done by the Ministry to make this public-private partnership (PPP) work, to better align public service needs as well as private sector ones?”
“Madam, I would like to ask the Minister whether he can look into having a hawker centre in Bukit Batok because we do need one and I think without the hawker centre, the only place that people go for food is that food centre that is now being sold for $31 million.”
“Madam, I would like to thank the Minister of State for his reply. I have three supplementary questions. With the sizeable complaints of recent DBSS projects arising from an apparent mismatch of expectations, poor workmanship and accountability, can I ask the Minister of State on the roles which should be played in overseeing the DBSS sche…”
“Madam, some quick supplementary questions for the Minister. The Sports Hub is touted to be the centrepiece of the SEA Games, so, I would like to ask about the status of the hybrid Desso pitch that was much talked about and whether it could stand the robust tests during the SEA Games.”
“Thank you, Madam. I spoke quite passionately about Haw Par Villa a while ago and I know that it has got a very strong historical as well as cultural merit, and is worth preserving.”
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“As mentioned by the Acting Minister earlier, he said that inclusive growth and retirement adequacy are the key pillars supporting an economy for all Singaporeans. But currently we have 50% that does not reach the Minimum Sum. What can the Ministry do to have more of them be able to qualify or reach the Minimum Sum? Can we do more for those workers who are 55 years and above, looking at the employer's CPF contributions? At the same time also, can the Ministry consider schemes for responsible companies that may want to voluntarily restore senior workers' CPF in recognition for their loyalty and contributions to the company, perhaps even the corporate tax relief scheme?”
“The important factor is the restoration of choice for our senior workers on retirement rather than being subject to a legislative policy. However, the removal of retirement age does not necessarily mean that jobs will be available for older workers. The Government can and must do more to help our senior workers enhance their employability currency. At the same time, companies can extend the productive years of our older workers through deployment of productive technologies, re-designing jobs, adapt workplace practices and upgrade skills of older workers. If our companies are unable to adapt to an ageing employee profile, the economy will suffer from structural rigidities, ultimately, leading to job losses for all.”
“MOM reported an improvement in the participation rate of seniors in the workforce, but we have also heard of many others who are unwillingly ushered into an earlier-than-planned retirement, are denied promotion, or are offered re-employment contracts with lesser pay and benefits even though they are re-employed to do the same job. Let us start honouring our seniors in the workplace by paying them fairly. Our Civil Service has taken the lead in establishing fair and equitable compensation upon re-employment for Divisions 3 and 4 officers. More can be done to both the public and private sectors to accord our older workers a compensation based on merit and contribution, rather than on perceptions of productivity based on age. The setting of a statutory retirement age perpetuates prejudices, stereotypes and age discrimination, thus creating barriers that prevent Page: 69 organisations from accessing and retaining the skills and talent they need. Whilst the Tripartite Re-employment legislation provides the framework and flexibility for both employers and employees in re-employment, I would endeavour to seek an enhanced Re-employment legislation where we raise the re-employment age and do away with the statutory retirement age. Recourse for wrongful dismissal or inequitable compensation will be provided under this legislation regardless of age. Hence, the removal of the statutory retirement age is, at its core, a symbolic but important step in changing the mindset and attitude of employers, to drive home the message that age is not a barrier to productive employment. Workers should be given the flexibility to choose how long they want to work or when they wish to retire.”
“This is especially so, given the changing Singapore demographic, where people are getting married and have kids later, upgrade Page: 68 their homes in their mid-career and thus may still be paying their mortgages and their children's education even when they are in their 50s. As our workforce is greying and more are staying longer in employment well into their 50s and 60s, I call on MOM to move towards helping older workers grow their CPF retirement savings. Rather than tinkering with the older workers' retirement savings by using CPF as a calibrating tool to make them more affordable and employable, I hope the Government can continue to leverage on other levers, such the Special Employment Credit and now the Temporary Employment Credit, to help improve older workers' CPF retirement savings whilst assisting companies cope with rising costs. On mindset change for employers, the Government can implement schemes where employers who want to recognise the contribution of their older workers can be motivated to voluntarily restore their CPF contributions. Employability of Older Workers Mdm Chair, it is important that workers remain employed longer as this will enable them to start dipping into their savings at a much later date, thus supporting financial self-sufficiency. In my Budget speech, I asserted that staying employed for longer is not just important for financial reasons, but also for self-worth, dignity and productive ageing for our seniors.”
“Singapore is a rapidly ageing population and that translates to a fast-greying workforce. The changing demographic will require adjustments to be made by individuals and society at large. In particular, Government policies and attitudes of both employers and employees on retirement age, CPF and employment of seniors need to be re-calibrated to reflect the signs of our time. For many years, in our policy to enhance the employability of older workers, we reduced the employer's CPF contribution. To-date, many of our older workers suffer a drop in their CPF savings. Older workers, as they age, would, therefore, suffer the double whammy of stagnated and reduced salary or a drop in employer's CPF contributions. Both combined worsen our older workers' retirement savings. Budget 2014's move to further restore the CPF contribution rate for older workers will help them accumulate retirement savings faster and is a welcome move. But it may not be enough as older workers have faced reductions in their CPF contributions for many years. CPF savings is significant for our seniors, as they will depend even more on them for their retirement and healthcare needs. In 2012, less than 50% of those who turned 55 were able to meet their Minimum Sum, whilst 40% did not meet the Medisave Minimum Sum. Even with this Budget's attempt to restore CPF, our seniors' CPF savings will take a dive as they age. From next year, when they turn 55, their total CPF contribution will drop significantly by 10% and at 60, another 9% dip resulting in a 20% gap between them and their younger counterparts. Hence, the older they get, the tougher it is for them to shore up CPF savings for retirement and housing mortgages.”
“Mdm Speaker, I would like to thank the Minister for a very comprehensive reply. It is very assuring to know that whatever we have invested in technologies for water has borne fruit. We would still need to look at conservation, and to see what the Ministry will be doing to conduct more public education, both to educate the public and the industries on water conservation. At what point does the Ministry deem it is necessary for us to start conducting water rationing exercises?”
“Thank you, Chairman. Singapore has been granted permanent observer status in the Arctic Council which gives countries the right to listen in all meetings and propose and finance policies. The Arctic region is gaining clout as global warming opens up new trade routes and intensifies competition for oil and gas estimated at 15% and 30% respectively of undiscovered reserves. What steps is Singapore taking to advance our interest in this northern region, such as freedom of navigation and the opening of new routes that may have implications for Singapore as a seaport?”
“Mr Chairman, tension has been mounting in the Northeast region as China and Japan who have long historical disputes over the Diaoyu islands have since made move to give up their military forces there. Japan's Prime Minister's visit to Yasukuni Shrine last December sparked outrage in both China and Korea. Things have not improved since. This festering tension and ongoing bitter exchanges are unsettling for the region and show no sign of abating. It may take on a sustained cycle of tension. The trilateral relationship between China, Japan and South Korea is currently at a low point. The recent developments in North Korea and the latter show of force by test firing four ballistic missiles are again raising tension in the Peninsula. What is MFA's assessment of the political risk in Northeast Asia this year, given the recent escalation of tensions between the Northeast Asian countries?”
“Whilst the Government has and will continue to provide support to families and caregivers, there must be adequate legislation to prevent abuse of the elderly sick and helpless parents. For an ageing population such as Singapore's, it is essential that we start implementing laws to protect the rights of older citizens. Society must send a clear signal that it will not condone violence against an older person by caregivers, relatives or family members. Indeed, this year's Budget sets the tone for the new social strategy in changing the mindset and attitude of the people, as well as social norms. The Budget goes some way towards catalysing this change, by emphasising, through the CPF restoration, that senior workers can be, and very often are, contributing fully and significantly in their work, regardless of their age. The Pioneer Generation Package does give due recognition to, and honour our seniors who had built Singapore from its humble beginnings to where we are today. Many of our seniors continue to make this contribution, irrespective of Page: 15 their age, and we salute them for it. However, it is not just about a Pioneer Generation Package that gives this special recognition to our seniors, but a whole society approach; and a change of mindset towards ageing and our commitment towards how our seniors should be honoured, treated and accepted on a day-to-day basis. With that, Mdm Speaker, I support the Budget. 12.19 pm”
“On a similar note, with a fast-growing ageing population – and our seniors are living longer – there will be more cases of seniors with physical and mental disabilities. As such, more social workers are observing an upward trend in the number of cases of elder abuse and neglect. In recent years, we are seeing an Page: 14 increase in the number of personal protection orders (PPOs) taken out by parents against abusive offsprings. Mdm Speaker, the issue of filial piety, the moral responsibility of family members to look after their parents and grandparents, needs to be addressed. This moral obligation to look after one's parents and elders is a common thread that cuts across all races and cultures. I am glad that this year's enhanced Parent Relief seeks to promote filial piety by encouraging and recognising individuals supporting parents and grandparents. The added feature this year is that family members can now share the Parent Relief in recognition that caring for parents is a shared responsibility. Elder abuse and neglect are a complex phenomenon. One third of reported elder abuse victims were aged 80 and older, and the main forms of abuse were physical abuse, neglect and psychological abuse. Our young must continuously be taught the moral responsibility of looking after their parents. Educators need to ensure and reiterate the teaching of filial piety in our educational curriculum. Families must also do their part to impart such values to their children. We must never make it easy for adult children to abandon "care" for their parents on the excuse that it is too cumbersome to look after them.”
“The employer can do the one honourable thing to show appreciation and gratitude in paying these older workers equitably. Rather than tinkering with the older workers' retirement savings by using CPF as a calibrating tool to make them more affordable and employable, the Special Employment Credit and, now, the Temporary Employment Credit, can act as levers to help improve and protect older workers' CPF savings whilst assisting companies cope with rising manpower costs. Perhaps, the Government can implement a scheme where employers who want to recognise the contribution of their older workers can be motivated to voluntarily restore their share of CPF contributions. Our society needs to have a mindset shift in the area of healthcare and ageing. The biggest challenge facing Singapore's healthcare system and most healthcare systems around the world is coping with ageing patients and the rising occurrence of chronic illnesses. My concern is that the enhanced healthcare affordability may solicit an artificial demand for healthcare services. Indeed, we need to move further upstream towards preventive healthcare rather than disease care. This is important as keeping citizens fit in the first place will reduce the need for treatments which put a further strain on our healthcare and eldercare facilities. More budget should also be set aside for preventive care. We need to educate and motivate our citizens to adopt a healthy and productive ageing mindset as early as possible. They should do all they can to stay active, healthy and productive as they age. This also means staying relevant, investing in themselves by way of grooming, continuing education, training and upgrading, staying gainfully employed, securing re-employment and staying employable.”
“This is especially so, given the changing Singapore demographics, where people are getting married and having kids at a later age, and may have upgraded their homes in their mid-career and thus may still be paying their mortgages and their children's education even when they are in their 50s. The adjustments that are made to the CPF contributions, as well as the policies which the CPF Board considers in deciding the allocation to Ordinary, Special and MediSave accounts, must take into consideration our seniors' profile, in order to remain relevant, as well as to avoid causing unnecessary difficulties to our seniors. Even with the restoration in the CPF brought by this Budget, the CPF savings of our seniors will take a dive as they age. From next year, when they turn 55, their total CPF contribution will fall to 25% which is a significant drop of 10%. For those turning 60, their total CPF will take another 9% dip, resulting in a 20% gap between them and their younger counterparts. This means the older they get, they will face a wider gulf in their financial ability to shore up CPF savings, as well as use their CPF Ordinary Account for housing mortgages. Mdm Speaker, I would like to call on the Government to do more to enhance the CPF savings of older workers by making more progressive Page: 13 restoration to the employer's CPF contribution. The gap between older and younger workers needs to be narrowed. For the 50% of members above 55 years of age who do not meet the Minimum Sum, the restoration of the employer's portion of CPF contribution is a much-needed step in the right direction. Our senior workers need all the help they can get from the Government.”
“On a related note, companies should not base their success purely on revenue and profit margins, but also on how they value and treat their staff. It would be tragic when companies would simply maximise profits at the expense of their workers, especially our older workers. Surely, if the company is doing reasonably well, employers ought to share its fruits with their staff, be they young or old, by rewarding and paying them fairly. Page: 12 Work remains the most effective way of building one's CPF savings and enhances their retirement adequacy. I am particularly cheered by Budget 2014's move to further restore CPF contribution rates for older workers as that will help them accumulate retirement savings faster. In 2012, less than 50% of those who turned 55 were able to set aside their Minimum Sum, whilst 40% did not meet the MediSave minimum sum. Undeniably, CPF savings are significant for our seniors, as they will depend even more on them for their retirement and healthcare needs. Thus, whilst I am happy with the CPF increases for those in the 50 to 55 age group, I am less thrilled for those who are 55 years and above. This is because as these senior workers get older, the contribution to their CPF savings gets a lot lesser. Whilst the increase in employer contribution is a welcome step towards solving this issue, the additional 0.5% contribution from the older workers eats into their disposable income. These senior workers may still be servicing their housing mortgages or be supporting their children's educational expenses.”
“Many are willing to continue working even when they reach their retirement age. Many of our seniors today are fit, qualified and with good work experience. They will find it quite difficult to face the thought of doing nothing over the next 25 to 30 years after their retirement. This is a potent recipe for mental and chronic illnesses. While staying employed will help build their retirement savings, it is also very much about self-worth, dignity and productive ageing. For that, being gainfully employed while one is able to work must play a big part. Our employers must value our older workers and do all they can to offer fair re-employment. Let our seniors workforce choose if they want to work or to retire. Retirement age has no bearing on one's productive capacity and denies many senior workers' aspirations for active ageing. In this aspect, my first port of call, in changing mindsets, would be that of employers. Our Civil Service, being one of the largest employers, must take the lead in making its work place non-discriminatory, inclusive and an age-friendly one. Only when the majority of our employers adopt fair hiring practices will Singapore be respected as a country where meritocracy is the order of the day. Older workers should not be seen as just liabilities or as a "cost component". Rather, the main reason why companies would be willing to hire or retain their older employees is for the value of their loyalty, experience, reliability, maturity and familiarity with their jobs. They, too, have contributed to their bottom line over the years. This, surely, is worth a lot more and fully justified for fair and equitable compensation, like any other staff in the company.”
“Singapore, like most countries in the world, is rapidly ageing. So, it is timely and critical that the Government, community, employers, colleagues, families and seniors themselves take this "bull by the horns" to tackle and manage seniors and ageing issues. Mdm Speaker, ageism in the workplace is very real today. Employers in Singapore have yet to fully embrace the Government's call to remove age discrimination. Older people are usually shunned, bypassed or laid off simply because of their age. Older workers are also disadvantaged when they are re-employed with "downsized" contracts usually with a pay reduction and lesser benefits, yet are re-employed to do the exact same work. To make older workers more employable after they turn 50 and to provide incentive for employers to continue their employment, they have to be made more affordable, as evident from the Government's tiered reducing employer CPF contribution. Whilst some employers take the increases in CPF contribution rates in their stride, others expressed concerns that this would result in rising costs which further squeeze their profit margins and, eventually, driving up prices for consumers. Mdm Speaker, the real crux of the issue is "mindset", and it is this change which I am advocating here. Singaporeans must move away from viewing people in their 50s, 60s as "over the hill". Most of them, in fact, are very much Page: 11 far from it. In today's shrinking workforce, our seniors will be playing a very critical role to supplement the tight labour situation. They must no longer be viewed as a liability, but as able workers. Our seniors today are more active, healthier and fitter than before and they can remain productive into their 60s and beyond.”
“Mdm Speaker, thank you for allowing me to join in this Budget debate. Before I begin, I would like to thank the Finance Minister for a heart-warming Budget where almost every Singaporean stands to gain something from it. This "cradle to grave" budget embraces a "leveling up" approach for a fair and inclusive society and providing more help to those who started off in life with less. This year's Budget has made a pronounced shift in enlarging its assistance to the middle income. In short, many major segments of our Singapore society are covered. Whilst the Government introduces measures to further restructure the economy with the view to creating a better future for all Singaporeans, it has not forgotten our Pioneer Generation who has contributed to the narrative of Singapore's success story. The bold and generous package to honour our Page: 10 Pioneer Generation is timely and commendable. Mdm Speaker, what I particularly like about Budget 2014 is that it signals a new social strategy of changing mindset and social norms. In his Budget speech, the Finance Minister mentioned that transforming the economy is not about technology and productivity, and definitely not about dollars and cents. It is a workplace culture where employees' views and contributions are valued up and down the line. Indeed, the progress of a country is not measured by just GDP numbers, but by how a society treats its people, especially the elderly and those less able to manage on their own. This year's Budget has signaled a mindset change on how we view and value our seniors with the Pioneer Generation Package. Changing such perception and assumptions does not just rest squarely on the shoulders of the Government but is also the responsibility of the society as a whole.”
“Question No 2, Mdm Speaker. The Second Minister for Home Affairs (Mr S Iswaran) (for the Deputy Prime Minister and Minister for Home Affairs): Madam, the number of overstayers arrested in Singapore has been on a downtrend over the past five years. It dropped by about 49%, from 3,760 in 2009 to 1,930 in 2013. Overstayers are immigration offenders who have contravened section 15 of the Immigration Act. They are investigated in accordance with the procedures set out in the Criminal Procedure Code. Depending on the circumstances of each case, these offenders could be prosecuted, given a stern warning or fined. They are also liable to be removed from Singapore by order of the Controller of Immigration. Persons removed under such orders are required to seek permission from the Controller of Immigration should they wish to enter Singapore in the future.”
“I hope the Ministry can proactively propagate this scheme to companies and employees and to ensure that requirements to qualify for these grants are not excessively onerous. Mdm Speaker, age discrimination has no place in our society. Singaporeans have come together to categorically reject discrimination based on race, religion or social background, but, as yet, this has not extended to age discrimination. I reiterate my call for the restoration of employers' CPF contribution rate for our workers who are 50 years and above and instituting fair and equitable compensation and re-employment based on performance and not age. The abolishment of the retirement age will restore choice for our mature workers so that workers can choose if they want to work or choose to retire. The retirement age has no bearing on one's productive capacity and denies many senior Page: 122 workers' aspirations for active ageing. There must be a social mindset shift in the way we view our seniors and mature workers. Although the tight labour market provided the impetus, it is time to accord the respect and value to our mature workers so that it goes beyond looking at mature workers as a liability but as an asset. We must make every effort to eliminate ageism in the workplace and in our meritocratic society. Mature workers should be seen for what they can bring to the table, instead of what they cannot. Senior workers have a part to play too, to ensure that they embrace healthy ageing and stay relevant through upgrading and job training. Let us all come together to create an age-friendly, progressive and inclusive workplace for our grandparents, parents, friends, neighbours and, eventually, ourselves.”
“I do hope that this Statutory Progressive Wage Model will have a knock-on effect on wages of the low-skilled in other industries, Page: 121 benefitting many of our mature workers across the board. The removal of the retirement age does not necessarily mean that jobs will be available for mature workers. We can extend the productive years of our elderly workers through appropriately re-designing jobs and workplaces. In fact, if companies are unable to adapt to an ageing employee profile, the economy will suffer from structural rigidities, ultimately leading to job losses for all. Support needs to be in place to facilitate this transition process, as our Government has, indeed, been trying to do. Companies in other countries have trod down this path of workplace redesign. A BMW factory in Germany, conducted an experiment by creating a production line staffed entirely by mature workers. It was found that simple changes like instruction screens with larger letters and a magnifying glass, adjustable-height work benches and having part-time policies, resulted in a 7% increase in productivity in a year. Productivity was comparable to that of younger workers, but the quality of work was, in fact, higher. This shows that with suitable adjustments to the workplace environment, mature workers can be just as productive as the younger cohorts. Redesigning jobs is not just about compensating but should be about making full use of the skills mature workers have gained through age. Currently, our primary mechanism to encourage hiring of mature workers and job re-designing is through the WorkPro, which I believe has potential to achieve far greater outcomes.”
“There is no change to the worker's contribution but, because of age, employers are given a discount on the wage bill; (d) The removal of this "discount" from wage reduction does not add significantly to any employer's wage budget, but would go a long way in removing the misconception that mature workers are less valued. The employer CPF contribution rate for low-wage workers was fully restored at the start of this year. This is a good step forward and I believe more can be done for our low-skilled mature workers. These workers have lower educational levels, and disproportionately occupy low-wage jobs. In June 2012, those 50 and above formed 68% of resident cleaners and labourers, and 59% of assembly line workers. Many of these lower-skilled mature workers belong to a class of the working poor in Singapore today. Singapore's transformation from a labour-intensive to a knowledge-based economy, and the rapid rate of technological renewal have left many of our mature workers unprepared for today's economy. In their younger days, they worked hard to create progress for Singapore but, ironically, this progress has caused them to be left behind. We have gradually increased the Workfare Income Supplement payout since 2007 and this is the way to go. We should also consider further increases of cash payouts to meet the present needs of the low-wage older workers. I warmly welcome the recent news that our cleaners will be paid progressive wages, with the minimum entry level pay of $1,000 from the current median pay of $850. This shows the decisiveness of our Government in uplifting our low-wage workers.”
“Rather than tinkering with the workers' retirement savings by using CPF as a calibrating tool to make them more affordable and employable, we can look at enhancing schemes like the Special Employment Credit or leveraging on the MediShield Life Scheme to encourage employers to hire mature workers. Even though current financial incentives are given to employers to employ mature workers, these workers are still paid less than what they were getting before their retirement, thus under-valuing the contributions to the workplace which mature workers can bring. This seems to sit uncomfortably with the main reason why companies would be willing to hire or retain their mature employees, which is for the value of their loyalty, experience, reliability, maturity and familiarity with their jobs. Indeed, employer CPF contribution rate for mature workers should be restored because: (a) Employers already on a merit-based remuneration system would not need any further statutory cuts to the employee's pay; (b) The CPF restoration would go towards contributing more resources to ensure that these mature workers, if they do stop work subsequently, can better Page: 120 sustain themselves with their CPF savings; (c) One should look beyond CPF restoration as an "additional cost" to the employers' wage bill. Before the worker hits 50 years old, he or she would be an effective contributor to the workplace. I validly make this assumption, for if the worker was not contributing, he or she would have been asked to leave under a merit compensation system. For the employer to want to continue having this worker around, it would mean that this worker is of value to the company.”
“In the late 1980s, age 50 might be a sign of physical decline but, today, those in their 50s and, for that matter, 60s and 70s, are fitter, healthier and stronger. Yet, the truth is our Singaporean workers have to suffer a progressive reduction in their remuneration the moment he or she turns 50 but are working at the same pace and doing the same work. I asked a Parliamentary Question last November whether MOM would consider restoring the employer's CPF contributions of our mature workers. Acting Minister Tan Chuan-Jin reassured that the tripartite partners remain committed to restoring the contribution rates of mature workers and this must Page: 119 be done, as he said, at a suitable time to moderate the impact of take-home pay for employees and business costs for employers. Madam, I believe the suitable time is now for us to call on the Government to quicken the restoration of the employer CPF contribution rate for our mature workers, not just for those in the 50-55 age group, but right up to 65 years and beyond. Our CPF system provides comfortable Income Replacement Rates for new entrants to the workforce. This does not cover older generations of workers, many of whom do not meet the CPF Minimum Sum. While this system ensures fiscal sustainability, it also exposes Singaporeans to various risks, including prolonged unemployment, inflation risk and longevity risk. Undeniably, CPF savings are significant for our seniors as they will depend even more on them for their retirement and healthcare needs. However, cutting the CPF rate is intrinsically different from the other Government schemes on one key point, namely, it has the effect of reducing the retirement savings for our mature workers.”
“Although many of these workers are still productive, the reality is that it will be virtually impossible for most to find suitable jobs after they have been retired. Whilst the tripartite re-employment legislation provides the framework and flexibility for both employers and employees in re-employment, I would endeavour to seek an enhanced re-employment legislation where the re-employment age can be maintained or raised and do away with the statutory retirement age. Recourse for wrongful dismissal or inequitable compensation will be provided for under this legislation, regardless of age. Hence, the removal of the statutory retirement age is, at its core, a symbolic but important step in changing the mindset and attitude of employers, to drive home the message that age is not a barrier to productive employment. The last thing that mature workers need is a statutory presumption that, by a certain age, they are ripe for retirement, as they are perceived by society to be less productive or effective, compared to their younger colleagues. What the Government should do is to remove this presumption and, instead, give incentives to employers to train and hire mature workers. Mdm Speaker, let me now touch on CPF contribution rates for mature workers. CPF rates were reduced in response to the recessions of the 1980s and 1990s. Our mature workers were then told to bite the "silver bullet", take a pay cut and have their employer's CPF contributions reduced so that they could have a better chance of retaining their jobs and increasing the opportunity to be employed. Whilst it was a reasonable response, it is also discriminatory. Today, our people are living longer and healthier.”
“Hence, the Government, by removing the statutory retirement age, will be sending a clear and strong message that there can be no room for institutionalised discrimination against mature workers in our society. Our seniors today are able to work longer than the generation before. They remain mentally and physically able to perform their jobs effectively. I would like to point out that, with increased automation and job re-design in the modern workplace, jobs which were previously physically demanding are becoming less so, and do not require workers to be at their prime of fitness. Senior employees in knowledge-based employment can be as mentally active and dexterous as their younger colleagues, plus the additional benefit of a wealth of experience behind them. It is observed that there are now more employment opportunities for mature workers in Singapore. From the 2011 National Survey of Senior Citizens, more elderly employees are gainfully employed, even as they are near or past the retirement age. This is attributable to rising education levels, the need to supplement their retirement savings and Government policies aimed at enhancing elderly employment. It has been two years since the amended Retirement and Re-employment Act came into effect. During this time, businesses and mature workers have adapted to the changes with largely positive responses. I believe it is now appropriate to further refine the re-employment legislation and to abolish the retirement age. Page: 118 Under the current legislation, once an employee is no longer eligible for re-employment at age 65, he or she may be dismissed on the basis of age alone. The employer may also dismiss an employee at the minimum retirement age of 62 by paying Employment Assistance Payment.”
“The statutory retirement age imposes the presumption in a merit-based remuneration system and perpetuates the impression that once a person hits that age, he or she really should stop working because they are deemed as "old and less productive to their companies" and "should make way for new or younger employees". Let us take a look at our Civil Service. Although it has moved to a merit-based rather than a seniority-based remuneration system, retiring employees were given re-employment contracts with a "downsized" package. If even the Civil Service is taking this stance, what more the private sector? Under this scenario, it is highly possible for a mature worker who may be more experienced and productive than a younger colleague to earn less, which is a Page: 117 strange inequity in a modern workplace. It may not be timely for us to examine whether the policy of re-employing retired staff on contracts with lower salaries or lesser benefits are justified, especially if the current reduction of CPF contribution is maintained. Our Civil Service should take the lead in instituting fair and equitable compensation upon re-employment. This would set an example for the private sector to accord our mature workers a remuneration based on merit and contribution to the company, rather than on perceptions of productivity based on age. I would mention that the impact of legislation goes far beyond the actions they directly compel; laws can either encourage change in societal attitudes or entrench existing prejudices. A determined ageist employer will find ways to get rid of mature workers or be prejudiced against hiring them.”
“I propose for the removal of the statutory retirement age in Singapore. Workers should be given the flexibility to choose how long they want to work or when they wish to retire. The important factor is the restoration of choice for Page: 116 our senior workers on retirement. I want to emphasise that I am not suggesting that people should work to their graves, and I am certainly not suggesting that people should be made to work past an age if they want to stop. I hope to see workers being empowered with their own decision of retirement, rather than being subject to a legislative policy. Enforced retirement is often a life-changing event. Complete retirement often precipitates rapid physical and psychological decline, especially if a person does not find ways to remain socially active. It was mentioned in a recent Straits Times' article that cab drivers who retire often feel grief and a sense of loss of their worker identity and their network of connections which they had built over the years. Workers who have retired need to find new ways of generating income to meet their financial commitments. Those without financial burdens need to find ways of occupying their time, need to rebuild at least part of their social networks. MOM reported an improvement of seniors being re-employed, but there are others who are unwillingly ushered into an earlier-than-planned retirement, are also denied promotion, or are offered re-employment with a recalibrated contract with lower pay and less benefits even though they are re-employed to do the same job. Many do not have the option of maintaining their current terms of employment. In effect, they become the "oldest new employee" in their organisation.”
“Mdm Speaker, Singapore is among the fastest-ageing populations in Asia, which is aggravated by a low fertility rate and longer life expectancy. By 2050, it is projected that almost a third of our people in Singapore will be 65 or over. The changing demographic trends will require adjustments to be made by individuals and society at large. In particular, Government policies and attitudes of both employers and employees on retirement age, and employment of seniors need to be recalibrated to reflect the signs of our time. A fast-ageing population, compounded by a tight labour market, means it makes business and economic sense to recruit and retain mature workers. Thus, with changes in the labour employment landscape and the introduction of re-employment legislation, it is timely to review two co-related Singapore employment policies, namely, (a) the statutory retirement age of 62 years, and (b) the reduction of employer's CPF contribution for workers turning 50 and above. Singaporeans aged 65 today can expect to live for another 20-25 years, a third more than their contemporaries 25 years ago. It is important that workers remain employed longer as this will enable them to start dipping into their savings at a much later age, thus supporting financial self-sufficiency. However, remaining employed for longer is not just important for financial reasons, but also for health, fulfilment and personal well-being. To many, work is an important part of active ageing. According to a 2013 Hong Kong Shanghai Bank study, 47% of Singaporeans aspired to continue working in some capacity in their retirement. This highlights the difficulty in drawing a line between when work stops and retirement starts. The retirement age should not become a barrier to active ageing.”
“Mdm Speaker, I am seeing more cases in my Meet-the People Sessions (MPS), as more residents face problems arising from easy credit from licensed moneylenders. Some of their debts have snowballed to three times the principal amount, and all because of the uncapped late penalty charges. I would like to ask the Senior Minister of State and the Ministry to look into instituting a cap on these penalty charges, because some can be very exorbitant. Their debts will be spiralling out of control.”
“If you look at the bottom line, and if you see that net profit is in the hundreds of millions as reported, then I think people will find that it is hard for them to say, "I still have got to pay for any of these fare increases."”
“I would like to ask the Minister this: there are calls for including profitability into the public transport fare formula. I just want to know if that has been considered into the formula because if the transport operators are making excessive profits, then commuters will find it very hard to accept any fare increase.”
“I thank the Minister for the reply. My follow-up question is that the current non-citizen spouse scheme has an age restriction of 35 years and they can only buy a 2-room BTO flat. This appears as a prejudice against the younger Singaporean citizens who are married to foreign spouses. Some may be facing pending approval for their application for Long-Term Visit Pass, Permanent Resident or Singapore Citizenship. I think we have now about 8,900 marriages involving such family units in 2011. So, my question is whether the Ministry can review this policy and make it more pro-family so that such younger family units can not only own a BTO flat but perhaps a 3-room flat, so that they can start their family earlier. This is a small step to achieving our bigger national objective of increasing the fertility rate.”
“Thank you, Mdm Speaker. I thank the Minister for the response. The sporting fraternity, especially our male athletes, are placing greater emphasis for a longer term investment in terms of sports development, overseas coaching and training, including competitive exposure with top athletes. I have two supplementary questions. First, while MINDEF's flexibility in allowing our elite sportsmen to defer NS on a case-by-case basis is welcomed, can the Ministry provide clarity in its pre-requisites for granting such deferments, and the classification of exceptional sportsmen? Can the Ministry also look at establishing a NS deferment scheme for our elite male athletes and that the eligibility criteria can be made known to our sportsmen for both individual and team sports as this will help them to invest and plan ahead for their sporting career with confidence, and not worry about whether they could Page: 14 be deferred later on.”
“Mdm Speaker, I wish to ask the Minister of State what is the current stock of balance rental flats, that is, the on-going balance stock of rental flats. I do see that some blocks still have empty units of rental flats. And so, in view of the high demand for rental flats, how can the Ministry expeditiously allocate these flats out?”
“Thank you, Mdm Speaker. I thank the Senior Minister of State for the reply. In fact, I am sure that Mdm Speaker shares the same sentiments as me that balancing the well-being of stray dogs as well as the welfare of our residents is a very complex and emotive one. I would like to ask the Senior Minister of State whether the Ministry can also review the adoption criteria of stray dogs such as the weight, the size and even the breed so that more strays such as stray mongrels or crossbreeds can be rehomed, freeing up very critical space that the shelters are currently facing. They actually run in full capacity at this point in time. Can more support and subsidies or help can be given to these welfare groups and dog shelters so that they can expand their capacity and also better rehab these dogs for rehoming. Page: 41 Lastly, does the Ministry also look at ways to better manage the growth of stray dogs, especially in places where they propagate in large numbers, and would the Ministry consider a mass sterilisation project to manage this population?”
“Thank you, Madam. One supplementary question. Will the Ministry consider naming and shaming those who have flouted the Maintenance Order for elderly parents, both abandoned locally and overseas?”
“So, we will seek to understand the merits of their case, and if they really cannot do it within 24 hours, we can be flexible Page: 81 about it but at least they recognise that this is objectionable content, and that they have to take it down, and they have to make their best effort to do so. We will then see what we can do to ensure that they meet this requirement.”
“Mdm Speaker, two supplementary questions. One, is to ask the Minister how confident the Ministry is in compelling global online news sites to remove objectionable content in breach of the MDA's content standards within 24 hours notice, given their internal take-down regime as well as time zone differences? Secondly, why should the online news sites' performance bond of $50,000 be pegged to the same requirement of niche TV broadcasters? Assoc Prof Dr Yaacob Ibrahim: For the Member's second question, I have mentioned in my reply when we looked at what criteria we wanted to impose on the online news sites, the performance bond has worked well for the niche TV licensees. Again, the $50,000 I mentioned in my reply was based on the financial means of the 10 sites. We think the idea of a bond is very important because it will hold them accountable to their actions. As I mentioned in response to Mr Giam earlier, we will be very flexible and work with the companies. If they cannot meet those requirements, we will see how best to come to an arrangement which is mutually acceptable both to MDA and the licensee. On the first question as to whether 24 hours is a reasonable time frame for the take-down order for companies, again, we are not going to rush in and make sure we clamp them down within 24 hours. We will have to work with them. But it is something which we think is important, to hold them accountable for, whether they make the best efforts. MDA will definitely have to study each case because each company is different.”
“Most Singaporeans do not see professional athletes as a choice career, notwithstanding the achievements of our many Singaporean sons and daughters. This can be attributed to talent, education or the life of professional sports. How can MCCY do more to encourage our athletes to achieve their full potential and a career in sports? I also want to echo Er Dr Lee Bee Wah's point about whether MCCY can work with MINDEF to alleviate one of the major stumbling blocks, and that is, National Service. At 19, when they are at their prime, they have to be disrupted from their high performance training and high level competition. I think that is a pity. Given that they, too, are sacrificing for the country through sports, can more be done for them?”
“I would like to ask the Ministry what platforms and initiatives are in place to reach out to the sporting community and corporations. Since its inception of SportCares, how much has been raised to date? How has the community benefited from SportCares? Outreach to a New Generation”
“Madam, sports has many utilitarian functions. Besides promoting healthy lifestyle for those of us indulging in sports, a game of sports oftentimes can have the effect of galvanising a country, cultivating a spirit of winning and sportsmanship; and the love of country. Individuals who have benefited from sports and companies which have flourished in Singapore can and should give back to sports. For those who have achieved success, they should now send down the elevator to the young aspiring sportsman and the sporting community. They must help to bring them up to a higher level. Every successful generation must, indeed, send their elevators down. We must provide everyone, regardless of race, religion or status, with every possible opportunity to benefit from a life in sports. Page: 78 Corporate Singapore should go beyond just looking at the number of eyeballs, bottom line or return on investment each time they reach out for their wallets. We must inculcate a culture of volunteerism and giving to sports, supporting social values, social integration and a shared Singapore spirit. By extending a helping hand to all, we can give everyone every possible opportunity to benefit from a life in sports. 2.00 pm In the United Kingdom, many of the popular English Football Clubs are engaged in social projects. For instance, Liverpool Football Club runs projects focusing on the elderly whilst Manchester United runs socially-based healthy walks as well as anti-smoking projects to wean youth off the bad habit of smoking. Last year, the Ministry established the SportCares Movement and Foundation to provide a platform for Corporate Singapore and Sporting Singapore to collaborate and work hand-in-hand to drive social initiatives through sports.”
“We had Project 0812 and then OPP and then SSI. I hope that every change is a change for the better. Last but not least, I would like to ask for more sporting facilities in Yishun town to serve the growing population there. We have a very old swimming pool; we have an old stadium. I would like to ask the Minister when we can have a sports and recreation centre in Yishun for our residents.”
“Here, schools today are not only competitive academically, but it is also very competitive in terms of sports. Very often, I heard parents complaining that their children were crying at home because they were not selected to be included in the school team. And then there goes the opportunity to play the game because the schools do not provide the opportunity for the students to continue to play sports just for leisure. Many schools take in students through the Direct School Admission (DSA) exercise. And what is the purpose? It is to win medals for the schools. I even heard feedback that when some of the players were not doing well academically, or their results were not up to expectations, they were asked to sit as private candidates. So, how can sporting Page: 73 culture blossom under such a situation? Vision 2030 has a strong community focus and, given MCCY's role in community building, there is clear indication that future efforts to promote sports would be more for the community. This is good, as I strongly believe that sports can bond the community and also help to build a more inclusive society. But how about efforts to support the aspirations of those who have the sporting talent to be professionals? The strong community focus is good but the aspirations of sporting talents who wish to be professionals must also be addressed. I have spoken many times about deferment of National Service, as it is truly a major stumbling block for male athletes. Surely, all of us would like to see Joseph Schooling winning Olympic medals. We would like to see Adam Swandi or even the children of Fandi Ahmad to become professional footballers or our young Clarence Chew or Pang Xuejie to be world-class table tennis players. Change of mindset is required to have a breakthrough.”
“Whilst the concept of a Super Sports Club is a good one, can MCCY provide an update on the plans to roll out the concept? Page: 72 Hence, will the implementation of Super Sports Club affect the promotion of less popular sports? How will the Super Sports Club affect other sports clubs, such as the Community Sports Clubs, interest groups and providers of sports programmes? It is good to also know what are some of the benefits and events that the sports community can look forward to. Sports Excellence and Sports Facilities Er Dr Lee Bee Wah (Nee Soon): Madam, looks like I have to declare my interest as the President of Singapore Table Tennis Association. Vision 2030 has unveiled a full range of initiatives that cater to Singaporeans of all ages in the promotion of sports and provision of opportunities and facilities for sports lovers. It all looks great in theory but we need to take concrete steps ahead to ensure these initiatives blossom. 1.45 pm I would like to ask the Minister: with the finalisation of the Vision 2030 initiatives, what would be the next steps? What are the key changes that we can expect to see in our sports landscape over the next few years? What would MCCY do to provide more opportunities for Singaporeans to do sports? Are there plans to improve our public sports facilities to meet the sporting and fitness needs of Singaporeans? I personally believe that sporting culture should start from school. I recall fondly my school days, especially the Secondary school days. Lessons ended at about 1.00 pm and we did not go home straightaway and we had the opportunity to join the various sports clubs. So, I joined the Table Tennis Club, Badminton Club, Basketball Club, Netball Club and Softball Club. That is why, eventually, I represented NTU in five games.”
“Madam, I would like to declare my interest as President of the Basketball Association of Singapore. Under Vision 2030, the concept of a "Super Sports Club" was surfaced to extend the reach of quality sporting programmes and events to all Singaporeans. Leveraging on the enhanced sports facilities, the Super Sports Club provides an island-wide integrated network of sports programming, events, competitions and places for people to enjoy sports. The Super Sports Club allows for the community to embrace "fitness for life" and a sporting culture, which will reap social dividends, in particular, in areas of health, wellness, active ageing and community bonding. For the more serious sportsmen or women, they can now take to competitive sports. Others can have access to players and places to practise and play their sports beyond school or competitive days. Our seniors can also benefit tremendously by being physically and socially active through sports. They can connect with other communities and forge new friendships. Whilst it is good to tap on the island-wide network, many residents have asked for quite some time, access to their local community sports facilities, such as their nearby school's running tracks, football fields and badminton courts. How deeply has the Ministry engaged our community partners in this regard? For the inaugural pilot, popular sports voted by the public will be chosen, and I hope MCCY can consider offering a broader spectrum of sports and games that covers a wider age group. Other factors that should be considered would be to adopt a multi-sport framework where the activities are varied in allowing people to get active and to maintain their interest.”
“Not too long ago, like our forefathers, they left their motherland, set sail and arrived at a pre-dominantly Malay fishing island Singapura. Over time, this place became home for them and their future generations. Our Singapore Soul should be forged not just by our birthplace but by our collective experience, togetherness, our shared pride, values, our diversity, trust and respect for one another, our sense of belonging and our resilience as one community. Thus, I would like to know how MCCY can effectively engage people, communities, and stakeholders to foster cohesion in our multicultural society and to build the social capital leading to the formation of a Singapore Soul. How will MCCY facilitate and make use of community building efforts in areas of the culture, arts, and sports to grow this social capital that makes for a strong and resilient community? Heritage”
“The generation of our former Prime Minister Mr Lee Kuan Yew grew up singing "God Save the Queen" as British subjects, saluted the Japanese flag during the Japanese occupation, and when Singapore was part of the Federation of Malaya, they thought of themselves as Malayans. When Singapore was suddenly separated from the Federation, our former Prime Minister and the rest of our people of that generation became Singaporeans. For that generation, Singapore became a nation by accident; then becoming Singaporeans is a matter of choice. When our former Prime Minister Lee was asked, "What makes a Singaporean?" in the book Hard Truths, he replied, "Someone who accepts others into the nation, regardless of race, language and religion." Indeed, embracing our diversity is our hallmark as Singaporeans at that moment we became independent. Singapore's social fabric is increasingly diverse and cosmopolitan. Our own citizens are well heeled, globally exposed, with very different aspirations, causes and interests. We have over time embraced new immigrants as PRs and new citizens, bringing with them their diverse cultures, outlook and values. Hence for us to build a society that is multiracial, multicultural, just and equal, is ever so relevant and important today. As a nation and some say nationhood takes a very, very long time to build, it starts with each and every one of us. Page: 23 Hence, more has to be done to build social capital that strengthens ties between individuals and communities. We can all work towards the same Singapore heartbeat, not just for those who are born here but also those who have come from other shores and make this place their home.”
“30 pm Is the Government's projection of manpower realistic in meeting such expansionary plans? What can the Government do to help companies working on public infrastructure projects as well as those providing essential services cope? Can DRC be reviewed for these companies? Can MOM also review manpower regulations that require the presence of dedicated personnel to perform very specific job functions? Currently, workplace safety officers, health officers and environmental control officers are not allowed to multi-task. MOM can take the lead to review regulations for optimal deployment and utilisation of resources that can contribute to manpower efficiency and higher productivity. In a tight labour market, can MOM also do more to review its retirement age and re-employ senior workers? MOM should also do more to tap on our Page: 81 latent workforce, in particular, our 450,000 economically-inactive women. Madam, increasing levy does not seem like the best possible solution to a tough problem. Increasing levy would only lead to companies passing the buck to the consumers, attributing to higher cost of living and inflation. I urge MOM to consider finding more creative methods of increasing local participation in the workforce, rather than the age-old method of increasing levy. Encouraging Hiring of Locals”
“Madam, after MOM's slew of new measures leading to a further tightening as well as an increase in foreign workers' levy, there is no ambiguity in the minds of businessmen of the end of liberal foreign labour policy. Thus, the competition for labour, both local and foreign, would get even Page: 80 more severe. At our restructured hospitals and Specialist Outpatient Clinics, it is already a common sight of long waiting time and frustrated patients. The scenario in the service industries is not pretty either. Many restaurants are either operating at sub-par, or closing branches because of labour shortage. Many in the construction industry are sharing similar stories of a slowdown in the bid for new projects. In my mind, this could be the singular cause of many delays in the completion of the HDB's Lift Upgrading Programmes. I believe a lesson we have learnt is the need to build infrastructure ahead of demand. Our transport delivery system would not improve in the immediate foreseeable future, what with the proposed addition of another 800 buses on the road if we do not have enough bus captains and drivers to operate them. The Government has also announced a slew of infrastructure projects, including ramping up of new homes, doubling our rail network, more pre-schools, hospitals and polyclinics. All these will place an acute strain on manpower, further intensifying competition for labour in an already very tight labour situation. I know we cannot have our cake and eat it too when it comes to labour policies and economic restructuring, but what is being done to ensure that these public projects do not fall behind schedule? Ultimately, the cost and hassle from delays in public infrastructure will adversely affect the everyday lives of Singaporeans. 2.”
“The Minister highlighted the fact that there is a growth in transnational marriages. I just want to check, why did the pre-marital counselling fail the last time? Given the growing number of such marriages now, it is time for us to revive this because there are many challenges faced by these couples as foreign spouses need to deal with social habits, language, finances and even getting used to the mothers-in-law. The second clarification is: how rigorous and proactive are we in the pre- and post-abortion counselling for women?”
“My question to the Minister is this. I understand that almost 95% coverage is already in place for the New Generation Broadband Network, but there is still that 5%. And even in mature estates, like Bukit Batok, some of the residents are chasing and asking us why they could not enjoy the benefits of this network. Perhaps, OpenNet can be more transparent in telling us why it Page: 118 cannot be done. At the same time, it should also step up efforts to try to make it happen for the rest of the 5%. Assoc Prof Dr Yaacob Ibrahim: It is a good point because the Universal Service Obligation (USO) has kicked in from 1 January this year. There are specific requests from the Member, and I am happy to look at that. But I would like to assure Members of the House that IDA is on top of the situation. We want to make sure that every household that asks for the fibre optic service will get it. There is a Quality of Service framework that we put in place, but we will monitor this very closely because, at the end of the day, unlike the first rollout that reached the 95% target, some of the locations here are basically not contiguous and they are dispersed all over the island. But there is no reason why we cannot deliver it in time. So, we will work with the providers and we are monitoring the situation very closely. But if there are specific requests from the Member, I am happy to get IDA and OpenNet to look into them.”