Desmond Choo
Singapore
“Through these expanded volunteer networks, we are building something more than a collection of programmes. We are strengthening a culture, a culture where service is valued, where sacrifice is understood and where defence is embraced as a shared mission. We are strengthening the very foundation of our national defence.”
“Mr Speaker, I would like to thank Prime Minister for his Ministerial Statement. The Labour Movement has surveyed our unionists. They are rightly worried about growth issues, loss of jobs and cost of living, but they have also expressed confidence that the People's Action Party Government will stay us through these difficult times.”
“Chairman, I would like to thank Minister Tan See Leng, Senior Minister of State Koh Poh Koon, Senior Minister of State Zaqy and Minister of State Gan Siow Huang for their comprehensive responses and driving policy changes; and also Permanent Secretaries Ng Chee Khern, Jeffrey Siow, and their team of MOM officers, for their dedication in b…”
“Mr Chairman, just two clarifications. One, why is the Ministry raising the S Pass qualifying salary despite the labour market being already quite tight and the potential economic headwinds? What is the expected impact on the local workforce's wages?”
“Chairman, we have seen a surge in overseas travel as Singaporeans continue to embrace travelling in the new post-pandemic norm. Singaporeans are no longer sticking to the usual destinations but, increasingly, also to less-travelled destinations.”
“Since our Independence, Singapore has maintained the importance of capacity-building as a pillar of regional cooperation. In 1992, the Singapore Cooperation Programme (SCP) was established in our effort to pay forward the help we received in our formative years. It serves as a platform to provide technical assistance to the world.”
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“Mdm Chairman, the Government has provided much support for our middle-age and older workers. However, they face a double threat. We have not eradicated ageism and the rapid pace of technological changes make getting new jobs and career transition difficult. Adapt and Grow is an important policy to help these workers adapt to a new work and economic environment. I would like to suggest some enhancements to the scheme. First, some employers, especially the SMEs, shared that the $4,000 qualifying salary for CSP is too high. More middle-age and older workers can benefit if we lower this qualifying salary. Second, PCP can be enhanced by lowering the entry requirements and the duration of training. It can be intermediate job grades and functions before the full conversion is done. Third, Attach and Train can be a gamechanger. The entry salary should use PCP's as a benchmark. I also encourage the public sector to participate actively in Attach and Train. To provide holistic support for these workers, the tripartite partners must work together to be innovative and adopt differentiated approaches because of our workers' physical and skills requirements. I propose to set up an interagency unit to study employability for middle-age and older workers. This unit can look at evolving the Jobs Bank for age-friendly employers, develop employability programmes and train specialised coaches to help them navigate the job market. In addition, we can also create new jobs in the heartlands. The Northeast Community Development Council's (CDC's) Community Employment Programme developed by Mayor Teo Ser Luck is a good example of how seniors can be productively hired for community work.”
“It should not just be assessed on their contributions to solving the short-term manpower shortages of participating companies. By giving prospective hirings an early induction into the field, they could also enlarge the pool of eligible workers for such companies in the future. Since such programmes address issues about matching, it should be useful to evaluate how the placements improve the capacity of participants to be matched. By helping employers understand the skills involved in their operations, they can also promote greater participation from employers. Finally, what are the prospects that workers have of acquiring deep technical skills through such programmes, and what are the realistic targets to aim for in a typical placement? I am thinking about this in terms of the skills frameworks under SkillsFuture. During the placement, will a worker placed under one of these schemes be expected to acquire certain key skills he/she did not have before, utilise those skills to add value to the participating employer? In other words, what does the placement process include? A structured assessment of a participating worker's skills condition?”
“This is especially important when jobseekers encounter job requirements that defer from what they had done in the past. 12.00 pm In this Budget, the Government is going to increase wage and training support provided under existing schemes of the Adapt and Grow initiative, as well as introduce an Attach and Train initiative for certain sectors. Although the extended use of wage support schemes that have overly broad coverage is a cause for concern, wage subsidies provided under the schemes of the Adapt and Grow initiative do not raise the same concerns. This is because they are targeted at improving matching between employers and available workers. They also have clearly defined durations. Such schemes play an important role in helping both businesses and workers. It is neither possible nor desirable for businesses hit by economic weakness to completely rule out the option of shedding jobs. The Adapt and Grow initiative helps workers to adapt to changing needs and grow in their capacity to handle higher-skilled jobs, thereby expanding their opportunities for regular employment. This preserves the employment potential of workers who have been unemployed. The Attach and Train initiative goes further by targeting companies that are not ready to hire yet. Although the risk of participants not being offered permanent placements could be higher, the benefits of a rewarding career could also be higher. I have some questions. First, would it be reasonable to expect that at least some of the participating employers must view it as being worth their while to hire under such arrangements even without Government wage subsidy? If that is so, what is the rationale for increasing wage support? Second, how are schemes under the Adapt and Grow initiative evaluated?”
“Mdm Chairman, SMEs are critical to Singapore and core to Singapore's future growth. They are now at a crossroads, caught in the fastest changing business environment in decades while in a slower growth cycle. MOM's LEDS has been an innovative initiative to help companies at this crossroads. What is the progress and how many workers and companies have benefited? How will the Ministry enhance LEDS? Can the Government look into greater asset-pooling to reduce the capital expenditure (capex) needs of SMEs? P-Max has been an important part of SMEs' talent pipeline. Can the Ministry also share on the progress? Even though this is a slower period, it is also exactly the time to implement long overdue business changes. I hope that our SMEs will look into the following. One, reskill together with their employees. Management needs to also update their own skillsets, especially in digitalisation and technology. Set time aside to train collectively as a company. Two, utilise Government funding to redesign business processes which is usually not possible when order books are filled. Three, go regional. There is robust growth in the Association of Southeast Asian Nations (ASEAN) countries. The Committee on the Future Economy (CFE) has outlined plans to support our global outreach. Our SMEs should seize the opportunities. In Mandarin, please. (In Mandarin): [Please refer to Vernacular Speech.] I hope all of us can work in a determined and steadfast manner to achieve breakthrough in adversity. Adapt and Grow Assoc Prof Randolph Tan (Nominated Member): Mdm Chairman, for PMETs as well as rank-and-file jobseekers, skills under the Adapt and Grow initiatives provide wage and training support as well as opportunities to try out possibly unfamiliar job roles.”
“Mdm Chair, my clarification is for the Senior Minister of State. Can the Senior Minister of State share more on how we can support older Home Team officers? Also, how would the Home Team train to arrive at that strong joint Home Team capabilities that are needed to fight crimes of the future?”
“I would like to suggest providing in-depth career counselling and career preparation courses for NSFs by working with the Labour Movement. Can they also be provided with grants to upgrade themselves while serving their NS? Our Home Team NSFs and NSMen from the Home Team have served with distinction. They are an indispensable part of our security blanket. Let us continue to develop them into a force to be reckoned with.”
“We must also use technology to help our older officers work longer and more productively. An enlarged civilian scheme, akin to the Singapore Armed Forces' (SAF's) Military Expert scheme, will buttress competencies in the Home Team. NS50 Over the past 50 years, more than 260,000 men have served National Service (NS) or are serving NS with the Home Team. I had the privilege of serving with some of the most dedicated and professional full-time national servicemen (NSFs) and NSmen. They held their own with the regulars. Three new Home Team clubhouses will be set up within the next 10-15 years. This is good news for Home Team officers. In view of their outstanding contribution to Singapore and patriotism, I would like to know how the Ministry had recognised or intend to honour our Home Team NSFs and NSmen. At a time when security demands are escalating, every NSF and NSman count. How can the Ministry better equip, train and deploy our officers? Many NSmen continue to want to play key roles in protecting our homeland. I encourage the Ministry to leverage the professional expertise of our NSmen. For example, many of our NSmen go on to become cybersecurity experts, financial experts or lawyers. They would be better served in continuing similar roles or training positions during their reservist. We can also be innovative in our deployment. Can the Ministry consider having NSmen to sign up for non-security sensitive projects that NSmen can sign up for, much like an MHA version of upwork.com? These can include community outreach projects. There is also a group of highly trained ex-regulars who can be grouped together for more involved Home Team projects. While our NSFs serve the nation wholeheartedly, we should also help them embark on their careers post-NS.”
“The security landscape today is more uncertain and complex than ever. Yet, we face tremendous manpower constraints while ever more resources are needed. We need to especially up our ingenuity when resources are thin. We need to operate differently and maximise technology to free up our precious manpower resources for more critical, on-the-ground work. The Home Team has embarked on a transformation journey. Can the Ministry update on the progress? And what are the challenges to be tackled in this journey? In this transformation, I envisage building up a new Home Team unit comprising officers recruited and trained from Day 1 to tackle threats in an integrated manner. Crimes of the future will be more complex and will cut across traditional agency domains. These officers become the links across our current agencies, facilitating whole-of-Home Team work. It is also critical to have an integrated interagency training and operations command. There is a greater need for cross and networked sensing to pre-empt threats and we must be nimble in tackling new and evolving threats. How can we train and equip for such sensing capabilities? With a 2% reduction in MHA's budget, how do we ensure that our safety and security are not compromised? Firstly, we must never stop investing in our people. They need best-in-class training and be well-resourced. Next, use technology and streamline our work processes to take administrative work away from our officers whose best work are out on the streets and on the frontline. Technology does not replace old-fashioned security work. Ground work requires experience. Our veterans are vital mentors. There is a need to review their retirement age to retain this valuable resource.”
“Yet, the child's health and independence is a gradual one. Let us help our parents to transit. I propose a "6−4−2" system. Childcare leave is progressively reduced from six days when a child is 0-6 years old, four days from 7-9 years old, and to two days from 10-12 years old. This system allows parents to gradually transit in their caregiving until their child matures. It also helps families with more than one child. Currently, they get two days when their children are in Primary school. Yet, the needs of a lower Primary and an upper Primary child can be rather different. The most resistance, ultimately, to working flexibly is cultural. We must practise progressive senior leadership, building a nurturing environment of trust and mindset are critical in transforming our workplaces. More Family-friendly Workplace”
“Mdm Chairman, work is central to most of us and influences much of our lives, including raising families. Work and the resultant time left for children is a critical factor in families' decision for children. Thus, transforming our workplaces and how we work can help to tackle Singapore's fertility issues. The technological revolution challenges us to explore new frontiers for flexible work arrangements (FWA). 4.15 pm We should and must now ride on the technological advances and make technology-enabled FWA more pervasive. For example, telecommuting is now more accessible through cloud services and video conferencing. Customer enquiries can be handled away from office. Employee scheduling software takes away the tedium of rostering. I encourage the Government to enhance the Work-Life Grant and share technological solutions with companies, especially the smaller SMEs, to boost FWA adoption. We can also develop more shared working spaces in community spaces and heartlands for caregivers to work away from the office. Our libraries and some community clubs already have them, but building a larger network of such spaces can even provide companies with more options to engage their employees. Getting companies to change can take time. In the meantime, we can develop a marketplace for Government and Singapore companies to put up "gigs" or smaller jobs and projects that caregivers can do away from home. In effect, an upwork.com version for Singapore. These gigs or micro jobs can be consulting projects, accounts, helping with customer service replies or even social services. Our current paid caregiving leave structure is rather disjointed. A parent has six days of childcare leave until the child becomes seven years old when she only gets two days.”
“It provides a trial for both the employee and the employer to ascertain job fit. The goal is to place them in a permanent role in the same company or another company. The chances of a good match would be much higher if we have work flexibility built in the system as well. We should start with companies which have vacancies, or even a company whose workers are on temporary leave and need workers for the interim period, for example, employees on maternity leave. As the largest employer in Singapore, we hope that the Public Service Division can take the lead in actively looking at offering these back-to-work individuals career trial opportunities. We also hope that the Government Linked Companies can also answer the nation's call. Mr Deputy Speaker, Sir, the crux of our economic transformation depends on a populace equipped to navigate and seize the skills and opportunities of tomorrow. No one entity can claim to have the monopoly of knowledge in this complex world to drive this change on its own anymore. But, together, we can build good platforms to nurture higher probabilities of good outcomes. With this, I support the Budget.”
“The recent Graduate Employment Survey showed a growing emergence of a "gig economy". These part-time and freelance jobs will increasingly become more prevalent as both employer and employee can react to economic changes better. This "gig economy" can be an important feature in managing structural changes in the economy. It also helps in continuous learning and being entrepreneurial. However, it cannot develop without stronger workplace protection and retirement support. We need a robust network to protect freelancers and the employers hiring them, giving them a sustaining ecosystem to grow. With the three proposals above, I believe that we can better help our younger Singaporeans navigate in these times of rapid technological and economic changes. I would like to shift our attention now to empowering our women to get back to work. I applaud the Government for announcing the Attach and Train Programme. I think that it can be a real boost for back-to-work women. A recent small-scale online poll by NTUC U Family done on stay-at-home women who plan to get back to work revealed that out of 564 female respondents, 94% are between the age of 25 and 54 years old which is in the prime working age. Of those in this age group, a significant majority, 73%, are Diploma and Degree holders. More than 60% of them intend to work within the year, while others, 20% or more, wish to do so within the next one to two years. Most of them would like to start immediately if there is a trial work option. That is immense latent talent waiting to be tapped upon. NTUC recommends a Returnship Programme as a bridge to help women get back to work again. The programme targets women who are looking to re-join the workforce, and for employers to offer them a two to four months paid trial period.”
“The system is almost future-proof because there will always be people like Zuhaina and Su Xian who are leaders in their own industries keen to help, and young people who need them. A networked system of mentors like Zuhaina could potentially serve more students and Singaporeans than physical career centres would ever do. If we can expand this programme, it would be more than building mentoring networks but also about the strengthening of community bonds amongst Singaporeans. In doing so, we can continue to leverage on the extensive network of the Labour Movement. Then, it can truly be the Singapore Career Network. Now, let me move on to the National Jobs Bank and the National Talent Bank. The National Jobs Bank has helped many Singaporeans to find work. It puts in one convenient location, the job vacancies available in Singapore. It also allows for the analysis of jobs and skills trends. Going forward, we would need a National Talent Bank where jobseekers and would-be jobseekers can access conveniently, to be headhunted for jobs. This system should also include networking features like those on LinkedIn and Facebook. The National Talent Bank also allows us to analyse the deficit between national skills, competencies and what is required in our economy. As we go global, international companies should now know where a good place is to reach out for Singaporean talent. The current job sites are specific industry-focused and tend to be used mostly by professionals. Hence, I encourage the Government to work with private sector companies, such as LinkedIn and Monster.com, for example, to develop such solutions on a national level. Next, I would like to turn our attention to the "gig economy" as the third leg of the proposals.”
“Su Xian was a Business Management major who was finding it difficult to land her first job. She sent out many job applications but could not find any positive responses. Zuhaina was a pioneer career guide in Young NTUC's Youth Career Network (YCN) programme. She volunteered to pay-it-forward to help others who might have struggled as she did in her earlier years. Through the YCN engagement sessions, Su Xian better understood the different jobs that would suit her skills and personality. Zuhaina then helped Su Xian to build and enhance her resume. They worked together to create a LinkedIn profile to boost her visibility to prospective employers. Every day, she suggested to Su Xian on how to expand her network to enhance her job opportunities. They worked together on boosting Su Xian's self-confidence. Su Xian eventually found a position as an accounts officer. She recounted, after getting a job, "I was alone by myself with friends on different paths. Some of them had already found jobs, some were holidaying and others were still studying. I was on my own until I found out about career mentoring with the Youth Career Network." YCN empowers youths to take up ownership in charting their own career journey. With no fees and not limited to any Institute of Higher Learning, the YCN is accessible to all. We can see from Su Xian's story that we saw neither blueprint nor career counsellors. The programme worked because Zuhaina wanted to pay-it-forward and Su Xian found help that was current, personal and approachable. We can and should invest in such mutual help platforms to unleash the collective strength and potential of Singaporeans.”
“The race for artificial intelligence had actually started quite a few years ago. The speed of innovation brings the "future" much closer. Our workers and companies need to be future-ready. In fact, for some of them, they actually need to be "now-ready". How do we gear them up for this so that they can seize the opportunities of tomorrow today? Whether we succeed in this economic transformation or not, we cast our lot with our millennials and Generation Z. They are at the threshold of opportunities unseen in a century. Yet, the job search has also become more trying. And, in itself, that causes them worry. There are three major challenges confronting them. Firstly, it is less about what to study and what skills to master, but more of what would keep them relevant. In essence, what to invest their time in. Secondly, it is not so much about having no job but which job would allow them to build up their careers and life journey. In short, how do they go about navigating the shifting turbulence of the new job market? Thirdly, businesses are placing greater importance on work experience, on top of academic qualifications. The latter is what new graduates and first career Singaporeans would not have. I believe that there are three ways to tackle these challenges. I believe that helping younger Singaporeans and workers is no longer about a massively sophisticated blueprint. The speed of change certainly defeats the best intents of such blueprints. It should be a system where young workers help one another to navigate in this new economy. So, how would this work? Allow me to share the story of 23-year-old Yam Su Xian who was looking for a job and 38-year-old Zuhaina Ahmad who heads business support in her company.”
“Mr Deputy Speaker, Sir, allow me to start my speech in Mandarin. (In Mandarin): [Please refer to Vernacular Speech.] Deputy Speaker, during the earlier debate, Mr Dennis Tan could have given the impression that with the increase in water tariffs, the additional U-Save rebates could only help the minority of Singaporeans, while middle income Singaporeans, in particular, might not receive much help from the U-Save rebates. In reality, however, the U-Save rebates will indeed help to buffer the impact of higher water tariffs for most Singaporeans. How is this so? According to PUB's analysis, Singaporeans living in 1- to 2-room HDB flat will not see any increase in their water bill after factoring the U-Save rebates, while Singaporeans living in 4-room HDB flats will only see a small increase of $5 per month. For 75% of shop owners, they will only see an increase of $25 in their monthly water bill after tariffs go up. Companies can also tap into the Water Efficiency Fund to install water-saving devices to mitigate over the longer run price increases. I hope the above explanation can clarify our understanding about U-Save rebates. (In English): Mr Deputy Speaker, please allow me to continue in English. This year's Budget seeks to position Singapore to be "future-ready" to meet the challenges of a future filled with uncertainties and opportunities. Together with the Committee on the Future Economy report, it identifies how Singapore and Singaporeans can navigate the seismic economic and technological shifts. Being nimble and adaptable to change are the names of the new game. Everyone knows that this change is inevitable. But the breakneck pace of change is almost unforeseen for many. The Fourth Industrial Revolution is well under way.”
“Having a "better" curriculum certainly goes beyond preparing for primary school education. It is also about life values and developing a love for learning. Because of the centricity of early childhood education to a child's future learning, there would be value in ensuring certain core components are taught in the curriculum. Would ECDA consider such limited standardisation? Improving the curriculum also means that teachers will have to be properly trained and equipped. Since this Bill also provides for teachers to have greater professional standing, what kind of support will ECDA offer to smaller centres that are lacking in manpower and may face challenges in getting their teaching staff to go for courses and further training? Will centre operators also be required to review the salary of their teachers and staff and consider increasing their salaries as they become more professional? Notwithstanding the above suggestions, the Bill is important and critical for nurturing the next generation of younger Singaporeans. I support the Bill.”
“From 2011 to 2015, the median fee of a full-time childcare centre has increased 25%, but the subsidy given to middle-income families has remained at $300 since 2008. I urge the Government to give a higher subsidy during this period of economic downturn to mitigate the financial burdens of young parents. There are also women who cannot take up full-time jobs due to family needs. However, current policies only allow non-working mothers to receive a subsidy of up to $300. While the intention to encourage mothers to go back to work is good, many mothers have no choice but to stay at home, especially those who have to take care of their parents and young children. What is more, there is not much flexible work in Singapore. These mothers may face even heavier financial burdens. I hope the Government can increase the basic subsidy for non-working mothers, a gesture which can be seen as "sending coal amidst snow". (In English): Mdm Speaker, let me resume in English. Another aspect of this Bill looks at ensuring holistic care and education of our children. This is critical and laudable. Recent studies show that obesity in school children has risen from 10% in 2000 to 12% in 2014. Our war on obesity and diabetes must start with our young children. The NurtureSG taskforce has given thoughtful and important recommendations. They include ensuring that children have adequate exercise, sleep and healthier food. I hope these recommendations can be adopted widely because healthy lifestyles need to start at a young age. I hope that ECDA will require operators to provide healthy and well-balanced meals for the children under their care. Madam, I would also like to better understand how ECDA intends to support centres in improving their curriculum or standardising core components.”
“Mdm Speaker, the early childhood sector in Singapore has expanded significantly over the years. While we now have more choices of operators and services, quality and standards can differ greatly. I stand in support of the Bill to further regulate the sector to improve the quality of these centres and to protect the safety and well-being of our children. One of the key provisions in this Bill is for all centres to be licensed. Licensing should improve quality. But we should be mindful of compliance costs. How will ECDA mitigate against centre operators from passing on compliance costs to parents? Right now, the fee variation is significant − from over $600 per month to $2,000 per month in high-end childcare centres. Both Anchor Operator and Partner Operator (POP) schemes are useful in moderating fees. However, fees of others outside of such schemes might continue to rise. Will further steps be taken to moderate the costs by having more centres involved in these schemes? Or should centres justify significant fee increases to ECDA? Mdm Speaker, let me continue in Mandarin. (In Mandarin): [Please refer to Vernacular Speech.] Mdm Speaker, many young families have to cope with the high cost of living − anything from daily living expenses, maintenance of parents and expenses to take care of their young children. The cost impact can be quite high for the young parents. Both husband and wife must work to maintain the cost of living. Childcare centres, therefore, have become a necessity for young families. Currently, Singaporeans can enjoy a $300 basic subsidy. From April 2013, the Government provided an additional subsidy for families with income below $7,500. This is at the 40th percentile.”
“I thank the Parliamentary Secretary for his clarification. While ELP has been important to bringing new talent into the industries, but there has been union feedback that the entry pay for some of these industries is not attractive, thereby limiting the attractiveness of ELPs as a whole. Will the Ministry consider, in the upcoming ELPs, allowing greater parity and for pay to catch up with market conditions? Assoc Prof Dr Muhammad Faishal Ibrahim: I thank Mr Desmond Choo for the feedback. We will take it back. As Members know, ELP is a new initiative. We will learn along the way and are committed to improving the arrangements as well as to how we can make ELP more attractive to the participants.”
“Two points of clarification for the Minister. Firstly, for the purpose of job market signalling, which are the top three PCP programmes that have been very successful and which will continue to grow further? Secondly, for the programmes that have not been so well received thus far, how can the tripartite partners work together with MOM to grow the programmes?”
“I thank the Minister for the reply. I would just like to have two points of clarification. The first one, especially in the areas he had pointed out, in terms of Uber and Grab driving affecting the taxi companies, whether the income of the taxi drivers has been affected? And secondly, can the Ministry consider Codes of Best Practices for Government contractors to take on certain practices that help freelancers prepare for their retirement, including contributions to CPF?”
“I thank the Senior Minister of State for her comprehensive reply. I was wondering whether the Government can consider, under certain circumstances, establishing escrow accounts for certain contracts, so that workers can be protected, especially during difficult economic times.”
“Mdm Speaker, two points for clarification. First, I would like to ask the Minister of State if there is a specific planning ratio of students with ASD to the number of places in the schools. Second, how are the manpower planning programmes put in place, because we do understand that it is difficult to recruit, train and hire the correct and qualified people to staff these places?”
“I would like to urge the Government to provide a one-stop job-matching and training service for our older workers. Jobs matched and training provided will be specifically selected to suit the older workers. This will make things much easier for them. Although we have legislation in place, employers and employees need to have a change of mindset and thinking to achieve our vision of building an ageless and inclusive society. The Government and employers should work together to improve the work process and fully develop the workers' potential, and not go by the old way of recruiting foreign workers whenever there is a shortage of manpower. Workers themselves must also be willing to try new jobs. Only by doing this can we fundamentally eradicate age discrimination and create an inclusive society. (In English): Mr Deputy Speaker, please let me continue in English. There is a need for dedicated channels and platforms with curated silver-friendly jobs to help older workers function well in jobs that they are suited for. We have already done the same for PMETs. Could we not take the same approach with our older workers so that their skills and knowledge can be tapped on in an environment that is better suited for their needs? Finally, for workers who will turn 65 before the passing of the Bill, could we encourage the public sector, government-linked companies (GLCs) and private sector companies to extend the same employment terms to them until they reach 67 years old? After all, we must all work in the spirit of the law, rather than just the letter. With this, I support the Bill.”
“Could the Government also review the ceiling cap for the SEC, so that the wage offset can be given to companies that employ older workers earning more than $4,000 a month? This incentivises them to keep even more of their older, mid-level workers. This Bill also provides for a second employer to take over the employment terms of an older worker. How will the Government ensure that all means are exhausted before workers are transferred? What safeguards will be put in place to ensure that this does not act as a conduit for ill-intentioned companies to use the new companies to exit workers via liquidation? In addition, for workers who will be transferred to a new company, could the Government provide training programmes and leave support so that they can smoothly transition into their new career? Mr Deputy Speaker, let me continue in Mandarin. (In Mandarin): [Please refer to Vernacular Speech.] Mr Deputy Speaker, Sir, I support the amendments to the Retirement and Re-employment Bill, raising the re-employment age from 65 to 67. It will be helpful to our older workers in terms of financial planning and self-fulfilment through work. This is an important step towards our vision of building an inclusive and ageless workforce. The concerns of the older workers are understandable. Many of our workers, by the time they reach the retirement age, are still unable to achieve financial freedom and have to continue to work. There are also many Singaporeans who would like to stay connected with society and long to continue working. However, they also have age-related special needs. Many older Singaporeans wish to achieve a balance between work, family, aspirations and physical strength. However, looking for a suitable job can be a difficult and frustrating challenge.”
“Mr Deputy Speaker, I rise in support of the Bill. Longer life expectancy and better healthcare systems have allowed workers to work longer and more productively. I welcome the amendments in this Bill as they will take Singapore further in providing more options for older workers and companies. It provides the flexibility to strike a good balance between the interests of both workers and companies. The changes proposed in this Bill are important threads in our tapestry of support for older workers, which will take time to develop. This Bill is timely as it comes at a time when we need to meet the challenges of an ageing population. In weaving this tapestry, we must be guided by a vision of ageless workplaces. In such workplaces, employers and workers are not fixated on age, older workers are not seen as liabilities, and technology will better enable older workers rather than replace them. It is a lofty vision but it is one that is imperative for an ageing Singapore. It will take time, but we will get there. This will require a fundamental mindset shift. But some aspects of this Bill will have already contributed to this vision. For example, the abolishing of the salary adjustments is important because wages should reflect a worker's job scope and output. Age should not matter. I believe that we can and should do more to support the shift towards ageless workplaces. In this economic slowdown, we can easily lose momentum, and older workers, who are most vulnerable during restructuring, will suffer the brunt of it. Could the Government consider continuing the additional wage offset of 3% of wages support given under SEC?”
“We can always and certainly should do more but, today, this Bill is an important marker and milestone of progress in supporting our families. With this, I support the Bill.”
“Page: 66 Madam, while these measures have narrowed the gap between the entitlements of what a married woman with a child would get and that of an unwed mother, there are still areas where unwed mothers are not extended the same treatment. First, as my fellow Member of Parliament, Mr Seah Kian Peng, has mentioned, the Baby Bonus scheme is still not extended to children of unwed mothers. Could the Government consider extending this to them, in full or in part, as this will go a long way in helping unwed mothers cope with the costs of raising a child, especially when they have to do so without the support of a spouse? Next is tax relief. I also urge the Government to extend the following tax reliefs to unwed mothers: Working Mother's Child Relief, Grandparent Care-giver Relief, Foreign Maid Levy Relief and the Parenthood Tax Rebate. This is because the money saved could go towards the needs of the child and, if we are to fully embrace the mantra "Every Child Matters", then we should treat them equally by not denying their parents access to these reliefs. Unwed mothers and their child are still not regarded as a complete "family nucleus" and they are thus excluded from many of HDB's public schemes. They can only buy their HDB flats if they are 35 years old and above under the Singles Scheme. This means they have to rent a place if they are not able to live with their family or relatives. Rental units can be costly. Sometimes, family members are not able to accommodate them due to space constraints. Could the Government reconsider this fundamental need for lodging as these unwed mothers are often younger, and allow a concession in consideration of their plight and circumstances to purchase a HDB flat even before the mother turns 35?”
“This additional week of paternity leave will help fathers to play a more active role in taking care of the children and help reduce the burden on the mothers. For first-time fathers, this is indeed timely by giving them the opportunity to lay a solid foundation for an ideal family. This measure also reflects Singaporeans' changing mindset with regard to what a good marriage and family should be like. However, we cannot just legislate without considering the effectiveness. The take-up rate of paternity leave is still very low. I urge the Government to encourage more businesses to support their staff utilising paternity leave. If the Government wants to help our young families more comprehensively, can we also legislate that mothers can enjoy the statutory right to ask for flexible working arrangements during the first year of childbirth? (In English): Mdm Speaker, let me continue in English. I am also very encouraged by the move to extend greater support for unwed mothers by extending full Government-paid maternity leave to all qualifying mothers, regardless of their marital status. We do acknowledge the value of a traditional family structure of a married couple with children. Yet, in reality, not all families come in the same form or structure. The child has no control of this. And he or she deserves every chance at a full life and fulfilling his or her potential. Therefore, I support the extension of CDA to children born to unwed mothers. This is a big move towards greater inclusiveness. It will promote savings and help their mothers defray the cost of childcare or other needs.”
“The proposed provisions are also in line with an evolving change in gender-based family stereotypes and redefinition of traditional roles at home. While I am glad for these provisions, I am cautious for the eventual consumption of the additional week of paternity leave or shared parental leave. Only 40% of our fathers used their one week of paid paternity leave last year. This shows that our families might face structural problems. Common anecdotally-evidenced gaps include the lack of support from employers, especially smaller companies which might genuinely face operational constraints. Fathers with reservist duties are also hesitant to take leave. In fact, some employers have commented it is difficult to support two types of national service. Both employers and employees need help for this to be effective. I still maintain that it is only right that we send a strong signal of support through legislation. But we will need to study its implementation. I would like to urge the Ministry to study in-depth the constraints faced by companies and fathers, and establish ways to improve the leave consumption rate. Mdm Speaker, let me continue in Chinese. (In Mandarin): [Please refer to Vernacular Speech.] : Mdm Speaker, I fully agree that we should legislate to give fathers an additional week of paternity leave. Nowadays, more and more young Singaporeans believe that both parents should be involved in taking care of the children. The traditional concept of mothers being the primary caregiver of children is also changing gradually. However, during the first year of a newborn, the mother still plays the primary role. Hence, we need to help mothers ease the dual responsibilities of caring for her child as well as managing her career.”
“Mdm Speaker, I rise in support of this Bill. As a father of a young daughter, it is perhaps only appropriate that I declare my interest. But unlike my fellow Member Mr Louis Ng, I do not have good news to update. Neither will I promise. This Bill is very timely, especially during a time when our young mothers and fathers face tremendous constraints in managing work and family. There are two important messages in this Bill. One, families need greater support and we can help fathers to play a larger role in caring for their children. Two, every Singaporean child is important and must be given every chance to fulfil his or her potential. Let me take this in turn on how we can enhance them. As my fellow Labour Member of Parliament, Mr Zainal Sapari, often reminds us, the younger Members of Parliament – he is a wonderful father to six lovely children, so he has every right to do so – that to be in your children's memories tomorrow, you have to be in their lives today. This Bill does include support and provision and time for parents to rightfully fulfil what he has advised us. It is trite knowledge that our younger Singaporeans are finding it increasingly difficult to raise a family and have a meaningful career. Furthermore, they believe strongly in shared parenting. In fact, gender stereotypes on child-caring is evolving. It is already archaic to think that only women Page: 65 must bear the primary care-giving role. Legislating a second week of paternity leave and allowing for shared parental leave of up to four weeks cater for such demand and change. Fathers play an important role in a child's life, especially in the early years, with substantial downstream social and cognitive benefits.”
“I agree with the Member that there is a need for us to step up cyber hygiene, especially for consumers. This is something which has to be ongoing. The kind of exercises that the Member suggested is something we can study. Certainly, I think a public campaign is something that we have launched and we want to continue to reach out to as many consumers as possible to make sure, as I mentioned in my reply, that they ensure that their passwords are changed regularly and they adopt good cyber hygiene.”
“I thank the Minister for his responses. I have two points of clarification. One, I note that we have done quite a fair bit for the essential services. Of course, there is a need to level up the individuals and consumers, including companies' capabilities to deal with the attacks. I would like to check what are the additional measures that the Ministry will put in place to help companies that might not have the requisite resources to level up? Secondly, would the Ministry also consider SG Secure-like counter-terrorism exercises for the individuals and consumers so that everyone can be better prepared in the event of an attack and take better precautions? Assoc Prof Dr Yaacob Ibrahim: I thank the Member for the two questions. On the first question as to whether there are additional measures to help our companies to level up, the answer is yes. CSA will work with the various chambers and trade associations to help our SMEs to understand what are their states of cyber readiness and what are the solutions available out there. We have recently launched a starter kit for companies to see what are the things they need to put in place, the necessary defences of their IT systems. On the second question as to whether or not we will conduct exercises with the consumers, currently, what is being done, as the way we have organised the space, is that we have 11 critical sectors. CSA works with the sector leads and the various members of the sectors, be it finance, telecomms, water or energy, to do table-top exercises. At the same time, what we do is that we send out advisories and we inform through our website, what are the things that not only businesses, but also consumers can do.”
“I thank the Minister for his clarification. It is certainly very encouraging to know that the Government is doing a lot to help the workers. What is going to help the workers, going ahead, will be that they know that there is a job waiting for them if they have made the required training and they have bothered to upgrade themselves. Two points of clarification: one, whether the Ministry can consider ways to have more Place and Train programmes with companies; and two, how it is going to work with economic agencies, such as the Economic Development Board, to make sure that the investments that we bring in, the companies will work with the agencies through the Place and Train programmes so that our workers will be job-ready when the investments are here. Page: 12”
“I just wanted to check with the Senior Minister of State whether MHA provides its officers with specialist training to manage such offenders at the point of arrest and at subsequent investigations.”
“One point of clarification. Can I check if MHA provides specialist training for its officers when it comes to managing such offenders at the point of arrest, and at subsequent investigations?”
“The Minister of State clarified earlier that there will be timing requirements for the insurers to disclose to improve transparency of fee arrangements. I would like to ask if there has been breaches of such disclosure arrangements previously and, going ahead, how would we tackle the disclosure arrangements.”
“I thank the Minister of State for his reply. There are two points of clarification. One, is there a need for MOH to regulate the practice of percentage-based fee arrangements? Two, how do we mitigate against TPAs from resulting in undue medical fee increases for patients; and three, has there been any breach of the disclosure requirements by MOH?”
“I thank the Senior Minister of State for his reply. Indeed, it is heartening to know that livelihoods would not be affected. I would like to ask the Senior Minister of State how we would balance the greater convenience for commuters versus ensuring that taxi drivers continue to enjoy a good livelihood.”
“I thank the Minister for his answer. I would like to check what is the take-up rate to date by existing and new buildings for the grants, and how many of them have lactation and family-friendly facilities.”
“Once again, he encouraged union leaders to stay rooted to the cause; be close to the ground and change with the times, with an eye for the future. It was most certainly a homecoming for him, being with old friends and fellow union leaders. He stayed true to his passion for workers. Mr Nathan is, indeed, one of the forefathers of the modern Labour Movement. A true keeper of our workers. We have much to learn from him and his legacy. Mr Nathan will always be a part of the Labour Movement family. Thank you, Mr Nathan. 1.01 pm”
“He painstakingly took the time to identify and train IROs and arranged meetings between foreign university professors and NTUC. Such groundwork eventually paved the way for the formation of the Singapore Institute of Labour Studies, now known as the Ong Teng Cheong Labour Leadership Institute. Today, unionists and IROs are very well-equipped to rally to the labour cause and safeguard the interests of the working people in Singapore. As someone who traces his lineage back to an IRO a few years ago, I am in much debt to Mr Nathan. Mr Nathan was also one of the key persons who were instrumental in the Modernisation Seminar in 1969, which charted the future of the Labour Movement we see today. At the seminar, he advocated "the need for financial autonomy, leadership and structural development" of the Labour Movement. This led to the introduction of a "check-off" system for the collection of union dues and helped to standardise monthly union subscription rates. Mr Nathan defined what an effective unionist should be as well. He stood firm with his philosophy of trust as an important bedrock for the Labour Movement to remain strong and united. From being thrown into the deep end, he found his way around and earned the trust of all parties around him. Mr Nathan was our brother's and sister's keeper, always emphasising the importance for union leaders to be there for our workers. When he visited NTUC 10 years ago, he spoke passionately on the early struggles of LRU and the Labour Movement. He reminded labour leaders on the larger national and worker interests they had to protect. He called on the union leaders to prepare our workers on the consequences of globalisation, the changing nature of the workplace and of work itself. Earlier this year, he visited NTUC again.”
“It was an autonomous unit in 1962 to help unions that broke away from their pro-communist affiliations and joined the National Trades Union Congress (NTUC). It was a time of upheaval, rife with pro-communist elements. He had to navigate the choppy waters. He tactfully worked alongside union leaders and workers. He alternated with ease from standing upfront to manage difficult relations to entering into discussions with employers behind the scenes, at great personal danger of being labelled a betrayer. LRU was subsequently absorbed into NTUC in 1965. Mr Nathan was more than just a champion of workers' rights. He also understood deeply how labour relations underpinned the success of a young Singapore. In the 1960s, Dr Goh Keng Swee was trying to attract foreign investments. Assisting Jurong Shipyard, a joint venture involving Japan's Ishikawajima-Harima Industries and the Economic Development Board (EDB), Mr Nathan negotiated to establish a fair and efficient wage structure. Without any precedent, he combed through countless collective agreements filed with the Industrial Arbitration Court to work out a structure that both the union and employers accepted. This structure paved the way to properly regulated working conditions and terms of employment for workers. It laid the foundation of wage structure, applicable even today. This episode shifted the Labour Movement's mindset. Our union leaders realised that they had a vital role to play in the economic growth of Singapore. Mr Nathan recognised that it was crucial for the trade union movement and NTUC to build a core of Industrial Relations Officers (IROs) to assist unions if they were to effectively play its role in the nation's success.”
“Mdm Speaker, it is my honour to speak on behalf of the Labour Movement to celebrate the life of our former President Mr SR Nathan. Mr Nathan has his rightful place as a member of the Pioneer Generation that built modern Singapore. His legacy is extensive but especially felt in the Labour Movement. He had a profound passion for workers and the common man. This passion drove his many contributions to the modern Labour Movement. From the time he was a welfare officer for seafarers in the 1950s, to when he was the Vice President of the Amalgamated Union of Public Employees in 1960, to being an Assistant Director at the Labour Research Unit (LRU) in 1962, his every step left behind huge footprints, leading the way for generations of unionists. Every step made the lives of workers and Singaporeans better. Mr Nathan was one of our beacons in the formative years of the Labour Movement in the 1950s and 1960s. He once said, "The trade union movement is the place where the small man rises. And after the war…it is the trade union movement that gave me the courage to stand up and speak to big people without fear." This vision drove him to go beyond merely assisting trade unions to become a frontliner in championing workers' interests. He was shaped by his days looking after the welfare of sailors. He felt keenly the suffering that befell sailors and their families. Importantly, he got things done. He did it by achieving resolutions through being a good judge of people and the disputes at hand, coupled with some ingenuity and quick decision-making. It was Mr Nathan's knack for getting things done that led our former Prime Minister Mr Lee Kuan Yew to second him to the LRU.”
“For example, it was reported that there are companies offering cash or vouchers when Singaporeans sign up for courses, an indirect way of cashing out on the SkillsFuture Credit. This is reprehensible and must be stemmed. How will the agency act to ensure that guilty parties are punished and the system is robust enough to prevent such incidents from happening? Will the agency have the requisite enforcement capabilities? Madam, my last point is on outcomes of SSG. How would the new Statutory Board measure its success? More people utilising SkillsFuture Credits and going for courses, picking up new skills are important. However, I encourage the agency to adopt employment outcomes as one of its core KPIs. This will correctly set in context what the mastering of future skills means for workers and, that is, better jobs and better lives. With that, I support this Bill.”
“Every year, 40,000 to 50,000 polytechnic and university students enter the workforce. But this number is small compared to the current resident workforce of more than two million people. How will the new agency work with WSG, MOM, employers and unions so that the agency can be in touch with the type of skills that are needed in the workforce now and tomorrow? Indeed, perhaps, it is the work with the existing workforce that will result in substantive productivity gains Page: 55 that Singapore is striving for. A key initiative under SkillsFuture is the Earn and Learn programme (ELP) which is a work-study programme to give fresh polytechnic and ITE graduates a headstart in their careers. This is a good initiative but understandably limited in scope and capacity as it is still new. How would initiatives, such as ELP, scaled up to reach a bigger group of graduates nationally? Will SkillsFuture also have a similar programme for working adults or will that be part of WDA and now WSG's Place and Train programme? Clearly, mapping training to skills, to jobs is critical to helping workers decide what to train for. Equally important is the final mile, that of facilitating workers to train. Online delivery of courses is the right way to go. Yet, many courses require hands-on training. Many workers, especially those on shift find it very difficult to go for training. How can the agency help workers especially those in sunset industries and on shift work to go for training? Can it also consider subsidising in-company training so that the workers can have more options to improve themselves? We should also consider how we can protect and maintain the integrity of the SkillsFuture framework.”
“Mdm Speaker. I stand in support of the Bill. The SkillsFuture movement seeks to prepare Singaporeans for a future that places new demands on jobs and earning a livelihood. It does so through promoting lifelong learning and skills mastery. This Bill will take SkillsFuture into its next phase. The institutionalisation of SkillsFuture shows that it is not just another policy to be implemented, but it is a movement critical in charting our future. For this movement to be pervasive and sustainable, it must have, at its core, a mission to provide better jobs and better lives for Singaporeans. There is much to be said about learning and acquiring skills and knowledge as an end in itself. In fact, this intrinsic thirst for learning is critical to mastery and job security. Indeed, both are intrinsically linked. But for the movement to build momentum and gain traction, it must, first, be able to translate how training and learning can lead to better jobs and better job security especially in this current economic climate. Madam, workers want to train meaningfully and purposefully. In the Labour Movement, during our interactions with workers, the most asked questions are: how can these courses help me to get better wages? How can learning this help me to find the next job? And are these the future skills that we need to stay secure? Answering these questions allow people to see how SkillsFuture can positively change their lives. Let me now touch on another point. With MOE overseeing SkillsFuture, how can we ensure that this will not only be a movement for the younger Singaporeans? There is a need to prepare our young Singaporeans for jobs that do not exist today. But we should also focus on our current workforce.”
“To help WSG in its mission, rather than a blunt broad sectoral approach, would the Minister also consider a more nuanced and targeted approach – implementing a quota for EP holders, especially in high growth and strategic sectors like IT? This can highlight to companies that they need to not only grow their businesses but also commit to growing Singaporean talent. Importantly, it allows our young Singaporeans to have a more level playing field to succeed. With Page: 34 this, I support the Bill.”
“More important in building a Singapore Core is to ensure the paths to good jobs in thriving sectors remain open to our young Singaporeans. It is important to note that "strong" need not always refer to numbers. Emerging or foreign businesses may require a larger foreign talent pool at the beginning due to local manpower constraints. However, as the business matures, companies must increasingly localise its workforce. Its job profile should also reflect a Singapore Core. This is especially important in sectors that are growing and can provide job opportunities that are aligned with the aspirations of young Singaporeans, for example, in the information technology (IT) and finance sectors. One way in which we can build a stronger Singapore Core is to ensure that our graduates and mid-level professionals have a level playing field. I am not advocating overly protectionist and protective measures. Being protectionist harms our long-term viability as a business hub. Yet, without further measures, our young Singaporeans and workers may find it challenging to enter Employment Pass-dominated sectors like the infocomm technology (ICT) or move up the ranks in that industry. Foreign applicants usually have more job experience than our fresh graduates. Landing the job itself is an important first step for our locals. Thereafter, committed company training and career pathways can help them anchor the core of a company. Furthermore, certain high growth and critical sectors such as ICT, needs to be managed strategically. I would like to think that Singapore can only benefit from having more IT bosses like my fellow Parliamentarian, Ms Jessica Tan. Currently, we know that there is no foreign worker quota for the Employment Pass (EP) category.”