Gan Kim Yong
Singapore
“Consumer complaints relating to the secondary resale market for tickets to major events and concerts have generally remained low. Nonetheless, to protect the public from scams on secondary ticket resale platforms, the Police have imposed Code of Practice requirements under the Online Criminal Harms Act to require designated online service…”
“Singapore does not condone the use of forced labour. We criminalise forced labour in Singapore under various laws. Relevant Government Ministries and agencies, such as the Ministry of Manpower, Ministry of Home Affairs and Singapore Police Force, play their part in investigating complaints of suspected breaches in domestic laws that relat…”
“The Association of Banks in Singapore (ABS) discontinued the PayNow nickname feature as scammers had been exploiting the use of nicknames to impersonate legitimate entities and trusted individuals.”
“As of end-2025, around 6,900 private residential buildings have registered their solar installations with SP Group for the export of excess solar-generated electricity to the grid. The installed solar capacity of these residential buildings is 115.3 megawatt-peak (MWp), or around 5.5% of all current installed solar capacity in Singapore.”
“The one-year pilot extension of liquor trading hours has seen strong interest from businesses. As of 31 May 2026, the Police have approved 88 applications for the extension of liquor trading hours from public entertainment outlets in these areas.”
“The Government does not make projections of domestic or regional demand for renewable diesel or sustainable aviation fuel. Demand depends on commercial considerations, evolving market conditions and regulatory developments across different jurisdictions.”
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“Even in this downturn, JRP continues to be important and the enhanced support provided by SPUR will allow the programme to help even more workers. JRP is now led by NTUC's e2i, which aims to help 45,000 local workers through its programmes in 2009. An example of a worker who has benefited from JRP is Mr Tham Kok Ying. Mr Tham worked in a boat building company for 36 years before being retrenched in October last year. Immediately, he enrolled in the Landscaping Job Preparation Exercise and subsequently a Screen, Train, Place and Track programme. After a week-long work trial by Kiat Lee Landscape and Building Pte Ltd and a 26-day WSQ course, he is now employed by the company and has been working there since. Besides helping Singaporeans to work longer, the Government has also introduced important changes over the past few years to help Singaporeans improve their retirement adequacy. As Dr Ahmad Magad rightly pointed out, this is a long-term challenge and something we must not lose sight of, even in this downturn. Last year, we introduced CPF LIFE which will give CPF members an income for life. But I must stress that CPF LIFE is not intended to solve financial difficulties. It is meant for those who have savings in CPF and are qualified to benefit from a lifelong income. Mdm Halimah Yacob, Mr Ong Ah Heng and Mr Teo Ser Luck have asked for updates on the scheme. To recap, all CPF members born in 1958 or later, will be automatically included in CPF LIFE if they have at least $40,000 cash in their Retirement Accounts when they turn 55. These members will enjoy a monthly income from age 65 for as long as they live.Because some members were concerned that they may have shorter than average lives, we have decided to offer CPF LIFE plans with a refundable feature.”
“We must therefore press ahead to raise the employability of older workers and to prevent the gains of our earlier efforts from being eroded. To help older workers stay employed and minimise structural unemployment, we will need to encourage and help them to re-skill and upgrade. This way, they can remain relevant and productive, and be re-employed when they reach their retirement age. We will continue to work with tripartite partners to help employers hiring older workers through programmes, such as the ADVANTAGE! Scheme. We will also continue our outreach efforts, such as through regular industry briefings and the re-employment web portal to help employers and workers learn more about re-employment and how they can benefit from it. The Tripartite Implementation Workgroup on the Employability of Older Workers will continue to get feedback on re-employment experiences. The economic uncertainty provides an opportunity to understand the dynamics of re-employment in a different context, and will help the tripartite workgroups as they finalise the guidelines. Mr Low Thia Khiang also asked for an update on the Job Recreation Programme (JRP) and its role in this downturn. The JRP aims to help local workers, including Permanent Residents (PRs), upskill and to help them take on better jobs. This is achieved through a combination of efforts to redesign jobs, train workers and professionalise industry practices. Since its inception in 2005, JRP has been successfully applied to several sectors, such as security and landscaping. Last year, over 20,000 workers benefited from JRP, up from the 15,000 in 2007. Cumulatively, since the programme started, more than 50,000 workers have benefited.”
“Sir, while many of us may be preoccupied with the present economic crisis, we must not lose sight of the long-term challenges that need to be addressed. One such issue is the ageing population. By 2020, one in six Singaporeans will be aged 65 or above. Re-employment will be an important cornerstone to build a resilient and sustainable workforce, and to help workers secure a more comfortable retirement. For this reason, we will introduce the re-employment legislation by 2012. The tripartite partners have been working closely over the last two years to prepare our companies and our workers for re-employment. We have made good progress in our efforts to improve the employability of our older workers. The employment rate of residents aged 55 to 64 has been increasing steadily over the past five years from 45.2%, in the last economic downturn in 2003, to 57.2% in 2008. Preliminary findings from a survey which my Ministry carried out last year found that 85% of local private sector employees work in companies that offer opportunities to work beyond retirement age. This is encouraging. Jenny Pow is a good example. Jenny joined CTC Holidays as an Admin Assistant in 2003. She is a hardworking and meticulous worker. Last year, when she turned 62, instead of retiring, CTC offered to let her continue working as she still has much to contribute. The company is also sponsoring her for a training course in online ticketing to help her adapt to technological advancements in the industry. In this downturn, it is all the more important to invest in training and upgrading, and to make better use of our older workers. However, as pointed out by Mr Heng Chee How, the current economic crisis can hamper our efforts in implementing re-employment.”
“The safety situation in the construction and marine sectors has always been a priority area of focus in MOM. We have achieved some successes in raising the safety standards in the larger construction worksites and shipyards. We have now turned our attention to the smaller and medium sized worksites and shipyards. Since June last year, enforcement officers from MOM have stepped up its inspections on all such workplaces leading to more than 90 stop work orders issued to worksites and shipyards that had failed to put in place adequate safety measures. MOM will continue to monitor closely the safety performance of the construction and marine industries as well as the other high-risk sectors. In addition to enhanced enforcement, the WSH Council has held more dedicated industry forums and outreach programmes with senior management staff, industry practitioners, supervisors and rank and file workers. Industry bodies have also proactively taken greater ownership of safety outcomes. For example, the Association of Singapore Marine Industries (ASMI) had initiated an industry-wide safety "time-out" from work in July last year, to review the safety processes in shipyards, following a series of accidents in the marine sector. Under WSH 2018, MOM and the WSH Council will also be developing sector-specific strategies and performance targets to raise WSH performance of key industries. APPENDICES Section Name: BUDGET Title: ANNUAL BUDGET STATEMENT Filename : Annexes to Annual Budget Statement MP Name: Mr Tharman Shanmugaratnam”
“Since the launch of the new Workplace Safety and Health (WSH) framework in 2005, we have made good progress in promoting the culture of safety in the workplace. Today, there is greater awareness and ownership by the industry on workplace safety. These efforts have contributed to a significant reduction in workplace fatality rate from 4.9 deaths per 100,000 workers in 2004 to 2.9 in 2007. MOM and the newly formed WSH Council will continue in its efforts to further strengthen workplace safety culture. We want to nurture a culture where individuals recognise their responsibility in protecting not only their own health and safety, but that of others working with them. We also want safety and health to become a way of life such that every worker naturally and routinely thinks about safety as they go about their work. We have set a new target to lower our workplace fatality rate to below 1.8 fatalities per 100,000 workers by 2018 and bring our safety record on par with the best in the world. To achieve this, we have revised our national WSH strategy, known as WSH 2018. Mr Ong has also expressed concerns over the training of foreign workers in workplace safety. All new workers working in any high-risk sector such as the construction, marine, metalworking, and oil and petrochemical industry must attend their respective mandatory Safety Orientation Courses and pass the relevant tests before they can commence work. To ensure that they fully understand the safety rules, these courses and tests are conducted in their native languages. Existing workers are also required to be re-certified every few years to remind them of the safety rules and ensure that they continue to observe good safety practices at their workplaces.”
“Last year, SCDF issued 95 Fire Hazard Abatement Notices to entertainment outlets mainly for fire safety infringements, such as having non-illuminated exit signs, obstruction of fire exit doors and failure to service fire extinguishers within the prescribed time period. Owners are required to rectify the faults by a certain date, following which a re-inspection would be done. Fines would be imposed if the faults are not rectified. Last year, two outlets were fined for failure to comply with fire safety requirements. For very serious fire hazards that pose immediate and grave danger to the public, the SCDF Commissioner can order the closure of the premises. In short, Sir, stringent fire safety standards and regular enforcement are in place and, of course, this must be complemented by community responsibility and preparedness. In the event of a fire, staff and patrons, being "first on the scene" play a critical role in saving lives before the arrival of fire fighters and paramedics. On this score, since 2005, SCDF has been training entertainment outlet staff in evacuation and first aid under the Community Emergency Preparedness Programme (CEPP). To date, more than 900 persons have been trained. Advisories in the form of posters and pamphlets were also shared.”
“In addition, under the Fire Safety Act, a Fire Safety Certificate (FSC) is required for all new buildings and existing premises where additions and alteration works are conducted. Hence, before an operator of a public entertainment outlet can start his business, he has to first obtain a FSC. To apply for a FSC, the operator must engage a Qualified Person, who is either a registered architect or professional engineer, to submit the relevant fire safety plans for SCDF's approval. These plans must conform to fire safety requirements stipulated in the Fire Code. Examples of these requirements include the provision of sufficient emergency lighting, clearly indicated exits, fire extinguishers within easy access and installation of sprinkler protection for basement units and large premises. The Fire Code also stipulates the permitted occupancy load to prevent overcrowding and stampedes in the event that a fire breaks out. Entertainment outlets are also prohibited from using open flames, fireworks or pyrotechnics in their performances. Finally, completed fire safety works must be checked by a Registered Inspector before the issuance of a FSC. In addition to the FSC, large public entertainment outlets are also required to apply for a Fire Certificate (FC) which has to be renewed annually to ensure continued compliance with fire safety standards. Sir, the SCDF conducts both scheduled as well as surprise inspections on public entertainment outlets to check for fire safety violations. These are stepped up during festive periods when larger crowds are expected. On average, SCDF conducts about 700 such inspections each year.”
“The key point to note is that it is not a law and order problem; it is not a crime problem. That is why I mentioned just now that whilst police can be involved, the key really is that the community is involved, and indeed, like some dormitory operators do, they engage auxiliary police or security officers. This is something which I think we have to face in Singapore. And employers can play a part too, to advise and to see that the foreign workers do not to loiter around in areas that may cause anxiety to others. FIRES AT NIGHT ENTERTAINMENT OUTLETS (Number of incidents and preventive measures) 7. Dr Lam Pin Min asked the Deputy Prime Minister and Minister for Home Affairs (a) what is the incidence of fires at night entertainment outlets over the past three years; (b) what are their causes; (c) what is the frequency of fire safety checks by SCDF at these premises and the violation rate; and (d) what measures have been implemented to prevent catastrophic fire incidents in these places. Assoc. Prof. Ho Peng Kee (for the Deputy Prime Minister and Minister for Home Affairs): Sir, between 2006 and 2008, eight fires occurred in public entertainment outlets, such as pubs, bars, and music lounges, with only one fire occurring last year. These were all small fires caused by faulty electrical equipment or food left unattended on heated stoves. There were no injuries or fatalities. Dr Lam asked about the frequency of fire safety checks, the violation rate and measures to prevent catastrophic fires in entertainment outlets. Sir, to prevent catastrophic fires, the Singapore Civil Defence Force (SCDF) has established and enforces fire safety standards applicable to all buildings, including public entertainment outlets.”
“Foreign workers themselves are co-opted to address crime and security concerns. Currently, there are 18 such CSSP projects which have received positive feedback. Basically, involving foreign workers in CSSP projects, increases the eyes and ears in our neighbourhoods, as they are more aware of suspicious activities that should be reported to the police. Besides these community engagement measures, police also conducts frequent visits to foreign workers' dormitories to project police presence. At the same time, police also work with dormitory operators so that they would have a good idea of what is happening in the dormitories, and are aware of any potential law and order issues. Indeed, many of these operators also engage their own security officers to maintain good behaviour by the foreign workers. Er Lee Bee Wah: Sir, during my recent visit to the Teachers' Estate, which is very close to Tagore Industrial Park, we received a number of feedback from the residents. Very often, they see foreign workers loitering around Teachers' Estate, and the foreign workers also approach residents for jobs. Therefore, there is this sense of insecurity. I would like to ask the Senior Minister of State whether the police step up more patrols in residential areas, which are near to a foreign workers' dormitory? And does our Police Force have sufficient manpower to carry out these patrols? Assoc. Prof. Ho Peng Kee: Sir, in regard to the incident that Ms Lee has indicated, in terms of foreign workers, I think it is more a question of social disamenity that is being caused – they loiter around. They are visible but they do not commit crime. Some of them, in fact, may engage in anti-social behaviour.”
“Er Lee Bee Wah asked the Deputy Prime Minister and Minister for Home Affairs (a) what steps are being taken to pre-empt foreign workers who have not been paid wages from turning to crime; and (b) what the Ministry is doing to provide security to residents living near foreign workers' dormitories housing abandoned or unpaid foreign workers who may be tempted to turn to crime. The Senior Minister of State for Home Affairs (Assoc. Prof. Ho Peng Kee) (for the Deputy Prime Minister and Minister for Home Affairs): Sir, while we can appreciate the sense of insecurity felt by some residents as a result of the presence of foreign workers living nearby, let me say that this sense of insecurity is based more on perception rather than reality. The fact is that foreigners generally commit fewer crimes than locals. In 2007, the overall arrest rate, ie, number of persons arrested for every 100,000 in the population was 407. The arrest rate for foreigners at 279 was much lower than the figure of 456 for Singapore residents. Indeed, the arrest rate for work permit holders, which is the focus of Ms Lee's question, was even lower, at 217 per 100,000 work permit holders. Moreover, Sir, we should not conclude that foreign workers with contractual disputes with employers will naturally turn to crime. Indeed, these workers would be familiar with our strict laws and social norms. When they first arrive here, they would have received a guide book produced by MOM in nine languages, providing information on key laws and norms, and also reminding them to be law abiding during their stay here. In addition, the Singapore Police Force has ongoing programmes to engage the foreign workers' community, leveraging on the Community Safety and Security Programme (CSSP).”
“So, in short, I think we will calibrate our framework for foreign workers to ensure that we respond to changes in the economy's outlook, but it is important for us to ensure that we have sufficient flexibility in the labour market. This recession will come, we do not know how long it will last. But what is important for us during this recession is to ensure that our long-term economic fundamentals are not compromised. And one key strength that we have is our flexible labour market, that we are able to expand when the economy grows, and we are able to then respond to the economy when the economy slows down. So I think it is important for us to ensure that our labour market remains flexible. What we want to focus on now is really to help Singaporeans to improve their employability, and SPUR is one key strategy for us to help Singaporeans improve their employability, through training as well as through upgrading. We also use SPUR to help companies cope with the downturn by helping their workers upgrade and, at the same time, to share the cost through absentee payroll. I think, through SPUR, we want to ensure our Singaporeans are more productive, more employable, and they will be attractive to the companies. And when the companies employ them, their skills will also benefit our local companies. This way, we will ensure the businesses in Singapore will remain competitive and will be able to survive, and we will be able to save more jobs. UNPAID FOREIGN WORKERS (Risk of crime) 6.”
“Sir, let me give the Member some numbers. In 2008, we had a total of 26 employers who were prosecuted for Employment Act violations, 14 of whom involved salary disputes. With regard to stricter control on employers who have violated our Employment Act and other legislations, I have explained in my answer that some of them, when found guilty, will be debarred from employing foreign workers in the future. So there are quite stringent controls on their ability to have access to foreign workers. With regard to syndicates or employers who bring in foreign workers without work, we are currently investigating a number of employers who have brought in foreign workers without proper work for them. Some of them had contracts with their principals, but some of these contracts did not materialise. Some of them had brought in too many foreign workers, and these are the cases that the Ministry is currently investigating. Because the investigations are still under way, I would rather not discuss the details of these cases. Ms Lee's fourth question is whether we are going to tighten the supply of foreign workers. As I explained at the last sitting, foreign workers will continue to be needed especially in some of the sectors, including the construction and marine sectors. These foreign workers are here sometimes to do jobs which Singaporeans do not want to do or are unable to do. I think it is important for us to ensure that these foreign workers will continue to help us in our economy. I also mentioned in my previous answer that for companies which are facing difficulties and which have insufficient work, these companies should release their foreign workers so that they can return home. To keep these foreign workers here without adequate work will not be beneficial for them.”
“If so, the work permit conditions require the employer to terminate the contracts and facilitate the repatriation of their workers to their home country after ensuring that all outstanding employment issues have been resolved. MOM will continue to monitor the situation closely, and we will step up enforcement and tighten checks, if necessary. Er Lee Bee Wah (Ang Mo Kio) : Sir, I have four supplementary questions. First, during the past two years, how many employers have been charged by MOM? Second, will there be a stricter requirement imposed on those employers who were found to be irresponsible on future hiring of workers? Third, are there any signs of syndicates, who are bringing in foreign workers to Singapore without any jobs available? Fourth, in view of the challenging economic situation, is the Ministry going to reduce the number of foreign workers, so that there are sufficient jobs for Singaporeans?”
“While we can understand that some employers may be facing business difficulties under the current economic environment, this does not absolve them from their basic responsibilities towards their foreign workers. These include paying salaries and providing workers with proper accommodation, food and medical care. MOM will not hesitate to take action under the Employment Act (EA) or the Employment of Foreign Manpower Act (EFMA) against errant employers who fail to pay salaries on time. The penalty for non-payment of salaries under the Employment Act has been increased to $5,000 per charge for first-time offenders since January this year. MOM may also prosecute employers, as well as debar them from hiring foreign workers. Employees who are not paid their salaries are advised to approach the Ministry for assistance. Further upstream, MOM has also implemented measures in the work pass approval process to minimise the possibility of workers being brought in without jobs. For example, construction and marine companies need to show documentary proof that they have ongoing projects before work permits are issued. For subcontractors, an endorsement of work is also required from their principal contractor. MOM has stepped up scrutiny in processing work permit applications by companies specially in the marine sector. However, we have to do this in a calibrated way so that we do not create rigidity and inconvenience for the vast majority of lawful and responsible employers. We must also recognise that in a volatile business environment, some employers may find that the projects they had earlier planned for are delayed or even cancelled. In such situations, companies may not have work for some of their foreign workers.”
“Sir, as the economy slows down, the number of foreign workers who have approached the Ministry for assistance on salary arrears has increased. The number of foreign work permit-holders who are involved in salary disputes increased from about 0.2% of the total work permit population in 2007, to about 0.4% in 2008. My Ministry has stepped up enforcement and mediation efforts to ensure that employers fulfil their obligations to their workers. In addition to the regular audits that MOM conducts on companies to check for infringements of the Employment Act – such as failure to pay salary, overtime, or provide leave benefits – we are also stepping up inspections at foreign workers' dormitories to check, among other things, if they face salary arrears problems. If they do, MOM will step in to help them recover their outstanding salaries. Through MOM's intervention, most of these complaints have been resolved quickly and amicably. Over the past six months, 85% of the cases involving foreign workers were dealt with within three weeks. Complex cases could take longer and could involve adjudication by the Labour Court. The foreign workers involved are allowed to stay in Singapore under a Special Pass for a short period to enforce their claims. Even if they return home, MOM will continue to help them with their claims. We have also put in place a number of early intervention measures to detect non-payment of salaries. We monitor employers who default on levy payments, and work with housing operators to gather information about employers who default on their rental payments. Such employers are likely to be facing cash-flow problems and may have salary disputes.”
“In particular, where illegal deployment of foreign workers is concerned, employers are the ones that are responsible for the violation. WRITTEN ANSWERS TO QUESTIONS BUILDING OF FOREIGN WORKER DORMITORIES (Review) 1. Mr Seah Kian Peng asked the Minister for National Development in view of the worsening economic outlook and expected reduction in numbers of foreign workers, whether his Ministry will review the number of foreign worker dormitories required to be built in the coming year and, if a reduction is possible, whether priority will be given to those located in close proximity to densely populated areas.”
“In general, employers are not permitted to sub-contract their foreign workers to other companies. Doing so would constitute illegal deployment of the worker. The only exception is in the construction sector, where employers may have periods between projects when there are no jobs for their foreign workers. During these periods, construction contractors are allowed to subcontract their foreign workers to other contractors. In the last three years, about 570 employers were prosecuted and convicted for illegally deploying their foreign workers. They are also debarred from employing foreign workers in the future. Employment agencies (EAs) are important intermediaries that play a useful role in the protection of foreign workers. Last year, the Ministry reviewed the employment agency licensing regulations to prohibit EAs from offering incentive payments or rebates to employers as consideration or inducement for hiring foreign workers through them. This serves to prevent foreign workers from being exploited and being made to bear the cost of such incentive payments and rebates in order to secure employment in Singapore. Employment agencies that are found to have breached licence regulations are liable to have their licences revoked and their security deposit of $20,000 forfeited. We have also been working with foreign embassies here with regard to errant agents in the source countries. MOM will continue to review the employment agencies' industry, and will be engaging industry members on ways to better protect foreign workers. But we should also be mindful that the employment agency industry is not responsible for every problem encountered by foreign workers.”
“ILLEGAL DEPLOYMENT OF FOREIGN WORKERS (Tightening of regulation) 41. Mr Siew Kum Hong asked the Acting Minister for Manpower (a) how prevalent is the practice of companies bringing in foreign workers and subcontracting them to other companies in Singapore; (b) in the past three years, how many persons or companies had been charged with illegal deployment or re-deployment of workers and, of these, how many were convicted; and (c) what further steps have been taken to tighten up the regulation of employment agents.”
“In general, the vast majority of foreign workers in Singapore are gainfully employed and do not encounter employment problems. Notwithstanding this, there are isolated cases where foreign workers are unfairly treated. Not all of these issues can be addressed unilaterally by Singapore because some of the problems originate from the workers' home country. It is therefore important for both Singapore and the labour sending countries to jointly address such problems within the respective jurisdictions. Hence, Foreign Embassies in Singapore play a key role within MOM's foreign manpower management framework. Currently, MOM is already working closely with Foreign Embassies of labour sending countries to resolve problems faced by their nationals working in Singapore and to ensure that their well-being are safeguarded. The Ministry has also stepped up educational efforts through the dissemination of information and collaterals through the various Embassies. On the specific issue of employment agencies that mislead foreign workers with false promises of jobs in Singapore, MOM will investigate and take action against errant Singapore employment agencies and employers who flout our laws and regulations. The Ministry will continue to work closely with the Foreign Embassies and share relevant information obtained during the course of our investigations, including those involving foreign employment agencies. This will enable the Foreign Embassies to disseminate the information to the relevant authorities so that action can be taken against the errant parties in their countries. For instance, MOM has forwarded the list of Bangladeshi employment agencies involved in the recent cases to the Bangladeshi High Commission for their follow up.”
“We will monitor the employment situation closely and assess whether more needs to be done to help new graduates access job opportunities. MEDICAL NEGLIGENCE AT PUBLIC HOSPITALS 34. Er Lee Bee Wah asked the Minister for Health in view of the heavy demands on public hospitals (a) what is the incidence of medical negligence at public hospitals over the past five years; (b) what are the procedures in place to detect such negligence; and (c) what is the course of action to prevent recurrence of any lapses.”
“MOM has launched the latest edition of the Career Compass on a dedicated internet portal and is actively engaging the various Post Secondary Educational Institutions (PSEIs) to maximize our outreach efforts. MOM and WDA will also be working with the PSEIs to organise job fairs for graduating students. Our universities and polytechnics are also stepping up their efforts to secure job placements for its graduates. Besides organising career fairs, recruitment talks and career counselling, they have kept in close touch with industries and firms from hiring sectors. For example, NUS Career Centre will intensify its work to engage more industries, including those from growth sectors such as gaming, environment and clean energy, to help find jobs for their graduates. Our graduates must also make an extra effort to learn about the available jobs in the different sectors and be open to these various jobs which may not be what they have hoped for initially. Some of the graduating students may consider proceeding with post-graduate education to acquire more knowledge and skills and enter the job market later when the situation has improved. Various economic agencies also offer scholarships, such as MAS's Finance Scholarship Programme, STB's Tourism Industry Scholarships, and EDB's Joint Industry Postgraduate Programme. These aim to build up a critical mass of specialists in targeted fields. Fresh graduates can consider participating in these programmes to continue their post-graduate studies. EDB has also announced a new training initiative, PREP-UP (Preparing for the Upturn), to help companies develop manpower capabilities in science and technology fields, which will open up even more opportunities for fresh graduates.”
“The employment outlook for new graduates in 2009 will be less rosy compared to 2007 and 2008. This is to be expected given the weak economic outlook for 2009. Nonetheless, there are still growth areas that will see continuing demand for workers. For example, the healthcare sector will continue growing over the next two years with the development of healthcare facilities such as the opening of the new Khoo Teck Puat Hospital. The Ministry of Health (MOH) said it now has 6,200 job vacancies, of which 4,500 will be filled in the next two years. The civil service will also continue hiring; for example, the Ministry of Education recently announced that it will be hiring more than 7,000 teachers and support staff in 2009; while the Ministry of Home Affairs is looking to fill more than 1,000 vacancies across the various Home Team departments. New jobs will also be created from the pipeline of new investments that will materialise in the manufacturing industry, such as pharmaceuticals and renewable energy. In the tourism sector, the integrated resorts have also started their hiring efforts and are expected to provide more than 20,000 jobs, including at the PMET level, over the next few years. Graduates are encouraged to seek out these various opportunities and be realistic about job and wage expectations. The Ministry of Manpower will continue to provide comprehensive and timely information on careers, jobs and skills in demand through the Career Compass, a career guide for students. The pilot edition of the Career Compass was launched in February last year and students have found the career guide useful in helping them gain a better understanding of the opportunities in the job market, and make more informed choices on the courses of study and careers.”
“Mdm Halimah Yacob asked the Minister for Health in light of the current severe economic downturn which has an impact on jobs and wages (a) what measures will his Minstry be taking to ensure that retrenched workers and those suffering from wage cuts will not be adversely affected by the new means testing policy; and (b) whether his Ministry will review the practice of relying on a 12-month average of earnings to determine the level of subsidy, which will affect those experiencing wage cuts.”
“ With the economic downturn, the inflow of foreign workers will also slow down. However, even in a slow down, our economy still needs foreign workers. Many of them take on jobs that Singaporeans may not want to do or are unable to fill, like in Construction and Marine. Foreign workers also help to keep our companies competitive against global competitors and keep jobs within Singapore. If companies become uncompetitive in Singapore, they may decide to relocate to other countries and we will lose more jobs. This will be a lose-lose outcome. The Government will continue to monitor closely the employment situation. What is more important is to help local workers become more employable and more resilient. This will be a win-win outcome. Win for companies and win for our workers. For this reason, we institutionalised the Workfare Income Supplement (WIS) Scheme to help the lower income and older workers. More recently, MOM together with our tripartite partners, launched the Skills Programme for Upgrading and Resilience (SPUR) on 1st December 2008 to help companies cut costs and save jobs, as well as build up our workforce capabilities. SPUR provides enhanced course fee funding and absentee payroll, but these benefits are only for local workers, therefore making it worthwhile for employers to send their local workers for training during the downturn and save costs at the same time. MEANS TESTING POLICY (Impact on workers retrenched and suffering wage cuts) 15.”
“Dr Fatimah Lateef asked the Acting Minister for Manpower in light of the economic recession and foreign workers not having proper jobs and accommodation (a) whether there are plans to reduce the intake of foreign workers and the number of work permits to be issued; and (b) whether the reduction will be a possible consideration for the next one to two years with a plan to pick up again gradually during recovery and upturn in the economic climate.”
“If employers have no or insufficient work and are no longer in a position to take care of their well being, they should repatriate the workers. Apart from acting on complaints from workers and the public, MOM also proactively inspects foreign workers' quarters to surface any cases of unacceptable housing, workers without having jobs or who have not been paid by their employers. Under the Employment of Foreign Manpower Act (EFMA) or Employment Act (EA), employers can be fined up to $5,000 and/or jailed up to six months if they breach the work pass conditions, such as failing to provide acceptable housing for their foreign workers. In addition, the Ministry will also debar errant employers from employing foreign workers in future. Employment agencies are important intermediaries that play a useful role in the protection of foreign workers. Last year, the Ministry reviewed the employment agency licensing regulations to prohibit EAs from offering incentive payments or rebates to employers as consideration or inducement for hiring foreign workers through them. This serves to prevent foreign workers from being exploited and being made to bear the cost of such incentive payments and rebates in order to secure employment in Singapore. Employment agencies that are found to have breached licence regulations are liable to have their licence revoked and their security deposit of $20,000 forfeited. We have also been working with foreign embassies here with regard to errant agents in the source countries. MOM will continue to review the employment agencies' industry, and will be engaging industry members on ways to better protect foreign workers. INTAKE OF FOREIGN WORKERS (Reduction) 14.”
“ With the economic downturn, the inflow of foreign workers will also slow down. However, even in a slow down, our economy still needs foreign workers. Many of them take on jobs that Singaporeans may not want to do or are unable to fill, like in Construction and Marine. Foreign workers also help to keep our companies competitive against global competitors and keep jobs within Singapore. If companies become uncompetitive in Singapore, they may decide to relocate to other countries and we will lose more jobs. This will be a lose-lose outcome. We will continue to monitor closely the employment situation. What is more important is to help local workers become more employable and more resilient. This will be a win-win outcome. Win for companies and win for our workers. For this reason, we institutionalised the Workfare Income Supplement (WIS) Scheme to help the lower income and older workers. More recently, MOM together with our tripartite partners, launched the Skills Programme for Upgrading and Resilience (SPUR) on 1st December 2008 to help companies cut costs and save jobs, as well as build up our workforce capabilities. SPUR provides enhanced course fee funding and absentee payroll, but these benefits are only for local workers, therefore making it worthwhile for employers to send their local workers for training during the downturn and save costs at the same time. Mdm Halimah also asked about companies' compliance with our labour laws and work permit regulations. Companies employing foreign workers must comply with these laws regardless of the economic situation. If they employ foreign workers, they are expected to provide jobs for these workers.”
“With the support of unions and employers, I am confident that we can create a fair, progressive and flexible labour market that will benefit all of us. Question put, and agreed to. Bill accordingly read a Second time and committed to a Committee of the whole House. The House immediately resolved itself into a Committee on the Bill. – (Mr Gan Kim Yong). Bill considered in Committee; reported without amendment; read a Third time and passed. MONEYLENDERS BILL 5.45 pm Order for Second Reading read.”
“Furthermore, employers may end up paying their foreign workers even lower wages since they know that these foreign workers will be given the top-up from the levy. Mr Siew has also asked for a time bar on employment claims to be extended. Sir, the current one-year time bar is a reasonable length of time for employees to make representation to the Commissioner for their employment claims. It would be difficult for the Labour Court to verify longstanding claims if the one-year time bar is extended. And therefore, the one-year time bar is necessary to facilitate and expedite the dispute resolution process. Nevertheless, those who require more time to surface their employment claims may still do so through civil claims. Mrs Josephine Teo suggested that the Government should provide more support for training during this downturn. Indeed, this is what we plan to do under the Skills Programme for Upgrading and Resilience (or SPUR), as announced by the Prime Minister last Sunday. MOM will release more details later this week. On paternity leave proposed by Mdm Cynthia Phua, I think we have discussed this extensively in the last few sittings. Let me just say that we do recognise the contribution by fathers and that is why we have introduced the enhanced childcare leave for fathers as well as mothers, and we have also introduced no-pay infant care leave for fathers as well. I think I would not discuss this further, and would leave this for another occasion. Sir, in summary, as highlighted by several of the Members, the proposed amendments to the Employment Act balanced the enhancement of employment protection with measures to keep our labour market responsive and competitive.”
“In this regard, we have enhanced the penalties and investigative powers to deter infringements and facilitate enforcement efforts. At the same time, we are mindful of Mrs Josephine Teo's comments on the need for enforcement to be fair and calibrated. I would like to assure Mrs Teo that the Ministry has been proactive in educating employers and employees of their employment rights and obligations. Nonetheless, we will not hesitate to enforce against errant employers who willfully contravene employment standards so that workers' interests are protected. On a related issue, Mr Siew Kum Hong has requested for workers to be provided with assistance in enforcing Labour Court orders. Sir, the Labour Court orders are similar to Civil Court orders and should accordingly be enforced by the claimants. Nevertheless, the Ministry may take prosecution action against employers, such as if the employers are recalcitrant or if the employees are extremely vulnerable. Mr Siew has also suggested allowing foreign workers to stay in Singapore to enforce their Labour Court claims. In general, we allow foreign workers to stay in Singapore for a short period of time to allow them to enforce their claims. However, for complex claims that may require a longer time to resolve, the foreign workers may be asked to return to their home countries because if they stay on, they may create other problems and they may not have sufficient income to support themselves. For such cases, nevertheless, MOM will remit the monies when they are received from the employers. Topping up foreign workers' salaries using the levy, as suggested by Mr Siew, I think this would not make sense as it would undermine the purpose of the levy which is to regulate employers' demand for foreign workers.”
“Mr Low Thia Khiang raised a concern on clause 13 with regard to working hours of shift workers. I want to clarify that these amendments are for shift workers. For non-shift workers, such provision is already there. We are just harmonising between the shift workers and non-shift workers. I also want to take this opportunity to assure Members that this provision is meant for really emergency, exceptional circumstances. It is not meant for ordinary day-to-day routines. So this will ensure that our workers will continue to have adequate rest. To Mr Siew Kum Hong's query on domestic workers, as he has rightly pointed out – he has read our website and our answers – the domestic workers are excluded basically because the nature of the domestic work is quite different from normal work, whether they are foreign or local. So it would be very difficult to regulate the employment conditions. Nevertheless, foreign domestic workers are more vulnerable and therefore they are protected under the Employment of Foreign Manpower Act which requires employers to provide basic welfare for the well-being of the workers. For local domestic workers, if they have difficulties with their employers, MOM will be happy to help them mediate and find amicable solutions. On rest day for FDWs (foreign domestic workers) raised by Mr Siew, MOM encourages employers to grant rest day for foreign domestic workers but we do not intend to legislate it at present because the nature of work differs from family to family. It is better for us to allow different families to work out practical solutions but the Act requires employers to ensure their domestic workers have adequate rest. As observed by Mr Zainudin Nordin, strong enforcement is necessary for the Act to be effective in protecting workers.”
“I would like to urge Members to take one step at a time. Let us introduce this threshold and we will review the threshold from time to time. On Ms Cham's point about using the $2,500 salary ceiling as a criterion for limited representation for managers and executives under the Industrial Relation (IR) Act, I would like to clarify that the two Acts are separate Acts and in the IR Act we need to consider many other factors. Mdm Halimah also voiced concern that employers may convert some of their existing full-time staff to part-time workers to take advantage of the redefinition of part-time employment. I would like to assure her that we are mindful of this and that is why we have stipulated that those working 35 hours or more, meaning equivalent to seven hours a day for five days a week, are classified as full-time. Furthermore, part-time work remains a small component in our labour market compared to many other countries, and therefore there is no sign of excessive abuse of part-timers so far. Nevertheless, we will monitor the situation. On Mdm Halimah's other comment on the need for clear guidelines for waiver for employers to bear medical consultation fees, we note her concern and we will work closely with our tripartite partners in developing a set of guidelines. We agree with Ms Cham, Mdm Cynthia Phua, Ms Denise Phua and Mr Zainudin Nordin on the need to protect the more vulnerable workers. In fact, many of the proposed amendments, such as the shortening of sick leave, qualifying period, are intended to benefit vulnerable workers such as contract workers. But I agree we need to work with our tripartite partners to reach out more effectively to such workers to help them understand better their rights under the Employment Act.”
“With regard to Part IV on non-workmen salary ceiling, Dr Lim has asked how the ceiling was determined. The new salary ceiling of $2,000 was the outcome of extensive consultations between the tripartite partners, taking into account wage trends over the years and the need to balance between the enhancement of worker protection and keeping wage costs competitive. I agree with Mdm Halimah that we should regularly review the salary ceiling to keep pace with the market, and we will do so in close consultation with tripartite partners. Employers would also benefit from the enhanced flexibility such as the redefinition of part-time employment and the imposition of a salary threshold of $4,500 for workmen under Part IV. In particular, as Mdm Halimah pointed out, the salary threshold for workmen was a significant step as no such ceiling existed previously under the Act. Ms Cham and Mdm Halimah have appealed for the affected workmen to be fairly treated. We agree, and through SNEF and SBF, my Ministry has engaged and sought the understanding from employers that they would be fair and reasonable in the renegotiation of the employment terms and benefits. The affected workmen who earned above the salary threshold also tend to be highly skilled and would reasonably be able to negotiate for better employment terms, even on their own merits. Nonetheless, we will monitor the situation. Ms Denise Phua asked how the $2,500 threshold for managers and executives was determined. It was determined also after consultation with unions and the employers. It will cover about 44,000 junior managers and executives. These are executives who generally work in the office. This also is a major step because previously they have never been covered under the EA.”
“Mr Deputy Speaker, Sir, I thank the Members for their comments and their support for the Bill. The proposed amendments will ensure that Employment Act remains up to date and continues to provide our workers with adequate protection without compromising our labour market flexibility and competitiveness. I shall now address some of the specific points that are raised by Members this afternoon. Dr Lim Wee Kiat and Ms Denise Phua have expressed concern that the changes to increase business costs can add to employers' burden during the current economic downturn. Sir, as noted by Mdm Halimah Yacob and Mrs Josephine Teo, while the Bill is intended to strengthen protection for workers under the law, it is not our intention to impose excessive burden on businesses, especially in the downturn. We understand the employers' concerns and have consulted Singapore National Employers' Federation (SNEF) and Singapore Business Federation (SBF) closely during the development of the proposals. The employers generally accept that the amendments are appropriate and necessary to ensure that the fundamentals are in place so that our labour market would be flexible and well-positioned to meet the challenges of the changing economy in the longer term. On Dr Lim's query on the reduction in sick leave qualifying period, the amendments were in response to the shorter employment tenure arising from an increased in the short-term employment contracts. Contrary to Dr Lim's observation, the qualifying period of three months would not be overly generous; in fact, some of the other countries have much shorter qualifying periods. Notwithstanding this, we have sought to mitigate employers' burden by phasing in the sick leave entitlement for new employees within the fourth to sixth month of their service.”
“Mr Baey Yam Keng asked the Minister for Health whether the graduated subsidy levels under the means testing framework apply to the cost of medicine and how does the differential pricing of standard and non-standard drugs work under the framework.”
“• NEWater plants are equipped with sensitive on-line instruments to constantly monitor water quality. Critical operation control points are set in the NEWater plants to raise alarms and alert the operators; plant operation will automatically shut down in the unlikely event of membrane failure. This has thus far not happened, but in such an eventuality, PUB can draw from service reservoirs to ensure uninterrupted supply of water to users. PUB has in place a water quality monitoring programme to ensure that NEWater and tap water supplied by PUB are well within international drinking water standards including those of WHO and USEPA. About 290 parameters are monitored, which are more than the 130 parameters specified in international drinking water standards. More than 80,000 tests on water quality are conducted monthly, spanning the entire water supply network, ie, from reservoirs to taps, to ensure that the water is safe to drink. The test results and plant design and operations are audited every three months by an independent Internal Audit Panel chaired by a water expert from NUS. This is further backed by an external audit every six months. The External Audit Panel comprises five overseas water experts from US and Europe and two local experts from NUS. This auditing framework has been in place since the introduction of NEWater in 2003. Both Audit Panels have consistently found high standards upheld in plant design and operation, and, most importantly, the quality of NEWater. MEANS TESTING (Subsidy for cost of medicine) 27.”
“SAFETY CHECKS ON RECYCLED DRINKING WATER 25. Dr Lim Wee Kiak asked the Minister for the Environment and Water Resources in view of the wide acceptance of using recycled water for drinking in Singapore (a) what are the safety checks in place to monitor and ensure that the membranes used to filter the water are in good working condition; (b) what are the additional safety measures to supplement the filtration process should there be any compromise in the membrane technology used by the Public Utilities Board; and (c) how is the system audited to ensure that there are no human lapses in overseeing the process. Assoc. Prof. Dr Yaacob Ibrahim: NEWater is high-grade reclaimed water that is produced using advanced membrane technologies. Assurance that NEWater is safe for drinking and for use by the industries is a priority of PUB at all times. Given NEWater's high purity, it is largely supplied to industrial and commercial users with high end processes like wafer fabrication that require water of higher quality than for drinking. Currently, only a small amount of NEWater is blended with raw water in the reservoirs which undergoes further treatment for supply as drinking water. PUB ensures safety standards by employing the following measures in the production of NEWater: • A multi-barrier approach is adopted in the design of the NEWater plants. For example, UV disinfection is installed as an additional safety barrier, after the microfiltration (MF) and reverse osmosis (RO) treatment stages. • A comprehensive preventive maintenance programme is in place to ensure all equipment and RO membrane treatment units are in tip-top working condition. The membranes are replaced at the end of their lifespan, typically every five to six years.”
“This approach to managing excess manpower is detailed in the revised Tripartite Guidelines on Managing Excess Manpower which my Ministry will release on 19th November 2008. We urge companies to apply these guidelines and take a longer term view to managing their manpower. Together, the tripartite partners will closely monitor the employment situation in affected sectors and will step up efforts to help companies and affected workers cope with the downturn. On the second strategy, the tripartite partners will help retrenched workers find suitable jobs and, where necessary, help them to upgrade their skills to improve their chances of securing another job. There is a suite of training courses available for rank-and-file workers as well as Professionals, Managers, Executives and Technicians (PMETs). Our Career Centres at the Community Development Councils (CDCs) and NTUC's Employment and Employability Institute (e2i) are also ready to provide career counselling, training support and job placements for the unemployed. Retrenched workers and other job-seekers could be deployed to sectors which are still hiring and have strong growth prospects. For example, it is estimated that the retail industry will need at least several thousand retail workers once Ion Orchard, Orchard Central and the Integrated Resorts are open. The Prime Minister has announced that we will be rolling out the new umbrella programme – the Skills Programme for Upgrading and Resilience (SPUR). This tripartite initiative will encompass many of the measures mentioned above, to help employers and workers manage the economic downturn and at the same time reposition our workforce to seize opportunities when the economy recovers. My Ministry will release more details on SPUR shortly.”
“My Ministry is working closely with the Singapore National Employers' Federation (SNEF) and NTUC to help both companies and workers to better manage the economic downturn and at the same time invest in skills for the economic recovery. There are two key strategies. First, we will work with companies and unions to explore various measures to help reduce manpower costs, including sending surplus workers for skills upgrading. This will save jobs for workers and upgrade their skills for greater employability in the long run. Second, we will help retrenched workers find new jobs and, where necessary, through appropriate re-orientation and skills upgrading courses so that they can seek re-employment as soon as possible. For this purpose, we have set up a tripartite taskforce to coordinate and facilitate these efforts. On the first strategy, the tripartite partners strongly encourage companies to manage their excess manpower and consider retrenchments only as a last resort. Companies can re-deploy their workers to other areas of work, send excess workers for skills training and upgrading to enhance the quality of its workforce or adopt alternative arrangements such as shorter work-week. They can also manage their wage costs through the use of the flexible wage system, or implement temporary lay-offs. However, we understand that even with these measures, retrenchments may sometimes be inevitable. In these situations, companies are encouraged to discuss with their unions if they are unionised, and with MOM to ensure that retrenchment could be carried out responsibly and smoothly. Non-unionised workers who are affected by retrenchment can also seek advice and assistance from MOM.”
“At the same time, MOM has been careful in enforcing forfeiture of the security bond. As the employment landscape and practices change over time, MOM will review from time to time how the security bond system could be refined to better serve its purpose. Column No : 661 SPORTS PROGRAMMES FOR SPECIAL NEEDS PUPILS IN MAINSTREAM SCHOOLS 35. Ms Eunice Elizabeth Olsen asked the Minister for Education with more special needs pupils studying in mainstream schools, what sports programmes are there to cater to their all-round development.”
“The imposition of the security bond is to encourage employers to comply with his obligations as part of the condition of issuing the work permit to his foreign domestic worker (FDW). These obligations include upkeep, maintenance and repatriation of their FDWs. The employers are also aware of these security bond conditions and the instances of forfeiture. The conditions are clearly specified in the security bond, which employers must purchase prior to bringing in the FDW. The work permit conditions for FDW employers are also made available to them during the FDW application stage and printed in the employers’ handbook. The number of occasions where the security bond is forfeited is actually very low. For example, in 2007, there were only 60 cases where the security bond was forfeited as a result of the foreign domestic worker leaving the employer’s home. We have not forfeited any security bond just because the FDW has become pregnant. MOM does not forfeit the security bond lightly, but does so only as a last resort. For example, if an FDW leaves the employer’s home, the employer is given three months to locate their FDW and repatriate them. Employers are given a further period of three months after the forfeiture of the security bond to locate their FDWs. MOM will consider refunding the security deposits if the FDW is found and repatriated within this period. In cases where it is clear that the FDW has run away because she has committed an offence, such as stealing from the employer, MOM will also not forfeit the security bond. The security bond system has served us well. It ensures that the FDWs’ well-being is taken care of and we do not see widespread overstaying of foreign workers after their work permits have expired.”
“Since it will incur additional costs to employers and retrenchment is really neither the fault of the employer nor the employee, we have decided to limit the requirement to pay maternity leave benefits to the last three months of pregnancy for now. To Mr Zaqy's concern that employers may disguise the dismissal as a retrenchment exercise, aggrieved employees may approach MOM and we will investigate into each case. We have also taken in industry feedback on the need for flexibility to allow businesses to manage the impact on their operations. Hence, the last eight weeks of maternity leave may now be taken over a 12-month period from the birth of the child instead of six months. In addition to this, employers may continue to tap on the Work-Life Works and Flexi-Works schemes to help them defray the costs of implementing work-life initiatives. Sir, in closing, I would like to urge employers to also implement work-life measures that support employees in both their work and family lives. I am certain that most employers understand the benefits of doing so. While the Government is doing its part to affirm the importance of family and the value of children to our society, each of us has a role to play in creating a more supportive environment to raise our future generations. Employers and employees should work harmoniously to ensure the smooth implementation of our Marriage and Parenthood Package and create a win-win situation where both business and personal needs can be met. Sir, I support the Bill.”
“As highlighted by Mdm Halimah, employees who encounter employment-related problems or feel discriminated against at the workplace can approach the Ministry or TAFEP for assistance. Mr Zaqy also requested for statutory paternity leave to be introduced. Dr Vivian has explained that the enhanced childcare leave, as well as the new infant care leave, also applies to fathers. There is, therefore, no immediate need to impose an additional burden on employers by legislating paternity leave. Mdm Halimah has also highlighted the concerns of increased business costs and the impact of business continuity caused by the absence from work by their female employees. These are genuine concerns that were discussed extensively when my Ministry consulted key employer leaders from the Singapore National Employers' Federation and the Singapore Business Federation earlier this year. Many of their suggestions were incorporated in the finalised leave measures and arrangements. For example, we have accepted the suggestion by some employers for the Government to co-share the cost of these additional measures. This is why the Government will be funding the last eight weeks of maternity leave for the first two confinements and the full 16 weeks for the third and subsequent confinements. The Government will also pay for three out of the six days of childcare leave. To Mr Zaqy's suggestion on extending the requirement for employers to pay maternity leave benefits to female employees who are retrenched from the proposed last three months of the pregnancy to the last six months, I would like to explain that this is a new measure and was formulated based on tripartite consensus after extended discussion.”
“To address Mr Zaqy's and Mr Sin's concerns on discrimination during the recruitment process, TAFEP has issued a set of tripartite guidelines on fair employment practices that promotes non-discriminatory hiring practices. Employers are advised to avoid questions that are not relevant to the requirements of the job during a job interview, such as whether the candidate intends to get married or set up a family. Employers are also advised to adopt appraisal systems which are fair and objective and reward their employees based on their ability, performance, contribution and experience. I agree with Mr Zaqy and Mdm Halimah that while employers should be fair, employees themselves should also be flexible and try to understand the needs of their organisations as well as the concerns of their co-workers before taking leave. My Ministry will work with the employers and unions on educating and raising awareness of the roles and responsibilities of both employers and employees to facilitate the smooth implementation of the enhanced leave measures. Mdm Halimah raised the concern about unscrupulous employers who placed women on short-term contract work to avoid paying maternity benefits. To help more female employees to be eligible for maternity leave, including those on short-term employment contract, we have proposed to reduce the qualifying period for maternity leave from 180 days to 90 days. So far, the number of complaints to MOM regarding employers who put female employees on short-term contracts to avoid paying maternity benefits is still small. Notwithstanding this, we will monitor the situation carefully and decide what needs to be done. I am confident that the majority of employers in Singapore are enlightened and treat their employees fairly.”
“Mr Deputy Speaker, I thank Members for the support of the Bill. I will address some of the issues raised by Members on workplace-related measures before my colleague, Dr Balakrishnan, delivers the closing address. Mr Zaqy Mohamad and Mdm Halimah Yacob expressed concern about the impact of the enhanced leave measures on the employability of women. Let me first clarify that under the current Employment Act, it is already an offence to dismiss employees without sufficient cause during the last three months of pregnancy or to terminate their employment when they are on maternity leave. As part of this year's enhanced marriage and parenthood package, we will strengthen the protection for pregnant employees in both the Employment Act and CDCA. In this regard, we will require employers to pay maternity leave benefits to employees who are retrenched during the last three months of pregnancy or dismissed without sufficient cause during the last six months of pregnancy. These measures were recognised by tripartite partners as being necessary for ensuring basic employment protection for pregnant employees. However, we should not believe that legislation is the panacea to all discrimination-related problems because it is not. The real solution is to change employers' mindsets so that they understand the benefit of and to adopt fair employment practices and create a family-friendly work environment. This is the reason why the Tripartite Alliance for Fair Employment Practices (TAFEP) has been set up in May 2006. TAFEP, of which Mdm Halimah is the Co-Chairperson, has done a good job in promoting fair employment practices over the years.”
“Ms Sylvia Lim asked the Minister for Trade and Industry (a) whether the 21% hike in electricity tariffs with effect from October 2008 indicates that the present formula for determining the electricity tariff is not sustainable in view of the volatile oil market; and (b) how will the Government protect the consumer against drastic surges or sudden spikes in electricity tariffs. 10. Mr Gautam Banerjee asked the Minister for Trade and Industry whether the sale of all our power companies to entities (possibly all foreign) whose objectives will be to maximise returns for their shareholders, be in the best interest of Singaporeans in the long term.”
“The last question is about the debt that they incurred. Very often, we find that some of these debts were incurred in their home countries, and these were monies that were paid to the agents in their home countries. And because they are outside Singapore's jurisdiction, what we can do is to work with the foreign missions/embassies here to share with them our information, so that they can in turn put in place structure and regulation in their home countries to prevent manipulation and exploitation of their own workers. But when they come to Singapore, our employment agencies are regulated. I think, a few months ago, I mentioned in this Parliament that we are also tightening the regulation on employers receiving rebates from employment agents. So these are being put in place and we are working with the employment agents to see how we can further improve the framework and structure here. Column No : 506 HIKE IN ELECTRICITY TARIFFS 7. Mdm Ho Geok Choo asked the Minister for Trade and Industry (a) what is the rationale for the increase in the electricity rates when oil prices have been on the decline, from a high of US$147 in July to a low of US$87 in recent weeks; and (b) whether he will clarify on the electricity rate pricing model. 8. Er Lee Bee Wah asked the Minister for Trade and Industry with electricity tariffs rising several times, (a) how does the Ministry regulate the market to ensure that (i) the revenue earned by Singapore Power (SP) can be translated into benefits for households in Singapore; (ii) the revenue of SP is ploughed back into making it more efficient in supplying electricity to all households and businesses; and (b) what is being done to ensure that pricing by energy companies are reasonable. 9.”
“Mr Speaker, Sir, I think the total number of special passes at any time in Singapore is very small. I do not have the specific numbers with me but usually they are given special passes because they are assisting the Ministry in investigation. For those that are stranded or those foreign workers who are given special passes or temporary job permits, when they find employment, the new employer will be responsible for their housing. While they are waiting for new employment, if they are still holding the work permit issued by the current employer, the current employer will be responsible for their housing. And if they are in between, ie, their work permit has been terminated and they are in the meantime looking for employment, the Ministry on a case-by-case basis does help them, together with the various organisations, to provide housing for them. It is in the Ministry's interest to ensure that their welfare are looked after. In certain circumstances, we also work with the foreign embassies who are here to provide for them and ensure that their well-being is being taken care of. The third question Mr Siew asked is whether the Ministry helps them with alternative job employment in Singapore. It is really not the core mission of the Ministry to help these foreign workers find jobs. But the Ministry does, on a case-by-case basis, as I mentioned earlier, help these employees find jobs. Recently, for example, we helped a group of foreign workers who have lost their jobs partly because the company has run into financial trouble. We helped them find alternative employers within a short period of time. But, as I said, eventually, if there is really no job, we have to find ways to repatriate them, and the current employers are responsible for repatriating them.”
“Mr Speaker, we have different practices for different sectors of the industry because of the nature of the industry. In the construction sector, for example, projects tend to be lumpy and they vary from time to time, so there will be periods in between projects that contractors may not have jobs. It is important for us to facilitate these contractors who have workers with them, whether local or foreign, to be able to provide subcontract work for the main contractors. There will be some flexibility that we will have to allow but we regulate that by ensuring that these contractors, before they employ the foreign workers, do have sufficient work. So we look at their job orders, the contracts that they have in hand, to ensure that they have sufficient work. But, again, as I said, these jobs will fluctuate from time to time, and when they are in between jobs, we need to ensure that there is certain flexibility. But in other sectors, manufacturing and services, for example, the employers have to employ their foreign workers in the job that they have specified in the work permit, so it is quite clear and specific. If the foreign workers want to change employer, they actually have to terminate the work permit and apply for a new work permit with the new employer.”
“As investigation is still ongoing, I would prefer not to discuss specific details of these cases at this point in time. However, I would like to take this opportunity to remind employers that they should ensure foreign workers they bring in are gainfully and productively employed. When the services of the workers are no longer required, the employers should terminate the contracts and facilitate the workers to return to their home countries.”