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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“For example, construction and marine companies need to show documentary proof that they have ongoing projects before work permits are issued to them. For sub-contractors, an endorsement of work is also required from their principal contractor. We will take action against errant employers but we should be mindful that we are dealing with a minority of errant employers. It is unwise to impose disproportionate restrictions in the work pass system to deal with the errant minority and, as a result, create unnecessary rigidity and inconvenience for the majority of responsible employers and their employees. Ms Irene Ng raised the concern that employers may terminate the work permits of foreign workers and repatriate them if they complain to MOM. In such instances, MOM may allow these workers to change employers and continue to work here on a case-by-case basis if MOM determines that they have not committed any offence. Foreign workers who are needed as prosecution witnesses would be issued special passes which will allow them to continue to stay in Singapore. They are also allowed to be employed by another employer under the Temporary Job Scheme (TJS). In some cases, it may be in the best interest of the workers to return to their home countries, especially when there is no suitable work for them. With regard to the media reports early this month about foreign workers of three marine companies not being provided with work and were not paid their salaries, my Ministry started investigations into the complaints earlier in September when the workers approached us. Preliminary findings show that these workers have work and were paid for the work done. Nonetheless, there are some irregularities detected in the payment of salaries and we have told the companies to rectify them.”
“Mr Speaker, Sir, first, let me put things into perspective. The vast majority of foreign workers who come to Singapore have work and are being paid their salaries. The number of foreign workers that came to MOM each year to seek assistance for salary arrears has remained low at less than 0.2% of foreign workers on average. We do not capture specific data on foreign workers who have come to Singapore without work as such complaints comprise a very small number. As an indicator, the incidence of illegal deployment of foreign workers last year constituted less than 0.05% of foreign workers. This suggests that most workers do have work when they come here. Nevertheless, the Ministry takes a serious view of employers who do not give their foreign workers work and those who do not pay their salaries. Under the Employment Act, employers who fail to pay salaries can be fined up to $1,000 per charge for first time offenders or face a jail term not exceeding six months or both. For repeat offenders, the fine is up to $2,000 per charge, or a jail term not exceeding one year or both. Up to September this year, we have prosecuted and fined nine employers for non-payment of salaries, out of which two cases involved foreign workers. Members may recall that earlier in 2007, this House passed changes to the Employment of Foreign Manpower Act to increase the penalties for offences under the Act. The Employment (Amendment) Bill tabled for First Reading yesterday will also increase the penalty for non-payment of salaries. MOM has put in place measures in the work pass approval process to minimise the possibility of workers being brought in without jobs.”
“Mr Speaker, Sir, may I have your permission to take Question Nos. 3 to 6 together as they are related.”
“Ms Irene Ng Phek Hoong asked the Acting Minister for Manpower (a) how many companies have been penalised for exploiting foreign workers by not giving them work or pay over the last five years; (b) what were the penalties imposed on these companies; and (c) whether the penalties should be reviewed and increased.”
“Mdm Halimah Yacob asked the Acting Minister for Manpower (a) why are manpower agencies allowed to bring in foreign workers when there are no proper jobs for them to do; (b) what safeguards are in place to prevent the exploitation and abuse of foreign workers who come to Singapore; (c) whether there is a need to tighten the rules for bringing in foreign workers to ensure that jobs are available before they are brought in; (d) how many employers have been prosecuted for offences relating to the employment of foreign workers over the past one year; and (e) what were the penalties imposed and how much was recovered for these foreign workers. 4. Ms Irene Ng Phek Hoong asked the Acting Minister for Manpower (a) how many complaints have been received from foreign workers on work permits that they had no or little work or no pay each year, over the last five years; (b) what protection do foreign workers have, given the companies' ability to terminate their work permits if foreign workers complain to MOM; and (c) whether there are loopholes in the system that companies are exploiting to bring in desperate foreign workers. 5. Mr Baey Yam Keng asked the Acting Minister for Manpower (a) how pervasive is the reported practice of foreign workers brought to Singapore on work permits but without ready or regular work; (b) since 2005, how many complaints per year has the Ministry received from work permit holders about lack of regular work; and (c) how can the Ministry ensure that work permit applications are approved to address real manpower demands for the purpose of supplementing the local workforce. 6.”
“Mr Speaker, Sir, Ms Irene Ng raised a very important point and I would like to take this opportunity to share my views on this issue. I think it is important for us to understand that Singaporeans do have concerns when the community is getting more crowded than before, not just because there are foreign workers, but because the sheer number has increased. At the same time, we also understand that some of these foreign workers come from different backgrounds and cultures, have different traditions and practices and, some have different religions as well. The lifestyle of these foreign workers and our locals are different, and we have to also understand the stress and the tension between the locals and the foreign workers who are here. The tension and concern, to some extent, are real and we can find solutions to address these concerns. But it is also important, like Ms Irene Ng pointed out, that we should also find ways to increase our ability to be more inclusive. I think there is capacity to do so. Singaporeans, by and large, are very inclusive. We can encourage and appeal to their inclusiveness within them and, hopefully, over time, we will be able to work together among all the stakeholders – the employers, the foreign workers as well as Singaporeans together with grassroots organisations, the community, and the Government agencies. We can work together to improve the overall environment to make Singapore more inclusive, at the same time understand the stress and the tension that exist, and find solutions to address these issues where we can. Column No : 499 EMPLOYMENT OF FOREIGN WORKERS WITHOUT JOBS (Enforcement action against errant employers) 3.”
“Mr Speaker, Sir, again, this is really for MND to answer. But I will answer it and, hopefully, MND agrees with me. [Laughter]. I think residential properties are allowed to be used to accommodate, on a restricted basis, foreign workers. I think for properties that accommodate more than eight foreign workers, they will have to be dormitories. But for those casual letting of space for foreign workers on a smaller scale, they are allowed under URA.”
“Mr Speaker, Sir, from the way the questions were answered between MOM and MND, it goes to show that it is a multi-agency concern with regard to the provision of housing for foreign workers. Therefore, indeed, a multi-agency committee co-chaired by MOM and MND has been set up since 2006 to oversee the overall provision of housing, social and recreational facilities for foreign workers here. With regard to the proposal for floating dormitories, as well as other alternatives across the border, I think these are issues which we will leave to the Ministry of National Development to consider. Er Lee Bee Wah (Ang Mo Kio): Mr Speaker, Sir, I would like to ask the Minister whether landed properties, such as terrace and semi-detached houses, are allowed to be used to house foreign workers. They do not come under HDB. Which department regulates them? And is there any limit on the number of workers to be housed in such houses?”
“Sir, I would like to thank Ms Denise Phua for the suggestions. We will look into the suggestions that she has pointed out. Some of the strategies and practices will differ from area to area, depending on the conditions on the ground. It is also important for us to engage the community to better understand the concerns of the residents, and we will develop programmes and strategies to cater to the needs of the respective areas where such problems occur.”
“The proportion of private sector establishments with formal flexible work arrangements also grew from 16% in 1998, 20% in 2004 to 23% in 2006. The trends show that a growing number of employers have implemented work-life programmes, including flexible work arrangements. The promotional approach, with strong tripartite commitment, is working. Mandating flexible work arrangements is not practical nor desirable as it imposes unnecessary rigidity on the labour market. This is because the needs of individual employees and that of their employers vary from company to company. It is therefore better for companies to introduce appropriate work-life strategies based on their own situation that are practical and sustainable. ENGINEERING AND TECHNICAL SCHOLARSHIPS/BURSARIES 62. Er Edwin Khew Teck Fook asked the Minister for Education whether his Ministry will consider providing engineering and technical scholarships or bursaries with short term bonds so that students will be attracted to taking up these scholarships.”
“We are making good progress in promoting work-life harmony in Singapore. More employers have joined the Employer Alliance, which is a network of corporations committed to creating a work environment that enhances work-life harmony. Its membership has more than doubled this year, from 194 members at the beginning of the year to 451 as at 30th September 2008. This is a positive development which shows that businesses are seeing value in good work-life practices. We are also seeing good progress at the Tripartite Committee on Work-Life Strategy, which I chair. For this year's Work-Life Excellence Award, the Tricom has seen 10% more applications compared to 2006, as well as a significant improvement in the quality of applicants. We recognised 60 companies from various industries and of different sizes for their success in helping employees manage work and life responsibilities. The Work-Life Conference in August this year also saw strong interest from the business and HR community with more than 600 participants. As at 30th September this year, the Work-Life Works! Fund (or WoW! Fund), which provides subsidies to help employers implement work-life strategies, has benefited over 450 companies of which over 90% are SMEs. In terms of work-week patterns, MOM's 2006 survey found the five-day work-week to be the increasingly prevalent work pattern in Singapore, with close to two in five, or 40% of full-time private-sector employees working five days a week, up from 34% in 2004. If those working more than five days a week, but with a regular Saturday off are included, the figure is about 49%. The public sector has implemented the five-day work-week since 2004.”
“This will help them to have a higher income from CPF LIFE. PROMOTION OF WORK-LIFE HARMONY (Update) 59. Mr Ong Ah Heng asked the Acting Minister for Manpower (a) whether he can give an update on the promotion of work-life harmony in Singapore; (b) what is the proportion of companies that do not implement the five-day work week; and (c) whether the Ministry will consider making it mandatory for employers to offer the various forms of flexible work-life programmes if the response by employers has not been good.”
“The CPF savings of our workers have been steadily increasing over the years. Active CPF members turning 55 in 2007 had median CPF savings of $65,000 in cash before withdrawal, compared with $60,000 in 2003. Three major changes were introduced last year to better prepare CPF members for retirement. First, to help members stay employed longer, we will implement re-employment legislation by 2012. Older low wage workers are further encouraged to work through the Workfare Income Supplement Scheme. Second, we have increased the returns to CPF savings by applying a 1% extra interest on the first $60,000 of a member's CPF savings. This has taken effect from January this year. Third, we announced CPF LIFE to make members' CPF savings last for a lifetime. There is no requirement to have a minimum balance to join CPF LIFE. However, CPF members aged 50 or younger in 2008 and having at least $40,000 of CPF savings at age 55, will be automatically included. This will start in 2013 when they turn 55. All other members, including those above 50 this year, can still be included if they opt in to CPF LIFE. We will announce opt-in details later as the implementation of CPF LIFE is still being worked out. To help members with lower CPF savings, we will provide a one-off LIFE Bonus ("L-Bonus") of up to $4,000 for members in the first five cohorts who turn 55 from 2013. They are aged 45 to 50 this year. The L-Bonus will also be extended to those aged above 50 this year who opt in. Eligible members can also choose to monetise their flats under the Lease Buyback Scheme in order to purchase a CPF LIFE plan. In addition, we have liberalised the MS Topping-Up Scheme this year so that family members, and even friends and employers, can top up the accounts of CPF members.”
“This is a new incentive which we have just introduced. So, let us give it a bit more time to take effect and monitor the outcome before we finetune it further. On MediShield, CPF members can already use their Medisave to pay for MediShield premiums of their immediate family members. Alternatively, members can also make voluntary contributions to their family members' Medisave accounts to support their payment of MediShield premiums. Ms Lee also asked if the minimum age for CPF top-ups could be reduced. Sir, there is no minimum age for a recipient to receive CPF top-ups from siblings or spouses. If the recipient is below 55 years, the top-up goes into his Special Account. If the recipient is 55 years and above, the top-up goes into his Retirement Account. Finally, I would like to clarify that there is no issue of MediShield coverage being divided between a member and his or her spouse or ex-spouse after divorce because MediShield is an insurance policy and cannot be transferred to another individual. However, on the other hand, a recipient's top-up amounts can be subjected to division under a Court order. This is because this forms part of the recipient's CPF savings and I think it is best left to the Court to decide what is fair for a divorcing couple. 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.”
“Mr Speaker, Sir, first, I would like to thank Dr Faishal and Ms Ellen Lee for their support of the Bill. I will now try to address some of the issues raised by both Members. Sir, Dr Faishal suggested expanding the CPF Education Scheme to include more educational institutions in Singapore and overseas. I understand the desire of Singaporeans to pursue higher education, both locally as well as overseas. However, we need to bear in mind the primary objective of the CPF, which is to help members save for their retirement, housing and healthcare needs. In contrast with heavily subsidised local courses, overseas education and private education are generally more costly. It is also not easy to ascertain the quality of many of these programmes. CPF members should also consider other avenues, such as scholarships and loans, to finance their education as well as the education of their children. Therefore, we should always be careful and cautious in considering expanding the CPF Education Scheme further. Sir, I agree with Ms Ellen Lee that we should continue to support the broad objectives regarding the promotion of family support. The family unit should remain the primary social support structure. The CPF Board can incorporate the message through existing campaigns that there are now a number of pathways that Singaporeans can help their family members through the CPF. Sir, both Dr Faishal and Ms Lee have asked for more tax reliefs and incentives for top-ups. To encourage top-ups, members are aware that givers will from this year receive up to $7,000 of tax relief on cash top-ups to their own CPF account and an addition of $7,000 tax relief for cash top-ups to family members. This effectively doubles the tax relief for Minimum Sum top-ups.”
“Consumers benefit from this provision as it allows them to rely on the outcome of the specified body’s action. For example, if the court agrees with the specified body that the trader had engaged in an unfair practice, the consumer need not re-argue in court the issue of whether the practice was unfair. The result of the specified body’s action may even prompt the trader to settle with the consumer. This process will allow both parties to save on the cost and effort of consumer actions. TRANSPORTATION OF FOREIGN WORKERS (Safety requirements) 29. Mr Christopher de Souza asked the Minister for Transport what steps will his Ministry take to ensure the safety of foreign workers when they are transported to and from work sites and whether minimum safety requirements such as proper seats and shelter from rain will be mandated.”
“CONSUMER PROTECTION (FAIR TRADING) ACT (Inclusion of financial products and services) 27. Mr Siew Kum Hong asked the Minister for Trade and Industry (a) whether the Government intends to exclude any financial products and services from the Consumer Protection (Fair Trading) Act; (b) if so, how will such exclusions protect and benefit consumers; and (c) how will the new provisions governing a stay of proceedings impact consumers. Mr Lim Hng Kiang: The Consumer Protection (Fair Trading) Act or CPFTA was recently amended to include financial products and services. With the amendment, the CPFTA will now also protect consumers against unfair practices in transactions involving financial products and services. However, financial institutions regulated by the Monetary Authority of Singapore (MAS) will not be subject to two specific provisions in the CPFTA that empower specified bodies (CASE and STB as stipulated in the CPFTA) to take action against errant traders. This is because MAS, as the regulator, is in a better position to enforce compliance with the law by taking formal regulatory actions against these institutions for regulatory breaches as well as require them to improve their internal compliance processes and procedures. There is therefore no need for a specified body to replicate MAS’ enforcement role. All other CPFTA provisions will apply to these financial institutions, and consumers will continue to have the right to seek civil remedies through the CPFTA. Section 6 of the CPFTA allows the parties to a court action against a trader for an unfair practice, the option of applying to stay the proceedings when a specified body has applied to a court for a declaration or injunction relating to the same unfair practice.”
“The Skills Development Levy (SDL) collection for FY06 and FY07 totalled $108 million and $120 million respectively. Expenditure committed under the Skills Development Fund (SDF) amounted to $110 million in FY06 and $102 million in FY07. 3,400 and 3,200 companies with less than 10 employees each were funded in FY06 and FY07 respectively. This made up about 30% of all companies that received funding under SDF. The SME Upgrading for Performance (or SUPER!) scheme administered by WDA encourages Small and Medium Enterprises (SMEs) to train and upgrade their staff by providing funding support of $4 per trainee per hour up to the full course fees when SMEs send their staff for general skills training. This is double the typical funding norm for larger companies. SMEs can also receive funding for executive and managerial training, of up to 50% of course fees capped at $20 per trainee per hour. WDA also actively works with SPRING Singapore and industry associations to reach out to SMEs. For example, WDA is working with the Association of Small and Medium Enterprises (ASME) on a programme to reach out to SMEs and upgrade their HR capabilities through suitable HR courses under the Workforce Skills Qualifications (WSQ) framework. In the manufacturing sector, WDA partners with various industry associations such as the Association of Process Industry (ASPRI) and the Singapore Precision Engineering and Tooling Association (SPETA), both of whom have many members which are SMEs, to promote skills upgrading as a means to improve organisational productivity and competitiveness. As a result of these efforts, the value of SDF training assistance for companies with less than 100 employees, has nearly doubled from $29 million in FY06 to $42 million in FY07.”
“Sir, the Ministry of Manpower works very closely with our tripartite partners, both the employers' federation as well as the unions, and Mdm Halimah knows very well that we have very close cooperation with them. And every time, when there is a problem in the employment market, whether it is a request for foreign workers, the need for job redesign or the need to train our local workers, we will work together and reach out to them and we will monitor the situation very closely. We get feedback from the unions whether these employers are indeed putting in efforts to retrain their workers. We will also monitor very closely their actual need for foreign manpower. For the tourism sector, for example, there is currently a working group formed among the tripartite partners as well as among Ministries to work together with the various players in the tourism and hospitality industry to make sure that with the increase in the demand for workers, given that a few new projects are coming onstream, how do we coordinate to make sure that there is a sufficient supply of workers, both local as well as foreign, not only the number that we can supply but the quality and the skills that they need. So I think these are things that the Ministry of Manpower will continue to do on a very regular basis, in consultation with our tripartite partners. PAID LEAVE FOR MEN TO CARE FOR SICK PARENTS 12. Mdm Ho Geok Choo asked the Acting Minister for Manpower in light of the recent call for working women to be given paid leave to care for sick parents, whether men will be considered for paid leave for the same purpose.”
“Sir, I must thank Mr Banerjee for the comments. In fact, that was a very important point. Many of the industries today are capital intensive. They have invested in infrastructure and these investments are huge. They themselves would not retrench workers just at the spur of the moment because orders have come down. In fact, many of them would hang on to their workers in anticipation of recovery of their business. Sometimes, you will find that the economic and employment cycles may not be totally in phase, so this is something that we have to bear in mind.”
“I think we have put in quite a lot of effort. Earlier this year, we announced the Total plan, which is our strategy towards training manpower for tourism sector in view of the oncoming major events as well as major projects, like the Integrated Resorts. These programmes have progressed quite well. Our target was to train 74,000 workers in the area of hospitality and tourism-related jobs. Until today, we have trained close to half of that number. So I think we are making good progress in many of these programmes. But I would agree that there is a lot more that we need to do and there is a lot more effort that we need to put in to reach out to the workers who need upgrading and training for this purpose.”
“Singapore has a range of laws against various forms of sexual harassment, including at the workplace. If the harassment is of a criminal nature, such as outrage of modesty under the Penal Code, or behaviour likely to cause harassment under the Miscellaneous Offences (Public Order & Nuisance) Act, reports should be made to the Police, who will investigate the matter and take the appropriate actions. For cases that do not involve a criminal breach, workers should report such behaviour directly to their management, or through their unions if they are union members. Should employers need advice or help in this area, they can approach the Singapore National Employers Federation for assistance. Workers may also seek advice from MOM on their courses of action. WRITTEN ANSWERS TO QUESTIONS VIDEO GAMES RATING SYSTEM (Effectiveness) 1. Mdm Cynthia Phua asked the Minister for Information, Communications and the Arts (a) how effective is the new video games rating system; (b) what plans are there to make it even more effective by adding more ratings; and (c) whether the Ministry will introduce the classification of video games for pre-schoolers and those below 12 years as they are very young.”
“They can also approach the Career Centres at the various CDCs and of course this information is also available on WDA's website. They can also approach our tripartite partners, SNEF and NTUC, for information if they need to. Dr Magad also suggested we put in place specific mechanisms to help employers retain their staff when they go for training. I think Dr Magad will agree with me that employers are generally very creative people. So instead of imposing rigidity into the employment landscape, it is probably better to leave it to the employers to do what is best for them. I want to also assure Dr Fatimah that certainly, we intend to enforce the requirements of this Act and errant employers will be taken to task when it comes. Sir, in summary, I think the SDL and the SDF will institutionalise the continuing role of our employers in the CET framework, and the proposed amendments to the SDL Act are timely in view of the changes in the economy and the workforce. Assoc. Prof. Kalyani K Mehta (Nominated Member): Sir, I would like to raise a point that we do not have a quorum.”
“Mr Deputy Speaker, Sir, let me thank Dr Fatimah Lateef and Dr Ahmad Magad for their views as well as their support for the Bill. I would like to take this opportunity to clarify some of the issues that they have raised. Firstly, Dr Fatimah asked if funding from SDF could be used by individual employees when they leave their company and Dr Magad also suggested whether we could set up an individualised lifelong learning account. Today, let me explain that all Skills Development Levies that were collected go into a common pool, that is, the Skills Development Fund. The SDF then in turn supports both employer-based training as well as employee-initiated training programmes. There is really no need to set up an individualised learning accounts since the workers are already able to tap on the SDF fund for their training. This will also benefit the low-income workers who may have problems accumulating sufficient savings in their own individualised account. I would also like to assure Dr Ahmad Magad that WDA will continue to monitor the quality of the various training institutions as well as the CET programmes to ensure that we provide and offer quality programmes for our workers. However, I agree with Dr Fatimah and Dr Magad to some extent that we can certainly do more to reach out to workers as well as employers to create greater awareness of the CET opportunities that are available for their workers as well as for individuals, including opportunities that are available for professionals, PMETs. I think WDA will be launching a national outreach programme some time later this year to raise the awareness, including the PMETs. Companies and individuals who would like to find out more about CET opportunities can also approach WDA and we would explain what is available for them.”
“The Second Minister for Home Affairs (Mr K Shanmugam) (for the Deputy Prime Minister and Minister for Home Affairs): Sir, with your leave, if I can take Question Nos. 3, 4 and 5 together?”
“Sir, I beg your pardon. I forgot about the second question. In fact, the Government has always been monitoring the effect of foreign workers on our overall employment market. We want to make sure that these foreign workers, while adding flexibility to our labour market, will not create problems for our local employees. As we can see, over the last few years, during the recession period, there was a significant reduction in the number of foreign workers and that is in response to the economic cycles. And during the same period, we also see the impact on local employment. Although the local employment has also come down, the extent is much smaller than the impact on foreign workers. So to answer Ms Lim's question specifically, there is no need to do an independent study. In fact, the Ministry is monitoring and studying the issue continuously because this is something that we need to respond and react quickly when the market changes. It is something that we will continue to monitor. HOME TEAM AND IMMIGRATION AND CHECKPOINTS AUTHORITY (Shortage of officers) 3. Mdm Halimah Yacob asked the Deputy Prime Minister and Minister for Home Affairs what measures have been taken to address the problem of a severe shortage of officers in the Immigration and Checkpoints Authority. 4. Ms Sylvia Lim asked the Deputy Prime Minister and Minister for Home Affairs how long will the Government's study on Home Team resources take and whether interim measures are being put in place to ease the situation. 5. Ms Sylvia Lim asked the Deputy Prime Minister and Minister for Home Affairs how far has the morale of the Home Team been affected by the recent security lapses and what are the implications of this on the security of Singapore.”
“Sir, in the jobs that require skills, even for foreign workers when they arrive, they will still need to take time to be familiar with the environment. So this does not put our local workers at a disadvantage. In fact, local workers would have gone through some basic training that we provide through WDA and our various programmes. So I think it is important for us to continue to emphasise our Place and Train as well as many other programmes. One example that I would like to share is something that we have just recently launched. It is called the Step-Out Programme. This is targeted at women at home who have not been working or who have stopped work for some time. They may not be familiar with the working environment, or they may lack some confidence. So going through this programme will help build their confidence and be familiar with the working environment so that they also will be aware of opportunities available. And by doing so, we help to place them into jobs.”
“Therefore we want to provide a relatively easy entry point for these workers to come in and we give them the minimum skills so that they can start working and earn a decent income. After that, we want to find ways to reach out to them, to give them training and upgrading so that they can upgrade to a better job and earn better income. We also go through job redesign, to help redesign these jobs in the lower wage area – one example is the cleaning industry and another is the security industry – to enhance the values of these jobs. As I mentioned, wages also depend on the value of the job. And through enhancement and job redesign, we hope that the jobs would be able to pay better. Finally, even for these lower wage workers, as my Senior Parliamentary Secretary mentioned just now, we also provide Workfare Income Supplement to help them improve their overall takings to support their family income. We have looked at the wage structure of our employment landscape. We think that it is more important for us to focus on training and upgrading. A very important question is, how can we improve our training and upgrading? Continue to press on with our CET, to equip our workers with skills, so that they can continually upgrade themselves and improve their income.”
“Sir, let me explain. Wages of a job depends on several factors. Firstly, it depends on the value of the job, the skills involved, the knowledge content of the job, and it also depends on the productivity of respective workers, the affordability of a company to pay and the performance of the company. It also depends on the supply and demand of workers in the particular industry. For services, let me give an example, since this question was on services. In 2007, total wages went up by 5.9% in the overall economy, and services sector wages went up by 6.5%. And services sector is a sector with a growing number of foreign workers in 2007, and therefore the hypothesis that foreign workers depress wages is a very simplistic conclusion which may not be true. Secondly, I would also like to share that there were certain segments in our employment market where these sectors tend to have more older people and these sectors include the labourers, cleaners as well as contract workers. And these older workers, in the past, had not been working. If you look at the employment rate of older workers, aged 55 to 64, the employment rate has improved significantly. Over the last three years, it went up by nine over percentage points to 56% last year. With this increase of supply of older workers who generally have a lower education level and lower skill sets, they tend to take on jobs that are easier to do and have lower entry barrier. As a result, the salary would generally be lower. We hope that we will be able to help these new workers to progress and upgrade. We do that through a number of measures. First, we try to engage these workers and reach out to them. We want to, first, encourage them to work.”
“Mr Siew Kum Hong asked the Minister for the Environment and Water Resources whether there is a programme or mechanism in place for the recycling of electric motors and batteries used in hybrid cars and, if not, what will happen to such batteries when the hybrid cars are scrapped. Assoc. Prof. Dr Yaacob Ibrahim: In Singapore, when a car is scrapped, most of the car components are recycled. The lead acid batteries used in non-hybrid cars are sent to approved facilities for recycling or disposal, as required under the Environmental Public Health (Toxic Industrial Wastes) Regulations. A petrol hybrid car has an electric motor in addition to a petrol engine, and uses a nickel metal hydride (NiMH) battery in addition to a lead acid battery. The electric motor in a hybrid car is made of steel and copper which are recovered for recycling. The nickel metal hydride batteries are not toxic and are safe for general disposal. The current practice is that the car distributor collects the spent and defective nickel metal hydride batteries and sends them back to Japan for recycling as part of its service package. To minimise the disposal of batteries at our disposal facilities, the National Environment Agency is currently studying ways to promote recycling of the various types of batteries. POLYCLINICS IN SINGAPORE (Provision of dental services) 46. Er Lee Bee Wah asked the Minister for Health how many polyclinics there are in Singapore and of these, how many provide dental services.”
“Rather, we have adopted a higher standard based on the latest guidelines from the World Health Organisation (WHO), which introduced a new microbial indicator, enterococcus. The NEA's new guidelines require at least 95% of the water samples collected to have enterococcus levels of below 200 counts per 100 millilitres. Pasir Ris beach does not meet this guideline, and the causes could be storm-water runoff, riverine activities, and indiscriminate discharges from industries and construction sites. We also cannot rule out non-domestic activities in the open seas. Singapore already has in place a comprehensive regulatory and enforcement regime to ensure that our waterways are kept clean. For instance, NEA conducts regular surveillance of industries and construction sites to control against illegal discharge of sewage into open drains. The premises along Pasir Ris beach are also connected to sewers, ensuring that sewage is channelled to our used water network and properly treated. The water at Pasir Ris beach is not able to meet the new guidelines despite existing pollution control measures. NEA is undertaking a detailed consultancy study to better understand the specific sources of pollution affecting our beaches, and determine if there are other measures which are feasible to adopt. The study is expected to be completed early next year. NEA will regularly collect and analyse water samples at the popular recreational beaches. The grading of beaches will be reviewed annually, with advisories updated as necessary, on their suitability for primary contact activities. USED ELECTRIC MOTORS AND BATTERIES OF HYBRID CARS (Recycling) 43.”
“These are conducted in their native languages to ensure they fully comprehend the safety rules. Existing workers are also required to be re-certified every two years. At the workplaces, employers have also developed ways to effectively communicate with the foreign workers. These include daily toolbox briefings for workgroup leaders conducted by supervisors before the start of work to explain the work processes for the day and relevant safety procedures. The workgroup leaders then explain and demonstrate the safety instructions to the workers, and translate them into their native languages if necessary. Many companies also have safety checklists or in-house educational videos in different languages. MOM will continue to monitor closely the safety performance at shipyards. I urge all employers to tighten their safety systems and step up their communications with workers in the area of safety processes and procedures. POLLUTION IN THE WATERS OFF PASIR RIS BEACH (Measures to improve water quality) 42. Mr Charles Chong asked the Minister for the Environment and Water Resources if he will provide an update on the investigation into the source of pollution in the waters off Pasir Ris Beach and the measures taken to improve water quality in that area. Assoc. Prof. Dr Yaacob Ibrahim: The National Environment Agency (NEA) introduced new guidelines for recreational water quality at the end of July. Based on these guidelines, Pasir Ris beach is assessed to be unsuitable for primary contact activities, such as swimming, water-skiing and wakeboarding. Signs have since been erected along Pasir Ris beach to advise beach goers against swimming in the water. The water quality at Pasir Ris has not deteriorated.”
“Worker safety at shipyards has been an important area of focus for the Ministry of Manpower (MOM). In 2007, the fatality rate for the sector was 6.9 fatalities per 100,000 workers, a decrease from 9.8 fatalities per 100,000 workers in 2006. Following the recent spate of accidents in shipyards, MOM has stepped up inspections on all 89 shipyards in Singapore. The inspections revealed that there were several areas where safety standards had fallen short. 47 shipyards were fined a total of $113,000. In addition, two shipyards were ordered to suspend operations for serious lapses. Follow-up inspections were also carried out to ensure corrective measures have been implemented by all the shipyards. The industry-led Workplace Safety and Health Council and the Association of Singapore Marine Industries (ASMI) have also rallied the industry to implement an unprecedented safety "time-out" from work, to review the safety processes in shipyards. The Council has also stepped up its outreach. It organised an industry forum to share how shipyards can build better safety systems and a strong Workplace Safety and Health (WSH) culture. The Council has also developed a WSH Manual for the industry's reference. The Council is currently working with the NTUC and the Shipbuilding and Marine Engineering Employees' Union on a joint outreach programme to educate supervisors and reach out to every worker on the ground. The Member has also expressed concerns about whether language proficiency could have affected the safety performance in shipyards. I wish to assure the House that all new foreign workers entering this industry must attend the Shipyard Safety Instruction Course and pass the Worker Safety and Well-being test before they can commence work.”
“The Prime Minister announced the enhanced Marriage and Parenthood (M&P) package in his National Day Rally speech. This was further elaborated on by the Deputy Prime Minister Wong Kan Seng last week. The enhanced package seeks to foster an overall pro-family environment to support Singaporeans in getting married and having children. The Government recognises that working fathers play an important role in raising children. This is why as part of the enhanced M&P package, from 1st January 2009, parents with Singapore Citizen children under the age of seven years will be entitled to six days of paid childcare leave each per year, an increase from the current two days. A new unpaid infant care leave of six days per year per parent will also be introduced for those with Singapore Citizen children under the age of two years. There is, therefore, no need to introduce paternity leave as working fathers will benefit from these two leave entitlements. SHIPYARD INCIDENTS AND ACCIDENTS (Measures to curb) 40. Dr Fatimah Lateef asked the Acting Minister for Manpower (a) what measures are in place to curb further shipyard incidents and accidents; (b) in view of the many foreign workers in this industry, whether adequate steps and action are being taken to ensure they comprehend all guidelines and safety regulations given in a certain language of instruction; and (c) whether there are interpreters to assist them with the explanation.”
“As part of the Work Permit conditions, employers are responsible for the well-being of their FDWs, including the provision of adequate rest. Employers who fail to comply with this requirement can be fined up to $5,000 and/or jailed up to six months. They will also be barred from hiring another FDW. In addition, the accreditation bodies have, in 2006, introduced a standard employment contract for FDWs. All accredited employment agencies are required to use this standard contract. The standard contract requires employer to stipulate the number of rest days per month, and zero is not an option. Employers are also required to compensate their FDWs salary, should the FDWs work during their rest days. This is a more practical approach than legislating a fixed number of rest days per month for FDWs, given the unique nature of domestic work. Households that have, for example, disabled family members who require constant attention may find it difficult to release the FDW for a prescribed period every month. Therefore, allowing households the flexibility to work out an employment arrangement with their FDWs, including paying their FDWs for not taking their rest days, is a more sensible approach. Nonetheless, MOM encourages employers to grant FDWs rest days regularly, wherever possible. As a result of our education and enforcement efforts, together with other measures to enhance the protection of FDWs, most FDWs are happy working in Singapore according to a recent survey, and the reported cases of abuse have remained low. There is therefore no need at this point for MOM to legislate a mandatory rest day. APPENDICES”
“The Work Group to review the safety of workers transported on lorries was announced by the then-Minister of State for Transport and Finance, Mrs Lim Hwee Hua, in Parliament on 6th March 2008. Co-chaired by the Land Transport Authority and Ministry of Manpower, the Work Group convened its first meeting on 18th April 2008. It comprises industry representatives such as the National Safety Council of Singapore, the Singapore Contractors Association Ltd, the Singapore Logistics Association, the Singapore Transport Association, the Singapore School and Private Hire Bus Owners' Association and the Association of Singapore Marine Industries as well as Government agencies, including the Ministry of Transport, Traffic Police and the Defence Science and Technology Agency. The Work Group will review the current practice of transporting workers and look into ways to enhance the safety of workers. The Work Group is expected to complete its report and begin implementation of its recommendations before the end of 2008. MANDATORY REST DAY FOR FOREIGN DOMESTIC WORKERS (Introduction) 8. Mdm Halimah Yacob asked the Acting Minister for Manpower (a) if he will provide an update on the progress made in securing one rest day a month for foreign domestic workers through the standard employment contracts drawn up by the Association of Employment Agencies and CaseTrust since 2006; (b) whether the Ministry is satisfied with this progress; and (c) whether the Ministry will consider legislating mandatory rest days to ensure more effective enforcement and better protection for foreign domestic workers. Mr Gan Kim Yong: The Ministry of Manpower is committed to safeguarding the well-being of foreign domestic workers, or FDWs, in Singapore.”
“Mr Arthur Fong asked the Minister for Trade and Industry aside from the two-three months of utilisation of the pit building for F1-related activities, what are the plans for the use of the building and its immediate surroundings for the remainder of the year.”
“The Ministry of Manpower is committed to safeguarding the well-being of foreign domestic workers, or FDWs, in Singapore. As part of the Work Permit conditions, employers are responsible for the well-being of their FDWs, including the provision of adequate rest. Employers who fail to comply with this requirement can be fined up to $5,000 and/or jailed up to six months. They will also be barred from hiring another FDW. In addition, the accreditation bodies have, in 2006, introduced a standard employment contract for FDWs. All accredited employment agencies are required to use this standard contract. The standard contract requires employer to stipulate the number of rest days per month, and zero is not an option. Employers are also required to compensate their FDWs salary, should the FDWs work during their rest days. This is a more practical approach than legislating a fixed number of rest days per month for FDWs, given the unique nature of domestic work. Households that have for example disabled family members who require constant attention may find it difficult to release the FDW for a prescribed period every month. Therefore, allowing households the flexibility to work out an employment arrangement with their FDWs, including paying their FDWs for not taking their rest days, is a more sensible approach. Nonetheless, MOM encourages employers to grant FDWs rest days regularly, wherever possible. As a result of our education and enforcement efforts, together with other measures to enhance the protection of FDWs, most FDWs are happy working in Singapore according to a recent survey, and the reported cases of abuse have remained low. There is therefore no need at this point for MOM to legislate a mandatory rest day. UTILISATION OF PIT BUILDING FOR F1-RELATED ACTIVITIES 32.”
“My Ministry will continue to support the National Council of Social Service (NCSS) and the Movement for the Intellectually Disabled of Singapore (MINDS) as they move to set up the trust company by May this year.”
“Member's point is taken. However, there are certain jobs that require assessment of the person's character and, of course, these factors have to be taken into consideration, but I agree with the Member that we should always find ways to help those undischarged bankrupts to find jobs so that they can get on with their lives. Column No : 2641 GOVERNMENT-BACKED TRUST FUND SCHEME (Extension to the mentally ill) 7. Mdm Halimah Yacob asked the Minister for Community Development, Youth and Sports whether his Ministry will consider extending the proposed Government-backed trust fund scheme to the mentally ill whose parents are equally concerned over their mentally ill children's well-being when they are no longer around. The Minister of State for Community Development, Youth and Sports (Mrs Yu-Foo Yee Shoon) (for the Minister for Community Development, Youth and Sports): Mr Speaker, Sir, the trust will provide an option for parents to enhance the financial security of their child with disability, including those with mental disabilities. We are glad that the people sector has taken the lead to bring the scheme to fruition. The trust scheme is in two parts: first, it has a financial component wherein parents leave money in a trust for their disabled beneficiaries. The Public Trustee will hold the monies and disburse them to the beneficiaries when the parents passed on. The second part allows parents to draw up a care plan for the beneficiaries. When the parents passed on, the monies in the trust will go towards executing the care plan for their beneficiaries. The trust company will ensure the monies are used in accordance with the care plan drawn up.”
“Mr Speaker, there is a reason why the numbers are small in our record. This is partly because we do not ask the applicants as a matter of routine whether they were bankrupt. So many of them could have been bankrupt but they do not disclose. And if the job does not require disclosure, we do not really want to ask and establish this fact. Therefore, this number of 40 refers to those who have voluntarily disclosed that they were undischarged bankrupts when they came for help. So the actual number that we were helping, in terms of those that are undischarged bankrupts, could be higher than 40 but we could not determine for sure because it is not a routine question that our career counsellors ask. This is also to avoid stigmatising the undischarged bankrupt because all the programmes we have in our DCN centres apply to all applicants, whether they are bankrupt or otherwise.”
“Under the CSP, 36,000 non-tourism workers will be given foundational training in generic service skills. STB has also been actively encouraging tourism establishments to tap on the Training Industry Professionals in Tourism scheme to build up a pool of manpower for tourism jobs. STB aims to help companies train 3,000 employees under the scheme. In addition, STB embarked on the three-year campaign, "Tourism – A Journey of Discovery", in October 2007 to generate awareness and excitement about tourism careers. STB will carry out a series of outreach activities to attract more people to join the industry. Finally, employers must also play their part so that they are able to attract and retain locals. This includes professionalising and re-designing jobs as well as improving employment conditions. (1) Meetings, Incentive Travel, Conventions and Exhibitions. WRITTEN ANSWERS TO QUESTIONS PENSION FOR CABINET MINISTERS 1. Mr Seah Kian Peng asked the Prime Minister (a) what is the current monthly pension paid out to former Deputy Prime Ministers Goh Keng Swee and Toh Chin Chye and other first-generation Cabinet Ministers; and (b) whether there is a formula for revision of these payments to keep pace with inflation.”
“We can expect some 50,000 to 60,000 jobs to be created in the tourism industry over the next three years, with 20,000 coming from the two Integrated Resorts alone. I provided an update on this recently in the House in February this year. We can expect some of these jobs to be filled by existing workers in hotels, MICE(1) and F&B sectors. Workers from other industry sectors, such as manufacturing or business services may also decide to join the tourism and hospitality sector. There will be new school leavers as well as other job-seekers, including the economically inactive such as retirees and housewives, who can take up the new jobs. This will be further augmented by foreign workers, especially in jobs which locals might not have the skills for, or which do not have sufficient supply of local workers. The TOurism TALent (TOTAL) Plan was launched in October 2007 to prepare, train and upgrade 74,000 workers over the next two-and-a-half years to take on tourism jobs. Let me give Members an update on the TOTAL Plan. As at January 2008, a total of about 4,300 trainees have undergone or are currently undergoing training in various Workforce Skills Qualifications (WSQ) programmes, as part of the TOTAL Plan. These programmes lead to industry-recognised WSQ certifications, such as the Advanced Certificate in MICE and Events as well as the Certificates in Hotel and Accommodation Services, F&B Service and Retail Operations. WDA targets to train 26,000 tourism workers under these WSQ programmes by 2010. Next month, WDA will launch the new WSQ Certified Service Professional (CSP) programme targeted at new entrants, such as job seekers from non-tourism sectors as well as economically inactive retirees and housewives.”
“For foreign domestic workers, the Penal Code was amended in 1998 to increase to one-and-a-half times the penalties for acts of abuse against FDWs by their employers or household members. Over the past three years, the number of foreign workers who reported to MOM with complaints on well-being issues such as improper housing and salary arrears has remained stable, at less than half a percent of the total foreign worker population. Our approach of enforcement and education in safeguarding the well-being of foreign workers have worked well but we will continue to step up our efforts. HIV TESTING FOR DOCTORS IN PUBLIC HOSPITALS 30. Mdm Halimah Yacob asked the Minister for Health (a) what is the percentage of doctors in the public hospitals who have gone for HIV testing; (b) if a doctor declines to go for HIV testing and is subsequently found to be HIV positive, what measures will be taken to ascertain whether he has infected any patients; and (c) how will the Ministry trace the patients who have come into contact with such a doctor.”
“MOM adopts a two-pronged strategy, through education and enforcement, to protect the well-being of foreign workers in Singapore. On education, upon their arrival, the Ministry provides foreign workers with a handbook in their native languages on their employment rights and responsibilities. The handbook also provides MOM’s helpline and other important telephone numbers, such as those of the Police, embassies, and voluntary welfare organisations, where they can seek help. MOM also conducts safety courses where foreign workers are taught the necessary safety measures and precautions relevant to their working environment. They are also reminded of their employment rights and responsibilities as well as avenues of assistance during these courses. In addition, MOM conducts regular dormitory road shows to reach out to them. For foreign domestic workers, in particular, the Ministry also publishes a bi-annual FDW newsletter, INFORM, which is sent to all FDWs to keep them updated on relevant information. Starting last year, the Ministry conducts random interviews with first time FDWs, especially during their initial months of employment to determine, if they have adjusted to the work environment in Singapore. FDWs who encounter employment-related issues can also seek assistance by calling MOM’s toll-free hotline for FDWs. On enforcement, MOM will investigate thoroughly any report on breaches of the Employment of Foreign Manpower Act or any other Singapore employment laws. Employers who violate these laws can be fined up to $5,000, and/or jailed up to six months. The Ministry will also bar errant employers from employing foreign workers in future.”
“In 2007, CPF Board received a total of 121 complaints from members who had received contributions from companies who were not their employers. The majority of such cases were found to be genuine errors made by the employers. Where the employer is suspected to have paid CPF to persons who are not their employees in order to employ more foreign workers, MOM will investigate further and prosecute the errant employers. Since January 2007, an employer who makes a work permit application has to certify that his firm’s CPF accounts only include contributions made to persons actively employed by his firm. Under the Employment of Foreign Manpower Act, inflating the foreign worker entitlement by falsely declaring the number of local workers is punishable with a fine of up to $15,000, or 12 months’ imprisonment, or both. FOREIGN WORKERS AND WORK PERMIT HOLDERS (Sources of help and support) 29. Dr Fatimah Lateef asked the Acting Minister for Manpower (a) what are the different sources of help and support that are available for foreign workers and work permit holders pertaining to their welfare and the issues they face while living in Singapore; and (b) have the number of reported cases of abuse, mistreatment and improper accommodation been on the rise over the last three years.”
“Through its involvement in activities such as marshal training for the F1 race, the Singapore Motor Sports Associations (SMSA) will gain hands-on experience in managing the F1 race. This will help them develop capability in hosting other major sports events. SSC has been working with the SMSA to build up the local sports scene. One key project is the request for proposals from the private sector interests to construct a permanent racing track in Changi. It will allow us to host a regular calendar of motor sports events as well as help develop a pipeline of skilled drivers who can take part in motor sports competitions. In addition, the SMSA and the People's Association have co-organised, and it is ongoing today, the K1 Community Karting Series to bring safe and enjoyable karting to the grassroots and the community. SSC has also supported two aspiring and talented young racers to compete in the ROK International Karting Finals in 2007. They are 18-year old Mohamad Nasri bin Nazir and 12-year old Liam Gout. The People's Association is also planning to organise a night mass walk along the F1 race circuit. This mass walk is targeted at families and aims to generate public interest. This will be a good opportunity for the community to take part in the route's cityscape backdrop and appreciate the drivers' skill in negotiating the city circuit.”
“Yes, indeed, MOM is working with all the relevant organisations, voluntary welfare organisations as well as Government agencies, to extend a helping hand to these workers who are affected by the unscrupulous employment agents. Having said that, it is still important for me to remind all these workers that it is important for them to approach MOM for help rather than resort to illegal work because if they start working illegally on their own, they may be prosecuted under the Employment of Foreign Manpower Act. FORMULA ONE RACE (Promotion and development) 14. Dr Lim Wee Kiak asked the Minister for Community Development, Youth and Sports with the impending Formula One (F1) race in September (a) how will the F1 race benefit the promotion of motor sports in Singapore; (b) whether more funding will be made available to Singapore motor sports associations for the promotion and development of motor sports locally; and (c) whether there are any plans for fringe activities to involve the local community to engage the visitors. The Senior Parliamentary Secretary to the Minister for Community Development, Youth and Sports (Mr Teo Ser Luck) (for the Minister for Community Development, Youth and Sports): Mr Speaker, Sir, the inaugural F1 race will bring many sporting benefits to Singapore. It will raise public awareness and create greater interest in motor sports. It will also catalyse long-term plans by the Singapore Sports Council (SSC) to establish Singapore as a motor sports hub and a choice venue for major international sports events. Hosting the F1 race in Singapore will also benefit our local motor sports fraternity in the form of knowledge transfer and capability building.”
“However, while we want to expedite the process, it is important to ensure that each case is thoroughly investigated.”
“Sir, MOM will revoke the licences of employment agencies found to be involved in such scams. Their security deposit of up to $20,000 will also be forfeited. Agencies operating without a licence will be charged under the Employment Agencies Act and fined up to $5,000; repeat offenders can be fined up to $10,000, jailed up to six months, or both. MOM will also be sharing information on such scams with the Embassies of the countries involved, so that they can help warn their nationals against unscrupulous employment agencies in their home countries. If investigations reveal that victims of such scams unknowingly overstayed or worked illegally, they will not be prosecuted. Instead, they will be issued Special Passes and allowed to work under MOM's Temporary Jobs Scheme. Those who participate in the Scheme are provided housing by their employers and can save money for their passage home. In addition, some foreign nationals may be required as prosecution witnesses. They will also be issued with Special Passes to remain in Singapore, and allowed to participate in the Temporary Jobs Scheme. Upon completion of investigations, they may be able to continue to work in Singapore under a regular Work Permit. However, some of these Special Pass holders chose instead to work illegally. If caught, they will be charged under the Employment of Foreign Manpower Act and may be liable to a fine of up to $5,000 or 12 months' jail, or both, if convicted. Law enforcement agencies make every effort to speed up investigations involving these workers, to allow them to return home as soon as possible. In MOM's case, it is able to complete 90% of the investigations within three months.”