Hawazi Daipi
Singapore
“Madam, between 2001 and 2014, of the international students at secondary and junior college levels who were granted permanent residence (PR) on their own merit, around one-quarter were on scholarships, such as the Association of Southeast Asian Nations (ASEAN) scholarship, for their studies.”
“Madam, we are aware that these are secondary and pre-university students who are not likely to start working immediately after they have completed their "A" levels. So, we do not require them to work in Singapore. It is separate from the university-level scholarships. Page: 34”
“Madam, as I have said in my reply, we leave it to the schools to decide on whether a student or a staff member is fit or good enough for certain types of overseas trips. Some overseas trips can be very physically challenging, but some may not be.”
“Madam, the Member may be aware that MOE has worked with the Temasek Cares for a programme to assist families to manage the cost of treatment after the insurance coverage cap has been reached.”
“I think, generally, yes, Madam. The travel insurance coverage includes accidents and treatment of injuries as a result of accidents, as well as repatriation.”
“At the ground-breaking event, a number of non-Muslim grassroots leaders asked me how they can also support the construction of this community institution in Woodlands. I am heartened by such a supportive spirit and inter-racial and inter-religious cooperation.”
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“Having been a PSG member for five years, Mdm Juliana shares why she volunteers her time with Tampines Primary School's reading programme, on top of her full-time work. She says at the school's Annual Prize Giving Ceremony, "To see a few of the kids formerly in our reading programme now awarded the Best Progress Award gives me a strong sense of satisfaction and pride." Madam, this is a good example of how our PSG partnership with the teachers or school has benefited our children. Clearly, when parents, schools and the community collaborate to complement the efforts of one another, our children are the true beneficiaries. Therefore, MOE will further support schools to deepen and strengthen such Page: 147 partnerships: Firstly, last year, we introduced the Parent Support Group (PSG) Fund. Schools could use it to organise activities to promote parent-child bonding, fund parent outreach programmes, or strengthen the capabilities of their PSGs. Fifteen Primary schools have also received the Parents in Education (PIE) Fund to enhance their parent partnership efforts. Some schools have used the funds to organise workshops to equip parents with the skills to support their children's learning. Secondly, in Naval Base Primary School, for example, the fund was used to organise an evening activity called "Reading under the Stars". Over 300 Primary 1 pupils and their parents attended this event in their best pyjamas. The programme encouraged parents to be role-models and create a reading culture at home. Parents also learned how to choose age-appropriate storybooks for their child, and how to motivate them. Apart from promoting family bonding, this activity reinforced the importance of reading.”
“A central focus of our schools today is to provide a student-centric, values-driven educational experience. But values are not just taught, but "caught", not just in school but also outside of school. I agree fully with Mr Lim Biow Chuan on the importance of partnership between or among parents, schools and the community. I share his views and I know very well that Mr Lim, as Chairman of the GPC for Education, is very passionate about developing or enhancing further the collaboration among the various stakeholders in the education of our children, so I thank him for the support. We realise the primary and critical role that parents play in a child's development. In fact, for values education to be truly effective, parents must agree with our educators' efforts. They must also play their part so that we can achieve common objectives. I find it heartening to notice that parents wish to be more involved in their child's education today. Being more educated, parents place greater attention on each child's growth and development. They are also more eager to be involved in this process. In many cases, they can be an extremely valuable stakeholder to the school. For instance, there are many parents who volunteer to cook dinner for students who stay behind in school to prepare for their upcoming examinations. There are many schools where members of the Parents Support Group (PSG) and volunteers do this. In the case of Gan Eng Seng Secondary School, I was told that these parents did not repeat the menu throughout. So, the students have a lot of opportunities to sample different types of food Another example I would like to cite is Mdm Juliana Juhari.”
“Now, let me talk about how MOE will also partner other Government agencies to better support students. This includes pastoral and psychiatric care for primary and secondary schools. Since 2008, every primary and secondary school, and JC and Millenia Institute is resourced with at least one school counsellor. Schools will also refer students with more complex issues to the Response, Early Intervention and Assessment in Community Mental Health (REACH) which forms teams for professional consultation and assessment. REACH is a collaborative project between MOE and the Institute of Mental Health. The charges for REACH services are currently waived. MOE also works closely with MSF to look after students who have dropped out or are at risk of dropping out of schools. Schools refer these students to the Enhanced STEP-UP Programme set up by MSF. Under this programme, VWOs will engage the students and work with their families to bring about positive changes in their lives. Mr Teo Ser Luck wanted to know the options a student has after he is expelled for disciplinary issues. I would like to emphasise that a student is only expelled after he commits a very serious offence. Allowing him to remain in school would threaten the safety of other students or undermine school discipline. Nonetheless, a student who is remorseful and committed to learning will be allowed and given a second chance to return to school. Each year, there are expelled students who have been readmitted back to schools, either to their former schools or other schools, with MOE's facilitation. Page: 146 Mdm Chairperson, allow me now to talk about how we will deepen our engagement with parents, our key partners in education.”
“As such, after-school care services can be better addressed through the setting up of more student care centres, or school-based SCCs. MOE will continue to improve the accessibility of SCCs, a point raised by Mr Yee Jenn Jong. Eighty of our primary schools now have school-based SCCs to provide after-school care. Fourteen have been set up in January this year alone. Let me assure Mr Yee that we will continue to set up more school-based SCCs at a good pace. Schools without a school-based SCC can continue to leverage on community-based SCCs in their neighbourhood, until it is opportune for them to set up one. Let me share with Members the example of Yue Ling, a Primary 2 girl at Corporation Primary School. Her sole guardian is her paternal grandmother, who takes on several jobs to support her. Yue Ling has no other family support. Since last year, she has been placed in the school's SCC and receives close guidance in her studies. Yue Ling has learnt to work well and has become independent. She has also shown perseverance and resilience in coping with her problems. As such, she was nominated and selected as a recipient for the Page: 145 Edusave Character Award last year. Madam, we are also committed to improving the impact of SCCs on students from less advantaged backgrounds. We do this by strengthening the coordination between school-based SCCs with their schools. This will enable the children to have a sense of connection with what they have learned in school. In Macpherson Primary School, for example, as part of the enhanced SCC model, the SCC has aligned its Character Education programmes with the school's focus on school values. During their daily story-telling session, the SCC emphasises the particular value which the school has chosen for the term.”
“Mdm Chairperson, the Minister has spoken about the importance that we place on every Singaporean child. This is why all schools must be good schools that place strong emphasis on developing each child holistically. We must instil the right values in our students, build up their character, and reinforce their Singaporean identity. Page: 144 We have heard these topics echoed many times by Singaporeans in Our Singapore Conversation (OSC) – many of them educators and parents themselves. Now, MOE is committed to developing close partnerships with our stakeholders, including our parents and the community-at-large. This will better enable students to learn more holistically, and for us to emphasise a student-centric and values-driven education. I will elaborate on how we are working together with parents and other stakeholders to help students realise their full potential. First, as part of the Programmes to Level Up Students, MOE will set up more Student Care Centres (SCCs) in more primary schools. Educators can work in partnership with these SCCs. The aim is to provide care and supervision to students who may not be well-supported by their parents despite their best efforts. Ms Mary Liew suggested extending the school curriculum to incorporate student care and tuition. I thank her for her proposal. Since year 2000, all our secondary schools have already been operating on single-session. CCAs in these schools are usually held in the afternoon after school. And after school, many teachers can also conduct remedial classes and small group coaching. For our primary schools, 64% of them are on a single-session model. Nevertheless, a school's chief responsibility is in education.”
“Mdm Chair, as a small country, Singapore needs to be friendly to all. We stepped up our engagement with the Middle East since 2004. This has benefited us in enlarging both our political and economic space. However, since the Arab Spring in 2011, the geopolitical situation in the region has changed and, in some cases, the security situation has deteriorated. How have these changes affected our perspective towards the Middle East? Despite the sweeping changes that have taken place in some countries, has MFA found new areas of cooperation to expand our engagement? Secondly, we need as many friends on the international stage as possible. Many Singaporeans are travelling to Turkey and other countries rich in history and culture situated at the crossroads of Asia and Europe. It has been growing in stature and importance. Its leaders have expressed interest in engaging Southeast Asia. I know that Minister Shanmugam had travelled to Turkey earlier this year. Given Turkey's international stature and regional influence and its interest in Southeast Asia, how do we plan to increase our engagement of Turkey, and having established an embassy in Ankara, do we plan to establish other embassies in other parts of the Middle East? Assistance to Developing Countries”
“Mdm Chair, China is important to us and we watch developments in China with a keen eye. It is undergoing a once-in-a-decade change in leadership. The new generation of leaders are ushered in at China's 18th Communist Party Congress in November last year. China is growing in economic and political importance. It is developing rapidly and will have increasing influence, not only on the region, but also in global affairs. It is already the world's second largest economy, and many of its companies have become major international players. As it becomes even stronger, China's leaders will certainly become more confident. The way in which they manage China's relations with the rest of the world will naturally evolve. With this change, does MFA expect any change in relations with China? I share the concern of Mr Teo that there are also cascading changes in leadership at the provisional level, and we have several collaborations with provinces as well. For example, in Tianjin, there is the on-going Eco-city project. With the leadership change, will it affect the progress of our engagement with the individual provinces and cities in China? Relations with the EU”
“Madam, as I have said in my reply, we always review the infrastructural needs of schools regularly. So, the needs of the schools and JCs will be taken into consideration. The programmes that JCs and schools organise are also taken into consideration in our planning for enhanced facilities.”
“Madam, I will give the Member a short answer: yes.”
“Madam, I thank the Member for the suggestion. They are very good ideas. We can consider the details in future. But as it is now, we are not just talking about wages. We are talking about the improvement in working conditions and making sure that both the employers and employees understand their rights and obligations respectively. Through the WorkRight Page: 23 initiative, we are hoping to bring more workers into the CPF scheme. By having funds in the CPF, the workers will benefit from WIS and they will have savings for old age as well as for medical purposes. So, as it is now, it is quite comprehensive. It is not just raising their wages. It is to bring them into the CPF scheme so that they can benefit from other help schemes that we provide to workers. But we will consider the Member's suggestion in future. As to how much more information can be tagged together so that both workers and employers can understand better their rights and obligations.”
“Madam, it is known to us that we can be quite effective in dealing with situations or developments in various sectors. In the two sectors I have mentioned earlier – the cleaning sector and the security sector – we have been able to work with the industry and the workers themselves through NTUC and SNEF to help raise awareness of the training opportunities, raise awareness of workers of their rights and obligations of the employers so that the workers' interests, not only in terms of possibilities of prolonged employment and sustained income, but also that their employment rights and working conditions can be improved. Under the WorkRight initiative, we have been able to work with NTUC to raise awareness among workers. And we work with SNEF, to raise awareness among employers. Amending the Employment Act is a very important matter that cannot be taken lightly because there will be implications on the industry and the economy as a whole. But in future, if there is a need, we can consider it. We will study very carefully. As it is now, I think we are quite happy with the approach that we have taken to work with the various stakeholders and partners in the industry to target certain sectors and industries.”
“Madam, yes. The TriCom has worked very closely with our tripartite partners to focus on initially two key sectors, one is the cleaning sector, the other is security. I think they have made progress. We can use this experience as we plan ahead to help other low-wage workers in other sectors. Page: 22”
“I thank the Member for this suggestion. The purpose of the medical examination is to safeguard public health interests. We know that the FDWs work very closely with the employers and with their families. Health is their concern. However, it is best that we limit the medical examination to only the four infectious diseases. Employers can consider working with the employment agencies to require the worker to go for other tests that they think are important. At the same time, they may, if they are willing to pay, send their prospective FDWs for such screening that they deem fit at their own costs.”
“Madam, the medical examination framework for Foreign Domestic Workers (FDWs) is in place to safeguard public health interests and the health of the FDWs themselves. FDWs first have to undergo and pass a mandatory medical examination within 14 days after arriving in Singapore, before they are issued with their work permits. The main purpose of the medical examination is to screen the four types of infectious diseases that are of public health concern. In addition, the examination helps to give a broad indication of the FDW's general fitness for work, including her mental state, at the point of examination. First-time FDWs are also required to attend a Settling-In-Programme to orientate and help them adapt to working and living in Singapore. Given the different reasons employers have for engaging an FDW, it is impractical to prescribe a comprehensive standard for medical fitness. We would encourage employers with specific concerns to obtain a copy of the completed medical report directly from the examining doctor. Employers are also free to send the FDW for any other suitable tests before commencing with the employment of the FDW.”
“Madam, the workers are tested on at least four infectious diseases at the outset and every six months thereafter. At the point of renewal of their permits, they are also tested for the said infectious diseases. As long as it is in the cycle of six months, they are tested. The results of the tests will determine whether they can be allowed to work in Singapore and be issued work passes. As to whether the doctor has to certify that the worker is fit for work is usually immaterial because the test results, which are objective, will determine whether the worker should be allowed to work in Singapore. Page: 25”
“Sir, the purpose of the medical examinations – both at the outset when the worker comes and applies to work in Singapore, as well as the six-monthly medical examination – are to ensure that the workers are healthy and at the same time are fit for work. The opinion of the medical professional will be sought on whether the person is fit for work. The tests of the four infectious diseases are very objective and that includes HIV. Information will be passed to MOM which will review every application to work in Singapore, application for work permit as well as application for renewal. Essentially, HIV is one of the diseases that we screen and information is available and known to MOM.”
“I thank the Member for his suggestion. I think we can consider the last part of his suggestion, that is, transferability of information from one medical practitioner to another. But on the process of review, we generally have an open communication with MOH to review healthcare threats posed by foreign workers working in Singapore. There is no specific timeframe. There is no specific best time. As and when it is necessary to review, we will consider. The results of the tests on four infectious diseases have shown that the incidences of failure are very small and there is no reason for us to have an aggressive review of the process of enlarging the number of infectious diseases that we want to consider screening.”
“Sir, up to now, we have not come across any employer who has been caught or found guilty of employing foreign despatch riders without work permits. Whether they are covered under local insurance, LTA would require any user of foreign registered vehicles to have an insurance coverage. If they do not have insurance, that is a contravention of LTA regulations. About work injury, yes, all workers in Singapore – local or foreigners – are covered under WICA. Page: 1454”
“Sir, I appreciate the Member's opinion on this, but we find that, through self-help groups and community leaders, there has been positive feedback. They use it as a tool to devise new activities, new programmes that can help the community to improve further. It is not just pertaining to the Malay community self-help groups or leaders. I chair the committee with our self-help groups – the four self-help groups – and they do welcome this. They want to find new ways to help students of their own ethnic groups, yet, at the same time, want to find some ways where students of the different groups can enjoy the activities or programmes together. In a nutshell, they do find value in having or knowing the performance of these students annually because it gives them a sense of whether their programmes have been effective or not. As for stereotyping, through the self-help groups – as a reflection of the communities' reaction to this – we do not feel that sense that it enhances stereotyping. Yes, some people may feel so, but, generally, the communities do not feel that it has enhanced stereotyping as a result of the release of the data. Page: 1347”
“Sir, in our discussions with the self-help groups, we find that the release of the data has been welcomed, because it gives them the opportunity to assess their programmes and devise new programmes and activities which may help propel further progress of children in their ethnic community and to do better. If, indeed, there are very little variations year-on-year, and then it is only necessary to give updates on ethnic educational performance of our students periodically, then the effect would be more or less the same. Based on our interaction with the self-help groups, they do welcome the annual release of data of the performance of their students because they want to see the progress of the programmes that they have carried out over the years. Page: 1347 Just last Monday, I informed the House, in answering Mr Zaqy's question, that 88% of Malay students have progressed to post-secondary institutions. If we take the annual figure, we see probably marginal changes, but, over the years, we see great improvement. Despite that, the self-help groups and many members of the community want to see the progress year-on-year.”
“Sir, the objective of MOE's annual press release is to provide timely information to the various communities on how their children have fared in the national examinations and in their progression to post-secondary education. This enables the respective communities to monitor the effectiveness of their educational programmes, and recognise and celebrate their children's achievements. There is also value in providing such information so that the community, ethnic self-help groups and the public can study the data and discuss areas for improvement. Asst Prof Tan Kheng Boon Eugene: Sir, I thank the Senior Parliamentary Secretary for his reply. I do not doubt the utility of those data. I just would like to enquire whether the same purpose would be served by not so regular reporting. If year-to-year information is needed, they could be provided to the ethnic self-help groups. I raise this because, from anecdotal evidence, the data tend to reinforce racial stereotypes. In the process, they could possibly undermine performances of students that we actually want to help. It would affect their self-esteem. One thing about the data is that because the ethnic Chinese students probably comprise at least three quarters of the student population, the national average is invariably heavily influenced by the performance of the ethnic Chinese students.”
“Sir, I do not have the specific information here. I remember in my last reply to the Member's question on ITE students at the last sitting, I explained that there are support schemes for students to take part in various activities, including international exchanges and attachments. So, our students are given these opportunities to take part even though they may come from low-income families and may have problems financing their participation. Page: 1344”
“I thank the Member for the questions. Yes, generally, both ITE and Polytechnics work with the industries to give our students the opportunities of work experience as well as learn about the skills in the industry. Our students are also given the opportunities to go for international or overseas attachment. But, specifically on continuing education, it is another agency's work. WDA has programmes for both graduates of Polytechnics and ITEs to pursue further skills upgrading, and I think this is quite well funded. We all know this.”
“Sir, just like our schools, ITEs and Polytechnics aim to achieve holistic education for their students and, apart from the academic programmes or skills programmes, our students are also given the opportunities to take part in CCA activities. Quite often, the CCA activities are generated by the students themselves – community service as well as international programmes, either in the internship programme or exchange programme. Holistic development is the aim of our Polytechnics and ITEs.”
“Sir, on the contrary, we should be happy to see that many of our students from low-income families progress through their education, complete their Secondary education, and move into post-Secondary institutions. Instead of looking at the development the way the Member had, I would suggest that we look at it this way. About one in two students from the bottom third SCS families scored in the top two-third at PSLE. This proportion has remained stable over the past decade. Second, about one in six students from the bottom third SCS families scored in the top third at PSLE. This proportion has also remained stable in the last decade. It basically means that students from lower SCS families have made good progress and have moved into the different Secondary school level or post-Primary, based on their interest and ability. But, broadly, I would say, we should have a broader definition of social mobility and move away from purely academic or monetary achievements. Rather, I would say, the social mobility is about striving for each successive generation to have more opportunities to pursue their interests and aptitudes and, in so doing, realise their full potential and to live better and more fulfilling lives than their parents. I think all of our students, irrespective of their social background, have made progress and do better than the current generation. In general, I would say, we are doing well. Page: 1215”
“Sir, this is not quite related to the performance of students from low-income families. So, I would suggest the Member file a specific question on it.”
“Sir, I think, generally, our students on LSP have been responding quite well and a sizeable number have progressed and do not need further assistance through the LSP programme per se. However, schools which have been very concerned about the performance of their students and the ability to enjoy learning would want to help their students through other school-based programmes which may be related to or as a progression of the LSP in school for specific groups of pupils. I do not have the specific figures on LSP progress in schools, but I would generally say that, yes, our students are responding well to LSP and many do not need specifically LSP programme beyond Primary 2. However, we are always open to ways in improving our programme for our students. Page: 1054”
“Sir, we recognise that some students do face different kinds of problems in education. That is why we work with different self-help groups for various programmes. We want to do this so that our students and their parents benefit. As I said earlier, we are also trying to increase the number of Student Care Centres in Primary schools so that there is further supervision of outside school hours for students who may need assistance, students who may come from certain kind of families who may require additional supervision and assistance in doing their work. Yes, different self-help groups are doing different programmes with schools and we would like to continue with this approach so that students from different ethnic groups, either working together or separately, will benefit from the various programmes run by schools and voluntary organisations. Page: 1054”
“Sir, I have said earlier that there are so many factors that affect students' performance in school. Language proficiency is one, whether it is English language as the main medium of instruction or Mother Tongue languages. Socio-economic background, home support and individual motivation – these are all known factors that affect performance of students in general. We find that these are common factors that are also true in other countries. So, I would say that rather than focusing specifically on students from particular ethnic communities, we identify the issues and then help the students holistically. And we do this from a very young age – from lower primary level, that is, Primary 1 and Primary 2. The Learning Support Programme helps the students with weaker foundation in Mathematics and English to strengthen their foundation in the subjects, in literacy skills, so that they will enjoy learning English Language and other subjects later on. So, I would say, in short, that the factors affecting performance of students are generally true for all societies and quite common in most countries.”
“Sir, these are some of the elements of the review in the Employment Act that we are now studying. We are already consulting the Tripartite Partners and other stakeholders. There will be two parts in this. The first part will be completed later this year and we will launch the second phase of the study sometime next year, so some of these suggestions given by Members will be taken into consideration. Page: 1043”
“The suggestion had just been proposed and some companies are already implementing it. We will collate the information. If the Member would like to know more about this, he can file a question on this matter at the next sitting.”
“Sir, the Government has been working closely with the Tripartite Partners to ensure that low-wage workers working for outsourcing companies are treated fairly. We have updated the Tripartite Advisory on best-sourcing practices to encourage service buyers to outsource responsibly, including outsourcing that ensures the basic rights of the workers. However, this is a complex matter, and we suggest dealing with this when we review the Act, and this may come up for discussion maybe later next year.”
“Sir, I believe ITE is already involving parents to ensure that the students enjoy and complete their courses. The second point about ITE students who are working: some students work because they want to supplement their family income, some want to finance their own education. However, as I said earlier, 50% of ITE students are already receiving assistance in the form of bursaries. If they tap on these bursaries, they would be able to cover the course fees. That would be sufficient. There is a bigger issue here as to whether the family is able to get greater financial assistance than just to pay the fees. The parents would have to work with other agencies to resolve this, but ITE is already helping our students to complete the course by also working with voluntary organisations. The ITE network is already working with at least two organisations. One of them is the Malay Youth Literary Association (4PM), which tries to motivate the students of ITE who are on the verge of dropping out, or who are most vulnerable. I understand that the success rate is very, very good. The other organisation is MENDAKI, which provides counselling and mentorship to students. The 4PM programme, at least, is open to students from all races. Page: 970”
“I reiterate again that it is important to do this for two main reasons. First, by making sure that it works correctly to ensure that Singaporeans have the correct opportunities at work. If companies bypass the rules, basically, they get more foreign workers than they are entitled to and, therefore, deprive Singaporeans of jobs which would otherwise have gone to them. Second, I think by enforcing and making sure that the system works correctly, we will look after the workers properly. In this sense, it is not just the foreign domestic workers, but all foreign and local workers. And that is something that ought to reflect the kind of society that we have, and that is the right thing to do. Therefore, these steps will be taken and we will embark on a consultation. And in the second phase, we will look at the EFMA in detail and we look to introduce these new changes during the course of this year.”
“This will have an impact on their own value system and in the way they look at life, the way they look at people and the way they treat people. And we need to help our children learn how to treat our fellowmen correctly. This is important because, as a society, these are issues we need to address. Page: 1961 Lastly, on a slightly different note, on the training of foreign workers to address the queries from Mr Yeo Guat Kwang. Mr Yeo asked if we can help foreign spouses of Singaporeans on Long Term Social Visit Pass (LTVP) with training and job facilitation. In line with the Government's intention to extend more assistance to families of Singapore citizens with foreign spouses, WDA will provide such services at its career centres to the new LTVP Plus (LTVP+) holders. They will be eligible for needs-based course subsidies, following an assessment at the career centre. Separately, Mr Yeo also suggested making the WSQ (Workforce Skills Qualifications) a criterion for the renewal of Work Permit (WP) holders. Currently, employers who hire work permit holders with the relevant skills-based test qualifications and certificates, including selected WSQ, which is one of the criteria for assessing work pass upgrades, are considered skilled and can pay a lower foreign worker levy compared to unskilled Work Permit holders. This hopes to encourage employers who need foreign workers to hire those with better qualifications and skills as far as possible. We believe that is on the right track, but imposing WSQ as a pre-condition for the renewal of work permit will impose unnecessary rigidity on employers. To conclude, the measures to be put in place by my Ministry this year will help us manage our foreign workforce better and to preserve the integrity of our work pass system.”
“It will be a balanced and pragmatic step forward to improve the employment conditions for our FDWs. While some employers may respond to this decision with apprehension, we really have to ask ourselves what is the right thing to do. In the course of our consultation, we have spoken to many employers with pressing needs for an FDW to care for their children, elderly or disabled dependants. Some have managed to provide rest days for their FDW. For example, Mr Sulaiman Abdullah who stays in Jurong. His FDW, Ms Siti Mufidah, has been a big help to his family, caring for four children with two younger ones in pre-school. He recognised that Siti needed a day to herself for her own personal needs. He has better peace of mind knowing that she has a proper break and would be more motivated to continue caring for his children for the rest of the week. Mr Sulaiman told us that Siti has been using her rest days to attend courses and she can even teach his son English now. Not everyone is ready to do this; so our regulations will provide the flexibility for employers to negotiate different arrangements with their FDW. But as our country develops economically – I think we have developed quite incredibly on that front - we should not cease to ask ourselves about the kind of society we want to build, about the kind of society that we want to live in. How would we ourselves want to be treated as employees, as workers? We should strive to embody and uphold the right values to our children. Because I am not sure whether we are always aware that our children at home observe our behaviour every day, and they observe the way we talk to and the way we treat our foreign domestic workers.”
“FDWs with Work Permits issued or renewed before 1 January 2013 will not be covered by this regulation until their Work Permits expire and are renewed after 1 January 2013. One of the key concerns that employers have cited is about FDWs' activities on their days off. I think this is a very common concern, and it has got to do with the security bond. I would like to emphasise very clearly that MOM does not forfeit employer's security bonds if the FDW violates her own Work Permit conditions, for instance, if she moonlights on a rest day and gets caught, or if she gets pregnant. Even in extreme cases where the foreign domestic worker absconds and cannot be located, only half the security bond will be forfeited if the employer has made reasonable effort to locate the foreign domestic worker. In reality, MOM forfeits very few security bonds each year. Last year, 22 security bonds were partially forfeited for missing FDWs. This is not large considering that we have over 200,000 FDWs in Singapore. The Ministry is also reviewing employers' obligations for medical costs and the cost of sending FDWs home for exceptional circumstances that employers have little or no control over. This is part of the second phase of the review on EFMA which I mentioned earlier. On this issue of security bond, let me say this. I hope that this would assure all employers, because the fear and the concern over the security bond do shape the behaviour of employers. I would suggest that these concerns are misplaced and I think we should free ourselves of those concerns, and with that managed, the foreign domestic workers are looked after appropriately. With the provision of a weekly rest day and flexibility for compensation in lieu, I believe we will be taking the correct step.”
“We also understand that some FDWs actually, from their feedback as well, prefer to work on their rest days for extra pay. Employers and FDWs will have the option of providing compensation in lieu of a rest day, as long as this is agreed upon in writing by both parties. The employer and FDW should mutually agree on the number of rest days she will take each month, and the amount that the FDW will be compensated for the rest days that she does not take. The compensation for each rest day must at least be the worker's daily wage, and be paid on top of her monthly wage. Assuming that the FDW's wage is $400, and she chooses to take two days off, the amount the employer will have to pay is at least $31 to compensate for the remaining two days. Employers, who have frail elderly and are therefore most likely to offer compensation in lieu, will be eligible for the new $120 grant each month to hire an FDW. Announced by the Finance Minister in his Budget Speech, this grant comes on top of the existing $95 levy concession for households with elderly, young children or disabled members, and this is more than adequate to cover the rise in costs from having to compensate an FDW for working on her rest days. For employers and FDWs who agree on taking regular rest days, there will also be flexibility for both to agree on which day of the week this rest day should fall on. Instead of monetary compensation, employers can also give FDWs a replacement rest day within the month. Page: 1960 To give employers time to adjust to the new regulations, we plan for them to take effect for all Work Permits issued or renewed from 1 January 2013.”
“Employers may also find that actually improving FDWs' well-being by giving them regular rest days will have a positive impact on the quality of care that they and their loved ones receive. Increasing Singapore's attractiveness as an FDW destination will improve the supply of FDWs for employers. Page: 1959 5.45 pm Happier FDWs will lead to better care for employers, fewer management problems and greater peace of mind. MOM's records and feedback from non-governmental organisations (NGOs) that provide assistance to FDWs in distress indicate that the majority of foreign domestic workers with management problems do not have rest days. Between 2007 and 2010, a significant majority of foreign domestic workers who suffered work-related injuries or committed suicide did not receive rest days. Places that shelter foreign domestic workers reported that those who run away from their employers generally do not have rest days. While most employers do ensure their FDWs have adequate rest on a daily basis, this is not the same as providing a weekly rest day for a proper emotional and mental break and rest. In fact, in-depth interviews with FDWs revealed that a rest day provides them a much needed emotional and mental break from work and time apart from their employers. We should move forward now, but in a balanced and pragmatic fashion. Therefore, we will legislate a weekly rest day for foreign domestic workers. However, we will also introduce flexibility in the regulations to respond to the needs and preferences of foreign domestic workers themselves and their employers. The family circumstances of some FDW employers may make it genuinely difficult for them to cope without a FDW for one day every week. These employers may have elderly or disabled dependants to care for.”
“One oft-repeated concern is the fear that FDWs will misbehave or become less compliant as a result. Some have claimed that married couples' relationships would be negatively affected if the FDW took time off, and that this would lead to a rise in divorce rates or reluctance to have children. There are many other emails that we have not talked about here. It is very clear from the robust debate that FDWs play an important role in the lives of many families in Singapore. Improving FDWs' well-being has a direct impact on the quality of care that their loved ones receive. We need to ask ourselves: how should foreign domestic workers, who make significant contributions to many of our households, be treated? How does this reflect on us as a society? A weekly rest day is regarded internationally as a basic labour right. More than physical rest, it is an important mental and emotional break from work. We all can attest to that. Local workers and non-domestic foreign workers already enjoy this right under the Employment Act. We are currently one of the very few foreign domestic worker destination countries worldwide lacking in provisions for weekly rest days. This has led to us becoming less attractive to FDWs compared to other destinations in the region that provide weekly rest days, such as Hong Kong and Taiwan. Malaysia, too, has recently included this provision in a MOU signed with Indonesia. While accredited employment agencies currently use a standard employment contract that stipulates the number of days in a month that the worker wishes to take off and compensation for that, not all employers use the standard contract as it is not legally mandated to do so.”
“One of the issues is related to a blog with a controversial Maid Review section, and many like Mr de Christopher Souza find this distasteful. We would like to highlight that there are civil routes for redress for the aggrieved party if the comments are defamatory or in breach of a duty of confidence. The second issue which Mr Christopher de Souza raised, also echoed by Mr Yeo Guat Kwang, is related to the specific provisions for rest days for foreign domestic workers. Let us be quite honest here. This debate on whether to implement a weekly rest day for FDWs has been long standing and contentious. Based on a survey conducted by MOM in 2010, the majority of our employers currently provide at least one rest day a month, but many do not. Since Mdm Halimah Yacob raised the issue in June 2011, we have consulted stakeholders, including FDW employers and FDWs themselves, extensively and considered their feedback carefully. And we received a broad spectrum of views. I would like to share with Members a sample of what some of these views are. A number of these views have been edited and not included here because they are fairly extreme but this would give you a sense. Some employers felt that their needs should not supersede the needs of their FDW to rest and recharge, and that they appreciated their FDW more after taking over her chores on her rest day. Other employers felt that their FDWs do not need a rest day because they have enough rest on a daily basis, or that giving FDWs weekly rest day will make it difficult for employers to cope when they themselves need a break during their own days off. Fears were raised about forming relationships or potential comparison of employment terms with other FDWs when the FDWs have their days off.”
“Nonetheless, once alerted, MOM was able to follow up quickly with their employers to ensure that all outstanding salaries were paid and other alleged violations investigated. I stress again that it is important for us to receive information. In this particular case, we did not have any prior knowledge of issues. We did not receive feedback from the workers or NGOs. So it is very important, whether from the public perspective, from the workers' perspective, from whistleblowers from within the company and the NGOs particularly, to work closely with us. Unfortunately, from time to time, rather than to inform us, they inform the media and the issue is blown up. But notwithstanding that, we will still follow up and we will still take action. Workers play an important role and we need to educate workers to inform them of their rights. They need to let us know if there are employment issues early so that we can attend to them, especially when they do not receive their salaries on time. Feedback from non-Governmental organisations and the public is critical. As I mentioned earlier, tip-offs are important. We do have a system of checks and we will step it up. As with all things, there are many companies out there, it is impossible to check every one of them. This is where everybody plays a part and when we do have indicators that there are issues, please let us know early so that we can follow up. Page: 1958 I will now talk about foreign domestic workers (FDWs). As we uphold laws to ensure the decent treatment of our foreign labour force, we must not forget that it also includes our foreign domestic workers. Mr Christopher de Souza raised two issues related to FDWs.”
“For example, Sing Moh Electrical Engineering maintains its own dormitory with good conditions for their foreign workers. They provide free modem and wireless Internet for workers to tap on. They also celebrate special occasions with their foreign workers, making the efforts to throw Chinese New Year and Deepavali parties complete with tentages and entertainers. However, as with every system, there will be a minority of people who are irresponsible, and we have irresponsible employers who flout the rules and mistreat their foreign workers. It is important to understand these are the minority. Of course, these incidents get amplified, whether in mainstream media or social media, but it should not colour the employment environment in Singapore. But notwithstanding that, we have to take action against such employers. For instance, we will continue to be tough on companies who do not provide acceptable housing for their workers. In May 2011, the dormitory operator ST9 Pte Ltd was found guilty of failing to provide acceptable accommodation to their workers. They crowded more than 1,100 workers into three factory-converted dormitories that were meant for half that number. The company was fined $50,000; and that is the highest fine for that offence to date. To prevent errant employers from mistreating their foreign workers, it is important that the Ministry is informed of possible problems early, whether related to housing, salary or other issues. We need the information and we need to be informed. Unfortunately, some cases have had few early indicators, such as the recent incident cited by Mr Christopher de Souza involving 200 construction workers whose employers delayed the payment of their salaries.”
“We will launch a public consultation for the proposed EFMA changes later this month and we target to implement the changes to the EFMA this year. Even as we effect these changes to ensure the integrity of the work pass framework, we are also committed to ensuring an equitable balance of rights and responsibilities between employers and workers. We will therefore separately review the work pass conditions within the Employment of Foreign Manpower Regulations, with a view to rationalise and clarify the employment responsibilities of employers, foreign workers and foreign domestic workers. On the welfare and employment rights of foreign workers, I would agree with Mr Christopher de Souza and Mr Yeo that we need to treat our foreign labour force decently, particularly to ensure that employment rights are upheld and that workers are not subject to exploitative conditions. Foreign workers play an important role in building our infrastructure, caring for our families and making a difference to our lives in different ways. We should treat them in a manner that reflects our Singaporean values of fairness, of decency and respect for all workers. We have found that, by and large, the majority of our employers are responsible in fulfilling their obligations, and that most foreign workers in Singapore are generally happy and treated fairly. We conducted a fairly extensive survey in 2011 with 3,000 foreign workers and they indicated that workers are generally satisfied with working in Singapore, with the majority intending to continue working in Singapore after their existing contracts expire. Page: 1957 There are also stories of exemplary employers who go the extra mile for their staff.”
“We are, therefore, reviewing the Employment of Foreign Manpower Act (EFMA) to ensure that the penalties for breaches are adequate, and that we hold errant employers and other stakeholders accountable. MOM intends to strengthen the EFMA in four ways. Firstly, we will enhance the EFMA to crack down on serious contraventions. Explicit provisions will be created to define major contraventions, instead of prosecuting them as part of other less serious EFMA offences. Some new stand-alone EFMA contraventions we intend to create include the collection of kickbacks from foreign workers, the use of local phantom workers to artificially boost their foreign worker quota as well as the submission for forged educational certificates. Secondly, we will boost deterrence by increasing the penalties for serious contraventions, such as the collection of kickbacks. Our current maximum penalties for breaching the Work Permit conditions are a $5,000 fine and/or six months' imprisonment. This is inadequate. They do not reflect the egregious nature of such acts. Under the revised EFMA, we intend for unscrupulous employers who collect monies from their foreign workers to get or retain a job here to be subject to appropriately heavier penalties. Thirdly, we are designing an appropriate mechanism to complement criminal prosecution. This should allow the authorities to have a timely and proportionate response for regulatory breaches of the EFMA. Finally, we are seeking to expand our powers of investigation to crack increasingly complex syndicate operations. The proposed powers will largely be benchmarked to the powers provided to MOM inspectors under the Workplace Safety and Health Act and the Employment Agencies Act.”
“We also need to take firm action against foreign workers who themselves also try to get around the system to get employed here. For example, some will obtain forged educational qualifications in order to get work passes, and sometimes with the connivance of their potential employers. Over the past few years, MOM has taken stern action against errant employers who over-declare the salaries of their foreign workers to fraudulently obtain S Passes and Employment Passes. They collect kickbacks or they pretend to be employing locals, or what we call the "phantom workers", in order to boost their foreign worker entitlement. We managed to step up our enforcement efforts despite the increasing complexity of such cases and the need for more intensive investigation. Let me highlight this case that has not been made public or did not come into the public's attention. In 2011, Lim Meng Fang and Chua Beng Kiong were sentenced to 43 months and 35 months eight weeks' imprisonment respectively for various employment offences. They set up a shell company in the manufacturing sector and falsely declaring CPF contributions made to 32 "phantom" Singaporean workers. They managed to obtain work passes for 42 foreign workers. Both also collected kickbacks from the workers. They had no genuine business and therefore the workers found themselves being "released" to find their own work. In addition to being jailed, the duo and their company have also been blacklisted by the Ministry from hiring foreign workers. Page: 1956 Apart from increasing our inspections and enforcement checks, we agree with Mr Yeo Guat Kwang that we need stronger deterrent measures against employers that aim to get around our system.”
“Secondly, it is also about looking after our workers, both local and foreign, and that is the right thing to do. [Mr Deputy Speaker (Mr Seah Kian Peng) in the Chair] 5.30 pm Firstly, let me talk about the stronger enforcement to uphold the integrity of the work pass framework. Ms Mary Liew expressed concerns about the effective implementation of the revised dependency ratio ceiling (DRC), and she asked how we are enhancing enforcement to ensure compliance. During the Budget debate, Mr Alex Yam and Dr Teo Ho Pin also raised the possibility of employers who hire phantom workers. I would like to inform Mr Zainudin Nordin, who earlier talked about creativity, that now with the Special Employment Credit (SEC), we will now also have older phantom workers being introduced into the landscape, as companies seek to not only just have phantom workers, but older phantom workers, to benefit from the Special Employment Credit. So we are not short on creativity, certainly not on this front. With that, we are aware that this will invariably happen, and we will tighten our work pass framework, and we know that the temptation for employers to cut corners and bend rules will increase, but the price will have to be paid. We have a duty to the majority of responsible employers to be tough on errant employers who flout the rules and the system in order to get more than their fair share of foreign labour. Deterring breaches of the work pass framework will, like I said earlier, enhance the employment opportunities for local workers. Employers who have to pay the true cost of hiring a foreign worker would have to consider whether hiring a local worker would make more sense instead.”
“I would also like to urge MOM to regularly review and revise the Work Permit conditions under the Foreign Manpower Employment Act, to better protect the well-being of the workers. For instance, currently, the work permit conditions state that employers shall grant adequate rest daily and rest day(s) for workers. There is no clear definition of this so-called adequate rest and rest day. If we go by the international labour standard, the minimum is one rest day per work week. I would like to ask, with the passing of the new International Labour Organization (ILO) Convention 189, would MOM make this employment condition more specific? With regard to the foreign employment source from overseas, there have also been recent reports of many workers being exploited. I would like to urge MOM to step up enforcement and further strengthen legal measures and penalties against these employer-agencies and employers who get involved in exploitative practices, such as accepting kick-backs, giving loans and also being involved in other malpractices. Page: 1955 BG [NS] Tan Chuan-Jin: Sir, I will focus on talking about the better management of our foreign workforce. Earlier, we talked about the objectives of the framework that govern the way we manage this phase. The management of this framework is important for two main reasons. The first reason − I think it is important to highlight this − the framework was put in place to make sure that the system works. Companies that bypass the framework, basically, are trying to get more than their fair share of foreign worker entitlement. What this means is that when they violate the rules and regulations, they are essentially depriving Singaporeans of jobs as well, and this is something that we should enforce.”
“MOM will continually review and enhance our schemes and legislations, explore new measures and also work closely with stakeholders to achieve this shared objective for our workers. The Chairman: Mr Sam Tan is not in the House. Mr Yeo Guat Kwang. Foreign Manpower Management Mr Yeo Guat Kwang : Sir, while the Government tries to refine its foreign manpower policies, we must accept that foreign manpower is essential to keep our economy going and will be needed to complement the local workforce and create new jobs for locals. It is good that we have thought creatively about how to maximise our local manpower. For instance, the foreign spouses of Singaporeans who are now on Long-Term Visit Pass Plus do not need to obtain a work permit if they want to work. Now, they only need a letter of consent from MOM that potential employers can obtain online. They are also not subject to levy and company's dependency quota. I hope we can help them more by facilitating employers to employ them, instead of foreign workers from abroad. Sir, it would be an added benefit if we can support these Singaporean spouses, who have Singaporean children to support, with employability training and skill upgrading. For example, can we extend e2i employment assistance and WDA training support to them at the same level as other Singaporeans? As we are allowing companies to retain experienced work permit holders, I will again urge MOM to set the WSQ certification as a pre-condition for the renewal and application of work permit. Sir, to ensure that they meet the skills standard required, this will also elevate the service and productivity standards as well, so as to cut down abuse.”
“I would like to highlight that foreign workers whose claims are being processed need not stay in Singapore and may choose to return to their home countries. MOM will continue to liaise with them directly and process their claims even after they have left Singapore. Ms Indranee Rajah also requested that MOM step up enforcement on employers who default on the upkeep and maintenance of their foreign workers during the claim process. In addition, to upkeep and maintenance, employers are required to pay their injured workers medical leave wages while they are on medical leave during the claim process. Workers who need help should approach MOM or contact their case officer-in-charge for assistance. We will investigate and ensure that employers fulfil their obligations. As Minister of State Tan mentioned in the Work Injury Compensation Act (WICA) Second Reading speech last November, MOM is aware of this issue and is working with various stakeholders to find a practical solution. Page: 1954 Lastly, the WIC claim process applies equally to all injured workers, both local and foreign. MOM believes that preferential treatment should not be accorded to any parties on the basis of nationality. We are cognisant that injured foreign workers may face greater challenges whilst awaiting the resolution of their WIC claims and, as I have said earlier, we are presently working with the stakeholders, including insurers, healthcare providers, employers and non-governmental organisations (NGOs), to find other practical solutions to further improve our operations. Let me conclude. Creating better, safer and healthier workplaces are long-term objectives for Singapore, which the Government is committed to achieve.”