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.”
The complete record
Every one of 942 lines we hold for Hawazi Daipi, in date order, each linked to its source. Free to read, in full, without an account. Page 9 of 19.
“We will encourage all sectors, including the Government sector, to implement the flexi-work scheme. I do not have the information here. What is the second question?”
“Sir, internally, we review the Employment Act from time to time. With regard to part-time or contract work, we will look at the issues and, if necessary, we will review the Employment Act pertaining to that. As to the Member's first question, it is a complex issue which involves agents in the sending countries. As far as we are concerned, where we can manage local agents, we will do so. In fact, in the case of foreign domestic workers, for employment agents, there are two accreditation bodies which look into standards. The number of accredited members has increased and compliance has also improved. In fact, I was told recently by the Association of Employment Agencies (Singapore) (AEAS) that they had actually deregistered the membership of some of their members who did not comply with their standards. But in the case of cheating done in sending countries, it is outside our purview.”
“Last year, MOM prosecuted 229 employers for the illegal deployment of FDWs. During the same period, MOM helped to recover more than $270,000 in unpaid salaries for 276 FDWs. To complement the enforcement efforts, MOM has also implemented a series of educational measures, such as the mandatory Safety Awareness Course and a bi-annual FDW newsletter, to inform FDWs of their employment rights and the available channels for recourse. In addition, we conduct random interviews with first-time FDWs during their initial months of employment to reiterate to them their employment rights, and determine if they have adjusted to their new work environment in Singapore. Sir, in conclusion, our efforts to nurture a competitive workforce must go hand in hand with efforts to build workplaces that facilitate optimal performance. To maximise the potential of our workforce comprising both local and foreign manpower, our employment practices must be progressive, fair and equitable, based on an individual's merit and productivity. At a more fundamental level, basic standards for employment as well as safety and health must be complied with. The confluence of these factors will make Singapore a great place to work for both local and foreign workers. The Chairman: We have time left. Mdm Halimah.”
“Rather, we need to balance the housing and recreational needs of foreign workers with the concerns of Singaporeans. And this will require Singaporeans to adopt and accept foreign workers within our society. I applaud Ms Phua for recognising this and refusing to take a "not in my backyard" attitude. We need to bring this message to the heartlands. I agree with Mr Ong and Ms Phua that this is a multi-faceted challenge that requires a whole-of-Government effort. MOM, therefore, works closely with the relevant Ministries and Government agencies to identify and resolve the various issues concerning foreign workers. For example, to address the shortage of proper accommodation for foreign workers, an inter-agency committee led by MOM and MND was set up in 2006 to increase the supply, as well as to coordinate enforcement efforts against errant employers for housing their workers in unacceptable accommodation. I would like to assure Ms Phua and Mr Ong that MOM will continue to work closely with various Ministries and Government agencies to proactively monitor and address the housing and recreational needs of foreign workers, as well as the concerns of Singaporeans. Mr Ong Ah Heng has also expressed concern about employers who illegally deploy their foreign domestic workers (FDWs) to work in other premises and those who do not pay salaries to FDWs. Under the Employment of Foreign Manpower Act, FDWs are only allowed to perform domestic duties at the residential address stated in their work permits. Employers are also required to pay their FDWs monthly. Errant employers can be fined up to $5,000, and/or jailed up to six months, and barred from employing another FDW. MOM is committed to safeguarding the well-being of FDWs and treats such offences very seriously.”
“While it is a voluntary system, CONSASS has received widespread support from both developers and contractors. This will help foster a stronger WSH culture in the construction industry. Sir, I will now turn to the management of our foreign workers and the protection of their well-being. As mentioned by Ms Denise Phua, foreign workers play an important role in keeping Singapore competitive. As long as we have more jobs than locals can fill in, and some jobs that locals are not keen to take up, we will have many foreign workers in our midst. This is inevitable for a small place like Singapore. As a result, as observed by Mr Ong Ah Heng during the Budget debate, and Ms Phua yesterday, when Singaporeans see such workers congregating in HDB areas or other public spaces, they are concerned about the management of foreign workers. For foreign workers who commit public order offences or other offences like littering, Government agencies like the police and NEA have been actively taking enforcement action. The feedback that Ms Phua has received from her residents is understandable. Members of the public should report to the authorities if anyone or any group has broken the law or caused public disorder. However, I would like to highlight that the vast majority of foreign workers in Singapore are law-abiding. Statistics from the police show that foreign workers are no more likely to commit crimes than locals. The solution, therefore, cannot be to segregate foreign workers from areas where locals frequent. Indeed, we cannot completely keep them off our housing estates, because they are there. Except for those in the construction and marine industries, work permit holders are in our midst in the housing estates.”
“Notwithstanding the progress made, the construction and marine sectors remain two of the riskiest sectors, accounting for over 50% of the total workplace fatalities in 2007. The recent NUS crane collapse which resulted in three deaths is a reminder that we cannot afford to ease up in our efforts. I agree with Mr Ong that efforts to expand the coverage of the WSH Act to the six new sectors from 1st March should not come at the expense of the existing high-risk sectors. That is certainly not MOM's intention, as evident from the measures implemented in recent months. In July last year, MOM introduced a compulsory worker safety and well-being test for workers in the marine and construction industries. The test ensures that our workers understand their safety responsibilities, and can identify workplace hazards. In January this year, we also enacted the WSH (Construction) Regulations, which require all worksites to have an adequate safety management system and all construction supervisors to receive safety training. Mr Heng Chee How has also asked about the safety of transporting workers to and from workplaces. A Work Group, which would be co-chaired by the Land Transport Authority (or LTA) and MOM, will be formed to review the safety of workers transported on lorries. 12.30 pm Mr Heng Chee How was also concerned that the competitive tender-bidding process may result in safety standards being compromised by some construction companies. As Mr Heng has correctly observed, for any WSH improvements to be sustainable, there must be industry ownership of safety outcomes. It is in this context that the WSH Advisory Committee launched the Construction Safety Audit Scoring System (CONSASS) last November to make safety an integral part of business.”
“But more importantly, it allowed them to reach out to a wider pool of candidates. Dr Ahmad Magad also spoke about the need to monitor discriminatory employment practices. Last November, the Tripartite Centre for Fair Employment, or TAFEP Centre, was launched. It offers a channel for the public to give feedback and seek advice on fair employment matters. The Centre will continually monitor the feedback received, and engage employers to review their employment practices and adopt the guidelines on fair employment. I am confident that the tripartite efforts will encourage and facilitate fair and responsible employment amongst companies, and enable them to better attract and retain valued employees and talents. Let me now speak on workplace safety and health. Mr Heng Chee How would be pleased to know that the workplace fatality rate has continued its steady decline from 4.9 fatalities per 100,000 employees in 2004, to 2.9 in 2007. This is a 40% improvement over the past four years and we are on track to achieve our target of reducing workplace fatalities to 2.5 fatalities per 100,000 employees by 2015. Specifically, in response to Mr Ong Ah Heng's question, high-risk sectors such as the construction and marine industries have also continued to improve their safety outcomes. The fatality rate in the construction industry fell from 9.4 per 100,000 workers in 2006 to 8.3 in 2007, while for the marine industry, the fatality rate dropped from 9.8 in 2006 to seven in 2007. This translates to improvements of 12% and 29% for these two sectors respectively. The injury rates have similarly fallen by 10% for the construction industry, and 39% for the marine industry.”
“In this regard, a promotional approach supported by the tripartite partners – unions, employers and the Government – is more effective in dealing with the issues of workplace discrimination and harassment. In 2006, we formed the Tripartite Alliance for Fair Employment Practices (or TAFEP), led by Mdm Halimah Yacob from NTUC and Mr Bob Tan from SNEF, to raise awareness of fair and responsible employment practices and facilitate the adoption of such practices among employers. TAFEP has received strong support from employers, with the number of employers pledging to embrace the principles of fair employment doubling to more than 600 within the last year. Just last Thursday, TAFEP and the Association of Small and Medium Enterprises organised a breakfast session for CEOs of SMEs. By the end of the morning, more than 30 CEOs have signed the Employers' Pledge of Fair Employment Practices to signal their support for fair employment. With respect to job advertisements, TAFEP will continue to work closely with the newspapers and employers to ensure that job advertisements are in line with the guidelines. Many of the discriminatory job advertisements arise from a lack of awareness, rather than blatant biasness. Often, it is a matter of helping employers phrase their requirements accurately. For example, some employers advertised for fresh graduates when their intended message was that working experience was not a pre-requisite. Such advertisements not only turned away experienced graduates, but could also be viewed as discriminatory. At TAFEP's advice, these employers reviewed their job advertisements and removed the "fresh graduates" clause. Doing so enhanced their image as fair employers.”
“This has led to an increase in productivity and staff retention - Terra Holdings halved its turnover rate from 30% in 2006 to 14% last year, while improving their year-on-year sales. Going forward, we will continue to refine our programmes and funding schemes to encourage and facilitate more employers to implement flexible work arrangements and other work-life strategies as well as build platforms to share and recognise good practices. Second, fair employment practices. Dr Ahmad Magad has asked whether legislation would be effective in addressing workplace discrimination and preventing discriminatory job advertisements. The experiences of other countries have demonstrated that legislation has not effectively addressed the issue of discrimination. In some cases, the number of complaints has in fact increased after laws have been enacted. But far from addressing the problem, such legislative measures have resulted in a litigious labour-management climate. Ms Ellen Lee has also raised the issue of workplace sexual harassment. MOM hardly receives complaints of such nature. Notwithstanding this, as with cases of workplace discrimination, workers who experience sexual harassment problems could take up the issue with their management, or through their unions if they are union members. If necessary, they could also lodge a police report. As alluded by Ms Lee, the Penal Code has provisions against insulting the modesty of a woman and making obscene or lewd acts at woman. Since there are already avenues of recourse and legal protection available, there is no need for additional legislation against workplace sexual harassment. Sir, the real challenge is to positively shape mindsets and behaviour.”
“We have therefore rolled out a series of promotional activities to raise awareness, including the Work-Life Harmony Week and the Work-Life Conference since 2005. MOM also works closely with the Employer Alliance, which is a group of employers committed to work-life promotion, to generate buy-in amongst CEOs and business leaders. The results have been encouraging. In a recent survey of four Asian countries (ie, Japan, China, Hong Kong and Singapore) by Hudson, Singapore companies were found to be the most likely to implement work-life policies. To encourage more companies to employ new workers on part-time work or flexible work arrangement, MOM launched the Flexi-Works! Scheme in November last year. Administered by the National Trades Union Congress (or NTUC) and Singapore National Employers Federation (or SNEF), the scheme offers grants of up to $100,000 to help companies defray the cost of implementing flexible work arrangements, including the various examples mentioned by Dr Ahmad Magad. The Flexi-Works! Scheme complements other work-life initiatives by the Tripartite Committee on Work-Life Strategy, including the Work Life Excellence Award, which recognises companies with excellent work-life culture and practices, and the Work-Life Works! Fund (or WoW! Fund). Flexible work arrangements can lead to win-win outcomes for the employer and employee. Employees who are better able to balance their work and personal lives are likely to be more committed and productive in their work. One example is Terra Holdings, a small IT company with about 20 staff. With assistance from the WoW! Fund, Terra Holdings has put in place flexible work arrangements such as telecommuting and part-time work.”
“Sir, the Minister of State has spoken about the policies and measures to facilitate the re-employment of older workers as well as to encourage women to return to the workforce. I shall elaborate on the efforts to promote flexible work arrangements and fair employment practices, both of which can impact the employment of older workers and working mothers. First, flexible work arrangements. I agree with Dr Ahmad Magad and Dr Lim Wee Kiak as well as Miss Penny Low and Dr Amy Khor who spoke during the Budget debate, about the need to encourage economically inactive residents to join the workforce. Indeed, one of the key strategies to achieve this would be to facilitate part-time employment and flexible work arrangements. A study done by MOM in 2006 on economically inactive women of ages 25 to 49 and older persons of ages 50 to 64, found that more than nine out of 10 of those intending to look for work in the next two years, were looking for part-time work. In this tight labour market, employers can therefore address part of their staffing needs by encouraging more of the economically-inactive to take up jobs. To address Dr Lim's concerns about the legal protection for part-time workers, I would like to point out that part-time employees are covered under the Employment Act. Part-time employees enjoy similar benefits as full-timers, such as annual leave, sick leave and maternity leave, except that these are pro-rated based on their working hours. They are also entitled to CPF contributions from their employers. Dr Amy Khor has asked for a study to examine the obstacles preventing employers from offering flexible work. Such a study was conducted by MOM in 2005. It found that some employers were ill-informed about work-life practices and sceptical about the benefits.”
“Sir, we live with progress and better life in peace and stability. Thanks to the Singapore Armed Forces. Singaporean families have accepted National Service as part of their life. However, I wonder if the high standard of living and a good life that we enjoy now has had any adverse effects on Singaporeans' attitude towards national defence and their roles in it? Has MINDEF done any study to gauge the attitude of Singaporeans, including young people, towards National Service and their parts in Total Defence concept? Sir, there is also the issue of how the declining number of births among Singaporeans has affected our manpower needs in defence. As our young people enjoy better education and are also becoming more mobile globally, has there been any impact on their commitment to National Service? My last question relates to how MINDEF can give recognition to the contribution of business organisations that have released their workers to do reservist training. The business world is becoming more fast paced and competitive. And so how can we better help Singaporeans as well as employers balance National Service commitments with the pressures of work, particularly for those who have to travel overseas for work? How can Singaporeans and the corporate citizen's commitment and contribution to National Service be recognised meaningfully? New Citizens”
“This is especially so because Singaporeans are directly or indirectly involved in Singapore's defence through National Service. The escape of the Jemaah Islamiyah mastermind, Mas Selamat Kastari, from detention yesterday has highlighted the potential threat of terrorism and terrorist attacks in Singapore. Can the Minister give his assessment on the extent of the threat from terrorist groups in Singapore and around the region?”
“Sir, I also would like to talk about and ask questions on Singapore's security environment. We live in a world of uncertainty. The consequence of the end of the Cold War, the rise of China and India as economic and military powers as well as the threat of global terrorism pose constant challenge to the security and safety of states, more so for small states like Singapore. I believe Singaporeans support the Government's defence policy which has brought about a strong SAF that protects their safety and provides security. However, the uncertainty in the global and regional security environment calls for constant vigilance and agility of our defence policy. Here, I would like to ask the Minister for an update on the security environment around Southeast Asia and the wider region. Are we cooperating better with our neighbours to enhance our collective security in Southeast Asia, in particular, as an example, with Indonesia, despite the problems that we have in implementing the already agreed Defence Cooperation Agreement? Are the two countries cooperating in other mutually beneficial collaboration? How has the success been of our own and ASEAN's policy of engaging the major powers in dialogues on security in the region? What have been the attitude and response of the United States, Russia, China and India, for example, to ASEAN's aspiration for peace and stability? Sir, I would also like to know about the progress of specific defence cooperation, such as one in combating piracy and terrorist attacks in the Straits of Malacca which is critical to our economic well-being. I believe clear articulation of the security challenges and threats to Singapore would help Singaporeans understand and appreciate our defence policies better.”
“Sir, I would like to talk about the Middle East too. In the last few years, we have stepped up diplomatic and economic relations with countries in the Middle East. Our leaders have visited many countries there. Some Singapore companies have invested there too. On our part, we also try to attract investments from the Middle East. What has been the success of this drive to step up relations with the region? Do our private sector companies actually have the resources to meet the needs for investment in the various Middle-eastern countries? Working with a new region requires us to understand their custom, culture as well as religion. This is an opportunity for Singaporeans to learn about the Arab culture and customs as well as about Islam, so that Singaporeans can relate better to their counterparts or partners or co-workers if they invest or work in the Middle East. We also need to understand the dynamics in the Middle East through research and dialogues. We can tap on Singapore's own Arab and Islamic heritage to forge closer relations with countries in the Middle East. How is this being done? Are there programmes to enhance the people-to-people relations between Singapore and countries in the Middle East? Middle East Institute”
“Sir, relations with neighbouring countries are critical to Singapore's well-being. We aspire for good relations. But there are ups and downs in relationship between neighbours partly because we compete with them even as we cooperate in those areas. I would like to ask the Minister to give an update on our relations with Indonesia, Malaysia, Thailand as well as Vietnam. What is the stage of our relationship with Indonesia despite the ongoing problems relating to the export ban on sand by Indonesia and the problem of Temasek's investment in telecom companies there, as well as the extradition treaty and defence agreement? Can the Minister also give an update on our relations with Malaysia in terms of new areas of cooperation and on the Pedra Branca case? On Thailand, following the election of the new government, there seems to be a prospect of better relations. So, what is the state of affairs in our relationship with Thailand? Vietnam is a fast-growing neighbour. How are we working with Vietnam in terms of economic cooperation as well as diplomatic relations? Bilateral Relations with India and China”
“Sir, the signing of the ASEAN Charter by leaders in Singapore last year was a hallmark agreement. It paved the way towards a more integrated ASEAN whose conduct, as a regional grouping, is based on international rules, mutual development and benefits for its peoples. But the Charter is only as good as the commitment and willingness of individual member countries to operationalise it. I would like to ask the Minister's assessment on how well the Charter will bring ASEAN forward towards economic integration. A few ASEAN countries have not ratified the Charter and indeed some may have problems signing the Charter within a year before the next Leaders' Summit. Does that mean that the intent of the ASEAN Charter will not be immediately implemented? In short, how will ASEAN deal with the possibility of some member countries not ratifying the Charter within one year? Sir, on a broader point, the global economic, security, political, social and even climatic environments are fast changing. The rise of China and India as economic and potentially military giants, for example, would pose a big challenge for ASEAN. Can the Minister tell us what he thinks are likely to be the challenges facing ASEAN in the next 10 years? One question that will always be asked is how will ASEAN deal with the issue of Myanmar without causing a rift in the regional grouping as well as between ASEAN and its partner countries. Developing Human Rights Policy”
“Sir, employers have a lot of choices to employ foreign domestic workers from the sources that they like. As I have said, 95% of the first-time foreign domestic workers who took the entry test passed the test. So, there is no problem in getting alternative workers. Secondly, we must always remember that the foreign domestic workers may not stick with the first employer that they encountered. They may not be able to work with the employer, or the employer may not like the foreign domestic worker, and the next employer may not necessarily be one who speaks the language of the domestic worker. So, it is necessary, in the overall interest of the foreign domestic workers, as well as the employers, that we require the foreign domestic workers to pass an entry test which will allow them to understand simple instructions, which basically is in English language. Column No : 346 PRISONERS (Inflicted with more than 24 strokes of the cane) 12. Ms Sylvia Lim asked the Deputy Prime Minister and Minister for Law (a) whether there are cases where prisoners have been inflicted with more than the limit of 24 strokes of the cane; and (b) if so, how did this come about.”
“Sir, the suggestion is taken. EMPLOYMENT ACT (Review of salary ceiling for non-manual workers) 13. Mdm Halimah Yacob asked the Minister for Manpower whether the Ministry will consider raising the $1,600 salary ceiling for non-manual workers to enjoy overtime and other benefits stipulated under the Employment Act as the median wage has increased and a review is long overdue.”
“We have not found out the reasons. But it is true that quite a large number of casual workers and self-employed have not signed up for WIS. Only 54,000 such workers received WIS, as compared to 160,000 workers who received Workfare Bonus the year before. Some informal workers may not be aware of this. So, we want to step up efforts and reach out to them through various organisations. Already in the past year, quite a number of activities were organised - briefing grassroots leaders and voluntary welfare organisations, including residents, hawkers and hawker assistants. Secondly, unlike the Workfare Bonus Scheme, self-employed and informal workers need to fulfil their Medisave liabilities before they can receive WIS. Many such workers did not receive WIS because they have not yet contributed to their CPF. Nevertheless, if they contribute before 31st March 2008, they will get the full sum of WIS on 1st May this year.”
“Sir, our assessment is that workers are quite aware of WIS and the benefits of it. People are gainfully employed and we want to encourage employment of Singaporeans, and this has worked. As to how to encourage more casual workers to sign, I think we have done some work. MOM has worked with grassroots organisations, reaching out to hawkers and other casual workers and self-employed persons to inform them about WIS. We have published a booklet on Workfare Income Supplement Scheme distributed at grassroots outlets, including the community clubs. So, people can look up this information. The public can also look up the website. If they want to find out how much they need to contribute as casual workers or part-time workers to their Medisave account, they can look up www.wis.sg. It is very simple. Even if they do not have a computer and do not have access to Internet, they can go to a community club and find out for themselves.”
“Mr Speaker, Sir, the PCP is meant to help displaced PMETs. If there is any need to help those who are currently employed but wish to find alternative employment or profession in future, we can look into that. GO-THE-EXTRA-MILE FOR SERVICE (GEMS) MOVEMENT 12. Mdm Ho Geok Choo asked the Minister for Manpower (a) what plans are in place to encourage Chief Executive Officers (CEOs) to go beyond the Go-the-Extra-Mile for Service (GEMS) movement; (b) how can CEOs be cajoled to improve Singapore's service culture; and (c) to date, how would the Ministry assess the success of the GEMS movement.”
“Sir, PCP aims to help 1,000 PMETs to get suitable jobs for them over a period of two years. As I have said, 470-odd PMETs have been placed and trained. About 130 of them are now undergoing training. So, over a period of two years, we aim to help 1,000 PMETs. These are jobs which are of higher skill. But, over the years, we have been helping PMETs who have lost their jobs to get jobs which are suitable to their needs. And this assistance has been given by the DCNs, including Community Development Councils, self-help groups, SNEF and other agencies. But, overall, in general, I would say that the unemployment rate amongst PMETs has declined and re-employment rate has improved. Let me give you some figures on the re-employment rate of PMETs who have lost their jobs. In June 2004, 58.5% were re-employed within a period of six months after losing their jobs; in June 2005, 64.5%; and in June 2006, 72.6%. Unemployment rate amongst PMETs has also declined over the years and lower compared to the overall resident unemployment rate. In 2003, for example, 4.1% resident PMETs lost their jobs or unemployed, compared to 5.9% of overall resident unemployment. In 2004, 3.8% for PMETs and 5.8% amongst resident workforce. In 2006, 2.9% amongst PMETs and 4.5% amongst resident unemployed, overall. So, overall, unemployment rate has declined and re-employment has improved. Yes, we may still have people who have difficulties in getting the jobs that they want, but the jobs that people take up may depend on their own ability and their interest. So what we are trying to do, through WDA and MOM, is to provide for those who want to shift their careers. So 1,000 workers over two years, with $20 million to be spent.”
“Mr Ong Ah Heng asked the Minister for Manpower if he can provide a progress report on the utilisation of the Lifelong Learning Endowment Fund and the areas it had benefited our workers most in enhancing employment opportunities.”
“Since the Workplace Safety and Health Act took effect from 1st March 2006, we have made good progress in improving workplace safety and health outcomes in Singapore. The number of work related fatalities fell from 71 in 2005 to 62 in 2006. Correspondingly, the workplace fatality rate in 2006 was 3.1 per 100,000 workers, a 22% reduction from 4.0 per 100,000 workers in 2005 and a reduction of more than one-third from 4.9 in 2004. There has also been a reduction in the first nine months of this year compared to the same period last year. Nevertheless, we must press on with our efforts, as long as workers still meet with death and injury at work. As I announced in Parliament last year when the Workplace Safety and Health Act was passed, the Act will cover workplaces across all sectors in three to five years. This will be done in phases in consultation with industry, to ensure a sustainable buildup and to allow reasonable time for companies to build their capabilities to comply with the Act. At present, the Act largely covers factories, construction sites and shipyards. The next phase of workplaces to be covered under the Act will be rolled out on 1st March 2008. The six new sectors either have higher accident rates or are sectors where the potential consequences of any accident can be serious. These selected sectors are: (i) Services allied to the transport of goods, such as logistics, freight forwarding and cargo surveying services; (ii) Landscape care and maintenance service activities, such as grass-cutting; (iii) Water supply, sewerage and waste management, such as refuse disposal; (iv) Hotels and restaurants; (v) Healthcare activities, such as hospitals; and (vi) Veterinary activities. LIFELONG LEARNING ENDOWMENT FUND (Report on utilisation) 15.”
“Sir, that is the most obvious observation that we have made. Requiring foreign domestic workers to have some basic numeracy, literacy as well as basic education means we want to make sure that they are here prepared to work in a completely different environment where English is widely used. With the ability to understand instructions, including safety instructions, their safety is safeguarded, and therefore we observe that the number of accidents and deaths has fallen. CYBER/GAMING CAFES The following Question stood in the name of Ms Ellen Lee - 13. To ask the Deputy Prime Minister and Minister for Home Affairs (a) whether there is control over the excessive proliferation of cyber/gaming cafes, especially in the heartlands and within close proximity to schools; and (b) whether there are measures to control children and young persons, particularly students under 16 years of age, from patronising them.”
“Sir, SMEs may be slow in subscribing to the flexible wage system, because they may not have the full information. That is why MOM, together with the Chambers of Commerce and employer organisations, is working closely to reach out to them to explain through seminars and workshops on the workings of the flexible wage system - the three components that I briefed the House earlier. More can be done, of course, to reach out to them, including detailed explanations on how they can implement the monthly variable component of the wage system. On CPF restoration for older workers, we have many ways to help older workers, including the WIS. We should not look at just one component of the wage system. We are looking at a comprehensive way of helping through income supplementation too. Column No : 2157 ANNUITY INSURANCE SCHEME 19. Mdm Ho Geok Choo asked the Minister for Manpower (a) what plans does the Government have in terms of other measures to establish a secure retirement other than changes made to the CPF scheme; (b) whether the Government has considered the taking up of annuity insurance to be taken up at the commencement of work just like the CPF; and (c) if he can provide updates on modifications, if any, to be made to the proposed annuity scheme.”
“Sir, all the measures that have been taken by MOM together with our stakeholders - the unions and employers' organisations - are meant to help workers who are likely to have more problems of getting jobs, and these include older workers and low-educated workers. We must look at the long-term employability of these workers. We can always be encouraged by the short-term buoyancy and employment rate of all our workers, including older workers, but we must take into consideration the long-term viability of their employment. With that in mind, we decide very cautiously on the CPF rates, including the rate at which increases are made.”
“Yes, Sir. I wanted to ask what was her question.”
“Workers above 45 years of age, earning between $500 and $1,000 inclusive, will receive $1,200 in total WIS, which translates to about 10%-20% increase in annual income.”
“An easy-to-read handbook was published in both English and Chinese and distributed to SMEs through various employers' organisations as a reference guide in implementing flexible wages. Ms Irene Ng asked about the restoration of CPF cut for workers above 50 years old. Employers' CPF contributions are important in providing social security to Singaporean workers. However, this must be balanced with the impact on the overall employability of locals and the cost competitiveness of our economy. These considerations underpin our calibration of CPF rates. These were also the reasons why in the 2003 CPF retuning exercise, the House agreed that the long-term target CPF contribution rate should be reduced from 40% to a range of between 30% and 36%, depending on economic performance and for workers not more than 50 years old, with the employer contribution varying between 10% and 16%. To improve the employability of older workers, a further reduction was made for those aged 50 to 55 which was lowered over two years to range from 24% to 30%, with the employer contribution varying between 6% and 12%. There were no changes to the employer contribution rates for workers above 55 in 2003. In view of the buoyant economy and labour market, the employer CPF contribution rate was increased for all employees by 1.5% in July this year, except for older low wage workers above the age of 35 and earning up to $1,500. For older low wage workers, employers' CPF was instead reduced to further enhance their employability. This reduction, however, will be more than made up for by the Workfare Income Supplement (WIS), starting in January 2008.”
“Sir, Ms Irene Ng and Ms Ho Geok Choo asked for an update on the pace of wage restructuring. The Tripartite Taskforce on Wage Restructuring had made three key recommendations to make wages more flexible and performance-based: (i) move away from seniority-based wage system and narrow the maximum-minimum salary ratio to an average of 1.5 or less; (ii) build up the Monthly Variable Component; and (iii) implement variable bonus linked to Key Performance Indicators. Our data shows that as at December 2006, 83% of the private sector workforce worked for employers who had implemented at least one of the three measures. As at December 2006, 60% of the workers worked for firms that had narrowed or were narrowing the wage ratio to 1.5 or less, an improvement from 52% in June 2004. SMEs that employ more than 25 and less than 200 workers were under-represented in this group. Although the SME workforce is about 41% of the total workforce in the private sector, SME workers who worked in firms that had narrowed or were narrowing the salary ratio comprise only 24% of the total workforce in the private sector. A similar pattern can be seen when looking at the level of adoption by firms. 62% of workers in large firms, compared to 58% of workers in SMEs, had narrowed or were narrowing the salary ratio. More effort is required to help SMEs understand how a flexible and performance-based wage system could be implemented. For example, the Ministry and the Singapore Chinese Chamber of Commerce and Industry, in partnership with other employers' organisations, recently organised a Mandarin Seminar on Wage Restructuring specifically for SMEs.”
“Sir, as I explained in my reply, WDA, STB and other agencies have been working with our educational institutions to open up more places to students in tourism-related studies. Already, 3,000 students this year have been admitted to such courses, up from 2,000 the previous year. There are many jobs which Singaporeans can take up in the tourism-related activities, including in the two IRs. They can work as dealers, table supervisors, cashiers, F&B servers, cooks and chefs, and so on. There are many job opportunities that they can fill. But, of course, we also need to complement with foreign workers. Apart from the educational institutions training future workers, the companies have been working with WDA and other agencies to train their workers in various types of services activities. This is to ensure that when tourism activities become even more vibrant, our workers would be better placed to take up better jobs and better-paying jobs. UNSW ASIA (Financial obligations) 10. Mr Siew Kum Hong asked the Minister for Trade and Industry (a) whether the obligations of UNSW Asia are subject to a guarantee by the parent university in Australia; and (b) whether the Economic Development Board, when negotiating an agreement with a university intending to invest in Singapore, takes any measures to ensure that the university fulfills its financial obligations to its academic staff if the venture fails.”
“Sir, I do not have the information on the first part of the question. I think the hon. Member can submit another PQ to get the answer that she wants. As to encouraging Singaporeans to be more open to work in the tourism-related industry, much has been done by WDA, STB and other agencies together to encourage Singaporeans to be more open and to be attracted to the services sector. But the key point is also in training students in our schools in the various vocations and professional areas related to tourism as well as to train existing workers in the services sector so that if they need to work in direct tourism-related activities, they would be in a better position to do so.”
“Malay/Muslim VWOs are the target and beneficiaries of these initiatives as well. For greater transparency, the Commissioner of Charities will require charities that are Institutions of a Public Character to self-disclose their level of adoption of the Code of Governance on the online Charity Portal. The Charities Unit and NCSS will also be encouraging VWO charities that are not covered by this requirement to comply with the Code and to declare their compliance. Indeed, it is in the VWO charity's interest to do so, as greater adoption of the Code will give the public confidence that the charity is well governed. And this would help the charity to attract more public support and donation. ASEAN INTEGRATION (Update on process) 14. Dr Fatimah Lateef asked the Minister for Foreign Affairs (a) in light of Singapore assuming the chairmanship of ASEAN for the next 12 months, what will be our focus and strategies; (b) whether he will provide an update on the process of ASEAN integration, with regard to recent views that the pace of ASEAN integration should not be set by the slowest members; and (c) whether he will provide an update on the drafting of the ASEAN Charter.”
“MALAY/MUSLIM VOLUNTARY WELFARE ORGANISATIONS (Adoption of NCSS' code of governance and management) 13. Dr Ahmad Mohd Magad asked the Minister for the Environment and Water Resources and Minister-in-charge of Muslim Affairs in view of the recent incidents involving the management of local charities and non-governmental organisations (a) what steps are taken to ensure that Malay/Muslim voluntary welfare organisations (VWOs) are keeping up with the guidelines in the National Council of Social Service's code of governance and management; and (b) what is being done to encourage more of these VWOs to voluntarily declare their level of adoption of this code. Assoc. Prof. Dr Yaacob Ibrahim: Sir, the National Council of Social Service' s Code of Governance and Management for Voluntary Welfare Organisations is a set of guidelines that aims to facilitate all local VWOs, including Malay/Muslim VWOs, to benchmark and align their governance practices with international standards. The Code sets out recommended governance practices in areas such as conflict of interest, financial and management control, disclosure and transparency as well as fund-raising activities. This Code will be replaced by the Charity Council's Code of Governance for Charities and Institutions of a Public Character (IPCs) by the end of this year. The National Council of Social Service, or NCSS, has put in place training programmes to encourage and help VWOs to improve their governance and comply with the Code. NCSS' Social Service Training Institute offers training and consultancy services on board governance. MCYS' VWO Capability Funding also provides funding support to VWOs for training, consultancy and projects to upgrade the governance capability of the organisation.”
“The ARS will help reassure the public of the credibility of our religious teachers. The Muslim community has accepted the religious teachers' directory as a trustworthy reference when they seek religious teachers. It is a safeguard against false teachers who preach self-serving beliefs. At the same time, MUIS is developing the local asatizahs by providing training to help them upgrade their skills and keep up with global developments. When seeking religious knowledge, Muslims are encouraged to be guided by a qualified teacher. This applies to every Muslim, regardless of his educational background or social status. Hence, MUIS' efforts have focused on making available qualified religious instructors to guide the community, not only to be good Muslims but good citizens in a multi-racial and multi-religious context. At the same time, families must also play their part and be vigilant of the type of Islamic learning that their family members are seeking. Mdm Ho Geok Choo (West Coast): I would like to thank the Minister for the very comprehensive answer. I understand that the Singapore Islamic Education System (SIES) is actually focused on young children and youth. I am just wondering whether the Minister has any plans to tweak the SIES to appeal more to the graduates and the professionals. Assoc. Prof. Dr Yaacob Ibrahim: Sir, the plans are in the pipeline. These will be rolled out progressively. As we learn from our experiences in dealing with young people and the youth, we roll out the plans to other target groups. There are plans for an adult education programme. But given that they are adults, perhaps the approach may be different, compared to the programme that we are rolling out to the young people.”
“It also takes into account Singapore's multi-racial and multi-religious context, and that Singapore is a secular country. MUIS has also put in place programmes that focus on the young. It has formed the Youth Development Cluster consisting of the Youth Education and the Youth Engagement Strategic Units. Through these units, MUIS will continue to actively engage youth via multiple channels and platforms, including both the traditional and new media. For example, MUIS has recently launched a youth-friendly website "INvoKe.SG", targeting both schooling youth and young adults aged 15 to 35. This is a platform for MUIS to engage our youth so that they can gain Islamic knowledge from the right sources. To help young Muslims become more aware and be able to immunise themselves from radical or terrorist ideas and ideologies, MUIS' Youth Education Strategic Unit has been organising the "Building Resilient Youth" Seminars to highlight and discuss issues which the youth should be concerned about. The Unit also maintains an Internet-based enquiry service for our young. Through this platform, youth can ask any religious question anonymously, and get answers from authoritative sources in simple, easy to understand language. MUIS has also set up the Students Resource Development Secretariat (SRDS) to keep in touch with students pursuing Islamic education overseas, and to help them stay connected to the developments in Singapore. This will help ensure that, upon their return, they are able to promote religious teachings that are relevant to Singapore's context. MUIS has also established the Asatizah Recognition Scheme (ARS), which allows only credible and bona fide asatizahs (religious teachers) to teach in our mosques in Singapore.”
“Mdm Ho Geok Choo asked the Minister for the Environment and Water Resources and Minister-in-charge of Muslim Affairs in light of the revelation that highly-educated Muslims are being lured into terrorism, what measures are being taken by the Majlis Ugama Islam Singapura to reach out and provide correct religious guidance to Muslim graduates and professionals. The Minister for the Environment and Water Resources and Minister-in-charge of Muslim Affairs (Assoc. Prof. Dr Yaacob Ibrahim): Mr Speaker, Sir, Islam is a religion of peace and tolerance. It neither preaches nor condones aggression, violence and terrorism. Unfortunately, a small group of people has distorted the religion and has justified their acts of aggression in the name of Islam. In Singapore, our Muslim community is well-adjusted to life in a multi-religious and multi-racial society. Nonetheless, this is something we cannot take for granted. As an open economy which is well- connected to the world through channels such as the Internet and other media, the community must be mindful of negative influences and ideology. And the community must fortify itself from such influences. Hence, religious development is central to the well-being of the Malay/Muslim community. MUIS, together with its many partners and stakeholders, has put in place a number of initiatives and programmes to ensure that Muslims lead a healthy religious life in Singapore, and that radical or extreme elements do not emerge in the community. One key initiative is the Singapore Islamic Education System that MUIS has introduced. This is a system for part-time religious education. It has a progressive and inclusive curriculum, which helps to provide a strong religious foundation, based on the values and virtues of Islam.”
“Sir, in general, jobs are abound. Singaporeans who are unemployed have the opportunities to be employed. They can seek help from the CDCs or other DCN partners including the CareerLink Plus run by the self-help groups who will help to get either full-time job or part-time jobs. Some women or workers may not want full-time jobs because of their family backgrounds and they may only require part-time jobs. At least one CDC has piloted to help such job seekers to seek part-time jobs. The North West CDC has in the last three months helped 100 job seekers with part-time jobs. What the CDC has done is to seek part-time jobs from employers in the north-west district and help men and women, older workers included, who want only part-time jobs. So whether part-time or full-time jobs, what needs to be done by the job seekers is to go to the CDCs or other DCN partners to register their interest - the CDC will profile their skills and try to match them with a suitable job, place them and train them, if necessary. Some people may need further encouragement to take up jobs offered to them because there are job seekers who have declined jobs offered by the CDCs, DCN partners or NTUC. So, more needs to be done to encourage people to go back to work. In fact, the three groups that I have talked about will work with their stakeholders - employers, other organisations as well as the potential workers themselves - so that more people can get help. MAJLIS UGAMA ISLAM SINGAPURA (Provision of correct religious guidance to Muslim graduates and professionals) 12.”
“In particular, the tripartite partners have been working with companies to implement age-friendly employment practices. WDA' s ADVANTAGE! Scheme provides funding up to $400,000 per company to encourage employers to facilitate the recruitment, retention and re-employment of older workers. The re-employment legislation, which will take effect by 1st January 2012, will also help to facilitate older workers to work longer. We will also enhance the Workfare Income Supplement (WIS) Scheme to give higher payouts to low-wage workers aged above 55 and 60. These workers can receive up to double the payout to the younger workers. The Tripartite Workgroup on Enhancing Employment Choices for Women, led by Mdm Halimah Yacob, is studying targeted strategies to enhance the employability of older women, and I look forward to receiving their recommendations.”
“Sir, Singapore's employment rate for females aged 55 and above was 22% in 2006. This is comparable to the average of 22.2% among OECD countries. Nevertheless, it is lower than Japan (27.3%), the US (31.4%) and Sweden (42.9%). This is mainly because a large number of Singapore women would leave the workforce during the child-bearing age of about 30 and most never returned. Like Singapore, many countries see a dip in the female employment rates during child-bearing ages. However, our employment rate does not rise back thereafter, unlike in countries like Japan or Australia. In the 2006 Labour Force Survey, about two-thirds (65%) of economically inactive women aged 55 to 64 cited housework as their main reason for not working. One strategy to help females stay in or rejoin the workforce is to enable them to better manage their family and work commitments. The Ministry has therefore been working with companies to introduce workplace arrangements to enhance the work-life needs of their employees. This is spearheaded by the Tripartite Committee on Work-Life Strategy, chaired by me. And in 2004, MOM launched the $10 million Work-Life Works! (WoW!) Fund to help employers to introduce work-life measures at the workplace, with an emphasis on flexible work arrangements. So far, 445 companies have received grants to enhance their work-life strategies. The WoW! Fund was topped up by another $10 million this year. To raise the employment rate of older workers in general, the Tripartite Committee on Employability of Older Workers, chaired by the Minister of State Gan Kim Yong, has recommended a holistic set of strategies in its final report in May this year. The Committee is continuing its work for the next five years to implement these measures.”
“Sir, contrary to the comment made by Mr Low, the CDCs, together with WDA, constantly review their processes so that CDCs and other DCN partners can be more effective in helping the job seekers. Yes, about 30% of job seekers have been assisted with placement. But placement may depend on many factors - the employers, the employees, readiness to be employed among potential employees. What we want to do is to make sure that job seekers will get a good chance to get the first job first. Many CDCs, as I said earlier, want to enhance their services by training them after placement, to make sure that they can keep the job long enough so that they can earn good income. And 60% of the workers who have been placed have been able to keep their jobs for more than three months. So, I think, across the CDCs and DCN, we have been doing better but, of course, things can be done even better to ensure that services can benefit more job seekers. FEMALE EMPLOYMENT RATE AFTER AGE 55 11. Mrs Josephine Teo asked the Minister for Manpower (a) what are the reasons for the relatively low female employment rate after age 55 in Singapore compared to OECD countries; and (b) what steps can be taken to boost the employment rate of women in this age group.”
“Sir, the CDCs and all other DCN partners cater to the needs of all job seekers. The CDCs and the DCN also seek jobs from potential employers and they can be in the form of full-time jobs or part-time jobs. The needs of all the job seekers are assessed very carefully. Job seekers are counselled or advised on the nature of the job that they may be offered. They may be trained. Many CDCs are already placing them first and train them for the job so that they be gainfully employed and assisted so that they can keep the job long enough for them to get good income. Overall, I would say that the placement rate for all job seekers across ages has been good but, of course, the older workers may find more difficulties in getting employed.”
“Sir, we have to be fair to the foreign domestic workers too and we must make sure that they are well taken care of while working in Singapore and they are paid on time while working in the household. I do not think it is an issue of being equitable. For the different households and some of whom may need extra assistance, they are already paying concessionary levy and, as I have mentioned earlier, the amount of concessionary levy has been reduced over the years. This should be able to help those who may need some extra assistance from the Ministry of Manpower.”
“Sir, we should not look at employing a foreign domestic worker as an entitlement. If Mr Chiam's concern is that this household who cannot afford a foreign domestic worker because of the levy should be assisted, then I think we have to be very prudent in our approach. It would not be desirable for foreign domestic workers to be hired by low-level families who have problems making ends meet. We have to be careful in managing the number and, at the same time, the welfare of foreign domestic workers because, when they are here, we want them to be well taken care of and well protected, and they should not be exposed unduly to the possibility of not being paid by the low-income family. I think we have to be very prudent in our approach in employing foreign domestic workers. Secondly, hiring foreign domestic workers should not be the only solution for our households. There are already assistance schemes administered by the Ministry of Community Development, Youth and Sports. There are schemes and programmes run by voluntary welfare organisations, in conjunction with the Ministry of Community Development, Youth and Sports, to help children and the elderly, or the households who need assistance and who may not be able to afford hiring a maid.”
“How does MUIS provide opportunities to asatizahs to improve their qualifications through training courses? And what about opportunities for them to further their education to the Diploma level, which MUIS collaborated with Al-Azhar University? *Cols. 3643-3644. Madrasahs”
“[For vernacular speech, please refer to Appendix A *.] Mr Chairman, religious development and religious leadership is important for the well-being of the community, including the Muslim community. Education in Islamic values in this changing world is *Cols. 3639-3640; 3641-3642;3643-3644. especially important because it will be the anchor that will strengthen the character and living values of the individual and the society. The religious development, including development in education and religious leadership, is also necessary to inculcate good values, in terms of political notion that could lead the community away because the actions advocated may be against the religious teachings but are hidden as being on religious ground. In other words, we want religious education to be enhanced and improved to ensure that we can face the challenges of terrorism. Therefore, the asatizahs' recognition scheme is important as a basis to recognise the qualification of our religious teachers. In many other careers or fields, recognition is an important element. In schools, our teachers are recognised by the NIE qualification and, today, the Ministry of Education has set a higher level of qualification, five 'O' levels for teachers who wish to teach at pre-schools. Hence, we need a better level of qualification and recognition for our religious teachers or asatizahs. In short, my question is: who will qualify to be recognised as asatizahs or religious teachers? I would like to ask the Minister-in-charge of Muslim Affairs to inform us of the number of religious teachers who have been recognised and how MUIS supervises the non-formal religious teachers, such as the Koran teachers who teach at home.”
“Sir, I am pleased to report that, yes, we have taken all these needs into consideration. We are requiring our companies to train their supervisors, safety officers and managers, people through the ranks, to ensure that their ability to manage hazardous situations, and when accidents happen, can be enhanced. Accidents do happen. We want to make sure that workers of different levels are able to manage. How they manage different situations is very difficult to generalise. But we do require companies to train their workers and supervisors, have a system, risk assessment, and to make sure that their workplaces are safer. Sir, there is also a question of leave for philanthropy. There may always be a tendency to mandate all good things. Yes, we must encourage people to do good, community service, whether in Singapore or overseas, and we are encouraging these in our schools too. But we should take caution that we need not necessarily use the law to encourage such good heart and good practice. What we need to do is to educate more employers to practise in a light-heartedly way in approaching requests for leave for such purposes, and I think it is working already.”
“Sir, we understand these concerns. For those who are having problems, we are managing the issues. But we are also monitoring the development and see whether all these reviews are necessary in future. We are not closing our mind to any possibility. What we have reported is that we have made progress. We are protecting our workers, including our pregnant women. And we are sending a very strong signal to employers that they should not discriminate against pregnant women. These are all working at the moment - and we keep our options open in the future. 2.30 pm”