Jessica Tan Soon Neo
Singapore
“Thank you, Mr Speaker, and I thank the Senior Minister of State for his comprehensive reply. I am also very happy to hear that the Ministry of Manpower (MOM) will continue to review that. I agree with the writer that structurally, there are some challenges, and productivity is important.”
“And as global supply chains re-organise, how are we positioning Singapore as a trusted, stable hub so that businesses continue to choose Singapore, create good jobs and keep our economy strong?”
“Caregiving is not only a financial load. It is a time load and a well-being load. Employers have a role to play as well. Incentives for caregiving friendly workplace policies, such as caregiving leave, flexible hours and phased return-to-work schemes, would encourage more companies to adopt practices that keep caregivers employed and prod…”
“I thank the Senior Minister of State for her reply. The reason I am asking this is because I have seen an increasing trend of appeals with regard to these kinds of issues, especially mould caused by continuous use of air-conditioning by neighbours.”
“Mr Speaker, I do have a clarification for the Senior Minister of State. He says that the AV is not relevant for retirees. I would say it is relevant with regard to CareShield Life premium because the assumption is that people only retire at 67.”
“Yet, we must ensure that Singaporeans understand that CareShield Life does not stand alone. It is complemented by a suite of targeted schemes like MediSave Care, which allows monthly withdrawals for care expenses; the Home Caregiving Grant, which offsets informal caregiving costs; and the ElderFund, which provides discretionary support fo…”
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“Although many SMEs today do see the benefits of leveraging digital technology to transform their businesses and address the changing business environment, many do not have the skills or resources to do so and have not done so or do not even have the plans to do so. Klaus Schwab, and I thought he shared this very well and I wanted to share the thoughts that he shared about the Fourth Industrial Revolution, because he talked about the demand and supply side impact on businesses. On the supply side, what he shared was that new technologies in many industries are creating entirely new ways of serving existing needs, enabling new ways of working and significantly disrupting existing industry value chains. Access to global digital platforms for research, development, marketing, sales and distribution has enabled new entrants to compete and thrive by improving the quality, speed or price of what they deliver. On the demand side, technology has also enabled a change in how products and services are being consumed and new services and business models are emerging to address demands and creating new markets. Obvious examples that many of us are familiar with, are online shopping, from Grab to Uber, Deliveroo and Airbnb, just to mention a few. These are giving competition to established incumbents, both large and small, from all industries, whether it is retail, transportation, F&B, hospitality, learning. The barriers to entry have been lowered and new entrants are driving new demands and addressing new demand areas as well. Going digital is important but I do want to stress the point that we must be cognizant that it is not about going digital. Rather, becoming a digital business is a means to an end.”
“It is no longer simply about picking the right bets, having the right skills and then just executing. With the uncertainties that unfold, nurturing a culture of learning and having the mindset and flexibility to adjust and adapt will be key. Otherwise, we will be irrelevant. The measures in this Budget focus on the quality of growth in a future economy that is anchored on building the capabilities of enterprises, deep skills in our people and enabling innovation. I believe that, together with the ITMs, these are the right strategies to enable businesses and our people to stay relevant and thrive in the future. But to achieve deep capabilities, skills and innovation is not easy, because it will require structural changes and partnerships between large and small enterprises, local and foreign, educational and research institutions, trade associations, unions and the Government. I would like to touch on two points in my speech. One is the strategy for economic growth and innovation, and the other around ensuring a caring society and inclusive growth in helping those impacted by the transformation. To build enterprise capability, the Budget outlined the need for enterprises to use digital technology, embrace innovation and scale up. It is evident that enterprises, both large and small, cannot ignore leveraging digital technology to transform their businesses. Many are already facing the impact of the disruption brought about by technology. The introduction of the SMEs Go Digital Programme to help SMEs adopt digital technology and solutions is a necessary initiative.”
“Mdm Speaker, thank you for allowing me to participate in the Budget Debate. Madam, as we discuss this year's Budget, we cannot ignore the changes and how these changes are impacting Singapore and our lives economically, socially, culturally and even our environment. The intensity of the pace, scope and scale of this change is what is different. The rapid changes are driven by the combination of globalisation and technology that are removing the constraints of geographic boundaries and limitations and blurring the lines between the physical and our digital world. Reactions and feedback to the Budget reflect the anxieties and optimism that people are feeling with the impact that these changes are bringing. It is against this landscape of rapid global changes, new opportunities and challenges and a maturing economy that Minister Heng had emphasised that we need to reposition ourselves for the future. He had categorically stated that measures for Budget 2017 for our economy, society and fiscal policies must "take a learning and adaptive approach". He said that we will "try new methods, continue with them when they work well, cut losses when they do not, and draw on feedback and experience to adjust and refine our plans. That is the Singapore way". This "learning and adaptive approach" may be uncomfortable, and I think the feedback we received has indicated that it is uncomfortable for many of us, as we are used to certainty and clear plans. But given the pace, scale and impact of these changes we are seeing, none of us, not even the Government, can predict the future. Rather, we must take some bets directionally, and that enables us to be ready but be prepared to adjust and adapt to the changes that will unfold.”
“If all of this does not happen, we would probably see a situation where employers will have to make the EAP as the jobs available will not be suitable for the worker with the current employer or any other employer. Mr Deputy Speaker, I support the Bill.”
“The Minister has shared in his speech that the Government is assessing the need to extend the 3% additional SEC that supports employers to offset wages which will expire on 1 July this year. I do hope that a decision on this can be made sooner as it will benefit those currently working aged below 67 not covered by the new re-employment age of 67 as well as what the Minister had shared in his speech, those working and above 67. The final area, on the inclusion of the option to allow eligible employees to be re-employed by another employer to increase labour market flexibility, it is good to allow for this flexibility and also having the safeguard that this can only be effected with the agreement of the employee. I do believe that going forward, there is a larger factor that needs to be addressed, especially as we discuss older workers. With the speed of technological changes and the disruptions impacting industries, business models, how work is done and the type and quality of jobs available, there will be job creation, but also job displacements, as well as new skills requirements. So, while we make provisions for re-employment and raise the re-employment age to enable older workers to stay in the workforce if they wish and are able to, we need to complement this with concrete efforts to future-enable all workers. This will involve the development, training and retraining of workers before they reach 60. This will help workers, including older workers, to be more ready to take on re-employment opportunities and new roles that will exist at re-employment age. For workers, having a learning mindset is important.”
“Mr Deputy Speaker, thank you for allowing me to speak on this Bill. I rise in support of this Bill as the amendments seek to help older local workers who are able and wish to stay employed to do so. With an ageing population, increasing life expectancy, we are seeing more people able and wanting to stay in the workforce. In my role as a Member of Parliament, I have met many older residents who have shared with me their desire to stay employed. Raising the re-employment age to 67 years and the provisions in this Bill will be welcome news for these older workers. There are three areas of the Bill that I wish to clarify. Raising the re-employment age to 67. Over the last five years, we do see an increasing trend of older people working in Singapore. For those 65 to 67 years, the labour force participation rate has risen from 30.9% in 2010 to 42.2% in 2015, although at a slower rate in the last three years. The Bill specifies that from 1 July 2017, the new re-employment age of 67 will be applicable to those born on or after 1 July 1952. Can the Minister clarify what this will mean for those born before July 1952 who are currently employed and not yet 67 years of age? While I understand the need to give employers time to adjust to these changes, can those aged above 65 but below 67 be included to receive the same benefits with the provisions of this Bill as those born on or after 1 July 1952? The second area, the repeal of the provision allowing employers to cut employees' wages at the age of 60. I am glad that this provision is being repealed. It is only fair that employees, regardless of their age, should not be compensated any less for the job that they are doing just because they are older.”
“Mdm Speaker, I support the Bill, and I hope that all of us, regardless of some of the concerns that we have, will go forward to make sure that these changes will allow us to ensure that Singapore and our future will be taken into really serious consideration because the role that the President has, will have a very important impact on us. Not now, but in the future.”
“Not to go into the technicality of the timing, the appointment of the Council or the number, but a very fundamental question came to my mind: "Why do we make the President do that?" And then I realised, if the President is not able to even convince half of eight people of why he or she would veto that decision, then I think it is worth taking that forward and having the President's decision on his veto to be put forward for Parliament to take a vote on. That is what the Commission and the composition and the changes have recommended. One of the things that the proposed amendments also did include was the calibration on the threshold which Parliament may override against the degree of CPA's support for the President's decision. I think this was also another area that the Commission had recommended, which the Bill will also put into place. What this proposed amendment is striving to achieve is to enable a system of safeguards while preventing a risk of a constitutional gridlock and ensuring that the Government can continue to do what it legitimately should be able to do in the best interests of Singapore. From the debates we have had during the last three days in this House, we all recognise that this is, indeed, a complex balance to achieve, but with this check of the elected President and the counter-checks of the CPA, I do ask that we must be cautious that the system is agile enough to work for the best interests of Singapore and Singaporeans when it is most needed, because we cannot afford a system of gridlock as well. Because when those decisions have to be made and when that time comes, there needs to be that ability for us to also be able to move forward.”
“We do have to ask ourselves what we are missing if we do not tap on this base of female talent and how we can attract women to run for President. Let me now touch on my final point on the CPA. The Bill outlines amendments to strengthen the role, composition of the Council, as well as the framework for the Council's provision of advice to the President on related matters. And it does oblige the President to consult the Council before exercising any discretionary powers conferred on him by the Constitution, subject to the exceptions specified, where consultation is optional. We should note that the CPA's role is only relevant when the President disagrees with the Government. What this implies is that the Council plays the role as a "check" on the President's ability to check on the Government. Feedback from many is that this runs counter to having an Elected President and the concept of the role being the holder of the "second key". I would like us to take a step back on this, because I asked myself this question: why check on the checker? But I think there is one important point that we all feel we may have in this discussion fail to realise, that no one leader operates alone. Leaders still need the advice of people of good knowledge and competence as well, and that is the role the Council plays. But then I ask myself: if that Council has the ability to check it in such a way that it could create either a gridlock or to counter and just make it difficult for the President, then what happens? So, then I looked at the composition of the Council and the recommendations by the Commission, in terms of increasing the number.”
“The proposed amendment in clause 9 of the Bill with the new Article 19B provides a framework that seeks to balance the need for multiracialism with our meritocratic ideals. What it states is: "A candidate to qualify for a reserved election would need to meet the constitutionally prescribed eligibility criteria which include character, proven experience and competence. If during the reserved election, there is no qualified candidate from that racial group, the election will then be opened to candidates from all races." It is important to note that a reserved election will not be required if the election produces Presidents of different races. It is only if no persons belonging to one of the main racial communities has held the office of President for a five-term hiatus, which translates to 30 years, that there will be a reserved election for that racial group. Thirty years. And in the last 46 years, we have not seen a Malay candidate. This approach, while it is not comfortable and I do not think it is ideal, it is important because it is a balanced approach to ensure that we maintain our principles of both meritocracy and multiracialism. Let me just touch on this point. As I reviewed the amendment and so on – this is not so much related to race – I could not help but ask this question: what about women? I will be very clear. I am not advocating for provisions in the Constitution to be made for women representation, but we must, however, recognise that women do make up 51% of Singapore's population. Women are not a minority in Singapore and there is a pipeline of women, from both the public and commercial sectors, of character and integrity who do qualify and will qualify, even with the new eligibility criteria. Why then have we not seen women candidates step forward?”
“I pondered on this for some time and it brought me back to a speech that Mr Lee Kuan Yew made in this very House. He referred us to Mr Rajaratnam and our Pledge. He said, "Was it ideology? No, it is an aspiration. Will we achieve it? I do not know. We will have to keep trying." He reminded us also, "We explicitly state in our Constitution a duty on behalf of the Government not to treat everyone as equal. It is not reality; it is not practical. It will lead to grave and irreparable damage if we work on that principle. So, this was an aspiration." When I read this and I thought about it again, I realised that the racial harmony that we treasure in Singapore did not just happen. The progress that we have made in the last 50 years was because, as a country, as a society, we have been deliberately interventionist to make this happen. As a society, Singapore has been unconventional in pursuing this aspiration to ensure inclusiveness. Our housing policy has enabled us to remove racial enclaves and to promote integration. We continue to strive to ensure that there is opportunity for education and progress for all Singaporeans, regardless of our race or our social circumstances. Race is an uncomfortable topic for us to speak about. We do, however, need to be able to speak about how we can ensure that the highest office in this country is inclusive and that no racial group in a multiracial Singapore feels that they are not able to achieve it. It is in this spirit that the amendments are made to ensure representation of the main communities of Chinese, Malay, Indian and Eurasian in Singapore for the Office of the President.”
“Having someone financially competent and equipped with the executive management skills does not guarantee integrity and the ability of the individual to represent Singapore in interactions with other world leaders. While many will agree on the need for high standards and the quality of the candidates, and the concerns that perhaps the criteria being too stringent might limit the pool of individuals that can qualify, but I would like to remind everyone that, given the significance of the role of the Elected President and what he or she will play, we do need stringent criteria. To illustrate the point, all of us trust our general practitioner (GP) as our doctors or family doctors, but would we let our loved ones go for a surgery and having our GP do that surgery? I think the answer would be no. Not that we do not trust our GP, we do. But there are specific skills that are still required and, therefore, the need for the stringent criteria, both of character and of technical competence, that are required. There have been a lot of insinuations of why the criteria has gone up. Why is there a need? I think we all have to look at the importance of the role and also the relevance of where Singapore is today. Let me now touch on the reserved elections. When this recommendation was made, I asked myself the question why we have a need for this, given the progress we have made as a multiracial society and the proclamation in our Pledge that says, "regardless of race, language or religion". Many of us hold this very dear. So, the very recommendation is highlighting the need for provisions to be made for race. This seems contrary to the very core of our principles as a nation.”
“With the understanding of the scope of the role of the President, we must agree that the responsibilities are significant and, therefore, require a person to have the appropriate skills. There are some who argue that perhaps, the role of the President, given that he does not have policymaking authority, is insignificant and may not even be required. And we should not be too hasty to come to this conclusion because Singapore – I think we need to remind ourselves – we have no natural resources and our financial Reserves are our key assets. Having a "second key" ensures appropriate measures to safeguard decisions to draw down on the Reserves. Singapore's economy and success, as well as our social stability, depend on our financial stability and resilience. Given this importance, we do need stringent eligibility criteria to ensure competent decision-making. I do, however, think that – both during the last three days of debate, as well as outside of this House – since the Commission's report, there has been a lot of discussions around the custodial functions and duties. In doing so, to some extent, the qualification criteria that were set out in the Constitution on the character of the candidate have not been given as much attention. I would just like to remind everyone that clause 19(20)(e) of our Constitution outlines that the Presidential Elections Committee, before issuing certificate of eligibility, is to assess that the candidate is a person of integrity, good character and reputation. That does not go away. That is also an equally important part. The eligibility criteria must lend weight to both the character and competence of the candidates.”
“Mdm Speaker, thank you for allowing me to speak on this important Bill which seeks to make amendments to the Constitution on specific aspects of the Elected Presidency. I will be speaking on the following areas: the role of the President, the eligibility criteria, the reserved election and the CPA. On the role of the President, the changes need to be appropriately understood. I think we had quite a lot of discussions on the role of the President but it is still important to stress and make sure that we Singaporeans understand and appreciate with clarity the role that the Elected President will discharge. Effectively, the proposed amendments on specific aspects of the Elected Presidency outline what the President can and cannot do, and the measures to ensure safeguards, given the custodial powers that will be vested in the hands of a single individual. There are really three important roles that are expected of the President and they are distinct roles which call for different skills. The President needs to be someone that every Singaporean can relate to – a symbol of national unity, and I think many have spoken of this – and of the need to fully represent the view of Singaporeans regardless of race, language or religion. As the Head of State, the President, although having no policymaking role, performs constitutional and official duties, and functions as a Head of State. The custodial power that the President holds is the holder of the "second key" to safeguard two specific areas: our nation's financial assets as well as the integrity of our Public Service. Effectively, we are asking for someone who has the strength of character and also of competence.”
“I would just like to ask a supplementary question: if the programme cannot be extended in its totality, with regard to the clothes hanging facility, that is because of an ageing population causing quite a lot of challenges for the older flats. For the residents to be able to actually use those contraptions now, it is challenging and poses a safety issue as well. Can consideration be given at least to look at upgrading and modifying that for residents?”
“Partnership to achieve win-win outcomes for all. Madam, I support the Bill.”
“This has larger implications not just for jobs but the job security and financial stability of the individual worker as well as economic and social stability with the growing income gap between those with relevant skills and those without. The final point that I would like to touch on is that of the disproportionate negative impact on women. The World Economic Forum's Industry Gender Gap Study, the first study of its kind representing more than 13 million employees in nine industry sectors and 15 economies has reported that labour disruptions that we have been discussing will have a disproportionate negative impact on women. This may be explained in part by the fact that the roles most at risk from automation and disintermediation are held in larger proportion by women or that women are relatively under-represented in jobs that are expected to have the most potential for growth, for example, in computing and engineering; and that women will still make up a smaller share of the workforce. It is therefore imperative that WSG works with companies to tackle barriers to tapping the talent pool of women, given that we, in Singapore especially, have a highly educated and skilled female population in Singapore. Madam, this amendment Bill is necessary and is more than just focusing on the formation of a dedicated agency to provide an enabling environment to support companies to be successful and ensuring an inclusive workforce. It will also require individuals to be proactive in learning and owning their careers, and companies to actively invest in tapping all segments of their workforce in training and re-skilling in order to be able to take advantage of new opportunities and to stay competitive. As the Minister so aptly put it, the key is partnership.”
“Page: 36 Even as WSG drives efforts to help Singaporeans assume quality jobs and careers, while addressing industry manpower needs, the employment landscape itself is changing. Models and platforms for how work is organised is changing. We are already seeing an increasing use of contract workers and contingent staff by many companies, both large and small, for lower level and even PME roles, and the emergence of new platforms connecting skills to consumers who need their service. A well-known example is Uber. This changes the relationship of companies with employees and also the face of the workforce. Employee attraction, retention and engagement will change. This, in turn, if not managed effectively, will impact companies in the quality of their products and services, safety, customer experience and increased business cost. While WSG works with businesses to structure and design jobs to fully tap the value of skills of each worker in order to enhance the quality of jobs and develop talent and improve sustainability, productivity and innovation, there is also a need to understand the needs and challenges faced by workers in a landscape of new and alternative work arrangements. With the emerging employment trends, there will be a need to enable individuals to build and manage their careers as employees, as contract workers or even freelance or independent workers. There is a need for policies to provide benefits and protection for the diverse work arrangements and how people work. We have to start thinking of and separating worker benefits and protection from employment with a company.”
“As we discuss the functions for WSG, I would like to touch on three key phenomena that are impacting employment as well as organisational effectiveness and risks. One, the impact of societal, geographical and technological changes. Two, the "uberisation" of the workforce as described by John Bremen from Willis Towers Watson. And third, the impact on women in the workforce. As highlighted in the World Economic Report 2016 on "The Future of Jobs, Employment, Skills and Workforce Strategy for the Fourth Industrial Revolution", demographics and societal trends, for example longevity and ageing societies, a growing middle class, flexible work arrangements, rapid urbanisation, women economic power and aspirations, concurrent with the technological revolution are already and will be expected to have a significant impact on jobs, ranging from a significant job creation to job displacement, and from heightened labour productivity to widening skills gaps. The rapid pace of change and business model disruptions are simultaneously impacting skills required for both current and emerging new roles across different industries. It is positive that one of the key functions of WSG as indicated in clause 9 is promoting and facilitating the adoption of human resources (HR) best practices, that is, focusing on recruitment, training, development and managing talent. Because against the landscape of disruption to both employment and business models, businesses, too, will need to play an active role in developing talent regardless of the employment trends or they would be left with a talent gap and an inability to capitalise on the new opportunities emerging.”
“Mdm Speaker, thank you for allowing me to speak on this Bill. With what has been termed the "Fourth Industrial Revolution", Singapore, together with many countries globally, is experiencing disruptive changes to business models which are having a profound impact on jobs and employment opportunities. It is therefore timely that the Singapore Workforce Development Agency (Amendment) Bill seeks to reorganise the WDA as WSG and refocus its functions and duties to enable Singaporeans to have quality jobs and careers and to ensure that organisations can become more manpower-lean and remain competitive. This change in alignment with the formation of SSG, a new Statutory Board under MOE taking over WDA's functions of adult continuing education and training and the promotion of lifelong learning and the administration of Skills Development Fund, will still require the new WSG to work in close collaboration with SSG. I am glad that clause 9 calls out explicitly the expectation for WSG to, quote, "cooperate and collaborate with the proposed SSG", as it "discharges its function under the SkillsFuture Singapore Agency Bill 2016 when enacted". We are already experiencing evolving skills demand, given the rapid changes in both current and emerging jobs. As the Minister had mentioned, in order for WSG to be effective in its function of strengthening the Singaporean Core and promoting the development, competitiveness and employability of the Singapore workforce, WSG will have to work in close alignment with the proposed SSG in matching manpower supply with industry demand for both new entrants as well as the existing workforce.”
“I would like to ask: since MOM is committed to letting workers work longer as long as they can and willing to, why not raise or remove the retirement age?”
“This changes the whole concept of allowing people to do their best work from wherever they are, made possible by leveraging the right technology to enable a quality work experience. Several Members in this House have asked for FWAs for mothers, especially new mothers. I would say that, while well-meaning, this might actually be counter-productive. For flexible work to be made available should be a benefit made to all, so that it changes the whole work culture and you do not single out a particular group, and that people can, therefore, work and access the kind of work and information they need for quality work experience and clear outcomes and impact. Page: 103 Gearing up HR for Strategic Role”
“Chairman, with the increasing role that technology is having in both work and life, there is an opportunity to push for better integration of work and life. There is opportunity to leverage technology to allow for collaboration and productive work, allowing the focus on creativity and innovation, going beyond the mechanics of tasks. This will make work work for people. This, in turn, will raise productivity for organisations. What measures are in place to encourage more FWAs for people in organisations for more effective work and, hence, greater productivity and higher employee morale? As we talk about innovation and the need to restructure, I believe that we should also be open-minded to new models for work, rather than just thinking of providing FWAs for both small and large organisations. In fact, especially for smaller organisations, where resources are scarce, companies should innovate on how work is done. The use of technology alone, however, is not sufficient. There must also be relevant changes to work processes, HR and performance policy to enable quality work to be done. Just imagine how much time can be saved if people are equipped and allowed to work from wherever they are. 6.15 pm When a professional completes a meeting with a client at the client's office, he is able to access the relevant information he requires via whatever device he carries, to go and prepare for his next meeting with his colleagues from any suitable location in the client's office or to go to a site nearby. Just imagine how much time he saves as there is no need for travel time in terms of the effort to return to the office before being able to have his next meeting. Just think about how much time that could also be saved or be released to do work which is needed.”
“Madam, based on the recent manpower statistics, the unemployment rate for PMETs in Singapore is higher than the average overall unemployment rate. With the tight labour market, while there are still job opportunities, the biggest challenge for PMETs has been gaps in skill or experience to match the available jobs. A higher proportion of PMETs are finding it difficult to secure employment. Employers are facing challenges finding the right resources to hire for jobs that they need to fill. Apart from efforts of SkillsFuture to help workers gain experience and skills required for available job opportunities, what more can be done to achieve more effective matching of the required skills upgrading and Singaporeans to jobs, especially for mature PMETs? Many employers, especially SMEs, have expressed that they are facing challenges attracting suitable Singaporeans to fill the jobs they are hiring for. Can more be done in this area for job matching programmes for SMEs to tap on to get the right skills and support for job matching? Can more be shared on the TechSkills Accelerator Programme? It was announced in Budget 2016 that apart from enabling our people to learn new infocomm technology (ICT) skills, it will also be a job placement hub for the ICT sector to enable Singaporeans to seize opportunities in new growth sectors. How will the job matching and placements be done and how can Singaporeans interested in the job opportunities in the ICT sector be able to tap on the programme? Relevant and Employable Singaporeans”
“For companies that are committed with a clear plan and commitment to invest in building a Singapore Core, can MOM take a differentiated approach and provide greater support to these organisations? As restructuring and reskilling require time and resources, can MOM allow for transitional manpower adjustments during that period? This will allow the time and access to resources to train and to advance the skills transfer to the local workforce to build a strong Singapore Core.”
“Mdm Chairperson, with the current limited workforce growth and productivity trends, how will Singapore continue to develop and strengthen our local workforce and build a strong Singapore core especially for our PME roles? As PME jobs make up more than 50% of the workforce, there will be increasing pressures given the current economic outlook and employment trends to build the depth and the quality of the local workforce for sustainable growth and for Singapore to be able to continue to attract investments. I welcome initiatives like the Career Support Programme (CSP). As the current employment trends are a result of both cyclical as well as structural changes in the economy, CSP addresses not only wage and employment support but, more importantly, it addresses the critical aspect of training and skills upgrading. It benefits both employer and employee with wage subsidy as well as it allows employers time to assess the competency of the employee while it provides the employee the appropriate support for training and skills upgrading in that one year. Page: 80 As CSP is now in place for about six months, can MOM share how many employers have participated in CSP? What is the number of mature PMEs that are on the programme and the progress made? Can MOM consider allowing more mature PMEs who have been made redundant to be eligible for CSP by reducing the eligibility period that the PME has been out of work to be less than the current six months? With the current changes and the impact of technology, the workforce may not be able to keep up, reskill or upskill fast enough. With this, we must recognise that there will be skills gaps. So, while we need companies to build the Singapore Core, we must recognise that businesses do need time to do so.”
“What is the SAF doing to ensure that our society will continue to support this commitment to defence? To participate in such overseas exercises, our soldiers will need to be away from their families and work. While we need to achieve training effectiveness, how does the SAF balance the impact on work, family and opportunities for our citizen soldiers? With the disruption, pace of change and the need for continual learning and skills upgrading, how would the SAF respond to support our citizen soldiers as they face these changes in competing demands with the need of overseas training and operational requirements? SAF's Role in Military Operations Other Than War (MOOTW)”
“Madam, with rising affluence, procuring the latest technologies and capabilities does not give us a sustainable edge. The SAF does pride itself in possessing cutting-edge capabilities. While the SAF does procure equipment and platforms from overseas, it has also been building Singapore's local defence science and technology capabilities through investments in personnel, facilities, technology and research and development (R&D) in complex defence systems. What is the range of the local defence technology capabilities that we have? How are these capabilities contributing to the technology edge and indigenous technology science capabilities of SAF? And with the competing demands on engineering talent at the national level, what efforts is MINDEF making to ensure that it continues to have the required engineering talent and capabilities to build on our indigenous defence, science and technology capabilities? Overseas Training We have seen heightened security concerns in the region and globally. With greater uncertainty and a wider spectrum of threats, including conventional as well as asymmetric threats, such as terrorism and cyber warfare, how then does the SAF ensure that our defence forces are operationally ready? What is the operational value of regular training that SAF conducts overseas? In what ways do these trainings give us the assurance that they, indeed, prepare our forces? What is the objective of these overseas exercises in countries like the US, Australia, Germany, France and New Zealand? These countries differ in many aspects from our local and regional conditions, such as climate, landscape and vegetation. Such overseas training exercises do impact citizen soldiers as well as cost of operations.”
“Therefore, it is important, whether it is SkillsFuture or this whole investment in innovation, whether it is at the individual or the organisation level, we have to ensure that if we, as Singapore, want to continue to earn that trust, we need to build that competence and capability to be able to deliver that while we maintain the character of this country. So, Madam, people have made Singapore and what we have achieved possible. It is our people that will continue to make the difference for Singapore in the next 50 years. People are our only resource and we are a small nation. Working in partnership has made the difference. As we move to write our story for the next 50 years, let us remember that it is not only about what each of us will do but what all of us must do that will matter. So, while we cannot predict the exact outcome, we must be bold, dare to dream, prepare for it, work together and execute well. Madam, I support the Budget. 12.35 pm”
“At the same time, to ask them to sell off their assets seems to be the logical answer, but is probably pretty harsh. And I think some Members of this House have also spoken about it. Not directly related to Silver Support, but on the point of using housing type as a criterion for means testing, I would request that we relook at this criterion as housing type itself may not be the best because, in some cases, family support is provided and people do live with relatives in private housing. They do not own these assets, but in the means testing, they are still included in the assessment. I am reading a book by Stephen Covey, titled "The Speed of Trust". A point made in this book reminded me of what has made Singapore successful and will continue to do so, and this is the point of "Trust". Trust is a function of two things – character and competence. Both are required. People and businesses put their trust in Singapore because we have a track record of making things happen and many describe us as a country that is safe and reliable. This has not been easy to achieve and to continue to earn that trust, we need to continue to deliver on the trust. A key tenet of Budget 2016 is the need to continue to build capability and competence in our people. Stephen Covey, in the book, stressed that while it is natural for us to think of trust in terms of character, equally important is competence. Character is necessary for trust to exist in any circumstance but trust also requires the ability to deliver results and impact.”
“I am glad she was perseverant and wants to upgrade herself and is doing that. But clearly, this shows that the schemes are there, but how do we ensure that those who need it have access and are able to use it? Now, I would like to touch on the point of the middle income. Feedback I received from residents, not just specifically from this Budget, but from the dialogues and the chats I had, was the need to do more for middle-income retirees. And I believe this sentiment was triggered because of the expectations on the Silver Support Scheme. Many did understand that this is not a broad-based programme, and that the support was meant for the lower 20% of Singaporeans aged 65 and above. But they still had expectations, as this is an ongoing support and features in our social support system. I do agree that there is a need to limit who gets the support and to ensure affordability. Minister Heng himself did share the difficulty in assessing and operationalising the scheme effectively and hence, the use of the three criteria in combination. But some feel that the use of housing type, like other means-tested schemes, does not recognise that retired middle-income seniors may need support as they are asset-rich because of their housing type but are cash-poor. The criteria of lifetime wages and level of household support are already quite stringent. The use of housing type did fuel the sentiment of why that was necessary, given that there are already stringent criteria. While support via the schemes may not be the answer for these middle-income Page: 15 retirees, I would ask that more be done to look at how support can be given to this group to unleash their fixed assets, as there are concerns. Many of them are running out of savings and are very anxious.”
“How do we ensure that we allow and stay open while at the same time build that Singapore Core by allowing companies a little bit more leeway, like in the LED programme, during the transition to have a little bit more flexibility on the workforce? Let me now touch on simplification. On this point of simplification and understanding the various schemes available, I think we can do a more effective job here. And I am pleased that there has been a deliberate shift to move from a scheme-centric to an enterprise-centric approach. A good first step is the launch of the Business Grants Portal. This, hopefully, will improve access and drive greater awareness of the many available schemes for businesses, especially SMEs. But again, I would say that more can be done because I have got feedback from various residents who have tried to access some of these schemes. I will just give an example of a PME who tried to access the Skills Upgrading Programme and was trying to upgrade herself. She was registering herself for a training programme last December. She paid the registration fees and did the necessary documentation. But like many other service providers that she worked with, this training service provider, when she asked what she qualified for, how much would she be funded for, she was told: "You wait and see. After we have made the application, then we will know." She had to continue to chase them and, finally, she was told that they did not submit her application because she did not qualify. Of course, being relentless, she decided she would go directly to the Workforce Development Agency (WDA) and she did. She found out that she did qualify, and she found out that she had to educate the service provider on how to ensure that she qualified for it. She is still pursuing it.”
“So, in the same way of taking a targeted approach to help companies restructure, we should take a more targeted approach with organisations and businesses to address the changing job demands and growing the skills base for these organisations. I encourage the Government to do more and have clear plans on developing a Singapore Core in the workforce. At the Opening of this Thirteenth Parliament, I had outlined the need for employers to make deliberate bets on building a strong Singapore Core, given the rapid changes we are seeing in the workforce and to make a bet on Singapore talent. With a high level of literacy and education in Singapore, the Singapore workforce is a strong talent base for companies to tap on. The Singapore workforce is also known for strong work ethics and trust. So, while we require employers and workers to develop and reskill, what we need is also for the Government to provide support to employers to make these investments to building the Singapore Core. Along the lines of the Lean Enterprise Development Scheme (LED) for SMEs that was effected in October 2015, in how they can help businesses restructure to be a more manpower-lean organisation, the LED programme recognises the transitional manpower adjustments to enable Page: 14 companies to embark on transformational projects to redevelop and provide for these technology skills required. How can we drive a more concerted effort to accelerate and leverage the programmes, like LED and CSP, to provide quality employment for Singaporeans, especially the growing base of PMEs? This is the paradox.”
“Many in this House have already spoken about the growing concerns about mature PMEs on job opportunities and the Ministry of Manpower's (MOM's) latest Labour Force Report on the redundancy rates. So, I am not going to elaborate further on that. But I would say that the trends are of concern because this group forms the bulk of the workforce and, at the same time, their re-entry into the workforce after redundancy. The trends on that have been a concern. So, we need to address the growing anxieties over the slowing economic growth and employment trends. Budget 2016 did outline the "Adapt and Grow" initiative, which is, and needs to be more than, just wage or employment support. While the focus must still be to help PMEs get good jobs, they require help to adapt to changing job demands and to grow their skills. The Career Support Programme (CSP), which has been in place since October 2015, encourages employers to employ mature Singaporean PMEs by providing wage support to employers for the first year when they hire PMEs who have been looking for jobs for at least six months in mid-level jobs that pay at least $4,000 and up to $7,000 a month. The important thing about this programme is that it helps workers settle into their new jobs and it requires employers to provide structured on-the-job training or to send them for external training. On the part of PMEs, they need to apply themselves to take on the challenges to acquire new skills to be able to take on these new job opportunities. But I still think that more can be done, in partnership with employers, to address employment opportunities for workers, especially PMEs, while also helping employers to address their manpower needs.”
“What I hold special though and what I value for myself and my children is the knowledge that there will be opportunity to participate and succeed in Singapore. We must continue to work together to continue to give this hope to all Singaporeans. I am encouraged that Budget 2016 has taken a more targeted and differentiated approach, making deliberate and calibrated measures to address both near-term concerns facing our businesses, especially SMEs, and the longer-term challenges of restructuring. The deferment of the levy increases for the Marine and Process Sectors and having work permit levies for Manufacturing remain unchanged for another year are a welcome move and a recognition of the challenges that these businesses face. The Industry Transformation Programme is targeted and sector-focused to support SMEs to innovate, scale up, as well as to seek new market growths. The Budget is also seeking to deepen partnerships to support the Trade Associations and Chambers (TACs) to build Page: 13 capability through the strengthened Local Enterprise and Associations Development (LEAD-Plus) Programme. Against this backdrop of Partnership for Budget 2016, I would like to touch on a few areas. Let me talk about opportunities, unemployment, building relevant skills and the Singapore Core. Against a backdrop of economic slowdown and the need to transform our businesses to address low productivity growth facing Singapore, we need to address the concerns of ensuring opportunities − and not just opportunities, but opportunities for quality jobs. With the pace of advances in technology and the disruptions that technological developments are having on jobs, we need to develop quality middle-income jobs, given the profile of our workforce.”
“Madam, thank you for allowing me to join in the Budget Debate. At every Budget, like many Singaporeans, I ask the question whether the focus of the Budget addresses the right areas for Singapore and the segments that most require support. Over the years, I struggle with another nagging question: "Is the Government doing enough or is it doing too much?" While we want the Government to provide support for those who need it, we also must ensure that it does not lead to dependency on the Government that blunts our own abilities. So, what is the role of the Government? Building an environment and climate of stability and security for continued economic growth, providing quality education, training and enabling jobs − that is what I believe the Government must continue to do. Minister Heng, in delivering his maiden Budget speech, reminded us of Singapore's first Budget and its mission, which remains unchanged: "It is to find the ways to create opportunities for Singaporeans to grow, defend our home and our people." Budget 2016 and its priorities do outline the strategies to achieving this. What Singaporeans and businesses that operate in Singapore have to do is to apply ourselves to these opportunities to make an impact. A common thread in Budget 2016 is that of "Partnership". Minister Heng reminded us of what Mr Lee Kuan Yew had said: "For it is your job and mine… to make sure we survive. If Singapore is to have a future, we have to work hard at it – together". And I emphasise the point "together". In my maiden speech in this Parliament in 2006, I had touched on the point of "Hope" and what gives hope to Singapore and Singaporeans. Like many Singaporeans, I like the overt efficiency and effectiveness of Singapore and the fact that things work here.”
“Hence, while these amendments enhance the protection, it will still require the Court to respect the decisions made by individuals when they have the mental capacity to do so, even if these decisions may seem unusual, unreasonable or unwise to some of us. We must, however, recognise that there may be undue influence that could impact a person's ability to make the right choice for himself. In this regard, will the Ministry have programmes and measures to help ensure that individuals understand the implication of the appointment of donees and the LPA? This will support and help them make the right choices for themselves when appointing donees. This Bill strives to strike a very difficult balance, a balance between enhancing protection and making it less onerous for individuals, while they still have the mental capacity, to plan and make decisions for themselves with regard to their personal welfare and private wealth. Sir, I support the Bill. 6.10 pm”
“Clause 13 introduces a new section 36A which now allows the Court to revoke a donee's or deputy's powers if there is significant risk of abuse or exploitation of authority by a donee or deputy, even if his or her undesirable behaviour is not directly related to the LPA or Court order appointing him. This will enable the Court to revoke the donee or deputy if they have been convicted of an offence involving dishonesty or fraud against another person and not just the person lacking mental capacity. This is an important improvement and enhances protection for the donors. The current Act only allows the Court to revoke a donee's or deputy's powers if he is likely to act outside of the authority given to him, or is behaving against the best interest of the person who lacks mental capacity. The Bill enhances the protection of individuals who lack mental capacity as the proposed amendments would allow the Court to also temporarily suspend a donee's or a deputy's powers in the absence of a pending Court application, during which investigations could be carried out. This is an improvement on the current situation in which an application to Court has to be made to remove a deputy or donee for the Court to do so. This is to protect the wealth of the person who is mentally incapacitated, while investigations are on-going. Sir, while the amendments seek to enhance the protection of persons who lose their mental capacity and vulnerable individuals, by improving the Court's ability to intervene and to ensure the interest of these persons, we must, however, remember that the MCA was built on the principle of the right of individuals to choose with regard to decisions on their personal welfare and finances.”
“Mr Deputy Speaker, the MCA allows individuals, while they still have capacity, to plan in advance for a time when they may lack the capacity to make decisions for themselves with respect to the areas of personal welfare and financial matters. With an ageing population and the likely association of cognitive impairment with illness or just ageing, it is timely that the amendments seek to better protect the interests of persons who may lose their mental capacity. The amendments take into account changing realities in Singapore. People are living longer and we are also seeing an increasing number of elderly singles or elderly living with their aged spouses without children. These elderly may not have next-of-kin. Clause 2 seeks to amend section 2(1) of the Act to make provisions for the introduction of professional donees and professional deputies and the registration framework for professional donees with the PG. The amendments will enable the elderly who may not have family members who could act as suitable donees or deputies to appoint professional donees and deputies to make advance plans for themselves in relation to decisions on their personal welfare, property and finances. As professional deputies and donees are appointed with remuneration, can the Minister provide clarification on the fee structure for the remuneration of donees and deputies? How can we ensure that this stays affordable? Are there regulations for professional donees and deputies and what are the measures to ensure that they have the qualifications to be able to perform the very complex roles that they are entrusted with?”
“I thank the two Ministers for their statements and condolences to both families. On the same track as what Member Intan has asked with regard to online reports, I think we cannot ignore the fact that the online media play a very important part in communication. In situations like that where it is very emotive and sensitive, while I totally understand the stance of handling the information very carefully and the sensitivity of sharing the information, is there a way that information, at least some information can be shared with online news sites in a way that would help, at least, not continue to fire these emotions in respect of the families? I know it is a very hard balance. The other thing is also, should online websites obtain and verify information of this nature before they post such articles?”
“It does not, however, address the frustration that members have expressed with regard to the complexity and changes in the CPF schemes when they do happen. This uncertainty does lead to angst and mistrust of the scheme; and the irony of offering more choices Page: 95 in the usage of members' CPF monies is that it adds to the complexity of the scheme. To achieve simplicity is a very difficult balance, but CPF Board must continue to work on this. CPF is and will continue to be an integral part of the retirement adequacy for Singaporeans. The Ministry must continue to find effective channels to communicate and provide more timely and specific information to enable members to better understand the CPF schemes and changes as well as appropriate financial counselling. This will ensure that members have a good understanding and can make informed choices that are best suited to each of their retirement needs. Sir, I support the Bill.”
“So, as I have mentioned, those facing financial difficulties and, hence, perhaps will have challenges to keep up with their HPS payments with their OA savings being low, this change will allow them to get help from co-owners and not have them having to trade-off not paying the premium hence leading to a policy lapse. I have personally seen this happen when a family had their policy lapsed and they did not even know that the member had purchased HPS. When he passed on, they then realised that he had actually lapsed on his policy. It is quite sad because they still had to provide for the family. That is the time when you need it. You are grieving and homeownership is one aspect. If you had that addressed, that gives the remaining family members peace of mind. MediSave – MediSave for many Singaporeans, is the fund for our and our immediate family's medical and future medical needs: hospitalisation, day surgery and other expenses. It is, therefore important and I am glad that this change looks to safeguard members' MediSave monies. While the Minister shared that there are not many cases, every case, to any person whose MediSave funds are important, is one case too many, as we all know. So, I am glad that this change is being done because what it does is that it not only sets aside the penalty framework, it also mandates the recovery of MediSave monies from the medical institutions as well as the approved insurers for those that have been mistakenly deducted as well as refunds for monies from the institutions due to uncompleted medical treatments. The proposed amendments to the CPF Act are welcomed as they will benefit members with greater flexibility and enhance support and protection in the use of their CPF funds to build their retirement adequacy.”
“This, as the Minister has pointed out, clearly will give the spouses better assurances of LIFE payouts for either of the Page: 94 spouses. So, for older Singaporean women, this flexibility is important because, to receive top-ups from their spouses – as many of them have not accumulated as much CPF savings as men in that age group. In 2013, the median CPF savings for women aged 51 to 54 were about $90,000, compared to males in that age group which is about $130,000. The changes proposed in the Bill of including terminal illness and total permanent disability as grounds for claims under HPS and DPS will allow members with terminal illness and total permanent disability to make claims on their HPS and DPS even when they are able to do some work, as the Minister has shared, although in a diminished capacity. I applaud this change as it not only enhances, but it really does give assurance to members as well as their families that they will have access and support when their family most need it. Similarly, this amendment also allows the OA savings of other co-owners, whether it is their children, parents or siblings, to help pay for the HPS premiums of insured members who have run out of OA savings. This additional flexibility will help to reduce the risk of lapsed insurance covers due to non-payment of premiums and this is especially so when members are facing financial challenges because this is exactly what they need, and home ownership, as we all know, is the key tenet for retirement adequacy. HPS, as a mortgage-reducing insurance, gives members peace of mind that protects them and their families against losing their homes in the event of death or permanent incapacity before their housing loans are paid up.”
“This change, while giving greater flexibility and enabling better decisions to meet retirement needs of members, however, does not address some of the concerns that members have with regard to PEA. As PEA currently depends on your year of birth, this is not only confusing as to what your PEA is, there is also concern that this will continue to adjust for the subsequent age group of members. This does cause uncertainty for members as PEA determines when you can start receiving your CPF LIFE payouts. This gives a sense that access to CPF payouts is getting further delayed and can only be accessed when you get much older. While I understand the need to make the adjustments to be in line with people living longer and the standard of living, it is also important to give members some certainty. Setting the expectations on previous PEAs, some members also – when they set the expectations, they kind of expect the payouts at that age – they feel misled that they had been expecting payouts at a certain age and, when that moves, it gets a little bit disappointing and, at other times, it leads to mistrust. So, it would be good to understand the criteria for changing the PEA and what members can expect in the future for PEA. The proposed change also provides flexibility to allow for CPF members aged 55 and older, once they have set aside their BRS, to then transfer monies from their CPF accounts to their spouses’ RA or SA. So, this, until January this year, was twice the BRS. Therefore, this change is definitely welcomed because it will help them help their spouses to grow their retirement savings, as well as to benefit from the extra interest on lower CPF balances.”
“Mr Deputy Speaker, thank you for letting me speak on the Bill. CPF monies are, for many Singaporeans, a key source of funds and savings, and many seek greater flexibility on the withdrawal and use of the funds. While recognising the need to allow for greater flexibility, with Singaporeans living longer, CPF funds remain an important source for a basic level of retirement funds. The amendments proposed provide for changes related to Part 1 of the CPF Advisory Panel's recommendations on enabling flexibility while ensuring retirement adequacy. But at the same time, I would say this is an extremely challenging balance to achieve. The Retirement Sum and the CPF LIFE plan are to meet the objective of giving members a monthly payout for life. Currently, subject to the amount of the CPF balances and the amount that they desire for monthly payouts, CPF Members have to make a choice of CPF LIFE plan − whether it is the LIFE Standard or the LIFE Basic Plan − when they turn 55 years of age. The difference in the CPF LIFE plans is the monthly payouts you would receive and the amount you would bequest to the beneficiaries after you have passed on. So, I do welcome this change of not requiring members to make that decision on the choice of the CPF LIFE plan at the age of 55 as this is effectively 10 years before their PEA which is currently age 65. With the amendments, members will now only need to choose their CPF LIFE plan closer to the start of their CPF LIFE payouts, which can be anytime between their PEA or, if they choose, up to age 70. Taking a decision closer to the date of the start of payouts will allow members to decide on the plan that best meets their retirement needs at the time.”
“So, it is likely that these women left their work during the prime years of their career to take care of their children and family. We are also seeing greater participation of husbands in the home, as I have shared earlier, and some have even chosen to be the stay-at-home parent. However, while this trend will likely increase, for now, women continue to take on a greater role and family caring responsibilities. The Women's Charter is more than just about the relationship between husband and wife and that of between parents and their children, and the division of matrimonial assets when marriages fail. There are still vulnerable groups of women and girls who need protection. So, I believe that there is continued relevance of the Women's Charter in Singapore today. The amendments proposed in this Bill are balanced and seek to recognise the spirit of the Women's Charter while addressing the changing realities in society and the family. Madam, I support the Bill.”
“We must recognise that, since then, there has been much progress made in Singapore and we have seen strong advancement of women from education to their participation in the workforce. Some may then argue that there is not a need for the Women's Charter or that this is discriminating against men. I agree that there has, indeed, been great progress in the advancement of women in Singapore in education, health, employment and income. However, there are still several areas that women lag behind men. Many of our hon Members have touched on this, and this includes salary, labour force participation, especially in the economically productive years, in senior management, and decision-making roles in organisations, including boards. While we are all seeing a trend in Singapore of men increasingly playing a bigger role in the family and involvement in caregiving, in the majority of households, women still play the primary caregiver role. In Singapore, there are almost the same numbers of men and women attending university and obtaining degrees. But we still, however, see many women leaving the workforce to take care of their children and family members. There are still fewer women in senior leadership roles in organisations compared to men. While we see greater participation in the workforce, and the numbers have been very encouraging especially in the last few years, the female labour force participation rate rose significantly from 51.3% in 2004 to 58.6% in 2014. But if we actually look at the labour force participation of women aged 25 to 39, this has dropped significantly, compared to the total number of women and single women in labour force participation.”
“They need reassurance that their abusers will not be able to locate them when they are having sanctuary in shelters. The Straits Times news article by Janice Tai published in November 2013 on the study also helped to give some insight into the rise of family violence. I quote: "The worsening problem of family violence can be seen by the rise in the number of such cases that went to Court. In 1995, the Family Court heard 978 such cases. By last year, the figure had more than tripled to 3,200." Recognising the realities and the increasing use of social media, the amendments made in sections 177A and 153 seek to protect the identity of vulnerable women and girls and persons in Page: 62 protection work and, hence, ensuring their safety. Section 177A also prohibits the publication or broadcast of any information in the mass and social media that would reveal or is likely to identify the location of the shelter or residential facility or their residents. This will prevent perpetrators of violence from harassing, intimidating or harming the persons residing and working at these places. This amendment does provide for the state to also take action against serious breaches that would compromise the safety of residents and staff. Section 153 is also amended to extend prohibition on the publishing of information which may lead to the identification of women and girls in certain in-camera Court proceedings to also include online media and social media. There has been much discussion today around the question, "Do we still need the Women's Charter?" When the Women's Charter was passed in 1961, the intent was to protect the rights of women.”
“We must also recognise that many women do make career choices to either slow down their careers or even leave their jobs for some period of time, if not permanently, when they have young children. This does disrupt their career, re-entry into the workforce, as well as their income. The Court, in deciding whether to order the wife to provide maintenance for her husband, I hope will take into account her financial circumstances and the need to provide for herself and her children. Regarding protection for women, girls and residents at places of safety, and professionals engaged in protection work, while all of us are talking about the progress that we see in Singapore, I think the Bill recognises the need for protection of vulnerable women and girls. The sad reality is that they need protection as their abusers are usually their family members. Based on a study done by PAVE in 2013, the most common form of family violence in Singapore is spousal abuse victims and these victims, who are physically or psychologically abused by their spouses made up 72% of all new cases. The study also discovered that while victims of spousal abuse came from all age groups, the majority are females in their 30s and 40s. The study also found that spousal victims and abusers were better educated. As the abusers in these cases are men, they will be, in all probability, considerably physically stronger than them, and, as they are family, they will have also emotional control over the women. Thus, a shelter or safe place which provides for their requisite safety is imperative for them, not just to ensure that they are physically safe, but that they are also given peace of mind to pick up the pieces so that they can continue with their lives.”
“Although an appeal against the determination can be made to the Page: 61 Minister, what measures will be put in place to ensure that the primary objective of protecting the interest of the children involved is met and that the case can be resolved effectively? I would like to touch on the maintenance for incapacitated men. The amendment proposed in sections 69 and 113 of the Bill is to allow incapacitated husbands or ex-husbands to claim spousal maintenance from their wife or ex-wives if they are incapacitated during the marriage to the extent that he is unable to work to support himself and at the time of the application for the maintenance is heard. I feel that this amendment is fair as it recognises the support expected of husband and wife during times of illness and disability. This is in line with the spirit of the Women's Charter, as outlined in the Rights and Duties of Husband and Wife in Part VI, clause 46, where it says that "Upon the solemnisation of marriage, the husband and the wife shall be mutually bound to co-operate with each other in safeguarding the interests of the union and in caring and providing for the children." I have personally seen several cases during my MPS where wives have left their husbands after they were diagnosed with serious illnesses like cancer and they were left with no means to support themselves. This amendment, however, does assume that the wife has an income and the means to be able to afford the maintenance. This may or may not always be the case. And as the wife will most likely need to provide for the children as the husband is incapacitated, this may also put a heavy financial strain on her, even if she is working.”