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…”
The complete record
Every one of 823 lines we hold for Jessica Tan Soon Neo, in date order, each linked to its source. Free to read, in full, without an account. Page 8 of 17.
“Mr Deputy Speaker, the recent spate of fires in Singapore and the fatal fire in Jurong are timely reminders of the need to ensure that fire safety requirements for buildings remain relevant and effective to respond to fire safety risks. In densely populated Singapore and with the large number of buildings, especially high-rise buildings, ensuring fire safety of buildings is key to protecting lives in the unfortunate event of a fire. Crucial aspects of a building’s safety are the possibility of safe escape and compartmentalisation. The condition of the building will also have an impact on the speed a fire spreads or whether it is contained. Although this is an extreme example, the tragic fire at Grenfell Tower in the UK in 2017 is a sad case that demonstrates what could happen when all fire safety regulations of the building failed. From the cladding of the building, the quality of the renovations, outstanding fire safety issues, all these were a combination of factors that led to the disastrous consequences and the unnecessary loss of many lives. The key amendments of the Bill seek to enhance the fire safety of buildings by strengthening SCDF’s regulatory and enforcement powers to optimise the use of SCDF’s resources and to streamline regulatory processes for greater clarity. While I am supportive of the Bill, I do have some feedback and clarifications. The Fire Safety Bill, with the tightened safety regulations and certification processes for buildings, if approved, will require older buildings, which have not undergone A&A as well as buildings where the occupants are at a higher risk in the event of a fire, to install critical fire safety features.”
“First of all, I would like to thank the Senior Parliamentary Secretary for sharing on the progress of FWAs. I would like to ask a follow-on question. Beyond just offering FWAs, from the employee’s point of view, from the businesses’ as well, what efforts are being done to help them better leverage FWAs in the totality of the new work arrangements that we are seeing, beyond just offering flexbile work, but really in the way workspaces are used, in the way technologies are used, because there are lots of effort in helping companies be productive, and also getting more productivity from the workers? And in line with that, new skills that workers need to thrive in this new environment as well as the terms under which work then gets measured and also protected.”
“So, it is no longer a matter of just providing FWAs to meet employee needs and demands or FWAs just for work-life balance that employees are demanding but, together with the redesign of work and workspaces, FWAs are becoming strategic tools for businesses to innovate, improve productivity, attract and retain talent. Co-working spaces also provide for the advantage of ecosystems of support, collaboration and sharing. So, against this backdrop, people will require new skills and knowledge to work. The new skills required in this new landscape of work include critical thinking and problem-solving, ability to deal with and make sense of data/information, ability to collaborate and influence others, effective communication skills, adaptability, learning and relearning skills, being self-directed and creative. How are we preparing our workers to thrive in this new world of work? Persons with Special Needs and Ex-offenders”
“Mr Chairman, FWAs, when implemented effectively, can save businesses money, reduce operating costs and boost productivity and bringing advantages across the economy for both businesses as well as the entire supply chain. Benefits include business and individual productivity, lower cost for workspace for companies, and many hours saved from travelling to and from the workplace. With the competitive labour market, FWAs may be a staff attraction and retention tool for businesses. Can MOM share the progress of companies in Singapore adopting FWAs? Has this resulted in better employee outcomes, such as better employee well-being, greater worker productivity and, hence, better business performance for employers? We are witnessing the evolution of work arrangements changing beyond just FWAs. The gig economy and the increasing number of startups are changing the corporate workplace and how we work. We are also seeing new models of industry spaces, for example, with JTC LaunchPad, dedicated or shared co-working spaces offered by players like WeWorks, CollectiveWorks, The Great Room, just to name a few. Technology, like mobile computing, high bandwidth and connectivity, data analytics, automation, robotics and AI, are shaping how we work and where we work. This is impacting both large and small businesses. We are seeing a trend of work arrangements becoming more casual, less structured and less centrally controlled. With technological advancements and disruptions, many organisations are seeing flexible workspaces and arrangements as strategic tools to drive change and to get their employees to innovate.”
“Some insurance policies do include such a rider, but there are no such standalone insurance products. SEPs are also challenged in developing their skills to stay current, given the near-term demands of being self-employed. The tripartite workgroup on SEPs released a set of recommendations last year recognising that most SEPs are self-employed as their preferred choice. Can MOM share the progress on the implementation of the recommendations as well as the impact on SEPs? CPF for Self-employed Workers”
“Mr Chairman, technological advancements and disruptions, together with the gig economy, are changing the way organisations structure work. Today's gig economy does have experienced, talented people who possess deep skills and prefer independent work. In Singapore, self-employed persons (SEPs) make up around 10% of the workforce. These workers often choose to enter the gig economy rather than the traditional workforce in order to have more autonomy and ownership over their work, as well as flexibility over their schedules. More people may be choosing freelancing as their primary job because they have multiple skills, which allow them to fill up their time with different types of jobs. Due to the relatively low barriers to entry, there are also individuals who may decide against seeking formal employment and choose to be self-employed as an alternative to generate income in order to be self-sufficient or in times when they have difficulties finding suitable employment. The profile of SEPs in Singapore is diverse, with many different occupations. While many chose flexible freelance work that fits their lifestyle, they are sacrificing job security, perks and benefits. There is a growing concern as to whether there is adequate support for their long-term financial, healthcare and retirement needs. SEPs may not be able to raise their fees as it may make them uncompetitive when they bid for assignments. Hence, it may make it hard to keep up with the cost of living. There are growing instances of SEPs that are not paid on time, accurately and, in some cases, not paid at all for work done. They lack protection against loss of income from prolonged illness or injury and do not have sick leave or health benefits.”
“What is MOM’s assessment of the success of the programme so far? Have our Singaporean PMETs whose jobs have been disrupted been able to adapt and take advantage of the new job opportunities? Underemployment”
“Mr Chairman, with the technological shift, we see new opportunities, but it also requires businesses and people to adapt and change in order to be able to take advantage of the opportunities and deal with the disruptions. What is most challenging is the speed of change we are experiencing. Much of the disruption to jobs are being driven by technological changes. New opportunities are created with these disruptions, but they do require new skills and mindsets to take on these new roles. Hence, it is no longer about providing quality jobs but also providing the support and development for employees so that they are ready for these new jobs. With the trends I have just described, it means that people need to build capabilities throughout their lives and careers. Businesses, too, need to adapt to the changes of the market to effectively develop the capabilities of their people across different age groups and segments and to access talent. Across the several agencies – WorkForce Singapore (WSG), SkillsFuture Singapore, e2i, the National Trades Union Congress (NTUC), the Infocomm Media Development Authority and many more – there are numerous programmes and initiatives to support individuals and organisations build capability for the new economy. How can these efforts be better leveraged effectively to match people to the right programmes and organisations to the capabilities they need? How has WSG helped mature PMET jobseekers and those who have been unemployed for long periods? Can MOM share how the A&G initiative and growth sector efforts help jobseekers take up new jobs? How effective has the A&G initiatives been and what are the new jobs that PMET jobseekers and those who been unemployed for some time taken on with the initiative?”
“Mr Chairman, with digitalisation, ideas and innovation become increasingly important for companies to differentiate themselves and compete effectively. Hence, the management of these intangible assets and IP is key. How are Singapore businesses identifying and using IP to grow and expand their businesses and have they been successful? What measures are in place to assist Singapore businesses in commercialising their IP? The Committee on the Future Economy has identified IP as a key driver of Singapore's future economic growth. To enable this, we must have a skilled and competent base to support companies in the protection and commercialisation of their IP. With this focus on innovation, what are the job opportunities and careers for Singaporeans in IP? What measures are in place to develop and grow the talent base of Singaporeans in IP?”
“A recent survey by AXA Insurance showed that nearly one in two Singapore drivers feel that the roads have become less safe than three years ago despite a fall in fatal accidents and a drop in the number of accidents. Top reasons cited in the survey were more aggressive drivers and non-drivers on the road. Based on recent media reports, while the number of accidents has fallen, there is an upward trend in irresponsible driving. What are the causes for irresponsible driving in Singapore? While technology has helped to make our cars and roads safer, technology has also become a source of distraction for many drivers who text or browse social media on their mobile phones, fiddle with their global positioning system or playlist on their devices while driving. Some reports have alleged that texting while driving is worse than driving drunk in its effect on your ability to drive safely, as it splits your attention. What actions are taken to address dangerous driving situations? And how will the Home Team further improve road safety to make our roads safer for all road users? Drink Driving by New and Young Drivers”
“Mr Chairman, while the number of fires that occurred last year has fallen, more than half of them occurred in residences with more people injured in fires last year suffering from burns and smoke inhalation. In 2018, there were four fatalities from fires and all cases occurred at home. A worrying trend is the number of fires involving electric bicycles and scooters and other personal mobility devices (PMDs). In 2018, there were 74 such fires. This is an increase of more than 50%, compared to the previous year, and resulted in 22 injuries. In our constituency at Changi Simei, there were three residential fires in 2018, two occurred during the charging of PMDs and another involved a fish tank catching fire. Thank goodness there were no fatalities. Two weeks ago, a fire broke out in the switch room of Carlton Hotel. I was actually having lunch at the hotel and was amongst the thousand people that had been evacuated from the premises. Fortunately, there were no injuries, but the fire did cause power disruptions for nearby buildings and several Mass Rapid Transit stations. With our dense population, high-rise buildings, close living proximity and work environments, how can we improve fire safety for our buildings, especially older buildings? How can we ensure the readiness of our people to know what to do to stay safe in the event of a fire? Fire Safety – High-rise Residence”
“Can MHA share what public, private, national and international partnerships the new Science and Technology Agency intends to drive in researching, developing and sharing homeland security technologies? Home Team Science and Technology Agency”
“Mr Chairman, in January this year, it was reported in The Straits Times that MHA will be setting up a new Science and Technology Agency, with responsibility in research and procurement areas of border security and protection of critical infrastructures. With the increasing global threats posed by terrorism, cyberattacks and international crimes, this move is timely. The growth of new technologies poses a growth of new threats. Minister Heng Swee Keat, in his Budget speech, said that this year, digital defence has been incorporated as the sixth pillar that makes up Singapore's Total Defence. Can MHA share more on the plans for the new agency and how it will help enhance the capabilities of the Home Team? With digitalisation and advances in technology, what is the Home Team doing to leverage technology to enhance operations, service delivery and address the constraints faced with manpower? How will the new agency use technology and information offensively and defensively? To be effective in prevention of, response to and recovery from cyberattacks, it will require interagency coordination. Other agencies, like the Ministry of Defence and the Ministry of Heath, are required in the research and development of homeland security technologies. In what way is MHA fostering and driving interagency cooperation and coordination? What is MHA doing to attract the right talent and developing security specialists for the agency? We know that cyber terrorism has no boundaries. Singapore cannot be effective without partnerships. The private sector also makes investment in technology for security and hence private sector partnership can also strengthen the use of technology for homeland safety.”
“Mr Chairman, Canada's interactions with the region, including Singapore, were widely perceived to be underwhelming, largely due to the geographical distance. However, in the recent years, it is evident that Canada has stepped up its engagement in the region. This is reflected in the two-way trade between Canada and the ASEAN member states, which increased to S$23.8 billion in 2017. More recently, Prime Minister of Canada Justin Trudeau visited Singapore to attend the 33rd ASEAN Summit and related Summits as the Guest of the ASEAN Chair and demonstrated Canada’s interest in the region. It was also a pleasant surprise to learn of Prime Minister Trudeau’s ancestral ties to Singapore. While Singapore and Canada may be geographically distant, I believe we do share some key commonalities. Both countries support a rules-based multilateral trading system and uphold the shared values of multiculturalism. Both countries are also amongst the first six signatories that ratified the Comprehensive and Progressive Agreement for Trans-Pacific Partnership (CPTPP) in 2018, allowing the agreement to enter into force. Prime Minister Trudeau has said that the relations between Singapore and Canada "will only deepen as the CPTPP comes into force and creates new opportunities and good middle-class jobs for people in both our countries". Can MFA elaborate on our engagement of Canada, as well as on the emerging areas of bilateral cooperation? Arctic Developments and Singapore”
“If this is the case, has assessment been done on how much it is going to cost to collect the tax? I believe there will be some digital methods to submit the tax. But there will be administrative cost, workload for customs officers and inconvenience to travellers. This will all increase. So, I hope consideration is given to that. Will the cost of collecting the tax result in net revenue loss from the taxes collected? Can the Minister share the anticipated amount of tax to be collected and the significance to the tax revenue? Regardless, all Singaporeans traveling will have to be more diligent in declaring their expenditure as failure to declare or incorrectly declaring the expenses does carry fines as well as prison sentences. Mr Speaker, notwithstanding my concerns and comments, I support the Budget.”
“For several healthcare and care support programmes as well as the cost-of-living relief initiatives, when there is no household income, the annual value of property is used. With an ageing population, there are many middle-income seniors who live in modest private properties that will be above the $13,000 or the $21,000 annual value criterion used for means-testing. They, therefore, will not be eligible for many of these support schemes. An example is the Caregiver Grant that has recently been announced. Another is the support given to lower-wage seniors who work, which is WIS. For some of these seniors who do not own properties, they are not eligible for WIS if they live with a relative in a private property which will obviously have an annual value above the criterion. With people living longer and cost of living concerns in a developed market like Singapore, while I agree that these schemes must continue to be means-tested and targeted to provide support for those who most need it, will the Minister give consideration to refining how we use the criterion of annual value of the property lived in? The current blanket rule of annual value of the property in relation to all who live within the same dwelling unit may miss its intent for scenarios that I had highlighted. Is it possible for there to be consideration for more flexibility in such cases to allow for eligibility? The last point that I would like to touch on is the Goods and Services Tax (GST) Import Relief for travellers. I had not intended to speak on this, but it did intrigue me and the feedback I got was quite surprising. With the increasing trend of Singaporeans travelling, and if I understand correctly, the intent of the change is to make the tax system more resilient.”
“But I thought it is important to make the point that it is not just about technology, it is not just about the way we do business, it is not just about people and the skill, it is all of them. Therefore, the support that is in place needs to do that. Now let me talk about supporting an inclusive society. Education, employment, healthcare benefits and affordable healthcare and caregiving affect all Singaporeans at different stages of life and regardless of status. The various programmes announced in the Budget did signal an inclusive approach to support Singaporeans through the stages while building on the fundamentals for the long term. Whether it was the MGP, the extension of CHAS for chronic conditions and some of the measures in the Bicentennial Bonus like the five-year MediSave top-up, these gave Singaporeans who are eligible, regardless of income and type of property they lived in, the support and the assurance. This inclusive approach in important in building our social fabric. Similarly, Edusave top-ups to support families with school-going children as well as employment support for workers and seniors to enable access to opportunities were equally welcomed. And it is very important as they help give opportunities to all at different stages to be able to take advantage of the opportunities that they are presented with. But as with all Budgets, we do have to recognise that finances are finite. To be sustainable, most support packages are means-tested to ensure that they are targeted and go to those who most need it. The challenge is finding the right criteria to use for the means-testing. While not perfect, per capita income and annual value of property living in are used in Singapore to assess eligibility.”
“Many do fear that technology will result in lower customer touch, lower personalisation of services and poorer customer experience. With innovation, technology, if applied right, can achieve greater productivity and better quality but requires rethinking of the way we do things. Let me share an example, a very simple one. This is an example that was shared with me of a business, Kopi Ong. It is a food and beverage (F&B) business. It services professionals in the Central Business District (CBD) area with freshly brewed coffee and tea. They differentiate themselves in a very simple way, by the signature kopi and teh to each of the customers' preferences. What it means for them though is that their staff will take longer in preparing the coffee, leading to queues and longer waiting time. What they did was that they tested a solution offered by Foodster, a chatbot solution developed by the Development Bank of Singapore (DBS) and Every Botty, a chatbot developer. And it allowed them to be able to let their customers chat via Facebook Messenger and order the drinks they want and pick it up and get notification when the drink is ready to go and pick it up. What it meant is that the business was able to achieve greater sales, better customer satisfaction because they picked up the coffee and did not have to wait in the long queue and they did not need to have more workers. They did not need to have more space as well. What this allows them to do is use technology, make it easier for their workers to plan the work and, at the same time, be able to get better personalised customer service. So, if applied right, with the right partnerships, the right support, businesses can change. Just a simple example.”
“To raise productivity of the services sector, companies will need to innovate and restructure. We will see some companies struggle to make the shift. Apart from the extension of the EDG and PSG, more needs to be done to help businesses in the services sector improve productivity and reframe their business models and strategies. The same challenge will be met by other sectors that are labour-intensive and have low productivity. Why is it challenging for companies in the services sector to reduce their dependency on foreign manpower? Is it a question of not being able to attract Singaporeans to the jobs? Are the factors due to the demographic changes with an ageing population? Is it because of the demand and working conditions of the jobs? Or is it due to the high expectations of Singaporeans for work? Is it an issue of salary? Or is it an issue of cost of getting Singaporeans? The questions and issues have been debated and many of these factors have been attributed as possible reasons. I believe that the answer actually is in all of the above. What is important now is that, for businesses to build a sustainable model in a market like Singapore which is developed, where we are not a cost leader, we have a tight labour market, our market is small. So, therefore, we have to differentiate by being more innovative and delivering better quality. How we do this will decide whether we are competitive or not. The answer though is not a simple one and it cannot be achieved by doing more of the same. And it is also not about just innovating and applying technology and automation. It requires rethinking of how business and work are done. The services sector, as the name suggests, is all about service and customer experience.”
“I believe that an approach that supports companies at different stages of growth is needed. I welcome the announcement in this year’s Budget to focus support in an enterprise-centric way, noting the different approaches for large companies with complex needs as well as the common challenges that SMEs are facing, and digitalising in common functions like HR, finance and customer relationship management and more targeted support for SMEs as they restructure and grow. Minister Heng Swee Keat spoke of the introduction of the Innovation Agents Programme where businesses can obtain advice from experienced industry professionals who have both technology expertise and business experience to support their innovation efforts. I would like to ask how support will be provided by the Innovation Agents and how will it be structured. What are the qualifying criteria for support and how can businesses tap on this programme? Let me touch on the lower foreign worker DRC. This announcement on the reduction for the services sector had sent a very strong message to companies on the need to be more productive and to rely less on foreign workers. We must recognise that this will not be easy for companies in the services sector as they rely heavily on manpower and currently are facing challenges in attracting Singaporeans to take on jobs in the service sector. The countries of sources for foreign manpower are also developing fast and will progress well and businesses must understand that supply for this manpower will eventually diminish as well. While it is painful and difficult, if companies in the services sector do not reduce reliance on foreign manpower for their businesses now, they will be more severely impacted if they are not prepared for it.”
“This will enable them to address the opportunities and challenges, with the major shifts that Minister Heng Swee Keat had spoken about in last year's Budget as well as in the opening of his Budget speech, that are impacting these businesses – the shift in global economic weight to Asia, which brings opportunities for our businesses, but also increases competition; rapid technological advances that enable new capabilities but disrupt business models; changing demographic patterns, with an ageing population impacting both our talent base as well as our manpower requirements; and the decline in support of globalisation that is impacting and creating greater geopolitical uncertainties. Just last week, a resident, who is an SME business owner, came to our Meet-the-People Session (MPS) seeking help for his business. We initially thought that he was seeking for financial support and grants. But after discussions with him, I realised that what he was really seeking help for was to restructure his business and digitalise. He was, however, at a loss and did not know how to go about it. He did take advantage of the current schemes available to digitalise to have his website and online presence set up. But he, too, realised that it was not enough. He needed to rethink how he did his business in order to better leverage technology to help him stay competitive. He clearly needed help not with funding but in transforming his business. Transforming how he did business in the markets and market his products and services, he needed new skills to understand how to do so. And he needed to also understand how to leverage the technology. The Budget builds on programmes already in place to support businesses but introduces new initiatives to help businesses restructure.”
“Mr Speaker, thank you for allowing me to participate in the Budget Debate. I would like to thank Minister Heng Swee Keat for delivering a Budget that balances the needs of Singaporeans in areas that matter at each stage of life and, the same time, supporting businesses as they restructure, while continuing to push forward the strategic long-term goals needed to enable Singapore to stay relevant and build the society we aspire. In my speech today, I will touch on the following areas: (a) building SME capabilities; (b) lowering the foreign worker DRC; (c) supporting an inclusive society; and (c) tightening of relief for travellers. Small and medium enterprises (SMEs) make up more than 90% of the total number of the businesses operating in Singapore and employ 65% of the workforce. Therefore, supporting SMEs to build deep capabilities and grow to stay relevant and competitive are key for both companies and individuals. This will impact the number and quality of jobs, as well as the competitiveness of businesses. The feedback I have received from dialogue sessions I have had with SME leaders and members of business associations that operate in my ward is that existing schemes with pre-approved digital solutions are helpful, but more flexibility is needed to support the diverse needs and stages that their businesses are at.”
“I thank the Minister for the clarification, as I think there has been so much confusion. Having that discussion is important. I would just like to ask a supplementary question with regards to the default age of the payouts. I understand that the rationale for putting the default at 70 is to allow for the additional benefits to the member. But at the point of the letter going out to the members, is it possible to just make it simple for them to confirm if they wish to withdraw? I know they can withdraw at the start of PEA. But it is a matter of emphasis. So, can they allow for the member to just confirm whether he wishes to have the payment, starting at 65? Because it gives the assurance that they can do it. Today, it seems that it is the other way round. It is just a matter of emphasis. And if they say no, then you can do the rest of the communications on the benefits, or if they say yes, just to confirm with them the benefits of keeping it there. It is just to give the members the assurance that they can start the payouts.”
“I thank the Minister for the extensive clarifications. But I still do want to ask one more point around retrenchment. While I understand the need to balance, both the cost as well as the impact on employees, but because of the disruption we are seeing in the workplace and the restructuring of businesses, inevitably, there will be impact on employees. So, have the tripartite partners come to some way of balancing both the cost and the protection for employees?”
“With the proposed amendments, the EA offers more relevance, clarity and flexibility for both employees and employers. But to be effective, employees and employers affected by the amendments must understand the changes. Notwithstanding my questions, Mr Deputy Speaker, I support the Bill.”
“This amendment, while ensuring protection of employee interest, also provides improvement for businesses in making authorised deductions. I would like to also seek clarification on the new section 88A(6)(b) whereby the employee ceases to be entitled to the leave if the employee fails to take that leave by the end of the 12-month period. In the case when the employee’s leave is not approved or possible as a result of work commitment and deadlines imposed by employers, is the employer required to pay the employee the employee’s gross rate of pay for every day of annual leave not taken? Could the Minister help clarify that? So, while the proposed changes to the EA are significant, some may argue that more can be done for employee protection. We must be cognisant that, for many businesses, manpower forms a large part of business cost. So, with the current business climate and companies facing greater uncertainty and feeling the impact of rising cost of doing business, we must ensure that manpower remains affordable and employable for businesses operating in Singapore. The proposed amendments to the EA are trying to achieve a very delicate balance of extending protection and employability while enabling businesses to stay competitive and create jobs for our people. A final point I would like to make is on the communication of these amendments. From the various appeal cases I have handled at my Meet-the-People sessions on employment disputes, it does seem that employees do not fully understand the terms of the EA and where they can go for assistance on dispute handling. Given the significant number of employees that the proposed amendments of the EA will now cover, can the Minister share how these changes will be communicated to both employees and employers?”
“This amendment is significant as it will mean the expansion of eligibility for PMEs and it translates to an additional 430,000 managers and executives who will be covered for the core provisions. With the proposed amendment to raise the salary threshold for non-workmen to S$2,600, Part IV of the EA, which covers rest days, hours of work, overtime pay and other conditions of service, will extend additional protection to more than half of the workforce and benefit 100,000 more non-workmen. This is only right as these are basic working conditions. The statutory clarity on wrongful or unfair dismissal will also help address ambiguity and inconsistent practices and protect employees. Currently, wrongful dismissal claims are heard by MOM. Expanding the ECT to handle wrongful dismissals claims will provide employees with a "one-stop service" for wrongful dismissal claims and salary-related issues, which tend to go together. Similarly, streamlining dispute resolution services is also good for businesses as having such services will enable employers a platform to clarify their positions in disputes. I would like to just touch on retrenchment. With the disruptions and restructuring that businesses are going through, jobs are impacted and employees will face greater uncertainty. I would like the Minister to help clarify if the Ministry and the tripartite partners considered how retrenchment benefits are handled to extend protection to workers while managing the cost impact on businesses? Clause 4 amends section 27 to restate when an employer can make deductions from the salary of the employee. The amendment clarifies when written consent is needed and withdrawn.”
“Mr Deputy Speaker, I rise in support of this Bill. The EA is intended to provide terms of employment, employee entitlement and working conditions. This ensures employee well-being while providing businesses clarity on the terms and conditions they must provide for the people they employ. The proposed amendments to the EA seek to provide core provisions to all employees, additional protection for more vulnerable workers, for balancing the requirements for businesses to operate effectively. This is, indeed, not an easy balance to achieve. With the structural changes in Singapore's employment landscape and workforce profile, it is crucial that the EA continues to retain its relevancy and responsiveness to changing labour market conditions and trends. With global and technological disruption impacting all industry sectors, and Singapore's push towards becoming a digital economy, we will see a greater proportion of PMETs in our workforce. According to MOM's Labour Force in Singapore 2017 report released on 26 January this year, PMETs make up more than half of our workforce, at 56%, up from 49% in 2007. With the increase in the number of PMEs, employees who earn more than S$4,500 per month will increase, and a key proposed amendment to the EA is the removal of the salary cap of S$4,500 for coverage of core employment provisions, such as minimum paid leave, public holiday and sick leave entitlement, allowable deductions, as well as the redress for unfair dismissal, contract termination and salary payment rights. This inclusion will ensure the provision of the basic and fair working conditions for all employees regardless of their salary levels.”
“The scheme itself is also, as many have mentioned today, fairly complex. So, the communication of the scheme, and especially for those who are on ES300 and ES400, the encouragement for them, if they are eligible to go on to CareShield Life, is not as straightforward in terms of understanding, given the incentives that are provided as well as the various complexities around the scheme. So, I hope that, besides the tools and the information provided, MOH would consider setting up an advisory support to provide guidance for this segment as they do the assessment of whether to join CareShield Life or not. Mr Deputy Speaker, notwithstanding my clarifications, I support the Motion.”
“So, MediSave is also used for other outpatient and inpatient needs. So, the question for many is "Will there be sufficient funds in MediSave for the premiums?" And with the changing models of employment – with freelance and contract work as well as the gig economy – incomes may not be as stable and, therefore, MediSave contributions may also be impacted. I would like to touch on the last point on means-testing. For means-testing, apart from the fact that the usage of the scheme and the payouts will be dependent on the strict criteria for the three ADLs, the means-testing for the subsidies and the eligibility criteria are a point that I would like to touch on and would like to ask with regard to the use of the annual value (AV) of a residence as a criterion for means assessment because, if the annual value is above $21,000, what it would mean is that, automatically, it will disqualify the individual from eligibility even if he or she is of lower income because he may be living in a residence out of the goodwill of family members and may not own that property. But as long as AV is used, he or she would be automatically disqualified from the subsidies if this is the same case of how AV is going to be used for the means assessment. This being the case, this would also mean that per capita household incomes may not be considered because they have already not met the AV criterion. The reason why I am highlighting this is that half of the residents in my ward live in private condominiums and landed homes and their AVs are above the $21,000 criterion and not all of them own these properties and many do live with their family members and some are seniors and have retired as well. So, I hope that the Minister would consider how the AV criterion will be used for means-testing.”
“This flexibility is welcomed, as long-term care needs will differ from person to person, and long-term care itself will evolve. As we all know, whether it is informal care, home care services, nursing care, centre-based care as well as palliative care services, long-term care needs are quite strenuous financially, and this flexibility is definitely welcomed. Let me now touch on the point about premium affordability and sustainability. With CareShield Life's enhanced payouts and benefits, there is still the question of premium affordability. The recommendation to keep premiums low – besides risk-pooling that I touched on earlier as well as starting younger for the premiums to be spread across a longer period and also allowing for MediSave to be used to pay for premiums – does help in ensuring affordability because it eases the out-of-pocket expenses. Despite this, there is a lot of questions around how the premium amounts have been arrived at. Can the Minister share the actual principles that were used to determine premiums? There are also commitments made to support lower and middle-income Singaporeans to keep premium affordable with the permanent means-tested premium subsidies, the transitional subsidies, as well as the Enhanced Premium Support for Singaporeans still unable to afford their premiums even after the subsidies. I would like to also touch on the point, apart from premiums today, how are premium increases going to be managed or is there going to be an independent council. Can the Minister share more details about how premiums will be kept affordable over time? The other point is about MediSave. CareShield Life premium is another premium – apart from MediShield Life premium – that MediSave can be used for.”
“This ensures that the coverage is inclusive, with everyone having basic financial protection for their long-term care cost. As the Committee had noted, this will strengthen our social compact and is aligned with our values of an inclusive and, more importantly, a caring society which we strive to build. On this point of being inclusive and the fact that participation is compulsory, it does beg the question on why women need to pay higher premiums. Both the men and the women before me have said a lot on this point, but the point that I would like to make is that given the risk-pooling and the fact that we are making the scheme compulsory, it is only right that premiums should be equal, regardless of gender, and I hope that MOH will take this point into consideration. While many can agree on the benefits of universal coverage and risk-pooling and participation for everyone from age 30 onwards, many in this age group are also at stages of their lives when they have multiple responsibilities. For some of them, they are starting families, at the same time supporting ageing parents. Hence, CareShield Life may be seen as an additional commitment on them financially. For some in this cohort, they may already have coverage and this will be seen as a duplication and additional cost. Can the Minister share what consideration is being given to this and what does it mean for those who already have coverage which they have with private insurers? Let me touch on coverage enhancements. One key point about CareShield Life is that it offers a higher payout than the current ElderShield Plan and, more importantly, it recognises the fact that it is an ongoing support and, therefore, lifetime coverage. Payouts are in cash and there is also no restriction on usage.”
“She continued working, looked at all the different helping hands support and, up to today, she is in a very difficult situation. In fact, I saw her a couple of weeks ago, and she is still struggling to bring up the children as well as support the husband and give the care that the husband needs. You can see that it is not about just providing long-term care, but it is also the fact that because when someone is disabled, it affects the family as well. Therefore, long-term care planning is important. Why I am sharing these examples is because while we talk about inclusion – and the recommendations have been on inclusion – there has also been a lot of discussion on the ground about exclusion. And I think there needs to be a lot more in terms of helping people understand the need, even though the scheme is compulsory. And as we have an ageing population, smaller families and people living longer, long-term care becomes even more important. So, while I understand that the priority – both for ElderShield and now CareShield – is to provide protection in old age. The latter example that I shared shows that, regardless of one's age, economic and financial situation, the demands on long-term care do have an impact on both the individual and the caregivers. [Deputy Speaker (Mr Lim Biow Chuan) in the Chair] I would like now to touch on two areas – universal coverage and premium affordability and sustainability. The recommendation for universal coverage, regardless of financial status or pre-existing disability for future cohorts of Singaporeans starting from age 30, is one that is key for this CareShield Life. In 2020, cohorts aged 30 to 40 will be enrolled upon the launch of this enhanced scheme, with subsequent cohorts enrolled when they turn 30.”
“Mr Speaker, thank you for allowing me to speak on this Motion. I would also like to record my thanks to the ESRC for the extensive work that has been done, as well as to the MOH team. Planning for the time when one becomes severely disabled and thinking about long-term care requirements are not something that each of us necessarily thinks about. We tend to think that disability would not happen to us. This is the general feedback that I get, especially from the young in the community. And, for many, if we do become disabled, many have expressed that they do not want to prolong that state. Unfortunately, in both of these circumstances, none of us can control these outcomes. Therefore, it is important that long-term care is something we plan for, because when one is disabled, there is a need for ongoing care and support, and caregivers as well as families are impacted. And I would like to just share some examples that I have encountered in the community in my ward. I have a resident who has seen me over the last few years. He comes quite regularly to seek assistance. He is a very filial son. His challenge has been in providing long-term care for his mother. His mother is in a nursing home because she is disabled and the family has challenges taking care of her. And where he is struggling is in paying for the nursing home charges. So, if there was long-term care planning done previously for her and, if she was of a cohort that had done long-term planning, that funding, that benefit payout, would have, in his case, helped a lot. I have another family. This lady, in her middle age, quite a few years ago, her husband had a sudden disability and he had to be bedridden. They have three young children.”
“So, as we start writing our next chapter, building on the power of our people, our shared experiences and networks, as Prime Minister Lee had said, I quote, "we have every reason to be confident and optimistic about our future". Mr Speaker, I support the Motion. 3.12 pm”
“So, while SkillsFuture remains an important underpinning in supporting Singaporeans in developing new and required skills, I believe that there is a need for people to also have a platform to engage and to learn from each other. The same way, with examples like Block 71 and the Fintech Sandbox, that the Government has effectively catalysed and enabled the environment for startups and fintech, I believe that, together with the Government, academia and the private sector, there could be platforms to support platforms of learning for people to come together in their learning journey, in the same way we have developed and will continue to develop segments and industry sectors. We can do the same for individuals. By having a platform for people to come together, it would be very powerful in supporting skills development beyond formal learning and skills training. With the disruptions and the gig economy, going forward, it may not be just about getting a job, but possibly, a few jobs with freelance work arrangements. It may not be just formal learning or certification of skills, but also learning that comes from interaction and sharing of ideas. The whole idea transcends from business to even a social and community level. The key thread is participation – participation in a supportive environment of individuals, regardless of backgrounds and experiences, the diversity and different perspectives will benefit all. Participation within such an ecosystem not only promotes learning but builds confidence, resilience, trust and allows one to be better able to seize opportunities.”
“They provide platforms for engagement and they promote innovation. MAS' use of regulatory sandboxes to encourage fintech experimentation has been instrumental in positioning Singapore in a short span of time as a major centre for fintech innovation. Deloitte's report on the world's best cities in which to launch a fintech firm, ranked Singapore as one of the best cities in the world for fintech. Criteria used included doing business, financial competitiveness and innovation. Block 71 is another example of how the Government can foster an ecosystem for innovation and, in this case, it is about bringing together a startup ecosystem. The JTC Launchpad@one-north houses 750 startups, up from 250 when it was launched in 2011. This platform is now transplanted halfway across the world to San Francisco with the setting up of Block 71 San Francisco as well as closer in the region in Indonesia with Block 71 Jakarta. This takes the Singapore brand abroad and, more importantly, is enabling a network of Singaporeans, partners and startups to drive innovation. This participation is about the exchange of ideas, innovation and expertise. I am not sure if many of you remember but only about eight years ago, Singapore was seen as dull and where you could not find any startups. Last year, the Global Startup Ecosystem Report by Startup Genome, a US-based organisation showed Singapore overtaking the Silicon Valley as number one for startup talent, notwithstanding that Silicon Valley still remains number one overall and there are still areas for Singapore to improve.”
“The pace and scale of change that we are witnessing across industries are driven by the momentum in Asia, with the economic shift, the technological shift or what many have termed the Fourth Industrial Revolution and, for Singapore, our demographic shift with an ageing population. So, the question is, are we prepared for this new economy? Do we have what it takes? How do we stay relevant and be able to compete with other cities and countries as they develop and get better? In my speech at the First Session of this Parliament, I had spoken about jobs. I had said that to enable Singaporeans, no matter where their starting point, to continue to improve their lives, Singapore must be able to give Singaporeans fulfilling jobs. At that time, I spoke about my belief that having meaningful work gives confidence to our people not only to make a living but also to feel included and, hence, a sense of belonging and commitment. With the changes we have witnessed in the last two years and the momentum of change we continue to experience, I now realise that while jobs are important, it is more than jobs. It is about partnership and participation and working together that will make the difference for Singapore and Singaporeans. It is not just about the skills we develop, or the jobs we attain or the place that we learn. It is about partnerships to bring it all together and the interaction amongst people of like and different backgrounds that matter. Initiatives, such as Jurong Town Corporation (JTC) Launchpad@one-north or Monetary Authority of Singapore (MAS)' Fintech Regulatory Sandbox and the planned Punggol Digital District, are platforms that provide the environment and the ecosystem to encourage people to come together and to build ties and create new opportunities.”
“It is the skills and capability and conviction of our people, based on shared experiences that are unique to Singapore, based on our values whether it is our multiracial experience, our educational system, our heritage and our networks of relationships at the personal, business and community level. But what is most important is the harnessing of the power of our people and our shared values and experiences and our networks and relationships that has made Singapore what it is today. And we should build on this. We should foster this. But, what is this? It is our Singapore brand and identity. The Singapore passport has recently been recognised as the most powerful passport in the world as it gets you through, I believe, 180 countries without the need for a visa. But what is behind, what is it that has made it possible? And, it is really trust. How did this trust come about? It is built over the years from our track record of making things happen, our reliability, trustworthiness and, to some extent, although I did hear in this House, some of us did ask for our kiasuism to be taken away. I think it is also part of our kiasuism and also as being a country that tries to make it easy for things to happen, for example, for businesses,making it easy for businesses to set up. It is all of these, it is of this coming together that defines the Singapore and the Singaporeans we are. But as we look to our future, President Halimah also stressed that we cannot "assume that Singapore will always continue to be successful". There are shifts and developments that we must understand and deal with and these will need new and bold approaches.”
“Mr Speaker, I rise in support of the Motion. The crux of President Halimah’s speech is about how we move forward together to build our future Singapore. And as I thought about the future of Singapore, I asked myself: what does Singapore mean for each of us? Although not representative, I did take a quick poll amongst several young people asking them to write in their own words what Singapore means for them. Initially, there was some reluctance to pen their thoughts but they did it. While each expressed it differently, interestingly, there were common themes and phrases used to describe how they felt: "home", "safe and secure", "provided me education and opportunity", "stability", "place I want to return to". These were the phrases that they used. I also asked them what is the future that they wished for. Many hoped that Singapore can adapt to the fast-changing world and continue to stay secure, progress and grow, to have opportunities and allow aspirations to be fulfilled. There was also a call for an inclusive, united and compassionate society with more human touch. So, as I studied how they felt, I realised that the answers reflected our shared experiences and identity. Shared experiences of growing up in a society based on, as what President Halimah in her speech called, and I quote, "our foundational values of multiracialism, meritocracy, incorruptibility, self-reliance, inclusiveness and openness to the world". So, as I thought about the Singapore identity and what is it that makes Singapore stand out, I struggled, I really struggled, to describe it. I see it, I see it every day, I can feel it but it is hard to describe. Let me attempt to do so anyway. I believe that it is a combination of many factors.”
“This clarification is for the Senior Parliamentary Secretary. Given the digital trends, I had asked what the plans are in terms of the early childhood sector in helping young families and children prepare for the digital world. Can the Senior Parliamentary Secretary share that? Assoc Prof Dr Muhammad Faishal Ibrahim: I thank the Member for the question. We agree with the Member that young children need to be prepared for the digital world. In fact, we realise and we also share that technology can play a very important role in the learning experience. As such, IMDA has rolled out a PlayMaker programme. It is part of the process to introduce technology-enabled toys as a learning process for the kids. A few of the schools, for example, Skool4Kidz have also looked at it and have implemented it. They found it a worthwhile opportunity for the kids to interact and be open and forthcoming in the process of learning, using a digital perspective. What we will do is that we will continue this process because we also believe and share the Member's view that it is something that we should prepare our kids for and immerse them, and make it natural because that is the space where they are going to grow up in and that is where they can play a bigger part in the future.”
“With these trends, the early childhood sector will need to look at how to better support young families and children for the digital world, specifically those in the lower-income families.”
“Mr Chairman, in a recent survey done on Social Capital in Singapore by the Institute of Policy Studies (IPS), it found that social division in Singapore may now be based on class rather than race or religion. While it may not be realistic to expect that all our children and individuals will have access to similar learning opportunities to develop their talent and that everyone would have the same access to job and career opportunities, as a society, we must still aspire to do so, and our systems and structures must continue to strive to provide opportunities for all Singaporeans. To do this, it will require deliberate and a whole-of-Government effort to mitigate inequality of opportunity, ensure social mobility and foster social integration. With regard to the social service sector, MSF has taken a holistic approach in its efforts to improve social mobility by providing upstream support and strengthening the sector. And this we can see in the help that is given to beneficiaries through SSO, and also through what the Minister is sharing in terms of the plans to enhance and strengthen SSO. To enable every child to have the right start, access and the quality of preschool education are important. Preschool and early childhood development platforms are not just about providing childcare but also the environment for our children to develop and build confidence for social integration and life. In fact, this is the case for all throughout our learning journey and, especially now, with continuous learning. With the technological shifts and disruptions that are confronting us, digital capabilities and skills will be crucial for individuals to thrive. Because with these skills, it will help translate ideas and talent for impact.”
“I think that is where MSF plays a very critical role in creating that platform for making this happen.”
“Mr Chairman, SG Cares strives to build a caring society where every one of us with little acts of kindness contribute to making Singapore more caring and inclusive. In our early days, our forefathers came together, set up community groups, for example, clan associations, to support one another through difficult times. I remember when I was young, in our neighbourhood, regardless of the kind of housing we had, the whole neighbourhood would look out for one another, everyone chipping in to help one another in times of difficulty or celebrating together. Mr Chairman, last year, in your closing speech for the Ministry of Social and Family Development (MSF) COS, you had said that "SG Cares is not a Government scheme. It is more of giving and volunteering by individuals and groups, and a lot of this is already taking place in our community. SG Cares provides an overall umbrella to encourage and support these efforts, to facilitate and drive more outreach". Minister Heng Swee Keat, in his Budget Statement this year, had also stressed that it is shared responsibility which is what has made our society what it is today and will keep our community thriving in the years ahead. In today's busy lifestyle, can the Minister share how SG Cares has helped reignite the support and the spirit of caring in our community to build and strengthen a strong social fabric that will be essential for Singapore and Singaporeans to thrive? I know that there is a lot of focus on volunteerism in SG Cares and, while I am an advocate for volunteerism, we need to go beyond that. It has got to go beyond that to the spirit of giving. It has got to become part of life and not something that we make time for.”
“Mr Chairman, Minister Josephine Teo had shared with regard to the comprehensive Labour Force Survey that was done regarding the gender pay gap. Could I ask a clarification? It is troubling to hear that there is still an 11.8% gap, although there have been improvements. But the Minister did share that some of the causes were relating to women stepping out of the workforce and then returning to the workforce. I do hope that MOM will work with the employers, if they are returning back to the workforce and they are doing the value of the job, and they do have the competencies for the job, they should not be penalised. They should be paid the same value of that job, and it should be performance-based rather than how long you have been in the job or whether you have taken time out of the workforce.”
“Can the Ministry share the responses to the TWG's recommendations to address these challenges? Career Advisory for Freelancers”
“Mr Chairman, based on the TWG Report on self-employed persons (SEPs), the share of SEPs is at 8% to 10% of our total resident workforce. Although this is not a large proportion of the workforce in numbers of persons, this is not insignificant. In 2016, this made up 210,000. The report had also indicated that the majority of SEPs – 80% of them – prefer self-employment over regular employment, primarily for the autonomy. Digital platforms are making it more attractive for SEPs as they enable direct connections of those who provide services to those who need the services. This enables a sharing economy and potential efficiencies. The profile of SEPs reflect the changes in our wider workforce. A greater proportion are aged 50 and above. There is also an increase in the share of those with tertiary education and they are also earning more, especially PMET SEPs. On the part of businesses, digitalisation is also disrupting the way work is done, employment models and how businesses collaborate. Technological advancement is allowing greater flexibility of how and where work is done. Work can now be shared across different persons, and people do not need to be in the same time zones or same place to do work. We are already seeing this impacting many industries from healthcare, education, food and many other services. Businesses are not only directly employing their staff in regular employment but procuring relevant services of SEPs, as and when they are required. Hence, we will probably see an increasing trend of SEPs over time. Although SEPs have the potential to earn a higher income, they do face irregular income streams, lack of a framework for training and development and do not have health and income protection to manage prolonged or sudden illnesses.”
“Mr Chairman, a key thrust of Budget 2018 is to drive pervasive innovation to support businesses to innovate across the entire value chain. LEDS, which was announced in 2015, is focused on helping businesses innovate and transform to become more manpower-lean and productive. So, with digital disruption, business models are being challenged. And to transform, businesses require a change of mindset and a re-imagination of their businesses. Can the Minister share how effective LEDS has been in helping companies transform and become more manpower-lean? 10.45 am It has been reported that over 5,000 companies have tapped on LEDS to transform their business operations and improve productivity. Have these companies been able to restructure jobs to become more attractive for workers? Given our ageing population, have the business transformation efforts made work processes more conducive for mature workers? I spoke in my Budget Debate speech on the benefits of businesses tapping on mature workers. Mature workers are a source of business experience but may have gaps in the new skills required for the jobs available. By making our workplaces more inclusive, businesses can benefit from the intergenerational diversity of their workforce. Given our tight labour market, especially for PMET roles, it would a shame for us not to tap the potential of this talent base.”
“Is there support available for businesses to strengthen the local-foreign manpower complementarity? With a third of our workforce comprising of foreigners, what is being done to raise the quality of foreign workers in Singapore? Review of Fair Consideration Framework”