Josephine Teo
Singapore
“The Government's risk-calibrated approach to data security in artificial intelligence (AI) systems was explained in a written reply, given on 9 January 2024, to related questions asked by Dr Tan Wu Meng and Mr Gerald Giam.”
“Access to frontier models is helpful for specific use cases, such as advanced research and cybersecurity. However, these form a small proportion of artificial intelligence (AI) demand. For most industry, Government and research uses, capable models are already available.”
“The Government tracks the development of technical standards for identifying artificial intelligence (AI)-generated content, including watermarking and digital provenance approaches, as part of broader efforts to manage AI-related risks.”
“Upon receiving a valid report of intimate image abuse, the Commissioner of Online Safety is empowered by law to direct Online Service Providers (OSPs) to disable access by Singapore users to the specified harmful online material. This direction may be extended to cover identical copies found on the platform.”
“The Government is committed to keeping children safe online. We have announced plans to extend age assurance requirements to designated social media services, including requiring platforms to keep users under 13 off their services.”
“Under the Online Safety (Relief and Accountability) Act 2025, the Commissioner of Online Safety is empowered to issue directions to platforms to remove specified harmful content, including intimate image abuse.”
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“The Tripartite Alliance for Dispute Management (TADM) has concluded about 15,000 salary claims lodged between April 2017 when it was established and December 2018. Two-thirds of the claims were either resolved through payment from employers in a private settlement or by way of a settlement agreement which when registered with the District Court can be enforceable. Of the remaining one-third, about half were referred to the Employment Claims Tribunals for adjudication as the disputes could not be resolved through mediation, and the other half were withdrawn by the claimants because they found that their claims were weak or invalid. Initial claims are not always accurate or valid. The ratio of settlement to initial claims is, therefore, not a meaningful indicator. During mediation, TADM mediators will work with the parties involved to verify the actual amount of salary arrears. Claimants may settle for less if the employer is in genuine financial difficulty. Nonetheless, the vast majority of the settlements were close to or the same as the valid amounts claimed. Once a settlement agreement has been reached, TADM will actively monitor payment by calling the claimants within three working days of the scheduled payment date, which is arrived at by mutual agreement between the two parties. Sometimes, the claimant is not contactable or cannot remember when he was paid. More importantly, when a claimant reports to TADM that he did not receive any payment after the agreed payment date, TADM will immediately engage the employer concerned and remind the employer to pay up. The matter will also be reported to MOM for possible enforcement follow up. Ninety-three percent of the claimants have reported that they received full payment based on the settlement amount.”
“The Ministry of Manpower (MOM) stipulates provisions under the Employment of Foreign Manpower Act (EFMA) that safeguard the well-being and employment conditions of foreign domestic workers (FDWs). It requires employers to provide adequate food and rest, as well as proper accommodation with sufficient space and privacy for their FDWs. Employers of FDWs receive clear guidelines on what constitute adequate food and acceptable accommodation, and these parameters are reflected on the MOM website. For instance, employers must provide FDWs with three meals a day and examples of what the daily food intake could be for breakfast, lunch and dinner are detailed on the MOM website. Employers are also responsible for providing proper lodging that accords adequate shelter, basic amenities, sufficient ventilation, space and privacy that safeguard their FDWs' safety and modesty. FDWs and employers are informed of these guidelines at the Settling-In Programme and Employer Orientation Programme respectively. As each household would have its own unique and varied needs for domestic work, it is not practical to stipulate fixed hours of rest and work for FDWs. For instance, a household with very young children or frail seniors may require greater attention from the FDW at different times of the day, while a household with teens and older adults may not. We encourage employers and FDWs to maintain open communication and work out arrangements that are agreeable to both parties.”
“As no unauthorised activity was detected, there was no basis to order a forensic review.”
“Following the Auditor-General's Office's (AGO's) finding, the Ministry of Manpower (MOM) reviewed the operating system administrators’ activity logs from January 2018, the earliest available. We found no unauthorised activity. Given the heightened cybersecurity risks, we acknowledge the value of more regular reviews and now conduct them on a monthly basis. Although the same type of review was not conducted between June 2011 and December 2017, MOM has in place various measures to mitigate the risk of unauthorised activity undermining system integrity. Since the commissioning of the Work Permit System and the Employment Pass System in 2004 and 2008 respectively, all personnel, including information technology vendor staff, have been segregated into applications and system administrator roles, with separate access rights for different parts of the systems. This reduces the risk of a malicious breach of system security or data integrity as no individual has sufficient access to the system to manipulate it without being discovered. There are also regular reports and automated checks to ensure that applications are functioning as intended. Since 2011, the Ministry has also recorded the sessions of all administrators. The primary purpose of the session recordings is to support investigations if a system anomaly is detected or malicious activity is suspected. Given the volume of data amassed from the recordings, MOM takes a risk-based approach and reviewed sessions of higher risk activities. No unauthorised activity has been detected thus far. A forensic review is an in-depth investigation triggered by a suspected malicious activity or security incident, in order to uncover details about the specific incident.”
“The Member asked if our employment assistance schemes have been effective. Overall, the Adapt and Grow initiative has produced encouraging results. In 2018, close to 5,000 individuals, including mature and older jobseekers, were placed through PCPs. Most PCP participants did well, with about nine in 10 remaining employed 18 months after being placed, and about two-thirds receiving higher wages than before due to the skills they had acquired. As for CSP, over 1,200 individuals were placed in 2018. About seven in 10 CSP participants remained in employment 18 months after being placed. While we are heartened by the good progress of A&G, we are also working to do better in three areas. First, we will strengthen A&G's outreach so as to raise awareness of the support available to jobseekers. Second, we will continue to monitor the outcomes of existing programmes and review or enhance them as necessary to improve their effectiveness. Third, we are moving upstream to help at-risk workers to stay relevant and reskill for new roles. MOM and WSG will continue to monitor labour market outcomes for workers in each age group and will work closely with our tripartite partners to help Singaporeans secure good jobs through the A&G initiative.”
“The median duration of unemployment among all residents aged 15 and over was eight weeks in 2017 and 2018. In general, the median duration of unemployment rises with age, from about five weeks in 2018 for those aged 15 to 24, to 13 weeks in 2018 for those aged 50 and above. The detailed breakdown of these figures is available in the Ministry of Manpower's (MOM's) Report on Labour Force in Singapore, published in January each year and available on MOM's website. Through the Adapt and Grow (A&G) initiative, Workforce Singapore (WSG) and the National Trades Union Congress' Employment and Employability Institute offer employment facilitation services, such as career coaching, employability workshops, job fairs and job matching. They also provide a suite of employment support programmes to help jobseekers take up new jobs and careers. In 2018, about 30,000 jobseekers found jobs through the A&G initiative, an increase of about 20% compared to 2017. Of these, close to 16,000 were aged 40 and above, with nearly 9,000 aged 50 and above. To support mature and older jobseekers in their efforts to secure good employment, the A&G initiative offers enhanced rates of training or wage support to employers that hire jobseekers aged 40 and above. For instance, the Professional Conversion Programmes (PCPs) help workers to reskill for new career opportunities as economic transformation continues apace. PCPs provide training and salary support to help jobseekers reskill and move into new occupations or sectors, with higher support for those aged 40 and above. Another A&G programme is the Career Support Programme (CSP), which provides salary support to encourage employers to hire mature retrenched professionals, managers, executives and technicians.”
“The Silver Support Scheme was introduced as a complement to Workfare, to mitigate the effects of income inequality. It supplements the retirement income of elderly persons who had low incomes through life and now have little or no family support. Eligible elderly persons receive cash supplements of up to $3,000 a year. More than 180,000 elderly persons have received a total of about $1.3 billion in Silver Support payouts since it was implemented in 2016. The Ministry of Manpower is reviewing the Silver Support Scheme and will take into account factors, such as inflation. As we have explained previously in this House, Singaporeans meet their retirement needs through a combination of income sources, including their Central Provident Fund savings, private savings, as well as support from family. The Government also provides a range of support, including through the Pioneer and Merdeka Generation Packages, and Goods and Services Tax Vouchers and U-Save rebates. For each of the schemes, including Silver Support, the quantum of support is designed to be meaningful for their purpose and fiscally sustainable. We consider findings from a variety of sources where relevant.”
“It is not meaningful to compare the investment performance of CPFIS investors to pension funds in other countries as these funds may have different objectives and investment strategies from our CPF system.”
“The Central Provident Fund (CPF) Investment Scheme (CPFIS) provides CPF members with the option to invest their CPF savings in a diverse range of investment products to enhance their retirement savings. CPFIS is targeted at CPF members who have the knowledge and time to invest and are prepared to take investment risks. CPF members who are not prepared to take risk or have neither the knowledge nor time to invest, should consider growing their CPF savings through the risk-free CPF interest rates. The investment performance for each CPFIS investor varies, depending on the investment decisions they make, for example, the asset type and basket of investment products purchased, market conditions at which the investments were purchased and sold, as well as the investment duration. For similar reasons, the performance of any investment fund may not reflect the returns of its individual investors. Hence, to assess the investment performance of CPFIS-Ordinary Account (OA) investors, we compare their returns against the CPF Ordinary Account (OA) interest rates. This indicates whether CPFIS-OA investors make better returns than the alternative of leaving their CPF monies in the OA to earn the risk-free interest rates. The investment performance of CPFIS-OA investors fluctuates year on year in line with market conditions. In financial year 2018, only 38% of CPFIS-OA members registered in their accounts total profits above the OA interest rate of 2.5% per annum, whereas in the year before that, 74% of CPFIS-OA members registered total profits above 2.5% per annum. Their realised returns may, however, differ from what was registered, depending on the timing of specific investments.”
“Mr Speaker, while I understand the Member's concern about domestic violence, I think the question we have to ask is whether the employers are best placed to intervene. I am not so sure that the answer is so clear for everyone.”
“The employee representatives in Singapore, which refers to the National Trades Union Congress, voted to support in favour of the Convention as a mark of solidarity for the spirit behind it, knowing full well that the Government was going to vote to abstain from it.”
“Mr Speaker, maybe I will take the second question first, what are we doing in the meantime. As I had outlined, we take practical measures. The employers are not without obligations. As I had mentioned in my earlier reply, the Tripartite Guidelines on Fair Employment Practices does impose certain requirements on the employers. If they do not know how to implement these obligations, we make ourselves available to help them. If their employees find that these measures that are in place are not sufficient, we are also quite happy to step in. And if there are specific instances where the employees feel that their employers did not help to resolve harassment or even violence at the workplace, we certainly will take a very serious view into rectifying this. We collect data. TAFEP receives a certain number of complaints each year that are properly filed. A very small percentage has to do with workplace harassment. This is not to trivialise the concerns of those who did file the complaints. But in general, we do not have a pervasive issue. It is quite specific to certain employers, certain types of work arrangements. Those, we will follow up. I think that also addresses the third question: what are employers liable for? Coming back to the Member's first question, which are the parties that abstained or how did we vote, amongst the Singapore delegation. The Singapore delegation comprises the Government, as well as our employers' representatives and, of course, our Labour Movement. Because this Convention has been in negotiation for about two years, the positions of each of our tripartite partners in Singapore are well known to one another. The employers had very grave concerns. Not surprisingly, when the matter was put to a vote, the employers in Singapore voted against it.”
“While Singapore voted to abstain for the Convention, we voted in favour of the non-legally binding ILO Recommendation accompanying the Convention, as it is aligned with our commitment to eliminate workplace violence and harassment. We continue to partner the ILO to promote decent work and have put in place practical measures to eliminate workplace violence and harassment. Today, employers must already meet the Tripartite Guidelines on Fair Employment Practices, which covers grievance handling. Among other things, employers are required to respond promptly to affected persons and conduct proper investigations into complaints. Employers who need help may also approach the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) for help to put in place processes to manage workplace harassment complaints. In addition, concerned employees may also approach TAFEP for advice and assistance through its hotline, email or writing in. Where appropriate, TAFEP will refer cases to Government agencies and partners, including the Police and the Courts. Egregious cases, such as the outrage of modesty, are punishable offences under the Penal Code, or can be taken up under the Protection from Harassment Act.”
“The International Labour Organization (ILO) Convention on the Elimination of Violence and Harassment in the World of Work, also known as Convention 190, was adopted at the International Labour Conference this year after two years of contentious negotiations. Adoption of a Convention by the ILO does not mean that all states will automatically ratify it. Among the Conventions adopted since the year 2000, few have been ratified by more than 25% of the ILO member states. Singapore takes its treaty obligations seriously. We have a long-standing policy to only consider adopting or ratifying Conventions which are in Singapore’s interests and with which our laws and policies can fully comply. In the meantime, where we have doubts, we will continue to study the terms of the Convention. In the meantime, we will also make improvements to our policies and measures that are aligned with the spirit of the Convention, if they also meet our objectives. A good example is the ILO’s Occupational Safety and Health Convention, or Convention 155, which we ratified recently. Well before we did, Singapore took steps to strengthen our measures and successfully reduced workplace fatality rates. On Convention 190, while we agree with its intent, there are concerns about overreach. For example, it proposes measures, such as including domestic violence in workplace risk assessments. This would expand workplace safety and health well beyond the workplace remit. Reflecting the significant concerns on a variety of issues, one in three of all eligible ILO members – which include governments, workers and employers – voted against the Convention, abstained, or did not vote. One in three.”
“Mr Speaker, may I have your permission to take Question Nos 21 to 22 together?”
“Central Provident Fund (CPF) members receive monthly retirement payouts through CPF LIFE or the Retirement Sum Scheme (RSS). Members born in or after 1958 will automatically be included in CPF LIFE if they have at least $60,000 in their Retirement Account (RA) when they turn 65. All other members1 will continue to be on the RSS, unless they voluntarily opt to join CPF LIFE. RSS payouts are designed to last up to 20 years, taking into account the base interest rate on RA savings, which is now 4%. The CPF Extra Interest (EI) and Additional Extra Interest (AEI) provided by the Government are used to extend the RSS payout duration beyond 20 years. In this way, members enjoy payouts for a longer duration and there is less risk that their savings will run out. The period of extension depends on the member's base payout amount, but does not go beyond 10 years. Unlike RSS, CPF LIFE is designed to provide lifelong payouts. The payout depends principally on how much a member puts into CPF LIFE. An independent actuarial consultant appointed by the CPF Board determines the payouts, taking into account factors, such as mortality rates and interest earned on the amounts committed to CPF LIFE. Payouts are reviewed annually to account for changes in these factors. For example, if more people live longer than expected, the monthly payouts may decrease and vice versa. Any adjustment is expected to be small and gradual, and affected members are informed ahead of the adjustment. Members who wish to estimate their payouts can use the CPF LIFE estimator on the CPF website. They may also visit any of the five service centres to find out more.”
“Upon reaching the minimum statutory retirement age of 62 every year, well over 90% of private-sector local employees who are eligible and want to continue working are offered re-employment. Two-thirds could continue on their existing contracts without a specified end date. The remainder were offered re-employment on new contracts. In about one-third of these cases, the contract duration was more than one year. The rates of re-employment for eligible workers at older ages, that is, 63 to 67, have also remained consistently high at well over 90%. The Government’s WorkPro Job Redesign Grant encourages companies to redesign jobs for their senior workers. Since the Grant was started in 2013, over 1,800 companies employing about 20,000 senior workers have benefited from the Grant and redesigned their jobs. Even without applying for grants, progressive companies may implement age-friendly practices. More than 10,000 companies employing about 277,000 of the 318,000 (87%) local employees aged 50 and over, reported that they have done so, including job redesign1.”
“Sector agencies also provide training support to SEPs. For example, insurance agents can tap on industry competency standards and training subsidies under the Institute of Banking and Finance to acquire expertise in financial planning and future-enabled skills. Media freelancers and professionals may refer to the Skills Framework for Media, which is a useful guide on job roles, skills required and possible career pathways. The Infocomm Media and Development Authority also provides funding support to SEPs, in particular, media freelancers, to encourage them to acquire deeper skills and competencies through a list of pre-approved courses. In addition, in occupations, such as insurance and real estate agents, SEPs are required to go for regular training and assessment to maintain their professional qualifications. The Ministry encourages individuals, including young persons, to tap on these efforts and initiatives to find out more about the prospects for career development in their desired occupations.”
“Over the past decade, the share of those who did self-employed work as their main job, that is, primary self-employed persons (SEPs)1, remained stable at 8% to 10% of our resident workforce. In 2018, 17% of primary SEPs were aged below 35. In comparison, 31% of regular employees were aged below 35. Youths below 35 are, therefore, not over-represented among the self-employed. Young Singaporeans have opportunities to learn about various occupations starting from school. In particular, the Institute of Technical Education (ITE), polytechnics and universities provide education and career guidance to help students make better-informed choices as they transit into the workforce. These efforts include learning journeys to companies, workshops with industry representatives, and career fairs. Also, with the support of ITEs and polytechnics, Workforce Singapore piloted its Career Starter Programme early this year for graduating students. Complementing these efforts are the MySkillsFuture Portal and the MyCareersFuture Portal. The MySkillsFuture Portal is a key resource for all workers, including SEPs, to easily access information on industries and occupations, as well as tools to support their training and career development. The MyCareersFuture Portal enables SEPs who seek career progression via regular employment to locate suitable jobs more easily. The Ministry of Manpower is also working with our tripartite partners and other Government agencies to raise awareness about skills training for SEPs. For example, since 2016, the National Trades Union Congress' Freelancers and Self-Employed Unit has hosted annual Freelancers Fairs. Besides providing useful information, such fairs highlight opportunities for skills training for SEPs.”
“The breakdown of median gross monthly income of full-time employed residents by sex, age and marital status is provided in Table 1 below. Married males earned more than single males across all age groups, whereas single females aged 30 and above earned more than married females of the same age group. Among singles of the same age group, women earned more than men; while among those married of the same age group, men earned more than women. Table 2 below provides the breakdown of median gross monthly income of full-time employed female residents by age and the number of children given birth to. We do not collect such data for males. Among women aged 30 and above with children, those with two children tended to earn more than those with just one child or three or more children in the same age group. It is not straightforward to compare to those with no children as they include both single and married women. Data alone cannot establish the causal impact on income of marital status and number of children as these factors can themselves be influenced by income and education levels. There are also generational differences, for example, in age of marriage, rates of divorce and the division of caregiving and household responsibilities between married couples. Finally, the data does not account for differences in occupations between men and women, and in preferences for part-time work, which could also affect incomes.”
“It is illegal for tourists to work in Singapore without a valid work pass. This is regardless of whether they receive remuneration in cash or in kind. The Ministry has found only one case where a company paid tourists in kind to work. The investigation is currently ongoing. Under the Employment of Foreign Manpower Act, foreigners found working illegally can be fined a maximum of $20,000, or subjected to imprisonment of up to two years, or both. For hiring foreigners without a valid work pass, employers can be fined a maximum of $30,000, or subjected to imprisonment of up to one year, or both.”
“Both fatal and non-fatal falls from height injury rates have declined from 2014 to 2018. Fatal injuries declined from 0.3 per 100,000 workers in 2014 to 0.2 in 2018. Non-fatal injuries declined from 23 per 100,000 workers to 19 in the same period. The sector most prone to falls from height injury risks is construction, followed by marine and manufacturing. Sustained enforcement and engagement efforts in the construction, marine and manufacturing sectors have contributed to the declining injury rates. Falls from height risk is a primary focus in the Ministry of Manpower inspections. The Workplace Safety and Health Council (WSHC) has also rolled out outreach programmes to educate companies and workers on how to prevent falls from height risk. These included the Target Zero Falls Campaign last November where over 150 companies pledged their support and conducted "Safety Time Outs" for their management to review work-at-heights activities. Companies will also be able to tap on free WSH consultancy services on how to prevent falls from height and other workplace risks, under the WSHC's Safety Compliance Assistance Visits programme.”
“The Ministry of Manpower is currently carrying out further analysis on the factors affecting pay differences between men and women. From our preliminary findings, three main factors have contributed to the narrowing of pay differences. First, the employment rate of women in prime-working ages has risen; they tend to be better educated and earned higher wages than older women. Second, women have moved out of lower-skilled industries more quickly than men. Third, greater access to flexible work arrangements has enabled more women to continue working and maintain their career advancement. More findings will be shared towards the end of 2019.”
“As of end May 2019, 69,251 households with a foreign domestic worker (FDW) were given the FDW levy concession under the aged person scheme. This is considerably higher than the 65,541 and 61,811 households in 2018 and 2017 respectively. Levy concession was granted automatically to all eligible households1 which had applied for and were allowed to employ an FDW.”
“The Ministry of Manpower (MOM) takes all complaints seriously, whether they are made by an employer or a Foreign Domestic Worker (FDW). Under the Employment of Foreign Manpower Act (EFMA), giving false information or making false allegations is an offence punishable by imprisonment of up to two years, and/or a fine of up to $20,000. An FDW who is found guilty will also be banned from employment in Singapore. From 2016 to 2018, MOM investigated and took action against 25 FDWs who gave false information and/or made false accusations. Eight FDWs were prosecuted and sentenced to jail for up to eight weeks or fined up to $9,000. Two were issued composition fines of $2,000. The remaining 15 were issued warnings. All 25 FDWs were repatriated and banned from employment in Singapore.”
“From 2014 to 2018, there were 20 non-fatal and three fatal workplace accidents involving commercial diving. The numbers are similar in the preceding five-year period. In 2018, the Ministry of Manpower stepped up inspections on commercial diving activities at Anchorage Waters, with the support of the Maritime and Port Authority of Singapore. The inspections focused on ensuring that diving companies have competent divers, proper risk assessment and planning prior to diving operations. Through these inspections, we have taken enforcement actions against 10 companies for safety lapses. The Workplace Safety and Health Council is working with the diving community to update the commercial diving training curriculum and the Diving Technical Advisory for Inland/Inshore Commercial Diving Safety and Health. It has also stepped up engagements with diving companies to drive home the message that it is their responsibility to ensure all their contracted divers are properly trained.”
“From 2016 to 2018, the Ministry of Manpower (MOM) received, on average, about 500 complaints a year regarding employment agencies (EAs) that place foreign domestic workers (FDWs). The top three complaints are disputes over contractual terms, such as EAs' refund and replacement policies, service lapses, such as EAs not being responsive, and on the quality of the FDWs not meeting their expectations. The Employment Agencies Act imposes licence conditions on all EAs and sets out key standards that they must comply with. This includes providing employers with the FDW's employment history and a set of biodata to help employers make informed decisions. In addition, EAs must fully disclose the terms and conditions of their services, including the refund and replacement policies. Disputes between EAs and employers must be mediated by an independent third party, such as the Small Claims Tribunals and the Consumer Association of Singapore. From 2016 to 2018, MOM took action against an average of 135 EAs per year for FDW-related matters. This ranged from issuance of demerit points to prosecution. Thirteen egregious FDW-placing EAs had their licence suspended or revoked during this period. Besides enforcing the law and regulations, we actively engage the EA associations to improve service delivery. We also provide an online EA directory. This helps employers make an informed choice after considering the EAs' customer rating scores, retention and transfer rates, placement numbers and years of experience. On the Trustmark Grading Scheme, EAs and employers have cautioned that the costs EAs incur will ultimately be passed on to employers. We, therefore, need more time to consider alternative approaches.”
“The Ministry of Manpower (MOM) works with food delivery companies on measures to prevent accidents and injuries in the first place. MOM and the Workplace Safety and Health Council (WSHC) have partnered the Land Transport Authority (LTA) and Traffic Police on initiatives to inculcate safe riding practices among delivery riders. These initiatives include running the annual Singapore Ride Safe campaign and publishing a guide on safe riding. Food delivery companies are required to purchase work injury compensation insurance for their employed delivery riders. These riders are eligible for compensation under the Work Injury Compensation Act if they are injured at work. Companies have control over their employees' work arrangements and are, therefore, responsible for compensation if their employees are injured in the course of work. For self-employed delivery riders, they may choose their own work arrangements, such as driving their own vehicles and managing their own working hours. In addition, they can work for multiple delivery companies. In this regard, companies do not have full control over the self-employed person (SEP) work arrangements and are thus not required to purchase work injury compensation insurance for them. Nonetheless, WSHC has engaged food delivery companies to encourage them to provide personal accident insurance for all their delivery riders, including those who are self-employed. Several major operators like Deliveroo and GrabFood already do. WSHC will publish an updated guide on safe riding later this year that will include insurance coverage for riders as a good industry practice. It will highlight that a self-employed rider hurt in an accident caused by another vehicle can also claim against the vehicle owner's motor insurance.”
“In general, Central Provident Fund (CPF) contributions are mandatory for all local employees, including interns, to enable Singaporeans to start early in building their retirement savings. However, employers may not welcome interns if the same CPF obligations for local employees also apply to them. In consultation with the Ministry of Education (MOE), we exempt employers from making CPF contributions for interns if they are students (a) enrolled in an institution or programme subsidised by MOE and (b) employed for training approved by their educational institution. This approach serves to prioritise internship opportunities for students whose courses of study are most aligned with national objectives. The information for such programmes, for both public and private institutions, may be found on the MOE website. On their own accord, employers may still make CPF contributions to these interns.”
“To date7, around 1,600 employers, with a total staff strength of about 410,000, have adopted the Standard. The Government encourages and provides support to companies to implement FWAs. Employers may access the enhanced Work-Life Grant which has been raised to $100 million recently and make use of the new job-sharing implementation guide to offer FWAs to employees.”
“Flexible work arrangements (FWAs) have become more common in Singapore. Based on a 2018 Ministry of Manpower (MOM) survey1, about seven in 10 employees in Singapore now work in companies that offer at least one formal FWA, such as part-time work and flexi-time or staggered hours. In addition, about nine in 10 workers work in companies that allow their employees to take unplanned time-off to attend to personal matters, ad hoc teleworking or both. Taken together, more than nine in 10 employees work in companies that provide some form of work flexibility. This compares favourably with the experience of other Organisation for Economic Cooperation and Development (OECD) countries. From a 2016 OECD report2 covering 35 European countries, three in four employees have access to some work schedule flexibility, including taking one or two hours off for personal reasons. In another 2017 OECD report3, about 55% of female and 53% of male employees in the United States had access to FWAs. FWAs benefit both employees and employers. For employees, FWAs allow them to better manage their obligations at work and their personal needs, such as caregiving. For employers, studies4 have found that FWAs result in better employee engagement, reduced employee turnover and increased productivity. A 2018 MOM study5 also found that among workplace practices, availability of FWAs had the greatest impact on staff retention. Among employees who required FWAs in 2016, seven in 10 were provided with the arrangement that they needed6. While this is encouraging, there is room for workplace cultures to become even more progressive. This is why MOM launched the Tripartite Standard on FWAs to recognise employers who actively facilitate FWAs.”
“The Guide provides step-by-step information for companies on how they can redesign jobs to do so – for instance, through changes to the workplace or working arrangements. SG Enable also runs disability management workshops and a biennial Inclusive Business Forum to equip employers with knowledge and skills on how to recruit PwDs and integrate them into the workforce. The Ministry of Social and Family Development (MSF) has set up a Workgroup, comprising members from the people, private and public sectors, to explore ways to better support PwDs in gaining employment. The Workgroup is co-chaired by Minister of State for Social and Family Development, Mr Sam Tan, and President of the Autism Resource Centre, Ms Denise Phua. MOM and WSG are part of this Workgroup, and will continue to work closely with MSF, SG Enable and community partners to improve employment opportunities for PwDs.”
“As the Senior Parliamentary Secretary for Social and Family Development said in his earlier reply to Miss Cheng, the Government works closely with the people and private sector to raise awareness of autism and provide support to persons with autism. To help autistic individuals gain employment, the Government provides up to 16% wage subsidy, through the Special Employment Credit, to employers who hire persons with disabilities (PwDs), including persons with autism. There is an additional 6% subsidy for PwDs above age 67. PwDs seeking employment may also tap on programmes under MOM's Adapt and Grow initiative, such as the Open Door Programme (ODP) and Career Trial. ODP, which is administered by SG Enable with funding support from Workforce Singapore (WSG), provides job placement and job support services for PwDs and their employers. PwDs can tap on the job matching, training and other support services provided by partner organisations, including the Autism Resource Centre. At the same time, employers may receive grant support for job redesign and training. From January 2016 to March 2019, more than 2,000 PwDs were placed with close to 750 employers through ODP. Some employers and PwDs may have reservations about job fit and suitability of the work environment. To address these concerns, Career Trial provides opportunities for employers and PwDs to try out each other and assess job fit. During the trial, which can be up to three months, jobseekers receive a training allowance from the Government. There are also ongoing efforts to help PwDs, including persons with autism, integrate into the workforce. Last month, MOM and SG Enable launched the Job Redesign Guide for Inclusive Employers.”
“Young Singaporeans who require assistance finding jobs may approach WSG's Careers Connect or the National Trades Union Congress' Employment and Employability Institute's career centres, which offer career coaching, employability workshops, job fairs and job matching. As hiring may become more subdued, we encourage Singaporean youths entering the workforce to be open to opportunities in different sectors and occupations. They may also wish to consider work-study pathways, such as the SkillsFuture Earn and Learn Programme, to acquire industry-relevant skills and work experience related to their area of study. It is also useful to deepen existing skills or acquire new skills so as to be ready for opportunities when economic conditions improve. In short, be open, agile, relevant. There will be employers out there who will welcome you.”
“In May 2019, the Ministry of Trade and Industry narrowed its gross domestic product growth forecast downwards for 2019 to 1.5% to 2.5%, taking into account a global growth outlook that remained clouded by uncertainties and downside risks, including ongoing trade conflicts between the United States and China. Although the economy slowed, most indicators showed that the labour market held up in the first quarter of 2019. Specifically, for youths aged 20-29, their employment rate remained high at about 70%. While unemployment inched upwards to 5.6%, this falls within the range seen in the last five years. Nonetheless, we take concerns about jobs and the economy seriously. The Ministry of Manpower and Workforce Singapore (WSG) are monitoring the labour market closely and stand ready to step up our employment facilitation services and programmes under the Adapt and Grow initiative, should the need arise. Young Singaporeans may also make use of available education and career guidance resources, including the MySkillsFuture portal, which provides tools and information on industries and occupations to support their career development. They may also tap on the MyCareersFuture portal to find jobs best suited to their skills. The recently-launched Career Starter Programme builds on the education and career guidance support and work experience that students graduating from the Institutes of Technical Education and polytechnics have had, by providing further employment support through workshops and personalised career guidance and coaching.”
“Chairman, I beg to move the amendment* standing in the name of the Minister for Home Affairs, as indicated in the Order Paper Supplement. The amendment in clause 13 is to allow for the Courts to have discretion to deviate from and impose a sentence lower than the minimum mandatory sentence if there are special reasons to do so. [(proc text) *The amendment read as follows: (proc text)] [(proc text) In page 16, after line 19: to insert — (proc text)] [(proc text) "(7) Where subsections (2) and (2A) prescribe a minimum term of imprisonment on conviction of an offence under subsection (1), the Court is to impose a sentence of imprisonment that is equal to or greater than that prescribed minimum term of imprisonment unless the Court, for special reasons, thinks fit to order a shorter term of imprisonment."(proc text)] [(proc text) Amendment agreed to. (proc text)] [(proc text) Clause 13, as amended, ordered to stand part of the Bill. (proc text)] [(proc text) Clauses 14 to 21 inclusive ordered to stand part of the Bill. (proc text)]”
“This is also advocated by Members like Mr Melvin Yong and Ms Joan Pereira. As I mentioned in my earlier speech, the Traffic Police and LTA’s recent road safety efforts have shown encouraging results. The road safety situation remains stable and the number of road traffic accidents has decreased. Assoc Prof Walter Theseira had also, of course, cited some very useful statistics to compare how we fare relative to other jurisdictions. However, there is still a need for continual review and improvement, and this Bill is another step in this direction. Sir, I beg to move. [(proc text) Question put, and agreed to. (proc text)] [(proc text) Bill accordingly read a Second time and committed to a Committee of the whole House. (proc text)] [(proc text) The House immediately resolved itself into a Committee on the Bill. – [Mrs Josephine Teo]. (proc text)] [(proc text) Bill considered in Committee. (proc text)] [Deputy Speaker (Mr Lim Biow Chuan) in the Chair] [(proc text) Clauses 1 to 12 inclusive ordered to stand part of the Bill. (proc text)] [(proc text) Clause 13 – (proc text)]”
“In fact, like AVs, these different technologies are probably on trial already one way or another. So, let me reassure Members if the technologies improve road safety and are feasible to implement, we will find ways to promote their adoption. Mr Deputy Speaker, to successfully tackle all our road safety challenges, a good road safety culture is essential. If I may quote Mr Ang Hin Kee, he says: "Beyond the law, I believe we can channel our efforts to cultivate responsible road users and for everybody to have a safer commute." Indeed, we all have a shared responsibility for road safety. Yet, this may also be where we most fall short. Er Dr Lee Bee Wah had asked about the underlying causes of unsafe and discourteous road behaviours. We, too, want to know. So, the Traffic Police recently conducted a nationwide study involving different road user groups. Three findings stood out. First, road users tend to prioritise their own needs to get to their destinations at the fastest speed and the shortest time possible. Second, as highlighted by Ms Rahayu Mahzam, most road users rate their personal safety and graciousness positively, but rate the personal safety and graciousness of other road users negatively. The third finding, unsurprisingly, is that the road users tend to feel that it is the responsibility of others to make the road safer. So, this is the situation that we have to deal with. The findings tell us that we have some way to go before the culture of responsible and gracious road use takes root among Singaporeans. Dr Chia Shi-Lu felt this way, too, and this is why the Traffic Police's effort has always gone beyond enforcement measures to encouraging a safe road use cultural change through engagement, education and, of course, also infrastructural improvements.”
“However, as Ms Anthea Ong reminds us, an outright ban may be too blunt an act to take because the elderly and the differently-abled have benefited from the use of active mobility devices and so, therefore, it is probably better that the measures be continually updated and improved upon. This Bill does not focus on active mobility devices and, in any case, MOT oversees this area. I will, therefore, speak more on the approach taken on the road safety front. On the roads, there have been rules on the use of active mobility devices, such as bicycles. In February this year, the Government introduced new rules, including the mandatory use of helmets by cyclists on roads. Now, active mobility users at pedestrian crossings must also "stop and look" before crossing. In April 2019, MHA and the Traffic Police increased the composition sums for cyclist offences on the roads. We have also ramped up public education to raise awareness among active mobility users. Examples of such measures include the Traffic Police's "Use Your RoadSense" campaign and LTA’s "Safer Together" campaign. These efforts will have to continue. Ms Anthea Ong spoke on the need to ensure that AVs are deployed safely. Indeed, self-driving technology has the potential to radically transform our transport system and improve our living environment. But we must ensure technology implementation does not endanger human lives. MHA and the Traffic Police are working closely with MOT to ensure that the AV testing regime is rigorous and the deployment of AVs is done in a cautious and safe manner, taking into account the impact on other road users, including the elderly and differently-abled. Likewise, we will continue to evaluate different technologies as they are made available.”
“The Courts should be able to consider an individual’s history of past compounded offences, for example, whether he had one or many past compositions. In any case, this will only apply within the RTA. As Mr Louis Ng mentioned in his speech, this is in line with the decisions made by the High Court that compounded offences in RTA may be taken into account for sentencing. Moving forward, people who choose to accept composition should do so with the awareness that the composition could be treated as an aggravating factor in a future conviction. To be fair to them, due warning will be given at the point the composition is offered. Mr Louis Ng also asked about the practical differences between a composition and conviction under RTA. Apart from the typically lower penalties for compositions, compositions will also not be considered as part of an individual’s criminal records. Mr Deputy Speaker, let me deal briefly with emerging road traffic issues, such as the use of active mobility devices and AVs. These emerging issues are increasingly complex. To chart the way forward, several Ministries and stakeholders must work together to tackle the issues from different angles. Mr Christopher de Souza, Er Dr Lee Bee Wah and Ms Anthea Ong spoke on the need to ensure riders behave responsibly. We fully agree. MHA and the Traffic Police work closely with MOT and LTA to dovetail our road safety and active mobility policies. We already regulate the use of active mobility devices through a comprehensive set of measures. At this stage of development, the measures cannot be static.”
“Mr Murali Pillai asked if community sentencing options, such as Community Work Orders, apply to the RTA. Community Work Orders are meant for reparation and restoration and are only limited to a prescribed list of offences. RTA offences are not in the list. However, we do have rehabilitative measures, before an accident even occurs, to help encourage safe driving behaviours by motorists. For example, motorists who have clocked a number of demerit points may choose to attend the Safe Driving Course, which helps them learn and practise safe driving habits. Mr Murali Pillai had also asked if short detention orders can apply to RTA offences. The answer is yes, if the offence and offender meet the requirements set out under the CPC, such as not having a specified or mandatory minimum imprisonment. One example is the offence of Careless Driving as well as first-time Driving Under Influence offenders. Third, let me address the questions on compounded offences. Mr Louis Ng highlighted that some individuals could have compounded an offence without intending to admit guilt. He asked if composition offences in the RTA amount to an acquittal. A person who is charged in Court and appeals may be offered composition. In such instances, once the charge is withdrawn via a discharge amounting to an acquittal, the composition amounts to an acquittal. However, the current case law states that past composition can be treated as an aggravating factor. The new section 139AA makes it clear that the Courts may take the composition of an offence as a possible aggravating factor when a Court sentences for a later RTA offence. It does not matter how the composition came about.”
“If the motorist also refuses to take the second test, he will be liable for the offences of: failure to provide specimen for the preliminary breath test; and failure to provide a specimen for the second test, which has an equivalent penalty to the offence of Driving Under Influence. I would also like to assure Mr Murali Pillai that the Traffic Police are now able to conduct the second test on the spot with the mobile Breath Evidential Analyser. Mr Christopher de Souza asked if there would be a difference in the way disqualification periods operate for the offences of Dangerous and Careless Driving. The answer is no. There will be no difference in the way disqualification periods operate. The Court will have the discretion to depart from the minimum stipulated periods, if there are special reasons to do so. Mr Christopher de Souza also asked about the illegal speed trials and the alignment with the penalties for Dangerous and Careless Driving offences. Given the lower penalties for illegal speed trials, he asked if it will be the case that the prosecution will have to choose between forfeiting the vehicle for an illegal speed trial offence as opposed to the higher penalties for a Dangerous Driving offence. The offences mentioned are not mutually exclusive. It is possible for a motorist to be charged for both the offence of Dangerous or Careless Driving and the offence of Illegal Speed Trial. Motorists who drive in a dangerous or careless manner will be liable for the offence of Dangerous or Careless Driving whether or not they are involved in an illegal speed trial. Motorists who partake in illegal street racing will be liable for the offence of Illegal Speed Trial, even if they were not driving dangerously or carelessly.”
“Mr Murali Pillai asked about Driving Under Influence offences. He asked about the additional penalties for Dangerous and Careless Driving offences, for motorists who had done so while under the influence of alcohol or drugs and whether this would mean that a person is punished twice for the same act. There is no double penalty. Consider two actions. The first, a motorist was driving under influence. The second, a motorist was driving dangerously or carelessly. A motorist committing the first action, driving under influence, will be liable for penalties even if he was not driving dangerously or carelessly. If he was also committing the second action, that is, driving dangerously or carelessly, he would be liable for penalties under Dangerous or Careless Driving instead of Driving Under Influence per se. However, the offence of driving dangerously or carelessly while under influence carries higher penalties. Mr Murali Pillai asked if the penalties for failing to provide a specimen for a preliminary breath test should be increased. As the proposed penalties are lower than that for the offence of Driving Under Influence, he worries that this may create an incentive for a motorist not to provide the specimen. There is no such incentive. At present, the Traffic Police subject motorists to two tests for suspected Driving Under Influence offences: first, a preliminary breath test to check if the breath alcohol content is beyond the legal limit; and, second, a test to measure the exact alcohol content of the motorist. A motorist who refuses to take the preliminary breath test will be arrested by the Traffic Police and required to take the second test.”
“Second, the penalties for specific offences. Mr Christopher de Souza shared his concerns that the increased penalties for Driving without Licence and Permitting or Employing Another Person to Drive without Licence may be too harsh on individuals who may have unknowingly driven a vehicle without a licence. For example, a person may not be aware of the need to certify his fitness to drive and renew his licence when he turns 65. We understand the concern. The Police and the Public Prosecutor will look into the specifics of each case to decide the appropriate charge. Another question Mr Christopher de Souza raised had to do with the treatment for motorists when the victim also violated traffic rules and contributed to the accident. Er Dr Lee Bee Wah asked about accidents caused by jaywalkers. Mr Deputy Speaker, when assessing whether a motorist should bear liability for an accident, the Traffic Police's key consideration is whether the motorist was driving safely. If the motorist had abided by the traffic rules, for example, keeping within speed limits and checking clear before making turns or changing lanes and yet still knock into the victim, for example, a PMD rider or jaywalker, because the latter had appeared suddenly on the road and left him with insufficient time to react, the motorist will not be liable for an irresponsible driving offence. That part is clear. Conversely, if the motorist was not driving safely, for instance, he spotted a pedestrian jaywalking but decided to speed up in a bid to drive past the pedestrian before the pedestrian can reach the lane his vehicle was on and hit the victim as a result, he will be prosecuted. But, of course, the jaywalker may also be taken to task. So, I hope this part is clear.”
“Mr Deputy Speaker, I thank the Members for speaking in support of the Bill. Prof Lim Sun Sun had an unfortunate accident. She did not tell me when I met her yesterday. We are all relieved that she has recovered and joined Members to make an important contribution to this debate. Senior Parliamentary Secretary Sun Xueling has addressed some of the Members' questions and suggestions. I will deal with those regarding the enhanced criminal penalties and then the emerging road traffic issues. First, the definition of Dangerous and Careless Driving. Er Dr Lee Bee Wah raised two examples: accidents caused by drivers who had insufficient rest, and accidents caused when there is a mechanical failure of a vehicle, which Mr Murali Pillai also asked about. How will we deal with them? On driving while sleep-deprived, the Courts have ruled that doing so can be considered as an aggravating factor in sentencing. In general, driving when one is not in a condition to do so is more likely to be considered as dangerous rather than careless. Having said that, other factors, such as the manner of driving, will also be taken into account. The Attorney-General's Chambers will consider the facts of each case when determining the appropriate offence. On Er Dr Lee Bee Wah's second example of mechanical failure of a vehicle, this will not be classified as a dangerous nor careless driving offence, as the mechanical fault is not linked to the manner of driving. However, failure to maintain one's vehicle is already an offence under the RTA. In addition, under the Workplace Safety and Health Act, employers have a duty to ensure the safety and health of their employees at work. This includes proper maintenance of vehicles. Failure to do so will also be an offence.”
“We do not track the number of employers who purchase medical insurance above the required $15,000 coverage for their foreign domestic workers (FDWs). In the past three years, 96% of FDW medical bills were below $15,000. Employers who had not opted for additional insurance coverage and have difficulty paying medical bills for their FDWs can approach the hospitals for assistance. Outpatient bills, which are typically lower, are often managed by FDW employers without the need for insurance. Requiring FDW insurance to cover outpatient care will increase insurance premiums for employers across the board and may not be welcome by all.”
“Wages have grown at all levels in recent years. In the past five years, real wages at the 20th percentile grew 4.2% per annum, more than at the median. As a result, the proportion of full-time employed Singapore residents earning less than $1,300 in gross monthly income from work1, including employer Central Provident Fund (CPF) contributions, has fallen to about 5%. The number of such residents has also declined by about 40% to 97,000. About 15% earned less than $2,000 and the numbers declined by about 30% over five years to 282,000. To support lower-wage workers, the Government will continue to top up their salaries and CPF savings through the Workfare Income Supplement (WIS) Scheme. WIS benefits more than 400,000 workers each year, boosting their annual incomes by up to 30%. Total payouts in 2017 amounted to $650 million. Most Workfare recipients also receive other forms of Government support, such as Goods and Services Tax Vouchers, U-Save rebates and Community Health Assistance Scheme (CHAS).”
“Differences in pay can be a result of many factors. As women are more likely to exit the workforce, or have intermittent patterns of work due to childcare or elder caregiving responsibilities, these factors could affect their pay rather than gender per se. The Ministry of Manpower is carrying out further analysis on pay differences between men and women to control for other factors, such as educational qualifications and years in service. More findings will be shared when ready.”
“The amount of unpaid salaries ordered to foreign claimants by the Employment Claims Tribunals (ECT) since its establishment on 1 April 2017 is shown in the table below. Taking into account that the 2017 figure is not based on the full year, the value of unpaid salaries ordered to foreign claimants by ECT has not increased in 2018. Overall, the amount of money recovered to foreign claimants is about half of the total ordered amount. In terms of individual outcomes, about 40% of the claimants reported that they received full payment from employers. About 40% reported partial payment, which includes all payments made by employers, insurers or the Migrant Workers Assistance Fund. The average amount owed to foreign claimants who fully recovered salaries from their employers is about $3,500, significantly lower compared to that of claimants who received partial or no payment, about $7,100. The vast majority of cases of partial or no payment involve employers who are in financial difficulty. The evidence is thus very clear, that early reporting of arrears is critical to the prospects of full recovery. This is why the Ministry of Manpower consistently educates workers to approach the Tripartite Alliance for Dispute Management early when they encounter arrears and urges non-governmental organisations that assist foreign workers to do the same.”
“Following news of Uber's sudden exit last year, the Ministry of Manpower (MOM) intervened to work closely with Uber's management team to ensure that the Grab-Uber merger was managed sensitively and responsibly. We have been in touch with Uber and will continue to engage them on relevant employment issues. They also proactively sought MOM's advice on a subsequent transaction and appropriately handled the human resource issues in that case. All employees who were affected by the merger have been provided their contractual entitlements, including retrenchment benefits, in accordance with the Tripartite Advisory on Managing Excess Manpower and Responsible Retrenchment. There are no unresolved disputes to our knowledge.”