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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“Together with Workfare, as well as other initiatives like Silver Support Scheme and Goods and Services Tax (GST) vouchers, PWM has helped uplifted wages and incomes of lower-wage workers while keeping employment levels high and unemployment levels low. The tripartite partners will continue to review the PWMs in each sector periodically to ensure that they remain relevant in uplifting workers and are aligned with the sectors' industry transformation goals. For example, over the last two years, the tripartite partners in the cleaning and security sectors announced PWM enhancements and are reviewing the PWM for the landscape maintenance employees. The tripartite partners also announced a PWM for lift and escalator maintenance to attract and retain more skilled workers into the sector to build a strong local core workforce in the lift industry.”
“The Progressive Wage Model (PWM) provides a clear progression ladder for workers to earn higher and sustainable wages as they become more skilled, more productive and take on higher job responsibilities. Each PWM is developed through extensive tripartite consultations, taking into consideration sector-specific issues, such as past and prevailing wages, working conditions and the required skills for the relevant jobs. Over 70,000 resident workers in over 1,600 companies have benefited since PWM was implemented in the cleaning, security and landscaping sectors. Workers in these sectors have seen higher real wage growth than at the median. Between 2011 and 2016, the real median gross wages of full-time resident cleaners, security guards and landscape maintenance employees increased by 5.7%, 6.4% and 3% per year respectively. This was higher than resident median income growth of 2.3% per year. It is important to recognise that PWM is implemented in the context of a much wider programme of wage support through the Workfare Income Supplement scheme. Workfare reflects our approach of going beyond the debate on minimum wages – one that economists still cannot agree on after decades – to find a way forward that works for Singapore. Workfare payouts are targeted at those with poor household support, with more going to older workers. It can comprise up to an extra 30% of the worker's monthly income, topping up salaries of low-wage workers and helping them save for retirement. Over the past decade, about 830,000 Singaporeans have benefited from the $5.5 billion disbursed.”
“When a member turns 55, a Retirement Account (RA) is created for him. Funds in his Special Account (SA) are transferred to the RA. If the resulting RA balance is less than the Full Retirement Sum (FRS), the shortfall may be made up by a transfer from his Ordinary Account (OA) to his RA. The member could choose to withdraw the amount above the Basic Retirement Sum (BRS) if he has sufficient property charge or pledge. Should the member need to reserve monies in his OA to service mortgage repayments, a request can be made to Central Provident Fund (CPF) Board to withhold the transfer to RA. The RA funds earn interest and will eventually be used to provide the member with a stream of income. The OA continues to exist even after the RA is created, earning interest and receiving contributions if the member continues working. The fresh inflows to the OA can also be used for their housing needs. Members usually take into account their available OA and cash savings when deciding what Housing and Development Board (HDB) flat to purchase. With good planning, most members have sufficient funds to complete the HDB purchase. That said, CPF Board has exercised flexibility in exceptional cases. The Board takes into account member's retirement adequacy and outstanding loan amount in deciding whether an exception can be made. For example, the Board has, upon appeal, allowed CPF members to use their RA savings to pay for their housing, up to the amount that originated from their OA, even if this results in their RA savings are dipping below the BRS. Overall, we need to strike a balance between allowing CPF members to use their RA savings for housing needs and safeguarding such savings for their retirement, so as not to compromise retirement adequacy.”
“The Managing Onsite Vehicular Safety (MOVeS) programme helps companies to develop effective traffic management plans and educates them on how to prevent work-related vehicular accidents. MOVeS is a relatively new programme introduced in 2017. In 2017, the Ministry piloted the programme for 80 workplaces and increased it to 120 workplaces in 2018. There were more companies that could have benefited, but they declined to participate largely because they felt they already had inhouse expertise in vehicular safety. These companies will nonetheless still be subject to Ministry of Manpower inspections. In the event of any accidents, they also remain accountable under the Workplace Safety and Health (WSH) Act as employers or occupiers. To improve take-up, we will work with the WSH Council and trade associations, for example, the Singapore Contractors Association Limited, Singapore Logistics Association, and the Container Depot and Logistics Association Singapore, to promote the programme among their members and subcontractors.”
“Training is heavily subsidised, with enhanced funding support for mid-career individuals, low-wage workers and employees of small and medium enterprises. Many of them are delivered with private sector partners. Where appropriate, such partnerships will continue to be pursued. We are encouraged that our workers have been upskilling themselves through training and upgrading, with the training participation rate for the resident labour force increasing from 35% in 2015 to 48% in 2017. The number of participants in the Ministry of Education/SSG-funded training programmes increased from 360,000 in 2015 to 430,000 in 2017.”
“Where possible, we intervene upstream before workers are retrenched. Sector agencies closely monitor industry developments and work with WSG to help companies reskill their workers to meet emerging needs. For example, with the Monetary Authority of Singapore's support, WSG and the Institute of Banking and Finance developed the PCP for Consumer Banking to reskill about 3,000 professionals, managers, executives and technicians over the next two years. This will enable bank employees, such as those in bank teller and operational roles, to be redeployed to new functions, such as digital marketing and relationship management, instead of being retrenched. For the Information and Communication Technology sector, WSG is working with HP Singapore and the Institute of Systems Science to reskill existing employees through the PCP for Data Analysts. This will enable employees, such as those in procurement and sourcing, to use data analytics to improve operations efficiency and stay relevant to their employers. Such programmes demonstrate how workers affected by business transformation can also gain from the new job opportunities created. In addition to WSG's efforts to help displaced and at-risk workers, a wide range of SkillsFuture (SSG) programmes is also available to help our workforce deal with disruptions in the economy. For example, under the SkillsFuture Series, our Institutes of Higher Learning have launched various training programmes in eight emerging and priority domain areas, including Advanced Manufacturing, Data Analytics, and Urban Solutions, that will help equip our workforce with the skills needed for jobs in the future economy.”
“Technology is quickening the pace of restructuring and transformation in every sector. To remain relevant, businesses and workers have to be agile and take full advantage of the opportunities that technology brings. This includes implementing automation solutions where useful to improve productivity, overcome manpower shortages and expand growth potential. The Government supports these efforts through a broad range of programmes, many of which also help to equip existing workers to effectively handle the new technologies implemented by their employers. With improved productivity, there has also been broad-based wage growth benefiting many workers. From 2012 to 2017, the real income of full-time employed Singaporeans rose by 3.9% per annum at the median and 4.3% at the 20th percentile. We recognise that some workers may be displaced as a result of restructuring. Through the Adapt and Grow (A&G) initiative, Workforce Singapore (WSG) and the National Trades Union Congress' (NTUC's) Employment and Employability Institute (e2i) offer employment facilitation services, such as career coaching, employability workshops, job fairs and job matching. These initiatives help jobseekers get back to work and have opportunities to progress further. Supported by robust job creation in the economy, unemployment rates have remained low while employment levels remained high. Under A&G, there are now over 100 Professional Conversion Programmes (PCPs) in over 30 sectors and around 50 other Place-and-Train (PnT) programmes that provide wage and training support for employers to retrain workers to take up new jobs or move into sectors with better job prospects. Since 2016, more than 11,600 individuals have been placed in new jobs or careers through PCP and PnT programmes.”
“In the past five years, the Ministry of Manpower (MOM) received an average of around 8,300 claims annually from employees that they received a lower salary than the rightful amount due. They constitute 0.2% of the workforce. Fewer than one in 10 were above 60 years old. More than eight in 10 were rank-and-file workers, while the remaining were professionals, managers and executives (PMEs). Slightly over half of the claimants were foreign workers. Since its inception in 2017, the Tripartite Alliance for Dispute Management (TADM) has handled salary-related disputes of both local and foreign employees. In 2017, about eight in 10 cases were settled amicably through mediation. The remaining cases were forwarded to the Employment Claims Tribunals (ECT) for adjudication. To date, TADM and ECT have helped about 90% of employees with salary claims recover their salaries in full. In the course of mediating a salary claim or through proactive inspections, MOM may uncover evidence that the employer has falsely declared inflated salaries so as to enjoy foreign work pass privileges. MOM will not hesitate to take action against such employers under the Employment of Foreign Manpower Act. Since 2013, about 70 employers have been dealt with annually, with penalties ranging from imprisonment, fines, administrative financial penalties to warnings.”
“As an international financial hub, Singapore is a potential transit point for illicit funds. There are serious consequences on Singapore if such risks are not addressed. The proposed amendments allow us to get tougher on corporations and professional service providers involved in money laundering and terrorism financing activities and target overseas organised syndicates and their money laundering operations involving money mules and other perpetrators. With the support of the House, 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; reported without amendment; read a Third time and passed. (proc text)]”
“Besides the STRs, as mentioned in my earlier speech, STRO officers also work closely with foreign counterparts to exchange intelligence. Cooperation with overseas jurisdictions has led us to detect transnational crime and prevent our financial systems from being abused. For example, in one recent case, we detected irregular money flows and shared information with another country. This led to joint investigations that uncovered more than $27 million which had been transferred to Singapore from one of the largest ever overseas Ponzi schemes. We were able to seize the criminal proceeds and successfully return the monies to the country of origin. Depriving overseas syndicates of their criminal proceeds deters them from using Singapore to launder their ill-gotten gains. The growing volume and complexity of financial transactions across borders point to the increasing importance of international cooperation. In my earlier opening speech, I shared with Members how our proposed amendments will allow us to exchange financial intelligence, including information on terrorism financing. The proposed amendments will allow STRO to exchange information with more than 150 countries under the Egmont Group, compared to just 50 countries today. This will open up new channels of information and allow us to more effectively target overseas organised syndicates and their money mule operations. To Mr Murali Pillai's question on whether the Government is contemplating other international arrangements, we are always open to possibilities but have no firm plans for now. Mr Deputy Speaker, I thank Members once again for their support of the Bill. I hope I have addressed their concerns adequately. Money laundering and terrorism financing are serious crimes.”
“For the amendment cited by Mr Christopher de Souza in which we are raising the penalty for an individual failing to file STRs from a fine of $20,000 to a maximum penalty of a fine of $250,000 and/or imprisonment of up to three years, the revised penalties are comparable with jurisdictions, such as New Zealand and the US, where fines can go up to S$300,000 and imprisonment in the range of two to five years. So, they are quite comparable. In most cases, including the case of failing to file STRs, we have increased or tiered the penalties to allow a calibrated response according to the severity of the offence and the nature of the offender. For example, the maximum penalty imposed on a corporation is higher than on an individual. We also sought to achieve parity across the penalties in CDSA and TSOFA based on the nature of the offence. For example, the penalties for persons failing to report information on terrorism financing is pegged to the penalties for failing to file an STR. This is because, in both cases, there is a similar professional obligation on persons to report suspicious information or transactions to the authorities. Next, let me address international cooperation and its effectiveness, which Prof Fatimah Lateef and Ms Sylvia Lim asked about. Assoc Prof Fatimah Lateef also asked about the role and training of officers from STRO. STRO is a specialised unit in CAD of the Police. STRO officers gather intelligence from a variety of sources to detect financial crime and support investigations. As STRO manages sensitive information, all its officers are security-vetted and undergo comprehensive training on their responsibilities in managing such information.”
“Similar to the unexplained wealth order regime in the UK, any amount that is disproportionate to his known income will be presumed to have been derived benefits from criminal conduct and confiscated. In response to Mr Murali Pillai's question on whether we can confiscate criminal proceeds parked in Singapore even though the perpetrator is not physically here, the answer is yes, we can. Section 27 of CDSA allows for a confiscation order where the person has absconded and cannot be brought back to Singapore. Mr Murali Pillai also had specific questions about how confiscation works. Regarding his question on whether we should have punitive measures against the criminal if the confiscation order made against him is not satisfied, section 14 of CDSA allows us to do that. In effect, it converts the outstanding amount into equivalent fines and allows the Court to imprison the person in default for not paying the fine. He also asked how confiscation orders would work in the context of a co-accused. Confiscation is pursued against an individual, and not jointly. With the above measures in place, we assess that there is currently no need for a civil confiscation regime under CDSA. But let me assure Mr Murali Pillai that this is a matter we will continue to review. On international benchmarks, Mr Christopher de Souza asked how our penalties compare with other jurisdictions. The increased penalties allow for greater deterrence against such offences and are benchmarked to international standards.”
“In addition, MinLaw recently concluded a public consultation on the proposed regulatory regime for PSMDs. A comprehensive regime will be ready by 2019. Mr Deputy Speaker, we take FATF assessments seriously and are following up on the areas for improvement, some of which feature in this round of amendments as well. I thank Members for their suggestions on how we might further improve our regime. Mr Murali Pillai was accurate in categorising this set of amendments as anticipatory in nature so that we do not find ourselves on the back foot in a dynamic anti-money laundering and counter terrorism financing landscape. He suggested strengthening our powers of confiscation and shared a number of practices across international jurisdictions which allow confiscation to take place prior to or apart from criminal proceedings, such as civil confiscation regimes, unexplained wealth orders and freezing orders. Let me assure the House that our current regime already has in place several mechanisms to seize, restrain and confiscate the property of criminals. During investigations, the Police can seize the property under section 35 of the Criminal Procedure Code if it is suspected to be linked to a criminal offence. In addition, section 16 of CDSA allows the High Court to make a restraint order on the property of an accused involved in these crimes even if the property might not be directly linked to these crimes. These levers allow the Court to subsequently confiscate the property once the accused is convicted, minimising the risk of dissipation. In determining the confiscation amount upon conviction, law enforcement agencies will consider the criminal's known income.”
“The papers guide industries to put in place better controls to detect financial crimes. The Police are also sharing case-specific information with ACIP stakeholders to help them better detect and report crime. The increase in STRs filed over the past few years suggests that the different sectors are increasingly aware of their AML and CFT obligations. Sector agencies regulating DNFBPs also observed the improving quality of such reports. Let me now address Members' questions on the effectiveness of our regulatory regime. Assoc Prof Fatimah Lateef asked specifically how we stand in the implementation of FATF standards. FATF member countries, such as Singapore, go through periodic assessments to assess our compliance with the standards, and whether our measures are effective. The last assessment on Singapore in 2016 showed that we have a strong regulatory framework, good understanding of our risks and good internal cooperation. Nevertheless, we have to anticipate and strengthen our defences. In areas where there were suggestions for improvement, we have taken firm action. For example, FATF highlighted the need to enhance transparency of information on beneficial ownership for companies, limited liability partnerships and trustees. In 2017, we amended our laws to require such entities to maintain beneficial ownership information. MOF and ACRA are exploring the setting up of a central non-public register of such information, where timely access will facilitate law enforcement and supervisory efforts. Another area FATF highlighted was the need to regulate the precious stones and metal dealers (PSMDs). Since then, the Ministry of Law (MinLaw) has established a new AML and CFT Division.”
“In the non-profit sector, charities are supervised by the Charities Unit, and mosques by MUIS. These agencies work closely with charities and mosques to educate them about their risks and help them to put in place procedures to identify and report suspicious transactions. At the national level, MHA, the Ministry of Finance (MOF) and MAS have set up the Steering Committee for combating money laundering and terrorism financing. This Steering Committee formulates our national policies on anti-money laundering and countering the financing of terrorism (AML/CFT) to ensure that our mechanisms and controls against money laundering and terrorism financing remain relevant and are consistent with international standards and best practices. It also coordinates the practices of regulatory and law enforcement agencies in different sectors to ensure consistency. Our coordinated national approach has strengthened our regime. Ms Sylvia Lim asked for the rate of reporting, detection and prosecution of CDSA and TSOFA cases, and how the setting up of ACIP has enhanced the detection of such cases. From 2013 to 2017, the number of Suspicious Transaction Reports (STRs) filed increased from 22,000 to 35,000. In the same period, there were about 70 convictions annually for money laundering. In 2016, there were six convictions for terrorism financing. We strive to improve the situation further through ACIP, which brings together stakeholders from industry and the Government to discuss and raise awareness of transnational financial risks confronting Singapore. Since it began in 2017, it has published two papers highlighting best practices regarding red flag indicators and crime typologies targeted at businesses and professions.”
“Mr Deputy Speaker, I thank Members who have spoken in support of the Bill. Members raised many useful points, which I will address. Let me first elaborate on the regulation of the non-financial sectors. Assoc Prof Fatimah Lateef asked how we are regulating non-profit organisations, businesses and professions, such as law and accountancy. She also asked how MUIS is working with the management of mosques to ensure that they do not run afoul of our laws on anti-money laundering and countering terrorism financing. Mr Christopher de Souza asked how we are raising awareness of such laws so that monies donated or provided are not unwittingly used to fund terrorism. Professionals in non-financial sectors that may be at risk of becoming parties to money laundering activities, such as lawyers, accountants and so on, are collectively known as Designated Non-Financial Business Professionals (DNFBPs). There are many, many acronyms in this particular set of amendments. Today, the different DNFBPs are supervised by their respective sector regulators. For example, casinos are supervised by the Casino Regulatory Authority (CRA), and corporate service providers by the Accounting and Corporate Regulatory Authority (ACRA). These regulators develop the control measures to address their sector's inherent risks against money laundering and terrorism financing and oversee implementation of these requirements through education and enforcement. Examples of such requirements include the need for DNFBPs to put in place customer due diligence measures and to have controls and policies to ensure compliance with UN sanctions obligations. DNFBPs who breach these requirements are liable to a range of penalties, including fines or face prosecution.”
“As at the end of 2017, there were 91,700 Work Permit holders granted R1 (Skilled) status on account of their skills or years of experience and meeting a minimum salary criterion. As part of the application for or renewal of Work Permits, employers are required to declare that the indicated salary is true, and they are warned that failure to pay the declared salary or providing false information is an offence. The Ministry of Manpower (MOM) conducts random inspections to detect non-compliance. In addition, when foreign workers lodge complaints of underpayment of salary or kickbacks, MOM also investigates the employer for making a false declaration in their application. In 2017, 61 employers were investigated for falsely declaring the salary in a Work Permit application involving the R1 qualifying routes raised by the Member. Of these, 18 employers were either prosecuted or issued with an Administrative Financial Penalty. Their work pass privileges were also suspended. All employers are already required by law to pay their foreign workers through electronic means if the worker requests for it. The Migrant Workers' Centre is stepping up education efforts to encourage workers to make such requests. They are also making arrangements to help foreign workers to open bank accounts. In addition, as earlier announced, MOM is consulting with stakeholders on the further step of making electronic payments of salaries mandatory for all Work Permit holders.”
“From 2015 to 2017, the Home Protection Scheme (HPS) has helped to pay the remaining mortgage for about 1,800 Housing and Development Board (HDB) lessees who died. Another 70 unsuccessful death claims were made. Out of these, 22 dependants submitted an appeal, of which one was approved. The treatment of claims for HPS is in line with industry practice. Unsuccessful death claims remain a small minority and fall into three categories. First, serious pre-existing illness was undeclared when the HPS was purchased, and such declaration would have resulted in the HPS not having been extended in the first place. Second, the HPS cover had lapsed and was no longer in force when the policy owner died. This arises mainly because premiums remained unpaid despite repeated reminders from the Central Provident Fund (CPF) Board. Third, the policy holder committed suicide within the first year of HPS cover. In cases where the HPS claim are not successful, dependants can explore other options with HDB. They can seek HDB's assistance to reduce or defer mortgage payments until the family regains financial stability. HDB can also assist the family to right-size to a more affordable flat if they choose to do so.”
“Upon turning 55, all Central Provident Fund (CPF) members can make a withdrawal of $5,000, subject to available balances in the Ordinary and Special Accounts. In addition, those with savings above the Full Retirement Sum (FRS) can withdraw all the monies above that amount. Those who own a property can withdraw monies above the Basic Retirement Sum (BRS) using property charge or pledge. For the three cohorts of 186,000 CPF members that turned 55 from 2014 to 2016, around 109,000 (59%) members made a withdrawal within a year of their 55th birthday. These included both active as well as infrequent contributors to CPF. The average amount withdrawn was about $34,000. Of the 109,000 members, 62% of them or around 68,000 withdrew the maximum allowable amount. Of the 105,000 members who could withdraw up to $5,000, 57% or around 60,000, did so. Through schemes like the Workfare Income Supplement (WIS) and Silver Support (SS), the Government continues to provide additional retirement support to lower-income Singaporeans as well as seniors who could not build up much CPF in their working lives. Based on the latest available data, 424,000 Singaporeans received $667 million in WIS in 2016 and 152,000 seniors received SS payouts totalling $333 million in 2017.”
“The number of housing cases where foreign workers (FW) were housed illegally, in contravention of the Employment of Foreign Manpower Act (EFMA), has been stable for the last three years. In 2017, 24 of these illegal FW housing cases were found in Housing and Development Board (HDB) flats. The Ministry of Manpower (MOM) and HDB investigate all complaints of HDB flats being used illegally to house foreign workers. If the employer is culpable, appropriate enforcement action will be taken, such as debarment from employing FWs, fines or prosecution. The employer will also be ordered to relocate the FWs. HDB may also take enforcement actions against flat owners who have breached HDB's rental regulations, such as revoking their approval for the flat owners to rent out their flats. MOM works closely with partner agencies, such as HDB, the Urban Redevelopment Authority and the Singapore Civil Defence Force (SCDF), to regularly review FW housing standards, including fire safety and hygiene. Inspections are carried out by both MOM and SCDF. Between 2015 and 2017, MOM took 3,900 employers and dormitory operators to task for a range of infringements. The enforcement actions taken included financial penalties and prosecution in egregious cases. Although the proportion of severe infringements has fallen, MOM will continue to adopt a strict enforcement stance and monitor the situation closely.”
“Under the Adapt and Grow initiative, the Professional Conversion Programmes (PCPs) provide training and salary support to companies to hire and train individuals who are switching into new jobs or sectors. Workforce Singapore (WSG) currently offers over 100 PCPs in about 30 sectors. In 2017, about 3,800 individuals were placed through PCPs. The top three sectors were Early Childhood Care and Education, General Manufacturing and Marine. These three sectors accounted for about one in three placements last year. The success of PCPs depends chiefly on the participation of progressive employers who adopt a "plug-train-play" mindset. The employers on our PCPs are prepared to hire and train Singaporean workers who may not have the full set of skills and experience preferred for the job but have the potential to do the job with some effort in training. In addition, about 500 of the PCP placements in 2017 came from PCPs where employers partnered WSG to retrain existing staff whose jobs were being phased out and redeploy them into new job roles within the same company. Redeployment PCPs are a new area of focus, given the increasing pace of technological disruption and company transformations. This requires companies to plan ahead for their workforce needs and work closely with WSG and the economic agencies on suitable retraining to be able to redeploy staff into new job roles.”
“Earlier this year, I announced the formation of the Tripartite Workgroup on Older Workers (TWG-OW). Among other things, the Workgroup will review the longer-term relevance of the retirement and re-employment age and consider the next steps that will best address the needs of our economy and society. TWG-OW held its first meeting last month. It has started to gather views from different groups and will consider the matter holistically, taking into account the perspectives of workers, employers and other stakeholders. The Ministry of Manpower hopes to share the Workgroup's initial set of findings at the Committee of Supply debate next year.”
“The Employment Act empowers the Minister for Manpower to direct an employer to reinstate an employee who has been wrongfully dismissed in his former job and to pay the employee for the loss of income, or direct the employer to compensate the employee. An average of 200 employees sought assistance for wrongful dismissal each year in the past five years. Following mediation, slightly more than half of the cases came to an amicable settlement with payments to the employee. Another 10% of cases were settled through other mutual agreements between employer and employee, such as converting the employee’s dismissal into a resignation or the employer providing the employee with a service testimonial. A further 20% of the cases were withdrawn by the employee. These cases account for about 80% of the cases. The remaining 20% of the cases were escalated to the Minister for Manpower for a decision. Where an employee is found to have been wrongfully dismissed, compensation is generally preferred to reinstatement at this stage because the employer-employee relationship would have been strained and reinstatement would not be practical. In the last five years, where wrongful dismissal is substantiated, the Minister has ordered compensation instead of reinstatement.”
“To expand driver training, MOM and the Traffic Police have worked with the Automobile Association of Singapore to launch a heavy vehicle vocational driver training course, subsidised by SkillsFuture Singapore. It provides refresher training on top of that given for the heavy vehicle licensing test. To improve company processes and systems, the Workplace Safety and Health Council has been educating more companies on safe driving. For instance, under the Drive Safe, Work Safe campaign launched in June 2018, more than 200 companies have pledged their commitment to prevent vehicular accidents.”
“There were 10 fatal accidents involving heavy vehicles in the first half of 2018, a significant reduction from the 20 in the same period last year. Nonetheless, we should aim to prevent all accidents. It is not clear that banning "per trip" payments is the solution. The Traffic Police's investigations have found that the top causes of heavy vehicle accidents are related to driver behaviour: failing to keep a proper lookout, failing to control the vehicle and reckless lane changing. In the Ministry of Manpower's (MOM's) investigations into heavy vehicle accidents, we found that drivers on other payment arrangements can also exhibit careless driving behaviour. The Safer Roads Industry Taskforce, comprising representatives from Government agencies, transport and logistics companies and unions, studied the issue of heavy vehicle safety. It concluded that it was more effective to enhance companies' ability to manage driver behaviour, and to build drivers' safety awareness, rather than to ban "per trip" payment. The Taskforce's recommendations in 2016 sought to influence driver behaviour by (a) leveraging technology, (b) expanding driver training, and (c) strengthening company processes and systems. To leverage technology, the Traffic Police is conducting a trial to study the suitability of speed-tracking devices for heavy vehicles. MOM has also launched a Technology Challenge to fund the development and test-bedding of devices that can improve vehicular safety. Solutions undergoing test-bedding with logistics companies include those that alert drivers of risky behaviour like speeding and tailgating. If the trials are successful, MOM will work with relevant agencies and trade associations to promote adoption of these solutions.”
“It is a condition of all Foreign Domestic Worker (FDW) Work Permits issued or renewed from 2013 that their contracts should provide a weekly rest day or compensation in lieu. The Ministry of Manpower (MOM) conducts regular surveys with FDWs. Based on the most recent survey in 2015, the proportion of FDWs reporting at least one rest day a month was 98%, compared to 53% in 2010. The percentage of FDWs with four rest days also increased to 56% from 25% in 2010. These results are consistent with a survey of FDWs conducted by the Centre for Domestic Employees in 2017, where 96% had at least one rest day a month and 60% had four rest days a month. In MOM's survey in 2015, more than 95% of FDWs indicated that their workload was either just right or they were able to handle more, which suggests that the FDWs are sufficiently well-rested to perform their tasks. At the same time, the incidence of FDW complaints to MOM pertaining to overwork or insufficient rest, remains low. MOM's next survey in 2019 will provide further updates.”
“Local eldercare workers' salaries of providers that have tapped on this funding have increased by an average of around 30% over this period. MOH also supports skills training scholarships and grants, and productivity improvement and job redesign initiatives, to raise the value of jobs alongside salary increases in line with the intent of the PWM. MOH will continue to work with the employers to review salaries of workers regularly to ensure that they are adequately recognised for their efforts. MOH will study if further efforts are needed, including whether to introduce a PWM for the eldercare sector with the tripartite partners.”
“The Progressive Wage Model (PWM) provides a clear progression pathway for workers to earn higher wages as they become more skilled, more productive and take on higher job responsibilities. PWM has been implemented in the cleaning, security and landscape sectors as a targeted intervention to address low and stagnant wages caused by cheap sourcing. The PWMs in these sectors have led to wage growth for more than 70,000 resident workers. Between 2011 and 2016, the real median gross wages of full-time resident cleaners, security guards and landscape maintenance workers increased by 5.7%, 6.4% and 3% per annum respectively, higher than resident median income growth. Each PWM is developed through extensive tripartite negotiations, taking into consideration sector-specific issues, such as past and prevailing wages, working conditions and the required skills for the relevant jobs. The PWMs are also regularly reviewed by the tripartite committees to ensure that they remain relevant and aligned with the sectors' industry transformation goals. The Government continues to work closely with the tripartite partners to develop, promote and adopt PWMs in other sectors on a voluntary basis, such as for bus captains and baggage handlers. It was earlier announced that the tripartite partners are exploring a PWM for the lift sector to attract more skilled workers into the sector and improve service quality. Discussions are at an advanced stage and more details will be released in the Sectoral Tripartite Committee’s report soon. For the eldercare sector, the Ministry of Health (MOH) has provided funding support between 2012 and 2017 to raise the wages of workers.”
“Mr Speaker, the recognition of MCs for paid sick leave as provided for in the EA has two parts to it. One part of it is that if it is issued by a Government medical officer, it will be recognised for the purposes of paid sick leave. Alternatively, if the medical practitioner is registered under the Medical Registration Act and is part of a panel of company-approved practitioners, then the MCs are also recognised for paid sick leave. So, in the case of the Primary Care Network, if it falls into these two categories, then the answer is yes.”
“Mr Speaker, we note the Member's suggestion. We will certainly take it up with MOH.”
“The review is ongoing and when we are ready, we will update Members.”
“Mr Speaker, in our reply to a similar question previously filed by the Member, we explained that, in general, community hospitals receive patients who are referred from acute hospitals. Hospitalisation leave certified by a doctor from an acute hospital remains valid under the Employment Act (EA), even if the patient is subsequently transferred to a community hospital. This remains the typical route by which patients enter the community hospital. Hospitalisation leave issued for patients directly admitted to a community hospital should be recognised under the EA, similar to stays in other public hospitals. However, we understand that only a very small proportion of community hospital patients are directly admitted, that is, admitted without being referred by an acute hospital. Such patients are typically referred by nursing homes or home care providers and would not be employees in need of hospitalisation leave. Currently, the EA does not name the community hospitals as among the list of approved medical institutions for certifying hospitalisation leave. The Ministry of Manpower (MOM) intends to work with the Ministry of Health (MOH) to update this list and will consult the tripartite partners before finalising it.”
“There are about 1,700 unionised companies in Singapore, of which about two-thirds have registered Collective Agreements (CAs) with the Industrial Arbitration Court. A CA is a formal and enforceable agreement between the union and the employer on the affected employees' terms and conditions of employment. Whether or not a CA should be put in place is a matter for the union and employer to decide on mutually. In lieu of a CA, it is not uncommon to have less formal arrangements like a memorandum of understanding on areas of cooperation. This could be a more practical approach for some companies, for example, those with a small workforce.”
“Written tests for mandatory workplace safety courses are available in eight languages, so that language proficiency is not an obstacle to safety training. Forty-eight locals, comprising 0.4% of those who attended mandatory workplace safety training in 2017 took verbal, rather than written tests. Workers who face difficulty in taking a written test can already apply to the Workplace Safety and Health Council for the verbal test option. There is no need for them to have first attempted a written test, before applying to be tested verbally.”
“Singaporeans working in foreign diplomatic missions or embassies in Singapore continue to be covered under the Employment Act and have access to the Employment Claims Tribunals. We expect all employers to act in accordance with Singapore laws and regulations, and will take firm action to enforce compliance where there are breaches. While Singapore's obligations under the Vienna Convention on Diplomatic Relations may not allow us to apply the same range of measures to foreign diplomatic missions and embassies here, we will not hesitate to seek compliance through diplomatic efforts. Singaporeans working in such organisations can also approach the Tripartite Alliance for Dispute Management for assistance, such as mediation and advisory services, for employment-related disputes.”
“Putting their elderly or children in the care of an underaged FDW poses significant risks. Employers are advised to report to MOM if they suspect that their FDW is underaged. Lastly, as the passport remains the primary document for identification and age verification, it is important that the authorities in source countries step up efforts to improve the accuracy of their official documents. Therefore, when we uncover cases of FDWs with inaccurate ages, we will provide such information to source country Governments.”
“In the past five years, 130 Foreign Domestic Workers (FDWs) per year or six FDWs per 10,000 FDWs in Singapore were found to be younger than the age requirement of at least 23 years. The Ministry of Manpower (MOM) adopts a multi-layered approach to prevent underaged FDWs from working in Singapore. First, it is the responsibility of employment agencies (EAs) to ensure that the FDWs they have sourced meet the age requirement. The agencies are required to do upstream checks on the FDWs before they are deployed to Singapore. Action will be taken against EAs that fail to do so. Since 2013, MOM has taken action against over a hundred EAs. We meted out penalties ranging from warnings, demerit points and forfeiture of their security deposit, to prosecution for flagrant cases. Recently, two EAs were prosecuted and convicted, and fined the maximum $5,000 each. Their licences will also be revoked. In addition to these measures, MOM makes it a point to highlight the minimum age requirement to FDWs before their arrival in Singapore through the In-Principle Approval letter sent to all FDWs, as well as through the compulsory Settling-In Programme (SIP) for first-time FDWs. During the programme, FDWs are warned of the consequences they face should they be found to be underaged. They are also given the chance to come forward if they are under 23 years old. Those who own up are assured of passage home and they will be allowed back to Singapore to work after they turn 23. On top of these steps, MOM also conducts visual checks during the SIP and work pass card registration. FDWs who flout the minimum age requirement will be permanently debarred from working in Singapore. MOM urges employers to be vigilant of the FDWs' age.”
“A foreign worker may have an adverse record if he committed an offence under Singapore laws or was found to have infringed the Ministry of Manpower's regulations. The Ministry does not place an adverse record based on unsubstantiated allegations by employers. The foreign worker would also have been given the opportunity to be heard if his employer alleged that he committed an offence. The worker would be aware of the offence he committed as enforcement actions would have been taken against him. He can appeal against the decision, as provided for under the respective legislation.”
“Based on the June 2017 Labour Force Survey, there are 26,000 employed residents who are Managers and Executives (M&Es) and earning a basic monthly salary up to $2,500, and 28,000 earning a basic monthly salary of up to $2,600. Over the last 10 years, the share of M&Es earning below the Employment Act salary threshold has declined. In 2017, M&Es earning up to $2,600 constitute 1.5% of all employed residents, compared to 10% in 2007. A significant 28% of such M&Es work part-time. Depending on the employer's own human resource practices, some M&Es who earn a basic monthly salary up to $2,500 are provided with overtime pay even if not required by law.”
“Central Provident Fund (CPF) Board reports the aggregate CPF account balances on a quarterly and annual basis. Table 1 below shows the Net Ordinary Account balances of all CPF members between 2015 and 2017 on a quarterly basis.”
“The Special Employment Credit (SEC) scheme offers direct wage offsets to employers to encourage them to hire older Singaporeans aged 55 and above earning up to $4,000 per month. It is not a wage supplement to the individual and does not apply to self-employed freelancers who generally decide on their own age of retirement. Nonetheless, there are other schemes to support seniors who are self-employed. The Workfare Income Supplement (WIS) Scheme is applicable to employees as well as self-employed persons (SEPs). Under WIS, older workers earning up to $2,000 monthly receive higher cash payouts and CPF contributions, compared to younger workers earning the same income. Programmes under the Adapt and Grow (A&G) initiative also help older self-employed persons find suitable jobs. For instance, the Career Support Programme (CSP) offers wage support to employers who hire long-term unemployed or retrenched jobseekers, with more funding for older jobseekers. SEC also helps by incentivising employers to hire older self-employed persons who wish to take on regular jobs.”
“Companies must pay retrenchment benefits to workers who have served two years and above, if it is specified in their individual employment contracts or the collective agreements negotiated by their unions. The tripartite partners recognise that retrenchment is a difficult time for companies and affected employees. In this regard, we issued the Tripartite Advisory on Managing Excess Manpower and Responsible Retrenchment to provide guidance to employers on implementing retrenchment in a fair and responsible manner. The Advisory states that the prevailing norm is to pay a retrenchment benefit of between two weeks to one month of salary per year of service, depending on the financial position of the company and industry practices. According to our survey on retrenchment benefits in 2017, around 90% of establishments which retrenched workers paid retrenchment benefits, of which more than 70% paid retrenchment benefits that met or exceeded the prevailing norms. Retrenched workers who have not been paid retrenchment benefits as specified in their employment contracts can lodge a claim at the Tripartite Alliance for Dispute Management (TADM) for mediation. If mediation fails, the claim will be heard at the Employment Claims Tribunals. Retrenched workers who do not have retrenchment benefits specified in their employment contracts can also approach TADM for advisory and mediation services. For eligible union members with retrenchment benefit disputes, the unions will help to negotiate an agreement with the employer. If no agreement can be reached, the unions can refer the disputes to the Ministry of Manpower for conciliation, failing which, the disputes can be arbitrated at the Industrial Arbitration Court.”
“The Professional Conversion Programmes (PCPs) and Place-and-Train Programmes provide wage and training support for employers to retrain workers to enter new occupations or sectors. The Career Support Programme (CSP) encourages employers to give opportunities to mature, retrenched professionals, managers, executives and technicians (PMETs) by providing wage support. In 2017, the A&G initiative helped place over 25,000 jobseekers, about 20% more than in 2016. Where possible, it is better to intervene upstream, before workers are retrenched. Together with the economic agencies, WSG engages companies on their transformation plans and manpower needs, so as to support them in reskilling and redeploying employees in jobs at risk into new job roles. Last year, about 500 at-risk workers were retrained for new job roles through redeployment PCPs. WSG will make a bigger push in sectors that are restructuring. Looking ahead, real gross domestic product growth for 2018 is expected to be between 2.5% and 3.5%. We thus expect overall labour demand to expand, but with some unevenness across sectors. Job opportunities will be available in the Services sectors, including Finance and Insurance, Infocommunication and Media, Healthcare, Professional Services and Wholesale Trade. However, hiring is expected to remain cautious in the Construction and Marine Shipyard sectors.”
“Overall, the number of local retrenchments fell from about 11,000 in 2016 to about 9,000 in 2017. This is based on surveys of establishments with at least 25 employees. We do not specifically track retrenchments from multinational corporations (MNCs), but these companies are included in our surveys. Over the same two years, close to 70% of local retrenched workers were displaced due to company reorganisation and restructuring of business processes which, in some instances, may include the adoption of new technologies to automate job tasks. However, new jobs were created at the same time. In particular, local employment grew by 11,200 in 2016 and by a further 21,300 in 2017. The impact of technology on jobs is often mixed. While it may reduce manpower reliance in some areas, growing companies still have to hire more to fill other jobs. For example, Amazon hired more staff even as it introduced more robots in its business operations. Likewise, an industry may be shrinking due to technological disruption, but other industries may be growing in its place. Technology could also boost productivity, enabling higher wages for those with the skills to work with or alongside technology. While keeping an eye on the impact of technology, including artificial intelligence, the Government's priority is to help workers stay in employment by keeping their skills current, or get back into employment quickly if they are displaced. Through the Adapt and Grow (A&G) initiative, Workforce Singapore (WSG) and the National Trades Union Congress' Employment and Employability Institute (e2i) offer employment facilitation services, such as career coaching, employability workshops, job fairs and job matching.”
“In line with international practice, Singapore tracks time-related underemployment, or the percentage of residents in part-time jobs but willing and able to engage in additional work. Among resident degree holders, such underemployment has remained stable at around 2% over the last decade. Singapore's autonomous universities (AUs) work closely with industry partners and sector agencies to ensure that course offerings stay relevant to the needs of industry. Increasingly, the curriculum and learning experience are infused with work-learn elements to better prepare students for employment. As a result, our AUs have consistently seen high rates of employment for their graduates. In addition, AUs provide students with career services, such as career preparatory workshops and modules on resume writing and interview skills. Career guidance offices also continue to offer such support to their alumni. These efforts are complemented by MySkillsFuture portal, a key source of industry information with tools that enhance our students’ knowledge of employment opportunities and progression pathways in various sectors. Graduates who join the workforce can continue to tap on various SkillsFuture initiatives to acquire new skills and upgrade themselves. They may also take up Adapt and Grow programmes, such as the Professional Conversion Programmes, to move into new jobs or careers. Those looking for relevant job opportunities can use the MyCareersFuture online portal for smarter and faster job search. Jobseekers who require further assistance in their job search may also approach Workforce Singapore's Careers Connect or the National Trades Union Congress' Employment and Employability Institute career centres for help.”
“Mr Speaker, if I remember correctly, the Member had a question some months back whether one of the conditions for eligibility to apply for various Government schemes, including those that are administered by MOM, ought to include their support for FCF, and perhaps some other schemes as well. I think we try not to conflate the two. Whilst these firms may be on the Watchlist, and we are working with them to improve their hiring practices, in the meantime, they are still employers of Singaporeans, and we do not want to unfairly penalise their Singaporean employees whilst they are going through this process. If the scheme is beneficial to the companies, if the scheme can benefit our citizens, I do not see why we should prevent them from doing so. Having said that, generally speaking, if the firms are on the Watchlist, I think they have multiple issues, and it is not quite likely that they are at the same time looking at application to the other schemes to support various human resource initiatives.”
“Mr Speaker, the number of companies on the Watchlist is largely stable. We continue to work with each one of them to improve their hiring practices. As and when we are told of companies that have practices that are suspected to be discriminatory, TAFEP will engage the companies. Our intent is really to help them improve their practices in order to be fairer and more progressive towards Singaporeans. So, the number that we work with is not a fixed target, but it does give an indication of the intensity of the effort that we are applying. The question which the Member asked relates to the advertising requirement under FCF. We have expanded the requirement so that more companies that employ Employment Pass holders have to make known the jobs that they are seeking candidates for. It used to be that for jobs that pay up to $12,000, you have to advertise; we have expanded it. Up to $15,000, you have to advertise. We have also requested more companies to be covered under FCF. It used to be that you have to hire more than 25 persons. Now, as long as you hire 10 or more persons, you are covered. So, as it stands right now, the advertising requirement would already cover the large majority of jobs at the PMET level. We will continue to monitor and make sure that FCF remains credible.”
“Mr Speaker, the Fair Consideration Framework (FCF) Watchlist targets employers that are suspected to have discriminatory hiring practices. Currently, about 350 firms are on the FCF Watchlist. Administrative and Support Services, Construction, Education, Infocomm and Professional Services are among the top five sectors which firms on the FCF Watchlist belong to. These firms employ a range of occupations, such as architects and engineers, business professionals, information technology (IT) professionals and managers with many being paid between $3,000 and $10,000. Firms on the FCF Watchlist will have their Employment Pass applications scrutinised and, consequently, experience longer processing times. The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) also engages these firms to offer assistance to improve their hiring practices. To date, over 2,000 Singaporean professionals, managers, executives and technicians (PMETs) have been hired by firms on the FCF Watchlist. At the other end of the spectrum, we recognise employers with exemplary human resource (HR) practices as our Human Capital Partners (HCPartners). HCPartners actively groom Singaporeans for senior positions, through initiatives, such as management trainee programmes, overseas assignments and postings, as well as job rotations, across different business functions. As a result, HCPartners have a healthy local workforce share at all levels, including at senior levels. Additionally, the SkillsFuture Leadership Development Initiative (LDI) supports employers in developing the next generation of Singaporean leaders. Through the programme, Singaporeans will acquire leadership competencies and critical experiences to take on senior positions.”
“In the past five years, an average of 400 enterprises were provided with such enterprise-level flexibility at any one time, constituting 0.5% of all employers of work pass holders. To ensure a level playing field, the same considerations are consistently applied to any enterprise that is able to provide similar justifications.”
“Our foreign manpower policy is designed to support a vibrant and innovative economy. Conditions for work pass applications are consistently applied. However, where economic agencies have assessed the need to provide additional support to meet specific objectives, we also need to exercise flexibility. In deciding whether an enterprise merits such flexibility, the Ministry of Manpower relies on the assessment of economic agencies like the Economic Development Board, EnterpriseSG and the Infocomm Media Development Authority. Examples of cases where flexibility can be considered include the following. (a) Under the Lean Enterprise Development Scheme, an enterprise implements a productivity enhancing project that would ultimately make it more manpower-lean. The employer has to hire temporary staff so that it can properly introduce a new system while being able to meet its operational needs using the existing system and manpower. However, during the transition, the additional staff would cause it to exceed the prevailing Dependency Ratio Ceiling. (b) Under the Capability Transfer Programme, an enterprise needs the help of foreign specialists to support the implementation of improved technologies or processes and build up the local team. However, while these specialists have the required expertise, they may not meet all the conditions of work pass applications, for example, salary requirements. (c) Early-stage startups usually structure their pay packages as a combination of salary and non-cash remuneration, such as stock options, for both local and foreign hires. The salary component alone may not be sufficient to meet the prevailing Employment Pass salary criteria. But the presence of these startups adds to our economic dynamism.”