Low Yen Ling
Singapore
“I want to thank Member Cai Yinzhou for the clarification. As far as his historic district is concerned, I want to assure him that the new Place-making Project Office that comes under the Inter-agency Task Force does indeed not only serve Kampong Gelam, Little India, but also Chinatown.”
“A "we first" society needs an active citizenry working together to realise it. When corporates, community groups, and individuals come together, we will be able to create a harmonious, united and progressive home and society that belong to us.”
“I want to thank Member Mr Andre Low. In my earlier speech, I have also responded very succinctly. I want to assure him, as well as Mr Melvin Yong, I think you touch on very similar issues, and you probably heard from the political office holders speaking at the Ministry of Home Affairs COS about their tough stance against scams.”
“Finally, Government agencies, not just MTI, EDB and Enterprise Singapore, under the leadership of Deputy Prime Minister Gan Kim Yong, will continue to create a pro-business, pro-people environment, building a business environment based on integrity.”
“— family business, as well as the other one on TACs. On family businesses, I want to assure him that earlier on, when we mentioned that we raised the support level for SMEs and non-SMEs and indeed, many of our multi-generational family businesses are in that category.”
“And since the Member asked, price obviously is an important indicator. Another example is if CCS observes the behaviour of the organisations and if we pick up signals that they are coordinating the behaviour to raise prices, to reduce quality, to reduce output, to reduce innovation, CCS will step in.”
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“Mr Deputy Speaker, I thank the Member Assoc Prof Walter Theseira for his views and questions. I want to assure the Member that no bullying of any form is tolerated at any time in our schools and PSEIs. Bullying is a school offence and it comes with very serious consequences for the perpetrators. Allow me to talk about what happens when the counsellors work with students with sexuality-related issues. When working with students with sexuality-related issues, our school counsellors understand the sensitivity and they adopt an objective approach to ensure the overall best interest of the students. At the heart of everything, it is the interest of the students. We know, sometimes, they do not feel that they are ready to share their inclination with their parents as yet. So, the counsellors provide a safe environment – the word here is a "safe environment" – for the students to discuss their experiences and receive support regarding social and emotional issues. Maybe they are at an age where they are processing it themselves and they are not quite clear, and also issues related to communications with parents and lack of understanding from peers. The counsellors support the students by equipping them with problem-solving skills, emotional regulation skills and also normalising help-seeking, that it is all right to seek help. School counsellors also facilitate school and – where relevant and when the timing is right – family support for the students, which will help to prevent the students from being ostracised in a social context or even prevent further mental health issues from emerging. When these parents are eventually engaged, the school counsellors also facilitate discussions that enhance the parents' understanding of the students' concern and issues.”
“It is, therefore, imperative that we work in partnership to develop sound values and good character in our young.”
“Mr Deputy Speaker, Sir, the Ministry of Education (MOE) takes a serious view on bullying. We have zero tolerance for bullying in any form, and every student has a right to feel safe and secure in all our schools and post-secondary educational institutions (PSEIs). While students generally get along well with one another, there are incidents of bullying in our schools and PSEIs from time to time. When such cases are reported, they are promptly investigated and followed up with counselling support for victims and appropriate disciplinary action against the perpetrators. It is also very important for parents to reinforce the same values and expectations on their children's behaviour. Therefore, schools also work closely with parents to help the perpetrators take responsibility for their actions and restore relationships with those they have hurt. We have professional counsellors and also trained teachers, academic mentors and peer helpers, trained to look out for students in distress and be proactive in attending to and also addressing all hurtful behaviour, including acts directed against students due to their sexual orientation, gender identity or expression. In their school curriculum, and especially through Character and Citizenship Education and subjects, such as Social Studies, students are also taught the importance of respect and empathy for others. Students are also taught to speak up against and report bullying to school authorities. These education efforts are continued in the PSEIs which create and raise anti-bullying awareness with modules, such as teaching lifeskills, lunchtime talks and also student outreach initiatives. Instilling good values in our students is a shared responsibility among parents, schools and the community.”
“FDWs who need help, other than speaking to employers, we encourage them to also come forward to MOM and the NGOs, including the Centre for Domestic Employees or even the Foreign Domestic Worker Association. Going back to Mr Louis Ng's question on why FDWs borrow, I mentioned that there are some FDWs with genuine needs. Our study also found that some FDWs are recommending their fellow FDWs to get loans and even going to the extent of being a guarantor for them to get the loan. When we did a survey amongst the FDWs who were standing there queuing up to borrow money, some of them did share that they were borrowing money to buy clothes, mobile phones or handbags. So, I think it is a combination of needs and wants.”
“Mr Speaker, Sir, I want to thank the Member Mr Louis Ng for his supplementary questions. At this juncture, let me share some numbers. We have been monitoring the numbers since we rolled out the measures announced in October 2018. Based on the data from the Moneylenders Credit Bureau, from March 2016 to June 2019, the number of FDWs who took loans from LMLs in 2016 was 1,500. In 2017, it was 12,000. And in 2018, it was 42,000. And just in the first half of this year, it is 39,000. So, the spike has been from 2017 to first half of this year, which really warrants the two rounds of measures. The Member is right. The LMLs are allowed to lend money. So, there is an option for FDWs to borrow, especially those with genuine needs. And we did the study on not just the supply side consideration but also on the demand side. Some FDWs borrow because they need to send money back for their children's education, to pay for urgent medical bills, or to renovate or build houses and so on. If Members think about the numbers that I talked about, actually, in 2016, it was quite stable, at 1,500. But it spiked seven times to 12,000 in 2017 and then 2018. The two Ministries studied it and we think that increased financial hardship does not appear to be a reason for the surge in the FDW borrowing. Nonetheless, we encourage our FDWs to maintain open communications with their employers to talk about their financial needs and also to plan their finances for rainy days. In terms of the measures we highlighted in July, we have reduced the aggregate loan cap from $1,500 to $500 and we have also limited the number of foreigners that the LMLs can lend to in their loan book and so on. And we will continue to monitor the situation.”
“MOM and MinLaw are continuing to monitor the situation very closely. We are working closely with employers, non-governmental organisations (NGOs) and employment agencies to educate FDWs on prudent financial management and the risks and implications of borrowing money.”
“Mr Speaker, Sir, based on the available loan records from the Moneylenders Credit Bureau, which was set up in 2016, the median number of years between the foreign domestic workers' (FDWs') first arrival in Singapore and the time they took their first loan in 2016, is eight years. And for those who took up their first loan in 2017 and 2018, it is seven years and six years respectively. It means that the majority of FDW borrowers have worked in Singapore for some time. The Ministry of Manpower (MOM) and the Ministry of Law (MinLaw) have studied the reasons for the surge in FDWs' borrowing in recent years. It is a combination of supply and demand side factors. First, it was observed that some licensed moneylenders (LMLs) have been targeting the FDWs through shopfront advertisements and readily extending loans to them. Second, some FDWs have been recommending loans to their fellow FDWs by word-of-mouth, WhatsApp or Facebook. Third, there are some FDWs acting as guarantors for fellow FDWs to obtain loans. To curb the rise in borrowing by Work Pass holders, MOM and MinLaw had announced in October 2018 the introduction of aggregate loan caps, the self-exclusion framework and administrative penalties on Work Pass holders who borrow from unlicensed moneylenders. In July this year, just about two months ago, MinLaw announced further measures to stem the increase in moneylending activities targeting foreigners earning less than $10,000 per annum. The aggregate loan caps for foreigners earning less than $10,000 per annum were reduced and limits were placed on the supply of loans to foreigners. LMLs are also prohibited from displaying advertisements targeted at FDWs and from accepting foreigners as loan guarantors.”
“I wish to thank the Member Ms Jessica Tan for her supplementary questions. I want to assure her that the Government is always looking at ways to help workers who wish to work longer to let them enjoy productive longevity. That means longer and more productive careers. At the same time, we stand ready to support the companies to make their work and also work environment age-friendly in support of hiring older workers. In the last few years, we have put in place many things, not just the policies but also measures, programmes and schemes and even tripartite guidelines, and now, the Tripartite Workgroup on Older Workers' 22 recommendations to allow older workers to work as long as they are willing to work and are able to work and to equip the employers to make the workplace more age-friendly. Today, well over 90% of the eligible private sector local workers reaching the age of 62 who wish to continue working are offered re-employment. Well above 90%. Even for those who are 63 to 67 years old, more than 90% of them are offered re-employment. Some of the workers may choose not to work after a certain age and some of them may choose to vary their intensity, maybe they want FWAs, part-time and so on. Of those who were re-employed in the same job, the vast majority continue to enjoy the same wages during re-employment.”
“As employers are more aware of the changes in industry and also demand and technology, they are well-placed to advise older workers on the type of training they need to stay relevant for the future economy. Hence, the Government also supports the Workgroup's recommendation to encourage employers to engage mature and older workers in structured career planning sessions.”
“Mr Speaker, Sir, the Government encourages companies to redesign workplaces and processes to create easier, safer and smarter jobs for older workers. Since the WorkPro Job Redesign Grant started six years ago in 2013, over 1,800 companies employing about 20,000 older workers have benefited from the grant and redesigned their jobs. Even without the grants, many progressive companies have implemented age-friendly practices. In 2018, about 12,000 companies, employing about 92% of the 331,000 local employees aged 50 and above, reported that they have done so. These age-friendly measures include job redesign, flexible work arrangements (FDWs) and well-being programmes. The Government continues to support our seniors to upgrade their skills alongside the changing needs of the industry. For example, the SkillsFuture Mid-Career Enhanced Subsidy provides higher funding support for eligible Singaporeans aged 40 and over. This could be up to 90% of course fees for SkillsFuture Singapore supported courses and at least 90% of programme costs for MOE-subsidised courses in our institutes of higher learning. The rate of training older workers aged between 50 and 64 has been rising steadily in recent years, from 26% in 2015 to 40% in 2018. Nonetheless, there is scope to do more. Today, job redesign is mostly very task-specific and benefits only a few workers at a time. Hence, the Government supports the Tripartite Workgroup on Older Workers' recommendation which encourages employers to move beyond this, so that they can implement job redesign throughout their organisations and at the systems level. This move will extend the age ceiling of more jobs and workers. Older workers are more likely to look to employers to indicate the kind of training they should undertake.”
“We want ITEs and also the polytechnics to have the flexibility to decide the subsidy level for the students and to tier the level of support based on the needs and also profile of the students.”
“Mr Speaker, Sir, I wish to thank the Member Mr Saktiandi Supaat for the two supplementary questions. Today, 40% of our polytechnic and ITE students participate in overseas exposure programmes, compared to about 30% six years ago. To the first question, in 2018, as far as the Global Education Programme is concerned, ITE disbursed about $700,000 under the Global Education Programme in additional funding and assistance for needy students. This does not include the manpower and other costs of mounting the programme. About 4,000 students benefited under the Global Education Programme. The Member is right, there is an Overseas Industrial Attachment Programme, there is also the Overseas Student Exchange Programme and Overseas Service and Development Programme. So, the 4,000 students actually cover the three programmes. In terms of funding, other than the Global Education Programme, I am happy to update Mr Saktiandi Supaat that there is also the Opportunity Fund that I briefly talked about. Perhaps, allow me to just elaborate. Between the year 2016 and 2018, each year, MOE disbursed through this Opportunity Fund Grant – it is a scheme to help our students from lower-income households – an average of $2 million to ITE for the year 2016 to 2018, that is, $2 million a year, and $5 million for the five polytechnics. The funding has been increased in 2019. We have increased the funding to $3 million for the ITEs, from $2 million to $3 million, and for the polytechnics, from $5 million to $6 million. That is one change. Another interesting change is, previously when the institutes of higher learning were administering the disbursement of the Opportunity Fund, there is a gross monthly household income criterion of $4,000. We have done away with that.”
“Today, about half of our polytechnic students and more than a quarter of our ITE students have participated in overseas exposure trips. If the Member is aware of any particular case that needs help, please let us know and we will certainly follow up with the students or the students may want to approach the management of the ITE or polytechnic.”
“Mr Speaker, Sir, the Global Education Programme at the Institute of Technical Education (ITE) offers students a wide range of opportunities for overseas exposure, including internships, student exchanges, community services and cultural enrichment. Our polytechnics also have similar programmes. The polytechnics and ITEs fund these programmes with support from the Ministry of Education (MOE) and other Government agencies, providing subsidies for airfare, accommodation and other out-of-pocket costs that students incur. It is also common for polytechnics and ITEs to tap on funds raised from donors. Singaporean students from lower-income households can also tap on the MOE Opportunity Fund for additional assistance and funding. In 2018, about 3,500 polytechnic and ITE students benefited from the Opportunity Fund for overseas exposure trips. This is an increase of about 33% from two years ago. In addition, MOE and other Government agencies also provide support and funding that encourage our students to venture into the region for longer overseas internships. These include the Enterprise Singapore's Young Talent Programme which will soon be subsumed under the upcoming Global Ready Talent Programme and MOE's Global Innovation Alliance Innovators Academy programme, which targets internships in overseas startups. As for culture, sports and arts, students do participate in overseas arts performances, friendly matches and other sports competitions with their counterparts in the region. The students typically take part in such activities as part of their co-curricular activities. The level of funding support has been adequate to help our polytechnic and ITE students take up overseas exposure programmes.”
“I want to thank Ms Anthea Ong. As soon as it was announced in early March during the MOM COS, the Resource Centre at TAFEP began its operations. Allow me to share the functions of the Resource Centre. Employees can choose to file the report with TAFEP and they will be advised on the appropriate actions that they can take against the perpetrator and also the avenues of support. Depending on the case details, TAFEP can link them up with the Police, or the Courts if it is an egregious case of workplace harassment which constitutes an offence under the Penal Code or POHA. For affected employees who need counselling services, TAFEP will also help advise them on where to obtain such support services and put them in touch with the relevant agencies. So, we also provide them the necessary support.”
“I want to thank the Member Mr Patrick Tay for the suggestion and I also want to take the opportunity to thank him and the Labour Members in the National Trades Union Congress Labour Movement for their efforts since the introduction of POHA. They have been doing very regular legal primers on this topic of workplace harassment in partnership with the Law Society of Singapore; they have done this since POHA was passed as law. I know that they have done this to better educate the employees, in particular, the union members and the non-union members as well. To answer the Member's question, this is a copy of the tripartite advisory. MOM and TAFEP will continue to work with our tripartite partners to keep this document current and relevant. I must also say that the current focus is to go all out, to expand our outreach to cover even more employers and employees. We remain committed to keep this current and relevant, so that we can advise and bring on board more employers to keep our workplaces harassment-free.”
“And the workshops are also targeted at the supervisors to help them understand how to smoothen the employer and employee relationship. I have talked about the tripartite advisory. The objective of the advisory is to outline the comprehensive information and also a sample copy of the Workplace Harassment Prevention Policy. It is also a way for us to develop the pipeline for companies that will come on board the Tripartite Standards. TAFEP has carried ads about the Tripartite Standard on grievance handling so as to encourage employers to adopt proper and specific practices in these areas, which also include workplace harassment. Allow me to share some numbers. As at end January this year, more than 960 employers – which collectively employ more than 498,000 people – have signed on to the standard.”
“I want to thank Assoc Prof Walter Theseira for the supplementary questions. Maybe allow me to explain what the difference is between a tripartite advisory and a tripartite standard. But before that, allow me to again recap that two months ago, MOM announced that TAFEP will be made a resource centre of workplace harassment. One of the objectives is, like what Assoc Prof Walter Theseira has mentioned, to educate and also equip not just employers, but also employees, with the necessary information and resources when it comes to this topic of workplace harassment. In the Tripartite Advisory, we have provided very clear, very comprehensive and a free sample copy of the Workplace Harassment Prevention Policy. Very detailed information, which will cover guiding principles, definition of workplace harassment and also how to take pre-emptive steps and so on. TAFEP has also, within the last two months, produced a video, so that we can share with, not just employers but also employees, what constitutes workplace harassment, the definition I talked about; and the video outlines what the employers' fundamental responsibilities and policies should be. I want to assure the Member that TAFEP is certainly stepping up efforts to extend the outreach to more employers and employees and also to advise more employers to implement the measures that are outlined in the tripartite advisory. Other than the education efforts, we are working with partners like the Labour Movement. We are also working with the Singapore National Employers' Federation to organise workshops because we realised it is not just the boss in the company, we need to work with the supervisors.”
“However, when evaluating whether an employer has taken adequate measures in response to a complaint of workplace harassment, MOM and TAFEP will assess whether the employer has implemented an effective grievance handling procedure as well as the measures that are outlined in the Tripartite Advisory on Managing Workplace Harassment. If the employer failed to address a workplace harassment case fairly, TAFEP would advise the employer to review the case again. TAFEP would also engage the employer to put in place the proper measures as outlined in the Tripartite Advisory to ensure better prevention and also management of workplace harassment. For egregious cases where the companies fail to provide a safe environment for their employees, MOM will take actions against the company, including curtailing the work passes.”
“Mr Speaker, individuals who face harassment at the workplace should contact the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) for advice and assistance. If the facts suggest that an offence under the Penal Code or the Protection from Harassment Act (POHA) is committed, TAFEP will refer them to the Police or the Courts. At the Ministry of Manpower's (MOM's) Committee of Supply (COS) debate this year, in fact, just two months ago, we announced that TAFEP would set up a centre for workplace harassment, so as to further enhance the support provided to individuals who come forward to report workplace harassment. In 2015, the tripartite partners also agreed on a Tripartite Advisory on Managing Workplace Harassment. The tripartite partners affirm that all employers are expected to provide a safe and healthy working environment for their employees. They are also in agreement that for cases that do not constitute a criminal offence, the proper way to deal with it is through effective grievance handling procedures within the companies. To help employers put in place processes to prevent and manage workplace harassment complaints, TAFEP provides online resources, such as a sample workplace harassment prevention policy and a list of training providers, to train the supervisors in dealing with workplace harassment and complaints. Tripartite advisories are meant to provide further guidance for employers and employees. We do not track how many companies implement the measures suggested in the advisories.”
“I want to thank the Member Mr Louis Ng for the question. Currently, the FDW concession is meant to support families with young kids and also families with the elderly. And as we review how we can improve HSS, we need to bear in mind how we are designing it to provide the support for sandwich families where they have younger kids and the elderly.”
“Mr Speaker, I want to thank the Member Mr Melvin Yong for his two supplementary questions. On the first question on the time duration of the Work Permit, the FDW's Work Permit is set at two years to provide certainty and stability to both the FDW and also the employer. This takes into consideration the resources and also the efforts that both the FDW and the employer invest in the employment relationship. For example, the FDW needs time for her to earn enough to repay the fee that needs to be paid to the employment agency. Also, the employer also needs time to train the FDW. So, that is why it is set at a two-year period. On the second question about HSS, it was piloted in September 2017 to provide domestic cleaning services for employers who require such support services. And we are always reviewing to see how we can improve it. So, I want to assure Mr Melvin Yong and also Mr Desmond Choo who filed the Parliamentary Question that MOM is prepared to consider including companies which provide caregiving services and short-term respite care with MOH's support and if there is industry demand.”
“Mr Speaker, hiring a foreign domestic worker (FDW) who works and lives in the household is a major commitment on the part of the employer. It could be detrimental to an FDW to be brought into Singapore for short-term respite support, where she may encounter uncertainty about the duration of work or when the employers' needs change suddenly. The FDW might also not earn enough to repay the agency fees or loans she had taken in order to come to Singapore to work. To help families with short-term options, the Ministry of Manpower (MOM) introduced the Household Services Scheme (HSS) in 2017, which allows foreign workers to provide domestic services, such as cleaning, to households. While they may be deployed to specific households for short periods of time, the foreign workers under HSS are employed full-time by the service providers and on longer duration contracts. Families caring for the elderly and who require short-term care options can also tap on respite care services available at senior care centres or nursing homes. For younger children, families may engage childcare centres or student care centres on a suitable care arrangement that meets their needs, which may also include short-term care.”
“Mr Chairman, I would like to express my heartfelt gratitude to Senior Minister of State Janil Puthucheary, in particular, Minister Khaw Boon Wan and as well as to MOT, LTA for the good news of Hume MRT station. Throughout the years, Minister Khaw Boon Wan and his team have been very patient in listening to our transport requests and we are very grateful for this good news. In Gombak, Hillview and Hume, we stand ready towards the LTA and MOT with regard to the building of Hume MRT station. 4.15 pm I have one clarification for Senior Minister of State Dr Janil Puthucheary: is there a chance that the Hume MRT station can be completed before 2025, please?”
“So, Chairman, we need a people-centred transport system for community bonding and integration in our estate. Let not the lack of public transport be a hindrance to bringing residents staying in the same constituency closer together. We hope that LTA will re-examine the lack of bus connectivity between Bukit Gombak Neighbourhood Centre and the Hillview areas and provide buses to link up our estate. This need has become more urgent now, with the location of NS Hub in our backyard by 2023. NS men accessing the hub from the Bukit Gombak side will benefit from the direct buses heading towards Hillview area. In addition, connecting the Hillview and Gombak areas to the North South Line and Downtown Line respectively will certainly expand transport options and encourage more of Bukit Gombak residents to go car-lite and bring us closer to green and sustainable living.”
“As I had highlighted in my COS speech on transport in the last few years, a crucial transport link is needed to connect the Hillview area and the Bukit Gombak Neighbourhood Centre. Currently, residents from the Bukit Gombak Neighbourbood Centre who want to use the Downtown Line MRT station, although it is just about one km away, they would have to take two buses to get to the Hillview MRT station. It is the same situation if they wish to get to our newly completed Community Club (CC), or if they wish to shop at the fairly new HillV2 mall. Having to change buses adds precious minutes to their travelling and waiting time within the constituency. Likewise, residents staying at the Hillview area do not have a direct bus to the Bukit Gombak Neighbourhood Centre that has more than 10 coffee shops and more than 108 Housing and Development Board (HDB) shops for them to do their marketing and also buying of groceries. This lack of community coverage and connection within the constituency actually draws an invisible line across our estate that has several "centres of gravity" or hubs. Without direct bus coverage, the flow of movement, the flow of people between the two sides of Bukit Gombak is somewhat hampered. A direct bus link would offer greater chances for our residents, especially from the largely private estate of Hillview, to go to Bukit Gombak Neighbourhood Centre where the markets, HDB estate and shops are, and vice versa, for residents staying at the Bukit Gombak area to easily access HillV2 mall and also to enjoy the facilities at our Hillview CC. As the node for our constituency activities and events, the CC should be made easily accessible to all our residents, especially residents who rely on public transport.”
“Secondly, residents from Keat Hong Colours, a new BTO estate, are having to travel a greater distance to their nearest bus stop since bus service 308 was replaced by the route of service 991. As a result of this change in bus service, residents no longer have a direct link to Chua Chu Kang MRT station and bus interchange, as well as important amenities like the Choa Chu Kang Polyclinic, Teck Whye Shopping Centre and nearby markets. This situation can be changed if LTA could review the service 991 bus route to meet these unmet needs. In addition, there is now a distance of about 280 metres between the old 308 bus stop, which is bus stop No 44879, and the new 991 bus stop, which is bus stop No 44889 – 280 metres between these two bus stops. We would like to request LTA, please close the gap with a sheltered walkway to serve these Keat Hong Axis and Colors residents. Thirdly, we hope that the Ministry will continue to look into transport enhancement for Bukit Gombak as our town grows in size and network. Come 2023, the new National Service (NS) Hub will be built in Bukit Gombak, near Hillview and Gombak Drive. I would like to congratulate Defence Minister Ng Eng Hen and his Ministry on the decision to bring all services under one roof for the NS community. Bukit Gombak is no stranger to the Ministry of Defence. It is home to many army personnel at the Gombak camp and we are glad that the upcoming NS Hub in our vicinity will serve our NSmen as well. While we look forward to the arrival of NS Hub in four years' time, we are also mindful of the transport considerations as more traffic, people and movement are anticipated to come into Bukit Gombak.”
“Bus and Road Connectivity Chairman, like many urban cities, we constantly face the challenges of growing transport needs and development, as well as physical space constraints on our island-state. In Bukit Gombak, we have benefited from MOT and LTA's plan to create a people-centred transport system in Singapore. Since the Downtown Line started a few years back, our residents' travelling time into the city has been reduced significantly. Commuting is now more pleasant than before. The provision of covered walkways around our constituency has enhanced our journeys and last-mile connection. In fact, some of the residents said they leave their cars at home and take the train during the weekday to work. I wish to register my heartfelt appreciation and gratitude to MOT and LTA for their hard work and patience in listening to all our transport requests. The numerous site visits and discussions have, indeed, resulted in improving the commuting experience in Bukit Gombak. Through the years, we have improved our roads and walkways, as well as introduced new bus services. The 1,066 metres of covered walkways on one side at Hillview Avenue, from Hillview Park all the way to Hillview Green and now extending to Lam Soon Building, has served our residents well. However, residents staying on the opposite side of Hillview Avenue, from Hillview Peak all the way to Hillview Crescent, they are feeling the heat, especially now, in their commute to the bus stop or as they walk up to Hillview MRT station. We hope LTA would consider extending the last-mile connection to these residents with the construction of a sheltered walkway.”
“They draw a lot of traffic to those stations with their history, architecture, shopping and also dining choices. With the Rail Corridor in its backyard, Hume MRT station can eventually evolve into an exciting node promoting healthy lifestyles and a highly liveable Bukit Gombak in the South West District. Chairman, as I have illustrated, we have a strong and also a compelling case for building Hume MRT station. I strongly urge MOT and LTA to consider making investments in transportation that have widespread benefits. When transport systems are efficient and underserved, gaps are being closed, they can provide social and economic opportunities that lead to positive multiplier effects in that area, for example, higher footfall or even tourism, new businesses, and also healthier and better lifestyles. Conversely, when transport systems are lacking, they lead to reduced or missed opportunities and can lead to a lower quality of life. In fact, in the last seven years – this is the eighth year I am making a case for Hume MRT station – and I remember Transport Minister Khaw Boon Wan – we all wish him a speedy and smooth recovery – had responded to me in Parliament last year with the kind assurance that the Ministry is committed to opening Hume MRT station in good time and in pace with potential growth in ridership and development of the Hume area. With plans for the development of the Rail Corridor, the former Bukit Timah Fire Station, LTA's vision of a 45-minute city, the time has now come to approve the construction of Hume MRT station and translate the hopes of the residents staying in and around Hume into reality.”
“Constructing the Hume MRT station will create journeys that promote healthier lifestyles – one objective of the new Master Plan – and a more liveable Singapore. This is a key objective of the Master Plan. A new MRT station in Hume will certainly bring the people closer to the planned Rail Corridor. The development has historical significance and plenty of recreational potential. It has eight distinctively-themed stretches along its 24-km long Corridor and 10 community nodes offering differentiated experiences. So, I was very heartened to hear Minister Desmond Lee's update during the MND COS yesterday to know that the former Bukit Timah Fire Station will be developed into a visitor centre and a recreational node. We have been broaching on the ground in Bukit Gombak with MND and the Urban Redevelopment Authority on this possibility and I am very happy that Minister Desmond Lee shared that this will come to fruition in the former Bukit Timah Fire Station soon. Now, by providing access to the historical site, Hume MRT station will strengthen the residents' sense of local identity and enhance Singaporeans' appreciation of our past in that belt. So, we hope that the Ministry will see different possibilities that an MRT station in Hume can offer. Today, rail stations have the potential to become destinations and lifestyle centres that blend commuting with exercise, community with recreation, and actually community with even understanding history. People are increasingly using stations not just as a transport node, but also as places for leisure and social activities. For example, the iconic New York Grand Central Terminal and London’s St Pancras Station are crowd pleasers.”
“Just like the survey respondents, Hume residents, too, place top value on convenience, connectivity and shorter travelling times. However, the residents staying in and around Hume are presently caught in a long 2.6 km unserved stretch of tracks between Hillview MRT station and Beauty World MRT station. This distance of 2.6 km is more than double the average 1.1 km found between most train stations. Each time a Hume resident wants to take the Downtown Line, it entails a detour backwards to Hillview or to Beauty World, or a squeeze onto the crowded buses at peak hours. Travelling times are currently far from ideal. For example, to get to Hillview MRT station, Hume residents need to "backtrack" in their bus routes, and peak hour travel could mean longer waiting times. Residents heading to town via Beauty World MRT station are often subject to an extended wait because most buses plying Upper Bukit Timah Road are full by the time they reach Bukit Gombak. Residents could spend 15 minutes or more before being able to squeeze up a bus, and this really means that the vision of a 45-minute city is really beyond their reach. Hence, I would like to strongly urge MOT/LTA not to leave Hume out of the new Master Plan. Build the MRT station now at Hume, so that the residents there can have a chance to be part of the new transport goals. With an MRT station at Hume, residents will be placed on track the new Master Plan. With seamless multi-modes of transport, their travel times will be reduced. Children and elderly residents, as well as residents with disabilities, would be able to enjoy safer travels with an inclusive train transport system, right from their estate.”
“Chairman, today we have about 228 km of rapid rail tracks, a growth of 14% from 2017. Ridership has risen by over 5% to 3.5 million rides taking place on the MRT and Light Rail Transit (LRT) each day. More than 7.5 million commuters use the bus or train each day and that is a jump of almost 4% from 2017. I would like to thank and commend the hard work and perseverance of MOT and LTA for all the improvements that they have made to our transport network and train connectivity. The Ministry constantly seeks to better understand commuters and plan our transport systems for future needs. Recently, it released LTMP 2040 which had sought more than 7,000 views from the public on what they valued in their travel. According to the surveys, commuters prized convenience most, followed by connectivity and fast travel time. Proximity to bus stops and MRT stations, as well as ease of transferring from one transport mode to another also featured prominently in the feedback. 1.15 pm As a result, LTA released its latest transport goals that envision healthy and safe 20-minute town and a 45-Minute City for Singapore by year 2040. In line with this, the Advisory Panel for the Master Plan made these recommendations: (a) to offer commuters more public, active and shared modes of transport; (b) to develop a more inclusive transport system for families, elderly and persons with disabilities; and (c) to create journeys for healthier lifestyles and a more liveable Singapore. We welcome all these goals and hope that the aims of LTMP 2040 will translate to a change in status for the currently underserved Hume area. Without an MRT station, the Master Plan can only be a dream for the residents staying in and around Hume.”
“Chairman, I want to thank the Member Ms Jessica Tan for her passion on this topic and her clarifications. Earlier on, I did mention that, currently, our female employment rate is high. We ranked 7th out of 36 OECD countries. Currently, our female employment rate for those aged 25 to 64 is at 72%. Even though there are now more women in the workforce, MOM will not let up in our efforts to enhance the support system. Actually, you really need a whole ecosystem to work to help women better balance our work and also family responsibilities. We do so in a few ways. The first one, I spoke extensively about FWAs, and it is not just about Work-Life Grant. It is also about sharing with employers how it is also win-win. There are actually three ways to look at FWAs. It can be flexi-time, flexi-place and flexi-load. I think Ms Jessica Tan is quite familiar with that. For example, flexi-time. Some mothers will say that they have to whip up lunch for their kids. So, they work out an arrangement with their boss for them to come in at 10.00 am. But they will stay back till about seven o'clock. That is flexi-time. Flexi-place is telecommuting, a bit more common. An example of flexi-load is job-sharing where we want to focus a bit more effort because it involves job redesign, sometimes also workplace redesign. This is where Ms Jessica Tan is absolutely correct. We can now leverage technology as an enabler to help us redesign jobs for both rank-and-file and PMET jobs. This was why the Work-Life Grant was enhanced last year to provide better support for job-sharing at PMET-levels.”
“Chairman, please allow me to take one minute to just say a few words in Mandarin. It will be one minute. (In Mandarin): [Please refer to Vernacular Speech.] Today, the global competition for talents is stiff and technology is developing rapidly. For our workers to be future-ready, MOM is committed to uplift our workers' skills and employability and will ensure that our employment practices are fair, inclusive and progressive. On the one hand, it will help all workers, including young graduates, women, older workers and ex-offenders find suitable employment. On the other hand, it will help companies’ grow competitively and tap on a wider pool of capabilities. For many years, MOM has been promoting FWAs so that employees can fulfil both career and non-work responsibilities. To make FWA adoption more pervasive, MOM will increase the Work-Life Grant budget from the current $30 million to $100 million. In addition, the application period for the Grant will also be extended by three years until June 2022. I hope more companies can benefit from the Grant and support their employees’ FWA adoption, including women, older workers, caregivers and PMETs on job-sharing. (In English): Chairman, for a nation with no natural resources, every Singaporean is an important asset. With increasing competition for scarce talent, having progressive and inclusive workplaces will enable companies to tap on a wider pool of capabilities. To do so, we need a whole-of-society effort where workers, young and old, employers from all sectors and the community at large to play their part. Only then can we realise our collective potential together as a nation.”
“We will take a whole-of-Government approach to support affected employees. As pointed out by Mr Desmond Choo, some affected employees may need counselling services. TAFEP will help advise employers on where to obtain such support services and put them in touch with relevant agencies. Companies that put in place programmes, such as peer support or counselling, will help their staff cope better with the stress and effects of harassment. Chairman, preventing and addressing discriminatory and unfair employment practices are key to making workplaces more inclusive and progressive. I wish to assure Ms Anthea Ong, Mr Faisal Manap and Mr Melvin Yong that MOM takes a serious view of any form of workplace discrimination or unfair employment practices. Employers should abide by the Tripartite Guidelines on Fair Employment Practices, which set out principles for fair and merit-based employment practices. Employers should not ask job applicants for information unrelated to the employee’s ability for the position, such as pre-existing medical history, including mental health conditions. Even as we constantly reach out to employers to educate them about the Guidelines, I want to ensure Members that we will and have taken actions against employers who are found to have engaged in discriminatory employment practices. I would also like to assure Mr Melvin Yong that there have been instances where we have asked employers to remove or refrain from enforcing unreasonable contractual terms. Employers have generally responded with their cooperation. We want employees to know that there is help available for those with unreasonable clauses in their employment contracts or are unfairly discriminated against. They can approach their unions, TAFEP or MOM for assistance.”
“These include: (a) being explicit about what is considered unacceptable behaviour at the workplace; (b) making clear the disciplinary actions that would be taken against perpetrators of workplace harassment; (c) having in place safe avenues for affected employees to surface their complaints to management for recourse; and (d) providing adequate support for affected employees, for example, giving them time off or the flexibility to work from home during the investigation and/or recovery. In this regard, I am pleased to announce that TAFEP will now be a help and resource centre for workplace harassment for both employers and employees. First, TAFEP seeks to help companies put in place robust processes to manage workplace harassment complaints. Besides providing advice, TAFEP will provide a host of resources on its website that includes a new introductory video on how to manage workplace harassment; a sample Workplace Harassment Prevention Policy that companies can incorporate in their HR policies; and a list of training providers employers may engage to train their supervisors in managing workplace harassment. Second, TAFEP will also be an avenue for employees who face workplace harassment to seek advice and assistance. Affected employees can call 6838 0969, or approach TAFEP or write to TAFEP. We will be there to follow up. Should they wish to share their case in confidence, TAFEP will certainly respect their request and not alert their employers. TAFEP is also working with relevant Government agencies and partners, including the Police, the Courts, and the Association of Women for Action and Research (AWARE) to set up a referral process so that TAFEP can have sight of all workplace harassment cases.”
“I will do my best, Chairman. Thank you so much for your indulgence. Chairman, as we try to harness the full capabilities of our workforce, I agree with Mr Patrick Tay and Mr Desmond Choo that workplace harassment is an area that deserves greater attention. A safe workplace allows employees to work optimally. For that to take place, both employers and employees must have an interest and responsibility in preventing and managing workplace harassment. There are two broad categories of workplace harassment and they are dealt with differently. One, egregious cases, for example, like the outrage of modesty and stalking, belong to the class of conduct which constitutes offences under the Penal Code and the Protection from Harassment Act (POHA). This kind of harassment will be addressed by the Courts or the Police and an affected employee may also seek civil remedies directly through the Courts, such as a Protection Order, against the harasser. The other type of harassment pertains to behaviour that may not fall under the legal threshold for criminal investigations or civil recourse under POHA, but nonetheless distresses and affects employees, for example, actions without the intention to cause, and are unlikely to cause harassment, alarm or distress to a specific employee, but which may still cause discomfort and affect other employees. Now, for cases that may not come under POHA, we want to ensure that companies have a robust grievance handling process to deal with such claims of workplace harassment. We also encourage companies to take clear steps to prevent and manage workplace harassment.”
“And age-friendly work practices let our seniors pass on valuable experience and knowledge as they work at their preferred pace and intensity. At this juncture, could I seek Mr Chairman's permission to spend a few more minutes to completely respond to the cuts of the Members?”
“Emily, on the other hand, preferred to work in the afternoons while her toddler took his afternoon nap under her mother's watch. To ensure a smooth handover, Yu May and Emily would spend their overlapping hour at noon to exchange information and discuss what needed to be followed up. They kept abreast of each other’s progress via an excel spreadsheet that was constantly updated. Their successful job-sharing arrangement lasted for about one-and-a-half years from December 2013 to June 2015. When Emily had her second child, she was granted extended maternity leave. Yu May took no pay leave for one-and-a-half years to care for her children. 5.30 pm I am happy to learn that both Yu May and Emily continue to serve in AGD today. They have kept pace with their careers and training opportunities that the organisation offers. We hope more employers will step up their FWAs and gain from the experience and loyalty of committed staff. To spread the adoption of FWAs, we will work closely with our tripartite partners to reach out to trade associations, businesses, chambers and employers about the Work-Life Grant and the Tripartite Standard on FWAs. Encouraging more FWAs will also support the employment of older workers, which the Minister for Manpower, Ms Josephine Teo, spoke about earlier. As our seniors age, there will be a growing need for greater flexibility in workplaces so as to meet their diverse needs and preferences. Many of them may wish to remain in the workforce, but with reduced or differing work intensity. As we move towards a more inclusive work culture and mindset, we will be better placed to make the best of our talents. With family-friendly workplaces, employees can contribute their fullest potential without compromising their responsibilities to their loved ones.”
“I am pleased to announce that MOM will increase the Work-Life Grant budget to a total of $100 million from the current $30 million. This will allow more companies to benefit from the grant to sustain their employees’ FWA adoption, including job-sharing by PMETs. As job-sharing is less well-known and practised amongst employers today, MOM and SNEF are developing a job-sharing implementation guide for employers. The guide aims to raise awareness on job sharing and educate employers on the nuts and bolts of implementing such a scheme. Job sharing would not only expand the range of FWA options. It can enhance trust, commitment and work satisfaction between employees and employers. The job-sharing implementation guide will be launched by the first half of this year. We are optimistic that more employers are recognising the value FWAs bring. Since the Tripartite Standard on FWAs was launched in October 2017, responses have grown. As of end January 2019, about 1,300 employers employing 400,000 employees have adopted the Standard. Key adopters of the Tripartite Standards include those in the public sector. Our Public Service agencies are committed to creating a conducive work environment that allows officers to achieve good work and personal goals. This includes providing public officers with suitable FWA options. Take, for example, the Accountant-General's Department (AGD) in the Ministry of Finance. Two of its employees, Ms Lim Yu May and Ms Emily Kao were given a job-sharing arrangement in cash management and payment processing. This suited the two mothers well as they appreciated the newfound flexibility to look after their family needs. Yu May took the morning shift so she could be home for two primary school children.”
“We understand that most women juggle multiple roles, including the women Parliamentarians in this Chamber, at home and at work and also our own aspirations. I completely agree with Prof Lim Sun Sun and Deputy Secretary-General Heng Chee How that women need not be forced to choose between career and family. It does not have to be binary. Career and family really need not be binary options. Instead, with the right workplace support, women can fulfil our career aspirations while meeting our family responsibilities. This was the key thrust of my speech in this Chamber at the recent Parliamentary Motions on Ageing with Purpose and Support for Caregivers. Back then, I spoke about the Government’s resolve to develop a workplace culture that is supportive of FWAs and the promotion of greater adoption of FWAs. Ms Jessica Tan and Mr Chong Kee Hiong will be pleased to know that, compared to five years ago, more workplaces in Singapore are offering FWAs. About seven in 10 employees in Singapore now work in companies that offer at least one formal FWA, and about nine in 10 workers today are in companies that provide at least one ad hoc FWA. What does ad hoc FWA mean? It either means unplanned time-off or ad hoc teleworking. The trend of higher FWA adoption across the board is not only good news for employees; it is also positive for companies. Among workplace practices, the provision of FWA has the greatest impact on staff retention which benefit companies with experienced and engaged workers. We want to keep the momentum of FWA adoption going. In Parliament last month, I mentioned that the Work-Life Grant has received healthy application numbers since its launch, and the Government is exploring increases to the Work-Life Grant budget to make FWA adoption more pervasive.”
“To arm ex-offenders with skills and improve their chances in employment, we have two programmes under the A&G initiative, namely, Project Phoenix and Career Trial. Since 2007, Project Phoenix has been providing training and employment assistance to ex-offenders to prepare them for reintegration into the workforce. More than 1,200 ex-offenders found jobs through this last year. We hope that more employers will step forward to offer job opportunities to ex-offenders who can prove to be valuable workers when given a second chance. The tight labour market and slowing workforce growth also present compelling reasons for employers to tap on every available worker. Chairman, as we look to better support young graduates and ex-offenders, we are also committed to making our workplaces more progressive and inclusive for women. Today, we have a healthy employment situation for women in Singapore. Our female employment rate for those aged 25 to 64 has increased in the past decade. It rose from 65% in 2008 to 72% in 2018. In terms of women in full-time employment, we are now ranked 7th against 36 OECD countries. But our proportion of women in part-time employment is still below OECD average. We recognise that there is still much that we can do to better support women at workplaces. MOM’s A&G initiative offers a suite of job matching services and other programmes to help jobseekers, including women who wish to return to the workforce. As Minister Josephine has announced, the Career Trial scheme will be enhanced to include part-time jobs as well, and this will expand the opportunities for those who are only able to work part-time.”
“About 28,000 graduating ITE and polytechnic students have received the Career Starter Pack since January this year. Within the pack are useful tips and advice on what graduates should consider when applying for a job, where to find work opportunities, how to ace job interviews, and how to manage their money when they start work, disseminated to 28,000 graduates this year. Second, there are interactive Career Booster workshops to improve our young graduates’ job search strategies and skills. These workshops are designed to provide more hands-on help, such as good resume writing techniques, and approaches to the job search that can uncover different career opportunities. Third, the Career Starter Programme offers personalised career coaching and other tailored support for graduating students who may require more in-depth assistance provided by career coaches from WSG's Careers Connect. I now move on to our efforts to equip and reintegrate ex-offenders. The labour market is changing rapidly, with technology advancing and industries transforming. Those who have been out of the workforce for a significant period of time, like ex-offenders, are concerned about gaining relevant skills and reintegrating into society. Mr Patrick Tay and Mr Chong Kee Hiong asked how we are supporting ex-offenders in employment. I am pleased to inform them that WSG works closely with SCORE to help ex-offenders find gainful employment. Research conducted by the Singapore Prison Service has shown that when ex-offenders are meaningfully engaged in their jobs, it eases their reintegration into the community which, in turn, helps to lower recidivism.”
“Chairman, Minister Josephine Teo and Minister of State Zaqy Mohamad spoke about our efforts to provide better support and assurance for our workers, and how we can walk the tech journey together. As we strive to improve our workers' skills, wages and employability, workplaces should also be progressive and inclusive, so that each segment of the workforce is valued and can realise their potential. As NTUC Deputy Secretary-General Heng Chee How mentioned in his Budget speech, "Every Worker Matters to the overall good of our economy, our society and our country." We agree. We will press on with our efforts to help young graduates get off to a good start in their careers. We will continue to support women so that they can fulfil both career and family aspirations. We will also do more to help ex-offenders find meaningful employment. Young Singaporeans are the future of our nation, and we want to maximise the opportunities for them to take up meaningful jobs and careers. Among those graduating from our post-secondary educational institutions, more than eight in 10 who are actively seeking employment are able to find employment within six months after graduation. However, some may need more help in improving their job search skills to find suitable employment, as for most young people, it is their first time applying for a job. Mr Patrick Tay asked how graduating students can benefit from the Career Starter Programme, which I first announced last year. The Career Starter Programme, which is part of WSG's A&G initiative, is supported by ITE and polytechnics. The programme has three components. First, a Career Starter Pack. This is a resource pack that equips graduating students with useful information for their job search.”
“And starting this year, MOE will also be working with Sport Singapore and the National Arts Council to offer Athletics and Ethnic Dance to secondary school students whose schools do not offer these CCAs. Depending on the outcome of this pilot, we will explore offering this in other CCA areas. Miss Cheng Li Hui also asked about environmental education in schools, which is key in our larger effort to develop students holistically so that they can become engaged citizens with a passion for the world around them. Lessons on the environment are integrated into various subjects and students engage these issues through problem-solving and inquiry, as well as discussing real world case studies. For example, in their Science lessons, primary school students discuss what causes pollution, deforestation and global warming, and reflect on how their actions can impact the environment. Beyond the classroom, students have the opportunity to reinforce their learning through excursions, field work as well as through their CCAs. Many schools have environment clubs where students take part in various projects and activities and partner the community to promote sustainability. Chairman, as we continually seek to enhance our education pathways to build up the next generation, we hope that their learning journey will prepare them well for the future.”
“Notwithstanding this, there is definitely value in having students gain a deeper understanding of the culture and language of other ASEAN countries. Students can do so through student exchange or immersion programmes, which are also available to students who are not enrolled in the RSP. Chairman, in today's fast-changing world, MOE is committed to developing our students holistically to enable them to navigate the future. Participation in co-curricular activities (CCAs) help our students grow in their character and develop their lifelong skills. CCAs provide our students opportunities to discover their interests and talents, while picking up the ability to adapt, be resilient and overcome challenges. Mr Louis Ng and Miss Cheng Li Hui asked about the allocation of CCA places. All CCAs are designed to provide students opportunities for growth and self-discovery. When allocating CCA places, all schools carefully consider the students’ interests and options within their available resources and facilities, as well as the CCAs' optimal size for meaningful engagement among the teachers, instructors and participants. With these considerations and limitations, some CCAs are allocated based on the students' strengths, besides their interests. We understand the concerns behind the CCA selections and MOE is studying the current school-based CCA selection process for ways to improve and better support the potential of our students. To support students in CCAs with few members, some schools have come together to pool resources through combined CCA sessions. For example, Greenridge Secondary, Fajar Secondary and Zhenghua Secondary have made arrangements for their Scouts to train together, as a combined inter-school troop.”
“MOE will continue to work with the various MTL promotion committees, as well as our media and community partners, to reinforce MTL learning and the use of our MTLs, both in schools and the community. One example is the National Schools Xinyao Singing and Song-writing Competition. The competition aims to ignite students’ interests in learning Chinese through Xinyao music. Students are encouraged to draw inspiration from their Chinese lessons and incorporate them into their song-writing. The programme benefited 10,000 students last year, building up students' passion for the Chinese language and confidence in using it well. (In English): We appreciate Mr Chen Show Mao and Mr Faisal Manap's suggestions for our students to learn more languages, whether Malay or other Association of Southeast Asian Nations (ASEAN) languages. However, mandating the study of the Malay language as Mr Chen Show Mao suggests, would mean taking a compulsory third language for some, and that means additional learning load. MOE's approach has always been a balanced one, which is, to make taking a third language optional. We thus introduced Conversational Malay and Chinese in 2005, to allow interested students to learn these languages at an enjoyable pace. Today, about 25,000 students are enrolled in this programme. For students who wish to gain a deeper understanding of Malay or Bahasa Indonesia, we have also introduced the Regional Studies Programme (RSP) for them. We note Mr Faisal Manap's suggestion to extend the RSP to include more languages, but we should take a calibrated approach as there are resource challenges in opening up more third languages.”
“Chairman, my colleagues have spoken about the changes we are making in our education landscape to give all our students the best chance to reach their fullest potential and to support Singaporeans in lifelong learning. Even as we make these bold moves, the Ministry of Education (MOE) will continue to invest in our strong fundamentals that have been critical to our success. Bilingualism is an integral part of our national identity, and our mother tongue languages (MTLs) are a cornerstone of the education system. A strong grounding in our MTLs will enable us to engage with the region more effectively. At the same time, we want to help our students stay connected to their heritage and gain a deeper sense of rootedness. Chairman, please allow me to say a few words in Mandarin. (In Mandarin): [Please refer to Vernacular Speech.] We are progressively refreshing the MTL curriculum to cater to students with different studying needs, thus giving them the confidence to use the language effectively and encouraging them to use their mother tongues in real-life situations. As Ms Tin Pei Ling mentioned yesterday, we cannot do this alone. Support from the parents and family is extremely important. To this end, we have built in a daily life element into our primary school Chinese curriculum to involve family members in the activities and use Mandarin in their daily lives. For example, by preparing a "sunshine breakfast" together, students and their family members can learn how to describe the cooking steps and the ingredients needed in Chinese. This new curriculum has been well-received and we will continue to make improvements as we go along.”
“Thank you, Mr Speaker, Sir. Please allow me to respond to the earlier clarification by Dr Intan Mokhtar. The child psychology clinic that she cited was reported by The New Paper in a 2010 article, and this child psychology clinic was just one of the initiatives that Temasek Polytechnic was considering. This initiative was never implemented and Mr Brochez was not involved in this initiative. 1.22 pm”
“To the first question posed by Dr Intan Mokhtar, his work was confined to delivering the modules. But let me check on that and I will come back to the Member. For the second question, I want to assure Dr Intan Mokhtar and Members that MOE will spare no effort to work closely with our polytechnics, universities and also the Institute of Technical Education to strengthen our pre-employment checks and ensure that the standard of academic rigour is kept by our educators in our institutions.”