Melvin Yong Yik Chye
Singapore
“But with greater autonomy must come stronger support and safeguards, especially for those who may be less equipped to navigate these decisions. At CASE, we strongly believe that consumer empowerment must go hand-in-hand with consumer protection.”
“Thank you, Sir. I have three questions on the balance between punishment and rehabilitation. One, how will schools be guided to balance disciplinary action with counselling and restorative practices? I think the Minister mentioned it. Whether MOE will track recidivism rates to assess if these rehabilitation efforts are effective?”
“Sir, I thank the Minister of State for his reply, and we are heartened. The Consumer Association of Singapore (CASE) will be happy to work with MAS on consumer protection measures. For consumers, we often use GIRO when we want to so call, "set and forget", recurring payments.”
“Sir, I would like to ask the Senior Parliamentary Secretary have we done a study on the profiles of those PMETs who have been retrenched and also, what are the types of jobs that the market is looking for?”
“Unlike support for persons with disabilities, there is currently no dedicated funding mechanism to incentivise employers to provide workplace accommodations for workers returning to work after serious non-work-related illnesses or medical conditions.”
“Sir, I thank the Minister for her answers. I have two questions. First, whether IMDA currently mandates stress testing or simulation of failover systems under peak or adverse conditions and if not, whether such requirements will be introduced following IMDA's review.”
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“Today, many companies are already re-employing their mature workers beyond the re-employment age and I look forward to seeing even more companies hire workers beyond age 67. Age should not be a limit, but be a quality valued by employers. I hope that more companies can recognise these benefits. I would also like to applaud the change that there will no longer be a wage cut for mature workers turning 60. This is a much-awaited move. Within the Labour Movement, we know of many companies that do not cut the wages of their 60-year-old employees. Some continue to receive salary increments due to their good performance. This legislative change sends a strong signal that companies should pay their workers based on performance, regardless of age. For those approaching retirement age, having a fair remuneration package would encourage more to consider working so that they can remain financially independent, enjoy leisure activities, save up for retirement and be prepared for any unexpected medical expenses. Lastly, we need to ensure that our workplaces are age-friendly. Creating age-friendly workplaces requires a whole-of-organisation approach, with open dialogues between employers, unions and all employees. Areas of work that can cause strain on our mature colleagues should be identified and promptly addressed. As part of the enhanced WorkPro scheme which came into effect last July, there is the Job Redesign (JR) Grant to help companies create easier, safer and smarter jobs for our mature workers. The JR Grant aims to make current jobs physically easier, safer and smarter through improvements to the workplace environment or work processes to increase workers' productivity and satisfaction. Let me cite an example.”
“Deputy Speaker, Sir, I support the Retirement and Re-employment (Amendment) Bill. This is good news for our mature workers, especially those above the age of 62 and who wish to continue working for as long as they can. Our employment practices and workforce need to evolve to meet the challenges of the future global economy and job trends. The intrinsic value of mature workers is the invaluable wealth of experience they bring with them, which companies can tap on when training their younger workers. It makes business sense to re-employ them beyond 62, if they are fit and capable to handle the demands of the job, and I am glad that Mr Thomas Chua agrees to this point as well. As Executive Secretary of the National Transport Workers' Union (NTWU), I am heartened that our public transport operators were among the first to raise the retirement age of their workers beyond 62. In 2013, the Singapore Bus Services (SBS) Transit raised the retirement age of their bus captains to 67. Last year, Singapore Mass Rapid Transit (SMRT) raised the re-employment age of bus captains to 69. Some of these mature bus drivers have driven more than 30 bus routes throughout their careers and this makes it easier for the operational team to deploy them to service different bus routes, especially during emergencies. Our public transport operators also assign experienced bus captains to guide new bus captains. Newer and younger bus captains have told me that they pick up useful skills like providing better service and learnt life skills like work ethics and job dedication from their seniors. These benefits of hiring mature workers are especially more salient in industries with manpower challenges, like the bus service industry.”
“Would iris scans eventually replace fingerprint technology or would that serve as an add-on? If so, would iris scans slow down the immigration clearance process, taking into consideration the varying volumes of travellers at our different checkpoints? Finally, I would like to also understand if iris scans would be effective for people with existing eye conditions, such as cataracts, or those who wear very thick prescription lenses. I look forward to the clarifications from the Minister. With that, Mdm Speaker, I support the Bill. 1.52 pm”
“Also, how will ICA educate the public on the purpose and need to gather iris scans and assure them of the protection of data? Another key proposed amendment is the appointment of non-ICA employees as registration officers. Due to the scale of this exercise, it may not be practical for ICA to depend solely on its officers to register thousands of residents on a daily basis. A more effective way is to tap on personnel from the public and private sectors by appointing them as registration officers, so that more locations can be made available for the collection of iris scans. Can the Minister, therefore, clarify on the roles and powers of registration officers from the private sector? Firstly, if a private company is tasked with collecting the personal identifiers, does it have to submit names of employees who will take on the role of registration officers? Secondly, do these registration officers have to be permanent staff of the company? Thirdly, what measures would there be to ensure the registration officers protect the data collected and encrypt them in an appropriate manner? Lastly, how can the public differentiate between registration officers from the private and public sectors? All registration officers must understand the importance of protecting these sensitive data and practise due diligence accordingly. Clarifications to these questions would help us better understand the administrative and enforcement duties of these non-ICA registration officers. Mdm Speaker, the use of iris scans signifies the next age of our border security operations and I would like to understand how such technology will be implemented at our checkpoints. Is there a specific timeframe for iris scans to be implemented at all our checkpoints?”
“Mdm Speaker, I rise in support of the Bill. However, I have some questions regarding some of the changes. As a former Police officer, I am deeply aware of the various threats that Singapore may face, especially from those abroad who seek to infiltrate our country to cause harm and destruction. Therefore, I am supportive of the amendments proposed for the Act, which aim to strengthen the effectiveness and efficiency of our border security operations. One of the proposed amendments is the collection of iris images from Singapore citizens and permanent residents as an additional identifier, to enhance the accuracy of identity verification. Developed countries, such as the US and the United Arab Emirates, have already adopted iris-scanning technology and it is timely that we do so, too. However, I would like to ask the Minister for Home Affairs to elaborate on how ICA would be collecting iris scans of our residents, particularly from those with mobility issues and are constrained to their homes due to ill health. How will ICA make the collection of iris scans more convenient for those who may not see the need to register, such as those who do not travel out of Singapore often or at all, or those who are not able to visit the collection centres during normal working hours due to their work arrangements? While the collection and identification of the iris images are contactless and non-intrusive physically, the idea that the Government is collecting iris scans is new to many Singaporeans. Residents have asked me how personal data, such as fingerprints and iris images, can be protected from being lost or misused. Can the Minister, therefore, elaborate on measures to safeguard these Page: 38 personal data?”
“If the Minister could share some thoughts on whether there are any upcoming plans to address these issues, it would be much appreciated. Sir, the proposed amendments in the Bill serve to help create a more level playing field between retailers and consumers. It serves to keep errant retailers in check, which will, hopefully, enhance our nation's reputation as a retail and shopping haven. However, consumers are still vulnerable against errant retailers, and I urge for more to be done to address this disparity. Sir, I support the Bill.”
“There are three areas of concern. The first pertains to consumers who are the initial victims of an errant retailer. Under the revised Act, potential consumers would benefit from the injunction orders as it allows them to steer clear of the errant retailers. But what about the victims in the first instances? How would they obtain compensation? Cost and complexity of process are often reasons given by victims for their reluctance in pursuing compensation. My second concern is whether the revised Act covers online retailers, both registered and unregistered entities. Currently, it seems like the Act is only able to act on brick-and-mortar retailers, which does not reflect the current landscape of the retail sector. My third concern is the sudden business closures that impact consumers, particularly in the fitness and beauty industries. More can be done to better protect the interests of customers of businesses that abruptly close. It is a common practice among fitness centres and beauty salons to sell "lifetime memberships" and packages spanning several years. Thousands of dollars are paid upfront before any services or products are utilised. While such business models are not illegal, customers will lose their hard-earned money when a gym or a salon closes down suddenly, much like what happened with California Fitness recently. Even when the company undergoes liquidation, the chances of customers getting their money back are remote. For many victims, legal avenues are the only way that they could possibly be able to get some of their money back, so laws should be strengthened to protect them, regardless of whether the transaction is with an online or a brick-and-mortar retailer.”
“The Courts may also require the retailers to inform the administering agency of any changes in employment involving consumer transactions to prevent them from side-stepping injunction orders by setting up new entities. Such a measure will only be effective if there are regular spot checks conducted on the ground against errant retailers. SPRING must also impose stricter penalties on those who persistently flout the Court orders. I would also like to urge SPRING and CASE to place greater emphasis on public education. In order for people to shop at ease, they must be aware of their rights as consumers. Many, especially the elderly, foreign workers and tourists, may not have adequate knowledge about their rights as consumers and they are the ones most likely to fall prey to unethical and errant retailers. Information about consumer rights and unethical business practices should be made readily available on both traditional and digital media. It is only when all consumers are armed with information about their rights will they be able to prevent themselves from being victim to a dishonest retailer. In fact, we can all play a part in generating public awareness about consumer rights and ethical business practices. The proliferation of technology and social media allows us to come together as a community to share our "first-person" experiences, both the good and the bad. This enhances awareness among consumers, and retailers will inadvertently be pushed towards delivering positive service experiences and providing quality products to every customer. After all, satisfied customers can become powerful brand ambassadors. I would like to take this opportunity to request MTI and the relevant agencies to look into how we can offer better protection to consumers.”
“Sir, I stand in support of the Bill. I am certain that consumers will welcome the proposed changes, as it would level the playing field between them and errant retailers. Honest and ethical retailers will also welcome the stronger deterrent measures that will be taken against the minority "black sheep" among their industries. The case of Mr Jover Chew, who was sentenced to 33 months' imprisonment last year for cheating over $16,000 from 26 victims, most of them foreign workers and tourists, while operating a mobile phone shop in Sim Lim Square made international news in neighbouring countries and was widely shared on social media. Some tourism websites even had comments warning others to be careful when purchasing electronic goods from the mall. Some comments went as far as to say, "Be careful when you buy things from Singapore". Sir, we cannot let a small minority of errant retailers tar the reputation of Singapore as a retail and shopping haven. It is heartening to note that the Bill will empower SPRING to gather evidence, file injunction applications with the Courts against persistent errant retailers and enforce compliance with injunction orders. This sends a strong signal to retailers that there is someone with teeth keeping an eye out for unfair trading practices. Consumers will be able to shop with greater ease, knowing that action can and will be taken by SPRING against those who persist in taking advantage of consumers. One of the key proposed amendments is for the Courts to have the power to order errant retailers to publicise that they are under an injunction.”
“A nurturing company that is willing to invest in the continuous training and lifelong learning needs of its employees will see that their employees are more loyal and more motivated. When the trained staff applies newly acquired knowledge to their work, it helps to boost the productivity levels of the company. In fact, we already have companies which are supportive of the national SkillsFuture initiative and are leading by example. One is Singtel, which signed a memorandum of understanding with WSG in January this year, to collaborate on building a pipeline of skilled ICT and customer service professionals through programmes like Place-and-Train. It is also applaudable that Singtel grants its staff two extra days of leave each year to attend SkillsFuture courses. I hope that SSG can persuade more such enlightened companies to come on board to similarly support the SkillsFuture Page: 63 initiative. Mdm Speaker, to allow our economy to flourish in challenging times, our people need to embrace the SkillsFuture initiative. It will be tough to keep up with the macro changes if we do not see the value in upgrading our skillsets. As SSG strives to establish a comprehensive learning infrastructure, I urge Singaporeans, especially our PMEs, to spare a portion of their valuable time and invest it in skills upgrading. The drive to succeed has to come from within ourselves and we need to seek the support from all stakeholders to continually upgrade our skills, to pursue new skills. It is time to take ownership of our lifelong learning needs. It will be an investment with great rewards. Mdm Speaker, I support the Bill.”
“Such is best exemplified by the "MasterChef" reality television series, where individuals participate in a slew of gruelling cooking contests to become professional chefs. These contestants come from all walks of life. Regardless of age, they have something in common – that passion for cooking, and they are not afraid to pursue their dream of becoming a professional chef. This is the spirit that I hope our mid-career PMEs can emulate. How can we help Singaporeans leverage their interests and pursue them on a more professional level? On the Government's part, the proposed SSG is one good way, and it will need to develop a wide range of courses to cater to the different interests of our people. It will also need to ensure that these courses are relevant to those seeking out a second career option. This brings me to my second point − to increase awareness on the courses available. I note that one of the functions of the proposed SSG will be "to promote public awareness in Singapore of the importance of adult education and further education and encourage enthusiasm for lifelong learning". Many people I spoke to during my worksite visits and house visits told me that they know about the $500 SkillsFuture Credit. However, there are challenges, like not knowing how to use it, not having the time to use it or not being able to go for training courses due to work patterns like working shifts. SSG will need to explore ways and deepen its efforts in helping people understand and appreciate the value of the training courses available. Communication channels must be targeted effectively towards the different groups, different segments of workers. Thirdly, we need the strong support of employers.”
“Mdm Speaker, I stand in support of the SkillsFuture Singapore Agency Bill, a Bill that serves as a catalyst to encourage individuals to take charge of their lifelong learning needs. It also shows that the Government is 100% committed to developing a quality workforce which is equipped to meet the needs and challenges of the future economy. Page: 62 Recently, I attended a presentation by a company on their masterplan to use new technology and automation going forward. They showed a nice video where goods and vehicles are moving fast and autonomously. It was all very exciting. However, during the break, the worker came up to me. He told me that he was worried. He could not find himself in the video. His job was not in the video, not in the future of the company. Mdm Speaker, current jobs are evolving, and new jobs are being created every day. Our future generations of workers must understand the importance of acquiring work-ready skills and they must never stop learning. Likewise, our older workers need to embrace learning so that they continue to stay relevant. Current skill sets need to be upgraded and new skills need to be acquired so that our workers remain employable and are able to add value to their jobs. In this speech, let me focus on the mid-career workers, in particular, PMEs, and how more can be done to ensure that the SkillsFuture initiative impacts them positively. Many of our mid-career PMEs, having worked in a particular industry or in a certain job function for a number of years, become contented in their "comfort zones". And some could be fearful of change. We need our PMEs to, first, find it within themselves to want to explore or learn new skills and develop their interests professionally.”
“Their historic achievements brought the nation together in celebration. Organising such major events and making sure everything runs smoothly and according to plan are no easy feat. Thankfully, there were thousands of volunteers who responded to the call for help and sacrificed their time to ensure that all aspects of the Games went smoothly. We witnessed a sense of camaraderie among these volunteers, who hail from all walks of life. Friendships were forged over the months of working and training together, and many of the volunteers have continued to stay in touch with one another since. To build on this momentum, I would like to ask: what will MCCY be doing to encourage more Singaporeans from various backgrounds to participate or volunteer at sporting events or activities? Besides volunteering in sporting events, are there plans to extend this to the arts and heritage communities as well? Recognising Volunteers”
“Sir, the ASEAN Para Games held in Singapore last year was a rousing success and a game-changer for disability sports in Singapore. Our para-athletes trained hard and competed with international para-athletes of outstanding calibre. Backed by strong support from our fellow Singaporeans, our para-athletes achieved an outstanding medal haul at the Games. I was at the National Stadium for the deciding football match between Singapore and Malaysia. Both teams were competing for the bronze medal. The energy in the stadium was palpable. Singaporeans of all ages were cheering their hearts out in support of Team Singapore. What moved me deeply was the determination shown by our para-athletes. Despite their physical challenges, they displayed grit and resilience. Many of them are residents of Tanjong Pagar GRC. The stadium shook when Mr Muhammad Mubarak scored the winning goal. There is so much potential for disability sports to flourish in Singapore. The task at hand would be to keep on encouraging participation, as well as to identify, groom and support potential talents so that, one day, we will have a stronger team of para-athletes to represent our country in disability sports. Moving forward, I would like to ask what will MCCY and SportSG be doing to further engage persons with disability within our community to participate in sports. What other measures are in place to create more social awareness about disability sports among the public? And what more can SportSG do to provide the necessary support for our para-athletes? 7.30 pm Volunteerism in Sports and Culture Sir, I move on to volunteerism. Last year, Singapore hosted the 28th SEA Games and the 8th ASEAN Para Games. In both sporting events, our athletes created history by winning a record number of medals.”
“Mdm Chair, in 2014, Singapore witnessed the highest number of marriages since 1997, where over 24,000 marriages involving at least one citizen were registered. We also welcomed more than 33,000 Jubilee babies last year as we celebrated SG50. Singaporeans do want to get married. Singaporeans do want to have babies. Can the Government share its strategy towards creating a conducive environment for Singaporeans to get married and have children? One area which the Government can look further into is housing. Many young couples whom I have spoken to prefer to have their own homes before they get married and have children. However, the average waiting time for a Build-To-Order (BTO) HDB flat is about four years today. On some occasions, this may even stretch to five years. I think the waiting period for a BTO flat is too long. With our young Singaporeans getting married at a later age, the child-bearing years are also getting shorter. Can the waiting time for flats be reduced significantly for young couples who have registered their marriages? Also, for couples who are still waiting for their flats to be ready, can they be offered an interim rental flat under the Parenthood Provisional Housing Scheme (PPHS)? Since 2013, what is the average number of applications received from couples under PPHS? How many flats are currently available under PPHS? Can the Government allocate more flats to this scheme, especially in mature estates, so that couples can choose to stay close to their parents living in the same town or near to established infant-care centres? More Family-friendly Environment”
“Early detection and intervention can certainly help our bus captains identify and address potential health threats before they fall seriously ill. Through a recent health screening project piloted by the union involving close to 900 bus captains, we found that eight out of 10 had unhealthy BMI, blood pressure or cholesterol. I would like to urge the Ministry and the public transport operators to look into providing free annual health screenings for all bus captains and to include it as a condition inside the bus contracting model. Next, we need to stop the abuse of bus captains. During my ground visits, I hear bus captains having bad encounters with commuters. They are often at the receiving end of verbal abuse by some commuters. Sometimes, the abuse could also be physical. Our bus captains are striving to serve the commuters well every day. They deserve some respect for their hard work and not abuse. I would like to ask for the support of the Ministry and the public transport Tripartite Partners to do more to stop the abuse of our bus captains. Sir, there are more than 8,000 bus captains in Singapore and they serve an important duty to our society. Our bus captains deserve greater recognition than what they receive today. I hope that the Ministry can consider designating a "Bus Captains' Day" every year to recognise their dedicated contributions and service to our community.”
“This would facilitate our bus captains to start work at the new company without waiting for the reapplication of the licence, which can sometimes take up to an average of two months from the first point of application. Second, we need to enhance the career progression pathway for bus captains. To do so, we need to provide a centralised structured training framework which can help deepen one's professional skills and, consequently, lead to progressive wages. Continuous training programmes should also be made accessible to bus captains at all stages of their career, for them to learn and acquire new skills. For instance, in the past, bus captains had to do manual engine checks by lifting the heavy bonnet. Today, the checks can be conducted by simply using the dashboard at the driver's seat. Currently, the training of bus captains is decentralised to the respective public bus operators. A centralised training centre would be useful so as to standardise the basic training programmes for bus captains as well as to provide continuous training in a structured manner for them to keep up with environmental changes. Can the Ministry elaborate on any plans to enhance the training programmes for our bus captains? Third, due to the demanding working conditions of bus captains and the gradual ageing profile, the union is naturally concerned about their health and well-being. It is, therefore, timely that we holistically review the overall working conditions of our bus captains to ensure that they are physically and mentally fit to do their job well. Some of the areas we can look at include reviewing their work schedule, ergonomics intervention and fatigue management.”
“Chairman, I would like to declare my interest as the Executive Secretary of the National Transport Workers' Union (NTWU). Our public bus captains carry a heavy responsibility every day when they report for work, because thousands of commuters depend on public buses to safely and promptly reach their destinations all over Singapore. With the introduction of the Bus Service Enhancement Programme (BSEP) and the Bus Service Reliability Framework (BSRF), as well as the implementation of the Government Contracting Model (GCM), more bus captains are required in the industry. In fact, this year alone, the public bus operators seek to hire more than 3,000 bus captains. Although the starting wages of the bus captains have increased by over 30% since 2012, more needs to be done to enhance the bus captain profession to attract more Singaporeans to join the trade as well as to retain the current crop of bus captains. I would like to ask MOT to consider the following suggestions. First, to make the Omnibus Driver Vocational Licence (ODVL) transferable. Bus captains currently possess this vocational licence, valid only while the holder is a bus driver with Singapore Bus Service (SBS) Transit Limited or SMRT Bus Limited. When the holder leaves the employment of an operator to work for another, the licence is no longer valid and the new employer would have to submit a fresh application. Today, we have new and more bus operators coming into the industry by virtue of the Government contracting model. To alleviate the manpower situation in the industry, can the Ministry consider making ODVL transferable?”
“I thank the Minister of State for his concern and his personal attention to the rising number of workplace accidents and fatalities. I would like to ask what are the areas the Ministry will be focusing on in the coming year to further improve WSH standards.”
“Sir, our workers deserve safe working environments, so that they can return home safely to their families and loved ones after a hard day at work. Unfortunately, we continue to experience workplace fatalities where workers die due to workplace accidents. The number of workplace fatalities has been increasing, from 56 fatalities in 2012 to 66 in 2015. According to the Workplace Safety and Health Council report released earlier this week, 22 workers have died from workplace accidents since the start of 2016. This is more than the 18 reported Page: 105 during the same period last year. These workplace fatalities included the two young lives which were lost in a tragic accident on the Mass Rapid Transit (MRT) tracks near Pasir Ris MRT station just last month. These numbers are truly alarming and beg for immediate attention. We must prevent the occurrence of workplace accidents and these accidents can be prevented. We simply cannot take workplace safety for granted. Can MOM share how it intends to work with the tripartite partners to strengthen and enforce workplace safety measures across all industries? The majority of our companies are SMEs and they may not have adequate resources for comprehensive workplace safety measures. Some of the challenges they face include lack of expertise in workplace safety and the significant financial costs involved. Can MOM do more to encourage and support our SMEs in accessing and managing workplace safety more effectively? Under-employment Indicators”
“Sir, we believe that our HR practitioners are well-versed in HR knowledge. However, general HR knowledge may not be enough for these professionals to add strategic value to companies, industries and the Singapore economy. For that to happen, they must also acquire knowledge, hone skills and gain experience in the context of Singapore. There are three key realities that HR practitioners in Singapore must know and be familiar with. The first is tripartism. I have spoken at length in my maiden speech in this House on the unusual tripartite partnership in Singapore and how it serves as a key economic advantage for us. The second is a local workforce that is maturing and soon peaking in numbers. The third is how to ensure a Singaporean Core within a nationality-diverse workforce. Until and unless there is a deep and proper understanding of these realities and the design of methods to help companies do well in this context, the HR function will not be able to advance beyond a tactical and administrative role. Can MOM provide an update on the work of the HR Sectoral Tripartite Committee in relation to these aspects? Support for Low-wage Workers”
“Mdm Chair, Singapore recorded close to 47,000 births in the year 2000. The following decade saw a decline in birth rates and the number of babies born each year has remained low since. Between 2003 and 2005, fewer than 37,500 births were recorded each year. These cohorts would soon be enlisted for National Service in the coming years. Page: 51 Full-time Police National Servicemen (PNSFs) play an important role in the day-to-day police operations. They are deployed to man the Neighbourhood Police Centres and Neighbourhood Police Posts. They also conduct frontline patrols in our neighbourhoods and our public transport system, together with their Regular colleagues. These PNSFs serve a critical function in our national security and safety, more so in today's security climate. I would like to ask MHA what impact the declining number of PNSFs has had on police operations. What measures will the police take to ensure that the level of safety and security will not be compromised by this reduction in headcount? Manpower in the Singapore Police Force”
“With our strong tripartite partnership, I believe we can and will manage the change well. Together, we will come out stronger, as we have time and time again. Mdm Speaker, I support the Budget.”
“Many times, the jobs that they have been doing are no longer in demand and they do not have other skills or relevant experience to perform another job. Indeed, not having a second skill deprives our workers of the opportunity of promptly finding alternative employment. The longer it takes to find a job, the harder it gets for a successful job match, the higher the stress for the individual and the family. We need to help our workers attain a second skill, but not only when they face a risk of displacement. Even before the risk of displacement becomes real, we should help them acquire relevant skills to help them move ahead into new jobs, different jobs, future jobs. The SkillsFuture programme presents a good platform for our workers to pick up new skills and we need to encourage more to make good use of their SkillsFuture credits. The Labour Movement is driving it together with MOM and I would like to ask the House to do more to Page: 44 emphasise such a need to all our workers. Mdm Speaker, we need to transform our industries and our economy. But we must be mindful that there will be workers who will be affected in this transformation process. Singaporeans are most concerned about their job security. I would like to urge for greater sectorial tripartite partnerships among the various Government agencies, employers and the Labour Movement to tighten the support structures for our workers, especially those affected by these structural changes. The tripartite partners also need to work closely to articulate the future skill sets and competencies needed for the future jobs. We need to help our workers upskill, reskill or second skill – however we call it – ahead of time, instead of in present time or, worse still, behind time. We hope to leave no one behind.”
“The Place-and-Train programme is another way of job matching to help displaced workers secure suitable jobs. Under the programme, workers receive training while in employment with the company. This is a win-win outcome. Companies resolve their manpower shortage issue and workers enjoy job progression and, more importantly, job security. Since 2008, NTUC has worked with various industry partners to create over 50 Place-and-Train programmes. Mdm Speaker, effective job matching is also applicable to new entrants who are fresh out of school. We need to create more meaningful internship attachments and apprenticeship programmes to allow students to gain valuable hands-on experience at the workplace. This would help channel students with the relevant skillsets and requisite experience to the appropriate industries, minimising post-school "talent leakage". The Government and employers can do more to improve job matching. We need to encourage more employers to embark on Place-and-Train programmes. Besides providing funding support for these programmes, the Government needs to work closely with the industries to identify future jobs so that we can better prepare our younger generations and equip them with the relevant future skills to meet the needs of these future jobs. According to the Ministry of Manpower's (MOM's) 2015 Labour Market Report, residents aged 40 to 49 formed 33% of the total number of residents made redundant in 2015. This clearly reflects a trend whereby workers in their 40s are more vulnerable and susceptible to job displacement. On top of that, mature professionals, managers and executives (PMEs) above the age of 40 who are displaced often take a longer time to find employment.”
“What this means is that workers who used to take on specific job functions may suddenly find themselves having to move to new or expanded job functions. In that sense, it is not only about one worker, but rather, all the workers along that value chain will also have to transition into other job functions. This may occur both upstream and downstream within a company, from one company to another, within an industry or even across industries. Changes are never easy to deal with, but they also present an opportunity for our workers to undergo training and upgrade their skills. While today's economic conditions are difficult, there are Page: 43 still jobs available – good jobs, new jobs, different jobs. Certain industries are growing and require more manpower. For example, the public transport industry is looking to hire thousands of drivers, engineers and technicians. The key challenge is to improve on our job matching. We need to create better awareness of where the available jobs are and what skill sets are needed for these jobs. To that end, we need to better coordinate and bridge the manpower demand and supply chains so as to improve the chance of a suitable match between job and worker. Currently, when there is a retrenchment exercise by a unionised company, the union would coordinate efforts with the National Trades Union Congress' (NTUC's) Employment and Employability Institute, or e2i, and e2i would assist in job matching for the affected workers after assessing their profiles. During the process, there would be in-house training and coaching for the workers. Where needed, these workers would be advised to go for further training to enhance their employability.”
“Mdm Speaker, I agree with the Finance Minister on the need to transform our economy and the Government's comprehensive plan to transform enterprises and industries through innovation. It is inevitable. Companies will have to transform to stay competitive through adoption of technology, optimisation of manpower and streamlining of work processes. We have to do more with less. But in this transformation process, there will be workers – Singaporean workers – who will be affected by the changes. Mdm Speaker, the economy is undergoing structural changes and not simply conventional fluctuations in demand and supply. We must understand that some jobs will disappear and no longer be available. Some jobs will be redesigned. Some will take on added functions and a broadened scope. New jobs will be created. With this structural transition, our workers will have to adapt quickly and be equipped with new skills at a much faster pace than before for the new jobs ahead. Indeed, transformation is necessary, but we must not forget our workers in this transformation journey, our workers who are the bedrock of our economy. We need to ensure that no one is left behind as the changes gather pace. We need to ensure that our workers, both young and old, can maintain a sense of job security. When there are structural changes, it can result in a "chain effect" on three fronts – jobs, workers and skills. These changes can spread from one function to another within a company, essentially, changing with it, the requisite skill-sets required for each role. For instance, when a retail company adopts an e-commerce platform and reduces its physical shop fronts, certain job functions would change. New processes will have to be introduced and implemented.”
“Madam, I have been in the Police Force for 20 years and I know public trust and public confidence in the Police are crucial for the Police to be effective. Can the Minister elaborate on his assessment of TOC's motivations, conduct and coverage of this tragic event?”
“Mdm Speaker, I thank the Parliamentary Secretary for her assurance that MOE views tripartism as an important subject matter. But more than just a historical account of our tripartism journey, what we hope to impart to our youths are the values of mutual respect and understanding, of team work and collaboration, and the ability to see issues from a broader perspective. May I, therefore, ask that the Ministry consider consolidating all the materials and having a dedicated chapter or module on tripartism in the Social Studies curriculum? NTUC would be happy to work with MOE on the contents.”
“In conclusion, I would urge the House to recognise the importance of tripartism in Singapore and to do more to strengthen it, both at the national and sectoral levels, and to make tripartism more pervasive in our journey together to a new economy. Mdm Speaker, I support the Motion. 4.33 pm”
“Would our tripartism stay strong as it is forever? The lifespan of tripartism depends on whether the strong tripartite relationships are sustained. The current tripartite leaders have built up the reservoir of trust over a period of time, from working with one another, through good and bad times. We cannot assume future generations of tripartite leaders would automatically have the same strong bonds. As announced by the NTUC Secretary-General at the International Forum on Tripartism in October last year, promising officers from the Civil Service and the unions will participate in an exchange programme to strengthen the tripartite relationship. Today, two Civil Service officers and one NTUC officer are on secondment, with another 13 civil servants on various attachments with the Labour Movement. The Singapore National Employers Federation is also keen to come on board this scheme. Madam, tripartism is an artificial construct. It does not take place naturally. As the President said, our economy requires an upgrade to meet tomorrow's challenges; so does our tripartism. Efforts to enhance the tripartite relationships have to be deliberate and our national tripartism must cascade to the sectoral level. If it is left on auto-pilot, if complacency sets in, the strong tripartism that we had yesterday and working today would easily be no more tomorrow. Tripartism has served us well. It is a powerful weapon in our economic defence. But we should not allow it to remain a "secret" weapon known and practised only by a few. I would urge for tripartism to be included in our national education so that every Singaporean child would know, appreciate and continue to nurture this key competitive advantage, so that we can continue to be an exceptional nation.”
“The affected employees can also choose to join the new operator, or be re-deployed by their current employer where feasible. All bus operators would have to factor these guidelines into their tender proposals accordingly. Such tripartite outcome is probably not seen in any other parts of the world. Madam, I believe the success of the PTTC can be replicated in other industries as well. More needs to be done to enhance our sectoral tripartism. The Government, Labour Movement and employers would each have to stand strong in its own ways. For matters on industrial relations, MOM has traditionally been the main representative of the Government. However, at the sectoral level, the Government is represented by various Ministries and Statutory Boards. We require these Government agencies to be aligned to tripartism as well. LTA in PTTC is a positive example. It works closely with the transport workers' union and the public transport operators, and adopts a partnership approach to achieve a win-win-win outcome for all Page: 41 parties. As for the Labour Movement, we would have to reach out to more workers and expand our membership in the different industries. With a changing workforce demographic, the Labour Movement has to cater to a more mature workforce, an increasing number of PMEs and a growing economy of freelancers. For employers, strong industry representatives are required. In the case of PTTC, the main public transport operators are the sectoral employer representatives. However, for some other industries, there can be many companies with possibly a wide range of different concerns. The Employers' Federation has to expand its membership so that it is able to have a pervasive presence across industries and provide strong sectoral representatives at the industry level.”
“I believe sectoral tripartism strengthens our national tripartism and we need to do more to entrench the tripartite spirit at the sectoral level. In any economic cycle, different industries would likely be impacted at varying degrees. Some may not be affected at all. But each will face sector specific challenges. National tripartism must provide the key direction and guidance, while sectoral tripartism can tailor measures according to the respective industries' needs. As new technology develops and we continue to restructure our economy, there is also an urgent need to optimise our workforce for the future. Some industries will need more manpower, some will require manpower with new skills, while others may need to shed manpower through automation. Sectoral tripartism would play an important role to help our workers enhance their employability through continuous learning. Employers, too, can leverage on sectoral collaboration to create higher value-added jobs and better paying jobs. Madam, there is a successful example of sectoral tripartism. It is in the public transport industry. When the new bus contracting model was first mooted, our transport workers were very concerned with job security and staff welfare. Would they lose their jobs? Would they lose their staff benefits in a new company? Gathering these ground feedback, the National Transport Workers' Union highlighted these concerns to the Public Transport Tripartite Committee. The PTTC includes representatives from the union, LTA and the public transport operators. Together, the sectoral tripartite committee developed and agreed on a set of guidelines, which ensures that all affected employees must be offered a job by the incoming operator on employment terms not worse off than each individual's current package.”
“This year, the slowing of the economy and tightening of the labour market are major concerns for the Labour Movement. In the first quarter of 2016, unionised companies may see retrenchment affecting some 234 workers, a 31% increase from the same period in 2015. The Labour Movement will continue to work closely with our tripartite partners to ensure that our workers are taken care of and not left behind. So, why is tripartism important to Singapore? We simply have to imagine what it would be without tripartism to understand its importance. The Government would possibly plan and implement policies based on empirical studies and technical data, without proper ground sensing. Employers would resort to actions that are beneficial to its businesses, possibly at the expense of the workers. And the unions would fight for the welfare of the workers, without considered thoughts for the business climate. Each party would do things according to its own, sometimes mutually-exclusive interests, in a silo manner. Needless to say, the result would be a lose-lose for Page: 40 all parties. For tripartism to be successful, there must be mutual trust and a "give and take" understanding between Government, trade unions and employers. Each partner must also be strong and representative of its constituents. Today, tripartism at our national level is strong. MOM works closely and works well with NTUC and the employers to roll out effective measures for the benefit of our workers. However, going forward, with different industrial needs and challenges, a one-size-fits-all approach at the national level may no longer fully address the issues faced by the respective industries. Sectoral tripartism is not a new concept and it has been practised in certain industries for specific purposes.”
“Mdm Speaker, I stand in support of the Motion. The theme of the President's speech before this House – "Renewing Our Commitment to a Better Singapore" – is also at the heart of what Singapore's Labour Movement strives to do day in, day out for all collars, all ages and all nationalities of workers. In this regard, I would like to devote my maiden speech to tripartism in Singapore and what it holds for us. Singapore's 50th birthday last year triggered a reflection on the attributing factors that have transformed our nation remarkably from a Third World to a First World country. One key, but often overlooked factor to the success story of Singapore is our tripartite system. Tripartism was born at the time in our early years when there was a great need to move away from confrontational labour-management relations to strive for industrial peace with a common mission to making progress as one nation. Formed in 1972, the National Wages Council laid the foundation for the development of strong tripartism in Singapore. Our dynamic brand of tripartism has been tested and put into action over the past decades, and more recently, during the 2009 global economic downturn. Then, while many countries were cutting jobs to save costs, the tripartite partners in Singapore had a different approach. Together, we cut costs to save jobs. Some of the major initiatives rolled out included the Jobs Credit Scheme, Skills Programme for Upgrading and Resilience and the Tripartite Guidelines on Managing Excess Manpower. The concerted efforts by the tripartite partners enabled Singapore to upturn the downturn in a swift manner. Madam, we succeeded because we were willing to bite the bullet together.”