Patrick Tay Teck Guan
Singapore
“Will CPF Board also notify SDS holders with clear anti-scam advisories, whether via SMS or any other means, especially with emerging modus operandi by scammers? This is so that the message reaches them properly and reduces confusion. Mr Speaker, Sir, with these questions, I support the Bill.”
“We are not asking to oppose change but for clarity, contemporaneous communication, equitability and assurance so that impacted workers will not be left behind. In short, a fair and just transition. I hope today's debate helps move us in that right direction. Mr Speaker, Sir, I support the Bill.”
“I thank the Minister for sharing the response to the Parliamentary Question by the fellow Member of the House. I was wondering, and I think I have brought this up before on previous occasions, whether we can consider stricter penalties against those who do not comply, with this requirement.”
“Mr Speaker, Sir, I have two questions for the Minister for Health. Firstly, the rise in energy and related costs will impact our public healthcare clusters.”
“I thank the Senior Parliamentary Secretary for the response. I have just one supplementary question for the Ministry of Manpower that in the light of these wage levels of our PMEs, in the course of reviewing some of our existing employment labour laws as well as regulations to factor this in, so that such PMEs are adequately represented,…”
“Stable psychiatric patients often remain at IMH simply because there are no community facilities to receive them. My third question is whether there are plans to develop more custodial care and step-down facilities – sheltered homes, supported living – so that IMH’s beds are reserved for those who need its full clinical expertise?”
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“Madam, I wish to ask the Minister to clarify how successful has the Fair Consideration Framework been in having Singaporeans considered fairly for PME jobs since its implementation a year ago.”
“Second, it is also a low-cost instrument which you can invest in with as little as $500, and this will benefit many middle-income PMEs. Third, it is a flexible investment option which allows you to redeem at any time and you will not suffer any losses from early redemption. The Savings Bonds is aimed at encouraging Singaporeans to make long-term investment and prepare for the rainy days by having another source of fund after retirement. The longer you hold, the higher the return. I would like to urge the Government to let Singaporeans know as soon as possible how to purchase the Bonds and what the caps will be and Page: 69 encourage Singaporeans to use this instrument as a long-term savings option. (In English): I look forward to more details about the Singapore Savings Bond which should be issued in the coming months. I believe the Singapore Savings Bond will combine the flexibility of a short-term investment, the affordability of a low-cost product, and the stability of a long-term Government Bond and help Singaporeans build their nest egg.”
“From a micro and individual investor point of view, it has not been shared how much the cap on the Savings Bond for each individual will be. I hope that all Singaporeans will be able to tap on this savings scheme and the cap be at a level which will benefit all Singaporeans, including those who have excess cash which they want to save for the longer term. I am also urging if the Government can allow SRS monies to be used to purchase these bonds since, unlike CPF monies, SRS monies left with the bank earn a meagre interest rate. In the same vein, I want to clarify that the interest earned from these bonds will not be taxable. If, indeed, they are going to be taxable, I urge the Government to consider rendering these special Savings Bond interests be made non-taxable to encourage savings. Finally, I hope the Government will make the purchase and redemption of these bonds easy and accessible by all Singaporeans and only Singaporeans. The passing of this Act and introduction of this bond is a milestone. But the follow-through, implementation and execution will be crucial as the beneficiaries are individual Singaporeans. I urge the Government to enhance the communication of this product so that even more Singaporeans can be made aware and benefit from this scheme, particularly the middle-income and PMEs and any Singaporean who have cash to save for a rainy day. Mdm Speaker, in Mandarin. (In Mandarin): [Please refer to Vernacular Speech.] With the amendment of this Bill, what is called Singapore Savings Bonds will be launched in the second half of this year. The Savings Bonds have three benefits. First, it is a low-risk investment instrument.”
“This will also circumvent the unnecessary risks associated with instruments like those affected during the 2008 and 2009 financial crises. Thirdly, there is no lock-in period and it is liquid. What is most attractive about this Savings Bond is that there will be no lock-in period as they are going to be issued at regular intervals and can be redeemed the same. There are also no penalties and one still earns the accrued interests for early redemptions. This will offer strong liquidity and also peace of mind for Singaporeans who place their monies in them. Albeit a great boon for Singaporeans, I have some reservations and questions which I urge the Senior Minister of State to address and answer. From a macro perspective, I wish to know the costs and estimated budget involved in running this scheme and the issuance of this new instrument as it is not clearly forecasted. Is it going to be sustainable for the Government to run this scheme in the long term? Bankers and analysts have shared that there is, in fact, no need for the Government to raise capital this way. As such, I am concerned how the monies from these bonds will be utilised and how is the Government to hedge for market and economic fluctuations. Page: 68 How will the Singapore Savings Bond adjust and reflect market sentiments, especially when interest rates rise much above the coupon rate and in instances where they fall rock bottom or when inflation propels? With guaranteed and fixed interest payouts, how is the Singapore Savings Bond going to stay true to its credo of being flexible, safe and protected? On this note, I agree with hon Member Mr Liang Eng Hwa's suggestion of having inflation rate-linked bonds as well.”
“The step-up interest provided under the Singapore Savings Bond encourages savings for the longer term yet does not penalise early termination nor withdrawals which sometimes are done for exigencies or a sudden need for cash. This will also fill the lacuna of fixed deposits which are traditionally for one- to two- Page: 67 and, sometimes, three-year periods. It also provides a much better yield than putting your cash into a savings account whose interests rates are a far cry and pale in comparison with the payoffs from the Singapore Savings Bonds. Secondly, principal protection and it is flexible. Laudably, it is going to be a low-risk and safe long-term savings instrument for excess cash. The Singapore Savings Bonds will be backed by the Government and will not be traded and there is no risk that an investor gets back less than his investment. The flexibility also gives Singapore Savings Bonds an edge over a fixed deposit with a bank, which pays no interest if the principal is withdrawn before the account's maturity. With the potentially low tranches in denominations of $500, many Singaporeans will be able to benefit from it. In particular, many middle-income Singaporeans, especially professionals, managers and executives (PMEs), and those who have cash in bank which they set aside for rainy days, can utilise this long-term and secure savings instrument and benefit from the steady interest payouts. This is particularly so as there is a cap in the amount which a person can lock into his CPF account as well as the Supplementary Retirement Scheme (SRS). Having this new instrument will provide more options and encourage more Singaporeans to build up their nest egg in a safe and flexible manner.”
“Mdm Speaker, I rise in support of the Government Securities (Amendment) Bill. We know the main reason for this deck of amendments is to facilitate the issuance of the Singapore Savings Bond. I applaud this move by the Government to introduce this "first-of-its-kind" and "one-of-its-kind" financial instrument for the benefit of the people of Singapore. I recall after the sub-prime crisis in 2008 and the collapse of Lehman Brothers that many Singaporeans, including numerous organisations, suffered deep and painful monetary losses. Those affected delved into products, such as the High Notes and Pinnacle Notes, which were actually instruments whose risks were not apparent to many investors. Many Singaporeans burnt a big hole in their pocket thinking that 4% to 5% returns placed them in better stead for the same period than in fixed deposits and other structured instruments. Since that saga, I believe many local investors have become more apprehensive and careful with the rich diversity of financial products available in the local market. There have also been many who have urged the Government to offer alternative savings plans, other than the CPF, which can afford security and guaranteed returns but allow for flexibility and liquidity. It is with this as a backdrop that this Bill is introduced and comes, with it, the new Singapore Savings Bond which will be introduced later this year to offer a new instrument which is safe, secure, guaranteed, flexible and yet affordable for the general populace to benefit and save their excess cash for a rainy day. There are three reasons why I strongly support the introduction of these amendments and the Singapore Savings Bond. Firstly, the building of retirement savings.”
“In the past, it might be inaccessible; after the Bill is passed, it should be simple and easy. In addition, I hope it will also be economical so that residents will not be deterred by the cost. The current community mediation is voluntary. After the Bill is passed, we can make mediation mandatory. This will enable those difficult dispute cases to be solved more effectively. Currently, the agreement reached after the mediation is merely a gentleman's agreement and disputes sometimes can become like a marathon. I hope after the Bill is passed, the process will be relatively short due to more legal protection. (In English): In summing up, I hope the Ministry will consider my suggestion and comments. I strongly support this Bill and believe it is a step forward in resolving community disputes sensitively, fairly, judiciously, efficiently, effectively and economically. 3.09 pm”
“However, after the Tribunal hearing and adjudication, it is important to ensure ease of enforcement and enforceability of direction, order, decision and judgment. One of the biggest challenges in a civil route of enforcement is that it may cost monies and may be legally challenging and cumbersome for the layman. Finally, I hope the Bill give more illustrations like the Protection from Harassment Act. Can the Minister give concrete examples and illustrations to the various types of interferences as cited in section 4(2) as it is unclear what amounts to "excessive", what amounts to a real "obstruction" and an "interference"? Recently, I had a case in my constituency where one neighbour had issues with the placement of an altar. Would the placement and position of the altar considered an interference under section 4(2) if the neighbour complains he feels it is a safety hazard or that he feels his space is being encroached or interfered by the position of the altar? By the same token, would constant dripping water from the laundry of the upstairs unit be also considered a breach of section 4(2)? Finally, how would this Bill work seamlessly with the Protection from Harassment Act? Can a complainant use the various recourses provided by both pieces of legislation against an act by a neighbour? Mdm Speaker, in Mandarin, please. (In Mandarin): [Please refer to Vernacular Speech.] I support this Bill, particularly, the setting up of the Community Disputes Resolution Tribunal, so that the neighbours who are involved in disputes will have something to turn to. In setting up the Tribunal, I hope the Page: 85 Ministry will make the process accessible, efficient, simple and economical. First, I hope that the process will be simple.”
“Mdm Speaker, I am glad that this Bill has been introduced in Parliament and that a Community Disputes Resolution Tribunal will be set up pursuant to this Bill. Together with several other Parliamentary colleagues, we have been lobbying for the set-up of this Tribunal for the past few years and am glad to see its coming to fruition. In the set-up of the Tribunal, I urge the Ministry to take cognisance of the following points. Firstly, the Tribunal should be easily accessible by the common man in the street. The forms involved in filing for a complaint or dispute should be relatively easy to complete and Page: 84 file. The service should accommodate to non-English speaking and dialect speaking parties. In the same vein, the location of the mediation should be easily accessible, particularly in cases involving parties which may or are not highly mobile for a variety of reasons. It is suggested that community clubs or CDCs across the island be also used as possible venues. By the same token, there should be little or no costs involved in lodging and filing the complaint so that it will be easily accessible by all. For example, under the Prevention from Harassment Act, it still costs about $200 to $500 to file a complaint. Second, compulsory mediation. Before a Tribunal is convened, I submit that mandatory mediation be imposed before cases are escalated to the Tribunal to prevent a floodgate of cases. Likewise, parties to a dispute now cannot avoid mediation, as it is currently voluntary. The process should be efficient in that the time taken for a normal claim to be heard or mediation arranged and convened should be relatively short. In fact, I am glad with this Bill, parties can be mandated to go for mediation and adjudication by the Tribunal.”
“Mdm Chair, with the set-up of many more public healthcare institutions and facilities across Singapore in the coming years, I am particularly concerned with three areas and urge MOH to pay particular attention to them. Firstly, whether we can find sufficient healthcare staff and manpower to fill the positions. Secondly, whether we can ensure healthcare workers stay motivated and not be over-stretched. Thirdly, whether we can continue to maintain the quality and high standard of care. Our healthcare tripartite cluster workgroup set up in September 2012 has set our sights to do more in the next three years in the area of productivity. I therefore urge MOH and the management from the six public healthcare clusters to provide the much needed support and to help drive and implement the initiatives. Recently, MOH has been paying special attention to the compensation and retention of doctors, nursing staff and allied health professionals. I therefore urge MOH to also review the salaries and retention of the non-nursing staff and employees who work alongside these healthcare professionals in our public healthcare institutions as they too provide the necessary support and are the backbone to ensure the entire healthcare eco-system works. Workplace Health Grant for Women”
“Their demonstration of sportsmanship is good inspiration for children and other youths. However, as the population at Yishun grows, the demand for sports facilities has been on the rise. Yishun is a large estate to begin with. Already, applicants are finding it difficult to have access to their favourite venues and sports on a regular basis. Yishun needs more sports facilities, and in greater variety. During last year's COS, the Minister announced that $1.5 billion will be set aside to ensure Singaporeans have easier access to sports facilities, under the first phase of the Sports Page: 44 Facilities Master Plan. Are there any updates on the progress of these facilities? I am very interested to hear what plans the Minister has for Yishun when it comes to community-based sporting-based facilities. Last year, I also raised the issue about the swimming pool at Yishun Swimming Complex being very rundown. Until today, I have not heard of any plans. Perhaps, the Minister could look at my request for a new generation swimming pool to replace what we currently have. Very often, when my residents go swimming with their friends, with their relatives in other parts of Singapore, they come back and tell me how envious they are of the facilities in other parts of Singapore. There is only one swimming complex to serve the entire Yishun town, and I would appreciate if the Minister can give my request a sympathetic ear so that my residents can have a new swimming complex and they do not feel left out. In fact, Yishun is one of the faster growing towns and many of the families living in Yishun are younger families with kids. Therefore, they would like to have kids water-play areas within the swimming complex. So, I hope to hear good news from the Minister. Sports Facilities Master Plan”
“Mdm Chair, under the People's Association Act (CDC Rules and Regulations) 1997, the CDCs were established to build tightly-knit, compassionate and self-reliant community in Singapore. The CDC's mission is to build a caring and cohesive community, where we assist the needy, bond the people and connect the community. Now that the national social assistance schemes have been returned to the MSF and the Ministry has formed the Social Service Offices to administer the national ComCare schemes, will the CDCs still continue to assist the needy and vulnerable, run social and community programmes, and help and fund local assistance schemes in the constituency level? What is the plan on the community building and connecting roles? With this new set-up and structure, is there a need to re-examine CDCs' role and its key strategic thrusts? Will there be a continued focus in developing the community and partnering our grassroots organisations? I submit that CDC should review its role and sharpen its focus to continue to stay relevant in light of the changing demographic profile in Singapore and diversity of aspirations and needs of Singaporeans. Update on Sports Facilities Master Plan Er Dr Lee Bee Wah (Nee Soon): Mdm Chairman, convenient accessibility to a healthy lifestyle is paramount to good quality of life. The Minister has, in recent years, achieved great success in encouraging Singaporeans to be more proactive about keeping fit through the provision of sports facilities within the housing estates. In Yishun, it is a common sight to see entire families spending their weekends at the Yishun Swimming Complex, Yishun Indoor Sports Hall and Stadium. Energetic youths and adults show off their vigour at the street soccer courts and the various hard courts in the estates.”
“Mdm Chair, with the coming of age of our MRT tracks and lines, the noise emitted when the MRT trains run on overhead tracks are becoming especially loud and accentuated. As such, residents in Nee Soon Group Representation Constituency (GRC), particularly those in Nee Soon East living within close proximity of these MRT tracks, have been sharing with me when I meet them during my regular house visits that the noise has become louder through the years. Can I, therefore, urge MOT to look into reducing the noise by constructing effective noise barriers to reduce significantly the noise along the entire route along the GRC? And if MOT is supportive and already looking into this suggestion, I hope to know when it can be started and completed. Page: 49 Public Transport by MRT”
“Mdm Chair, the Personal Data Protection Act has enhanced the privacy of individual identity and data privacy. However, in the course of my work advising unions and industrial relations work, we have encountered a major impediment. This arises in a situation when there is an impending retrenchment exercise to be carried out. The company will consult, inform and negotiate with the union usually a month prior to the date of retrenchment. The affected workers are always never notified and early notice to union is for negotiation and for the union to obtain the list of employees affected and their personal data so that the union can verify if there is any discrimination, disguised retrenchment or even victimisation. More importantly, unions also obtain their personal data and profile to prepare the job search and look for possible job matches for them. The same goes when unions are verifying negotiated bonus settlements or wage increases and when handling workplace grievances and personal data is involved. Not every employer is forthcoming and many fear the reprisal from PDPC and, therefore, have used the PDPA as an excuse to not release data to the unions. I urge MCI to consider granting an exemption from the PDPA for such industrial relations issues/cases as it concerns the livelihood, welfare and interests of workers in Singapore. Cyber Community”
“Oftentimes, they are self-employed or sole proprietors who work on site but are not covered if they sustain injuries, suffer permanent incapacity or die in the delivery of the service. Although there is no employer-employee relationship, I am sure MOM can work with buyers of their services to provide medical and accident insurance coverage for them. Review of Workplace Safety and Health Laws Mdm Chair, my second cut. The number of workplace injuries has increased the past three years although workplace fatalities plateaued the past three years. A guiding principle Page: 117 of the Workplace Safety and Health Act is that all people are given the highest level of health and safety protection from hazards arising from work, so far as is reasonably practicable. Prevention is certainly better than cure. The landscape in Singapore is changing. We see more SMEs and a changing workforce profile, particularly an ageing one with more women coming back to work and a growing number of freelance professionals. I wish to ask how MOM is going to deal with these challenges with small businesses sprouting everywhere and with a changing workforce make-up and yet effectively maintain the highest standards of safety in all workplaces. To further exacerbate the problem, some of the safety requirements vary and differ according to their location and type of work involved especially in risk management and management of hazards. Is there a need therefore to review the existing Workplace Safety and Health (WSH) framework to ensure an even more coordinated approach and raise safety standards in Singapore?”
“Mdm Chair, the last effected change in the work injury compensation claim limits was in 2012 and was based on median wages of 2010. However, wages as well as the cost of healthcare has gone up the past few years and I urge MOM to review both the minimum and maximum payout limits for all Heads under the work injury compensation framework to ensure equitable payouts to workers who suffer workplace injuries. In particular, I draw attention to the string of cases which were taken to the Courts by injured workers the past two years. In one case reported in the papers on 7 November 2013, a worker's left hand was crushed by a print machine. His arm had to be amputated below the shoulder. He went by the civil route and arrived at a settlement of $290,000 before the trial began. The worker's contributory negligence was factored into the deal in this case. By the same token, in a second case reported in the papers on 21 April 2014, an aircraft technician injured his back in 2008 when lifting cabin seats. WICA compensation was assessed in 2009 at $4,500 based on the medical assessment and using the 2008 WICA claim limits. He then filed a civil suit and eventually settled in 2014 at $275,000. These cases seem to suggest to us the inadequacy of our current work injury compensation claim amounts although it is a no-fault regime. It is, therefore, with this backdrop and the changes in wages and rising medical treatment and healthcare costs in Singapore that I urge MOM to review the work injury compensation claim amounts and limits. My other suggestion would be for MOM to explore the possibility of working with employers and industry to provide WICA coverage for freelancers for workplace injury.”
“The Re-Employment and Retirement Age Act was effective from 1 January 2012. Three years later, many workers who were keen and able to work beyond the retirement age of 62 have benefited from the Act. I also know of many enlightened employers who, besides re-employing their workers, have taken the extra effort to redesign, re-create and restructure the jobs and workplaces to cater to re-employed workers. The legislation requires employers to offer eligible employees a one-off Employment Assistance Payment, otherwise known as EAP, as a last resort, if they are unable to find suitable jobs within the organisation after a thorough review. The purpose of the EAP is to help tide these employees over a period of time while they look for alternative employment. However, I have received feedback from our unions and union leaders of instances where employers use the EAP as an easy way out to discontinue the employment of these older workers. I hope the Ministry take such cases seriously and conduct additional scrutiny as and when complaints arise, so that companies justify their actions in an appropriate manner and sanctions are taken against recalcitrant ones. The tripartite guidelines have prescribed the EAP amount of between $4,500 and $10,000, and further states that the amount can be reduced from 62 to 65 and a three-month salary payout as a guide. Since the Act was passed, median wages have risen and the pool of PMEs in our workforce has grown rapidly. To minimise abuse by employers, I suggest and urge MOM to explore with the tripartite partners to increase this EAP amount to a level which will deter abuse by employers, yet adequately reflect the rise in wages and compensate the affected workers, including the PMEs who are increasingly becoming vulnerable.”
“Furthermore, the search functions of the Jobs Bank can be Page: 85 enhanced to ease having to plough through the long list of jobs. Finally, I hope to see the salary range or band as a mandatory feature in the Jobs Bank to provide clarity on whether these are indeed PME types of jobs, since non-PME jobs can also be posted on the Jobs Bank. Effectiveness of Jobs Bank”
“Seven months into the Fair Consideration Framework (FCF), I wish to ask MOM to provide an update on how effective this has been in levelling the playing field for local PMEs and remove nationality-based discrimination in hiring practices. 3.15 pm Since 1 August 2014, how many complaints have been received and how many companies have MOM called up for additional scrutiny? What has been the success rate in convincing and ensuring the companies discontinue their poor hiring practices? Also, can MOM look into the possibility of extending the FCF to S Pass holders as well? The Jobs Bank has helped Singaporean PMEs and non-PMEs with the more than 70,000 job postings. However, I am concerned with three aspects. They are, firstly, placement rates; secondly, authenticity and audit; and thirdly, accessibility of the Jobs Bank. Firstly, I urge MOM to monitor the placement rates of the jobs posted and in particular the numbers going to Singaporean PMEs. More importantly, MOM should see how to partner e2i and our NTUC PME Centre to see how best to help Singaporean PMEs better navigate and connect and be successfully placed in those jobs listed in the Jobs Bank. Also, what has MOM done and plan to do to ensure recalcitrant employers do not just advertise in the Jobs Bank for the sake of the advertising requirements, to just pay lip service and make the FCF and Jobs Bank a mere window dressing? Secondly, it is also imperative to have a strong audit system of the jobs in the jobs bank to ensure these are quality jobs and authentic jobs for Singapore PMEs. Thirdly, I hope to see the Jobs Bank being more mobile-friendly, especially when searching through a smartphone.”
“Lastly, there should be compulsory mediation in that before a tribunal is convened, I submit that mandatory mediation, including tripartite mediation, be required. Review of Tripartite Mediation Framework Madam, my second cut. With the proposed set up of the Employment Tribunal in Singapore to handle PME and other labour dispute claims in an economical and expeditious way, it is appropriate to also review and expand the scope of the tripartite mediation framework, which was started on 1 February 2011, to help PME union members earning less than $4,500 to resolve three specific areas of workplace disputes. In order to preserve the sanctity of tripartism and ensure tripartism in Singapore stay relevant and serve PMEs in Singapore, I have three suggestions for MOM. The first is to expand the scope of the Tripartite Mediation Framework to cover any statutory and any contractual and workplace issues and not limit it to just the current three heads of claim. The second is that there should not be any salary ceiling for union members to embark on tripartite mediation. My third suggestion is that the tripartite mediation process must work seamlessly with the employment tribunal in that there must be a clear incentive for those who choose to embark on the tripartite mediation route before the case escalates to the employment tribunal or any other adjudicatory panel.”
“Yes, Mdm Chair. I am glad that MOM will be setting up an Employment Tribunal that more PMEs will benefit and be protected. In the set-up of the Employment Tribunal, I urge MOM to take cognisance of the following points. Firstly, for the Composition of Tribunal, the single or multiple adjudicator on the tribunal should be a person of high standing, especially in the area of industrial relations, employment relations and has dealings and is familiar operating with unions and unionised companies. Secondly, the Employment Tribunal should be easily accessible and economical. Thirdly, it should be efficient and effective, that is, the time taken for a claim to be heard or mediation to be arranged should be relatively short. There should also not be a salary ceiling of a PME before he or she can file a claim. Likewise, the claim limits should not be low or else it will not be useful. By the same token, the scope of issues or disputes covered should Page: 62 minimally include statutory claims and contractual breaches. Fourth, there should be ease of enforceability of award and judgment. One challenge is the enforcement of the judgment and award which requires a civil process. This may cost monies and may be cumbersome. I suggest MOM partner with NTUC's U-PME Centre to assist PMEs and PME union members in the enforcement of their claims in a cost-effective way. Fifth, tripartism must be upheld. The formation of the Employment Tribunal should not erode the tripartite relationship and dilute the role of unions. Tripartite mediation should work seamlessly with the Employment Tribunal. Involvement and representation by union officials and industrial relations officers of union members for Employment Tribunal cases should be provided.”
“Mdm Chair, with all primary schools going on single session, I know of many working parents with children in primary schools who encounter difficulties in the care arrangements of their children after school. This is especially so for those who elect to not have domestic help or a caregiver at home, or those with two or more children. We have set up the Early Childhood Development Agency (ECDA) to oversee the childcare sector, but I urge the set-up of a similar outfit with a single Ministry taking full ownership to focus its efforts on beefing up the number and quality of student care centres in Singapore. One way is to equip the majority of primary schools with after-school student Page: 69 care facilities. These student care centres in primary schools will be a great boon for working parents or parents with two or more children. Children can use the afternoon till evening to rest, spend quality time picking up new skills, interacting with friends, going on learning journeys or having fun through games or sports within the school premises. Perhaps, self-help groups, volunteer welfare organisations (VWOs) or co-operatives can provide this service across the Primary schools in Singapore. Student Care”
“I call on and rally our employers and industries, our Government and agencies, our unions and Labour Movement and, most importantly, our people to come together, work together, embrace the opportunities and move ahead and up together. I support this Budget. 12.25 pm”
“I urge the Government to lead by example and help create more job opportunities for PMEs above 40 years old. The Government should also help to promote skills upgrading and the learning of a second skill. Employers should seize the opportunity to encourage their employees to upgrade their skills and enhance their productivity. I also urge employers to top up their employees' SkillsFuture Credit. Most importantly, it is the mindset of our people that is most critical. A breakthrough achieved through SkillsFuture is the idea of promoting individual-initiated training and encouraging people to take personal responsibility. We should create a culture of lifelong learning and cultivate a positive mindset. Singaporeans need to have the spirit where they constantly strive to improve and are always prepared for the unknown. (In English): In summary, I applaud the Government for the string of measures to benefit the many middle-income and PMEs in Singapore. The SkillsFuture initiatives are a step in the right direction. However, it requires the proactive and positive action of not just the tripartite partners, the Government, employers and the Labour Movement alone but by each and every Singaporean – young and old, male or female, whether one is in employment, in-between employment, out of employment, going into or starting employment or leaving employment or even not in a formal employment relationship. We are only as strong as the weakest link, each and every one of us has to do our part to stay relevant and future-ready to ensure we have a future for ourselves and our country.”
“The programmes, higher funding, awards and credits will only be useful if every Singaporean worker and individual steps forward to take personal responsibility and initiative. Regardless of age, gender and at whatever step of the career ladder you are in, take the individual initiative to tap on the array of programmes and funding, including the SkillsFuture credits, and embark on deepening your current skills and develop a second skill. We need to cultivate a spirit of Lifelong Learning and Continuous Education and Training. Singaporeans need to embrace a culture and spirit of lifelong learning and CET. We need to learn, unlearn and relearn as current jobs become obsolete and new jobs are created. The old mantra is learn, work and retire. The new mantra will be learn, work, learn, work, learn, work, retire and continue learning. Start young if you can and start now if you are not so young. We need to also keep an open mind. Deputy Prime Minister has shared some of the growth areas in our economy and the future jobs we expect to see. Follow your passion and dreams but at the same time keep an open mind to the sea of opportunities which are going to avail Singapore and Singaporeans. We cannot rely on skills and competencies alone; we each need to have the right mindset, right belief and the right attitude. Mdm Speaker, in Page: 16 Mandarin. (In Mandarin): [Please refer to Vernacular Speech.] This year's Budget is an inclusive one. Besides the senior citizens and low-income Singaporeans, it has benefits for the sandwiched class and PMEs as well. I particularly welcome the series of SkillsFuture schemes. For SkillsFuture to be successful, the tripartite partners need to work together to create our future.”
“Since it is Lifelong Learning and lifelong, perhaps it can be extended to even useful courses at community clubs. Finally, Deputy Prime Minister Tharman has announced regular top-ups and I urge for more top-ups at regular intervals during a person's lifetime, considering many of these PME Page: 15 programmes cost more and, in some instances, $500 may not suffice. Second, with the focus on SkillsFuture, Aspire and CET2020 and the emphasis on skills as the criteria to enter into employment and move up within employment, I urge the Government to take the lead in making the "one race to the top" principle, that is, moving up regardless of academic qualifications but based on skills and competency, a reality in the Civil Service. For a start, with higher Government expenditure for a variety of infrastructure, can the Government, Statutory Boards and Government agencies provide even more jobs targeted specifically at mature Singaporean PMEs above 40 years? Third, for the Government to successfully roll out the various programmes, they do not just have to come up with attractive, innovative and exciting initiatives but, more importantly, to partner employers, industry, unions and the Labour Movement, including e2i, to ensure good implementation, follow-through and ground acceptance. Our NTUC e2i and U-PME centre have been helping PMEs in Singapore and have started work with our tripartite partners, such as WDA. I urge the Government to work with us to better connect PMEs to jobs in the Jobs Bank, drive the progressive wage model for PMEs as part of the SkillsFuture initiatives and look at how to leverage and partner various stakeholders in this SkillsFuture journey. Finally, for individuals and workers. We first need to take individual responsibility and initiative.”
“This is especially so when some of these individual-initiated training and their practicums and exams may be conducted during working hours. Next is the Government. SkillsFuture Credit and Enhanced Funding for Singaporeans above 40. In this area, with higher training funding for mature PMEs above 40 years and the SkillsFuture credits which will benefit all PMEs above 25 years of age, I urge the Government to ensure that the credits are easily accessible and used. The ActiveSG Credit is one good example although a caution is that not everyone will know how to download the app and utilise it. Likewise, learning from the UK's experience of the Individual Learning account, the quality of the training providers, including their programmes and delivery, is crucial. I also ask that the credits be allowed to be used to cover unfunded portions of course fees. The array of approved courses should extend beyond the WSQ training programmes or those at our local Polytechnics, ITEs and Universities but extend to a wider range of both certifiable or non-certifiable online and offline programmes which can help Singaporeans realise their passion and aspirations, including those programmes where it is an industry requirement for our PMES to undertake to stay current, employed or practising in. All these will also then help stay-at-home mums who can undertake Lifelong Learning and CET and even prepare them if they decide to re-enter the workforce or stay connected and current. Freelance professionals can also embark on training to hone their skills or stay current in their industry since this training support is not tagged to an employer. Older Singaporeans, too, should also benefit from this credit to pick up a new skill or even learn a new interest.”
“Everyone needs to not just "Do More" and "Do Well" but to "Do Together." I, therefore, urge each of the three parties to do three things. Firstly, employers should lead by example. I urge Employers to come forward and avail themselves of the numerous programmes and internships that will be offered. More than that, employers play a crucial role in supporting this spirit of lifelong learning and CET. Employers should proactively send their PMEs for training and upgrading, something we see only in certain enlightened companies but do not see happening across all sectors and all companies whether big or small. Training support and funding are at an all-time high and employers should not use lack of resources as an excuse. Employers should use this opportunity to develop the Singaporean Core. Employers can also top-up the SkillsFuture credits of their staff to motivate them to embrace learning. Page: 14 Secondly, employers must raise productivity through skills upgrading. As we embark on driving productivity across all industries and companies, including SMEs, I remind our employers that skills upgrading is one of the most important pillars to a motivated, engaged and productive workforce and also the Progressive Wage Model. The SkillsFuture plans will help not just individuals to realise their potential and aspirations to stay employed and employable but also for companies to grow and stay relevant and productive in a competitive and global marketplace. Thirdly, employers must support their employees. As Singaporeans embark on individual-initiated training and on tapping on their SkillsFuture credits come next year to undergo training and upgrading, I urge employers to give the much needed support, encouragement and even time-off from their work.”
“Page: 13 We know skills and productivity are so tightly linked and that skills and job competency, other than personal character and attitude, should be the paramount consideration for placement and progression in any job. It is about developing the right skill for the right job. Not just a skill but a deep skill. Not just one skill but also a second skill to weather storms better. I have personally spoken to and engaged PMEs of various ages and gender and who belong to different life stages; they each have their fair share of challenges, from achieving work-life balance to ensuring they find the right job and draw a good wage. In particular, there are two groups of PMEs which we need to pay special attention to. They are the young PMEs and the mature PMEs. Young PMEs want to land the first job, move up the career ladder and do well. Some have to pay off their education loans. Mature PMEs above 40 years of age fear if their jobs are stable and whether they can find a job if they lose it. They have mouths to feed, parents and in-laws to look after, mortgages and loans to service. In short, these two groups worry about their employment and employability. It is, therefore, heartening to note this year's Budget seeks to address the challenges faced by these two groups through the SkillsFuture programmes, initiatives and funding to help Singaporean PMEs in their employment and employability. However, all said and done, this Budget is a positive one for PMEs. But what is even more important is that the plethora of initiatives through SkillsFuture will only succeed, if and only if, everyone plays their part. And I do not just mean every Singaporean but also the industry and employers, the Government as well as the Labour Movement, unions and workers.”
“Mdm Speaker, I wore the lens of a Professional, Manager, Executive (PME), otherwise commonly known as the middle-income or sandwiched class, and paid close attention to Deputy Prime Minister Tharman's speech last Monday. I tried my best to list down every single item that was targeted at PMEs and kind of gave up after the first hour. Indeed, this year's Budget can be said to be one of the most inclusive Budgets I have seen, with many measures and assistance targeted at not just the lower income group and the Pioneer Generation and seniors but also the middle-income group, PMEs and further pushing boundaries to include freelance professionals and stay-at-home mums. The positive list of items is an extensive one and I do not intend to run through each to laud but I know the entire package will certainly give our Singaporean PMEs a leg-up and lighten some of the load which they currently have to bear. I particularly like this year's Budget as it addresses the current realities whilst at the same time preparing every Singaporean for the future. In particular, I am glad to note the especial focus on developing our people, our Singaporeans, to prepare them to be future-ready. It also seeks to future-proof them so that they can weather any uncertainties and stay afloat during turbulent times. In preparing and developing our people, the string of SkillsFuture measures underscore the importance we place on our people, our most valued asset of Singapore. Whether one is in employment, in-between employment, out of employment, going into or starting employment or leaving employment or even not in a formal employment relationship, this Budget and its SkillsFuture initiatives will benefit you.”
“I know there are large numbers of foreign workers living in dormitories with less than 1,000 beds. I urge MOM to fill the lacuna by bringing these smaller dormitories within the auspices of this new Bill. In the interim, I urge MOM to continue scrutinising these smaller dormitories and not let our guard down. Nonetheless, I am glad to note that the Bill provides for the "threshold number" of 1,000 to be replaced with a lower number by the Minister publishing a gazette notification if and when needed. I am also encouraged that this Bill will also mean dormitories can be required to provide dedicated recreational facilities within these dormitories to provide the workers Page: 74 with breathing space and also ease the load off neighbourhood community facilities. In conclusion, at the end of the day, we want to move towards a system where migrant workers are treated with dignity. We want to help them become socially integrated and adapted to our society through understanding our cultures, behaviours, customs, attitudes and laws. Having this new licensing framework is a good start as a good environment in these dormitories will go a long way towards increasing their productivity, and new conditions will help eradicate the social disamenities and enhance the overall living environment of the foreign workers and the residents living in close proximity to these dormitories. I support this Bill. 5.07 pm”
“However, we still receive feedback of crowding and we have since deployed bus ambassadors at those bus stops to ensure commuters move to the rear of the bus and queue up to board in an orderly manner. Despite the initial successes, I urge all the partners, especially MOM, MND, BCA, MHA/SPF and LTA, to continue the good work of the task force by helping and supporting the grassroots volunteers to sustain the efforts. I submit that there should be a single point of contact so that our grassroots need not have to deal with so many different agencies. I urge also that alcohol sales and consumption be better managed, including affected areas in the neighbourhood and community. In particular, I hope that even more can be done to further mitigate the 811 feeder service crowding. In fact, I just did my house visits to the three affected blocks two days ago and the residents there shared that the safety and security and environment issues have improved but quite a number still encounter long waits and overcrowding on bus service 811 during peak hours as well as on weekends. This is further exacerbated by the fact that there is bunching of buses as well as commuters not moving to the rear. I submit and recommend that a 811 peak period service dedicated solely to those two bus stops within close proximity to the Simpang lodges, or a new bus service be catered to alleviate the load. The proposed Bill assures us that the authorities have a proper system in place to tighten the control over the challenges caused by large foreign dormitories. From a worker-centric point of view, one of the gaps of this proposed Bill is that it does not cover dormitories with less than 1,000 beds, such as those located within worksites.”
“In the past 12 months, our Nee Soon East grassroots team has been working closely with several Ministries and Government agencies, including MOM, MND, BCA, HDB, Nee Soon Town Council, NEA, the Ministry of Home Affairs/Singapore Police Force (SPF) and LTA. The task force sought to address the three broad challenges shared thus far. In the area of safety or security, Police officers from the Neighbourhood Police Centres have stepped up patrols, including deploying plainclothes officers, to maintain law and order. Auxiliary Police Officers have also been deployed at the areas of possible congregation to carry out foot patrols. Targeted enforcement against errant cyclists who ride on pedestrian footpaths has also been taken. Our grassroots volunteers also perform Citizens on Patrol to augment the forces. Police CCTVs have also been installed at the lift and staircase access points of the HDB blocks in proximity and CCTVs deployed at alcohol sales locations. We have also asked the dormitory operators to provide free wi-fi. With respect to environmental issues, the task force and, in particular, MHA/SPF, grassroots, Town Council, NEA and Migrant Worker Centre, have also carried out numerous events and engagement sessions at these two dormitories to educate them on the laws, cultures and social norms, and help them assimilate into our country and neighbourhood. In Page: 73 my visits during these events and sessions, I can see that the workers are supporting our drive. As for the SMRT feeder service transport overcrowding issue, I am glad that LTA has added extra runs in the past year and other interventions like the peak period short service and a new service 803 to cater to BTOs along the route.”
“I will attempt to share some of the challenges faced, what are the actions taken by us thus far and suggestions moving forward in light of this new piece of legislation. I would classify them into three broad categories, namely, (a) Page: 72 safety and security, (b) environment and (c) transport. The first challenge faced by residents who live at the HDB blocks in close proximity involves safety and security issues. These include congregation at void decks and open grass patches, public consumption of liquor, illegal tapping of wi-fi and cycling on pedestrian footpaths. All these create a sense of insecurity and concerned parents become worried for their daughters and children who come home in the evenings or late at night. The second challenge involves the environment. The congregation and activities at HDB void decks and open patches have resulted in littering, with drink cans, bottles and packaging left behind, as well as noise which affects the peace and quiet in the neighbourhood at night. The third challenge involves transport in that they fuel the overcrowding of feeder service 811 during peak hours. Although the majority of foreign workers living at Simpang lodges 1 and 2 have company-provided transport, the remainder do not. As such, they utilise feeder service 811 located nearest their dormitories daily to get to Yishun bus interchange and Yishun MRT station. This further exacerbates the already well-utilised service 811 as many of our Yishun residents, including students, use that feeder service each morning to get to school or go to work. The overcrowding occurs during peak hours in the morning and crowding at the bus interchange in the evening for the return trip. I am glad to share that we have formed a task force a year ago.”
“Mdm Speaker, I rise in support of the Foreign Employee Dormitories Bill. I am heartened by the introduction of this new licensing framework which seeks to regulate operators of foreign worker dormitories. Under the new Foreign Employee Dormitories Bill, dormitories for foreign workers with more than 1,000 beds will need to be licensed from the second half of 2015. Under the proposed Bill, operators or proprietors must obtain a licence to run the dormitories and this is over and above existing regulatory standards and requirements. The imposition of new conditions and requirements through this new licensing framework is laudable. I welcome this move as we must ensure our foreign workers have a proper living environment which caters to their well-being and health while, at the same time, ensuring the local community where they reside in close proximity is not overly inconvenienced by their presence in numbers. Foreign worker dormitories have a huge impact on their surroundings. This is especially so when these dormitories are located near to residential communities. The proposed Bill aims to ensure safety, security and public health in the vicinity where these dormitories are housed. I spoke on this challenge last year in Parliament and I am glad that this new Bill has been introduced. On behalf of Nee Soon GRC and, in particular, my Nee Soon East constituency, there are several blocks of flats which are in close proximity to two existing foreign employee dormitories, namely, Simpang Lodge 1 and Lodge 2, located along Yishun Avenue 7. During my weekly house visits and grassroots events, I have gathered feedback from residents as well as grassroots leaders living within a stone's throw from the lodges on some of the social disamenities which they had to contend with.”
“I wish to ask the Minister of State once the date of CA has been firmed up, is there a formal written notice sent to the lessee? Second, how long is this notice period?”
“First, I urge employers to support unions in their extension of the scope of representation; second, I hope that more PMEs can join the union as a member, so as to enjoy better protection and benefits; third, I hope Singapore's unique tripartite relationship would continue to strengthen and be ready to adapt to future changes in the workforce and the workplace. (In English): In conclusion, I applaud this set of amendments to the IR Act and thank our tripartite partners for their support. I look forward to our affiliated unions and unionised branches enlarging their scope of representation and bringing even more PME members within their membership. In our journey towards staying relevant and outreaching and advocating for PMEs, we, in NTUC and the Labour Movement, will continue our endeavour and efforts in representing the rank-and-file as they continue to be the lifeline of our workforce. In fact, with this set of amendments, the current dichotomy between the rank-and-file and PMEs will become increasingly irrelevant as we aim to serve all collars of workers. I urge and encourage all employers to support unions in their extension of scope of representation and help ensure PMEs are brought within tripartism through union representation and support. This will also further enhance our labour-management relations and build a workforce which is represented, motivated, productive, future-ready and future-proofed. Page: 78 I call for PMEs in Singapore to embrace and take full advantage of this change by joining as union members and becoming a part of the Labour Movement of Singapore. I strongly support this Bill. 4.42 pm”
“In the area of recognition of a trade union to represent PMEs, I also ask the Minister to confirm that the union only needs to seek recognition for the new grades of executives that it seeks to represent collectively and that this is separate from and does not affect the recognition already obtained for the rank-and-file employees as such. Page: 77 Across our affiliated unions, we have started outreach to PMEs and I am very glad to share that many in senior and top management positions have joined us as union members to enjoy our full range of PME benefits, short of collective representation. We continue to organise and recruit those in senior and top management as union members and I am glad our tripartite partners support that. Mr Deputy Speaker, in Mandarin. (In Mandarin): [Please refer to Vernacular Speech.] PMEs makes up one-third of the workforce. Going forward, this percentage will continue to rise. The Industrial Relations (Amendment) Bill will bring about three main benefits: First, the Bill will enlarge the scope of union representation to allow more PMEs to have collective representation and more bargaining power; second, limited representation will include re-employment issues which will provide better protection to the older PMEs; third, the set of amendments will make the IR Act more inclusive and it is a very proactive and delightful development by bringing more PMEs within the tripartite framework. I have three wishes.”
“We should aim to cut off the top and senior management only and not all other managers and executives or else this change will not be impactful and progressive. I am glad to note that the tripartite guidelines state that employers and unions may mutually agree to use a proportion of executives in the company and certain salaries as proxies, to determine eligibility for collective representation. More importantly, company structures and staff composition vary and, so, we urge employers and companies to be proactive, open and enlightened in approaching the implementation of this set of changes. By the same token, section 30A(2)(b) further states "performs or exercises any function, duty or power which includes decision-making, or the power to substantially influence decision-making, on any industrial matters, including the employment, termination of employment, promotion, transfer, reward or discipline of other employees". We would want confirmation from the Minister that this excludes mid-level PMEs who have some supervisory functions and give input for appraisals, hiring, firing and so on such that they, too, can be represented. I also seek clarity on the final category under section 30A(2)(e) – "performs or exercises any other function, duty or power which may give rise to a real or potential conflict of interest if he is represented by the trade union". I wish to ask the Minister how far this extends. Could we have some examples of what it is meant to cover?”
“In fact, one of the biggest challenges with coming up with the new provisions, as well as the set of tripartite guidelines, is how to best define the term "executives" and, consequently, where to draw the line of exclusion from union representation. Section 17(3) provides for some excluded categories of workers from this new collective representation of PMEs by our affiliated unions. I wish to confirm that the intention is to only exclude those who are in senior management positions or carrying out functions that would genuinely create conflict. I ask this because the excluded categories are the same as those excluded under individual limited representation. When limited representation was introduced in 2002, the Page: 76 Minister said in Parliament that the Government accepted the Tripartite Committee's recommendation that "senior management staff and certain core management personnel could not be represented. These included those involved in hiring, firing, promotion, dismissal and disciplinary duties; those with access to confidential information, such as payroll and budgeting information; those who represent employers' interest in union-management matters and those whose union affiliation would give rise to conflict of interest." To ensure the Labour Movement and tripartism stay relevant, inclusive and representative of the workforce, we want to confirm that for every organisation, this is but a small core group only and does not extend too far downwards. This is particularly so as with flatter organisations and matrix reporting, as many employees these days become indirectly involved in supervising and appraising staff at all levels.”
“The introduction of individual limited representation of executives in 2002 and the setting up of the tripartite mediation framework in 2011 have been two key milestones in bringing PMEs into our fold and extending union representation to them. However, in this Amendment Bill, I cannot but underline the two key changes in this Amendment Bill which are landmark changes in our journey to reach out to and serve the PME populace in Singapore. The first change is a watershed change to allow trade unions whose majority membership consists of non-executive and non-managerial employees, commonly referred to as rank-and-file unions, to be allowed to collectively represent PMEs. The second change is the addition of re-employment as another head of claim under individual limited representation. These changes are by no means technical changes but are substantive changes, as our unions will be able to stretch their scope of representation and ensure that the welfare and interests of all workers, including PMEs as well as mature PMEs, can be looked after and that they can be collectively represented by unions. Except for certain excluded categories due to conflict of interests principles, there will not be a salary ceiling nor prescribed percentages and proportions to specifically curtail collective union representation of PMEs. Supporting these changes, I would like to seek the Minister's clarifications on some questions which I hope he can explain and elucidate so as to aid the practice of industrial relations after these changes are passed as law.”
“I rise in strong support of the Industrial Relations Amendment Bill. I declare my interest as a member of the tripartite workgroup for the review of the Employment Act, as well as the IR Act. Representing NTUC and the Labour Movement, we discussed, consulted widely, reviewed, negotiated and promulgated this deck of changes with our tripartite partners, MOM and the Singapore National Employer's Federation. I must say that the discussions and negotiations were robust. We also worked out and issued a deck of tripartite guidelines which were issued shortly after the First Reading of this Bill. If we take a closer look at our Singapore workforce profile, it is changing rapidly. The number of PMEs in our workforce now stands at 31.1%. Resident PMEs currently stand at 638,500. We expect this percentage to increase exponentially, with more embarking on tertiary qualifications and taking on executive jobs and becoming knowledge workers. Many of the new employees hired in our unionised companies these past years have Diploma and above qualifications. Many of the new jobs created require knowledge workers or PMEs. In light of this change and development, it is imperative for NTUC and the Labour Movement to push for this review of the IR Act, a piece of legislation promulgated in 1965, Page: 75 to ensure we stay future-ready and relevant to our workforce and membership. In fact, I submit that it is in the interests of our tripartite partners to support this move to be inclusive and bring PMEs into the tripartite framework so as to fortify tripartism in Singapore and ensure it stays strong, relevant and continues to be the unique selling proposition for Singapore.”
“I wish to ask the Minister this: MOM's data on under-employment refers to one that is time-based under-employment. When engaging many young PMEs with diploma as well as degree and above qualifications, anecdotally, the concerns are more on non time-based under-employment. I wish to ask the Minister whether his Ministry could consider doing a more detailed study or survey to understand whether non time-based under-employment is really an issue or the magnitude of it.”
“Thank you, Madam. I have two questions – one for the Deputy Prime Minister and one for the Minister for Manpower. I want to ask the Deputy Prime Minister whether MHA or the Government will consider utilising the SAF as well as the Gurkha contingent to augment and handle public disorder and low-intensity conflict situations, as both are well-trained and equipped. My second question: I have a large population of foreign workers living in Simpang Lodge, which is less than 400 m from the many HDB flats in my Nee Soon East Constituency. Besides over-crowding the public feeder services during rush hour, residents also shared that they congregate around void decks, grass patches and staircases in the neighbourhood, and complained about littering, alcohol consumption, illegal tapping of WiFi, cycling on pedestrian footpaths. In fact, I thank MOM for working with our Nee Soon East grassroots and various local agencies but I am asking if more can be done, including passing of rules and laws, to mandate not just new but existing dormitory operators as well as employers to ensure eradication of some of these challenges and disamenities that may in some instances fall outside the purview of existing laws and regulations.”
“Second, to operate in a tightening labour market, employers should pay even more attention to productivity enhancement and try to maximise their human resources to cope with the labour crunch situation. Employees should also be willing to accept continuous learning and training. I hope local PMEs can plan for the future, learn a second deep skill and develop a mindset of lifelong learning. Third, for mature PMEs, I am concerned about their employment prospects. I hope employers do not discriminate against them because of their age and change their mindsets. I remember there is this Chinese idiom: "In the Yangtze River, the waves behind drive on those before." It is a good phenomenon; however, we do not want the waves behind to crush the ones before them entirely, leaving the latter to die on the beach! (In English): Mdm Speaker, what I would like to spark off is a collective desire by our people and our Government to confront the challenges and to take action. In supporting the Motion to thank the President, I would like to call upon all of us to believe right so as to live right. We can, and we will, make Singapore a better home for everyone. 3.14 pm”
“Even upon securing the job, there is still a myriad of work-life factors that our local PMEs will consider before they can conclude they have the best job – such as whether t (In English): Mdm Speaker, what I would like to spark off is a collective desire by our people and our Government to confront the challenges and to take action. In supporting the motion to thank the President, I would like to call upon all of us to believe right so as to live right. We can and we will make Singapore a better home for everyone.here are opportunities for career advancement, fair treatment by employers, having work-life balance and good remuneration. Page: 43 NTUC's vision is to create both better workers and better jobs. Similarly, I believe the Government can play a greater role to align policies to augment the security of jobs of PMEs and help them to achieve their best. Protection of one's job should evolve from being just workplace-focused to one that encompasses social, environmental and pro-family policies to provide the conditions for PMEs to thrive in. Mdm Speaker, in Mandarin. (In Mandarin): [Please refer to Vernacular Speech.] I am pleased to see that in the last three years, the Government has paid more attention to the interests of local PMEs in various aspects, such as legislative and policy changes. Over the past three years, I have talked to many local PMEs, young, middle-aged and old, who shared with me their feelings. They are concerned with three things: first, protection; second, placement; and third, career progression. I have three suggestions. First, training programmes should cater to individual needs and interests.”
“In this way, it can act as a form of unemployment insurance of sorts to tide them over. I am conscious that this proposal will be viewed with aversion by businesses and employers. If a PME is laid off through no fault of his or her own, employers, indeed, have a moral responsibility to see through the career transition for them. Retrenched employees also have to bear an unwanted social stigma and we should design a support programme to lift them out of their situation. They need our help to kick-start the engine again so that they would be able to continue on their journey. In this regard, the National Jobs Bank should pay special attention to this group of employees and facilitate their career transition. Other employment vulnerabilities that we need to beef up for the protection of PMEs include the hire-and-fire policies of some irresponsible employers and a lack of job fit for our young PME entrants. For the former, it is important that we speed up the amendments of the Industrial Relations Act to allow current rank-and-file unions to represent them. For the latter group of young PMEs, I would encourage them to pursue their primary passions and interests while seeking to complete their tertiary education for a degree. The pursuit of paper qualifications hinges on the belief that this would help them land their dream job. The market reality could be very different as the complexity and pace of work may not be what they have imagined it to be. Young PMEs must have the tenacity and panache to accept whatever that is coming along their way and not lose sight of what they want to achieve in life at the same time. In whatever they have a passion to do, their aim is to be the best in whatever they may be.”
“While there is nothing we can do to circumvent the decisions of companies to uproot and shift their operations to another country, we should look into developing supporting measures to help the vulnerable group, who may have heavy financial commitments. Many of our mature Singaporean PMEs are understandably worried about being laid off in their jobs since they have to cater for elderly parents, young children and sustain the high costs of living. In a retrenchment scenario, we cannot assume that the affected PME will be able to find his or her job and bounce back; having to face the harsh realities of the job market afresh. We have to accept that not all skills, knowledge and experience are transferable in different industries. Hence, many PMEs may take easily half a year to one year or even longer to find or land themselves in another job, usually at less pay. My question here is: why should we leave those who are unsuccessful in joining the workforce embittered about the system Page: 42 having failed them? We have made good progress in introducing new laws and policies but it is also timely for us to look at how we can better our systems, laws and policies to assist local PMEs in a targeted manner when restructuring takes place. For example, in the financial industry, foreign banks tend to lay off employees in global restructuring exercises on an ongoing basis. Will such industries consider including a more comprehensive suite of employment assistance for their employees? This may come in the form of subsidies and payments to recognise their years of service and where possible, it can be negotiated with the unions in the unionised environment and, at the same time, help them upgrade or reskill for their next job.”
“I strongly urge employers to support and send their PME staff for continuous education and training. We should not wane our efforts and view labour productivity in silos but draw the links with upgrading efforts and remuneration together as a whole package. Other than pay, employee satisfaction is also crucial to their productivity. Happy employees are quite simply the most productive employees. Without an all-in-one approach, any efforts to increase productivity through foreign labour or automation alone will not see any significant increase. I would like to urge employers and the Government to take the bull by its horns and put the workers' needs as the primary consideration in this three-pronged approach to career progression and labour productivity. In my maiden speech in Parliament in 2011, I highlighted my concern for mature PMEs. Today, in 2014, I am still worried about the plight of the vulnerable above-40 group of PMEs when they are retrenched or have lost their jobs. Over the past three years, I have met and chatted with many mature PMEs. Notwithstanding, some of the legislative changes and policy shifts fleshed out are going to benefit them. In fact, this morning, in The Straits Times, in a page 2 article, it reiterated the point that degree holders are most vulnerable to retrenchment. According to redundancy statistics from MOM, based on the first quarter in 2014, Singapore has a total of 2,900 workers retrenched or having early termination of their contracts. This is the highest redundancy figure for Q1 since 2010. In particular, PMEs with tertiary qualifications were less likely to be unemployed than non-PMEs. However, PMEs, especially the mature ones, typically stay unemployed longer.”
“However, there is a reason why companies like 3M, Ideo and Google have succeeded beyond their wildest dreams. By implementing a work regimen and routine, it stifles creativity and innovation. Employees should be allowed to tap into the lifelong learning fund set up by the Government for training and development in a CET Centre with the support of the employer. There should be quality programmes aimed at strengthening the attitude and aptitude of employees provided by the CET Centre. Employees should be permitted to request from their employers individual-initiated training and learning leave capped at a certain number of days, per month or per year. I applaud those who have started doing so. Third, employers play a critical role in determining the effectiveness of this paradigm shift in training and development. Employers should understand that further increases in productivity, with a tightened foreign manpower supply, is only possible when their local employees are upgraded in their skills and abilities. On the other hand, a common lament by PMEs is that the skills and knowledge they have acquired through training do not lead to a corresponding increase in their income. The Progressive Wage Model (PWM), as mooted by NTUC, can help to bridge this gap and result in growth in real wages for PMEs. We have noted the decline of labour productivity over the past five years with increasing concern. Overall, labour productivity has Page: 41 remained flat at 0% in 2013, especially for the manufacturing, infocomm and logistics sectors. In an adult training survey by MOM, training participation is a mere 32.5% for economically-active Singaporeans in 2013. Compared to a decade ago, I am seriously afraid we may fall down the slippery slope.”