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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“Perhaps, it could be renamed as "Workforce Skills and Knowledge Certification" (WSKC) to reflect the knowledge economy that we are in and how employers would need Page: 40 their employees to multi-task and be adaptive to changes in work processes, automation and products. We must be able to implement multiple pathways for PMEs to embark on career progression – from a junior executive to a mid-level one and to become a senior leader in both public institutions and private corporations. All employers, regardless of public or private sector, should take the lead in this. (b) Currently, Government funding support for training and development is mainly tied to the needs of industries and employers. This could be related to the policy of a SDF Levy on employers. There should be greater accessibility to the lifelong learning fund by individual PMEs, assisted or guided by a career coach from a CET Centre. If all great athletes have great coaches and mentors, why should we not extend this to our PMEs with a ready menu of training programmes to sign up for and mentors and coaches to help them navigate and negotiate the challenges? In addition to accessibility, I would like to urge for a review of the current absentee payroll which is pegged at the same rate as rank-and-file. It is implausible for employers to release their PME staff for training as the salary portion to be recovered may be insufficient. Besides, our current offerings are confined to different industry verticals and may well lack sufficient choices to inspire our PMEs. (c) The Government should promote second skilling and provide incentives for employers who allow their employees to pursue a second skill during their working hours. This may sound ridiculous to some employers.”
“My advice to local PMEs is to take the bold step to embrace this if the opportunity is given. A three-pronged approach is needed to build up the competencies and profile of the Singaporean PME workforce. First, our PMEs must be prepared to make a mental model shift in spending time – not just company-supported time – to cultivate a second skill or what I first mooted during this year's Budget debate speech as a Pi-shaped skill, to ensure lifelong employability or fulfil their aspirations. What WDA and Caliberlink have done in initiating a trial version of an Individual Learning Portfolio for PMEs is encouraging. I would like to call for it to move on from a trial basis and apply it across all our PMEs and their employers to achieve maximum results. I cannot emphasise more the need for attitudinal changes to focus less on paper qualifications and greater mapping and development of each individual's abilities, skills and aptitudes according to the various industries and attainable levels they are in. Let us remove the different glass ceilings and allow each individual PME to reach for the skies regardless of the job they are in, as long as they are prepared to put in the hard work required and have the right positive attitude and mindset, come what may. Second, the system and training regime instituted by the Government have to support the aspirations of the individuals. Three main areas need to come under review. (a) The Workforce Skills Qualifications (WSQ) should be expanded to include an even greater PME-focus rather than just focusing on rank-and-file and mid-level technical jobs alone.”
“The resulting diaspora from the unemployed, seeking a livelihood, has resulted in social issues: families displaced and lower bargaining rights of workers. There are many PMEs in the Euro zone who are compelled to take on lower value jobs to make ends meet and a significant proportion of youth unemployment in Spain and Greece. This is Page: 39 surely not a scenario that we would like to see befall our PMEs in Singapore. In terms of progression, it remains imperative that we support our PMEs to equip them and deepen their competencies for their career development. The establishment of the Devan Nair Institute for Employment and Employability and the WDA's Lifelong Learning Institute in Paya Lebar by the Government is an important step in this direction. Nonetheless, no amount of hardware and infrastructure will replace the individual human desire and determination to improve one's lot in life. Mental fortitude, right believing and emotional resilience are qualities needed to help our people succeed, given their busy lifestyles, multitude of commitments and hectic schedules. We need to go beyond employability skills in defining what our workers need and give them the competitive edge. Although there are those who do, there are also companies setting up base in Singapore still preferring to harness the best from their own countries and avoid employing Singaporeans in senior or mid-level positions. The often-cited reason is that we do not have the experience or world-view expertise to be able to perform on the job. I hope our local PMEs can be given a chance to prove themselves. I would like to repeat my call for employers to develop and strengthen the Singaporean Core; coupled with a speedy up-skilling process for our local PMEs to close the gaps, if any.”
“Many of these PMEs belong to the middle class or otherwise known as the "sandwich" class and these legislative changes are, in my view, bold, resolute and watershed in some cases. The Labour Movement lobbied for many of these and warmly welcomes these pro-active changes to prepare our people and country for the impending changes to our workforce profile and demographics. We have also been advocating strongly the implementation of 4Ps to support PMEs for more than a year – namely, Protection, Placement, Progression and Privileges. These will be the key thrusts for the Labour Movement and we have developed this to help our PMEs to succeed and would be most happy to partner our tripartite partners in this endeavour. We would like to exhort our local PMEs that they are not alone in facing the challenges brought about by greater global competition, changing technologies and shifting markets. NTUC is ready to provide them with a helping hand. We have started establishing two PME Centres in this year alone. We are learning and building our capabilities to better serve PMEs in their time of need. We are prepared to "Do More, Do Better, Do Well and Do Together" with them. The first key thrust for PMEs must be Placement and the availability of good jobs for our graduates at all levels, be it tertiary, polytechnics and higher institutions. If you look at Europe and the United States, the high labour costs and high influx of tertiary graduates have led to structural unemployment in which there is an oversupply of PMEs than jobs available. The Euro zone crisis perpetuated structural issues that they have long been facing. Greece's unemployment rate was at 26.4% in 2013, while Spain's was close behind at 26.3%, and Portugal at 17.5%.”
“Mdm Speaker, I rise in support of the Motion to thank the President for his Address and his call for our people to push for a better Singapore. In particular, the President has highlighted the commitment to create conditions for every Singaporean to enjoy a better quality of life, strengthen safety nets and creating more opportunities for working adults to have fulfilling careers; to keep learning all their lives and realise their dreams and aspirations. It is with great hope and fervour that I look forward to this direction and action plan mapped out for us. The Government and our people, in carrying out this action plan, will need to work together and build strong bonds with each other, be prepared to dispense with old ways that do not work and embrace future challenges with the right belief and attitude. Page: 38 Since being elected as a Member of Parliament in 2011, I have been actively advocating and championing the rights of the Professionals, Managers and Executives. I am particularly heartened that the President in his Address mentioned that, if I may quote, "We will focus not only on the low-income workers but the middle-income Singaporeans and PMEs, too." Today, we see that the Government has made major policy shifts and good progress in various aspects concerning PMEs in the last three years alone. The list is an extensive one. From the recent Employment Act (EA) amendments to the impending changes to the Industrial Relations Act; the introduction of the Fair Consideration Framework and National Jobs Bank; the upcoming formation of a Small Claims Employment Tribunal (SCET); the expansion of the Tripartite Mediation Framework (TMF); the introduction of the Protection from Harassment Bill and many other manpower policy shifts for the benefit of PMEs.”
“(In English): Mdm Speaker, in conclusion, I strongly support this Bill and hope it would be administered robustly so as to eradicate harassment and stalking in the workplace and community, and also raise the bar in terms of protection of many categories of frontline workers who provide service to our people and our country. I hope this Bill would give all of us peace of mind by giving perpetrators a piece of our mind. 5.25 pm”
“On behalf of the unions and associations representing these workers, I suggest and submit that all of these that I have mentioned be classified as "public service workers" and given the needful protection under this Bill. What I have shared above is also happening to the frontline officers at our statutory boards and public services like Town Councils, NEA, HDB, LTA and so on. While I can understand that there are high expectations of our public sector, this should not necessarily translate into unruly behaviour and a "me-first at all costs" mentality. No amount of law can govern a lack of social grace, Page: 122 consideration and kindness. Madam, in Mandarin, please. (In Mandarin): [Please refer to Vernacular Speech.] The Labour Movement welcomes the introduction of this Bill. In the past, when workers were sexually harassed or bullied in the workplace, there was no legislation to protect them. Now, finally, they have legal recourse. I hope that, when encountering suggestive, lewd and insulting remarks in the workplace, workers should not be afraid of coming forward to expose their boss or colleague's ugly behaviour for fear of their job being impacted. I hope they can speak up courageously. Frontline workers, such as healthcare workers, bus drivers, MRT staff, taxi drivers and private security officers, also face harassment or threat sometimes. I hope the public service workers who come under the protection of this Bill can also include them. Lastly, I also hope that the tripartite partners can issue a set of guidelines for employers to implement in the workplace.”
“On the flip side, I urge victims of harassment or stalking that they not keep mum and suffer in silence but step forward. I am glad that the offence of using indecent, threatening, abusive or insulting words or behaviour will be extended to "public service workers", who are defined as individuals who belong "to a prescribed class of employees or workers that provides any service which is essential to the well-being of the public or the proper functioning of Singapore". I am keen to find out which types or categories of workers will be prescribed by the Minister and hopes he sheds light on this. In my capacity as the Executive Secretary of the Health Services Employees Union (HSEU), I am aware of the manpower crunch and the increase of patients at our hospitals and polyclinics. In fact, I have raised a Parliamentary Question (PQ) in this House last year in May about the incidence of abuse on healthcare workers in Singapore. The increase in workload and stresses that our healthcare workers, whether doctors, nurses, frontline admin, allied or ancillary staff, face daily is already challenging as it is. They certainly do not need the unwanted abuse from patients and family members. In extreme scenarios, there could even be physical violence. Besides healthcare workers, whether in public or private hospitals, polyclinics or step-down care, I know of many other types of workers who are also subjected to similar verbal abuses, insults, threats and harassing behaviour in the course of their work. Their plight and stories have appeared in our local newspapers, including one just last night. These workers include frontline service staff like public and private bus drivers, taxi drivers, SMRT frontline staff and private security officers.”
“There is nothing in this Bill to dictate what companies and employers are required to do in establishing anti-harassment policies in workplaces and procedures for handling complaints or whistle-blowers. As such, I strongly urge our tripartite partners to issue a set of guidelines setting out an Employer's Code of Practice which should encompass comprehensively what procedures and practices companies should have in place to prevent and resolve harassment and stalking, employee reporting, complaints mechanism, whistle-blowing management, as well as whistle-blower protection and possible internal staff remedies. This is not something new and I am aware companies operating in the United States, Australia and the United Kingdom where similar anti-harassment and bullying legislation are in place would have good processes and precedents for us to take a leaf from. Interestingly, this Bill also has hints of extra-territorial jurisdiction. For example, if two co-workers are overseas together for a work assignment and one sexually harasses the other while overseas in that foreign land, the effects are felt by the victim, and that victim has sufficient nexus and should, by virtue of section 17 of the Bill, make the perpetrator liable. By the same token, even when the perpetrator is overseas and the victim is in Singapore and vice-versa, section 17 may well give jurisdiction for the perpetrator to be prosecuted for a breach of the provisions of this Bill. Page: 121 Notwithstanding an offence is disclosed, the two challenges to expeditious investigation and successful prosecution lie in the areas of evidence gathering and ensuring complaints are substantiated and not started by trigger-happy complainants.”
“In more ways than one, this piece of legislation will also address workplace bullying in Singapore. This issue of workplace bullying came to public attention when an intern who was slapped went viral online last year. The case may have been closed and the perpetrator prosecuted but, in that case, there may not have been an employer-employee relationship and, hence, certain recourse may not have been available. However, with the introduction of this new piece of legislation with targeted and specific provisions, it will cover all workplaces and whatever the working relationship between the victim and the perpetrator. I believe this Bill will provide a deterrent effect to would-be perpetrators and Page: 120 provide victims with recourse and closure to their fears, grief and distress. While there are several useful illustrations in the Bill about what constitutes harassment and stalking, I would like to propose for the MinLaw and relevant Ministries to provide a comprehensive Frequently Asked Questions (FAQ) and information booklet with a compendium of illustrations of the scenarios and situations where an offence under this Bill has been committed, as well as examples where no offence is disclosed. The FAQs and illustrations will complement NTUC's and the Law Society's booklet we are preparing on workplace bullying, for the benefit of our workers and union members. In the workplace, cases of harassment could be easier identified as the offender and victim will usually know each other through a formal work relationship, such as superior-subordinate or co-workers. The challenge is when harassment happens in a power relationship, such that a superior has power over the career of the victim. These cases tend to go unreported.”
“Mdm Speaker, I would like to support and applaud the enactment of this Bill that will further protect our people, be it in the community or our workers in all workplaces. It will also add a layer of much needed protection to those working in the public sector, including a new category called "public service workers", from threats, insults or abuse. This Bill serves to enhance the protection of persons against harassment and anti-social behaviour, such as cyber bullying and unlawful stalking. It is wide-ranging in its definition, the scope of acts covered is broad and the illustrations in the Bill are enlightening. With this Bill come self-help and civil remedies, as well as criminal liabilities against perpetrators. During a Legal Primer for Women on their Workplace Rights organised by our National Trades Union Congress (NTUC) PME Unit on 12 July last year, more than 100 ladies attended and a number of them shared that they had encountered some form of sexual harassment in their workplaces. Other than physical touch and brushes which may well amount to Penal Code offences, they echoed that their male superiors or co-workers make suggestive, obscene or lewd remarks and, at times, language peppered with sexual innuendoes. Whilst sexual harassment involves female victims, there are also instances where males are victims as well. I am glad that with this Bill, this issue of sexual harassment in the workplace will be addressed. Besides sexual harassment at the workplace, there are other forms of distressing behaviour in the workplace, such as online and offline stalking, and I am glad this Bill will also sharpen our definition of harassment and stalking, and criminalise them specifically.”
“Thank you for raising a generation of Singaporeans!”
“Try looking after two or more children at home. It is as demanding as any job in the marketplace. I seriously suggest the Government consider granting childcare subsidies for those who wish to send their third or subsequent children to childcare while they look after their first two. Without domestic help, looking after them is no joke. Another area in which we can do more for them is in terms of tax reliefs or rebates for stay-at-home mums. The working mother's child relief can be extended to stay-at-home mums and these reliefs can be shared with their spouses to alleviate the financial burdens of a single-income family. I am also worried about the future medical needs of stay-at-home mums. They do not have regular CPF and Medisave contributions. Hence, I would like to repeat my calls again this year for the stay-at-home mums to be given top-ups in their Medisave and Special Accounts to meet their healthcare and retirement needs. One way is to provide Government dollar-matching top-ups if the stay-at-home mum's working husband is contributing to her CPF account instead of the working mother's child relief, which may not benefit a mother who does not even earn a taxable income. Some stay-at-home mums with older children also need part-time jobs and freelance positions to supplement their income or even work-at- or work-from- home alternatives and that can be considered as employment. I urge companies and businesses to embrace that and have work re-entry programmes for stay-at-home mums. If I may end with a quote from CS Lewis: "The homemaker has the ultimate career. All other careers exist for one purpose only – and that is to support the ultimate career". I wish to acknowledge, recognise and salute all mothers, Page: 164 especially stay-at-home mums!”
“Sir, one often forgotten and forsaken group of our community are the stay-at-home mums. As of 2013, there are 312,000 females not working due to childcare, caregiving and home tending. There is still a lack of societal and Governmental cognisance of the critical role stay-at-home mums play in our society supporting the basic family unit and, sometimes, even the extended family. They should not be seen as unproductive or contributing less to society. From those with infants to those with kids in primary school and those with older children or even with elderly parents to care for, these mothers need targeted support at different life stages and I ask that society, community and the Government reward, recognise and reassure them. We should look at how we can fund pro-family measures to recognise the economic and social value provided by the stay-at-home mums. The measurement of her economic and nation-building contributions should not be Page: 163 understated. Stay-at-home mums who are expecting their second and subsequent children could be given benefits in lieu of maternity leave as there are currently no direct subsidies or support for stay-at-home mums who plan to have more children. There are also no transport subsidies for stay-at-home mums as they bring their children along while running different errands for the family. As both a pro-family and procreation support, it would be worthwhile to add on a stay-at-home mums package to the current Marriage & Parenthood Package. It would be even better if we can equalise some of the stay-at-home mum benefits to match those that working mothers receive, especially those relating to childcare or kindergarten subsidies and maid levies. Childbearing and child-caring are a 24/7 labour of love.”
“Madam, to battle rising healthcare costs and expenditure, it is crucial for MOH and its related agencies to take serious steps to enhance health promotion and preventive healthcare in Singapore. I urge MOH to do more in this area. Can MOH share details on its key thrusts and game plan in promoting healthy living in Singapore for the next decade? Currently, I know of many schemes and health screening efforts across Singapore of varying degrees and prices. Can I suggest for MOH to provide all Singaporeans free basic health screening services when they cross 40 years of age? For more detailed screenings, can we tap on our MediSave to co-fund fully, if not partially, these screenings?”
“Madam, given the prevalence of psychiatric cases of varying degrees in our community, my concern is that we may not be giving sufficient emphasis on the protection of mental health of Singaporeans. In particular, there is lack of assistance to caregivers, neighbours and the community who have to constantly be faced with the fears and frustrations of being in close proximity to those with mild to severe depression and severe psychiatric cases, such as paranoia to those with anger management issues. Oftentimes, the Police are called in to manage them but, if they are not violent or behave in a disorderly manner, the Police do not have the powers to refer them for psychiatric assessment or treatment. Often, the victims – who can be neighbours, those living in the community or caregivers – are left helpless and have to bear with it without any recourse. I am aware AIC, Page: 97 in partnership with VWOs, has been successful to help counsel and get the family members of those with the condition to seek treatment. The problem arises when those with the condition refuse medical treatment and do not have family support. These sufferers require daily medication and regular check-ups but many do not go for follow-up treatments or consume their daily medication. Can MOH share how it intends to resolve such cases and ensure these sufferers are sent for treatment and are better treated? Women's Health Advisory Committee”
“Page: 80 Home-based Care Assoc Prof Fatimah Lateef: Madam, families and communities form the best source of support, love and sense of belonging for those who need long-term care-giving. It is best to keep those needing long-term care in an environment they are familiar with. Home-based care provides a model for satisfying and wholesome care which can enable the affected to accept the disability, celebrate life and make it as meaningful as possible. To ensure optimal home-based care, carers and family members need to be educated, empowered and knowledgeable in the area of care-giving, its challenges, the labile emotional changes and stresses that they can face. Trained personnel and family members need to be familiar with the home-care environment, the ergonomics, where things are kept, clothes are kept, managing toileting and bathing needs, cooking, washing and even safety issues in the home. They are the ones who will need help, those needing care to adapt, for example, and we want to make them as comfortable in their home environment as possible. Those who need long-term care need assurance and confidence to cope. With our rapidly ageing society, the elderly needing care will also continue to increase. What further resources can MOH help provide, for example, in terms of financial support, equipment, diapers, milk feeds and so on? Will we see an enhancement in the existing types of caregiver courses available? The Japanese 3Cs approach is pretty good for us to emulate, which comprises comprehensive care, capacity-building and caregiver support. It is a good model to go by. Are there any other strategies and collaborative models MOH can offer those providing and involved in home-based care?”
“Madam, I wish to express my heartfelt thanks to MOH and the public healthcare clusters for embarking on a series of wage reviews and adjustments and positive collective agreement settlements for both nursing and non-nursing staff. However, the current workload at our public hospitals and polyclinics is mounting. Impending load with upcoming new hospitals and healthcare facilities that are shared will strain manpower resources. In the Graduate Employment Survey 2013 for fresh graduates released last week, nursing was ranked 74th out of 78 jobs. I wish to ask MOH if they can embark on a more systematic and regular review of healthcare staff compensation and benefits to attract and retain staff. This should include both nursing and non-nursing staff, such as those in allied, admin and ancillary positions. I am equally concerned about the compensation and benefits of those in our private hospitals and whether they are also picking a leaf from MOH's concerted moves. By the same token, step-down care, such as eldercare and other intermediate to long-term care workers, should also have their compensations and benefits kept up to speed with the public healthcare clusters. Why? Because we need to continue to attract and retain staff in these very crucial jobs. Finally, I congratulate the Healthcare Cluster Tripartite Workgroup's work in the past 18 months which has led to the implementation of the Progressive Wage Model (PWM) for the lower-wage healthcare staff. Besides "upping" productivity, they have also "upped" the careers and wages for more than 2,500 of them last year. I hope our tripartite partners will continue to work together to roll out the PWM for the higher level PME jobs as well.”
“For many organisations, we have opinion polls, surveys, interviews and feedback and the researched subject will have to be contacted for its specific research data. To do this, they would have to contact and use the researched subject's personal data. How can we reconcile this?”
“Madam, with the new Personal Data Protection Act (PDPA), I have several burning questions which I hope the Minister can provide the answers. Firstly, I would like to ask whether clear and unambiguous consent in the duty to check the Do Not Call (DNC) Register can be dispensed with, to the organisation to send text and fax messages when the individual signs up for email updates. In the proposed advisory guidelines on the application of the PDPA to scenarios placed in the real estate agency sector dated 23 January this year, the Commission highlighted that in signing for email updates on certain types of properties, one is automatically given consent to be contacted by text and fax for such updates. Am I correct, therefore, to say the same stance should be adopted for organisations in all other sectors? I have also been engaging our Professional Page: 54 Photographers Association of Singapore and their concerns. The second question I would like to, therefore, ask is whether the professional photographer engaged for a private event, such as a wedding or the organisation hosting an event, has to obtain their guests' consent before candid photographs of them can be taken. The Commission and Advisory guidelines on key concepts to the Act issued on 24 September stated that photographs are personal data even if one does not know the name of the person in the photographs. It follows then that consent must be obtained, and the Commission has not considered the Act's purpose with respect to organisations. How can the many professional photographers dare to make a living with such onerous responsibilities? The final question is with regard to use of personal data without consent in the area of research.”
“Can MOM or WDA continue the Surrogate Employer Scheme so that PME employees, some below 35 years and have PME level incomes, who are not supported by their employers and who embark on individually initiated training like embarking on Diploma or higher programmes in our local Polytechnics or reputable private education institutions enjoy funding and training allowance or absentee payroll? Madam, in Chinese, please. 2.00 pm (In Mandarin): [Please refer to Vernacular Speech.] In this globalised world where people face stiff competition in the labour market, our local PMEs must plan ahead. I propose that we not only develop "T-shaped" PMEs, but also "Pi-shaped" as well. Why the Pi-shape? This is because for local PMEs to have just one deep skill is not enough; they need to have two deep skills. A good example would be someone in the finance industry. If he has a passion for counselling and if he were to be retrenched during a financial crisis, he can also join the counselling industry to continue working as a counsellor. There are many such examples. I hope that employers would continue to encourage and develop local PMEs so that they can master a second skillset. I also hope the Government can allocate more resources to help them.”
“Once he develops the deep skills of counselling, if there is a downturn and he is laid off from his banking job, he could still use his professional counselling qualifications to take on work as a counsellor or social worker in a VWO. The list and examples go on. We seriously need a fundamental rethink of how employers, Government and PMEs should view second skilling and whether employees would be happier and far better off if they are allowed to explore new areas of professional development in their personal time. The employers can play their part; we will also need a shift in Government perspective in terms of how training funds can come in to support second skilling. This can come through by increasing the channels of deployment of the Lifelong Learning Fund and Skills Development Fund. If we can expand the scope of Government funding for individual-initiated training, it will really help to facilitate the growth of second skilling, hence, assuring the employability and financial security for Singaporeans. Previously, I have mooted actively for the establishing and linking of Lifelong Learning Fund to individual-based learning programmes rather than Page: 63 just relying on employer-centric training programmes. I am, therefore, pleased to note that there is a current trial on the Individual Learning Portfoilo by WDA that will provide a history or tracking of the individual PME's learning and development. I recall vividly this. We had the Surrogate Employer Scheme in the past decade but which has now been overtaken by the Workfare Training Support Scheme.”
“Mdm Chair, firstly, I would like to thank the Acting Minister for agreeing to and supporting NTUC's call to look at the spending; the Tripartitie Mediation Framework and also expanding the employer dispute resolution for PMEs earning more than $4,500. Our PMEs in Singapore remain vulnerable to a changing landscape and the economic restructuring. We have talked about getting PMEs to be equipped with T-shaped skills – the vertical part of T signifies a deepening expertise of a Page: 62 particular skillset or discipline whereas the horizontal part of the T signifies the ability to collaborate across disciplines. Learning from the series of crises the past decade, the uncertainties of the global and local economy and having dealt with and engaged many PMEs in Singapore, I would like to put forward, the first time in this House, the concept of developing not T-shaped but π-shaped PMEs. Why Pi-shaped and the symbol π? Because the two verticals connote having two deep skills instead of just one deep skill. In other words, Pi-shaped also means second-skilling. Why second skilling? We must not just develop competency and depth in one's main job but should equip ourselves with an additional backup skill or training that will come in to ensure employment and employability in the unfortunate situation of job loss or retrenchments. As a real example, an IT programmer may have a passion for photography. His main deep skill is in IT programming but his second skill can be photography; professional photography. In the event he loses his job as an IT programmer, he can switch to being a professional freelance photographer to stay employed. Another example would be a banker who has a passion for counselling, possibly even a hobby for it. His second skill could be in counselling.”
“Mdm Chair, it is the hope of every Singaporean Professional, Manager and Executive (PME) to have a fair shot at the job they desire. I applaud MOM for introducing the Fair Consideration Framework (FCF) and National Jobs Bank which both will be in force later this year in August. I recall, as part of the milestone of the FCF implementation, that MOM will start to engage companies with a disproportionate number of EP holders the first half of this year. Can the Minister provide an update on the outcome of this first phase of actions, how the FCF is taking shape, and the progress of the National Jobs Bank software system development? On the topic of S-Pass, I wish to submit that despite raising the qualifying salaries for S-Passes to $2,200 and new quotas, I still hear two kinds of complaints. Firstly, the complaint of creative circumvention of this salary requirement by companies. Secondly, although S-Pass is for selective strategic skillsets in specific industries, for example, like healthcare where they are welcomed and needed by fellow workers, there are cases where S-Passes are issued to employers for workers doing mere administration or office tasks. Considering how local mature and young PMEs are facing challenges in having employers' acceptance and finding good-paying jobs, such practices have caused much angst and frustrations amongst our people. Are there any safeguards to make sure that Singaporeans are not replaced by these younger, better educated S-Pass holders? Is the scheme too attractive and flexible such Page: 40 that it will be abused? 1.00 pm Progress of the Fair Consideration Framework”
“It addresses the short-term pains of companies and businesses in this tight labour market yet, at the same time, lay the foundation with a long-term plan and vision to transform Singapore. Thank you. 3.17 pm Page: 82”
“From the PMEs or our sandwiched class' point of view, this Budget has provided them with more protection and assistance. I have spoken on the 4Ps of the Labour Movement. I Page: 81 also have a few suggestions regarding PMEs. First, I hope that PMEs who earn more than $4,500 a month could also be protected by the tripartite mediation mechanism, so that disputes that cannot be settled through mediation should be allowed to be dealt with by the Tribunal appointed by the tripartite partners. Secondly, I would urge the Government to set up a designated fund to help those who are retrenched or owed wages due to companies winding up, so that they can tide over the difficult times. Thirdly, I hope that employers can voluntarily implement the Progressive Wage Model for PMEs as well and raise their productivity. Raising productivity is not limited to lower-wage jobs only. PMEs' productivity can also be raised. The purpose is to raise local PMEs' skills and their salary. Finally, I hope that we could look into the possibility of reserving some jobs in certain industries for Singaporeans, particularly for older PMEs. We can look into what industries we can reserve jobs for them. I support this Budget. Let us continue to put the interests of our workers and Singaporeans first. The pain of reform will be gone eventually and we look forward to a brighter future. (In English): Mdm Speaker, I would like to support the Budget Motion and commend it for being worker-centric and, most importantly, Singaporean-centric.”
“I am pleased to note in Deputy Prime Minister's Budget speech that the Wage Credit Scheme (WCS) has been effective in helping low-wage workers. With the ceiling up to $4,000, it would already have been helpful for junior and mid-level PME jobs, too. We could perhaps link WCS with the placement schemes run by e2i to help more of our mid-career PMEs and those affected by restructuring to be placed into new jobs created by employers under this scheme. Last but not least, NTUC and our Membership Communities – Nebo, Young NTUC, U Family and U Live – have been going the extra mile to create new Privileges and engagements with our young PME members. We aim to create greater value for our PME members in different life stages and make a meaningful difference in their lives. Some of the Budget measures like childcare subsidies correlate with the efforts that NTUC is putting in. It would be great if we can have more intimate collaborations with different Government agencies and Statutory Boards in deriving greater efficiencies, lower costs for consumers and bring about greater benefits to PMEs. For a start, NTUC has started a PME centre offering the 4Ps at e2i on 2 January this year. We will be opening another two centres before May Day this year. One will be in the heart of the CBD where many PMEs work physically, and the other will be a virtual PME centre where many situate themselves and spend most of their waking hours in. Mdm Speaker, in Mandarin, please. (In Mandarin): [Please refer to Vernacular Speech.] This Budget has fully affirmed the contributions of our Pioneering Generation. At the same time, it looks after the interests of our middle and lower-income Singaporeans. This is something which is very encouraging to us.”
“As we are setting aside another $3.6 billion for the next three years for PIC and PIC+, I hope that gain sharing can be part of the criteria of PIC and PIC+. I would like to seriously urge employers to share the profits and gains from productivity with their workers. Moving on to Placement, e2i has conducted 35 career fairs and placed about 4,200 PMEs in 2013 targeting selected PMEs sectors, such as information technology, finance, accounting and so on. There will be more concerted efforts to develop more targeted programmes, such as the "Step-In" series for various disciplines such as human resource, marketing for fresh graduates. There are also Place-and-Train schemes for professionals seeking mid-career switches. Examples would be accounts, audit and marine engineering. I believe NTUC and our tripartite partners can do together and do more in this respect. Some of our affected PME members have benefited from the placement schemes set in place by e2i. Citing the earlier example of NuTune, when a female PME, Jane Teo, also a mature PME, was laid off from the company, UWEEI and e2i stepped in to place her in the Executive Workshop and, subsequently, she was hired by a company as an executive not too long after. Page: 80 However, unlike this case, mature PMEs I spoke to have lamented on "ageism" amongst employers in Singapore. I submit that this has to change. Employers must change their mindsets. Mature employees, too, must embrace change and adopt a positive mindset as well. We have explored this previously for low-wage sectors but perhaps it is time now for us to look at protecting jobs or sectors for our local PMEs, especially the mature PMEs. These could be in roles with lower barriers of entry and we can also tap on selected growth industries and sectors.”
“With the implementation of the RFID conveyor system, the back-end prescription filling process is automated end-to-end. It clearly demonstrates that PMEs, too, can play a part and be part of the entire productivity drive in Page: 79 every organisation. In another example of how Lean Quality Management and "Kaizen" to improve productivity and enhance customer service, Khoo Teck Puat Hospital's (KTPH) Accident & Emergency Department has set up a one-stop pharmacy within the hospital's Day Surgery Centre and the Acute Care and Emergency (A&E) Centre. Seventy percent of patients with non-life threatening conditions can be seen within an hour as a result, and they do not have to jam the prescriptions queue at the main pharmacy. The KTPH's Advanced Practice Nurses, APNs for short, who have degree and higher qualifications in nursing, also take on some of the functions performed by doctors, including attending to patients requiring continuing care and prescribing certain medicines, thus reducing the waiting time for patients. This is yet another fine example of PMEs being positively impacted by productivity efforts. Particularly in the services sector, I see the need for us to not just be high-touch and low-tech or low-touch and high-tech but aim to be high-touch as well as high-tech! Generating productivity growth is the only sustainable way to increase our value-add and grow our incomes. In this year's Budget, I am glad that the Government has paid special attention in supporting the SMEs with the extension of the Productivity and Innovation Credit (PIC) Scheme, creating a new PIC+ tier, launching the ICT for Productivity and Growth and so on. I would like to know how many of these companies have incorporated pay rises for workers after receiving PIC.”
“It could be useful for the Government to co-fund employee engagement programmes for companies which have genuine difficulties to do so. In pushing for productivity, NTUC has been advocating for innovations and job redesign, bringing about Easier, Safer and Smarter, ESS for short, ways of doing one's job. I just want to highlight to this House that ESS is not just about mechanisation and use of technology for simple laborious tasks. It cuts across all sectors and all levels of the hierarchy. In my capacity as Executive Secretary of the Healthcare Services Employees' Union, I have witnessed how ESS has taken shape in the public healthcare sector which is facing a manpower crunch. Just two weeks back, I paid a visit to the central pharmacy in Singapore General Hospital (SGH). I saw for myself first-hand how a group of PMEs, in this case, Pharmacists and Pharmacy technicians, embrace technology and used state-of-the-art RFID tagging and automated system to eradicate errors, enhance safety and operational efficiency at the pharmacy. Over at the dispensing counters of SGH's renovated Outpatient Pharmacy, the pharmacist just needs to turn around, pick up the baskets of packed prescription medications, and is assured that they will contain the right medication ready for dispensing to the patient due to the intelligent Automated RFID Prescription Drug Delivery System. In the past, this packing process is labour-intensive, involves many pharmacists and is prone to human errors which could have dire consequences. The incorporation of automation and technology will provide real-time tracking of processing status via RFID, complemented by LED-guided picking of medication through barcode scanning, minimising the possibility of medication errors.”
“For example, one PME member, Mr Roger Tan, has constantly upgraded his IT skills through CCNA and CCNP certification run by our NTUC Learning Hub PME training wing Next-U. With course fee subsidies by NTUC and e2i, he undertook those specialised IT certifications and landed himself a new job with a 20% to 30% higher salary. These initiatives are deeply appreciated by our PME members, and we should find a way to unify and not dichotomise these funding schemes to give them greater use and traction. I am glad to hear Deputy Prime Minister Tharman announce that he is topping up the Lifelong Learning Endowment Fund by another $500 million. This augers well in our pursuit of continuing education and training to future-proof and future-ready our PMEs. Page: 78 PMEs I spoke to have shared with me that, in reality, career progression does not hinge on superior job knowledge or mastery alone. They may not be productive at work for various reasons, such as the lack of management support and recognition, no work-life balance or, in the worst-case scenario, being bullied. NTUC has thus started a series of legal primers, Crossroad series, webinars and learning conferences, such as the Future Leaders Summit, to motivate them and provide guidance to navigate in their careers. The issue of employee disenfranchisement has deeper connotations for productivity and employee well-being. Gallup's 2013 State of the Global Workplace report found that only 9% of workers in Singapore were engaged – up to 76% were "not engaged" or 15% were "actively disengaged". More can be done to engage our local employees. I would like to call on employers to invest more into work-life and employee engagement programmes. They will find that happier employees would be more productive as well.”
“I am happy to see that our Government has taken concrete steps to allay those fears. By the same token, NTUC will do our best to take action in the areas of employment and employability of middle-aged and mature PMEs who face the pressures of being in the sandwiched generation. For the sandwiched generation of PMEs taking care of their parents, in-laws or grandparents, this Budget is providing a cushioning effect with an increase in parent relief. Likewise, the Pioneer Generation Package will also help to alleviate their burdens of healthcare bills of their parents, in-laws and grandparents. This is done through Medisave annual top-ups from the Government, being covered with MediShield Life, coming under the umbrella of the Community Health Assist Scheme (CHAS) topped with higher subsidies at polyclinics and specialist outpatient clinics. Moving on to Progression for PMEs, NTUC has since launched the Progressive Wage Model (PWM) which looks at a sector-by-sector, company-by-company approach to introduce career-skills-wage ladders for workers across different industries. The focus will not just be on low-wage workers but PMEs as well. We want them to upgrade, develop, progress upwards and see themselves enjoying good wages, too. NTUC and its affiliated unions have started piloting the PWM model for PMEs. For example, through the Wafer Fab WSQ initiated by UWEEI, Micron has promoted 115 trainees with no formal degree to engineers, and nine trainees with no formal diploma to be technicians. In the same vein, the training subsidies and assistance from e2i and NTUC that our PMEs receive have helped them move up in their careers and to new jobs.”
“In view of economic peaks and troughs, we also see workers affected by company liquidation and workers are sometimes left in the lurch, as in the above cases. After liquidation, wages and benefits due to workers are paid according to a priority of debts under section 328 of the Companies Act. However, after secured creditors and liquidators are paid, there is often nothing left for these affected workers. This is particularly so when SMEs are folded. Over and above what NTUC and unions are already doing for such workers, I am, therefore, submitting that there should be a Consolidated Fund set up by the Government to assist these workers left in the lurch with unpaid wages and benefits. For the protection of our mature workers, including PMEs, NTUC has lobbied tirelessly for the increase of CPF contribution rates and enhancement of medical safety nets. I would like to compliment the Government's bold move to increase the CPF contribution rates for Medisave by employers for all workers by 1%. For mature workers between 50-55 years old, employers' contribution will be raised by 1% whilst employees contribute another 0.5%. In short, mature workers, including PMEs, can look forward to an overall increase in CPF contribution rates by 2.5% across their Ordinary, Special and Medisave Accounts. Those between 55 and 65 years old will also have their Employer contribution rates increased by 0.5%, making it 1.5% in total. Page: 77 The issue of quality and affordable public healthcare has emerged as one of the top concerns at Our Singapore Conversation survey amongst 4,000 participants across all income brackets. We know that many of our elderly and mature workers have the constant worry in their mind not being able to afford the increasing healthcare costs in Singapore.”
“By the same token, this tripartite mediation process can be complemented with an employment tribunal, possibly with direct involvement by tripartite partners, so that disputes that are unable to be resolved at tripartite mediation can be expeditiously adjudicated. Page: 76 NTUC and our affiliated unions will continue to ride this wave of changes to protect our workers, especially PMEs. One union matter which I have handled relating to the protection of PMEs is the non-payment of retrenchment benefits by NuTune Singapore to 34 PMEs formerly employed by the company. The executives there have to be represented individually by the United Workers of Electronics and Electrical Industries (UWEEI) after the company defaulted on the payments. After the Industrial Arbitration Court hearing, the Court ordered the company to pay an amount of $1.79 million in monthly instalments to the workers through the union. Without the strong advocacy role played by UWEEI and NTUC, the Court award would not have been possible. This serves to demonstrate that no matter how harmonious industrial relation is, when jobs are lost through restructuring, unions will be there by the side of workers, in this case, PMEs, to take care of their welfare and interests. Similarly, when Five Stars Tours suddenly closed its doors in January this year, the Singapore Manual and Mercantile Workers' Union swung into action by providing vouchers to the affected union members to tide them over the festive season. These are but two examples. The responsiveness of NTUC, our unions, especially our union leaders and industrial relations officers, to these two retrenchment exercises is testimony of our determination in extending the same workplace protection to PMEs.”
“Hence, NTUC lobbied for labour market testing since 2011. I am glad that the Government has heeded our call and the Fair Consideration Framework, FCF for short, will take effect in August. This will help build a Singapore Core and provide a level playing field for our local PMEs. With the FCF comes a National Jobs Bank which will be a great boon to provide transparency and support PME placement and progression opportunities. The qualifying salary for EP holders was also raised from $3,000 to $3,300 to keep pace with the changes of PME salaries. In addition, I eagerly look forward to working with the tripartite partners to drive the second phase of Employment Act changes and the upcoming Industrial Relations (Amendment) Bill this year which will allow rank-and-file unions to collectively represent PMEs. Notwithstanding these changes, at our PME Centre, we are still receiving enquiries from PMEs earning more than $4,500 when they have workplace issues, such as termination and other grievances. We can assist them when they are from unionised companies. However, even if they are union members, they are sometimes from non-unionised companies and are unable to unionise the company overnight to obtain full union representation. Likewise, our current tripartite mediation framework also covers PME union members who earn up to $4,500 only. In light of this, I advocate for raising the bar of our existing tripartite mediation framework in both the width as well as the depth to cover all workers and go beyond all issues outside the scope of the Employment Act. This tripartite mediation process should exert more teeth to ensure mediated outcomes have an effect on parties.”
“Finally, it is also imperative for us to understand how we can raise the productivity of companies and workers, including PMEs, so that we can share the gains and bring about real wage increases in the next lap. My fellow Labour Members of Parliament, Mr Heng Chee How and Mr Zainal Sapari, have shared about the 4P framework by NTUC. The 4Ps of Protection, Progression, Placement and Privileges serve to underline and anchor the four key thrusts of NTUC and the Labour Movement for all collars of workers. NTUC has been supporting the PMEs in multiple ways for the past three years using this 4P framework. With high costs of living and mortgages to pay, our PMEs' greatest concern is job security and lack of income growth. PMEs I met have shared with me, every single provision that comes from the Government and the added voice and help from NTUC will be much needed and appreciated boosters. The Budget measures announced complement well Page: 75 with NTUC's 4P focus and seek to address many PMEs' needs and concerns. In the area of Protection, NTUC, with the support of our tripartite partners, has advocated and brought about the extension of scope in the Employment Act for PMEs earning up to $4,500. This was a breakthrough for us as this was kept sacred since the Act was promulgated in 1968. From next month, PMEs will have added protection and recourse when they are terminated or when they are unfairly dismissed. There is also protection for PMEs with regard to salary payments, unauthorised deductions, public holiday entitlements and statutory paid sick leave. The amendments will see us providing added protection to more than 300,000 PMEs in Singapore. Given our open economy, we are aware of our PMEs' concerns that they are facing greater foreign competition for jobs.”
“Mdm Speaker, I rise in support of a Budget that recognises the contributions of our Pioneer Generation and helps to build in place long-term measures to address the future healthcare, retirement and employment needs of Singaporeans. It is heartening to note that the Government has supported the Labour Movement's call for higher CPF contribution rates, in particular, for older workers. I am pleased that the Budget seeks to establish a fair and equitable society by effecting various social transfers to the lower- and middle-income Singaporeans, such as increasing bursary amounts, subsidies for MediShield Life, specialist outpatient clinics, GST Vouchers and rebates on conservancy fees. The Government has also taken a wise decision at this juncture to set aside the $8 billion Pioneer Generation Fund for the Pioneer Generation Package. This provides assurance to our senior citizens for their lifetime medical needs without having to place an excessive onus on successive generations. Many Professionals, Managers and Executives (PMEs) I met were glad income taxes and GST were not raised as these directly affect them. As I was listening intently to the Budget Speech, I scrutinised the Budget from the eyes of a PME. I listed out what the Government has in this Budget fleshed out for the PMEs, otherwise known as the middle income or the sandwiched class. In my speech, I would, therefore, like to address the concerns of PMEs and how this Budget can support them in a tangible way. I would also be elaborating on the efforts that NTUC has embarked on and will be embarking on to support the PMEs, primarily through the 4P framework.”
“Question No 3, Madam. The Acting Minister for Manpower (Mr Tan Chuan-Jin): Mdm Speaker, last year, BCA appointed Singapore-based companies to set up Overseas Testing Centres (OTCs) in Sri Lanka and the Philippines to enhance resilience in the supply of skilled construction workers. This is an exploratory approach, as we look for more sources of construction workers to meet the continued need for skilled manpower to deliver the public infrastructure projects and to boost construction productivity. We are, indeed, making a deliberate move to opt for quality over cost. We are achieving this in multiple ways, and not just in exploring more sources of construction workers. With the introduction of a Market-Based Skills Recognition framework for construction and further raising of the R2 "Basic Skilled" levy in July 2016, both announced in the Budget Statement, we are encouraging contractors to opt for more skilled and more experienced construction workers. MOM and MND/BCA will also be consulting the industry to explore having a minimum percentage of R1 "Higher Skilled" workers for each construction firm. These higher-skilled R1 workers will naturally command a higher salary than R2 "Basic Skilled" workers. But moving towards having a smaller pool of higher skilled and higher paid workers is the right direction for Singapore, rather than towards having a larger pool of more low-skilled but cheaper Page: 10 workers.”
“I hope to see PWM as a system which extends beyond the cleaning, private security and landscape industries to other sectors, including PME jobs. I support the Bill. 5.33 pm”
“Their stories pull at the heartstrings and serve to remind us that no matter how successful Singapore has become, we will need to look out to ensure that none is left behind. In many ways, PWM will also transform the jobs and make them more attractive. Mr Deputy Speaker, Sir, in Chinese. (In Mandarin): [Please refer to Vernacular Speech.] We from the Labour Movement applaud this amendment Bill. It will not only benefit some 50,000 resident cleaners, but also bring about many "firsts". Page: 87 This is the first time we are introducing a mandatory licensing scheme in the cleaning industry. More importantly, this Bill also helps to drive the Progressive Wage Model (PWM) championed by the Labour Movement. There are several impetuses behind the PWM. The first is to improve the skills of the workers. Those who are more skilled will enjoy higher wages. The second is to improve the cleaners' career prospect so their wages can increase; the third is to encourage the employers to use new equipment to increase productivity. The Labour Movement appreciates the collaborative spirit of the Tripartite Cluster for Cleaners. We hope that PWM will not only be applied to the cleaning sector or other low-wage sectors; it can be applied to all sectors and all businesses. I learned from other union leaders that the tripartite partners are already starting the discussion on how to implement PWM in the private security sector. I wish them success. (In English): In conclusion, I would like to commend the Environmental Public Health (Amendment) Bill for lending weight to sectoral tripartism and as a step to improve the livelihood of our well-deserving cleaners who ensure the hygiene of our nation.”
“We will go sector by sector, company by company and job by job to share, cascade and implement PWM. With this approach, we will go beyond tripartism at the national level but transcend into this new wave of sectoral tripartism. Increasingly, we see the importance of tripartism at the sector and industry levels as the programmes and initiatives vary across different industries and the interface may well be with public sector agencies and regulatory bodies other than MOM. An example would be in the healthcare sector where MOH plays an active role as a co-lead in the healthcare cluster tripartite workgroup's effort in implementing PWM and rolling out productivity initiatives. Last but not least, I am glad to hear that the same PWM framework would also be applied to the private security sector in due course. Having been with the Union of Security Employees previously as its Executive Secretary, I have personally witnessed the long hours which private security officers have to put in in their jobs and the tough conditions they have to work under. Implementing a progressive wage ladder will serve as an impetus for buyers of security services and security agencies to move away from headcount to performance-based contracts, embrace technology and innovation, and for private security officers to constantly challenge themselves to upgrade their skills and capabilities and, at the end, earn a better pay. [Deputy Speaker (Mr Charles Chong) in the Chair] Whether it is a cleaner, private security officer or landscape technician, their life is an arduous one, starting work even before dawn, working on night shifts and having to ply different work sites and often under the beating of the elements.”
“In Deputy Prime Minister Tharman's speech last month at the Best Sourcing Symposium held at e2i, he highlighted that once the Bill is passed, non-compliance will be taken seriously and penalties will be levied on companies which have failed to meet the licensing requirements. Employers should take heed and pay attention to the welfare of their cleaners. Linking minimum pay to skills certification is a good start for the cleaners. Hopefully, employers can also proactively consider other hygiene factors that will improve the working life of cleaners, such as in the areas of transport, healthcare and proper meal breaks at proper rest areas. We have observed that most of the workers in these outsourced sectors are generally not so young. We need our employers to abandon old mindsets and explore how we can make their work easier, safer and smarter with automation and technology. Perhaps, the day will come when we do not see brooms, mops or even rags anymore, but more use of innovative devices and equipment to make a cleaner's job much easier. We have the Inclusive Growth Programme and the Progressive Wage Incentive, amongst other Government funding, to help employers implement PWM and enhance productivity amidst this tight labour market. We, from NTUC and the Labour Movement, thank our fellow tripartite partners in this drive to uplift the wages for cleaners. Most importantly, I wish Page: 86 to state in clear and unambiguous terms that we will forge ahead to extend this PWM and best-sourcing initiative to other low-wage sectors, such as landscaping and provision of private security services. We will not stop here. We will also look at how PWM can be applied to PME jobs as well.”
“To give full force and legislative effect to the spirit of tripartism and the work of the tripartite partners towards this end, it is the first time where it is stated explicitly and engraved in section 80(H) that reference will be taken from the recommendations of the Tripartite Cluster for Cleaners which comprise Page: 85 industry players, Government agencies, including NEA, the Ministry, as well as our unions representing the cleaning industry. The passing of this Bill is a significant breakthrough on two fronts. Firstly, the Bill provides a catalyst effect linking the public sector's procurement processes and budget for public services, such as cleaning, to its push for better wages for low-wage workers in this sector. Secondly, the requirements for licensing, a first for the cleaning industry, will set a sectoral benchmark and instil the urgency of the private sector to embrace and raise their productivity. Singapore faces the challenge of a widening income gap. The median income of Singapore in 2012 is $3,480, with an inflation rate projected at 3% this year. We have kept this income gap in check through various national schemes, such as Workfare. We must constantly remind ourselves that this gap should not be allowed to grow. Due to cheap sourcing, wages of workers in low-wage outsourced sectors have proven to be sticky. This has to change. For PWM to work, the collective determination of the tripartite cluster and Government agencies within the cluster is critical. NTUC, as part of the tripartite cluster, will seek to monitor the progress of PWM.”
“Mdm Speaker, I rise in support of the Environmental Public Health (Amendment) Bill. The Bill will achieve several firsts. NTUC and the Labour Movement have been lobbying for the implementation of the Progressive Wage Model (PWM) for more than a year now. With this Bill, it is also the first time through a statutory provision that the concept of PWM is introduced, endorsed and mandated. In fact, the very words "progressive wage" appears for the first time in the new sections 80F, 80G and 80H of the Bill. I am particularly heartened that the Government, through NEA, has supported this drive towards implementing PWM. In the same vein, it is the first time a mandatory licensing scheme for cleaning companies is introduced for the industry. For the first time, the Director-General of NEA can exercise the grant or refusal of a cleaning licence in view of whether the cleaning company is able to pay a monthly basic wage of at least $1,000 to the cleaners. The genesis for mandatory licensing with a sectoral wage ladder stems from the PWM advocated by NTUC for the cleaning and other sectors. The emphasis is not just on the monthly minimum basic wage of $1,000 alone but the development of a progressive wage plan, accreditation and building in a series of wage, skills and career ladders to get workers' pay to move up through increased productivity by making their jobs easier, safer and smarter.”
“NTUC‘s Employment and Employability Institute (e2i), Singapore Maritime Officers' Union, Workforce Development Agency and Singapore Shipping Association started the Tripartite Nautical Training Award (TNTA) in 2009 that aims to attract and train more Singaporeans to join the maritime industry which is one of the local essential services sectors. The initiative started with a pilot of placing and training 80 locals with "N" levels and above qualifications as Certificate of Competency Class 3 cadets over 31 months. To date, the initiative has put 135 locals through the training, with a retention rate of about 75%. Two of the trainees – Mr Afham Hatim Bin Kamarudini and Mr Ahmad Helmi Bin Kamarudin have just graduated from the 31-month programme and they are now full-fledged Class 3 cadets with a monthly salary of $3,000. We have another five more cadets going for certification this year in April. I hope we can do more to inject fresh blood into this growth sector and develop career tracks Page: 92 to attract more Singaporeans to be placed in this sector at all levels of the hierarchy. In conclusion, I would like to applaud the introduction of the Merchant Shipping Bill. These efforts to better protect our seafarers and their families and facilitate their progression will ensure the industry is well placed for success. I support the Bill. 5.36 pm”
“The wages of the seafarers are still payable by binding employment agreements. Arrears or non-payment of wages have been a perennial issue faced by seafarers over the years. For example, in early 2013, SMOU had assisted the crew of Aiden Marine to recover unpaid wages of $20,000 when the employer AZ Marine prematurely terminated the crew's contracts. The Bill will help to expedite and resolve similar infringements in the future and, hopefully, reduce the incidence of such cases. Beyond the legal framework, an important consideration for the seafaring profession would be looking at how best we can enhance the career paths of seafarers and attract more professionals to view it as a viable career. Career progression could be a long-drawn process. For example, a cadet engineer with a diploma will take about eight years to become a chief engineer, while a junior deck officer will take 10 years to become a ship captain. I know of a resident of mine who shared with me that he is keen to enter the shipping industry. He is in his early thirties and has a degree qualification from one of our local universities. Would there be career opportunities for Singaporeans like him to enter into this industry but hopefully on a faster track? To keep pace with the changing employment landscape and needs of the new generation of workers, the relevant authorities can study how to expedite the career tracks for navigation and engineering, bearing in mind the need for competency, safety, skills and experience.”
“Seafarers, too, would also need their work-life balance just like any employees on land and should not be assumed to be used to an irregular lifestyle. As for regulating the hours of rest for seafarers, a pragmatic approach is taken in relation to the maritime working environment. The division of work and rest hours will have to follow stipulations under the law, with the rest hours properly logged in records. The ship master will have to submit these records of rest to the seafarers at the end of each month. I am heartened to note that these aspects of fair working hours will be captured in the Merchant Shipping Bill which would put seafarers on par with any other employees on land. Regulating the shipping requirements and environment forms another key thrust in the Merchant Shipping Bill. It is important to provide a safe working environment for seafarers and ensure that food, medical access and accommodation are up to standard with international requirements. In terms of repatriation and termination of contract for seafarers, the Merchant Shipping Bill provides greater clarity in terms of the criteria and conditions to be met. For example, young sailors can be repatriated if found unfit for life at sea once they have served on a ship for at least four months. All repatriation cases are stated to be at the employers' expense and the seafarer Page: 91 can decide on the location where he is to be repatriated. The Bill will, thus, enforce responsible behaviour on the part of employers and ship-owners. Similarly, on wages, the Bill has made important provisions that will safeguard the interests of seafarers when unforeseen situations or factors lead to premature termination of contract. For example, this could happen in the case of a shipwreck or loss of ship.”
“Just as the Employment Act amendments have led to a sea change effect in extending the scope of coverage for PMEs, the introduction of this Bill would be instrumental in protecting seafarers in the recovery of wages, overtime and leave benefits. Page: 90 With the global shortage of seafarers, we need to take concrete steps to ensure their welfare and attract Singaporeans to what is deemed to be a tough and risky job. The Bill will also provide our regulator, MPA, the legal authority to enforce any potential infringements by foreign-flagged ships which have made Singapore their port of call. The Merchant Shipping Bill is a major boost and recognition of the rights of seafarers in Singapore. For the seafarers, the challenges they face at work are multi-faceted. This includes being exposed to the elements, piracy, being constantly away from home and having only limited time with the family. With this Bill, we have set out an equitable framework and system of accountability with the ship-owners that will give due credence to the tough working conditions that our seafarers face at sea. In due course, we should continually review the current penalties for contravention to ensure greater deterrence against violation. Not only does this Bill provide workplace protection for our seafarers, it also seeks to improve the quality of life for seafarers like any other employee. This includes being entitled to full annual leave without having them sacrifice because of their nature of work which runs over public holidays as well as temporary shore leave and training. For public holidays, seafarers should be similarly compensated with replacement off-in-lieu or payment in lieu.”
“Mr Deputy Speaker, Sir, I rise in support of the Merchant Shipping Bill where Singapore will adopt and give effect to the International Labour Organization (ILO)'s Maritime Labour Convention, 2006. Many of you may not be familiar with the impact of this Bill and its role in giving effect to the ILO's Maritime Labour Convention, 2006. In fact, it is one of the few International Conventions we have ratified in recent years and is a milestone for labour, thereby giving efficacy to a piece of international labour law. NTUC and the Labour Movement have recently highlighted our emphasis on the 4Ps. They are Protection, Progression, Placement and Privileges. Protection in terms of advocacy and workplace representation; Progression in terms of ensuring workers stay future-ready and future-proof; Placement through facilitating employment and employability through our programmes and career services; and Privileges for the benefit of our members. With this Bill, we will strengthen the Protection of our seafarers, in terms of employment, health, working and living conditions and other items. The alignment to international labour conventions will also enhance Singapore's reputation as a major global port of call, improve manpower recruitment and sharpen our competitive edge in maritime services. I would like to commend the tripartite partners, the Employers, namely, the Singapore Shipping Association, MOT, Maritime and Port Authority of Singapore (MPA) and our unions, Singapore Organisation of Seaman and Singapore Maritime Officers' Union, for their untiring efforts in endorsing this Convention and bringing this Bill to fruition.”
“I thank the Senior Minister of State for the response. In my capacity as the Executive Secretary of the Healthcare Services Employees Union, besides compensation, benefits and productivity, I hope MOH will, in view of the bed crunches and very demanding pressures on our health carers in the workforce, seriously look at their overall welfare and well-being in light of all these demands. With the growth of infrastructure and the number of hospitals that are coming up, they will be more taxed and more strained. I hope the Ministry will look into their welfare and their concerns.”