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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“First, if some employees of the employer can only speak proficiently in a particular language, will proficiency of that language be regarded as reasonably necessary for the performance of the job, as otherwise communication would not be possible? Second, can strong preferences by customers be considered reasonably necessary for the performance of the job? For example, parents strongly preferring female early childhood educators at kindergartens or female tutors at tuition centres to teach their young children. As the young pupils would be of different sexes, the preservation of modesty exception would not apply. Clause 27 requires employers to develop processes in writing to inquire, review, inform, keep records of and maintain confidentiality of grievances. I would like to ask the Minister: first, will there be any prescribed standards or guidelines on what a "good enough" grievance handling policy should look like? Second, given that it is crucial for there not only to be a grievance handling policy, but one that works well in practice, what are the safeguards in the law to ensure that employers not only have written policies but also abide by them in practice? Put in another way, what recourse do workers have if they are dissatisfied with how their grievances were handled? Third, under what circumstances would it be "reasonably necessary" for an employer to disclose victims' identity and the inquiry details to any person, with reference to clause 27(e)? Clause 28 prohibits employers from taking any retaliatory action against employees who raise grievances or pursue claims under the Bill. I am heartened that the prohibition against retaliation also includes workplace harassment grievances.”
“In job application forms, would employers have to remove fields asking for protected characteristics, such as age, race, sex and so on? Will job candidates also have the right to reject providing this information, on the basis that it will "adversely affect" them, as defined in clause 17? In clause 12, what is the age range for an "infant"? Clarity is important because if the maximum age for who is deemed to be an infant is too low, a female worker may lose her protection when breastfeeding an older child. Clause 18 covers discrimination by employers' direction, instruction or policy published in writing. I would like to ask the Minister how would unwritten discriminatory directions, instructions or policies be dealt with? The existence of such directions, instructions or policies may be substantiated by evidence, for example, witnesses' testimonies, and as currently worded, employers may get around clause 18 by not putting things in writing. Clause 19 prohibits discrimination by published advertisements or description. But employers can also discriminate by asking questions about protected characteristics during the job application process, even when not justified by any genuine occupational requirements. How would such behaviour be deterred? Clause 20(2)(a) provides an exception if the nature of the job means it cannot be "reasonably performed by an individual unless the individual has (or does not have) the protected characteristic". This is likely to be the most widely used exception and I would call for clear guidance to prevent abuse. Some questions come to mind.”
“The Labour Movement will continue to listen closely to workers’ feedback and lobby for further changes to the workplace fairness legislation, even after it is implemented, to ensure its relevancy and cater to the needs, expectations and conditions of workers and the world of work. The second "C" is clarity. There has been much discussion on the topic of what is fair and what is discrimination, whether the law should cover both direct and indirect discrimination; and what evidence needs to be produced to prove and substantiate a claim by a claimant or complainant. And for the protected characteristics, whether disability covers mental disability and, if so, to what extent? These are pertinent questions which should be exhaustively articulated in the legislation if not otherwise, through the relevant advisories, guidelines, illustrations or frequently asked questions issued by our tripartite partners in a clear and succinct manner. This will provide clarity and certainty to HR, employment and industrial relations practitioners, lawyers and in-house counsels, unions, union leaders and employers. This will further eradicate frivolous or speculative claims in addition to those already provided. By the same token and for greater clarity, I have a number of clarifications regarding the Bill, which I will go in order of the clause numbers for easier reference by Members of the House. Clause 4(1)(b) states that the Act will not apply to "any prescribed employer or class of employers". Could the Minister clarify if there are any current plans to exclude any employer or class of employers; and on what grounds would such employers be excluded? In clause 5(2), "asking for information or documents… for purposes of possible employment" is part of an employment decision.”
“Besides the protected characteristics, there may be fewer common areas not explicitly covered, such as sexual orientation and gender identity or expression. Even if not covered by the new legislation, an employer who runs afoul of the TGFEP must be subjected to investigation and enforcement actions and measures by MOM and TAFEP. By the same token, MOM has planned to exempt smaller companies from this Bill for a start. I humbly submit that all companies and employers should be subjected to this new piece of legislation. Aside from giving more time for SMEs to prepare and comply with this new legislation, companies should not be exonerated from such responsibilities by virtue of size indefinitely. SMEs, like larger companies, have an equal responsibility to foster a fair and inclusive workplace for their workers. During my ground engagements, I also realised that outsourced workers and freelancers, including platform workers, may be an underserved worker segment in this space. I envisage they should, similarly, be protected against discrimination in the course of their work. However, as this is the first iteration of the workplace fairness legislation, I submit that, after passing as law, the legislation should undergo timely and regular reviews in keeping with possible changes in societal and social norms, in and outside the workplace and a changing workforce profile. This constant and careful review of coverage and exemptions is imperative to ensure no genuine victim of discrimination will be left in the lurch.”
“For more than a decade, I have received numerous letters, emails and messages as well as have had many coffee sessions with PMEs of various ages across different organisational levels and in different industries to hear their woes, frustrations and anxieties. Their sentiments correspond with the nationally published statistics that age and nationality discrimination were the top two complaints received by TAFEP and MOM from 2018 to 2022. This Bill is watershed and landmark as it is a new and dedicated piece of legislation to address workplace discrimination across several important protected characteristics whether pre-employment, during employment and post-employment, such as during terminations or retrenchments. This Bill will answer the Labour Movement's long and consistent calls to ensure fair access to good work opportunities for our workers, especially PMEs. It would confer protection for the most common types of discrimination faced by workers today and our unions will now be able to better protect our members through the expanded suite of individual remedies and calibrated penalties for discriminatory employment practices. All said, the success of this Bill will depend on five key factors which I call the five "C"s: coverage, clarity, communication, capability and complement. The first "C" is coverage. It is important that this piece of legislation will cover the majority and most common forms of workplace discrimination. The Labour Movement believes that no form of discrimination should be tolerated at the workplace. Workers must be treated fairly, based on merit, and we want to see that employers do not run afoul of this new law.”
“Mr Speaker, Sir, I declare my interest as Assistant Secretary-General of NTUC and a member of the Tripartite Committee in the promulgation of this Workplace Fairness Bill. I congratulate our tripartite partners, various stakeholders and the Attorney-General's Chambers for working tirelessly over three years to see to the introduction of this Bill and its Second Reading today. I rise in strong support of this Bill. I have raised in this House, since my maiden speech in Parliament in 2011, on this issue and the need to strengthen the Singaporean core and ensuring workers, especially professionals, managers and executives (PMEs), have a level-playing field. Since then, we have, in the past decade, introduced a compendium of legislative changes, tripartite guidelines and tripartite advisories, including new policies and now, this Bill, to address this. It has been some years since I suggested introducing some form of workplace anti-discrimination law. This call was echoed during NTUC's engagements with more than 10,000 PMEs, employers and stakeholders through the joint NTUC-SNEF PME Taskforce from 2020 to 2021, which I co-chaired with SNEF. The Taskforce found that 67% of mature PMEs aged 40 and above cited age-related bias as a key challenge in job search; and those in the modern services sector, that is, infocomm technology, professional services and financial services, in particular, thought current policies were insufficient in creating a level playing field with foreign PMEs. One of the key recommendations of the PME Taskforce was the need for a dedicated piece of legislation to prevent discriminatory practices that might arise from cost-driven or biased decisions, such as favouring foreign workers who may accept lower wages or are of a certain national origin.”
“Mr Speaker, I thank the Minister for his response. Just one supplementary question on how we can better protect workers' data privacy when AI systems are used, especially in HR processes. I am glad that the Minister has introduced the Workplace Fairness Bill as well as some of the measures and Tripartite Advisories, but can we ensure that workers' consent is obtained before their data is used for AI-driven decisions, including promotions, hiring, re-employment and layoffs?”
“This Bill represents a forward-thinking approach that supports communities in developing the tools necessary to resolve conflicts amicably while giving mediation more teeth and standing. For the minority of cases that cannot be resolved via community self-help, the enhanced CDMF will also provide a wider range of options to facilitate effective conflict resolution. These measures will strengthen community bonds by building resilience, harmony and mutual respect. Mdm Deputy Speaker, I support this Bill.”
“To this end, I would like to take the opportunity to clarify three points with the Minister for Culture, Community, and Youth on the proposed Bill. First, under this Bill, if the person contributing to acts of nuisance is suspected to have a mental health issue contributing to the problem, CROs may apply to the CDRT for an order requiring the individual to undergo formal psychiatric assessment or treatment. What are the guidelines for the duration of treatment required and what if said individual cannot afford the assessment or treatment required? Second, to prevent individuals who face prejudice or bias being unfairly labelled as nuisances, will CROs receive culturally informed training or training on how to approach persons with mental health conditions with sensitivity? For example, studies have linked hoarding behaviour to experiences with material deprivation and mental disorders, and therefore might be more common among lower-income individuals. Such behaviour may thus be driven by complex psychological, social and economic factors rather than simply a desire to be difficult or irresponsible. Third, as the saying goes, "Prevention is better than cure." Besides public education initiatives, neighbours should be encouraged to get to know each other and communicate more frequently as a preventative measure. Investing in initiatives and infrastructure like neighbourhood events, public seating areas and community gardens can go a long way to encourage neighbours to develop empathy and consideration for one another – what we also sometimes call the "kampung spirit". What immediate plans does the Ministry have in this respect? In conclusion, as our city grows and evolves, so must our approach to community dispute resolution.”
“This Bill will enhance the CDRT with new powers to facilitate quicker and more effective resolution of cases, including issuing interim orders on an expedited basis, such as to remove an obstruction from the common corridor or to stop making excessive noise. Costs can be awarded to compensate individuals for the time and expenses expended for the CDRT proceedings. Landlords will also be encouraged to take a more active role when their tenants cause nuisance, as the CDRT can order tenants to cease the nuisance and require landlords to ensure compliance through a bond. Crucially, these enhancements should strengthen, not replace, the ability of the community to resolve its own disputes. I am therefore heartened that MCCY, MinLaw and MND have consulted the public extensively through engagement sessions over the past two years on proposed enhancements in the spirit of transparency, open discussion and consensus, and received strong support for a CRU pilot to be set up to investigate and intervene in particularly severe cases of neighbour disputes. The CRU, staffed by CROs experienced in law enforcement and supported by auxiliary police officers, will increase accessibility to mediation and arbitration services. CROs will exercise regulatory powers appropriately and proportionately to investigate, deter and stop noise and hoarding nuisances to resolve differences early and fairly. Not all community disputes are straightforward. Some conflicts are rooted in differing perspectives or culturally complex nuances that require careful consideration and understanding. This Bill acknowledges the challenge of allowing diverse perspectives to co-exist without undermining the peace and harmony of the broader community by providing a framework to address these complexities.”
“Mdm Deputy Speaker, I rise in support of this Bill, which seeks to strengthen the ability of the community to resolve neighbour disputes and enable the Government to intervene in certain egregious cases. In high-density urban environments, conflicts between neighbours over issues, such as noise, privacy and shared spaces, are inevitable. While these disputes are not uncommon, some can quickly escalate and disrupt the peace of the community if left unresolved. However, not all disputes need to be settled in the courtroom, which can be costly and time-consuming. Any adjudicatory outcome will also result in a winner and a loser. This is not the best way to resolve a dispute between neighbours who will likely have to continue living alongside each other after court proceedings are over. An effective tool for resolving such disputes amicably is through community mediation, which has a high success rate, with 80% of voluntary mediation cases resulting in mutual compromise. Despite this, currently, only 30% of disputes proceed to mediation, often because one party is unwilling to participate. The Community Disputes Resolution (Amendment) Bill, therefore, addresses this gap by empowering agencies, such as CMC, to encourage early mediation before conflicts worsen with the help of trained mediators. Disputing neighbours will also be required to attempt mediation before filing a claim with CDRT, something which I have called for since 2021. For a minority of cases that are particularly severe and cannot otherwise be resolved, the CDRT will act as a last-resort avenue for complainants after mediation and failed interventions.”
“Our teachers and educators must be empowered to report instances of abusive behaviour and harassment without fear of repercussions. The National Trades Union Congress' affiliated unions in the education cluster stand ready to champion their needs and well-being. Let us pay their contributions forward by upholding the dignity, safety and respect for all teachers and educators, because every teacher matters, every educator matters and every worker matters. [Applause.]”
“The framework can aim to provide educational institutions with: one, a common definition of abuse and harassment and, thereby, a consistent set of standards to safeguard teachers and educators; two, recommended protocols for immediate incident response, reporting and post-incident management; and three, recommended follow-up actions to be taken against perpetrators that prioritise restorative practices for students and strengthens penalties and interventions for adult offenders. When parents respect teachers and educators, their children do too. When school leadership trusts their officers to do what they do best – teach; it sends a powerful message about the quality and value of the profession. In conclusion, the success of any educational institution rests on the well-being of its teachers and educators. I urge all relevant stakeholders in our child-raising "village" to commit to building a respectful and harassment-free workplace for our teachers and educators. When we prevent harassment and bullying by enacting clear and transparent guidelines and protocols, protect teachers and educators by strengthening punitive measures, escalation processes and restorative practices and, finally, cultivate strong partnerships among ecosystem stakeholders, we foster a school culture where every teacher and educator feels valued, supported and safe. Teachers and educators, whom we make exceptional demands of, are passionate individuals who have chosen to dedicate their careers to educating our children and youths. I am confident that every single one of us in this room can think of at least one teacher or educator who has touched our lives and changed us in some irrevocable way.”
“This means holding space for teachers and educators to share their feedback as well as listening and taking into consideration their ideas. Teachers and educators possess first-hand and in-depth knowledge of their students' evolving needs, making them uniquely positioned to identify gaps in school programmes, culture and policies. We must believe they hold within themselves, the creativity and innovation to create impressive and contextually relevant ways of working and teaching that are sustainable and effective. Partnering teachers and educators in this regard, therefore, also reflects respect and recognition of their expertise. To be clear, what I am suggesting is not to add yet another role onto teachers and educators' ever-growing list of demands that they also be counsellors, helpline operators, administrators, event organisers and so on. On the contrary, by allowing teachers and educators a say in how they work and teach, we may be able to address their perennial pain points of managing heavy workloads, burnout and poor student behaviour. More importantly, which I find lacking, is the strong involvement of our unions in the co-creation and development of these policies and frameworks to build a harassment-free and respectful workplace or school environment across the entire education spectrum. I suggest that MOE can spearhead a coordinated national tripartite effort to prevent the abuse and harassment of teachers and educators, perhaps, by forming a tripartite workgroup to create a framework on building a respectful and harassment-free workplace. This will allow teachers and educators' voices to be represented and allow them a seat at the table.”
“Although the profession is of course not the sole purview of women, it has a strong association with nurturing and emotional labour, roles traditionally assigned to women. As such, teachers and educators may be expected to perform additional emotional labour, such as comforting students and handling interpersonal conflicts without formal compensation, despite the demands on their time and energy. This devaluation not only impacts them financially, but also the respect and recognition they receive, since it perpetuates the notion that such work is less skilled. This is also known as "invisible labour". Teachers and educators should, therefore, be fairly compensated for their extended duties in providing nurturing and emotional labour, such as teachers who take on additional caseloads as teacher counsellors. While schools currently have the flexibility to reduce the teaching or committee duties of teacher counsellors to provide them with adequate time to counsel students with moderate needs, formally recognising and compensating their work via an incentive bonus scheme can help validate the extra work often expected from those in teaching roles, reducing burnout and acknowledging their full contributions. On a more macro level, we also want to make sure that the teaching profession is respected and appreciated by the wider community, which can help prevent and reduce the mistreatment of teachers and educators. By raising the status of teaching as an attractive, meaningful and esteemed career does not have to come from the top-down, but from within. I am, therefore, imploring school leaders to entrust teachers and educators with more autonomy over their ways of working and teaching.”
“The community then needs to be part of the solution. Law enforcement agencies and community partners need to step up as well to partner with and support our educational institutions. Parents and guardians, for one, play an influential role in instilling into and reinforcing students' respect for teachers and educators. Our children take their cues from us. When we treat their teachers and educators with courtesy and gratitude, we inspire our children to do the same. If they feel misunderstood or think that something is unfair, rather than responding defensively, we can guide them to discuss these issues respectfully. MOE has also stepped up its efforts in engaging and cultivating strong partnerships with families by working with parent support groups (PSGs). Such networks help share responsibility and resources and can make a big difference in easing teachers and educators' workload. By simply sharing homework help or answers to straightforward questions with each other, instead of defaulting to teachers and educators as the point-of-contact, parents and guardians free up time for teachers and educators to focus on more meaningful tasks. Schools should continue to encourage parents and guardians to reach out to their peer networks as a primary resource, leveraging technologies like an online forum or private chat group. PSGs can also organise more informal meet-ups, so that parents and guardians can get to know one another better and foster a sense of community. I am mindful that teachers and educators' issues can be deeply gendered, given that this is a profession disproportionately over-represented by women. Female teachers from primary school to junior college, for example, make up over 70% of the teaching staff, according to education statistics released in 2023.”
“I am heartened that teachers and educators who require psychological support are able to tap on a host of resources including MOE's in-house professional counselling services, schools' Wellness Ambassadors and additional funding and resources for Staff Well-being Committees. I would suggest, additionally, that teachers and educators who have experienced harassment and bullying be given the option to take mental health leave from work, if needed, or in the interim, participate in the Teacher Work Attachment Plus programme to regain a sense of confidence and stability. Further, access to these well-being resources should include allied educators, like school counsellors and special educational needs officers, as well as allied staff in SPED schools, like teacher aides and vocational education personnel, who may face higher physical risks and emotional strain but receive less support and protection than teachers. It is commendable that MOE has made significant efforts to break down silos between mainstream schools and SPED schools, including increased opportunities for intermingling among children as well as attachments, rotations and secondments for teachers. I submit that MOE should ensure that Allied Educators and SPED non-teaching staff are not overlooked in the policy decisions surrounding their well-being, protection and career progression. Third, "Partner". We often say, "It takes a village to raise a child". To promote a positive school culture of mutual support and trust, we need all hands on deck. If our teachers and educators are not given the respect that they are due, there is a problem beyond that of individuals' actions. It is a community problem, influenced by our shared beliefs, perspectives and practices.”
“For IHLs, where parents are less involved and students more mature and motivated in pursuing their academic and career goals, the number of harassment cases may be limited. But even a small number of isolated cases can have serious impacts, not only on the individuals involved but rippled across the broader school community. To build a respectful and inclusive teaching and learning environment, campuses can consider working together with unions to provide a dedicated office that can professionally receive, handle and manage harassment complaints. This dedicated office typically acts as an informal and neutral "help desk" of sorts, that provides confidential conflict resolution options and resources to faculty, staff and students that are, crucially, free from departmental influence. At the moment, an equivalent of such a dedicated office that acts as an unbiased and third-party channel does not seem to exist or be widely known in IHLs. Faculty, staff and students' primary recourse is to approach school leaders, human resources (HR) departments or supervisors, which may discourage reporting of sensitive or uncomfortable matters. A dedicated office is, thus, especially helpful for those who are not ready to pursue formal action but still want to discuss options or seek advice on navigating the system, a more flexible approach to formal HR processes. The dedicated office's mandate can also be expanded to include proactive responsibilities, such as identifying systemic issues and recommending changes to workplace policies, standards and codes of conduct to school leadership based on case trends and feedback.”
“School leadership must also be sensitive to the implications of power dynamics and equipped to escalate the matter after mediation or formal warnings have failed. Our teachers and educators make a vital contribution to our nation by nurturing the young minds of tomorrow. They have the right to work in environments free from harassment, intimidation and discrimination. We cannot risk allowing behaviour that undermines them to go unchecked. Implementing stronger punitive measures and escalation processes will underline a position of zero-tolerance. This includes in-school suspensions with counselling and reflection requirements or mandatory social-emotional learning lessons for students as well as stronger penalties and interventions for adult offenders. Consequently, any accusations made should be thoroughly investigated and the accused should have the opportunity to respond. Perhaps the Ministry can also look into conducting mandatory training programmes on recognising, preventing and healing from harassment and bullying that are trauma-informed for all school staff. When in doubt, teachers and educators who are union members can also approach their union for help. Our teachers' and education unions in Singapore hear many cases of grievances a year, ranging from managing students' misbehaviour and abusive attacks from parents to work appraisals, mental health issues and career progression. Our unions stand ready to champion all teachers and educators from trainee teachers to veteran faculty, from pre-schools to special education (SPED) schools to Institutes of Higher Learning (IHLs) including ITE, polytechnics, universities, private education providers and international schools as well.”
“Good practices can only take root when standards are reinforced consistently and their importance demonstrated through action. Teachers and educators need to know that school leaders have their backs. I commend the school leaders, supervisors, and superintendents that check in with their officers regularly. I also urge them to readily empower teachers and educators to stand up against harassing or disrespectful behaviour should they occur. Second, "Protect". There are few cases of harassment and bullying of teachers and educators in Singapore. However, for the minority of cases, each should be investigated seriously and without delay, with strong consequences for aggressors and compassionate support for those affected. I urge schools to re-examine and, where necessary, strengthen their punitive measures and escalation procedures and processes. At the same time, we must prioritise repairing the harm caused to victims, recognising that those who have experienced harassment or bullying may suffer lasting effects on their career confidence, mental health and sense of security. Teaching is an inherently socially and emotionally demanding job, but teachers and educators should never accept disrespectful behaviour like abusive language from parents and guardians, inappropriate comments in the classroom, or unwelcome physical contact as "part of the job". Every teacher and educator must be made aware of their rights and protections available to them to prevent underreporting and failure to seek support. They should feel safe to inform their school leaders or MOE, or in more severe cases where their safety is threatened, file a police report without fear of retaliation, blame or being penalised in their performance reviews.”
“These protocols will serve as a more school-specific and enforceable extension of the refreshed GSHP, where schools can stipulate official hours during which teachers and educators may be contacted and establish alternatives for urgent matters outside those times, in a way that best fits their own context and in consultation with all stakeholders. These protocols will help parents and guardians as well, by preventing misunderstandings on when and how to reach out and ensuring that communication is efficient and purposeful. Establishing these boundaries will not compromise the quality of support offered to students and families. Most students and families use existing communication channels appropriately and thus are already respectful of these boundaries. And in fact, when teachers and educators can maintain work-life harmony, they return each day refreshed, prepared and engaged, benefiting students directly. Establishing these boundaries marks a significant step towards a more balanced, supportive and sustainable education system. An especially vulnerable group here is preschool teachers, who have frequent interactions with parents, since parents of young children tend to be very highly involved and protective. Young children also have higher emotional and physical needs, which can blur professional lines. In situations where parents disagree with teachers' handling of children displaying difficult behaviour or expect them to be overly accommodating to unreasonable requests, teachers may feel pressured into accepting disrespectful or harassing behaviour. This is where the commitment of strong leadership to upholding guidelines and protocols is key, without which guidelines and protocols remain mere suggestions.”
“In the past four years I have persistently raised questions in this House on enhanced well-being support and harassment prevention for this group. Through this Adjournment Motion, I hope and wish to reiterate the call to foster workplaces that uphold dignity, safety, and respect for teachers and educators through a pre-emptive, strengthened, and holistic approach, or what I call the "3Ps" of Prevent, Protect and Partner. First, "Prevent". Teaching is a work of heart, and our teachers and educators are deeply committed to taking care of students, but we cannot expect them to be accessible to parents and guardians, or even students and school leaders, round the clock, especially for non-urgent matters. Unrestricted communication can lead to fatigue, stress and burnout, impairing their ability to fully focus on what matters most: teaching. I am heartened that the Ministry of Education (MOE) has addressed this issue proactively through its refreshed Guidelines for School-Home Partnership, also known as the GSHP, which serves as a how-to guide for working together "positively, constructively, and respectfully". However, I opine that any ambiguity about expectations and boundaries left open to individual interpretation can lead to unconscious encroachment into teachers and educators' personal time, as well as place the burden of setting limits on them, which can be both challenging and uncomfortable. I therefore propose for each school and educational institutions to develop and make transparent a set of communication protocols to empower teachers and educators to set clear and firm boundaries from the onset.”
“At the Annual Schools Work Plan Seminar this September, the Minister for Education raised an important conversation on setting clear expectations and boundaries for teachers and educators to manage their workload, including their right to disconnect outside of school hours and limiting communication with parents to official channels such as their school email or office number. I thank the Minister for asserting these baselines that will lay the foundation for building respectful and harassment-free workplaces for teachers and educators. It is indeed timely and critical to raise this conversation as their roles and responsibilities today have expanded well beyond merely imparting subject knowledge. And together with Senior Parliamentary Secretary Shawn Huang, we recently engaged union leaders from the education cluster of unions which cover unions across the entire education sector from pre-school to mainstream as well as Institutes of Technical Education (ITEs), polytechnics, universities and private education providers on the protection and well-being of teachers and educators across the education and continuing education and training (CET) ecosystem. I thank them for sharing with us their valuable insights and feedback based on experiences on the ground and handling grievances of teachers and educators. Teachers and educators today are tasked with addressing a wide range of student needs including supporting students' 21st century competencies, Character and Citizenship Education, Co-Curricular Activities, well-being as Teacher Counsellors, and many more. These tall orders cannot be met without enhanced support and protection for them.”
“Sir, I would like to declare my conflict of interest as Executive Secretary of UWEEI and Dyson is one of our unionised companies. I thank the Senior Minister of State for his reply. Just one supplementary question and a point of clarification. My supplementary question is, in light of these latest development of retrenchments in Singapore, which will impact workers including PMEs, can MOM work with tripartite partners to seriously review the various Tripartite Advisories, guidelines, regulations, employment and industrial relations laws, so that some of these ambiguities and lacunae can be addressed well before the next major retrenchment happens in Singapore? And just a point clarification on his earlier comment that sometimes this is market-sensitive information, but in my many years with the Labour Movement and handling numerous retrenchments, there are many listed companies that, because of the very strong labour management relationship, do keep unions informed, sometimes even three months or six months in advance, although they are listed companies, whether locally or globally.”
“Thank you to the Minister for the sharing. In light of the Mobile Guardian incident, what is MOE's plan moving forward, particularly, whether the Ministry is going to require or mandate students to re-install a DMA moving forward?”
“Thank you to the Minister for sharing on how we can upgrade the SPED fraternity. Just two supplementary questions. Firstly, many of our SPED teachers are exposed to a lot of risks, including physical risks. How is MOE stepping to mitigate that? Secondly, is MOE already working with mental health, trained professionals to better look after the mental well-being and stress burnout of our SPED educators?”
“We will continue to champion their interests because every platform worker matters. Mr Speaker, I support the Bill.”
“Two, how would MOM determine there was an industrial action by platform workers, given that platform workers are free to choose whether or not to work for any reason as well as when to work and which platform operator to work for, all on their own volition? Three, under the proposed Bill, workplace safety and health requirements will be imposed on both platform operators and platform workers. I would like to ask the Senior Minister of State, how platform workers would be prosecuted for breach of their workplace safety and health duties and what are the circumstances to consider if there was a breach of such duties that warrant prosecution? Four, under the Bill, section 13(4) denotes that there are different classes of platform operators and platform workers. Can the Senior Minister of State clarify what classes of platform workers there may be? And fifth, lastly, does agreement in section 5(1)(a) of the Platform Workers Bill refer specifically to the defined platform work agreement or does it include a broader range of agreements since the term platform work agreement is not used in section 5(1)(a)? In conclusion, we stand on the cusp of ushering in a new age for our workers, one which will see Singapore as a pioneer in ensuring that all workers have a place within this nation, not only those who are employees. We must continue to ensure that platform workers, along with all workers, are afforded the dignity and security they so rightfully deserve. Together, we can and shall forge a path that ensures prosperity and equity for all and, in doing so, we shall not only uplift our platform workers but also fortify the very foundations of this nation, its people and our future. NTUC cares deeply for our platform workers.”
“The use of digital voting must be safeguarded with methods to ensure transparency and security of the results and that votes remain secret. If successful, this could well be a model for digital voting in trade unions as well. Mr Speaker, I observed that in this Bill, many details were prescribed in subsidiary legislation. As the idiom goes, the devil is in the details. I, therefore, ask MOM to work with our tripartite partners and various stakeholders when finalising the subsidiary legislation, to make the Platform Workers Act effective and useful for all stakeholders and partners. This Bill, as currently tabled, only looks to cover platform workers who fall under the ride-hail and delivery worker categories. As the platform worker space is constantly evolving, we may see an increase in the types of platform work. Cleaners, coaches, professional caregivers and even utility workers, such as plumbers, electricians and general builders, may one day utilise platforms to find and schedule work. To what extent will the Ministry be looking to expand the scope of the future Act to cover these platform operators to ensure that these workers are also protected? I would like to also take this opportunity to clarify five points with the Senior Minister of State on the proposed Bill. One, section 2 of the Bill provides the definition of earnings and excludes special expenses from being classified as earnings. As earnings directly affects the quantum of CPF contributions that platform workers would get, both from their own contributions as well as the platform operators' contributions, would the Senior Minister of State clarify what are some examples of these special expenses which would be excluded in their nature?”
“This Bill will allow platform workers to band together collectively to represent their viewpoints, watch for any unfairness and to negotiate with platform operators. To provide effective representation, platform work associations under the Bill, need to carry out elections, secret ballots and delegates' conferences on a regular basis, much like how trade unions today are required to do so under the Trade Unions Act. However, unlike trade unions, platform work associations will face an uphill task when trying to organise their members and getting them together. This is due to the nature of the platform workers and the platform work industry being hyper-fluid in nature, where workers can join or leave the platform without necessarily terminating the agreement with the platform operator. Conversely, platform workers can join new platforms or new platform workers can start doing platform work without too much of a hassle and restrictions in place. Further, platform workers, by their nature, also work all over Singapore without any fixed workplace. This hyper-fluidity and de-localised work location create problems not seen in traditional trade unions. One issue relates to the conduct of secret ballots and the need for fiscal in-person votes. It is relatively straightforward for trade unions to conduct in-person secret ballots given that most workplaces are fixed. This is not the case for platform work. I would, therefore, ask the Senior Minister of State to consider allowing platform work associations to use digital voting for secret ballots. This will enable platform work associations to reach out effectively to their members and facilitate their participation, rather than just a restricted number who manage to come on-site to vote.”
“I am, therefore, heartened to see that MOM has worked with various stakeholders and the tripartite partners to come up with this Bill to ensure that the platform workers’ rights are being protected. NTUC and the Labour Movement, including myself and my fellow labour Members of Parliament, and Parliamentary colleagues, such as Dr Tan Wu Meng, have been lobbying for changes to protect the rights and interests of freelancers, including platform workers. In my personal view, this is a landmark and watershed piece of legislation. It is a landmark and watershed for three reasons. First, it is the first time in history that we have a specific legislation protecting freelancers and, in this case, vulnerable platform workers. This is definitely not an easy endeavour, but we have chosen to take the less trodden path, to do it because it is the right thing to do. Second, we are creating a new hybrid category of "workers" through this piece of legislation: not exactly employees in an employment relationship nor fully an independent contractor as they will enjoy certain "employment" rights. Third, we are also allowing them to be represented by platform work associations similar to unions. These are all issues which many unions and jurisdictions are trying to grapple with and many have yet to achieve such a similar breakthrough in terms of scale and impact. As raised in this House in 2017, one form of protection is allowing them to have collective representation to ensure their voices are heard. While NTUC has created several associations for platform workers to be collectively heard, these associations lack the right to formally represent their members in any disputes with platform operators.”
“Mr Speaker, ever since platform operators entered the Singapore market about a decade ago, starting with Uber and Grab in 2013, our workforce ecosystem has experienced a paradigm shift. These platform operators and platform workers have become an integral part of our society today and in the foreseeable future, with services offered ranging from transport, delivery services and even parcel and logistics management. It is, therefore, important that we protect the interests of the platform workers to avoid what some researchers have called “precaritising workers”, leading to the exploitation of labour, unfair treatment of workers, and expanding and enduring inequalities. However, governments around the world have found it difficult to confer protection on platform workers, given that they could be classified as independent contractors. Yet, the platform operators also set the performance markers, the remuneration, the specific jobs and even the routes platform workers are to take by their policies and algorithms. Platform workers may be penalised if they were to decline work assigned to them by the platform. This is not unlike an employee in some regards. Conversely, platform workers bear all the risks of performing the services for the platforms: the risks of accidents, loss of income and even injury on the job to meet the platform’s requirements for service. They also bear the cost of the fuel, the rental fees, the insurance premiums and damages to third parties when there are accidents. It seems like a lose-lose situation for platform workers because they are considered independent contractors where they are beneficial to the platform operators, but subject to restrictions imposed by the platform operators as though they were employees.”
“Sir, I would like to thank the Prime Minister and the Minister, as well as the MOM officers for coming up with this scheme on hearing the National Trades Union Congress and Labour Movement's call to introduce some form of unemployment support for our workers. Just two supplementary questions. Firstly, if Members could look at the last couple of years of labour market reports, particularly the last five years, I think more and more of those affected by retrenchments and involuntary unemployment are professionals, managers and executives (PMEs). So, therefore, my point is, now that we have set the $5,000 and the annual value of $25,000, how can MOM ensure that these PMEs, if they are really financially strapped, are not left out and will be able to bounce back and go into the next job. The second supplementary question is with regard to the JobSeeker Support Scheme, whether MOM will have some form of monitoring and enforcement to make sure that employers who already currently provide retrenchment benefits in severance packages in their employment contracts or even in their collective agreements, do not exploit this scheme and, therefore, cut back or reduce those other payments?”
“Sometimes, when I meet them after they come back from their operations, they are all sweating. And, sometimes, when I visit, we see that there are TP officers conducting some speed camera operations. But when I get there and I speak to them, I find they have stood there for hours and sometimes under the hot sun. So, it is not easy work, but it is necessary so that we can keep our roads safe. In addition to that, we also augment processes with technology. So, today, we see a lot more use of cameras and also devices that will help them in their work.”
“I thank the Minister of State for the response. I just have two supplementary questions. Firstly, in the case where there is a traffic accident, when there is a rash, negligent or careless driving causing death, how does TP or the Prosecution handle this? Because you can either proceed under RTA as careless driving, or you proceed under section 304A in the Penal Code. So, I see a disparity in some of these and so, how do we go about that, to decide the eventual punishment as meted out? The second question, we also see, at some of these major junctions and areas that are a bit more vulnerable to accidents, this point of presence by TP, I was just wondering whether these days, is there a shortfall of TP officers or enforcement on the ground? Assoc Prof Dr Muhammad Faishal Ibrahim: Madam, I thank the Member for the supplementary questions. For the first question, of course, we have to look at all the evidence. At the end of the day, the Courts' system is such that the Judges will have the different levers to look at. However, from our point of view, when we find there is an accident, we will look at the evidence and then we will relate the evidence to which part of the Act that we want to take on. Similarly, for the case that we have, for the Tampines case. For the numbers of TP officers, in fact, the numbers have been going up since 2022. So, the number of TP officers has gone up. Also, we deploy our officers based on the operational needs and they can only go out after they have received the necessary training. It is not easy to ride the bike. You need skills and you need to be able to develop this experience. I must say, because I work very closely with TP, we have very good officers. We know our weather is very hot and, sometimes, it rains heavily.”
“I have two questions for the Minister of State. Firstly, if you look at the CLTPA, there is an annual review process. Is it true that these detainees, especially for the first detention, they are only released three to four years after the first detention? Whether this is true based on past practice? Second question, if you look at the CLTPA, there are five big parts. One big chunk of Part 3 involves industrial actions by essential service workers. I just want to check in with the Minister of State whether MHA had reviewed this and see whether it is relevant in today's context, especially Part 1 of the Schedule. Assoc Prof Dr Muhammad Faishal Ibrahim: Sir, I thank the Member for the questions. One is about the detention. As I shared earlier, there will be annual reviews, there is no minimum period. There will be opportunities for the Committees to assess these detainees based on the criminal activities in question, the detainees' antecedents, the detainees' conduct and response to the programmes. We not only look from the outward response. We have a system where we really observe. For gang-related cases, some of the symptoms you cannot see physically, you need to sense, when you talk to them and when you see how they relate to the others, and you will have to monitor some of these things. So, it is very case specific, detainee specific. However, we feel that we will not detain anyone beyond what is not necessary. With regard to your second question, as I replied to Mr Murali earlier, we will continue to review these provisions and propose changes, if necessary. These are things that we will continue to look at.”
“The last round of Employment Act review was passed in 2018 and effective April 2019. With the rise in median wages, changes in the nature of work, workforce and workplaces, I am asking if MOM will embark on a review of the Employment Act with our tripartite partners. I want to draw attention to three areas which needs to be reviewed. First, to raise the salaries caps of workmen and non-workmen prescribed in Part IV of the Act. I opine that both the salary caps as stipulated in section 35 of $2,600 and $4,500 respectively should be raised. Second, there continues to be questions in the interpretation of section 18A of the Employment Act on transfers which impact workers affected by ongoing company restructuring, mergers and acquisitions. Can MOM review section 18A as part of the Employment Act review and issue a set of tripartite guidelines in the interim to provide guidance on what falls within and outside of section 18 of the Employment Act? Third, is the provision on "dismissals" under section 14. At present, I am aware that employers terminate employees with notice pay but without giving reasons for the termination. It therefore makes it difficult for employees to bring a case of unfair dismissal against the employer. I propose that employers should be required to give their reasons for termination or discontinuation of employment explicitly in all cases of cessation of employment initiated by the employer. Employment Act Threshold Salaries”
“I also wish to ask if the Minister has any updates, now that COMPASS has been in action for the past six months, and the review of the Employment Pass (EP) qualifying salaries? By the same token, human capital practitioners, practices and processes are key to foster a fair and inclusive workplace, including one with a strong Singaporean Core. I am aware IHRP is doing good work to certify human capital practitioners with the IHRP certification, as they are also the national Job Redesign Centre of Excellence, to help companies, including through their human capital diagnostics tool, to level up companies' practices and processes and productivity. Can MOM progressively mandate the certification of HR practitioners with the IHRP certification? And in the interim, perhaps companies should have at least one IHRP-certified HR professional before they can be allowed to hire foreign manpower. I think the upcoming Workplace Fairness Legislation is an opportune time to push this ahead and perhaps, even incorporate some of these primers on the upcoming piece of Workplace Fairness Legislation into IHRP syllabus, as well as certification. Foreign Manpower Framework”
“I am glad that we have seen a series of enhancements to SkillsFuture at Budget and at MOE's COS debate earlier. Professionals, managers and executives (PMEs), especially those above 40 years of age, are anxious about the prospects of their employment and employability. I have three suggestions for MOM to bolster SkillsFuture to empower Singaporeans. First, with the new growth sectors and crafts and to meet the needs, passion and interests of Singaporeans, especially PMEs who are looking at career conversions, can MOM consider expanding the range of courses and programmes beyond the current suite of Career Conversion Programmes (CCP) offerings? Second, mindset shift training as well as career coaching and counselling are key to reducing unemployment and under-employment and increase employment and employability. I hope as we strengthen the career health of Singaporeans to provide greater support in this space, including to employers and placement arms and intermediaries, such as e2i. Third, with the SkillsFuture training allowance support just announced, which will be up to $3,000 per month for Singaporeans to undergo programmes at our IHLs, I suggest for MOM to review the current CCP training allowance rates during the training stint and period. Strengthening the Singaporean Core at Workplaces I wish to ask MOM for the status of the strengthening of the Singaporean Core efforts in Singapore. I am aware that work for the Workplace Fairness Legislation is under way. On the same note, can MOM also update us on the Fair Consideration Framework, the status of the triple weak watchlist, and the number and type of cases reported, investigated and closed at the Tripartite Guidelines on Fair Employment Practice (TGFEP)?”
“I would like to thank Minister Chan Chun Sing, Minister Maliki Osman, as well as Minister of State Gan Siow Huang for sharing the MOE's plans, policies and programmes this year. I want to place on record our thanks to the MOE staff, SSG staff, as well as all the educators and trainers across Singapore for banding together and making a difference to all of us and to ensure we stay ready, relevant and resilient – ready with new skills and knowledge, relevant to the new jobs and the future and resilient to the new changes and many curveballs that are hurled at us. With that, I beg leave to withdraw my amendment. [(proc text) Amendment, by leave, withdrawn. (proc text)] [(proc text) The sum of $14,327,475,900 for Head K ordered to stand part of the Main Estimates. (proc text)] [(proc text) The sum of $620,000,000 for Head K ordered to stand part of the Development Estimates. (proc text)]”
“Chairman, I have three clarifications as part of the announcements by the political officeholders at this year's MOE COS. Firstly, on the support for second diploma that has been announced by the Minister last Friday. I think it is good and welcomed news. I am seeing greater disruption, digitalisation and a lot of new in-demand skills. I provided feedback that beyond a diploma, can we also support a second university course? I know we do that for Career Conversion Programmes (CCPs), but can we do that? That is question number one. Second question is on the entry to polytechnic first year. The Minister just announced the consideration of an additional G2 subject for those wanting to enter first year in the polytechnics. Can the Minister take the suggestion that beyond just one G2, since we are supporting SBB, why not even two G2 subjects? Why one? Lastly, for the third announcement on the additional $4,000 SkillsFuture Credits for the mature workers. Can we consider allowing, beyond those programmes that the Minister has fleshed out programmes, for example, career coaching and counselling, which are crucial? Because we see a lot of disconnect and dislocation with the mature workers. Can we allow that money to be used for not just career transition programmes but also career coaching, specifically, and counselling?”
“In the same vein, adult learners need to embrace continual education and training (CET), even after leaving school to diversify their skills portfolio and career paths amidst a fast-changing and competitive job market. To better attract adult learners who have to balance their work and caregiving commitments, CET must be well-designed to be effective in improving employment outcomes and made accessible. CET modules, just as in mainstream, will therefore also need to diversify. I am aware that the existing unused one-off SkillsFuture Credit top-up of $500 and additional credit for mid-career support of $500 is expiring in end-2025. With the latest top up announced, will MOE consider extending the validity of this $1,000 for another year to 2026 and allow mature Singaporeans who have yet to utilise the credits an opportunity and more time to combine the $1,000 with the latest tranche to undertake the higher costs programmes.”
“Vitamin E aims to empower students from diverse backgrounds with diverse learning needs. It acknowledges that there cannot be a one-size-fits-all to learning. Instead, learning must be customisable, collaborative and with content that is ahead of the curve and speed to market. It also recognises that each student learner experiences different starting points and that there is a need to actively support those with fewer educational resources and differing learning abilities. 6.45 pm I, therefore, welcome the generous $2 billion top-up of the Edusave Endowment Fund, which will go a long way towards empowering students to achieve their aspirations and contribute to the well-being of others. I also commend the MOE's efforts to uplift and upgrade our Institute of Technical Education (ITE) graduates, something much overdue. The reduction of fees for Government-supported preschools and schools for children with special needs, as well as the extension of childcare subsidies to children of non-working mothers, are all changes that will encourage fairer opportunities for all students to attain social mobility. I suggest we should examine how much resources we dedicate to those with special needs vis-à-vis our other students and learners. One lacuna I observe is when many of these students in the special education (SPED) schools hit 18 years of age and start to experience adult life. We can and should do more to help empower them, their families and ensure that those with such needs are able to assimilate into the adult life and the future of work. Last vitamin, vitamin K – keep learning. Vitamin K is to keep learning for life. We do not stop needing essential and necessary nutrients as we age. On the contrary, we need them more.”
“I submit that the academic training and skills acquired should not just lead to jobs, but to marry the passions and interests of our students and learners, so as to maximise each individual's full potential, avoid a mismatch of expectations and minimise involuntarily non-time-based under-employment. Vitamin C – competencies for the future. The evolving educational landscape demands a focus on cultivating 21st century competencies and skills in today's students and learners across the educational continuum. Emphasising critical thinking, creativity, collaboration and communication prepares learners for the complexities of a rapidly changing world. By integrating technology, tenacity, empathy and resilience into curricula from early childhood to higher education, students develop a holistic skill set essential for success in the digital age. Nurturing these skills ensures that learners are equipped to navigate challenges, innovate and excel in an ever-evolving global society. Vitamin D – dream, dare, do. In the realm of education in Singapore, dreaming of innovative pedagogies and andragogy, daring to challenge conventional norms and taking proactive steps to implement change to keep pace with the speed of development are key pillars for enhancing the system. By encouraging students to dream beyond boundaries, educators can foster creativity and critical thinking. Daring to introduce novel teaching methods and curriculum adaptations promotes adaptability to societal needs. Ultimately, through a collective commitment to dare to dream, dare to dare and dare to do, Singapore can achieve a dynamic and progressive educational landscape for the future. Vitamin E – empowering all students and learners.”
“Therefore, just as a multivitamin supplement provides an assortment of nutrients for overall health from young to old, supporting the holistic development of all students and learners, allow me to elaborate on the ingredients of the multivitamin strategy from vitamins A to K. Vitamin A – able, agile and adaptable. Our next generation will need to grapple with existential-level challenges such as climate crisis and Singapore's place in an increasingly fragmented and adversarial global environment. They will need to be highly able, agile and adaptable, driven by passion and purpose, agile with the courage to take risks and innovate responsibly, and adaptable to stay resilient amid changes and curveballs. These are tall orders and will require us to provide a wider range of resources and opportunities to every student to maximise their potential. In this regard, I urge the Ministry of Education (MOE) to consider expanding the suite of courses and programmes which the $4,000 SkillsFuture Top-Up can be used for, beyond programmes provided by our local Institutes of Higher Learning (IHLs), to programmes to uplift ability, agility and adaptability, including career design, career coaching and career counselling. Vitamin B – broadening definitions of success. Vitamin B is to broaden definitions of success by placing greater emphasis on areas such as adaptive and inventive thinking, innovation and civic literacy. This means shifting our educational priorities away from a narrow focus on great performance to valuing the diverse skills and potential of every individual. This not only honours diversity and strength, and levels the playing field, but is also necessary to meet the demands of tomorrow.”
“Sir, I beg to move, "That the total sum to be allocated for Head K of the Estimates be reduced by $100". We are living in a disruptive world where the pace of change is rapid and relentless. Faced with unprecedented technological advancements such as generative artificial intelligence (GenAI) and an increasingly complex global order, education must evolve beyond static textbooks and a conventionally didactic model, where there is a one-way transmission of knowledge from teacher to student. As the Ministry strives towards these goals, I recognise that this work is shared with our educators and school staff, as well as those based in our institutes of continuous learning. It is their dedication that will ensure the success of our endeavours. I thank all of them for their invaluable contributions as architects of our future. The relevance and resilience of our education system was affirmed when Singapore emerged as the top-performing education system for the Programme for International Student Assessment (PISA) last December. I am heartened that our students demonstrated strong ability in applying thinking and reasoning processes to solve complex real-world problems, and we must continue to uplift our students with diverse abilities from diverse backgrounds by building on their 21st century competencies. To this end for this year's Committee of Supply (COS) debate, I will focus my speech today on what I call the multi-vitamin strategy. The concept behind the multi-vitamin strategy is simple. We do not rely on a single vitamin for our health needs. Why then should we expect learners to follow a singular academic path based on the same curriculum?”
“The issue of enforcement of judgments has always been a bugbear, including for the National Trades Union Congress (NTUC) in the Labour Movement where we have obtained judgment for aggrieved workers at the Employment Claims Tribunal or State Courts. The enforcement process and cost of doing so often turns many of them away and often leave them high and dry, as they hold back from incurring even more cost of enforcement for their judgment debt or order of court. I therefore submit that MinLaw review this space of the enforcement of civil judgments to make it more effective, efficient, economical and simpler. This is so that a non-compliant judgment debtor cannot run away from his or her obligations so easily and that there can be greater powers to deter them from non-compliance of Court orders. This will help in more ways than one to ensure that our civil justice system serves the needs of any aggrieved person who otherwise is left stuck and helpless. In the same vein, there has been notable reviews and updates to our criminal justice system in recent years. I am therefore asking MinLaw for an update on the developments to further enhance and improve our criminal justice system in Singapore, which includes amongst others, criminal procedure and sentencing frameworks.”
“We have state land and assets spread across Singapore. These should be optimised to support our economy and serve our country and community. How many of these plots of state land and assets are disused or under-utilised and how is SLA optimising our state assets and making the best use possible of all these land and assets whilst meeting market needs? Are we also leveraging on technology, including geospatial capabilities to enhance the capabilities of SLA? Management of State Land”
“In my interactions with inmates during our Every Worker Matters conversations, I realise we stand at a critical crossroads in the journey toward a fair and just society, a society that not only punishes the wrongdoer but also strives to rehabilitate and reintegrate those who have paid their debt to society. As we consider the fate of ex-offenders re-entering our communities, we are confronted with a moral imperative to provide them with the support and resources necessary to become more productive members of society once more. We collectively recognise that the cycle of crime and punishment cannot be broken through punitive measures alone. We must invest in programmes that aid in the reintegration of ex-offenders, providing them with the tools they need to secure employment, housing and a sense of dignity. By doing so, we not only reduce recidivism rates but also foster a more compassionate and inclusive society. Can MHA provide an update on what we have done and how far have we come thus far and whether laws, such as the Registration of Criminals Act, can be reviewed to offer them second chances?”
“The Home Team is facing a plethora and spectrum of challenges with the growing complexity of crimes exacerbated by the speed of digitalisation, technology and GenAI. At the same time, the Home Team is also confronted with a tight labour market and a slowing workforce growth. I wish to ask what are the plans moving forward for the Home Team's Transformation to meet these exacting challenges – especially in the areas of operational capabilities, training reality and preparedness, reduction of its reliance on manpower and helping our Home Team officers to focus on key operational tasks and eradicate tasks which can be done with technology and process improvements? In the same vein, I wanted to get an update on the rollout of SPF's suite of services to enhance service delivery to members of the public and to develop the next generation of officers to be equipped with new competencies and capabilities to stand ready, relevant and resilient – ready with the new skills and training, relevant to the redesigned jobs and tasks and resilient to the many curve balls and changes. In this regard, I suggest that all of MHA's agencies especially SPF, SCDF and SPS explore even greater partnerships with stakeholders and the community to achieve its goals and mission. I further submit that we should also find ways to engage the services of ex-Home Team officers – who may have left service long ago or retired from service – to support and take up some of the roles of those in active service to alleviate the manpower crunch.”