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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“Chairman, my cut is on using technology to improve processes. While the worst of the pandemic might be behind us, it has impacted how we live and work, and pushes us towards embracing new ways of working, specifically going digital and leveraging technologies. From cloud technology to AI tools to robotic assistance, we have read about how these technologies are transforming the modern workplace. As the world becomes more digitalised, expectations for greater productivity and efficiency will likely ensue. We will need to seize the opportunity to lock in the digital gain and deliver better and also faster. MINDEF and the SAF has embraced digitalisation and modernised many generations of our forces since decades ago. I would like to ask how MINDEF and SAF is using technology, including generative artificial intelligence (GenAI), to improve the day-to-day experience of its servicemen and servicewomen and uplift their collective capabilities? Defending Our Interests Underwater”
“The plethora and spectrum of issues confronting the Public Service are becoming more complex and cut across agencies. For example, COVID-19 showed that public health pandemic had implications on many other aspects such as the economy, education, work, social connections and support. Beyond COVID-19, we also see families with more complex needs cutting across multiple areas such as jobs, healthcare, education, emotional support and financial assistance. We are also seeing major changes on other fronts such as geopolitics, generative AI and sustainability. To tackle challenges ahead that are becoming more complex, the Public Service must review and refresh its agenda. To help develop and deliver this, public officers must also build new skills and experiences to better understand changing citizen needs. Public officers also need to understand changing external forces as geopolitics become more complex and even issues like sustainability have global dimensions and ramifications. Generative AI has also morphed the way we can and should do things ethically and without compromising data security and confidentiality. How is the Government equipping the public service, including our officers, with the right skills, experiences and perspectives for the future? Better Service Delivery for Residents”
“In the study, we also found that there is a disconnect between perception and the actual action of hiring mature workers. Implementing training plans for mature workers was perceived by employers to be the most effective in extending the career runway of mature workers but is unfortunately not among the top practices adopted. My question is, therefore, how will we continue maintaining a vibrant economy that creates good job opportunities for Singaporeans and future generations amidst this slowing workforce growth. Population Strategies”
“Singapore faces pressing demographic challenges such as an ageing population and a low birth rate. Life expectancy has also gone up and many choose to remain single. Even those married may not have children either by choice or otherwise. Social issues such as ageism and increased caregiving responsibilities are further exacerbated by an uncertain global environment and economic outlook which present challenging conditions for Singapore’s economic growth. Within this operating context, what are the key population outcomes that the Government wants to achieve for our future Singapore and what are the Government’s strategies to achieve these outcomes? 3.15 pm Slowing Workforce Growth With fewer births and an ageing population, our local workforce is shrinking. Our NTUC strategy team recently embarked on a research study on our ageing population as well as slowing workforce growth. The key insights are that in the next five years, Singapore's labour market is predicted to tighten with unemployment and retrenchments expected to stabilise in the longer term. We also expect to see a decline in job vacancies in manufacturing, construction and segments of the services sector. The study found that there are barriers and drivers that enable mature workers and women with caregiving duties to find and stay in employment. We opine that other than automation, mature workers and women with caregiving responsibilities are untapped groups to supplement a shrinking local workforce. We further submit that professional networks, flexible work arrangements (FWAs) and training opportunities and skills relevance foster their continued employment and facilitate their entry into the workforce.”
“Successfully transitioning our workforce through the rapid structural changes in our economy and seeking out new opportunities will require tripartite collaboration to help workers bounce back from setbacks and bridge the skills divide and gap. This can be achieved through the dual effort of Supporting the unemployed and Strengthening SkillsFuture and CET. NTUC believes that "Every Worker Matters". We care and we will continue to take action to support all workers, so that no one is left behind as we strive towards better wages, welfare and work prospects. Mr Speaker, I support the Budget.”
“I also look forward to more details on the types and category of courses which this $4,000 can be used for and for the Government to not just consider those programmes that lead to certifiable courses, but those that lead to employment and employability outcomes, whether directly or indirectly. This will include coaching and mentoring training to maximise one's potential and enhance career progression and employability. Second, career conversion programmes (CCPs) should be widened to cover even more sectors and industries, as the current offerings may not be extensive enough to fully realise the potential and capabilities of those keen to embark on a career change voluntarily or involuntarily. Third, in my work with the unions and the Labour Movement, I have gathered feedback that the current CCP model may not be viable for many PMEs, due to the relatively lower monthly training allowance during their period of training for some of the CCP courses. I think a good and useful proxy would be the IBF's Technology in Finance Immersion Programme, which offers a monthly training allowance of up to $5,500. With the latest announcement of a training allowance of up to $3,000 for those undertaking selected certification and qualifications on their own, I opine that the training allowance of our CCPs should be increased to keep pace with rising median wages, household expenditures, inflation and rising costs of living. To conclude, while the challenges ahead appear daunting, let us remember that to pave the way for progress, we must first face adversity head-on. And the only way we can emerge stronger is together.”
“More importantly, the scheme must not just be about providing financial help but must encompass active career guidance, coaching and employment facilitation to help those involuntarily unemployed workers identify suitable career pathways and access funded training under the SkillsFuture ecosystem. This leads me to the second "S", strengthening SkillsFuture and CET. As Deputy Prime Minister Lawrence Wong mentioned in his Budget statement, the Government and NTUC has consistently championed SkillsFuture and CET as pathways to good jobs and better wages. I would like to call for the Government and employers to continue working closely with NTUC and the Labour Movement to strengthen the SkillsFuture and CET ecosystem and better support workers' upskilling, employment, employability and career progression. I recognise that the Government has invested heavily in providing training opportunities and generous subsidies, particularly through the newly-announced targeted $4,000 SkillsFuture Credit top-up which will be a great boon for our mature workers, and enhanced subsidies for selected programmes and training allowance for mid-careerists aged 40 and above from May this year. I look forward to hearing the fuller details at the Ministry of Education Committee of Supply. However, I wish to submit three points in this respect. First, I applaud the SkillsFuture Credit top-ups and acknowledge that those below 40 years will eventually get a bite of this cherry when they reach 40 years old. However, I submit that we should extend the access of this $4,000 to other vulnerable groups of Singaporeans besides mid-careerists, such as the retrenched, unemployed and freelancers in need of individual initiated training and who may fall outside the scope of this top-up.”
“To ensure the successful implementation of this scheme, I would like to propose five areas of consideration on designing this scheme, which I call the "5A"s. First, applicability. Temporary financial support for the unemployed should cover the broad middle of affected workers rather than only those whose incomes fall below the national median wage or lower-wage workers, to ensure that all who need support will receive it. I also implore the Government to consider extending support to those retrenched as well as those involuntarily unemployed for genuine reasons. By the same token, sector-specific support for workers in industries that may experience cyclical downturn will be a great augmentation, so that companies can cut costs to save jobs and not cut jobs to save costs. This will also nudge and encourage at-risk workers to proactively fortify their careers by upskilling or reskilling to transit to more sustainable careers. Second, amount. Financial support should entail a sufficient amount that can tide affected workers over, based on a reasonable societal standard of a worker and his families' basic needs. Third, ample time. The duration of financial support should suffice such as to allow for effective reskilling and job-matching while ensuring that the unemployed can get back to work as soon as possible and not become under-employed involuntarily. Fourth, active labour market policy. Financial support, if any, should be reciprocated by workers doing their part to actively search for jobs and diligently attending training to ensure the affordability and sustainability of the scheme. Fifth, and finally, accessibility. Access to financial support should be simple, seamless and prompt.”
“As the parameters of this scheme are being deliberated, I urge the Government to extend coverage to as many workers as possible, including the broad middle of affected workers and not just those in the lower-income bracket. Allow me to elaborate. Two major disruption cycles to our local workforce are already in place – the phasing out of fossil fuels to transition towards renewable energy and the rise of GenAI. This means that previously secure jobs in fossil fuel energy production could face redundancy, as a necessary and inevitable focus on renewable energy demands different skills. AI is also expected to disproportionately impact PMETs, who make up slightly more than 60% of the workforce today, due to the computer-based content-generation work inherent to PMETs. Already, industry giants, such as Shell and Grab, have announced hundreds of job cuts from their Singapore offices, citing these two disruption cycles as reasons for restructuring. As we continue to expect continued restructuring, reorganisation, and re-prioritisation in 2024, we must all stand prepared for any curve balls by ensuring that workers affected have the support and resources they need to adapt to and thrive in a new economic landscape. Although these industry changes may render some jobs and skills obsolete, they also have the potential to create more sustainable and meaningful jobs with better wages and generate new in-demand skills. If we are to ride this wave of change, we will need to reskill our workers and help them navigate career transitions. Temporary financial support will therefore serve as a lifeline for displaced workers by providing them with ample space and time to upgrade their skillsets and secure better jobs.”
“PMEs represent a segment of our workforce that are particularly precarious when they become unemployed, because they typically have more dependents to take care of but take a longer time to find a new job due to their age and expected income. Upon re-entry to employment, there is also an increasing propensity for them to suffer from wage loss. [Mr Speaker in the Chair] Yet, unemployed PMEs are generally less likely to receive support from the Government in view of their earlier higher income. As a result, they may feel compelled to rush into the first job offer they find rather than taking the time to upskill or search for a job that better fits their skills, experience and aspirations. These workers may then find themselves entrenched in ill-fitting jobs in the long term. According to a recent joint research study by NTUC and the Singapore University of Technology and Design (SUTD), this gap may have already materialised in our labour market. The study found that one in four workers experience under-employment arising from skills-jobs mismatch or, in other words, are over-skilled or overqualified for their current jobs. I think the greatest concern is with involuntary underemployment. I will share the findings from the report in due course on a separate platform, including on my socials. After a decade of tireless lobbying, I am therefore elated to see our efforts recognised in the Budget 2024 with the announcement of a new temporary financial support scheme by the Government for involuntarily displaced jobseekers while they undergo training or look for better-fitting jobs.”
“Only by investing in our collective resilience and prosperity can Singapore prevent the adverse repercussions of economic restructuring and emerge stronger together. To this end, I will focus on what I will call as the "2S" areas, of Support and Strengthening, for our workers: Support for the Unemployed, and Strengthening SkillsFuture and CET. The first "S" of Support for the unemployed is a call I first made more than 10 years ago, here in this House in 2014. I have checked Hansard and found that the late Dr Goh Keng Swee, in March 1970, also in this House, spoke about and analysed the unemployment insurance, and also consulted the ILO before the Government made its stance and stated its approach. I am heartened that after a decade of lobbying, more MPs have joined me in this call including our Opposition MPs, that it has been adopted by the Government through Forward Singapore last October and announced by Deputy Prime Minister Lawrence Wong in his Budget Speech this year. Temporary financial support for the unemployed has increasingly emerged as a key recommendation from the Labour Movement's engagements with workers and union leaders in the past few years. It started as a key recommendation from the NTUC-SNEF PME Taskforce, which I co-chaired with SNEF in 2021 amid COVID-19, where we consulted over 10,000 members of the public, union leaders and business leaders. It was reiterated again in our NTUC's renewed Workers' Compact last year, following a year-long engagement with over 42,000 workers, through our #EveryWorkerMatters Conversations.”
“Thank you, Mdm Deputy Speaker. I rise in support of Budget 2024. It is a well-considered budget that aims to strengthen our nation's resilience to withstand the challenges of an uncertain global economy. We are entering an era of work that is marked by precarity, where job security is no longer a guarantee. In 2023, retrenchments in Singapore more than doubled to 14,000 and the myriad of challenges, uncertainties and volatility persists. The climate crisis and new technologies like generative AI will bring about disruption and transformation to our economy, including the labour market in both speed and scale. Jobs and skills obsolescence will persist and therefore workers of all collars and ages are now more vulnerable and understandably anxious about the way ahead. Earlier this month, NTUC's annual Survey on Economic Sentiments echoed this same worry and anxiety on the ground, where more workers are concerned about losing their jobs compared to the preceding year. At the same time, there are ongoing challenges of inflation and rising costs of living. From groceries to electricity and water bills, Singaporeans who find themselves out of a job are facing increased financial strain in meeting their basic needs. During this exceptional and critical time, it is therefore imperative for the Government to re-evaluate our approach to unemployment and job loss. We must assure workers who find themselves involuntarily displaced or transitioning into more resilient careers that they will not be left behind without support. We must also equip our workers with the resources and skills necessary to strengthen their employability.”
“Lastly, if a "contract of service" as defined under the Employment Act also includes "an apprenticeship contract", a fortiori, a training contract offered to graduates should likewise be classified as a "contract of service" with attendant benefits. Given that there is some semblance between training contracts and employment contracts, it is humbly submitted that trainees should likewise be accorded basic employment benefits, such as paid sick leave and annual leave for a start, during the PTP, with other benefits to be considered at a later stage. Finally, I applaud the proposed change of permitting up to three months of the practice training contract to be completed at in-house legal departments of approved corporations. As the “in-house” option is a popular alternative to private practice, having first-hand experience witnessing the operations and needs of a business would give trainees a flavour of the type of work to expect as an in-house legal counsel. Additionally, a short stint in companies would help them be more attuned to the business needs of an organisation and consider matters holistically, instead of looking at matters purely from a legal perspective. I submit that this definition of "corporations" extend to other organisations where they have an in-house team such as NTUC. With this, it is hoped that they would be more well-rounded lawyers. Sir, notwithstanding my clarifications and suggestions, I stand in support of the Bill.”
“Leaving aside the practical concerns that I had highlighted, I noted that there are significant similarities between training contracts and employment contracts, which justify providing certain basic employment benefits, such as paid sick leave, to trainees, which employees under the Employment Act currently enjoy. First, the law firm exercises substantial control over the trainee’s work. Apart from training the trainee, the supervising solicitors or other lawyers in the firm set timelines, guide, review and provide input to the trainee’s work before the same is sent to the client for approval. Second, the trainee is interviewed by and selected by the law firm, presumably based on the individual’s skills, character and fit, with a view to retain him or her upon the conclusion of the PTP. This contrasts with a contract for services, whereby a particular vendor is engaged to provide general services. Third, the trainee has access to and uses the firm's equipment and resources in the course of his or her work. This includes having access to the firm’s laptop, legal research websites and existing precedents. Fourth, the trainee is remunerated through regular allowance, rather by means of commissions or otherwise. Fifth, some of the practice training contracts stipulate the trainee’s working hours and duration, which contrasts with independent contractors who have flexibility over their schedules. Sixth, the trainee is typically only allowed to work for one employer or law firm at any one point, and should the trainee wish to change firm, he or she must notify SILE beforehand. This is unlike independent contractors who may work for multiple service buyers at the same time.”
“People do fall ill and are required to rest to be more productive. Sir, the past three years, we battled multiple waves of COVID-19. Apart from COVID-19, there also other strains of flu circulating within our society. As with all other individuals, trainees also fall ill and may require medical attention from time to time. Given that there are some similarities between trainees and employees, it is humbly submitted that paid sick leave should similarly accrue for trainees after three months of employment with a law firm. Under the existing rules, breaks taken during the PTP will be excluded from the computation of the PTP period. There is value in such a rule to ensure that trainees complete the entire training period and reap the full benefits of it, and I recognise that. In view of the above, I am therefore proposing that trainees be accorded paid sick leave when they are unwell, while requiring them to “make-up” for the same number of days at the end of their PTP. In other words, those who fall ill during the PTP will have an extended PTP – reflecting the “make-up period” – but will be paid a larger allowance or honorarium at the end of the PTP, to reflect the paid sick leave accorded. Apart from providing trainees with paid sick leave, it may also be useful to let trainees have paid annual leave. There is a Chinese saying which says " 休息是为了走更远的路 ". If translated, it means one can accomplish more with adequate rest and breaks along the way. I am really concerned about the overall mental well-being and health of our young trainee lawyers including lawyers in practice. Any positive move and step can better our workers’ welfare and well-being overall. Third, training contracts bear some semblance to employment contracts.”
“The trainees are neither less qualified nor less capable than any of their peers in other industries. Indeed, many have gone through rigorous curriculums in the law schools and learnt much in preparation for the law and bar exams. They have to push on against all odds as they need it to be called to the bar. And one can say that a new lawyer’s pay goes up significantly upon their call, but the skills and abilities have not suddenly nor exponentially increased. While I understand that trainee lawyers should not be driven solely by financial rewards, and that the quantum for the monthly honorarium or allowance is largely driven by market forces, it is nonetheless important for them to be paid fairly, in recognition of their skills and contributions to the firms. The trainees provide valuable contributions to the firm, in terms of research on novel points of the law and preparation of the initial drafts, which are used to advance the client’s case. This also helps lighten the lawyers’ loads. To that end, is there more that can be done to ensure our trainees are paid reasonably, especially during the lengthened PTP? How can we encourage firms to pay more in terms of the monthly allowance? How can the bigger firms also pay more for those on training contracts, as they currently set the de facto upper limit? How can we help those from lower-income families, who may need the income to support their families? In the same vein, how can we ensure better retention in the legal industry? Second, mandating certain benefits, including paid sick leave, to be provided under training contracts. In my recent interactions with trainees, many have expressed their concerns about the lack of paid sick leave and annual leave, especially with the prolonged PTP period.”
“Mr Speaker, Sir, I declare my interest as Director, Legal, of the National Trades Union Congress (NTUC), Advocate and Solicitor of the Supreme Court of Singapore, and Honorary Member and Board of Advisors to Singapore Corporate Counsel Association. The Bill before us today seeks to amend the Legal Profession Act, with the key objective of strengthening the professional training regime for lawyers in Singapore and to better equip law graduates with the relevant skills and competencies to meet the demands of our changing economy. I would like to highlight two key changes: first, lengthening the practice training period (PTP) from six months to one year; and second, permitting up to three months of the practice training contract to be completed at approved in-house legal departments of approved corporations. The purpose of lengthening the PTP is to provide trainee lawyers with a longer runway to pick up, grasp and hone their skills to be better lawyers. While the intent is a noble one, this must be balanced against the adverse financial impacts borne by the trainee lawyers. First, the financial impact of the prolonged PTP on trainees. Trainee lawyers typically work long hours, from an early start till late into the night and also on weekends. From the postings online and from the trainees I spoke to, they are paid monthly allowances or honorariums of between S$1,000 or S$2,500 each month during the PTP. Some firms offer training contracts with only a pittance as an allowance, which I opine can be seen as exploitative. This pales in comparison to their peers or fresh graduates in other industries, who draw between S$3,500 or S$5,000, depending on the industry, each month and work lesser hours than these trainees.”
“This is a question for the Minister-in-charge of the Public Service. I think the recent spate of events has affected the morale of the Public Service officers and I want to hear from him what response he has as the Minister-in-charge of the Public Service.”
“I thank the Senior Minister of State for his answer. Firstly, I declare my interest as part of the Tripartite Work Group looking at this piece of legislation. I just want to weigh in with what the Member Mr Louis Ng brought up about TGFEP and those characteristics that are not covered within the main piece of the legislation. I thought more teeth and more enforcement measures would help, particularly the investigative powers. My supplementary question would be, in this upcoming piece of Workplace Fairness Legislation, it is very important to take cognisance of the fact that we are going to help employees or workers in general. They are usually in a weaker bargaining position and usually do not have deep pockets. Therefore, I hope to see in this upcoming piece of legislation some form of tilting of the burden of proof towards them. Traditionally, you want to establish a prima facie case, you want reasonable doubt, but in different parts of the world, in certain jurisdictions, the burden is a bit lower, especially when employees and workers file complaints. So, I hope this can be taken cognisance of.”
“I thank the Minister for the response. I just have a few supplementary questions. Firstly, I declare my interest as the Executive Secretary of the Singapore Manual and Mercantile Workers' Union, which is a union overseeing the STC. Just three worker-related issues. Firstly, the duration of 15 months may be too short for some of those involved, and whether we can consider extending that. Secondly, over and above the retrenchment benefits as well as the various hardship support we are giving through the unions and NTUC, whether some of those who have special needs or requirements can have extra assistance in terms of hardship cases. Finally, as a run-up to this entire layoff exercise, whether STC can allow within the retraining, reskilling and upskilling for the workers there to undertake skills training that may not be related to the job, may be related to a new job, maybe for an extended period, because these workers are still in employment, it is employer-supported, whether the employer can support outside of the normal traditional kind of skills and upskilling.”
“If I may give a quick response to the hon Member Gerald Giam, I think there are constraints and it was highlighted again in my speech. I mentioned about MOE's response to this idea and suggestion by the hon Member Denise Phua. There are constraints because the Member is looking at the whole continuum from primary to secondary school. As of today, the teachers and staff already have very exacting requirements and demands on their time and resources. So, doing this will mean dedicating even more resources, and even stretching workers in this space and the entire education ecosystem. This requires serious consideration and, therefore, it is something we need to think carefully before we move on to the step.”
“The idea has been fleshed out in our joint NTUC-Singapore National Employers Federation (SNEF) Professionals, Managers and Executives in Singapore (PME) Taskforce Report recommendations and again during our recent #EveryWorkermatters conversations. All workers, including PMEs, especially those in their 40s and 50s, are visibly concerned and anxious over skills obsolescence and unemployment. In this respect, I welcome Mdm President's mention and Deputy Prime Minister Lawrence Wong's speech yesterday, which alluded that the Government would study how we will extend support beyond the pandemic – well, similar to the COVID‐19 Recovery Grant and the SGUnited Jobs and Skills programme, to watch our backs and help our workers tide over unemployment and get re-employed again. Mdm Deputy Speaker, with that, I support the Motion of thanks to the President.”
“As we navigate a skills and employment landscape that is increasingly complex, the assistance and guidance by a career coach is becoming more of a necessity than a luxury. Therefore, I propose that there be industry-led accreditation of career coaches and counsellors and expanding SkillsFuture Credit utilisation to include the engaging of professional career coaches and counsellors. The advice and guidance rendered by the career coach would complement what SkillsFuture, in its existing form, already offers. It may even reduce or resolve the psychological barriers to training and ensure all Singaporeans that they have equal chances and opportunities at all stages to develop their skills. Whether they are in the midst of a life transition, or just looking to upskill, Singaporeans can look towards SkillsFuture as providing the full suite of services that would support them in that journey. Toolbox in hand, Singaporeans can be confident that there is a master tradesman by their side to guide them in the effective use of tools to achieve skills mastery. Taking a longer-term view, the SkillsFuture initiative could then be what reduces the skills and jobs mismatch, thereby reducing under-employment and skills shortages. It would maximise our intended structural outcomes in progressing the development of our people and economy, while ensuring that Singaporeans continue to have access to opportunities – regardless of their life stage – to help them find their true north and realise their full potential. On a final note, I have previously lobbied in this House on many occasions in the past decade, the possibility of monetary support for those unemployed to help them tide over the difficult period before finding and landing the next job.”
“Our workforce is made up of workers of varied profiles and it is imperative that we adopt a more targeted lifelong learning strategy for different worker segments – to ensure that everyone has fair access to opportunities, a level playing field for jobs, while, at the same time, balancing companies' manpower needs in the immediate and longer-term, to achieve equitable outcomes. We have skills frameworks and annual reports on skills in demand, which are very instructive and useful. But I opine that a more individualised and speed to market approach is needed so that time and resources spent on training and skills upgrading lead to clear outcomes in terms of wages and career progression and ensure every worker stays employed and employable. There is a way to enable this targeted lifelong learning strategy by tapping on the expertise of career coaches and counsellors. Professional, industry-accredited career coaches and counsellors work with us to explore our strengths and weaknesses, build confidence and chart our career paths. They are invaluable help and support throughout our careers. Unfortunately, such individualised career services are either availed to the high-potential segments of a company, only in large organisations and multinational corporations (MNCs) or those who are retrenched or unemployed. In the same vein, there is a lack of industry-led accreditation of career coaches and coaching in Singapore. For our young fresh graduates, mid-careerists in the throes of a mid-life or mid-career crisis and vulnerable segments, such as those who are not so young, as well as inmates and ex-offenders – having a career coach to mentor them, to help them navigate the journey of upskilling and retraining with them, can make a world of difference.”
“Just like the SkillsFuture Credit, which arms every Singaporean citizen from the age of 25 with this toolbox. However, not all of them open this toolbox, much less use it. Anecdotally, through my engagements with workers as well as with residents, this could be attributed to two reasons. First, there are just too many options for training programmes out there. Second, there is a perceived lack of guarantee that undergoing training would result in tangible outcomes for the individual's career, in terms of wages and progression. Returning to my toolbox analogy, what this means is that: first, there are just too many tools in our toolbox, leading to confusion; and two, a lack of knowledge on how using a certain tool or a combination of tools would help us accomplish certain tasks, revealing a lack of clarity or information asymmetry. The next question, then, is a straightforward one – how can we help Singaporeans navigate these tools, cut through the analysis paralysis, resolve the paradox of choice and have the confidence that the utilisation of these tools would empower them with the means to fix a leaky pipe, replace a light switch or assemble a table and become the version of the skilled tradesperson that they have always aspired to be? In other words, how can we tighten the nuts and bolts of our SkillsFuture ecosystem to generate outcomes that will ultimately be beneficial for Singaporeans and their careers and, eventually, our economy?”
“We have already seen how SkillsFuture has paid off for businesses. Results from a study conducted by SkillsFuture Singapore (SSG) and the Ministry of Trade and Industry (MTI) showed that companies which tap on SkillsFuture to fund eligible training expenses report revenue benefits and higher productivity. Our research in the Labour Movement also revealed that majority of business leaders have observed positive changes in their workers post-training, such as higher performance at work and being able to take on new job responsibilities. These findings are promising and we certainly hope that all businesses will provide their workers that access to quality continuing education and training (CET) and upgrading opportunities. The Labour Movement will continue its work in advocating that employers provide adequate training support for their workers so that they may tap on opportunities that arise in the new economy and ensure a just transition for all. However, I feel we can do more for the individual Singaporean in ensuring that this system, that supports lifelong learning, works for them too. The vision to strengthen our SkillsFuture ecosystem, such that everyone is enabled to do significant skills reboot during their working lives, is one that I firmly believe in. Mdm President shared that such a skills reboot would help to keep Singaporeans employable or transit across to jobs in new areas of growth. I wholeheartedly agree with this. What the entire SkillsFuture programme does is that it provides us access to a toolbox. Call it a CET toolbox – a collection of educational courses and training programmes that are meant to support and equip us on this journey of lifelong learning, enabling us to accomplish skills mastery and even second-skilling ourselves.”
“There are also those who want to retain the PSLE and want to have a choice of the secondary school they want to enter at some interval. Likewise, with SBB to be rolled out across all secondary schools in due course, it will allow students to discover and pursue their passions and interests while deepening their strengths and abilities and have a more structured and less painful process for learning. We do not want an arms race or more stress due to examinations. We also do not want to cram children with even more content as character and values are equally, if not more, important. I am glad we have made significant changes to the education system and must continue to do so to improve. I, therefore, agree and support what Deputy Prime Minister Lawrence Wong mentioned in his speech yesterday on our refreshed meritocracy, which is a continuous one with learning opportunities, milestones, ladders at multiple junctures through this learning continuum. It, therefore, holds true that it remains a treadmill journey and we need to constantly evolve and find new and innovative ways to imbue the love for learning in everyone; foster a lifelong learning culture and ensure our people stay ready, relevant and resilient – ready to do better, relevant to move forward in life and resilient to try again. In my recent contribution to ETHOS, a publication of the Civil Service College, I reiterated the importance of adopting a mindset of lifelong learning to address the issue of skills mismatch. SkillsFuture, the national movement to provide Singaporeans with the opportunities to develop their fullest potential throughout life, regardless of their starting points, is Singapore's initiative towards inculcating that mindset and embedding it within our culture.”
“Mdm Deputy Speaker, I rise in support of the Motion to thank Mdm President for her Address at the Opening of the Second Session of the 14th Parliament. Mdm President has reiterated the importance of ensuring a broader and more open meritocracy that works well for all Singaporeans; one in which no one feels left behind. Whether it is in education or employment, the Government has made positive and concerted efforts to promote meritocracy. As a labour MP, I have been lobbying in the past few years against discrimination and have been part of the efforts in the Tripartite Committee on Workplace Fairness to uphold the principles of fair and merit-based employment in Singapore. The interim report and update was recently issued and I look forward to seeing this piece of legislation next year, when it is introduced in Parliament. The issue of age discrimination and ageism as highlighted by hon Member Sylvia Lim is one area which will be addressed in this piece of legislation. On the education front, I can see the efforts at levelling the playing field and providing opportunities for all to maximise their full potential in the entire learning continuum from mainstream to adult education and continuing education and training both in and outside of employment. Yesterday, the WP through hon Member Gerald Giam proposed through-train schools for the first 10 years. This is not a new idea, as my fellow MOE Government Parliamentary Committee (GPC) member and former Chair, hon Member Denise Phua, had suggested almost a decade ago and on different occasions. MOE, during the Committee of Supply, had explained considerations to right-site our students according to their learning needs and the associated challenges of implementation that we must carefully consider.”
“Third, MOM working closely with YRSG and SPS can support employability skills training, including job readiness programmes, such as resume and cover letter writing, navigating the job search and job application process before their eventual release. After-hours Work Communication”
“As part of our #EveryWorkerMatters conversation last month, together with my National Trades Union Congress (NTUC) colleagues and volunteers, I had the great opportunity to host a dialogue session at our NTUC premises for more than 100 employers, ex-offenders, Yellow Ribbon Singapore (YRSG), Singapore Prison Service (SPS) and New Charis Mission Friends. This is the first time that NTUC and the Labour Movement has engaged this community for a dialogue. On another occasion earlier this month, my team and I had an opportunity to engage a group of inmates at Changi Prison, as part of our #EveryWorkerMatters conversation, to share as well as hear their thoughts on jobs, skills, training, and employment and employability in general. I applaud the work of YRSG and SPS, and for making our engagement possible, so that we can hear first-hand from this community as we forge a new workers' compact. As much as it was happy to hear some employers leaning forward to help and hire ex-offenders, we hear the fears and anxieties from the inmates who are soon to be released and want to re-integrate back into society and the workforce. I have three suggestions for MOM to consider to help this group of workers: first, MOM should support and better incentivise and encourage employers, businesses and trade associations to hire ex-offenders as well as offer internship opportunities for them, to assist them to assimilate into these jobs. Second, MOM and our career placement agencies, including the private ones, can provide career coaching, advisory and mentoring services for this group of jobseekers, so that we can minimise the expectation mismatch.”
“Good human resource (HR) practices and processes are an essential ingredient if we wish to foster a fair and inclusive workplace. One way this can be achieved is by having certified HR professionals in our organisations. I have three suggestions to the Ministry of Manpower (MOM). First, it would be to mandate companies to have at least one Institute for Human Resource Professionals (IHRP)-certified HR professional before they can be allowed to hire any foreign manpower. Second, is for the IHRP certification course and examinations to include the knowledge of the concept of tripartism including all the requisite tripartite standards, guidelines and advisories as well as working with unions and the industrial relations system. Third, HR cannot be the sole custodians of progressive practices. People Managers also play a critical role in supporting and cascading good human capital practices in the organisation. I believe more can be done in this respect and professional bodies like the IHRP can work with partners like Singapore National Employers Federation (SNEF) and NTUC Learning Hub, Institutes of Higher Learning (IHLs) and HR associations to equip People Managers with the requisite skills and knowledge to better engage and nurture their workforce. Update on Implementation of Progressive Wage Model (PWM)”
“Chairman, I declare my interest as a member of the Tripartite Committee on Workplace Fairness. I am glad that MOM has accepted the recommendations of the NTUC-SNEF PME Taskforce and we are going to introduce a dedicated workplace fairness piece of legislation as well as a points system via COMPASS to regulate the issuance of Employment Passes. Can MOM provide an update on COMPASS? On the same note, can MOM also update us on the Fair Consideration Framework and the number and type of cases reported, investigated and closed at Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) thus far? I will also wish to ask the status of the Strengthening the Singaporean Core efforts and suggest if we can publish the triple weak list of companies as the workplace fairness piece of legislation will only be introduced in the latter half of 2024 and is effective 2025 and beyond. Also, after the new piece of legislation, what will be the status of the Fair Consideration Framework, TAFEP as well as the watchlist? Foreign Workforce Policies”
“During our NTUC-Singapore National Employers Federation (SNEF) PME Taskforce consultations, surveys and focus groups as well as in our latest #EveryWorkerMatters conversations, mature PMEs, especially those above 40 years of age, are anxious about the prospects of their employment and employability. In this respect, I have three suggestions for MOM. First, extend the Jobs Growth Incentive (JGI) and restore the Career Support Programme (CSP) which was the precursor to the JGI to incentivise and encourage employers to hire mature workers, especially PMEs. Second, introduce a Mid-Life Career Transition programme involving individualised career coaching, advisory and counselling to provide personalised guidance and support for every mature worker including PMEs, whether they are in or out of employment. And third, while I applaud the extension of the Special Employment Credit, can MOM consider raising the current $4,000 salary cap to benefit even more mature PMEs? Workplace Discrimination”
“I thank Minister Chan Chun Sing, Minister Maliki Osman as well as Minister of State Gan Siow Huang, the MOE team of educators, teachers, staff, as well as the Committee of Supply (COS) team for powering this entire COS debate for MOE and sharing the plans. MOE is doing so much more now from preschool, to primary, secondary, beyond secondary, now even CET, so the 15 plus 50, and really, there is a lot of work to be done. I will end off with my school's motto, "Potest Qui Vult" – "If there is a will, there is a way". On that note, thank you very much and I beg leave to withdraw my amendment. [(proc text) Amendment, by leave, withdrawn. (proc text)] [(proc text) The sum of $14,338,501,100 for Head K ordered to stand part of the Main Estimates. (proc text)] [(proc text) The sum of $450,000,000 for Head K ordered to stand part of the Development Estimates. (proc text)]”
“I would like to take the Minister's suggestion earlier to invite us to suggest ideas where we can do less and jettison, and also following up on hon Member Dr Wan Rizal's suggestion on lightening the workload of teachers. I have one suggestion. Currently, I think a lot of teachers and educators, particularly in primary schools and secondary schools, are very bogged down with setting examination scripts – every year, year on year, trying to innovate and find new ways to ask questions. And to lighten the load, can we do it at the cluster level for economies of scale? So that you also do not have to second-guess the other schools and try to get the other schools' papers and stuff like that. That would also lighten the load of teachers – by setting examinations for subjects at the cluster level.”
“Ultimately, both the learners and society will benefit when our workforce is equipped with the skills needed for a changing labour market. [(proc text) Question proposed. (proc text)] Future of Education”
“In the same vein, I further submit that we should require employers to provide training leave for workers to undergo training and skills upgrading. Finally, better recognition of skills and competencies by employers. Singapore's system of meritocracy has been debated many times. While it encourages us to strive for better outcomes, it has led to an endless paper chase as degrees and diplomas are used as proxies for individuals' skills. But these papers only reflect skills at a particular point in the learner's life cycle and are not the be-all and end-all. Employers need to recognise that the mark of a high-performing individual is in his skills and competencies. Instead of an unhealthy overemphasis on academic qualifications, we should reward learners who continuously develop themselves via CET programmes and modular courses. Employers, likewise, should also take the opportunity to leverage training opportunities, such as those offered by our NTUC's Training and Placement ecosystem, to train and develop workers thus strengthening their own talent pipeline. Mindset shifts will take time especially when it comes to deeply ingrained beliefs and habits. There are no silver bullets. However, I am optimistic that we are moving in the right direction and we can achieve this with concerted effort from Government and society. In conclusion, it is therefore submitted that we can do better in our quest to develop future-ready learners. We need to have better career guidance and coaching, better access to quality CET and better recognition of skills and competencies by employers and training leave to do all these. Together, these will encourage lifelong learning and enable learners to take ownership of their own career development.”
“Just as Tony Stark upgrades his Mark suits to prepare for future and more lethal attacks, we upgrade our skills and employability with each CET qualification obtained, improving our chances to bullet-proof ourselves against curve balls and seize opportunities in the future economy. Thus, I urge MOE to dedicate more and latest resources into encouraging and catalysing both employer-supported and individual-initiated training so that we can weather any storm and fight new challenges. And just as Tony Stark is selective about the modifications that he makes to his suits, we must also ensure that the CET offered are well-designed to attract adult learners who have to balance work and other commitments. CETs must be relevant to the demands of industries or they will not be effective at improving employment outcomes. CET providers and industry must collaborate closely so that our CET offerings can be adjusted in response to rapidly changing needs of our economy. NTUC is more than happy to support this collaboration via our network of unions and company training committees. But even the best Mark suits are of no use if no one wants to put them on. We must help Singaporeans recognise and embrace lifelong learning as a continuous process. Through school, we build strong foundations; through work, we gain practical experience; and through CET, we stay up-to-date and remain competitive. Mainstream education, CET providers and industries must work together to develop curricula and programmes that would equip learners with skills and knowledge they need to succeed now and in the future. This will help our learners realise the value of ongoing personal and professional development and industries to have access to a highly skilled and capable workforce.”
“However, once they leave the IHLs, they may no longer have access to subsidised professional career coaches, which is unfortunate. Coaches work with us to explore our strengths and weaknesses, build confidence and chart our career paths. They are invaluable resources throughout our careers and the start of our career journey should be no exception. We owe it to our youth, especially those who have given up much during the pandemic years, to help them get a strong footing on the career ladder. Understandably, our IHLs, or what Minister endearly calls Institutions of Continuous Learning (ICLs) may want to concentrate their resources on current students. By the same token, only the unemployed and retrenched have access to employability and career advisory as supported by Ministry of Manpower. I hope that the Government will consider allowing youths as well as workers in general to make use of their SkillsFuture credit for career coaching services, since this aligns with its aim which is to encourage individuals to take ownership of their skills development and lifelong learning. This will also mitigate against skills, jobs and expectations mismatch which is a cause of our structural unemployment problem here in Singapore. The next area we can do better in is access to quality CET and to make CET a way of life. If we think about it, CET is very similar to Iron Man's Mark suits. On his own, Tony Stark is human, though a brilliant and resourceful one. But when he puts on his Mark suits, he becomes Iron Man, Earth's Best Defender. Similarly, when adult learners participate in CETs, we upskill and reskill ourselves, allowing us to respond constantly to evolving industry needs and challenges.”
“Sir, I beg to move, "That the total sum to be allocated for Head K of the Estimates be reduced by $100". The past few years have undoubtedly been a test of mettle. Especially so for our educators and school staff who have worked tirelessly to ensure our students are safe and schools remained open during the pandemic, all while balancing their own demands and caregiving needs. Not to forget the staff in MOE headquarters who have toiled in the background, coordinating and supporting our schools' responses. I tip my hat to all of you for taking every challenge in your stride as you continued steadfastly to mould the future of our nation. With business and economic disruptions occurring at a more rapid pace, identifying the skills demanded in the future and equipping our learners with these in a timely manner will be a perennial challenge. COVID-19 showed us how quickly our modes of working can be upheaved but it also showed us that if we can react rapidly, we can seize opportunities even in challenging times. As our education system evolves, I hope that we do not just do more, but do better. I would like to highlight three areas that we must do better in, in what I shall call the "three betters". First, better career guidance for youth who have just left school and new entrants into the workforce through career coaching. Second, better access to quality Continuing Education and Training, also known as CET. Third, better recognition of skills and competencies by employers. Our mainstream school students have access to education and career guidance throughout their education journey, all the way up to their time in Institutes of Higher Learning (IHLs).”
“How can MinLaw help to uplift and further enhance the in-house counsel and para-legal/para-professional fraternities through active support of their learning and skills development, as well as their career progression? Evolving Needs of the Legal Industry”
“Chair, I declare my interest as Director of Legal for the National Trades Union Congress (NTUC) and honorary member of Singapore Corporate Counsel Association (SCCA). In-house counsels in Singapore form a significant and growing part of our legal fraternity. The number of in-house counsels has outstripped the number of lawyers in practice to date. Well-skilled in-house counsels greatly boost the value and expertise of companies to confidently close deals, act in line with compliance practices and navigate risks in a complex and changing world. This presents a great opportunity for our Singapore in-house legal counsels to differentiate themselves in their skillset as they help businesses move confidently into the region, while also helping to bring back crucial work to our private practice lawyers and others in related fields. It is in this vein that I submit to MinLaw to provide even greater support and funding towards the training and professional development needs of in-house counsels in Singapore through SCCA. By the same token, we also have a group of para-legals, also known as para-professionals or legal executives in law firms and corporate entities. Many of them graduated from the Diploma in Legal Executive Studies or the Diploma in Law and Management by Temasek Polytechnic or other educational institutions. When I last engaged this group of graduates, they also hope to build and boost their professionalism, competencies and standards, continuing education and career progression opportunities. They will, therefore, require further support from MinLaw in their drive towards this end.”
“Just this month, one of my Pioneer Single Member Constituency (SMC) residents came to see me at my Meet-the-People Session as he had unpaid wages and Central Provident Fund (CPF) contributions for months because his company is undergoing judicial management. The judicial manager did not entertain him and till this day, he is still working in the company without being paid his salary, in the hope that the company turns solvent, as he has a wife who is undergoing cancer treatment. Can MinLaw do something about this unfortunate situation? Litigants-in-person and Access to Justice”
“My first cut is on the Protection from Harassment Act (POHA) and CDRT. Since coming into force in November 2014, can MinLaw provide an update on POHA cases and the POHA Court that has been set up, especially the number of cases settled and adjudicated? I ask for the POHA Court also to track the breakdown of the various types of POHA claims, for example, online versus offline, sexual harassment and workplace harassment cases. I also wish to ask MinLaw to provide an update on CDRT cases and share the plans to better ensure the efficient and effective resolution of CDRT complaints, as there are more situations of work-from-home, resulting in more neighbourly disputes on the ground. Some of these disputes cannot be resolved via the voluntary mediation, via community mediation and so on. Would such mediation be eventually made compulsory? Plight of Workers and Insolvent Companies In the event of a company undergoing insolvency process, even though there is a priority of debts prescribed by law, workers' outstanding wages remain unsecured debts and there is usually little to no assets left to pay these workers' salaries, after all the company's secured debts have been satisfied. An unpaid worker may still need to go through a protracted enforcement process against the company to recover unpaid salaries. This is further exacerbated during recent times when companies undergo other related proceedings, such as judicial management, where a moratorium is ordered where we cannot enforce our rights under a collective agreement and other due process without leave of Court, which is an onerous, cumbersome and costly process.”
“45 pm Third, taking off my interaction with the community, I suggest that MHA give more support for halfway houses and shelters specially catered for women, including those run by charities, non-governmental organisations (NGOs) and religious organisations. Collaboration with Malay/Muslim Community”
“As part of our #EveryWorkerMatters conversation exercise last month, together with my National Trades Union Congress (NTUC) colleagues and volunteers, I had the great opportunity to host a dialogue session at our NTUC premises for more than 100 employers, ex-offenders, YRSG, SPS and New Charis Mission friends. This is the first time that NTUC and the Labour Movement has engaged this community for a dialogue. On another occasion earlier this month, my team and I had an opportunity to engage a group of inmates at Changi Prison as part of our #EveryWorkerMatters conversation to share as well as hear their thoughts on jobs, training, skills and employment and employability in general. I applaud the work of YRSG and SPS and for making our engagement possible, so that we can hear first-hand from the community as we forge a new workers' compact. As much as it was happy to hear some employers leaning forward to help and hire ex-offenders, we hear the fears and anxieties from the inmates who are soon to be released and wanting to reintegrate back into society as well as find decent work when they are out. In this respect, I wish to make three points. First, I wish to know what is being done thus far and the plans of SPS and YRSG in this important space to help in the employment and employability needs of ex-offenders. Second, I hope that MHA will consider reviewing the Registration of Criminals Act in the treatment and type of offences that are spent, including the duration of the past offence before a criminal record is spent. This area has not been reviewed for a long time and I hope the review will be able to give ex-offenders a higher chance of employment and employability when they re-enter into the workforce and society. 3.”
“NS is an important component of our nation's defence and the contributions and commitment of our NSmen are instrumental in ensuring peace, stability and security of Singapore. However, Singapore's total fertility rate, which is already one of the lowest in the world, is declining. As a result, the number of full-time NSmen is projected to decrease. This further exacerbates the situation as our NSmen form the bulk of our defence force. This statistic could be worrying for MINDEF and the SAF, as it poses a significant manpower and structural challenge to the SAF. We would eventually have to face the issue of maintaining an effective military force with a much leaner SAF. 11.15 am With that in mind, how is MINDEF and SAF working to ensure that we optimise the development and deployment of our NSmen within the SAF, to tap on and maximise their skills, physical status, capabilities and contributions? Functional Assessment for NS Pre-enlistees”
“I thank the Senior Parliamentary Secretary for the reply. I note that the data given is only for those above 85 years old, because there is quite a number who are below 85 at the point of death, the figures are not given. I think the crux of the issue is that we do hear, anecdotally, many MediSave account holders who pass on with larger or quite significant amounts in their MediSave accounts. And therefore, this is an appeal for the Ministry of Health (MOH) to consider whether we can allow greater MediSave deductions, especially for those with chronic illnesses, rare diseases, as well as for exigencies, where they need to tap on the MediSave to pay, to prolong their life and make sure that they are adequately treated.”
“This month marks a major victory in our fight against COVID-19 as we stepped down from DORSCON Yellow to Green. Over the course of the pandemic, the Public Service has responded well to the rapidly evolving situation. I want to place on record our thanks to all in the Public Service, including our union leaders in the public sector, for going the extra mile and for tirelessly seeing us through these three years of toil and trouble, and seeing us through the entire pandemic safe and secure to the admiration of many countries across the globe. The COVID-19 pandemic has emphasised the importance of the agility of the Public Service, especially through enhancing officer’s cross-deployability. For example, the National Call Centre for Mask Collection was stood up quickly by re-deploying many Public Service officers to the call centres to support the mask distribution efforts. These officers were not frontline service staff and had to be trained quickly to manage calls and address queries. It also underscores the importance of developing a Public Service with officers equipped with multiple, diverse and future-ready skillsets that we can tap on quickly to address critical needs. These new skillsets also enhance the employment and employability of our officers in the Public Service. On behalf of our unions and union leaders in the public sector, I wish to ask how is the Government supporting the growth and development of public officers so that officers can acquire diverse skills, and to ensure that Public Service remains ready, relevant and resilient – ready with the new skills, relevant to the new jobs and requirements, and resilient to the new changes and curveballs hurled at us? Corporate Governance of Our Companies”
“I would like to thank Deputy Prime Minister for emphasising and reiterating that every worker matters, in response to the calls of the fellow labour MPs, in particular, the big focus on training, skills upgrading and development. I thought that I just wanted to seek clarifications on two points or should I say two suggestions. Firstly, thanks for the great support of the NTUC-SNEF PME Taskforce as well as the rallying calls to better support mature PMEs in trying to re-enter and re-employ back into decent jobs. But at the same time also, we noticed a gap, as several of us have highlighted on career advisory and coaching and support services, particularly strong at the early career guidance level when they are still in school, particularly strong when they are unemployed, retrenched and laid off but a big gap where new entrants into the workforce as well as those who are in between or in employment. I thought this part we will make some rallying calls. We hope for Deputy Prime Minister and team to support the Labour Movement as we want to endeavour into this space.”