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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“What matters is that we remain resilient, seek out opportunities amidst these disruptions and adapt to ride the waves of change. To support our workers as they navigate these uncertainties, we need a threefold approach with the "three Fs" of financial support to cushion displaced workers in the short-term, facilitated employment and training, as well as fair access to PME roles. We at NTUC will continue to champion these for all workers, so that every worker can secure better wages, welfare and work prospects because every worker matters. I believe we have the means, the resources, the capabilities and the right people to make this happen in Singapore. The strong tripartite bond between Government, employers and the labour movement has been our secret weapon for many years and will continue to do so as we transition into a new and prosperous future. Mr Speaker, Sir, I support the Budget.”
“NTUC as the Labour Movement have been lobbying for and watching this space, whether it is discrimination with respect to age, gender, nationality, or even disability, whether physical or mental, as well as all other forms of discriminatory practices. We now have the tripartite guidelines for fair employment practices, as well as the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP). Employers should establish and implement policies and practices to foster a fair and inclusive workplace and provide a safe environment for workers to report concerns. To do so effectively, it is crucial for companies to have certified Human Resource (HR) professionals, either by the Institute of Human Resource Professionals (IHRP) or other internationally recognised organisations. SMEs with lean manpower should also be equipped with such HR professionals, perhaps through the introduction of shared HR services. I would like to call for the Government and tripartite partners to generate more awareness on the importance of improving HR standards, possibly through the IHRP certification, and to further collaborate to improve existing policies and practices. Where retrenchments are inevitable, the Government must ensure fair and responsible retrenchment practices are adopted. For the small proportion of egregious companies with discriminatory practices, there should be a penalty framework in place to bring them to task. I hope that the upcoming Workplace Fairness legislation will strike a good balance between protecting our local workforce and managing business needs. Mr Speaker, Sir, to conclude, we cannot escape from disruptions and rapid structural changes in our economy. Our local workers, especially mature PMEs, will continue to face volatility and uncertainty.”
“While we embark on these efforts, I hope employers will also do their part by recognising vocational certifications of mid-careerists who have upskilled or reskilled themselves and want to enter different sectors, such as the tech sector. In the long run, this will help the local talent pipeline and strengthen our Singaporean Core. Beyond supporting displaced workers, we must also facilitate upskilling and reskilling amongst those who are still in employment. I urge the Government to consider incentivising more employers to send their employees for training, by providing higher funding support for Absentee Payroll and providing maximum funding for courses relevant to sectors where there is a shortage of local PMEs and workers. This enhanced funding of both training and absentee payroll can also be extended to sectors and companies facing difficult cyclical challenges such as in the electronics sector, even as most of our industries recover post pandemic. We should also facilitate access to career coaching to empower workers to chart their career paths. Beyond larger establishments like NTUC’s e2i and Workforce Singapore, there are numerous private sector career coaches that individuals can tap on. I therefore ask for SkillsFuture Singapore to consider extending the usage of SkillsFuture Credits to engage personal career counselling and advisory as well as coaching services as these are currently limited to selected segments of the workforce. The last element, or should I say the last "F" is fair access to PME roles for our locals. We must ensure a level playing field for our local PMEs and the foreign talent that we bring in to complement our local workforce.”
“The second important element is facilitated employment and training. Job-seeking can be a very daunting experience, especially when the individual is forced to seek new employment involuntarily. In another online survey with 1,000 respondents conducted in April 2021 as part of the PME Taskforce work, only 58% of mature PMEs were confident in getting a job with their current skills and capabilities. Our employment facilitation landscape must optimise the job-seeker experience by funnelling them seamlessly to the support they need at various stages. This could be in the form of customised career counselling and advisory or training that would equip them to take on jobs in growth areas or redesigned job roles. Thereafter, we need to enable a good career match via schemes such as the Career Conversion Programmes, which allow workers to be placed in new roles, and then undergo structured on-the-job training to transit into the new role. Finally, we must continuously monitor outcomes for participants so we can come in and support them in a timely manner. NTUC’s e2i is committed to working closely with the Government to support jobseekers, particularly the more vulnerable, mature tech mid-careerists as well as those most likely to be affected by the green transition, such as workers in the oil and gas industries. e2i’s Lift-and-Place model can be leveraged to facilitate the movement of workers from sectors that are declining to adjacent sectors that require similar skills, or sectors that need to quickly ramp up operations. Our unions and union leaders will also work together to improve career matching and transition assistance to workers at the grassroots.”
“At the height of the pandemic, the Ministry of Social and Family Development (MSF) introduced the COVID-19 Recovery Grant (CRG) to provide temporary financial support to workers who experienced involuntary job loss, no-pay leave or income loss. To be eligible, unemployed workers must prove that they have actively participated in job search or training or attempted to improve their business revenue, if self-employed. NTUC’s e2i will contact individuals who are receiving their third tranche of CRG to refer them to resources that can support their job search efforts. In the same vein, we introduced the Self-Employed Persons Income Relief Scheme (SIRS) to help freelancers and the self-employed to tide through the first year of the pandemic for up to $1,000 per month and up to nine months. I am grateful that the CRG has been extended till the end of 2023, as many workers are still recovering from the pandemic’s economic impact. However, I would like to reiterate the call for the Government to go a step further and introduce a permanent scheme that would provide short-term unemployment support for all workers who are involuntarily displaced, including PMEs. Beneficiaries could similarly be required to prove that they are actively trying to re-enter the job market. In this way, it provides targeted support, coupled with upskilling and job matching which NTUC is well-placed to support, to help workers rebound and re-enter employment. I acknowledge that a scheme of such scale will be challenging to introduce, but I implore the Government to seriously consider this proposal. This scheme would reassure our workers that we will work hand-in-hand with them to navigate through the exacting changes and challenges in the global economy.”
“However, as I shared earlier, PMEs are an increasingly vulnerable group because of rapid economic changes and cycles. When complemented with active labour market interventions, unemployment support – or using another term, re-employment support – can help displaced PMEs in their job search journey. The support provides displaced workers the space to upgrade their skills and look out for suitable employment, with the knowledge that they would be able to continue supporting their family’s basic needs during this difficult period. This increases the likelihood of PMEs looking for jobs that are a good match to their skillsets or which offer progression opportunities. With a better job match, their employment duration at their next job could be longer and any under-employment mitigated. There are understandably concerns that with unemployment support, workers will remain unemployed for longer periods, making it harder for them to re-enter employment and causing a strain on Government resources. However, in an online survey with 500 respondents conducted in April 2021 as part of the PME Taskforce's work, almost 80% supported the introduction of unemployment support, with most citing that it would help workers cover their basic needs during their job search. This finding echoed the calls I made consistently since 2014 when I first started lobbying for some form of unemployment support for our PMEs and workers. We still hear the same today, as we carry out our #EveryWorkerMatters Conversation. Indeed, we have seen how unemployment support can serve as a lifeline while facilitating workers to upgrade their skills and actively search for jobs.”
“They are in a particularly precarious position when they lose their jobs as they generally have more dependents. They also take a longer time to find a new job in view of their age and may lack relevant skills to take on the new and growing areas and jobs. Upon re-entry to employment, there is also an increasing propensity for them to suffer from a drop in wages. As we move forward, we need to keep a look out for every worker and bring everyone along together on this journey of progress because every worker matters. To do so, we need a threefold approach, what I call the "three Fs": first, financial support for displaced workers to cushion them and their families in the short term as they actively search for new employment; second, facilitated employment and training to upgrade workers and help them seize opportunities in the new economy; third, fair access to PME roles to allow our local PMEs to compete with foreign PMEs, regardless of age, on a level playing field and boost local PMEs' employment outcomes and strengthen the Singaporean Core. Some of these, such as the short-term financial support, are part of the recommendations presented by the joint NTUC-SNEF PME Taskforce which I co-chaired with the Singapore National Employers Federation (SNEF). I also spoke about them in my last Budget speech. I am heartened that the Government has taken these recommendations to help our local PMEs into serious consideration, but there is also still more that we can do to support our workers facing anxieties about unemployment. Allow me to elaborate. First, short-term financial support for displaced workers. Today, PMEs are generally less likely to receive support from the Government in view of their earlier higher income.”
“Mr Speaker, Sir, I rise in support of Budget 2023. It is a thoughtful and forward-looking Budget which supports the diverse needs of society while ensuring judicious spending as we build our resilience to embrace future challenges and opportunities. The nature of our economy as we know, is shifting and changing due to digital disruption and the green transition. We cannot shy away from these, and in fact, we must be at the forefront to ensure that Singapore remains a competitive and attractive investment location. In the longer term, this will lead to better jobs, better wages and better opportunities for our local workforce. However, because of this rapid restructuring, the nature of work is transforming and the half-life of skills is shortening. Understandably, this has caused greater uncertainty and anxiety for our local workforce. This is further exacerbated by demand softening in various parts of the world, resulting in cyclical headwinds in sectors such as manufacturing in the electronics and semi-conductor space. On top of this, there is also the challenge of soaring energy prices which is eroding profits of companies. Deputy Prime Minister Lawrence Wong mentioned the extension of the Energy Efficiency Grant which would be welcome by eligible businesses. I do hope the Government will also consider helping other critical sectors to cope, such as through energy rebates for export-focused electronics firms, to keep these high-value industries afloat and ensure workers’ livelihoods. In my past speeches, I have highlighted a segment of our workforce which has been impacted immensely. They are the Professionals, Managers and Executives – PMEs for short – especially those 40 to 60 years of age.”
“I thank the Senior Parliamentary Secretary for her reply. I think this is this question emanated from a case which I encountered last month. One of the residents in my Pioneer single member constituency (SMC), who is an undischarged bankrupt, had salaries including overtime payments owing to him. And therefore, when he went and approached TADM, he was unable to take the matter further. As the Senior Parliamentary Secretary rightly pointed out, after mediation, he still needed the approval of MinLaw to be able to take the claim to the Employment Claims Tribunals. I am hoping therefore to raise this, because this is quite ironical. The very fact that he is working as an undischarged bankrupt is to earn wages so that he can repay his debt. So, it is a bit ironical that in late payment or unpaid salary situations, he or she is unable to take further action. Therefore, I hope the Ministry of Law can review this to make the process more seamless and easier for aggrieved workers.”
“To conclude, Mr Deputy Speaker, Sir, I rise in support of these amendments to strengthen SSG's regulatory powers to ensure that it remains fit for purpose and to achieve greater deterrence in preventing and remedying funding abuse, and inhibiting false or misleading advertising, which could damage public perception of SSG and the entire SkillsFuture initiative. I support the expanded scope of powers given to SSG-appointed inspectors, but opine that it is imperative to have the robust safeguards in place such that these powers are not abused.”
“Additionally, there should be in place proper public and training provider communications on these new set of powers including frequently asked questions (FAQs) and detailed illustrations in a simple-to-read format. Two, clarity. A clearer explanation and breakdown that is simple and easily accessible to training providers on what constitutes an "abusive funding arrangement" and "misleading information" should be provided. Additionally, there should be clarification on the conditions for exercising the investigative powers that are vested in SSG inspectors. Third, credentials. I ask for further specifications of the credentials of those who will be appointed as SSG inspectors and whether they will be staff who are trained and equipped to carry out such investigative and enforcement work, or whether this role will be outsourced, out of SSG? And, since SSG inspectors and officers are also now exempt from personal liability as per their inclusion in section 42, how will accountability be established in the case of abuse of powers? Four, contemporaneity. With these enhanced powers, how long will SSG take before they complete an investigation, on average, for any offence or possible offence? I ask this as training providers may be suspended and kept hanging in the air while waiting for investigations to be carried out. In a similar vein, will the punishments now set out in this Bill, be reviewed regularly and if so, how regularly to ensure it provides a deterring effect on would-be perpetrators, especially if scams and fraudulent schemes become more complex and egregious?”
“Persons who provide false or misleading information will be guilty of an offence, punishable at up to 12 months' imprisonment, or a fine up to $10,000 or both. However, these powers are intended for routine inquiries to verify information collected and ensure funds are used properly, and are not sufficient to investigate funding abuse cases, especially those that are more elaborately concealed. The proposed amendments to the SSG Act aim to target these shortfalls and shortcomings. It aims to do this by designating abusive funding arrangements and misleading advertisements as an offence, allowing SSG to direct errant persons to make refunds and to expand SSG's scope of investigative powers. There is definitely a pressing need for these greater powers to be bestowed on SSG to investigate and prosecute as we weed out abuses by training providers, and in particular, the "black sheep" which we have seen in past years when SkillsFuture and other training funding schemes were meant to encourage individual-initiated training, company-supported training and lifelong learning. However, we do not want to dampen the important role which private training providers play in the training, transformation and lifelong learning ecosystem. As such, even as SSG is given greater powers, I further submit that we need the four "Cs" – of communication, clarity, credentials and contemporaneity. One, communication. I call for the creation of additional modes and levels of communication and clarification between SSG and our training providers before a direction is issued to facilitate a cooperative relationship between training providers and SSG, relegating the issuance of directions for remedial actions only as a last resort.”
“For these cases, SSG does have the option to terminate funding and recover wrongfully disbursed funds through civil action. Civil action however does not effectively deter training providers, companies and individuals who are all out to abuse the system. Two, SSG can use contractual levers to take action against errant training providers who misrepresent SSG-approved funding courses and funding information, but they can be difficult to enforce in practice and insufficient in deterrence. From time to time, SSG encounters cases involving misrepresentation of SSG-approved courses or funding information. These include falsely indicating that the course is recognised by the Government, falsely indicating that a course is free when, in reality, SkillsFuture Credits is needed to be used or even false promises of obtaining nationally recognised qualifications upon course completion. While contractual levers such as terminating funding and approved status of delinquent training providers can be used, SSG lacks the legislative levers to direct errant training providers to take remedial actions, such as refunding out-of-pocket course fees paid by trainees or repaying subsidies obtained from SSG. A concern here is that the continued misrepresentation of SSG's funding schemes could mislead the public into signing up for unsuitable courses and undermine public confidence in our lifelong learning ecosystem and how SSG is using its funds to drive the SkillsFuture movement. Three, SSG officers have the powers to verify information submitted for fund application and usage, but they are intended for routine inquiries only. The current SSG Act gives SSG officers powers to verify information provided by a person who applies for SSG funding and whether the funding has been used properly.”
“Mr Deputy Speaker, Sir. I rise in support of these amendment Bills to strengthen SSG's regulatory powers, but I am highlighting the need for robust safeguards in place to prevent abuse of power and to ensure the continued vital role of private training providers and CET centres in lifelong learning. With increased CET expenditure and expansion of the CET landscape, we have observed increasingly elaborate funding abuse cases that extend beyond the current purview of the existing SSG and SDL acts such as: One, training providers falsely indicating that its courses are recognised by the Government, or that they are free when, in fact, individuals need to use their SkillsFuture Credit to pay for out-of-pocket fees. Two, marketing agents soliciting sign-ups without intention to offer a course and submitting claims without the individuals' knowledge. Three, collusion involving multiple companies, where claims were submitted to SSG for disguised "employees" whose only role was to attend SSG-funded courses. At present, SSG has some avenues of recourse to act against those who abuse SSG funding, those who misrepresent SSG and to verify information submitted for fund application and fund usage. For example, one, SSG can take legal and civil actions against errant training providers who abuse SSG funding but there are limitations. Cases that constitute a cheating offence under the Penal Code can be referred to the Police for investigation. Since its inception in 2016, SSG has encountered three unrelated cases of fraudulent claims. However, not all cases of training grant abuse can constitute an offence as defined under the Penal Code. They are also not covered by current offences under the SSG Act.”
“In fact, for student care educators specifically, their salaries are disproportionately low when compared to the deliverables and expectations on them by parents. There are minimal progression opportunities for this group of educators. I hope that we can do more to uplift the profession of this group of educators and help raise the salary and progression of these student care educators. I know our Education Services Union will be happy and willing to work together with them. In fact, ESU is already working with some companies in the student care sector on the Company Training Committee initiative and we hope that bigger players will also come on board.”
“Can I suggest that all exam papers be set at a group or cluster level for all our mainstream levels – Primary, Secondary including college – so that time can be saved and there is greater uniformity, consistency and alignment especially such as during the pandemic, where prelim results are used as a proxy when the student is unable to undertake national exams. This will reduce disparity and take a whole load of onerous time off teachers and schools with this co-sharing of exam script preparation. Third, speaking on behalf of Union of ITE Training Staff (UITS), Ngee Ann Polytechnic Academic Staff Union (NPASU), Amalgamated Union of Public Employees (AUPE), The Singapore Manual & Mercantile Workers' Union (SMMWU) and Education Services Union (ESU), I hope that the same can also be extended to our educators in the Polytechnics, ITEs and all other educators. I am happy to share that some unionised companies in the private education sector have also done a review and given salary adjustments. We hope that the rest of the players in the private education sphere, which includes early childhood, student care, Autonomous Universities and Private Education Institutes (PEIs), will also do likewise and review their salaries to ensure that their overall salary packages remain competitive, and also to help those who need to cope with the rising cost of living. I am also aware some of the PEI trainers and lecturers are independent contractors also known as gig workers. A review of their compensation and benefits is also timely. All these will go a long way to give an assurance to our educators that, whether they are from the public and or the private sectors, their role in educating our future generations is recognised and valued.”
“Speaking on behalf of all our Teachers' Unions and Education Cluster of Unions, I join hon Member Abdul Samad in welcoming the recent move by MOE to adjust salaries by between 5% and 10% for their teachers and educators. Our teachers and educators join the profession and make it a career out of a passion to nurture and build up our young and the next generation. Notwithstanding, this round of salary review and adjustments by MOE will help in some way to ensure their remuneration remains competitive. One important and welcomed enhancement announced is the new GEO 5A substantive grade. This is a positive development as many teachers and educators prefer and are more passionate to do teaching as their main job and competency instead of the administrative or leadership path. However, I opine that remuneration alone is not something which will automatically attract or retain them. There are other areas, such as career progression, learning and development opportunities as well as the work environment, be it good supervisors, supportive colleagues and understanding parents of students all play a part to attract and retain our educators. In this respect, I think more can also be done to ensure the mental well-being of our educators including SPED educators and pre-school educators. In this respect, I have three suggestions. First, educators should be given opportunities to go on sabbaticals and also gap years to go on industry attachments outside of the education service, such as the people and private sector, to recharge and refresh their knowledge and perspectives. Second, I am aware teachers spend loads of time setting and preparing exam scripts for continual and semestral exams, including the upcoming for prelims.”
“Five, how will the DNA sample and data be managed in the eventuality of a disposal of the case? Notwithstanding the above queries and the need for safeguards, I support this Bill.”
“Five, whether this collection and examination will be outsourced to private organisations outside of the Singapore Police Force. Second, use and storage. One, I note that DNA collection will be for registrable offences. As some registrable offences may be petty in nature and some being more severe, what is MHA's rationale in deciding of this very broad sweeping approach? Two, can MHA also share how the actual DNA sample as well as the information and data of the DNA sample will be stored? Three, once stored, how is it protected and safeguarded, so that it shall not be illegally accessed and leaked whether by physical, cyber or virtual means? Four, for how long will the sample and the data on the sample be stored? Finally, will the storage be carried out by the SPF or some external or private organisation? Third, disclosure and disposal. One, can MHA also share how and who this DNA data will be shared with and disclosed to during investigations, prosecution and also in a Court trial as part of the criminal discovery process? Two, will there be any chance where this DNA information will be shared with law enforcement agencies outside of Singapore as part of worldwide police investigations, for example, as part of INTERPOL or for laws with extraterritorial effects? Three, will the DNA information collected also be shared with agencies outside of SPF, such as CPIB, CNB, ICA, MOM, MAS, CRA or even other agencies with quasi-enforcement and quasi-investigation powers, including with private organisations, such as insurance companies, when they investigate insurance fraud or corporate fraud and so on? Four, the other parts of the Act have provisions for offences to be "spent". Will it, therefore, follow that DNA samples will be spent when offences are being "spent"?”
“Mdm Deputy Speaker, I rise in support of this Bill. There is no doubt that DNA evidence and identification have helped solve numerous crime cases in and around the world and have been a boon for law enforcement agencies in cracking many major, violent, serious and organised crimes and have led to the successful arrest, prosecution and conviction of highly dangerous and wanted criminals. Notwithstanding, I wish to submit that there should be adequate safeguards in three important areas: DNA collection, DNA use and DNA disclosure. I have five questions and clarifications for each of these three areas for MHA to respond to and clarify so that we are all properly and unequivocally apprised of the necessary safeguards as we embark on this DNA journey. First, collection. One, there are numerous ways to collect DNA and I hope MHA can enlighten us on the ways and methods in which the DNA will be collected, or maybe there might only be one method, so that we can better understand how invasive the process may potentially be. Two, will young, youthful, intellectually-disabled, aged and other vulnerable persons also be subjected to this DNA collection process? And as we know, some young offenders can still be in Primary school and I am concerned that the process may be traumatising to a young offender. Three, my understanding is that accused persons who receive a judgment of a discharge amounting to an acquittal (DATA) will not have their DNA collected but those who are discharged not amounting to an acquittal (DNAQ) will have their DNA collected. Can MHA explain the rationale for this? Four, what safeguards will there be in place to prevent contamination of DNA in the entire collection and examination process?”
“Okay, two questions. My first question, would there be control, such that the ONE Pass does not go particularly more to those from one or two nationalities, and so that it is diverse; and whether that there will be limits on the number of dependants in which the ONE Pass holders will be able to bring in, such as children, parents, parents-in-law. The second question is, for family offices setting up shop in Singapore and paying their family members and relatives as employees way above the $30,000 per month salary, will they, therefore, qualify for the ONE Pass as well?”
“I thank the Minister for his Ministerial Statement. I have three supplementary questions. The first question will be —”
“I thank the Minister for the response and reply. Just two supplementary questions. Firstly, I take cognisance that MHA will be reviewing the screening of potential educators and even trainers and coaches of young children. But in light of the recent spate of cases of sex fiends against young persons, would MOE be looking at licensing tuition teachers, whether in a private setting and second, coaches and instructors that deliver services to students?”
“I thank the Minister of State for her response. I just want to make an appeal and ask MOE, especially SkillsFuture Singapore, to not because of this episode, hold back SkillsFuture funding for employers, workers, Singaporeans, who actually genuinely want to undergo lifelong learning and Continuing Education and Training (CET). Therefore, I really hope this does not hold back the generous funding and support for lifelong learning and CET.”
“Madam, I wish to ask MCCY how many Community Disputes Resolution Tribunal (CDRT) cases have been filed, heard, mediated and adjudicated on annually in the past five years. Also, what actions, if any, have our Courts or complainants taken when offending parties, even after the tribunal order, still continue to perpetrate and breach the order? I wish to also ask MCCY to share if there are plans to better ensure the more effective and efficient resolution of CDRT complaints as there are more situations of work from home and resulting in more neighbourly disputes and some of these disputes cannot be resolved via the voluntary mediation route via community mediation and whether such mediation, moving forward, can be made compulsory?”
“Sir, I would like to thank our fellow Government Parliamentary Committee (GPC) Members as well as Members of this House who have filed cuts for MOE's COS so that we can hear their thoughts, ideas and suggestions. Having had three children, one doing "A" levels this year, one doing Primary School Leaving Examination (PSLE), another doing "O" levels next year, I thank Minister Chan Chun Sing, Minister Mohamad Maliki bin Osman and Minister of State Gan Siow Huang, Minister of State Sun Xueling and the entire MOE COS team for powering this entire Committee of Supply and bringing us fresh perspectives as well as some of the policies, announcements and programmes to make our education more caring, more inclusive and more future-ready. At the same time, I also put on record our thanks to Director-General Wong Siew Hoong who is retiring from service at the end of this month. A big thank you to him as well. And the entire MOE team for giving us a good sharing of solving tomorrow's challenges with tomorrow's solutions. On that final note, a big thank you to all our teachers and educators, past, present and incoming, for building this love for learning and embracing lifelong learning so that each and every one of us can stay future-ready, future-proof and be ready with new skills relevant to the new jobs and resilient for the future. [Applause.] With that, I beg leave to withdraw my amendment. [(proc text) Amendment, by leave, withdrawn. (proc text)] [(proc text) The sum of $13,410,729,900 for Head K ordered to stand part of the Main Estimates. (proc text)] [(proc text) The sum of $393,400,000 for Head K ordered to stand part of the Development Estimates. (proc text)]”
“Sir, I just have two clarifications for the Minister. Firstly, on my suggestion to do an in-depth study, that is, to assess the mental health and wellness of our teachers and educators and whether MOE intends to embark on that. The second question is on the removal of mid-year exams for Primary and Secondary schools, which is upcoming. Does it also mean that in the mid-year, there will not be any sit-down tests as well as weighted assessments?”
“6% of their workforce actually attended training; (d) workers with skills gaps are not the top priority for training as compared to workers with higher potential; and (e) majority of the business leaders are reported to have observe positive changes in their workers post training. In conclusion, it is therefore submitted that to succeed in CET for adult learners and workers, it has to be in collaboration with our tripartite partners and a multi-stakeholder approach. We need to promote more equal distribution of training opportunities for workers. With the $100 million announced at Budget 2022 to support the Labour Movement in our company training committee formation and CET, MOE and SkillsFuture can now leverage on NTUC's training and placement ecosystem as a strategic partner to drive the CET agenda for workers and adult learners. [(proc text) Question proposed. (proc text)] Future of Education”
“Classroom management and curriculum will also need to keep pace with changes across industries, including a need to foster a global mindset in today's students. To keep pace and stay abreast of what is happening across industries and sectors, I suggest that MOE allow our teachers and adult educators an opportunity to take sabbaticals and industry attachments, including secondments outside of MOE and the private sector for an extended period of time so that they can translate their learnings, experiences in their teachings, when they return to the education space. For our students, classrooms would continue to move towards being paperless and more computer based. Coaching and mentoring will become more important. Though the students will incorporate much independence into their learning process, mentoring will become fundamental to our student and learner success. As such, more resources should be dedicated by MOE to this function, which actually integrates leading with early career guidance, which I submit, we can do more of and better in across the board. On the adult learner front, NTUC recently embarked on a study with 564 business leaders across industries, looking into how CET can be enhanced to upskill our workers to meet the needs of today's and tomorrow's labour market. The five key findings revealed: (a) skills mismatch continues to be the most prevalent form of mismatch; (b) the top five transferable skills sought after by business leaders are adaptability, customer orientation, communication, problem solving and collaboration; (c) only 50.9% of business leaders have sent their workers for training in the past six months. Out of those business leaders who sent workers for training, only 33.”
“Enhanced by technology, learning will gradually flow to informal contexts and move beyond age defined limitations. We will shift from qualification oriented attainment upfront to a new distribution of learning and skill development. Technology can support both learning throughout life as well as ways to recognise such learning. Moving learning out of its institutional and age-related barriers will create important public policy challenges, requiring the development of new partnerships, support learning with innovative arrangements on both the supply and demand side. Teachers in our schools and educators in our Institutes of Higher Learning, including in the PEIs and CET centres, have undergone much change and have had to grapple with the many exacting requirements. I am particularly concerned with the mental well-being of our teachers, as well as adult educators, in light of such curveballs constantly hurled at them and having had to cope with the demands and expectations of students, learners, the administration as well as parents, and so on. I therefore urge MOE to embark on an in-depth study and survey of our teachers and educators, together with our tripartite partners to better assess the current state of stress, mental health, and wellness of our education fraternity so that better interventions and support can be provided for them in their teaching journey. In a similar vein, the future of teaching is fraught with new challenges. The age old one-size-fits-all teaching method has long been outgrown, with the focus moving on to catering teaching methods to different styles of learners. Educators also need to not just use technology but make use of the right technology.”
“To ensure our education system continues to be future-ready and future-proof, I opine that that should be greatest synergy, collaboration, linkages and integration between the mainstream education, pre-employment training all through to adult and worker continuing education training and learning. In short, the entire continuum and ecosystem needs to rethink what we teach, when we teach, where we teach and how we teach. We need to better align the future of education and learning to the future of work and workplaces. This is crucial if you want to truly embrace the love of learning and lifelong learning. The old adage of "learn, work and retire" will become passé. The next normal will be "learn, work, learn, work, learn, work and then, perhaps, retire". If I may draw on some learnings of the Organisation for Economic Co-operation and Development (OECD) report on the future of education. Tomorrow's educational institutions will need to help learners to think for themselves and join others in work. Educators will need to learn to learn learners develop a strong sense of right and wrong and a sensitivity to the claims that others make. Individuals will need to learn to live with themselves, with others and with the planet. At work, at home and in the community, people will need a deep understanding of how others think, whether as scientists or artists, and how others live in different cultures and traditions. 12.45 pm Technology is also creating new, alternative channels for human learning outside of institutional frameworks. Isolated time and space for learning was necessary when teachers and resources were scarce. But the ubiquity of opportunities will allow learning to move beyond its institutional confinements.”
“Mr Chairman, I beg to move, "That the total sum to be allocated for Head K of the Estimates be reduced by $100." Sir, with the half-life of skills shortening in an increasingly disruptive, transformative, highly unpredictable and uncertain world and future upon us, I see an urgent imperative for Singapore to build and forge an even more future-ready and future-proof education system – one that encourages a learning continuum where our education system and a Continuing Education and Training (CET) ecosystem where our teachers and adult educators, our students and our adult learners are seamlessly aligned and well-connected to be best prepared for the future of skills, jobs, education and training. Implementing lifelong learning will require more than expanding opportunities for adult learning. Lifelong learning will push systems to fundamentally rethink the timing and sequencing of education and skills development over an individual's life course. This includes the early stages of learning from childhood and into early adulthood and beyond. Learning trajectories will become more complex for people of all ages, requiring more sophisticated support arrangements. Establishing how individuals learn best at different stages in their lives and how to distribute learning opportunities and resources over the life cycle will become key policy paradigms. We have done much over the past years in building and fortifying our education system to help ensure that each and every student has an opportunity to the provision of multiple pathways offered by our education system. Moving ahead, the challenge falls on how to marry, match the passions and interests and aspirations of every Singaporean and to help every Singaporean to realise fully their true potential.”
“Sir, I have two clarifications for the Minister. First, under the new COMPASS framework, what constitutes top-tier institution and at what level and if qualification needs to be relevant to the job that is going to be performed? And the second clarification is, besides qualifications, does MOM evaluate the quality of these candidates to determine if they are, indeed, high-quality talents that complement our local workforce?”
“Does the award of the HCP Mark demonstrate that these employers are employers of choice who value their people and are committed to investing and developing their employees across all levels? I am asking whether there will be a regular review of the key qualifying criteria for the HCP Mark and whether those awarded the Mark can have their mark removed if they fail to meet the criteria. As we evolve and adapt to new post-pandemic work norms, good labour-management relations as well as the introduction of more forward-looking and progressive practices, such as PME representation and fair work arrangements, can be valuable factors to consider in awarding the mark.”
“Chairman, the human capital/human resource function is particularly vital, especially as we adapt to the "next normal" of work in the workforce and at workplaces. Our human capital/HR professionals play a crucial role in ensuring that every company and business has in place fair, responsible and progressive practices for their workforce. One of the key recommendations from the NTUC-SNEF PME Taskforce report is to enhance fair employment practices through improving the human capital/HR standards among the human capital and HR professionals. I, therefore, urge MOM to seriously consider supporting and increasing the take-up of the Institute of Human Resource Professionals (IHRP) certification for these professionals. This is so that the majority of these professionals operating in Singapore can be equipped with a rudimentary working knowledge of the norms, standards and practices, including how tripartism works in Singapore as well as how to work with unions and the Labour Movement in Singapore. In the longer term and in the future of work, some form of accreditation, besides certification, as highlighted by Member Edward Chia, will also be beneficial for this important profession. Human Capital Partnership The Human Capital Partnership (HCP) Programme is a tripartite initiative that brings together a community of exemplary employers in Singapore who have progressive employment practices in their organisations and are committed to developing their human capital. I wish to ask MOM for a progress update of the HCP since the start of the programme and what are its plans to further enhance and make the programme even more pervasive.”
“The last round of Employment Act amendments was effective from 1 April 2019. In the past few years, fuelled by the COVID-19 pandemic and technological transformations, there have been accelerated changes and developments in our workforce, at work and in the workplaces. We had to issue a series of tripartite advisories to keep pace with the curveballs and demands of the new landscape, fuelled by the pandemic and technological developments. Considering these developments, I think it is appropriate to review the Employment Act or related labour legislation again to better address the plethora of issues arising from gig work, workplace fairness, whistle-blowing, treatment of sick leave and MCs, grievance handling, workplace harassment and discrimination, hours of work and overtime work, hybrid work, leave classification and contractual termination of workers without giving of termination reasons. Own Account Workers' Welfare and Protection”
“The last time when CPF contribution wage ceiling was raised from $5,000 to $6,000 was six years ago on 1 January 2016. With rising wages, especially of our PMEs and the Government's commitment during the last round of review to realign the salary ceiling to cover wages up to the 80th percentile of resident incomes, I wish to ask the Minister if MOM will consider a review of this contribution wage ceiling to ensure it keeps pace with income growth over the years? This will allow CPF savings to be tagged to real wage growth, and it is also one way to improve retirement adequacy for Singaporean workers, especially the PMEs. Use of CPF Funds for Housing”
“To safeguard our Singaporean Core and curb discriminatory hiring, we must ensure that our Singaporean Professionals, Managers and Executives (PMEs) have access to a level playing field for jobs while, at the same time, balance companies' manpower needs in the immediate and longer term. I am glad to note the upward revision of the Employment Pass (EP) and S Pass qualifying salaries announced during the Budget Statement 2022. However, this alone is inadequate. I am glad that we are looking at introducing workplace fairness legislation to weed out all forms of discrimination, including nationality discrimination. Today, the eligibility criteria for EP focuses largely on the applicant's educational qualifications and salary. I look forward to MOM taking into consideration the NTUC-SNEF PME Taskforce's recommendation to further enhance the EP application process and include a points system which factors in, first, sectoral input; second, whether the employer has been hiring and developing local workers; and third, the diversity of nationalities within the companies, including seeking inputs from the tripartite partners, which is NTUC. In the same vein, I hope MOM can provide an update on the effectiveness of the Fair Consideration Framework; the work of TAFEP and the drive to weed out the triple weak companies; and refinements of the various tripartite standards and guidelines so that we can build upon all these various initiatives and policy measures and further strengthen our Singaporean Core.”
“When workers face issues with an employer and get judgments from the Courts or the Employment Claims Tribunal that they are not satisfied with, they would still need to be enforced in the same manner as an order made by the Court. This would involve going through an entire rigmarole of processes set out in the rules of Court pertaining to the filing of relevant forms, documents, as well as the payment of Court fees. In most instances, they would still need to engage a lawyer and may sometimes still be subjected to a protracted enforcement process. Workers’ lack of knowledge of the workings of our Court system exacerbates this problem. There is thus a need to simplify and expedite the enforcement mechanism to facilitate workers’ recovery of monies. Can I therefore ask if MinLaw is reviewing this entire civil enforcement process to make enforcement more accessible, economical, expeditious and less painful for workers and the layman?”
“This is especially so for the private residential sector, which is estimated to be about 25% of sites procuring private security in Singapore. "Cheap-sourcing" often leads to poor outcomes and low productivity. Officers are tasked to man CCTV screens and manually record vehicle licence plates even today when technologies to handle such tasks are readily available at very affordable prices. Many other examples abound. I would like to urge MHA to consider measures that can be imposed to guide buyers of private security towards an outcome-based contracting model. This will help increase the security outcomes for the sites and also raise productivity. A first step to consider, perhaps, is to look at how the relevant legislation can be modified to require licensed security consultants to be appointed as qualified persons of sorts, much like the construction industry, to ensure that security contracts encompass and embrace outcome-based contracting. Uplifting Security Officers”
“The security sector has seen several changes over the years. From the NSRS and then WSQ skills requirements and licensing of individual officers, annual assessment of security agencies, implementation of the Progressive Wage Model in 2016 and the launch of the security industry transformation map in 2018, officers and agencies have regularly been subjected to tighter and higher benchmarks. This is great work by the tripartite bodies in the sector – unions, employer associations and, especially Government agencies like MHA, SPF, MOM and others. The private security sector is a largely outsourced one. This means that other than the officers and their employers – the security agencies – there is a third stakeholder that plays a disproportionately large role in how well deployed or productive the security efforts are. They are the service buyers. The best way to procure security is an outcome-based contracting model: to first be clear of the security objectives sought for the site through a proper analysis and audit. This is then followed by the installation of the right security technologies to harden the site before deploying the right manpower with the right skills to leverage technologies to achieve the desired outcomes. 3.45 pm Sad to say, the Union of Security Employees has shared with me that many buyers today still engage in "cheap-sourcing" instead. "Cheap-sourcing" is easy to implement – ask for three quotes by headcount basis and whoever supplies the security officers at the cheapest rates gets the job. Whether the number of security officers or the skillsets of the security officers are adequate for the site is usually not the key deciding factor.”
“Our NSmen in the Home Team serve in the Police Force and SCDF. They stand shoulder-to-shoulder with our regulars, keeping Singapore safe and secure. We now have more than a quarter of a million NS officers who have served or are serving in the Home Team. This year also marks the 55th anniversary of National Service in Singapore, or NS55, for short. Our Home Team NS officers perform extremely important work. Over the years, the nature of this work has evolved, expanded, and the risks and burdens become more onerous. Having the benefit of serving both in the SAF and the Home Team as an NSman, I get a sense that Home Team NSmen are not treated on par and given the same level of support as those serving in the SAF, possibly because of the lack of resources. I hope MHA can find ways to better honour, appreciate and celebrate the contributions of our Home Team NSmen. More importantly, to stay engaged with them throughout their NS and reservist journey. Keeping Internet Safe for Singaporeans”
“The cybersecurity threat landscape is constantly evolving in the current digital age. These threats, which include ransomware, denial-of-service attacks and advanced persistent threats, are originating further up the value chain by impacting operational technology and threatening critical infrastructure. As a result, the effects of cybersecurity threats have left no stone unturned, as it has the potential to adversely impact governmental operations, global supply chains, healthcare systems and our military systems, among others. On the defence and national security front, we have seen the increased prevalence of grey zone operations involving malicious cyber campaigns. At last year’s Committee of Supply, the Minister for Defence said that the Cybersecurity Task Force had been stood up, as part of SAF’s plans to monitor and actively seek out potential threats and aggressors in the cyber domain. I think this is a step in the right direction to shore up Singapore’s defences in the digital domain. In view of this, I would like to ask the Minister for Defence for an update on the SAF’s ongoing efforts to enhance our military’s cybersecurity to address these emerging cyber threats. Defence Relations with US and China”
“In conclusion, as our demographic profile shifts over the next decades, coupled with profound transitions of the global economy because of COVID-19, we will need to transform urgently to stay competitive, while ensuring we continue to meet the job aspirations of Singaporeans. We recognise the growing need to ensure PMEs are adequately protected, have access to good jobs and are equipped with relevant skills. As we prepare for the new normal, it is important that we continue to entrench progressive and fair practices at workplaces and extend schemes to support our local PMEs, especially the more vulnerable ones. It is crucial to create a level playing field for Singaporean PMEs, strengthen the Singaporean Core, eradicate all forms of discrimination through tougher measures and targeted legislation, and support PMEs and workers in general, to transit effectively and less painfully between jobs. One of the best ways to protect PMEs and help them progress is through having better wages and better jobs. NTUC will help support PMEs with the four Ups – Up their Skills, Up their Employability, Up their Protection and Up their Employment Opportunities. At NTUC, we will champion these for all workers because every worker matters. As we pivot and transform to the next normal of work, employers and workers alike will have to find new ways and new avenues to navigate the kinks and curves that the uneven and uncertain future presents. Mr Speaker, Sir, I support the Budget. [Applause.]”
“In an online survey with 1,000 PMEs last year in April, we found that as compared to younger PMEs who are 20 to 40 years old, a higher percentage of the mature PMEs who are 40 to 60 years old, attributed their age to be a disadvantage to them at workplaces. In another online survey conducted last year in July with another 1,000 mature PMEs, majority of these mature PMEs expressed challenges in their search for employment and attributed their age to be the key reason. Half of them expressed that they faced some form of discrimination during their job search or at their current workplaces. Some also held the perception that companies are not open to hiring workers who are aged 40 and above. Thus, I am heartened that in this Budget, the Jobs Growth Incentive (JGI), which supports employers to expand local hiring from September 2020 to March 2022, will be extended to September 2022. This will better encourage and support companies in hiring our mature PMEs and ensure that mature PMEs get the opportunities they need and deserve. In the long-term, and with an ageing population, I hope that the JGI can be translated or even entrenched to a permanent short-term salary support initiative to assist our mature PMEs. This is done by helping companies, who hire unemployed mature PMEs, in mitigating their costs and risks associated with hiring this group of PMEs, who may possess the relevant skills and experience needed by the companies. This will also allow companies to assess the mature PMEs’ suitability for the job roles and continue to keep them in the company's workforce.”
“The measures should also be supported by grievance handling processes that will be entrenched to facilitate the therapeutic resolution of grievances at company level for our local PMEs. Third, protecting the confidentiality of whistle-blowers of discriminatory practices. This brings me to my third point on mandating whistle-blowing policies and procedures to ensure that employees can speak up safely, especially with the forthcoming workplace fairness legislation. In my engagements, I have heard from various HR professionals and PMEs who have witnessed or experienced discriminatory practices at work. However, in most cases, they do not report such practices for fear of potential reprisals or consequences in their workplace or in their industry. It is beneficial for those who experienced workplace discrimination or harassment to come forward so that problems can be resolved and positive norms can be established. We will therefore need to incorporate legal protections to promote transparency and fairness by safeguarding employees’ confidentiality and preventing retaliation by the employer. In this aspect, I hope that policies can be put in place to mandate that employers set up formal grievance handling processes that are communicated clearly to employees. Equally important in the process, is to ensure confidentiality of the whistle-blowers and prohibit retaliation against employees, ex-employees and potential employees, who report discrimination or harassment. Fourth, helping mature PMEs transit into new roles through short-term salary support. The findings of the NTUC-SNEF PME Taskforce Report shows that mature PMEs are in a particularly precarious and vulnerable situation when they are retrenched or unemployed.”
“I hope that MOM will take in our NTUC-SNEF PME Taskforce’s recommendation for the enhancement of the EP application review process and include a point system which factors in: (a) sectoral input; (b) whether the employer has been hiring and developing local workers; and (c) the diversity of nationalities within the companies. We believe that such a system will provide the flexibility to let employers who have justified genuinely and adequately, secure foreign talents to complement their local PME workforce and restrict access to foreign talents for the errant companies. And for our local PMEs, we believe both a refinement of the EP system, coupled with the workplace fairness legislation, will go a long way to give better protection and stronger assurance to our local PME populace, especially those 40 to 60 years of age. Second, imposing a penalty framework for egregious cases of workplace fairness. While there have been many measures and policies, even with the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) set up over the years, more needs to be done to penalise the small proportion of egregious companies that are out to exploit the system, so that local PMEs can continue to receive fair opportunities and treatment while maintaining Singapore’s economic competitiveness. I am glad MOM has formed the Tripartite Committee on Workplace Fairness and I hope to see a set of recommendations which will include establishing a robust framework to help achieve workplace fairness for our local PMEs. This should include measures to strengthen enforcement against errant companies and management personnel who adopt unfair practices and require their remedial action.”
“While many of us, including the local PMEs whom the NTUC-SNEF PME Taskforce surveyed, recognised the contribution and complementarity of foreign PMEs to Singapore’s economy and the need for us to stay open and competitive, there remained ground concerns and perceptions that an overreliance on foreign PMEs has led to an unnecessary increase in competition in the local job market and employment. To safeguard our Singaporean Core and curb discriminatory hiring, we must ensure that Singaporean PMEs have access to a level playing field for jobs while at the same time, balance companies’ manpower needs in the immediate and longer term. Today, the eligibility criteria for Employment Pass (EP) applications generally focus on the individual applicant’s educational qualifications and salary. With the qualifying salaries of both the EP and S Pass holders raised in the past, and with further increases announced in Budget 2022, this will go some way to level the playing field for local PMEs as it ties in with the rise in their median wages. However, I opine that such a system, by itself, is inadequate to level the playing field for our local PMEs. It is therefore pertinent that the EP framework be further enhanced to meet the objective of ensuring that foreign professionals complement our local PME workforce and that employers practice fair hiring as well as improve the diversity of their workforce. I am elated that Minister Lawrence Wong announced earlier that the Government will refine the EP application framework so that there is complementarity, transparency and diversity of the foreign workforce. I look forward to MOM sharing more details of the refined EP framework at the Committee of Supply.”
“They are the Professionals, Managers and Executives (PMEs) in Singapore, especially those in the ages of 40s to 60s. Last year, the NTUC-SNEF PME taskforce, which I co-chaired, consulted more than 10,000 PMEs and stakeholders to understand their concerns, needs, aspirations and fears at the workplace. In response to our local PMEs’ call for assistance, NTUC and SNEF want to strengthen their employment and employability and ensure that they can compete fairly and effectively to meet employers’ manpower and skill demands in a dynamic labour landscape. NTUC and SNEF have together deliberated the various challenges and concerns faced to arrive at nine recommendations under four key thrusts, which was presented to Minister Tan See Leng and MOM on 21 October 2021. I am heartened that the Government has taken the NTUC-SNEF PME Taskforce recommendations into serious consideration, as reflected in the Budget Statement made by Minister Lawrence Wong. In this regard, I would like to elaborate on four of the most urgent tasks on hand to enhance workplace fairness, employment and employability for our PMEs, which are: first, strengthening the Singaporean Core through enhancing the Employment Pass framework; second, imposing a penalty framework for egregious cases of workplace fairness; third, protecting the confidentiality of whistle-blowers of discriminatory practices; and lastly, four, helping mature PMEs to transit into new roles through short term salary support. First, strengthening the Singaporean Core through enhancing the Employment Pass framework.”
“Mr Speaker, Sir, I rise in support of Budget 2022. This is indeed a Budget that is well-considered and targeted in giving our nation, economy and society a strong boost for the future while supporting our fellow Singaporeans to ride through this pandemic and easing their concerns over the cost of living today. It is one that invests more in our people and social infrastructure so that together, we can bring Singapore out of the COVID-19 shadows and re-inject the nation with resilience and strong growth. It is important that we continue to build a vibrant economy with thriving companies, supported by a future-ready workforce that can access good jobs and wages, and ensure that no one is left behind. Being part of NTUC and as Government Parliamentary Committee (GPC) Chair for Education, I believe in investing in our workforce and our companies. As shared by fellow Labour Members of Parliament, Senior Minister of State Chee Hong Tat as well Labour Nominated Member of Parliament, Brother Abdul Samad earlier, as well as many other hon Members of this House, we are glad to see further investments in our people – not just the young but also supporting Continuing Education and Training, and Lifelong Learning for all, especially our mid-career workers amidst an ageing workforce. By training our workers and equipping them with good and in-demand skills, and giving them good jobs and opportunities, we want them to have better income stability to manage their daily cost of living and tools for success to achieve their aspirations. In my last Budget debate speech, I made a special highlight on a segment of our workforce which the COVID-19 pandemic has impacted immensely.”