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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“I thank the Minister for his Statement. I fully support the measures and the framework. I just want to make a point on behalf of workers, particularly, in four sectors: healthcare workers, transport workers, private security workers, as well as cleaning sector workers. I am fully aware that section 6 of the Prevention of Harassment Act does extend to Public Service workers and we have enhanced that. Whether Minister can consider in view of the vulnerability or should I say in a sense that they are essential workers, consider covering them within the ambit of this framework.”
“Sir, I would like to place on record our thanks to Minister Lawrence Wong, Minister Mohamad Maliki Bin Osman, Minister of State Sun Xueling and Minister of State Gan Siow Huang as well as the MOE staff team for powering this year's Committee of Supply and also sharing the exciting plans and programmes as we try to ensure that our education eco-system stays ready, relevant and resilient. I would also like to thank our educators, tripartite partners as well as stakeholders in the education eco-system because it is going to get tougher and we really need to stay ahead of the times and of course, ahead of the curve, particularly, with this next normal and a lot of disruptions, digitalisation and the drive towards continuing education and training. With that, I beg leave to withdraw my amendment. [(proc text) Amendment, by leave, withdrawn. (proc text)] [(proc text) The sum of $13,310,388,800 for Head K ordered to stand part of the Main Estimates. (proc text)] [(proc text) The sum of $530,000,000 for Head K ordered to stand part of the Development Estimates. (proc text)]”
“Sir, in 2014, MOE began reserving 20 places each, for registrants under Phase 2B and Phase 2C so as to preserve open access in all schools for parents who have no prior connections to the Primary school. Despite this, residents are still not able to secure a place in a nearby school as the school is oversubscribed in Phase 2C. Anecdotally, I understand that more parents are registering their children in earlier phases, leaving fewer places for those who live nearby in Phase 2C. I can understand why the Primary 1 Registration Framework needs to accord higher priority to certain groups like siblings as well some priority to other families with ties to the school. There is a maximum number of places that a school can offer. So some tradeoffs will be necessary to enhance open access in all our Primary schools, especially in Phase 2C, for those who live near the school. Perhaps it is timely for MOE to review the Primary 1 Registration Framework to see how to enable more children to secure a place in a nearby school, especially in Phase 2C, while bearing in mind the need to still preserve some level of priority for those in Phases 2A1 and 2A2. More Children Can Study Closer to Home”
“I urge MOE to undertake appropriate strategies to help our workers, especially the mature PMEs achieving skills security by supporting them in their pursuit of training opportunities. In this regard, can MOE review the Mid-Career Enhanced Subsidy Scheme to encourage mature PMEs? MCES is tagged to whether a PME is in receipt of a tuition grant for a local degree programme. This means that PMEs seeking to obtain a second degree from our local University to enter into a new sector or industry are ineligible for the Mid-Career Enhanced Subsidy scheme (MCES). And that the MCES cannot be separated from the tuition grant is a policy blind spot that impedes PMEs with local first degrees from reskilling with a second local degree to get their foot in a new sector. As part of the Industry Transformation Maps (ITMs), the 23 industry sectors have launched the Skills Framework for each of the sectors. I strongly urge employers to deep dive into these skills framework, work with our unions, to develop individualised skill maps for their current employees based on the framework for the different sectors and industries. These maps will serve to provide personalised career and training recommendations for every employee and help meet every worker's unique aspiration and needs. How can SkillsFuture Singapore (SSG) further outreach and raise the awareness and significance of the skills framework, especially for the PMET jobs and PMETs? [(proc text) Question proposed. (proc text)] Re-imagining Education”
“Can MOE provide an update on the morale, career progression and developmental opportunities afforded to this category of teachers, including the Mother Tongue teachers and also whether MOE conducts any ground surveys of the morale, engagement scores and aspirations of this group of teachers? Four, better job placement for SPED students. Another area I feel strongly is the provision of job opportunities for SPED students and their future beyond the learning institutions and classroom. I submit that we can and should do more to hasten and strengthen the various placement programmes and initiatives to allow SPED students who complete their school and training to prepare for work in areas where they are keen and able to. Five, smaller class sizes and student-teacher ratios. With a lesser student cohort across the entire mainstream education system due to low birth rates in the past decade, I think we should look into having smaller class sizes across our Primary and Secondary Schools. It is without doubt that smaller class sizes do help to enhance and improve the overall learning experience and enhances the student-teacher interaction opportunities for every student. Six, supporting continuing education and training. With the half-life of skills shortening with transformed jobs and new jobs, greater speed to market in terms of skills, competencies, and knowledge is an imperative. We need our Institutes of Higher Learning to transform into Institutes of Continuing Education and Training to work with employers and especially the industry clusters to know the future jobs and the future in-demand skills, so that we can plan, prepare and conduct bite size and modular training in response to market and industry needs.”
“As MOE is now involved in delivering pre-school education through the MOE Kindergartens, I see an immense possibility and scope for MOE to better research into and enhance the curriculum of kindergartens as well as for Primary 1, so that we can better integrate and support the seamless transition of children from Kindergarten 2 to Primary 1. I find that this is an important aspect which can be further augmented to ensure children are able to catch up with or sometimes cope with the knowledge, skills and competency requirements for Primary 1. Two, strengthen mental health and wellness in schools. We work for home and home-based learning as well as the bane that comes along with social media and device usage, as well as bullying both in the real and online world, the mental state, health, and well-being of students and teachers as well, from Primary all the way to University, is something we cannot take lightly. I submit that our education system must be well poised and prepared to prevent, detect, and provide support this area in the next normal. Can MOE share whether in the past five years, we see an increasing trend of students having mental health issues and challenges and what is MOE doing to overcome this challenge, which is further exacerbated by our drive towards digitalisation and learning device issuance? Three, better prospects for Mother Tongue and Specialist Teachers. Our Mother Tongue and other Specialist educators and teachers in school play an integral part and role in our education system. I am particularly concerned especially in the treatment of and the parity of teachers who specifically teach only Art, Physical Education and Music and other specialised areas.”
“Sir, I beg to move, "That the total sum to be allocated for Head K of the Estimates be reduced by $100". Due to the COVID-19 pandemic, many schools across the globe had to close during lockdowns and for prolonged periods and many schools are still closed in some countries. In Singapore, the entire teaching and education sector including from pre-school, Primary, Secondary, SPED, Junior Colleges, Polytechnics, ITE, private and international schools and our Universities, including CET centres and training providers and adult educators, including the entire MOE had to pivot and moved to home-based and online learning overnight. Many had to grapple with these new ways of work and education delivery. Many had to learn to use various video conferencing software. Everyone had to convert their homes to become lecture theatres, virtual classrooms and even laboratories. Notwithstanding, the entire education eco-system came together to pivot and to get our students get back to school after the circuit breaker and resume some normalcy including restarting many of the CCAs and events. We thank every one of them who have made possible the delivery of education, skills and training to our students and adult learners against all odds, safely, in a social distance way. With disruption, and now the dreaded disease, it is vital for the entire education system to stay ready, relevant and resilient. I wish to highlight some pertinent points and observations for MOE for its entire education and learning continuum. I have six key observations and suggestions. First, seamless transition from Kindergarten 2 to Primary 1.”
“Sir, the issue of workplace bullying and harassment, including sexual harassment, is an important and sensitive one. We had promulgated the Tripartite Advisory on Managing Workplace Harassment some years ago as well as rolled out outreach efforts and materials when the Protection from Harassment Act was introduced. Perhaps, it is time to review this advisory and strengthen its legal and regulatory weight. This also comes at a time when we see more Singaporeans undergoing PCPs, work trials, SGUnited programmes and traineeships in companies and businesses. This is over and above the usual student interns and contract staff. Can we further enhance the protection and safeguard of the current employees as well as these new categories of workers in the workplace who may be subjected to workplace bullying or harassment or, worse still, sexual harassment, and other physical and non-physical abuse, including being made to work overtime and excessive hours without rest. Women in the Workplace”
“Picking a leaf from our recent experience with the Self-Employed Person Income Relief Scheme (SIRS) and the growth trajectory of freelance workers or what many call the "gig economy" workers, the Labour Movement hopes more can become union members and enjoy the plethora of offerings NTUC and our unions offer. At present, the Trade Unions Act requires a person to be in a "contract of service" to join a trade union. Freelancers who are in a "contract for service" may not be full-fledged union members per se. As such, I suggest MOM to review the Trade Unions Act to allow freelancers to be union members without compromising or contravening traditional collective bargaining and representation. By the same token, can we also explore ways where our freelancers can be better represented and protected of their fundamental rights as workers through amending existing employment laws such as the Industrial Relations (IR) Act or introducing new legislation to accord them better protection than just what the Small Claims Tribunal and Tripartite Alliance for Dispute Management (TADM) can do at the moment. Own-account Workers' Welfare”
“In the years that have followed, unions which have sought to extend their scope of representation to include executives have met with some difficulties because the exclusions set out in section 17(3) are too broadly worded, thereby giving employers the opportunity to claim that even low- and mid-level executive employees fall within them, whereas the intent behind the law was only to exclude those who are at senior management levels and carrying out functions which genuinely give rise to a conflict of interest if they are represented by a union. Besides this, there are several other procedural and technical areas which are ambiguous or need greater clarity. I would like to suggest that a tripartite work group be formed to look at reviewing the Industrial Relations Act and addressing these concerns. SG United Jobs and Skills Package”
“First cut on underemployment. I recently filed a Parliamentary Question and MOM replied that there are at present about 36,000 Professionals, Managers and Executives, or PMEs, earning less than $3,000 per month. [Deputy Speaker (Mr Christopher de Souza) in the Chair] If you lower it to $2,600, there are still about 20,000 earning less than $2,600 per month. This figure is worrying as these are supposed to be workers in executive and managerial positions. There is, therefore, a need to examine closer to see if these are actually disguised PMEs, that is, given inflated titles but the job is not, effectively, a PME job. By the same token, we may have to embark on the Progressive Wage Model for such PMEs to help them in their skill, wage and career progression. Similarly, we may need to, again, review the salary limit of $2,600 in Part IV of the Employment Act, and for MOM to closely monitor non time-based underemployment in Singapore despite its subjectivity. Review of the Industrial Relations Act Second cut, review of the Industrial Relations Act. The Industrial Relations Act was amended in 2015 to permit rank-and-file unions to collectively represent executive employees. To avoid conflicts of interest and undermining management effectiveness, executives with senior management functions were excluded from collective representation. These functions are set out in section 17(3) of the Industrial Relations Act.”
“Sir, with your permission, I will take both cuts. 6.15 pm Underemployment in Singapore”
“Past decisions of the Employment Claims Tribunal would be extremely useful as a source of reference and precedence and should thus be made available. For a start, I would like to suggest that the more landmark and instructive judgments can be selectively published for the benefit of all. Supporting Law Firms' Transformation”
“Enforcement and Publication of Employment Claims Tribunal Judgments My third and final cut, enforcement and publication of Employment Claims Tribunal Judgment and Orders. The Employment Claims Tribunal now has jurisdiction to adjudicate both salary-related disputes as well as wrongful dismissal claims, making it more convenient for parties to resolve employment disputes via a single forum. However, an Employment Claims Tribunal judgment that is not satisfied would still need to be enforced in the same manner as an Order made by a District Court. This would involve detailed processes set out in the Rules of Court pertaining to the filing of relevant forms, documents as well as the payment of court fees. A worker who has successfully obtained a judgment may thus still be subject to a protracted enforcement process. Workers’ lack of knowledge of the workings of our courts system exacerbates this problem. There is thus a need to simplify and expedite the enforcement mechanism to facilitate workers’ recovery of monies. One suggestion in the context of an insolvent company, is that the Ministry of Manpower can advance money to pay part of the worker’s unpaid wages and then stand in place of the worker as a preferred creditor to recover the advanced monies upon distribution of the insolvent company’s assets. With the Employment Claims Tribunal having jurisdiction to adjudicate both salary-related disputes as well as wrongful dismissal claims, it now hears more cases. Having a deeper understanding of the rulings of the Employment Claims Tribunal would benefit not just practitioners and lawyers, but claimants and respondents too, when they have to present their respective cases.”
“First cut is on the updates on the CDRT. Since the set up of the Community Disputes Resolution Tribunal, I wish to ask the Ministry of Law how many cases have been filed, how many heard, how many cases mediated and how many resolved annually. Also, what actions, if any, has the courts or complainants taken when offending parties after the tribunal order still continue to perpetrate and breach the order. I also ask the Ministry of Law to elucidate on how the CDRT can better ensure the efficient and effective 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 via Community Mediation and so on, and whether such mediation can be made compulsory. Protection from Harassment Act Updates Second cut on updates on the POHA. Since coming into force in November 2014, can Ministry of Law provide an update on the number of cases filed and mediated? Among all the POHA cases filed, what is the breakdown on the types of those involving community or neighbours, how many are online harassment, how many are sexual harassment and how many are workplace harassment. If not already monitored, can I request that the figures be closely monitored and published regularly so that we know the exact magnitude of the various forms of harassment including the extent of workplace harassment and bullying as well as the prevalence of sexual harassment in workplaces. I also ask the Ministry of Law to elucidate on the POHA Court and how this court can better ensure the efficient and effective resolution of harassment complaints.”
“May I have permission to take all my three cuts?”
“The recent Tanjong Pagar incident is a stark reminder of how a person who drives, is in charge of something very heavy and powerful, and one which, when dangerously or carelessly handled puts the driver's own life at risk, his fellow passengers at risk, pedestrians all around at risk, from those crossing the road or walking on the pavement or even waiting at the traffic light or sitting at a sidewalk cafe. Their actions leave a lasting impact on the victims' lives, their families and even sometimes, their own lives. By the same token, these pedestrians extend to the elderly and children. We have read reports and on social media of fatal accidents involving elderly and children including near misses; and these are one too many. Can MHA take a serious look at the various ways from a systemic approach and working closely with MOT and LTA including other Ministries such as MND and so on, on how we can further improve the current systems and prevent such mishaps from ever happening as they are not just happening at highways and major roads but also at various fringes of Singapore?”
“With increasing use of the Internet and social media, many of us are becoming more vulnerable to fake news and misinformation online. Amidst the on-going pandemic, the spread of fake news has been an area of deep concern, especially given the potential for this to cause unnecessary alarm or panic, or lead Singaporeans to make misinformed choices relating to their health. Two years ago, the sixth pillar of Total Defence – Digital Defence – was launched in recognition of the increasing pace of global digitalisation and with this, the growing threats in this domain. How is MINDEF/SAF strengthening Digital Defence to prevent online falsehoods from damaging our society and eroding communal cohesion? Climate Change in Total Defence”
“Locally and globally, the COVID-19 pandemic has greatly amplified the role of technology in our lives. During the circuit breaker, the restrictions on movement increased our reliance on digital platforms and connectivity in multiple aspects of our lives. As Singapore embarks on a digitalisation journey, so must the SAF. On the defence front, how can we better tap on the opportunities presented by technology and digitalisation to improve the NS experience for all our servicemen and women? At MINDEF's Committee of Supply debate last year, I was glad to hear from Senior Minister of Stare for Defence Mr Heng Chee How's sharing on various technology and digital solutions that MINDEF/SAF had been working on to enhance different facets of the NS experience, from administration and training to healthcare. Could MINDEF provide updates on how it is leveraging technology to enhance soldiers' NS experience and well-being? Does MINDEF/SAF plan to integrate these different services, in order to provide our servicemen with a smoother and more convenient user experience? Total Defence in Battling COVID-19”
“I like to ask how is the Public Service planning to ensure that its officers continue to have the pre-requisite skills and can retain their employability, as jobs are being reshaped in the transformation process? In the same vein, how is the Public Service taking the lead in enhancing the employability of older officers? With the current weak labour market, is the Public Service continuing with its earlier commitment to extend retirement and re-employment ages ahead of time? Public Service Transformation”
“The COVID-19 pandemic has hit our economy very hard. Although latest figures show some improvement in employment levels at the end of last year, we are certainly not out of the woods. The external economic environment remains uncertain and the recovery of the labour market will take time. In particular, the Labour Movement is concerned about the challenges faced by workers in the impacted sectors. We are also very concerned about segments of the workforce, in particular, the mature Professionals, Managers and Executives (PMEs). These employment challenges triggered by the COVID-19 pandemic accentuated what are already longer term trends and challenges facing workers, which is that technological changes are reshaping jobs, creating new jobs and also taking away the need for other jobs, which can be automated or done with fewer workers due to digitalisation. Even without the challenge posed by COVID-19, it is challenging for workers to maintain their employability throughout a longer career span going forward. While workers need to be open to learn new skills, we also require employers to look ahead and identify the job changes and invest ahead in retraining, before the job changes happen. The Public Service is a significant employer. I would like to ask the Minister in charge of Public Service, how the Public Service can step up to support local workers, especially those from hard hit sectors, with job opportunities. How has been the progress in the public sector's SGUnited Jobs and Skills effort? The Public Sector is also a significant sector, which has launched its own "ITM" in the form of the Public Sector Transformation movement.”
“I thank our fellow workers who had stood strong, united and remained resilient in the past year. I hope we will upturn the downturn this year, build back better and emerge stronger. I support this Budget. [Applause.]”
“When implementing the schemes and roadmaps, I hope that we can, first, build a workforce with a Singaporean Core; second, promulgate anti-discrimination legislation to eliminate workplace discrimination; third, explore the possibility of unemployment insurance so that workers can have some basic protection when unemployed. (In English): We recognise the growing need to ensure PMEs are adequately protected, have access to good jobs and are equipped with the relevant skills. As we prepare for the next normal, it is important that we continue to entrench progressive and fair practices at workplaces and extend schemes to support local PMEs, especially the vulnerable workers because every worker matters. The Labour Movement and our unions can support local PMEs by working closely with employers to put in place multi-faceted support and strategies to enhance one's job security and skills security through our Company Training Committees and Job Security Council. However, it continues to be crucial to level the playing field for our 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. In conclusion, the tripartite partners, Government, employers and the Labour Movement need to embrace the changes and disruptions with the right attitude and right mindset to see this period not as a threat but as an opportunity to re-invent and transform and test new boundaries and innovations. To put it simply, we need to prepare ourselves with new skills, pivot to new industries and jobs and persevere amidst the next normal.”
“In this regard, and having gleaned from the various recessions and downturns, including this current downturn, it may be timely for us to consider introducing some form of transitionary insurance, commonly referred to as unemployment insurance, to help workers affected by retrenchments and job loss. I agree with Prof Hoon Hian Teck and I am cognisant that there is a need to do a deeper dive and examine the mechanics and the actuarial viability and sustainability of such a scheme. There are important considerations, such as the trigger event, premium amounts, duration and amount of payouts, whether it should be made compulsory to avoid self-selection, how we price the risk, the need for a critical mass or universality and whether it is to be implemented by any of our tripartite partners or all three partners together or by a private sector entity or a social enterprise. Notwithstanding, we have seen such a scheme work well in countries like Germany and in some of the Scandinavian countries without causing excessive burdens on governments, employers and employees alike. There could also be a possibility to explore and seed fintech or an insurtech start-ups to come up with such a scheme but with strong support from tripartite partners especially the Government in the form of seed funding and support as well as co-funding. Mr Deputy Speaker, in Chinese. (In Mandarin): [Please refer to Vernacular Speech.] Mr Deputy Speaker, this year's budget is a targeted, forward-looking Budget, designed to help businesses and workers. I am most concerned about our mature PMEs.”
“Besides employers and businesses, employment agents and agencies operating locally and also overseas, and hiring for PME roles in Singapore must also be closely scrutinised to ensure they keep within the boundaries of the law and eradicate unfair recruitment practices. Two, anti-discrimination legislation. By the same token and in the spirit of strengthening the Singaporean Core and cases of preference for foreign PMEs, which is a form of nationality discrimination, we also continue to hear anecdotally of ageism, especially from the mature PMEs we speak to, as well as other forms of discrimination impacting workers, such as in relation to gender, disability and race and so on. Perhaps, it is time for us to seriously deep dive and consider, beyond mere tripartite advisories, guidelines and standards, to promulgate anti-discrimination legislation to give a stronger set of teeth to existing institutions like TAFEP which has done well in educating, promoting and encouraging fair and progressive hiring practices since its set-up. Such a legislation could send a stronger signal than the current tripartite standards and guidelines, to send a clear deterrence, give TAFEP wider powers and eradicate all forms of discrimination and discriminatory practices at workplaces by employers as well as employment agents or agencies. Third, transitionary insurance, also known as unemployment insurance. As we have seen in 2020 amidst the COVID-19 pandemic, many sectors and workers have been affected. In fact, the Government had to set aside a budget of $100 billion to save businesses and save jobs and to provide income relief and assistance to those affected by retrenchment or severe wage cuts.”
“Besides administrative and penal sanctions that are already in place and can be enhanced, I have lobbied before in this House and am highlighting again that enforcement can come in the form of revealing or publishing the "triple weak" watchlist which Ministry of Manpower and Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) maintain, so that the potential reputational loss would serve as a deterrence. We can also impose mandatory audits and penalties, such as removing preferential tax and other benefits, including curtailment of the award of public sector contracts on companies with discriminatory hiring practices and high proportion of grievance cases if no improvement is made within a stipulated time period. To strengthen the Singaporean Core, employers must ensure locals have fair access to PME roles and progression opportunities. I agree and support when Deputy Prime Minister highlighted the principle of "complementarity" when it comes to hiring of foreign manpower. Often, employers bring in foreign PMEs to fill skills or knowledge gaps in their current workforce. As such, it is imperative that we monitor and ensure concerted, structured and institutionalised skills and knowledge transfer from these foreign PMEs to our local PMEs within a stipulated and agreed timeframe. Employers must also have clear development plans to grow the Singaporean Core and build a pipeline of locals to fill roles at all levels of the hierarchy including the top. Anecdotally, some companies increase the hire of only the entry-level Singaporean PMEs to increase the workforce size to circumvent the issue of a disproportionate percentage or number of foreign PMEs.”
“While many of us recognise the contribution of foreign PMEs to Singapore’s economy and reasons why we need them, there remains a ground concern that the reliance on foreign PMEs has led to an unnecessary increase in competition in the job market and employment. To safeguard the Singaporean Core and curb discriminatory hiring, we must ensure that Singaporean PMEs have access to a level-playing field for jobs while balancing companies’ manpower needs in the intermediate and longer term. The qualifying salaries of both the Employment Pass and S Pass holders were recently raised in 2020. But this needs to be regularly reviewed and raised in line with rising median wages of PMETs. The problem is that some PMETs view the increase in qualifying salaries as "raising" minimum wages for foreign talents. There are also ground concerns pointing to employers who raise the salaries or repackage the compensation and benefits of their foreign PMETs to comply with the rules, and not give similar pay hikes to the Singaporean PMETs who work alongside these foreign PMETs performing similar or even same jobs. This results in serious parity issues. We also hear that there are employers who "downgraded" their Employment Pass holders performing the same job functions to S-Pass to "comply" with the policy changes. We therefore need to look at ways to further strengthen the S Pass criteria and conditions to prevent such a back-door approach. This also means we need continued stricter enforcement against errant companies with a weakening Singaporean Core, especially those who continue to be "triple weak" – companies with highly disproportionate number of foreign PMEs, weak commitment to nurture and strengthen the Singaporean Core, and weak relevance to Singapore's economy and society.”
“The PMEs we met highlighted the concerns of unfair hiring practices, workplace discrimination, career progression, as well as health and mental wellness issues. Many also shared their personal anecdotes on difficulties in getting employed due to their age, inability to land a job despite undergoing training, as well as coping with disruption and the next normal. Despite that, it was encouraging to hear that many of our PMEs recognised and acknowledged the importance of continued upskilling, reskilling and multi-skilling to ride the wave of disruption and to stay relevant in the labour market. In fact, 81% of those surveyed attended training over the last three years and 98% agreed that companies should proactively send their employees for training to stay relevant. Against the current economic climate and the challenges that COVID-19 has brought about, I cannot help but emphasise the need to put Singaporeans at the heart of our policies and programmes that impact their employment and employability – in short, their lives and livelihoods. For a start, more must be done to better protect vulnerable PMEs who are in their 40s to 60s. We need support from both Government and employers to ensure that they are not discriminated at workplaces, have fair access to PME roles, as well as training and progression opportunities. It is, therefore, timely to review, expand, extend and tighten related schemes, laws, policies and programmes which can better protect and support PMEs in the areas of employment and employability to ensure fairness and inclusivity. In this regard, I have three suggestions. One, tougher measures to strengthen the Singaporean Core.”
“Mr Deputy Speaker, I rise in support of Budget 2021. I thank the Deputy Prime Minister for a 4F Budget. One that is Focused, Forward Looking, For businesses and, most importantly, For workers. I wish to make a special highlight for a segment of our workforce which the current downturn and the COVID-19 pandemic have impacted immensely. They are the Professionals, Managers and Executives, PMEs in short, in Singapore, especially those in their 40s to 60s. Total retrenchment numbers have reached an all-time high of about 26,000 in 2020, compared with just less than 11,000 in 2019. It is noteworthy that in 2019, about 60% of those retrenched were PMETs and, in the latest Q3 2020 figures, about 50% of those retrenched were PMETs. By the same token, about 62% of the retrenched resident PMETs re-entered the workforce within six months of their displacement in 2019 whereas in the latest Q3 2020 figures, only about 55% of retrenched resident PMETs re-entered the workforce within six months. The NTUC-SNEF PME Taskforce, which was formed end 2020, has started to engage PMEs to better understand their concerns and priorities in the past three months. We found that PMEs are particularly concerned with job security and employability. A recent survey conducted by the taskforce with 3,500 PMEs across varying ages, professions and gender revealed that six in 10 PMEs felt that they needed protection against job losses, and seven in 10 expressed the need for more support in employment opportunities. The taskforce also conducted a series of Focus Group Discussions, which are still on-going, with various segments of PMEs from the young to the not-so-young, including our union leaders.”
“I have residents as well as fellow practitioners who have given me feedback and raised questions and eyebrows over some of the decisions made by the assessors where a claim or dispute is brought before them under this Act. I am aware the decision of the assessors is final but is there any other recourse which can be taken in the event where a decision is manifestly prejudicial against a non-offending or innocent party? Madam, clarifications and suggestions notwithstanding, I stand in support of the COVID-19 (Temporary Measures) (Amendment No 3) Bill. 5.53 pm”
“Madam, suggestions notwithstanding, I stand in support of the Insolvency, Restructuring and Dissolution (Amendment) Bill. Mdm Deputy Speaker, I will now speak on the COVID-19 (Temporary Measures) (Amendment No 3) Bill which I am also in support of. We are in challenging times and the introduction of this No 3 Bill and its attendant initiatives are laudable. This new Bill provides for contracts already entered into, to be renegotiated. This is something novel amidst these unprecedented and uncertain times. Renegotiation would aid businesses to survive the brunt of this downturn, as many of them had entered into contracts when the outlook was very different. The pricing model and assumptions as to costs were also quite different. Forcing them to continue with those terms or face liquidated damages would cause severe hardship to many SMEs and micro-SMEs, especially those who just started business before COVID-19. The survivability of companies and businesses also has ramifications for jobs and workers. As such, this ability to renegotiate will go some way to help many of these SMEs and micro-SMEs stay in business and re-balance themselves. In this regard, can MinLaw consider outlining certain set parameters for renegotiation which can help as many of these companies as possible? Notwithstanding – although this renegotiation sounds plausible – I submit that we need to tread carefully and with caution and limit the scope of what we can and are able to do. This is to ensure that the fundamental principle of contractual sanctity is upheld and not undermined. Finally, I would like to raise an issue on the decisions of assessors which is provided in the Act.”
“First, for the 175 workers, a number long-serving and loyal, their fate remains uncertain, as they are unsecured and, as such, rank low in the priority of debts if the liquidation goes ahead. It is disconcerting that workers who stay on to help the company out of loyalty may be left with little or nothing at all. Second, the SMEs and vendors that are in business with Robinson's. Over the past few days, there have been several news reports quoting vendors who have come out to state that they have been unpaid for months. This is worrying, as it also signals a possible snowball effect, where a company not duly paid and, therefore, has its business viability threatened which, ultimately, may lead to unintended impact and consequences on the livelihoods of workers employed in these SMEs. Third, not to forget the many Robinson's customers who have bought and paid for items but have yet to receive those items, who now have to deal with the liquidators and left in the lurch. It is laudable that the Bill seeks to help companies and businesses by simplifying and expediting relevant insolvency proceedings during these difficult economic times. However, in the same vein, many workers have had their livelihoods impacted in this period of economic uncertainty. Hence, there should also be more direct assistance provided to support workers who seek to recover their unpaid wages, salaries or benefits by simplifying and expediting the enforcement of recovery proceedings. This is especially pertinent where the employer companies are experiencing financial difficulties and there are limited assets to satisfy all creditors. By the same token, vendors that have business with the company as well as consumers should also be accorded some form of protection in such scenarios.”
“In the event that a company has to wind up, even though there is a priority of debts provided in the Act, workers’ outstanding wages and salaries remain unsecured debts, which may result in a situation where there are little assets left to pay these workers’ salaries and benefits, including those provided in their collective agreements, after all the company’s secured debts have been satisfied. In the event the company survives and continues its operations, an unpaid worker may still need to go through a protracted enforcement process against the company to recover unpaid salaries and retrenchment benefits where provided and applicable. Even then, there is no guarantee that the worker would be able to recover all his outstanding salary, retrenchment benefits or benefits under their collective agreement. This is further exacerbated during recent times when companies undergo insolvency or other related proceedings, such as judicial management and receivership. In any event, there is little or no recourse for both workers and unions as a moratorium of sorts prohibits the enforcement of rights under a collective agreement or any other due process. Although a leave of Court could be obtained, this has to be done through legal processes which may be too onerous, involve costs and, sometimes, beyond the reach of workers and unions. A good example would be the latest announcement of the closure of Robinson's Department Store last Friday. Robinson's is a branch of the Singapore Manual and Mercantile Workers’ Union for which I am their Executive Secretary. The union is in talks with the management and the liquidators. In fact, in this latest Robinson's saga which caught many unawares by the sudden closure, there are broadly three main groups that will be impacted.”
“Mdm Deputy Speaker, I rise in support of the Insolvency, Restructuring and Dissolution (Amendment) Bill which will establish a simplified insolvency programme. The intent of this programme is to provide a simplified process for eligible companies that require support, to: restructure their debts to rehabilitate the business, or wind up the company as the business has ceased to be viable. The programme focuses on assisting small companies by providing simpler, faster and lower cost proceedings for eligible companies, for example, for simplified debt restructuring, requiring one Court application, instead of two Court applications in a typical scheme of arrangement. In respect of a simplified winding up, the process is based on the voluntary winding up process, instead of a Court-ordered winding up, and removes the necessity of a Court application to place the company into winding up. The simplified proceedings may help to reduce the time and costs involved in conventional insolvency processes which, in turn, may help to somewhat increase the overall pool of assets and monies to be eventually used to satisfy a company’s debts. For simplified debt restructuring, it may help certain businesses rehabilitate and survive this economic downturn which, in turn may help to preserve certain jobs. However, as the primary intent of the programme is to assist troubled companies, it, therefore, means that the programme does not significantly improve the position of workers with owed salaries or retrenchment benefits. This is something I have raised on several occasions in this House.”
“For businesses concerned with the increase in the limits of financial penalties, I think there is no cause for alarm, as this is targeted towards irresponsible organisations in the most serious cases. Similarly, the introduction of new offences is only intended for individuals who egregiously mishandle personal data and not where employees are acting within the scope of their employment, or for data professionals, cybersecurity specialists, artificial intelligence engineers or researchers carrying out legitimate activities. While I am supportive of the amendments to this Bill, I would be grateful if the Minister could address the following concerns. First, the costs and investment in complying with the new data portability obligation may be significant. Will organisations, especially SMEs, receive any assistance in this regard? Can the Minister share how MCI or PDPC plans to help reduce the compliance burden on organisations? Second, the proposed amendments seek to remove the exclusion for organisations acting on behalf of public agencies from compliance with the PDPA obligations. Can the Minister elaborate on the impact of this amendment and how organisations, acting as the data intermediaries of public agencies, can be accorded protection in the performance of their tasks? Can such organisations reasonably comply with their obligations under the PDPA, given that public agencies, that, the principal, are not subject to the provisions of the PDPA? Third, the proposed criminal offences against individuals for the mishandling of personal data have been drafted rather widely. Would the Minister provide some guidance on when and how these provisions would apply? Sir, clarifications notwithstanding, I stand in support of this Bill. 4.54 pm”
“They demand for convenience, speed, personalised user experience, flexibility and, at the same time, greater confidence and assurance in the way their personal data is safeguarded and used. I hope this set of changes will let consumers be assured in this respect. This is especially important, in light of the recent compromise of 1.1 million user accounts of RedMart, Lazada's online grocery store and other e-commerce platforms. Firstly, the framework for the collection, use and disclosure of personal data will be updated to enable consent to be sought when meaningful and necessary. Where consent is not sought, safeguards will be put in place for organisations to be held accountable for their practices. For example, with the introduction of the notification with opt-out option, organisations will be able to obtain meaningful consent from consumers and use this data in new ways. However, organisations must first ascertain that there is no adverse effect on the individual before obtaining consent in this manner. Even as businesses are given more scope to leverage data, consumers will still have flexibility and the ability to opt out if and when they so choose. Express consent will still be required for organisations to send direct marketing messages and updates to the Spam Control Act and Do Not Call or DNC provisions will allow consumers greater protection from unwanted communications across all direct communication platforms, that is, voice calls, SMSes, instant messaging and emails. At the same time, with the new Data Portability obligation, consumers no longer need to worry about being locked-in to a single service provider and can easily switch to new services.”
“As we have read in the news, e-commerce and tech companies are looking to expand or invest in Singapore, using Singapore as a launchpad for expansion, not only into the ASEAN region but globally as well. Singapore has hereinafter taken steps to establish and position itself as a data hub. There is, therefore, no better time than the present to refine our data protection regulations as we continue in our race to lead in a data-driven economy. We must recognise and seize these opportunities to ride the tech wave. Speaking also as the Assistant Secretary-General of NTUC, the creation of job opportunities and the sharpening of Singapore’s innovation capability, without question, would, and can only, be advantageous to our workers in this current economic climate. The refinement of our data protection framework and policies that support the growth of our digital economy is an essential element in our nation's overall blueprint for the future and for continued growth. With our infrastructure and links to the region and the world, we are in a good position to ride the tech wave and to continue tapping and building on our potential and strengths. Furthermore, data protection laws are still in an early evolutionary stage globally. These proposed amendments seek to bring our data protection laws in greater alignment with the global standard. Indeed, our aspiration is not just to keep up with the data protection regulations like the GDPR. We have more than a fighting chance of becoming one of the leading authorities in data protection in the region and in the world. At the same time, consumers are increasingly aware and concerned about the way their personal data is being collected, used and shared.”
“Mr Deputy Speaker, Sir, I declare my interest as a member of the Data Protection Advisory Committee of the Personal Data Protection Commission (PDPC). I rise in support of this Bill, which seeks to achieve the twin objectives of strengthening consumer confidence that their personal data will be used responsibly; and enabling organisations to confidently harness personal data for innovation which, in turn, would benefit our citizens and Singapore's economy. It has been eight years since the PDPA was enacted in 2012. The objective then was to provide a baseline standard for data protection in the private sector. This Bill seeks to introduce, inter alia, the concept of organisational accountability, mandatory data breach reporting to the PDPC, new requirements for organisations to conduct risk assessments, a new data portability obligation to enhance consumer autonomy, a higher financial penalty cap, enhanced enforcement of the Do Not Call provisions and new exceptions and definitions of consent to facilitate the use and movement of data by organisations. Undeniably, there will be some who will question the timing and impact of these proposed amendments. After all, we are only starting to see the effects of the COVID-19 pandemic unravelling and facing a probable imminent global recession. These amendments will necessitate changes in an organisation’s policies, systems and processes. With organisations already trying to cope with stretched resources and trying to avoid going belly-up, measures, such as stiffer fines for data breaches or making it mandatory for organisations to notify the PDPC, may seem counterproductive. Nevertheless, I support the proposed amendments for the following reasons. These long-contemplated amendments are vital and tabled none too soon.”
“I thank the Senior Minister of State for her reply and also for her assurance and guaranteeing the air quality and standards are within healthy range and not hazardous and noxious. Just wanted to share because, just last night, in fact, two residents buzzed me through private message to share about chemical smells and odours coming from the nearby factory areas, mainly, Soon Lee as well as further down, near Boon Lay Way. Essentially, the smells come partly exacerbated by the fact of strong winds and wind directions, so I just wanted to give a few suggestions to Senior Minister of State. Firstly, beside regular checks, particularly from the HDB blocks that are facing the precincts to do checks in those areas rather than within the industrial area itself. Second, whether we can do environmental audits in a more regular fashion for those industries which particularly have emissions of smoke, fumes as well as other odours. Thirdly, whether NEA can work more closely with the community to be a bit more proactive, as and when we detect some of these cases to engage those companies and businesses in the area.”
“” Disclosure, however, may be permissible in certain circumstances, such as the consent of the other party; by order or leave of Court; where it is reasonably necessary; and/or where it was in the interests of justice or where legally required. Would the Minister be able to provide certain specific instances in which confidentiality obligations are waived? For instance, where documents and/or evidence are raised in arbitration proceedings for which a finding has been made, are subsequently raised in court proceedings for a separate matter between the same parties who wish to deviate from their original position? Sir, clarifications notwithstanding, I stand in support of this Bill. 3.09 pm”
“The complexity of such matters may be exacerbated where there are more than two parties involved in the dispute. The amendments plug the lacuna in the law. With the stipulated procedure on appointment of arbitrators in multi-party arbitrations, this should minimise procedural disputes on the same time, resulting in saved time and costs for parties. We note that there is a growing trend in arbitrations from joint ventures, oil and gas matters, and merger and acquisition disputes – these disputes often involve substantial sums of monies, and there is all the more reason why we want these matters to be arbitrated in Singapore. Additionally, privacy and confidentiality remain the cornerstone of arbitration. The enactment of statutory powers of the arbitral tribunal and High Court to enforce existing confidentiality obligations, whether under agreements or at law, gives bite and effect to such obligations, which will certainly bring Singapore’s arbitration landscape to greater heights. While the amendments do not seek to impose fresh and/or new confidentiality obligations in arbitration proceedings, my query relates to the scope of such existing obligations. The authorities suggest that the general principle in Singapore’s arbitration law is that arbitrations are not only private but also confidential. The High Court in Myanma Yaung Chi Oo Co Ltd v Win Win Nu and another in 2003 held that “there was an implied obligation on the parties obtaining documents not to disclose them or use them for any purpose other than the dispute in which they were obtained.”
“Mr Speaker, Sir, I declare my interest as a Fellow of the Singapore Institute of Arbitrators. I rise in support of this Bill, which amends the International Arbitration Act or IAA and seeks to enhance Singapore’s status as an international commercial arbitration hub. Over the years, Singapore’s position as an international dispute resolution hub in the globe has been cemented, largely due to its strong recognition of the rule of law. Alternative dispute resolution mechanisms – in particular, mediation and arbitration, are increasingly popular in recent times, with the privacy afforded to parties at such forums. Additionally, the Singapore Courts have also recognised arbitration agreements and stayed Court proceedings commenced in breach of such agreements. This lends weight and legitimacy to the arbitration landscape in Singapore and parties can be confident that their earlier agreements to arbitrate their disputes will be upheld in Singapore. I understand that the Bill makes the following two key amendments: First, the introduction of a default mode of appointment of arbitrators in multi-party arbitrations where parties’ agreement does not specify the procedure for such appointments; and Second, the Bill will explicitly provide for the arbitral tribunal and the High Court to enforce obligations of confidentiality, by making the relevant and/or necessary orders and directions, where such obligations exist. I welcome the amendments, for the following reasons. In an era where contractual obligations are being restructured, varied, suspended and/or terminated, as a result of the unprecedented impact of COVID-19 on global economies, the potential for disputes over substantive matters is rife.”
“For our forebears had fought to bring Singapore forward, for the many storms we have weathered since our independence, including the Asian Financial Crisis, SARS and the Global Financial Crisis, we have prevailed. We will and we must prevail again today. We must continue to rise to the challenge, adapt and emerge stronger. We will need to prepare our lives to overcome this crisis and after this crisis. We will need to reset, refresh, review, reinvent and rethink our strategies to become successful in the next normal. We must unite so that our economy will again prosper anew. We must unite even more so as external forces seek to divide us. We must unite so that we can leave behind a better society for children and their children. I urge all of us to come together to build a liveable and sustainable society and country founded on mutual trust with opportunities for all. Let us continue to have faith and be of good courage. Listen well, look out for one another, stay strong and communicate with grace and empathy. I now call upon all the Members of this House to join me in thanking the President for her Address. [Applause.] [(proc text) Resolved, (proc text)] [(proc text) "That the following Address in reply to the Speech of the President be agreed to: (proc text)] [(proc text) 'We, the Parliament of the Republic of Singapore, express our thanks to the President for the Speech which he delivered on behalf of the Government at the Opening of the First Session of this Parliament.'." (proc text)]”
“Deep trust and mutual respect will need to form the basis of the relationship between fellow Singaporeans, earned through the help and sacrifices that we give one another. We need to maintain a profound respect and plurality in Singapore and find shared layers above this diversity. I hope we can continue to build a culture of openness and trust, and one in which the Government listens, consults and engages regularly and widely with all. We need to continue to fight for a more caring, compassionate and inclusive society, one with a strong heartware. Given the upheaval caused by this pandemic, it is our hardware and software that will save lives and livelihoods, but it is about being inclusive in our heartware that will determine whether we will get through this pandemic as One People, One Nation and One Singapore. Last, but not least, Mdm President shared that Singaporeans have new aspirations and expectations, including a desire for more diverse voices to be heard, and stronger checks and balances. At the same time, new leaders are emerging to take Singapore forward. Moving forward, both the Government and the Opposition must share the common goal of working together to better Singapore for our people. We do this with dignity, respect, integrity, courage and grace – not forgetting the hon Member Mr Murali’s exposition of the rhino and lion, and also the indomitable neck-sticking giraffe. Members in this House have also applauded the Government for recognising the Leader of the Opposition. It is crucial to have constructive rational debates to further the interests of Singapore and Singaporeans. Mr Speaker, Sir, Singapore may have its beginnings forged in the crucible of crisis, but time and again, we have proven our mettle and prevailed against the odds.”
“We may not always agree, but we cannot let our disagreement turn into division. Otherwise, change will cause a rupture in society as we have seen elsewhere. Our first President Yusof Ishak did not see our diversity of race, language, religion as an obstacle to progress. He saw this as our strength. He saw the diversity as exactly what would make Singapore dynamic and progressive. Diversity and inclusion is an important area which we must hold dear and fast, too. Fourth, strengthening our Singaporean identity. It is the heart and spirit of Singapore which is embodied by the Singapore Tapestry, woven out of diversity and adversity. Its colours brightened by the idealism and energy of our youth or as hon Member Mr Darryl David put it "more like a quilt, nicely handcrafted patchwork", close and dear to us. Its thread tightly bound by a shared sense of community, culture and, ultimately, destiny. To our youths and young people – never stop dreaming or lose that sense of optimism. This is not a lost generation and you are definitely not a "strawberry generation". When I see youths and young people, I see vitality, vigour, tenacity, great courage and ideas. They are like arrows. There may be attention exerted to the string at the start but when we release the bowstring at the right pull and tension, it will hit the target and mark with perfection and accuracy. To our youths and young people, we want to support you for you to realise your dreams, to overcome the crisis of a generation by uniting fellow Singaporeans and leave behind a more beautiful and tightly knitted tapestry as a legacy for generations of Singaporeans to come.”
“The new social compact must be practical, balancing the needs of Singaporeans in the areas of social security, affordable and quality housing, healthcare, education, public infrastructure and environment with their aspirations and dreams. To facilitate social mobility, I look forward to the Government's continuous investment in our people with the necessary training and opportunities. As we deal with the major changes in the economy and labour market, it is important to strengthen our social safety nets and keep inequality in check. Our starting point in life should not dictate our ending point. With hard work, ability and ambition, we can succeed. We must strive as much as possible to level uneven starting blocks and to provide opportunities at every stage of life. It is also our hope that our education system will always remain a social enabler so that everyone, especially those who may have started with less, can have the hope and confidence that in Singapore, they have equal access to opportunities to do well, achieve their aspirations and find happiness. There was also recognition of the trade-offs and sacrifices that women make in their careers to look after their children and to reduce the burden of care-giving. I was especially reminded by hon Member Mr Louis Ng's example of Oasis water park ladies' toilet in Nee Soon East which he used to illustrate the issue of gender stereotypes. Related to gender and poverty is a larger conversation about discrimination in our society. We need to expand our empathy to our minority communities. It is essential that we rise above our differences and find common ground. Occasional setbacks need not trip us in our perseverance to continue to make progress. Harmony in diversity will always be a work-in-progress.”
“To continue to uplift our low-wage workers, we will need to ensure they acquire the skills to progress, not to forget the Triple Uplift formula of the Progressive Wage Model plus Workfare Income Supplement and, of course, the National Wages Council recommendations. At the same time, we must not forget our older workers who are generally more vulnerable and are at a higher risk of being retrenched. For this group, it will be harder for them to look for another equivalent job and more so at the same pay. Retraining and upskilling older workers will enable employers to continue finding value in them and be less likely to make them redundant. I appreciate the call to respond to older workers with a heart, H E A R T which stands for H "holding on to jobs"; E "employment assistance", A "to act fairly", R "relief", T "to tough it out", and to redesign jobs, shift workplace culture and HR policies to institutionalise new possibilities for a maturing workforce. Government, businesses and citizens must work together and expand opportunities for our senior workforce. As mentioned Prime Minister, the best unemployment insurance is, in fact, the assurance of another job. Third, President Halimah also called on all of us to build a fair and just society and to look after our low-wage workers, especially during this crisis. As we negotiate through these stormy seas, we must not leave anyone behind. The digital disruption and economic transformation in the next normal and low-touch economy, therefore, must be even more inclusive and further fortify social cohesion.”
“In these uncertain times, it is ever more important for all employers to play their part in building up their Singaporean Core and in circumstances where retrenchment is unavoidable and is the final option and employers have to choose between a foreigner and a Singaporean. I strongly urge the employers to lean towards keeping the Singaporean. Mr Speaker, for a country to remain on a sustainable path, I agree with Prime Minister Lee Hsien Loong that Singapore cannot look inwards. We will need to grow our economy to create good jobs for Singaporeans and raise the living standards. To do this, we need to continue to remain open to attract Investments. We cannot close our doors to foreigners and foreign investments. More Singaporeans will be able to take up the opportunities that these foreign investments create. There is a need to bring in foreign manpower to supplement the local workforce and ensure the transferability of niche skills. Local companies including SMEs will also need skillsets and expertise to grow their business. I do not think we just want to settle with having the cake and eat it but we want to grow and enlarge the cake, thereby giving Singapore and Singaporeans a bigger and better and also the best slice of it. As some of the jobs support measures will ease in in the months ahead, there will be fewer job opportunities and, perhaps, even more retrenchments. More workers will be impacted and we need to enable them to adjust and bounce back through this crisis and beyond. It will be especially tough for some group of workers, including low-wage workers and older workers.”
“I take heart that every call to strengthen our Singaporean Core made in these Chambers has not been a call to divide but one to unite. I take heart that the ideas put forth have been in the pursuit of our key tenets of fairness, equality and with the ultimate aim of progress and growth for our people and our country. I take heart that while each of us has marked our own journeys, we share the same destination, where we keep our economy strong and competitive so that in turn our workers can have good jobs, not just good jobs, but quality jobs and opportunities that meet their aspirations and improve their lives. All around the world, anti-foreigner sentiments are on the rise because of the anxieties of job security, especially when they see that their jobs are overtaken by foreign manpower. When Singaporeans lose their jobs, but find that foreigners are still holding onto their PMET jobs, many become unhappy. We have heard multiple anecdotes from many Members the past week of jobs being filled by foreign manpower and who may not even be as academically qualified. Intense competition from the influx of foreign manpower and incidence of unfair employment practices by employers who display a clear preference for foreigners. I am heartened by Minister Josephine Teo's announcement that MOM is reviewing and taking a close scrutiny of companies whose Singaporean Core has been weakening and that Minister Ong Ye Kung has shared that the Monetary Authority of Singapore will ensure fair hiring opportunities while grooming Singaporeans as leaders and specialists in the financial sector.”
“As we review and formulate strategies for industries to transform and diversify, we will need to create an even stronger linkage in the form of skills maps, job redesign, job retraining and re-scaling of our workers to take on these jobs. This will not be an easy task. In the past five months alone, I have used more virtual conferencing than the past 25 years of my working career. I believe many of you would agree we had to learn the use an entire spectrum of virtual meeting and conference software, from Webex, MS Teams, Big Marker to Zoom, Skype and Google Meet. It is really quite a mouthful to swallow. In a short span of one month during the Circuit Breaker, I have to convert a storeroom of my home into a home office and had to move plans and furnishings in my home into the storeroom to improve my backdrop for live webinars and Facebook live sessions. Second, securing jobs for Singaporeans. As highlighted by President and many Members, jobs remain a core priority for Singapore at this juncture and in the years ahead. The economic and social disruption brought about by COVID-19 coupled with geopolitics and trade tensions have only served to heighten insecurities and anxieties about jobs for many segments of society, including young fresh graduates from our ITEs, Polytechnics and Universities, low-wage workers as well as older workers. I am encouraged that many Members have spoken passionately about the Singaporean Core. In fact, I was doing a count, as we progress through the speeches, and the phrase "Singaporean Core" has been mentioned over 40 times in the last four days alone. Strengthening our Singapore Core is not and must not be something which divides us.”