Tan Chuan-Jin
Singapore
“A step-parent who wishes to leave any part of his or her estate to a stepchild is encouraged to make a will. Intestacy law would apply in cases where a person passes on without a will.”
“Last year, we reviewed and extended the Child Development Account, or CDA benefits to children of unwed parents. The Government granted CDA benefits, to children of unwed parents born, or with an estimated date of delivery, from 1 September 2016. It is generally good practice to implement our policies prospectively.”
“The Ministry of Social and Family Development (MSF) does not track the number of persons who choose to remain homeless instead of being admitted into shelters. When MSF receives information on persons who may be homeless, we initiate contact with these persons on the ground to offer assistance.”
“Our law places the child's welfare and interests at the heart of an adoption decision. We must not forget that such an adoption is a life-changing event because when an unwed mother adopts her child, the duties, obligations and liabilities of the biological father are terminated.”
“The Early Childhood Development Agency (ECDA) works closely with the Housing and Development Board (HDB) to plan for preschools in upcoming Build-To-Order (BTO) developments, including Bidadari new town. To better meet the needs of young parents, new preschools will have larger capacities and also be completed earlier where possible.”
“The Silver Support Scheme under the Manpower Ministry provides an income supplement to seniors who had low incomes through life and who now have little or no family support. Beyond ComCare, we are also expanding upstream intervention to strengthen the resilience of vulnerable families and their children to set a good foundation.”
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“The Government will continue to monitor the impact of our manpower policies closely and support businesses in making the transition to improved productivity and reduced reliance on manpower inputs.”
“We have provided a transition period for existing work pass holders. For example, while we announced the higher qualifying salary requirements for EP in August 2011, the changes were implemented for new Page: 158 applications from 1 January 2012 and for renewals from 1 July 2012. For existing EP holders whose passes expired before 1 July 2012, we gave a one-time renewal of one or two years depending on when their passes expired. Employers who are unable to renew the EPs of their existing EP holders should consider more pro-active ways of finding and attracting Singaporeans to take on such positions, such as by offering Singaporean students internship positions or vacation jobs in their companies to gain experience, and interest them to join after they graduate. In sourcing for suitable Singaporeans, companies can also tap on the Workforce Development Agency's (WDA) network of career centres at the Community Development Councils (CDCs), NTUC-Employment and Employability Institute (e2i) and CaliberLink, WDA’s one stop service point for Professionals, Managers and Executives. We also encourage businesses to tap on the many Government support schemes to raise productivity and reduce dependence on manpower. MTI tracks indicators of business costs and business activity closely. On business costs, we monitor indicators such as the Unit Labour Cost (ULC), rentals and utility costs, and assess their impact on our competitiveness. On business activity, we monitor sector-specific indicators, such as the Index of Industrial Production (IIP) for manufacturing, as well as economy-wide indicators, such as investment commitments. MOM and MTI also gather feedback from businesses and investors on a regular basis.”
“To qualify for the Employment Pass (EP), applicants will have to earn a salary of at least $3,000, with the exact requirements depending on his qualifications and experience. While young graduates from good institutions can qualify if they earn at least $3,000, more experienced applicants would have to earn more than $3,000 to qualify, commensurate with the work experience and quality they are expected to bring. This ensures that EP holders hired are of good calibre and do not compete unfairly with Singaporeans by coming in at lower wages. We have not disclosed precisely how much salary is required for what age, and at what level of qualifications, as we expect employers to independently determine what is the value of the job. However, we have provided companies predictability in the EP application outcome via our online Self Assessment Tool (SAT), which will provide applicants with an indication of whether they are likely to obtain an EP or S Pass based on their age, qualifications and salary. Many employers have not tried using the SAT. We strongly encourage companies to take time to use the SAT when shortlisting candidates for interview before the candidate is selected and before submitting an EP or S Pass application. This will avoid unnecessary frustration with rejected applications. The SAT has a high degree of accuracy. In particular, if the SAT outcome is negative, it is almost certain that the candidate will be rejected if an EP application is submitted. Only a very small proportion of positive SAT outcomes will be eventually rejected, and these often relate to cases where the applicant or company has a past adverse history or if there are security considerations. We have always given businesses time to adjust to foreign manpower policy changes.”
“MOM provides assistance to help employees resolve their employment disputes, such as voluntary mediation services and adjudication at the Labour Court. Most employment disputes mediated by MOM are amicably resolved between employee and employer. Tripartite Mediation for Professionals, Managers and Executives (PMEs) was introduced in February 2011 to help PME union members in non-unionised companies address their key employment issues4. Tripartite mediation covers employment disputes in the areas of salary arrears, payment of retrenchment benefits and breach of individual contract by the employer. So far, seven cases have been lodged by employees and almost all have been successfully resolved. The breakdown of employment disputes lodged by employees for voluntary mediation assistance or tripartite mediation from 2008 to 2012 is provided in Table 1. Page: 156 Page: 157”
“The breakdown of Employment Act-related cases lodged by employees from 2008 to 2012 by age and gender is provided in Table 1 and 2 respectively. Page: 154 Page: 155”
“Additional assistance is also available through schemes like ADVANTAGE, which supports employers by defraying some of the costs involved in redesigning jobs for older workers, such as through automation. To recruit more locals, employers should approach WDA’s network of career centres at the Community Development Councils (CDCs), the Employment and Employability Institute (e2i) or CaliberLink. On a more fundamental level, we also need to re-orientate our thinking, from "where can we find more workers" to "how can we do things differently so that we are able to do more with what we have". This is because the manpower challenges of a tight labour market are a long-term issue, and the sustainable solution lies in improving productivity and upgrading the economy. Page: 143”
“As a matter of principle, foreign students in Singapore should be focused on their studies and not work. Foreigners who would like to work in Singapore should apply for a work pass. Allowing foreign students to work will blur this distinction and encourage abuse, since a foreigner may enter Singapore under the pretext of "studying", but with the intent to actually find work. Page: 142 However, we do allow some foreign students to work in Singapore. Foreign students studying in Institutes of Higher Learning (IHLs), for example our publicly-funded Universities and Polytechnics, can work in Singapore during their period of study. These are institutions where there are other controls on international student numbers, and where we are assured of stringent admission criteria and quality. Foreign students in these institutions are allowed to work up to 16 hours per week during term time, and with no restriction on the hours during vacation. They can work in any part of the economy, including the F&B industry. We are aware of the manpower difficulties faced by employers in our tight labour market. We have an estimated 90,000 untapped pool of economically inactive residents2, including older persons and women, who had dropped out of the labour force for various reasons, but who welcome the opportunity to return to work. By having more flexible working arrangements and redesigning traditional job scopes, employers can tap on this pool of latent manpower. To further encourage employers to hire older Singaporeans, the Special Employment Credit (SEC) scheme was also enhanced last year. For each Singaporean employee aged above 50 who earns up to $3,000 monthly, employers will receive an SEC of up to 8% of the employee’s monthly wages3.”
“Addressing age discrimination is more of an ongoing journey than a destination, and requires the concerted efforts of all members of Singapore society. I welcome ideas and suggestions from the hon Member or others on how we can work together to better address this issue.”
“The employment situation for older workers has improved significantly over the last 10 years. The employment rate of older residents aged 55 to 64 rose from 45.2% in 2003 to a new high of 64% in 2012 – comparable to other advanced economies. This is mainly attributed to the tight labour market and measures to improve the employability of older residents, such as the successful implementation of the re-employment legislation. There is also a growing recognition that older Singaporeans can continue to make valuable contributions at the workplace. Page: 141 To address discrimination faced by older Singaporean workers, MOM has been working closely with employers and the unions in bringing about the adoption of fair, responsible and merit-based employment through the work of the Tripartite Alliance for Fair Employment Practices or TAFEP. Recognising that the key to dealing with workplace discrimination lies in changing the mindsets of employers, TAFEP takes a moral suasion approach to encourage fair employment practices. TAFEP also conducts research with employers, employees, job seekers and co-workers to understand and find better ways to overcome the employment hurdles faced by older Singaporeans. Such publications are made available to the public. From time to time, age-related discrimination complaints, mostly from older jobseekers, have been surfaced to TAFEP for assistance. In the past three years, TAFEP received 151 age-related discrimination complaints. Thus far, employers approached by TAFEP have heeded TAFEP’s advice and made adjustments to their employment practices, for example, by removing age criteria from job advertisements.”
“Between 2008 and 2012, the Labour Court issued a total of about 7,400 Orders for payments in favour of workers. Of these, about three quarters were fully paid and 5% were partially paid. The remaining 20% did not receive payment of the amount ordered. Most of these defaulting companies are small and face financial difficulty or have ceased operations. Workers who were awarded payment by the Labour Court and did not receive payment from their employers may enforce the Orders by way of writ of seizure and sale through the Subordinate Courts. This process does not require them to engage a lawyer. MOM officers at the Labour Court facilitate the process by advising workers on the procedures involved, and helping them prepare the necessary documents. However, whether the workers get any payment would depend on whether the companies have any assets left for sale. All companies that default on their Labour Court Orders are taken to task. MOM restricts their access to foreign manpower, and, in more egregious cases, MOM will prosecute and charge the employer in court. In the same period, 115 such employers were convicted in court and sentenced to either a court fine or a jail term or both, while another 23 employers were imposed with composition fines.”
“On the whole, the results in implementing the re-employment law have been positive. The employment rate of older residents aged 55 to 64 rose from 61.2% in 2011 to 64.0% in 2012, and the number of re-employment disputes that has been lodged with MOM has been low. Much of this can be attributed to the tight labour market situation and the efforts of the tripartite partners in promoting re-employment. We will continue to monitor the employment landscape for older workers with a view to enhancing employment opportunities for older Singaporeans. Page: 127”
“Top-line statistics on the re-employment situation in 2012 will only be available in March 2013. The results of the previous ad-hoc survey on the retirement and re-employment practices in Singapore conducted Page: 126 in the last quarter of 2011 showed that most employers were prepared for re-employment even before the Retirement and Re-employment Act came into effect on 1 January 2012. According to the earlier survey results, some 11,500 local employees turned 62 in the year ending June 2011 in private establishments with at least 25 employees. Nearly all or 97% of the retiring cohort in 2011 were offered employment beyond 62. This comprised 66% who were allowed to continue working on their existing contracts and 31% who were offered re-employment under a new contract. Of those who accepted re-employment in the same job, 17% had their wages adjusted downwards, with a median wage cut of 12%. As for re-employment disputes, MOM received 32 cases in 2012, mainly over eligibility for re-employment or dissatisfaction over the re-employment terms offered. MOM provides conciliation services to employees, unions and employers to help them resolve these disputes. If the dispute cannot be resolved through conciliation, employees may appeal to the Minister for Manpower if they have been unfairly denied re-employment, or lodge a claim if they have received an unreasonable re-employment offer or Employment Assistance Payment. In most of these 32 cases, the employees and employers have reached a successful settlement. The remaining are currently under conciliation. We urge employers to refer to the Tripartite Guidelines on the Re-employment of Older Employees when making re-employment offers to minimise disputes and to implement re-employment in the right spirit.”
“To address this, because of security bond and other measures, we have various levers in place to work with the companies to make sure that adequate compensation is provided for. This is something that takes time, but it is something that we, by and large, are able to settle quite expeditiously. So, no foreign worker, and, in fact, no local worker either, will be denied that avenue. I am looking at, as part of our improvement and strengthening of the Employment Act, whether we would be able to establish a different body to deal with some of these non-statutory concerns. I would say that this applies to not just low-wage workers, whether local or foreign, but even for some of the junior PMEs, there are concerns. Sometimes, it is non-statutory issue and we are not always able to step in. But rather than resort to the civil courts, we are exploring whether something of that nature could be set up as an intermediate body to assist them. This is something we will surface through consultation and we will gather suggestions and ideas. In fact, a number of these have been surfaced. It is something that we can explore.”
“Our present experience with the unions is that they do actually look out for foreign workers. In fact, we do have the unions highlighting concerns to companies and to us when these issues are raised. This is something the unions do take seriously, in terms of their responsibilities. As mentioned earlier, as a wake-up call, I think this is a useful reminder for all of us to make sure that whatever channels are available, workers and the unions play a very important role. I have very little doubt that the unions take this responsibility in representing all their workers seriously, meaning that if there are concerns raised by the foreign workers, even though they may form the minority, these things will be registered and will be brought upstream. This is something that we will re-emphasise to our union colleagues as well. With regard to avenues to the Industrial Arbitration Court, all these remain open. I think there is a due process. I deal with a lot of these issues, whether local or foreign, and many of these will go through the appropriate steps, especially when statutory violations occur. Eventually, the access to Industrial Arbitration Court is available, and no one is denied that right to go through some of these processes. It does take time and investigations need to take place. We want to make it as expeditious as possible and we find that in most disputes, Page: 32 we are to resolve it pretty much in a month or so, or no more than three months. Complex cases will take longer. For some settlements, there might be complications, for example, with medical disputes or companies which are not able to pay up.”
“Register them, they are recorded in the IPA, this is translated into the native language and issued to the workers before they come. Whatever the workers have agreed with whoever they are supposed to have agreed with in their own local contract in their country, the final document that they received for the IPA would determine "This is exactly what you are going to do, how you are going to be reimbursed and so on", and to make sure that at least that tallies. That is an important step to take. I would recognise that there are limits to how much I can control upstream. But this is an important measure so that at least they can say, "Wait a minute. What I have agreed to with my agent or whoever differs greatly from what is being issued from Singapore" and, Page: 31 hopefully, that would raise alarm bells for the workers themselves for them to resolve the issues and take action accordingly. If it turns out to be completely not what they had signed themselves up for, then they will have other recourse to take at that stage.”
“Mdm Speaker, with regard to Mr Zaqy Mohamad's first suggestion, it is something that we can look at in terms of whether we are able to enhance the access that foreign workers may have, especially in situating something or others in the dormitories. But I would say that the most expeditious would be telephone numbers. They could call a range of agencies concerned. As I have mentioned earlier, these numbers are disseminated. I will take a look at the process again to see whether we can enhance that further. But I would say that that is probably the fastest way to get in contact. And they have a choice. They can call MOM, the unions and the NGOs, and the embassy numbers are also provided. This is a very thorough range of avenues that is available. The key thing is really to educate them that these numbers ought to be used when they do have issues, register the complaint and then we can fix up appointments or whatever to follow up. I would suggest that that might well be the most expeditious and effective way to register their concerns. On the point raised by Mr Zaqy Mohamad with regard to contracts signed outside of Singapore, that is something of concern because they may actually sign a contract in their regional state or city, and then that might actually be quite different, depending on what the agents do. It is something we recognise. But our challenge is we do not have the remit to go upstream to govern that because a lot of that operates in another country. What we have done to overcome that is with the In-principle Approval (IPA), meaning that when companies here apply for their work permits, we want them to define what exactly are they requiring the workers to do, what are the contractual terms, pay and so on.”
“Mdm Speaker, for the bus drivers concerned who participated in the illegal strike, let us be clear. They violated the laws and what Page: 29 we did was to take action to deal with the particular circumstances. In this instance, the PRC drivers, the 29 who were repatriated, were interviewed and given the opportunity to air their grievances and we registered them and took action accordingly. In the investigation process, we assessed as to the culpability of the different bus drivers who were involved. There were many more bus drivers involved, but we were able to differentiate the level of involvement and the degree of responsibility each of the different bus drivers had in participating in the particular incident. So, in our case, I would say that what we needed to do was to deal with the particular situation. Bus drivers violated the laws and we have to deal with it. In this case, for the 29 to be repatriated and made sure that investigations had taken place. We interviewed all the different bus drivers involved to make sure that they had the opportunity to register and air their concerns before we dealt with them. Obviously, there were also other bus drivers who, we felt, warranted much more serious action, and those actions are in the process of unfolding as we speak.”
“That is something I am mindful of and I have registered that with all my colleagues. They agree that it is something to be watchful for in the process as we amend and we strengthen the regulations. Companies are free to establish their wages and some of their contractual terms. It is a free market. This is where it is important to emphasise – it is not for us to intervene and tell companies how exactly they should structure it. Workers have a choice as well, as to where they can go. Similarly, I would suggest that foreign workers have a choice as to which country they choose to go. Notwithstanding this particular dispute and the amplification of egregious behaviour when it does take place, it is very important for us to recognise that for such a large workforce, Singapore is a fair and decent place for foreign workers to operate in. Most of our employers do not behave in a negative fashion; they are responsible. Singaporeans, by and large, notwithstanding what we read sometimes online, are welcoming, respectful and appreciative of what our foreign workers contribute to our landscape, which is why we remain a fairly attractive destination for foreign workers who are looking to earn a living, to earn enough to remit back to their families. If we were as it is painted sometimes, I do not think foreign workers would be very interested to come here. We have laws in place, we continue to strengthen them and we aim to enforce them as well. It is important to look at it in context. But companies, like I said, do have to be fair and they have to structure their wages and contracts accordingly, because if it is unfair and unbalanced, frankly, the workers will not join them and will move somewhere else.”
“With the non-statutory and where we feel it is necessary, we will step in as well to mediate or deal with the companies or employers concerned. In other cases, where we feel that it is perhaps not as serious and non-statutory, we would encourage the employees to take up other alternative avenues. The avenues remain open, and that is important to register. We do take action and will deal with issues. As to the numbers with regard to joining the unions, I do not have the numbers off-hand, but like I said earlier, we do encourage our unions to work with the foreign workforce to see whether they are interested in joining and to encourage them to do so. We note that, in some companies, a number of the foreign workers do actively join the unions, and that is a good thing because it allows representation and their voices to be heard and for the unions to take it up on their behalf. With regard to fair wages, regulations and so on, as I have explained in my response earlier, we have stepped up primarily in terms of our amendments to the Employment of Foreign Manpower Act (EFMA) which hon Members are familiar with, and that was tabled a couple of months ago. That was the first tranche. The second tranche will take place sometime in the course of this year. The Employment Act is also being reviewed, with the whole intent to strengthen, Page: 28 not just for foreign workers but for all our workers as well, and to make sure that their rights are protected. The position that MOM takes is this: we are not pro-employer, we are not pro-employee. However, I am also very mindful that from a general perspective, especially at the lower levels of work, it would tend to be weighted for the employer against the employee.”
“Mdm Speaker, let me take on the last question first. The channels are open. I recognise that out there, especially online, various allegations are made. For example, let me illustrate. These are not the first complaints raised to MOM with regard to SMRT. A number of complaints were Page: 27 raised prior to this and this has come up. These were raised in 2010, some statutory in nature, some non-statutory in nature. MOM took them seriously. We dealt with the issues, especially those that were statutory, we dealt with them and we told the company to change the practices and, as far as we are aware, those practices were changed. There were also some grievances that were non-statutory. However, we viewed that they were important enough that from a very senior level in MOM, we approached the most senior level in SMRT to register our concerns with some of their management practices. We told them basically that some of these things ought to be sorted out and that is something that they have done. MOM deals with not just SMRT but with many companies. Grievances appear – they appear in my email in-box regularly – but whether all are valid or not, we have to follow up and investigate, and that is what our officers do. We do have many grievances surfaced. Like I said, some are statutory, some are non-statutory. Some do not provide the complete story. There is another perspective to it and it is not necessarily clear-cut that the employer is at fault, nor is it fair to say that it is always the employee that is at fault. At the end of it, MOM has to deal with this. Where it warrants our attention, we will definitely deal with it. Certainly, from a statutory perspective, we will investigate and take action if regulations are violated.”
“With regard to the question on whether they were detained as if they were criminals, the 29 persons were detained at Admiralty West Prison which, in addition to being a prison facility, is designated as an immigration depot under the Immigration Act and is one of ICA's centres for repatriation operations. So, that is the context under which they were sent to that particular location.”
“Mdm Speaker, I totally agree with Asst Prof Eugene Tan's assertion that contracts are important and should be respected, but at the same time, there is the issue of fairness which is something that all employers should pay attention to. As mentioned, this is good management. Good companies, as we know, are good companies because they are well managed. They are well managed on the basis of values, and it is not just what you say but how you do and how you treat workers. And a lot of it is also about how we communicate and engage. Sometimes, there are differences, and sometimes there is perceived discrimination, unevenness or unfairness. But if communications are sincere, they have an open and a good positive working relationship with their employees, whether local or foreign, that is where a lot of the problems can be pre-empted. This, I would suggest, is something that all companies should take heed. Whether we can actually legislate for employers to learn to be fair, that is Page: 26 difficult. What we want to make sure is that we do not want to be intrusive but we do want to encourage. That is where a lot of the HR practices are that we try to actively promote. But we need to be careful not to overdo it because there are many things that companies need to do. In fact, I would say that, sometimes, we are overly regulating things. Some of them are sensible practices which companies should adopt, but where it is statutory and required for the Government to step in to implement laws and regulations, that is something we should do.”
“Mdm Speaker, I would like to thank Mr Cedric Foo for his suggestions. I would agree with him. For essential services, we are discussing with them, and we can look at putting in place more proactive measures. Clearly, I think HR audits and better intelligence are things which are practical, and we would see how best we could put in place some of these more proactive measures, as he has mentioned, to make sure that some of these companies and agencies are better able to stay ahead of the game. Clearly, they all take it quite seriously. So, this is something that we will work with them on, and we will explore what can be possible. Asst Prof Tan Kheng Boon Eugene (Nominated Member): Mdm Speaker, I thank the Acting Minister for his reply. I noted that there is a very strong emphasis placed on contractualism – the idea that the workers are bound by their contracts. As a lawyer by training, and one who teaches law, I certainly subscribe to that as well. But I think it is also important that the Government emphasises to employers the importance of fairness. The workers can look at the contract and say, "Okay, this is what I will be paid." But if they were to come to Singapore and realise that they are being discriminated against, then I think there is only so much that contracts can do; it does not take away the fact that the unhappiness remains. My second question relates to the question that I filed, that is, what is the reason for treating the bus drivers prior to their deportation as prisoners?”
“As to action plans to prevent strikes from taking place, what we have done, together with SNEF and the unions, is to make sure that companies are aware that if we do not manage grievances within our companies, they will fester and can lead to various consequences. There is a range of actions that workers can take, and we see that happening from time to time. The best solution is, really, for companies to take this seriously to make sure that their grievance management systems are in place. We do encourage unions to maintain a good feel of the ground by working with the workers and to encourage workers to join the unions. These are all outlet valves to ensure their grievances are aired and are settled. On our part in MOM, we remain an avenue that is opened for these issues to be raised. This is where I would say that clearly in terms of statutory violations, MOM will step in and deal with them. Where it is non-statutory, we will advise the companies, where appropriate, and step in to mediate when we need. But we are not able to apply ourselves on all grievances because clearly there are many, many different types of grievances and many of them are non-statutory. With the range of measures put in place, it is really about maintaining good harmonious relations between employers and employees, and a lot of it is actually about basic common sense, Management 101, and we do encourage, as I mentioned, companies to take heed of what is gathered and learnt from this incident to make sure that they learn to manage their workforce in a much more progressive and positive way. And that, to me, is the best solution to prevent such incidents from happening in the first place.”
“I would like to thank Dr Lily Neo for her several questions. The first set of questions revolves around our essential services. This is a fair concern, and it has been expressed by Mr Png Eng Huat as well. Let me put it this way. Essential services are critical to the well functioning of Singapore's society and we should pay attention to that. Due to security reasons, it would probably be appropriate for me not to go into details as to the extent of which the numbers are involved. But, certainly, with regard to the operators themselves and the agencies concerned, we are working closely with these agencies to understand the circumstance and to make sure that appropriate measures are put in place. As to whether there are more incentives to encourage more Singaporeans to join such essential services, the agencies are looking at how better to make employment for Singaporeans more attractive. This applies to not just those agencies alone but many other agencies providing public services. But, at the same time, I think it is to make sure that there are measures put in place to Page: 24 manage industrial relations within these firms, and that is critical. While we have seen the incidents through the SMRT strike of this possibility, it does not – and I stress – it is important not to generalise that there is a high risk of this happening. There are reasons why it has taken place. In this case, in terms of miscommunication, better management could have taken place. This is where companies and agencies, if they were to undertake much more positive control in terms of labour management, both with local and foreign workforce, they will essentially minimise the probability of such incidents happening.”
“We must continue to build on this foundation so that more and better jobs can be created for Singaporeans. It is not something we should take for granted, and we should continue to strengthen this relationship. The SMRT incident revealed that industrial peace cannot be taken for granted. It was indeed, as Ms Irene Ng put it, a "wake-up call". To strengthen tripartism, we need to build upon the spirit of cooperation between workers, Page: 23 employers and the Government. Given the very strong commitment by the tripartite partners, I am quite confident that we will be able to reinforce and strengthen the tripartite foundation that we have built up over the years. In conclusion, let me end by saying that it is inevitable that given the changing dynamic of our modern workforce, it will continue to pose new challenges to our existing framework for harmonious industrial relations. The SMRT incident has shown that we need to be nimble and develop new ways to address these challenges early. This will include strengthening the capacity of all parties in the employment ecosystem to minimise work-related disputes as far as possible, and resolve them fairly and expeditiously when they arise.”
“The information declared by employers is clearly stated in the copy of the In-Principle Approval letter, and a copy of this letter is sent to the worker in their native languages before they enter Singapore. We want to make sure that workers come in with their eyes fully open as to what they have agreed to and what the employers have agreed to. MOM has also piloted a series of pre-departure orientation briefings in source countries on topics such as employment laws and employment terms for Singapore-bound construction workers. MOM is also working with our partners to produce an educational video for foreign workers before they come so that they are better informed on their employment rights and how to settle any employment disputes amicably. On Mr Arthur Fong's question of whether MOM will allow foreign workers to be unionised, let me clarify that the law already allows this to take place. In fact, many foreign workers are already union members and have their unions representing them on employment related issues such as work-related grievances. And we have encouraged the unions to be proactive on this front, in similar fashion to let our foreign worker population know that they are free to join the unions. This brings me to the final point on tripartism and industrial relations, which Ms Irene Ng, Mr Cedric Foo and Ms Mary Liew have asked about. Strong tripartite cooperation has been one of Singapore's unique strengths. We have said this many times, and it is something that I would want to say again. It is actually quite critical for us and has contributed significantly. It has brought about general industrial peace; stable jobs for all our workers; and enhanced our attractiveness as a business and investment destination.”
“MOM takes a serious view of employers who fail to fulfil their statutory duties under the law. Besides relying on cases triggered by complaints from employees, we also take proactive steps to detect errant employers. In 2012, MOM conducted about 3,000 inspections to detect potential breaches of the Employment Act and Employment of Foreign Manpower Act, including more than 850 inspections of premises used as foreign worker housing. More than 350 employers were also prosecuted and convicted for breaching Employment laws during this period. In recognition of the different circumstances faced by foreign workers, MOM further undertakes calibrated outreach efforts to educate them of their employment rights and responsibilities, and avenues for assistance. Since 2009, MOM has been issuing guidebooks published in foreign workers' native languages to all new foreign workers when they report to MOM's Work Permit Services Centre to collect their Work Permit cards. The guidebook provides information on foreign workers' employment rights and responsibilities under the law, and useful contact numbers, including those of MOM and the Police, NGOs, and Embassies of foreign workers' home countries. So, if they have issues, they can call any of these above numbers and register their concerns. Going forward, we will enhance the guidebook to provide more information on proper channels for raising grievances and regulations on industrial actions. Page: 22 Besides providing information on employment laws, it is important to provide foreign workers with information on their basic employment terms in advance, before they enter Singapore. Since June 2011, employers have been required to declare the foreign worker's basic monthly salary, allowances and deductions when applying for work permits.”
“It is heartening to note that from a joint study done by MOM and MWC in 2011, more than nine in 10 of foreigner workers were satisfied with their overall working experience here. However, as I said before many times, while, by and large, we have good employers and Singaporeans, by and large, respect and appreciate the contributions made by foreign workers, there will be negative experiences and unhappy cases from time to time. As I said before, I do believe that we can do more in this area and I will, in this segment, outline some of the existing and upcoming measures. Over the years, MOM has put in place a framework to ensure basic employment standards for all employees, in terms of legislation, enforcement and educational outreach. Our legislation is regularly reviewed to ensure their continued relevance and efficacy in view of the changing employment Page: 21 landscape. Recently, as Members are aware, we revised the Employment of Foreign Manpower Act (EFMA) to give the Government more flexibility and enforcement teeth against employers who exploit their foreign workers. Phase 2 of the EFMA review will continue later this year to better protect the well-being of workers, as well as ensure an equitable balance of rights and responsibilities between employers and workers. In addition, we are studying whether to broaden the circumstances where we allow foreign workers to change employers in instances where there has been a genuine mismatch in expectations. We are also reviewing the Employment Act. A key area in this review is the improvement of employment standards and benefits for vulnerable employees. And this applies to our local workers as well. Comprehensive legislative protection in turn needs to be underpinned by robust enforcement.”
“In 2010, the National Integration Working Group for Workplaces (NIWG-W) had commissioned a study on the state of workplace diversity management across gender, age and nationality. While 90% of companies agreed that workplace inclusiveness and harmony were important to business outcomes, 27% responded that they faced challenges in managing a diverse workforce. For large companies, line managers and supervisors often lacked skills and knowledge in this regard. SMEs, on the other hand, lacked resources to raise awareness and put systemic processes in place. Based on these findings, the NIWG-W developed a Workplace Diversity Management Toolkit. It will help employers to assess the state of inclusiveness and harmony in their workplaces, and offers examples of initiatives they can adopt. The toolkit is readily available for employers to download at MOM's website. NIWG-W is currently working with SNEF to explore ways to step up efforts to actively promote good workplace diversity management practices to more employers in a more sustainable manner. I shall now move on to the second thrust on protection and educational outreach for the more vulnerable workers, including foreign workers, which Mr Dhinakaran, Mr Arthur Fong, Ms Irene Ng, Mr Zaqy Mohamad, Mr Yee Jenn Jong and Mr Laurence Lien have asked about. There have also been several expressions of concern by members of the public about our management of foreign workers. Members will appreciate that with about 1.2 million guest workers, or one out of every five persons, in Singapore, managing foreign worker issues takes a substantial amount of my Ministry's time and effort. But it is important to watch out for this space.”
“Several Members, like Mr Dhinakaran, Dr Lily Neo, Asst Prof Eugene Tan and Mr Cedric Foo, have asked whether special attention should be paid to essential services such as public transport to safeguard workers' interests and to ensure that labour relations in these enterprises do not break down, since that would adversely affect Singaporeans. The Government already recognises that it is critical to ensure companies providing essential services operate smoothly with minimal disruptions. Although the Criminal Law (Temporary Provisions) Act prohibits workers employed in sectors like water, electricity and gas from going on strike, they can join trade unions. Trade unions recognised by their employers can use the legal process under the Industrial Relations Act to negotiate with the employer, and surface deadlock disputes to Industrial Arbitration Court. Those employed in essential services listed in the First Schedule, which includes public transport, can go on strike so long as they give their employers 14 days' advance notice. Such restrictions and advance notice pre-requisites for essential services are not unique to Singapore. Many countries have them as well. I think all of us can understand why such requirements are put into the law. MOM will be working with the respective sectoral regulators to ensure that they institute robust grievance handling procedures in essential services companies to minimise the probability of industrial action. Sectoral regulators should also work with these companies to put in place business continuity plans. Page: 20 Mr Liang Eng Hwa asked whether companies that hire large numbers of foreign workers are equipped to manage workers of different nationalities.”
“Foreign workers can also approach their respective countries' embassies to register their dissatisfaction and complaints, and thereafter, their embassies will raise it with us. MOM recognises the positive roles that unions play in representing the interests of their members and in stabilising labour management relations. Unions play a very important role in our landscape. Foreign Embassies also have regular engagement and a close working relationship with my Ministry. Mr Png Eng Huat asked about the role of the Chinese Embassy in the SMRT Page: 19 case. Throughout the incident, both MOM and MHA officers kept in close contact with Embassy officials and facilitated consular access to the affected Chinese bus drivers. MOM further recognises that NGOs can play a useful bridging role. We work closely with these organisations and support their efforts to ensure that workers are not exploited. In fact, at the working level, a lot of interactions take place between my officers and the representatives from the NGOs on a very, very regular basis. Between 2011 and end 2012, the MWC assisted around 3,000 foreign workers by referring their cases to MOM, solving workers' employment grievances and providing interim humanitarian assistance such as accommodation and food. During this period, MOM also received close to 500 and 450 case referrals from NGOs like Transient Workers Count Too (TWC2) and the Humanitarian Organisation for Migrant Economics (HOME) respectively. The majority of these cases were resolved by MOM within the month.”
“This has been conveyed to them and they have indicated that this is something they are taking on seriously and are addressing. Grievance handling procedures and communication channels cannot guarantee disputes are always resolved to the satisfaction of workers. As I mentioned earlier, it is often unclear as well, if the dispute arose from inadequate employment conditions or from unreasonable demands of workers. But it certainly helps to mitigate the risk of serious labour management breakdown when the means of communications are opened and there are such systems in place. Mr Zaqy Mohamad asked if the drivers had access to the Ministry. The answer is yes. Employees who suspect that their employers have breached their statutory obligations may approach MOM for assistance. As I have said, MOM's role is to ensure that basic employment standards for all employees in Singapore are upheld. We will investigate such complaints and we do not just take the word of one side or one party. If proven to be true, we will not hesitate to take errant employers to task. For non-statutory employment disputes which are raised to MOM, we will facilitate where we can and where is appropriate, but ultimately the resolution lies between the employer and employee. It is not feasible or practical for MOM to step in on every single grievance that occur in every single company. If for one reason or another, workers prefer not to come to MOM directly, they can also reach out to unions, or Non-Government Organisations (NGOs) such as the Migrant Workers' Centre (MWC), HealthServe and others for assistance in pursuing their grievances.”
“I mentioned earlier that in the specific case of SMRT, the grievances by the PRC drivers arose because of the differential salary and increments relative to their Malaysian counterparts, as well as an internal circular which conveyed the decision to the PRC drivers in really, quite an insensitive way. My Ministry has looked into these issues in detail and let me now deal with each in turn. The Government's basic philosophy is to allow remuneration to be set according to market principles. Employers are free to determine the salary they are willing to pay for a particular job. In the same vein, workers, whether local or foreign, are free to decide if the employment terms on offer suit their needs, and whether to accept or reject the employment offer. In our structurally tight labour market, employers who treat their workers fairly and in accordance to their abilities and competencies will have a competitive advantage in finding suitable workers to grow their businesses. On the issue of salary differentials, SMRT has explained that unlike Malaysians, the PRC drivers are not permanent staff. Moreover, they are provided transport and accommodation which have to be taken into account in their overall remuneration package. SMRT has also explained that the PRC workers are here on a two-year term contracts. These contracts do not provide for wage increments, and the workers Page: 18 were aware that they were not entitled to this increment when they signed on for the job. But I would say that SMRT really could have handled the matter better by ensuring that the company's decisions were properly explained to and accepted by the workers. I call on SMRT's top management to deal with these issues decisively.”
“These can, in turn, and they will, bring about other benefits such as better employee engagement and improved productivity. This is also the view shared strongly by our Tripartite Partners. Both employers and unions believe that open and direct communication between employer and employee is really the key to harmonious industrial relations. In the case of unionised companies, the unions would work with management to Page: 17 include grievance handling procedures in collective agreements. The Singapore National Employers Federation (SNEF) recently released an advisory on employee grievance handling that strongly encouraged companies of all sizes to put in place such procedures or to review existing ones to ensure that they are practical and relevant. So, it is not good enough to just have grievance handling mechanisms. They must be able to work and the personnel responsible for them must be able to implement them in their full spirit. I cannot stress enough the importance for all employers to give attention to this issue, particularly if they do not yet have such measures in place. This is important not just with foreign workers for the foreign labour force, but with our own Singaporean workforce as well. If there are employers who need help and advice, they can approach the Tripartite Alliance for Fair Employment Practices (TAFEP) which has been conducting workshops and has produced handbooks to educate and equip employers with the wherewithal to implement proper grievance management systems.”
“Let me address these in turn, starting from the first which has been raised by Dr Lily Neo, Mr Arthur Fong, Mr Liang Eng Hwa and Ms Irene Ng. There are many reasons why employment-related grievances may arise in workplaces. As I mentioned earlier, it is really not uncommon for a workforce of three million. Some relate to breaches of employers' statutory obligations, while others relate to contractual disputes. Yet others relate to non-contractual issues such as disagreements over the level of employment benefits or the conditions of work. It is not always very clear whether the disagreements arise from unacceptable employment conditions or from the unreasonable demands of the workers themselves. I think we often hear of stories from both sides of the coin. Regardless of their nature, if these grievances are not properly addressed and are allowed to fester, it could eventually lead to undesirable consequences, as in the case of the SMRT incident. Fundamentally, it is the employer who bears the primary responsibility to address employee grievances. Employers are the ones who can take immediate remedial actions to address valid grievances as and when they arise. And if there are misunderstandings, it is also the employer who should try to communicate better to make sure that these misunderstandings are cleared up. As I mentioned earlier, and I think all of us would, I believe, agree that it is really not practical or desirable for the Government to step in and to prescribe by law all the different good management practices which we expect companies to adopt. It is in employers' self-interest to implement effective communication and grievance management systems.”
“We stepped in to mediate in these issues. But let me be clear about this. Whatever the workers' grievances were, we cannot condone workers in this instance, or any other, taking matters into their own hands and breaking the law. If this happens, they will be dealt with according to the law and in the case of the SMRT strike, 29 were sternly warned by the Police for participating in the strike illegally. They were then detained in an immigration depot prior to their repatriation in order to make the necessary arrangements for them to be repatriated from Singapore, and to mitigate the risk of further law and order issues arising from the cancellation of their work passes. Another five persons have been charged under the Criminal Law (Temporary Provisions) Act. Of the five, one has been convicted for participating in the illegal strike. The court proceedings for the other four are on-going. The four drivers have just lodged fresh complaints against SMRT on 11 January, and we are looking into these complaints. Singapore expects our citizens working in foreign countries to abide by the laws of their host countries. Similarly, we expect all foreign nationals working in Singapore to do the same. Mr Arthur Fong, Ms Irene Ng and Mr Liang Eng Page: 16 Hwa also asked about learning points arising from this particular incident. I would highlight three broad lessons. Firstly, the importance of having a proper grievance handling system, and better workplace diversity management in companies. Secondly, there is a need for better protection of and educational outreach to vulnerable workers. And thirdly, the continuing importance of tripartism amidst a changing workforce profile.”
“It is neither possible nor desirable to prescribe every good management practice under these laws. The first two grievances raised by the PRC bus drivers were in fact issues which had nothing to do with employment standards or to do with the law. Rather, they were contractual issues to do with the terms and conditions of their Page: 15 employment. Both employers and employees share a joint responsibility to resolve such cases amicably; and the Government should be careful about interfering in private contractual arrangements which are entered into willingly by both parties and which do not breach any statutory requirements. I will expand on this later. The third issue alleged a potential breach of the Employment of Foreign Manpower Regulations that require employers to ensure that their foreign employees have acceptable accommodation. Following feedback from the workers, MOM promptly sent officers to check on the state of the accommodation. We found no infringements committed by the dormitory operator such as an unacceptable level of overcrowding. Although the general housekeeping conditions of the rooms the PRC drivers occupied were below par, it should be stressed that the workers are responsible for the general upkeep of their own rooms as part of the rental agreement with the dormitory. To put things in proper perspective, with a large and diverse workforce, employment disputes are not uncommon in Singapore. In fact, employment disputes are not uncommon among Singaporean workers as well, together with their employers. I think all of us will have experienced that, whether in the capacity of employees or employers. By and large, these are settled amicably between employer and employee through grievance handling mechanisms, and sometimes with MOM's assistance as well.”
“I would like to thank my fellow Members of this House for the many questions, but in particular, for agreeing to defer your questions to this day. Given the importance of this topic, it was appropriate for us to air this, to address this publicly, and to have a proper Question and Answer following this response. Let me start by addressing Dr Lily Neo, Mr Yee Jenn Jong and Asst Prof Eugene Tan's queries on the causes and actions taken by the Government with regard to the illegal strike by the SMRT bus drivers. I am aware that there are many reasons offered in the various media sources about the root causes of the workers' grievances. Indeed, there have been employment issues raised with MOM on SMRT in the past. In fact, in 2010, a number of these were raised. Those issues relating to potential breaches of statutory obligations have been investigated and dealt with by MOM, while issues not related to statutory obligations have been surfaced by my colleagues in MOM to SMRT's most senior management levels. All these were dealt with prior to the strike. When MOM officers spoke with the PRC bus drivers on 26 November when they participated in the strike, new issues were revealed and their unhappiness boiled down to three core issues. Firstly, differential salary and increments relative to the Malaysian bus drivers. Secondly, a SMRT internal circular which explicitly excluded PRC bus drivers from a recent salary adjustment exercise and, thirdly, perceived unsatisfactory accommodation conditions. As in most other developed countries, our labour laws will stipulate the basic employment standards, and the Government's role is to ensure that these basic employment standards are upheld.”
“The Government provides statistics on the economic status of residents by race every five years, via DOS' publications on Census of Population or General Household Survey. Based on the 2010 population census, the unemployment rates for Chinese, Malay and Indian residents in 2010 were 3.9%, 5.7% and 5.2% respectively. Page: 177”
“The Workfare Income Supplement (WIS) scheme was introduced in 2007 to supplement the wages and CPF savings of low-income workers, as well as to encourage them to work regularly. Employees receive WIS in cash and in their CPF accounts in the ratio of 1:2.5. Self-employed persons receive WIS entirely in their CPF Medisave account. The number of WIS recipients and the total amount of WIS due to them for work done from 2007 to 201118 are in Tables 1 and 2 below: Page: 175 WIS targets full-time income earners in the bottom 20% but benefits are extended (at reducing rates) to cover earners up to around the 30th percentile. In 2010, WIS was enhanced, with both its payout quantum and income cap increased. In 2012, the payment frequency to employees was increased from twice to four times a year. MOM will review WIS in 2013. In reviewing WIS, we will take into account changes in income levels and inflation, bearing in mind that the level of assistance should be meaningful yet continue to encourage individual effort and responsibility. It is also important to continue striking an appropriate balance between giving recipients cash to help with their immediate needs and CPF to help with their retirement adequacy. WIS is a permanent social transfer mechanism. Ensuring it is structured to be effective while fiscally sustainable, and targeted at those who need it most are, therefore, also important considerations. In helping low-income workers, a holistic approach is adopted. WIS is an important component but only one of several schemes aimed at helping the individuals and their families. ComCare and Medifund, for example, play critical roles in supporting this group of Singaporeans as well. Page: 176”
“The Foreign Worker Levy (FWL) is one amongst several levers used to manage the number of foreign workers (FWs) in Singapore. It operates as a pricing mechanism. Given our physical infrastructural constraints, and the restructuring of our economy to grow in a manner that can be less reliant on manpower, we have announced a schedule for FWL increases until July 2013. Raising the cost of foreign labour will encourage companies to consider investing in technology or equipment, which they would be more hesitant to pursue, if the cost of getting more workers is cheaper than the cost of capital. Singapore has reached a stage where we need to move away from a labour-intensive mode of growth which is not sustainable. There are several factors that we considered in adjusting FW levy rates; whether productivity has improved, the rate of FW growth, and local wages. Sectors that continue to rely heavily on FWs have stagnating wages for locals, or, with the greatest scope for productivity improvements, have been subjected to higher FWL increases. We are aware of the concerns that FWL increases could have an impact on domestic inflation. However, we need to send a clear signal to companies that do not choose to restructure and continue to rely heavily on FWs for their business operations. The Government will also continue to provide assistance to companies that are motivated to embark on productivity improvements. We have already introduced several measures to help these companies, such as Page: 174 through the Innovation and Capability Voucher, and the Productivity and Innovation Credit. These measures help to moderate some of the cost pressures that companies face, and ease their transition towards raising overall productivity.”
“For the S Pass and Employment Pass (EP), we use an applicant’s fixed monthly salary as one of the main criteria to determine their eligibility for a work pass. It is a proxy for the applicant's quality and economic contribution to Singapore. As our work passes are valid for two to three years, it is important to assess an applicant’s eligibility based on factors that are consistent throughout the period of employment and can be reliably declared upfront when the work pass application is made. Therefore, only salary components that are paid regularly and do not vary on a monthly basis may be included in the fixed monthly salary. In practice, this means basic salary and fixed monthly allowances. We do not consider variable payments, such as bonuses, variable allowances or commissions, in the fixed monthly salary. This is because some foreign employees would end up not earning those payments, due to their variable nature (for example, due to poor performance in the case of bonuses). They may then fall below the minimum salary criteria to be eligible for their work pass and its accompanying privileges. Including variable payments will also make it easy for employers who want to game the system to declare a high performance-based salary, but pay much less on the grounds that the worker Page: 173 did not attain the performance targets. This undermines our work pass framework and may lead to foreign workers entering at much lower salaries than local workers. Companies can refer to http//www.mom.gov.sg for MOM's rules on salary components that can be included as part of qualifying salaries for S Pass and EP applications.”
“The Personalised Employment Pass (PEP) affords the foreign professional some temporary degree of flexibility on top of the Employment Pass (EP) framework, if he meets our requirements. Unlike the typical EP holder, PEP holders have up to six months to move between jobs to facilitate their continued stay and contributions in Singapore. In addition, the PEP is only issued once for a limited duration of five years and is non-renewable. Thus, given the additional privilege the PEP accords, the qualifying requirements for the PEP are higher. MOM uses salary as a key criterion to assess a foreigner's eligibility for the PEP as it acts as a proxy for his contributions, expertise and calibre. In line with the recent moves to raise the quality of EP holders, we have also raised the qualifying criteria for the PEP. From 1 December 2012, P1 Pass holders who earn a fixed monthly salary of at least $12,000 and overseas-based foreign professionals whose last drawn fixed monthly salary was at least Page: 172 $18,000 will be eligible for the PEP. As at June 2012, there were 12,000 PEP holders. Based on PEP holders' declared occupations, a small minority of 1% were performing support staff functions. On average, around 3,000 PEPs were issued annually from 2010 to 2012. We will continue to review the PEP scheme regularly for relevancy, taking into consideration the changing operating environment and needs.”
“To date, the employers approached by TAFEP following complaints on discriminatory recruitment practices have heeded TAFEP's advice given with reference to the Tripartite Guidelines on Fair Employment Practices. Page: 171 Women employees are an integral part of our workforce. It is important for employers to attract and retain the best talent for the job by hiring and treating their employees fairly based on merit and the requirements of the job. Employers should also adopt appraisal systems which are fair and objective, with measurable standards for evaluating job performance. By practising fair employment, employers will have access to a wider talent pool, as well as boost their employees’ morale and productivity. Job seekers and employees who feel they have been discriminated against may approach TAFEP for assistance. Employers who require help in implementing fair employment practices at the workplace may also approach TAFEP.”
“The Employment Act (EA) protects employees against unfair dismissal. Under the Act, female employees are further protected from unfair dismissal during their pregnancy. The Act also ensures that female employees are entitled to paid maternity leave and prohibits their dismissal when they are on maternity leave. Female employees who feel that they have been unfairly dismissed may appeal to the Minister for Manpower. Enforcement action has been and will continue to be taken against employers who breach the law. Since 2007, the Ministry of Manpower (MOM) has received annually an average of about 70 cases from female employees who felt that they had been unfairly dismissed. 70% involved women who were pregnant. The majority of these dismissal cases are not clear-cut cases of unfair dismissal or discrimination. This is due to the circumstances surrounding the dismissal of the employee which invariably involve work-related issues, such as misconduct or poor work performance on the part of the employee. In most cases, both the employee and employer are unable to clearly substantiate whether the dismissal was with or without sufficient cause. In such cases, MOM helps to mediate a resolution between the parties. Almost all of such disputes are amicably resolved through mediation. Over the same period (since 2007), the Tripartite Alliance for Fair Employment Practices (TAFEP) received eight complaints from women who felt that they were being discriminated against at the workplace because of their gender. Seven of these were at the pre-employment stage and against discriminatory job advertisements. The sole complaint from a woman in employment was over her non-confirmation after her probation period.”
“1 million in course fee funding over the next two years6 to train and upgrade 7,800 cleaners through the Environmental Cleaning WSQ. Going beyond funding, WDA has also been working with programme partners to improve the delivery of the training. For instance, delivering the training in mother-tongue languages to help trainees with low English literacy; and leveraging on technology, such as tablets, to deliver training in a more engaging and interactive way. To make it easier for cleaners to go for training, the training hours for some of the modules have also been shortened without affecting content. More hands on practice for the trainees are also provided to enhance their learning experience. To help companies in the cleaning sector move away from cheap sourcing toward best sourcing, WDA has collaborated with NEA to organise a master class in November 2012 to share good practices in drafting and managing cleaning contracts. To expand and enhance the learning opportunities for the industry, WDA also brings in reputable international cleaning industry experts to share their best practices and experiences with local service providers and buyers. These initiatives help our cleaning industry players gain valuable insights and good practices needed to further professionalise their industry. Good progress has been made, but we will continue to do more to help our cleaners achieve good job and wage progression. I would like to take this opportunity to reiterate the importance of training in keeping one’s skills relevant and updated, and to encourage all Singaporeans to embrace the spirit of lifelong learning. Page: 129”
“The Government has invested significant resources in our Continuing Education and Training (CET) system, which includes providing generous funding support when workers go for training. For example, low-wage workers who attend training under the Workfare Training Support (WTS) scheme can enjoy high training subsidies of up to 95%. The Environmental Cleaning WSQ framework was introduced in July 2010 and, in the past two and a half years, some 15,000 workers have been trained. In 2012, the amount of training grants disbursed for the cleaning industry was more than $3.7 million. These numbers do not include non-WSQ training and other training courses, such as Employability Skills WSQ, which employers may have sent their cleaning employees for. To monitor the outcomes of WSQ training, WDA conducts annual surveys, and the results of the 2011 survey showed that the majority of trainees benefited from the training. Sixty-nine percent of the survey respondents indicated that they were more motivated at work after undergoing training, and 17% enjoyed Page: 128 a pay rise. We should also recognise there are significant less-tangible benefits to effective training, such as better employability, greater motivation and enhanced self-confidence. Indeed, 95% of companies surveyed indicated that they would continue sending employees for WSQ training. This shows that both trainees and employers find value in training. The Government will continue to work on strengthening our CET system. Specifically for the cleaning sector, to complement the National Environment Agency's (NEA) enhanced Clean Mark Accreditation Scheme and to raise the productivity and performance of cleaners, WDA has also committed $6.”
“Under the Employment Act, employers who require their employees to work more than 12 hours a day or more than 72 hours of overtime a month have to seek an exemption from the Commissioner for Labour before they can do so. Even with the exemption, employers that are exempted from the limit of 12 hours a day cannot require their employees to work for more than 14 hours in a day. MOM considers every application for exemption very carefully to ensure they are meritorious and additionally we impose conditions and requirements on employers seeking the exemption. Employers must be able to justify why they require the exemption. In addition, they must obtain the consent of employees in extending their overtime hours as well as the agreement of the unions of the company, if it is unionised, and have a good track record in maintaining both safety and health as well as employment standards. We are studying ways to raise basic wages and reduce overtime hours in targeted low-wage sectors with the various stakeholders, including the unions and industry associations. A wage requirement for applications for overtime exemption is one possible means of lifting wages of low-wage workers who work extended overtime hours and we will certainly consider the Member's suggestion alongside other measures in our on-going review.”
“We will be refining these schemes in the coming year to Page: 105 provide stronger support to companies and economically inactive individuals. Employers can tap on these funds to put in place work-life strategies. However, building conducive workplaces is not just about putting in place the necessary technology or physical infrastructure. More importantly, employers need to adopt a new and progressive mindset. To maximise the use of manpower, employers have to understand the needs of their staff, be prepared to offer customised working arrangements, and have flexible working arrangements entrenched in their HR policies and company culture. At the same time, economically inactive individuals who wish to return to work also need to have the skills required by employers. The Singapore Workforce Development Agency (WDA) provides generous funding for all individuals, including the economically inactive, to upgrade their skills and improve their employability. Individuals who need more assistance to improve their job readiness can also sign up for WDA programmes, such as Workfare – Skill Up. We will continue to work closely with our tripartite partners to help reduce the barriers to re-entering the workforce and to help employers tap on this pool of manpower.”