Yeo Guat Kwang
Singapore
“Madam, a supplementary question. Many are concerned that with the rising manpower cost and manpower shortage, whether the standard of cleanliness and the hygiene level in the hawker centres will also be affected.”
“The Government should consider implementing new disposal standards like Taiwan and the cities in China, as well as roll out assistance schemes similar to the Innovation and Capability Voucher (ICV), to encourage the local F&B industry to bring in new technology and provide businesses with grants to purchase kitchen waste disposal machiner…”
“Madam, the Minister of State mentioned that instead of having a one-stop, he is suggesting to provide a better first-stop. So, I hope the Minister of State can elaborate further on how this first-stop can really help.”
“Mdm Speaker, I would like to seek a few clarifications from the Minister. The Minister mentioned that the Bill targets those dormitories that are housing 1,000 workers and above. But this Bill's name is "Foreign Employee Dormitories Bill". Why do we not call the Bill the "Purpose-Built Dormitory Bill"? That is, we call a spade a spade.”
“I would like to ask the Ministry: why does it not just group all these regulations together under this Bill and apply it to all? Madam, as the legislation is allowed time to take effect, I would also want to urge the Government to continue close consultation and engagement with the operators and migrant worker residents especially, as wel…”
“This is a Bill that touches everyone in one way or another: some of us are pet owners, others are potential pet buyers, business owners, and some of us may be neighbours to pet owners.”
The complete record
Every one of 770 lines we hold for Yeo Guat Kwang, in date order, each linked to its source. Free to read, in full, without an account. Page 4 of 16.
“Today, as Long-Term Social Visit Pass holders, these individuals are not subject to the same controls, such as the foreign worker quota, as the typical Work Permit holder, making them attractive to employers who, after having invested in productivity, still find themselves requiring foreign augmentation. And they can consider this group. We should liberalise the scheme to facilitate more of them to come into the workforce. I believe we can do more to keep on top of recruitment and employment practices to ensure that they are fair and open and to ensure job positions are offered to Singaporeans first – and only if the position cannot be filled from within the Singapore labour market or through the employer's own training programme that we then look to foreign talent. I urge the Government to increase its current support to businesses, especially SMEs. More importantly, I would like all the employers to seriously take advantage of Government grants and schemes that we have already put in place, together on the tripartite platforms, to improve productivity, enhance the training of locals and support the Progressive Wage and Singaporean-Core programme initiated by the NTUC to bring better jobs to Singaporeans. Madam, in terms of supporting the projected growth in population, it is heartening to know that the Government has committed to resolve the current strain on infrastructure and will ensure a "buffer" that will comfortably Page: 105 accommodate a growing nation. I would like to also emphasise that these infrastructure boosts should not be just physical. It is essential that we also improve the social safety net in Singapore and boost support to organisations such as all our Voluntary Welfare Organisations (VWOs).”
“These assessment systems range in many ways in comprehensiveness; perhaps we can review our current system against these to see if we can enhance our assessment of foreign workers and migrants. This not only improves the way we grow strategically, but offers reassurance to Singaporeans that new migrants and workers will, indeed, add value to Singapore. Page: 104 Another area to look into is to consider requalification tests as well as to review if current work pass holders meet skill requirements. Perhaps we can institute skills certification or refresher courses to ensure that skills meet the standards needed to ensure fairness for our locals. I would like to reiterate my call for MOM to make skills certification a requirement when renewing work permits even as the foreign labour tap continues to be tightened and urge MOM to seriously consider implementing skills certification and upgrading as a criterion for work pass renewal to raise the quality of the foreign workers who are already here. It would be a way to solve the manpower squeeze faced by companies. Even though they may cost more, but they will deliver higher productivity and reduce costs in the long run. In addition, I would like to also renew my call that I made during the Deepavali celebration for the Migrant Workers' Centre last year, to the Government to grant foreign spouses of Singaporeans with better supports for skill training and certification, as well as employment assistance, if possible. This group is a strong alternative source of manpower, although it is a smaller pool but it is useful for us to help them.”
“What the tripartite social partners have been working together all the while is to achieve a sustainable growth for a full employment Singapore. As we debate on the projected numbers of foreign manpower needed to support our future growth, it is essential that we see the issues as one of not just quantity but quality. We do need more manpower, but, more importantly, we need skilled manpower to further strengthen the economy, create a vibrant and viable business landscape and drive full employment. Moving forward, we must ensure that we welcome talent that can contribute to our country and our economic growth so as to create even more jobs and keep our unemployment low. The key is quality manpower. So, in fact, many countries have immigration and work permit policies that look at the quality or values that can be added to the landscape. Our current Employment Passes (EP) and S Pass (SP) scheme, while useful in its own way, is a little too focused on salary requirements. Perhaps we can relook and think of a more holistic way of assessing skills. I agree with hon Member Patrick Tay that we should consider a "COE" – Conditions of Eligibility system – that ensures that a foreigner coming in has the work and language skills that ensure he or she can contribute to the nation. We could look at Australia, Sweden or even Switzerland for the examples that they have and the measures that they have carried out. In these countries, the requirements are even more robust, requiring employers to show that they have made "intensive efforts" to find a citizen or any foreign national that is already in the country to work. Employers must also show why applicants with priority were not suitable for the jobs.”
“To love requires heart, head and action, only then can we build a love nest together, and live blissfully forever. To love deeply, one has to love responsibly. To ensure love is sustained, one has to put in effort to manage the relationship. Why do I say that? If one has to do all these just to love an individual, then the Government needs to do more than just talk, if it loves its people. If the Government cares for the people, it cannot just sweet talk, that is not practical. Ultimately, we have to think carefully, beyond rhetorics, we also need to have ideas and solutions, and produce results in the end. Let me use the hammer as an analogy. If we have good work plans, and use the hammer according to plan, following the procedures set out, hammering systematically, we will be able to achieve our objectives and the results that we deserve. Conversely, if our objective is not set out clearly, with no plans and procedures in place, and we hammer haphazardly, we will only hear noise. Not only will we fail to produce anything, we might even get hurt. (In English): Thinking of our hope for our future, thinking about home, Singapore. We must think of the best ways to serve the interests of Singaporeans. We arrived at what we are and where we are, not by chance, but Page: 103 by choice. Our strength has historically been in our robust economy that, in turn, develops and drives employment, salaries and a better quality of life for all our people. We should continue to focus on these fundamentals, ensuring that the economy remains robust means our manpower pool must likewise grow in tandem. If we slow down our growth, we risk a dangerous decline. And more importantly, we, as unionists, are more worried about high unemployment.”
“Only when the Government has surpluses, can we embark on various programmes and welfare schemes, and the country can continue to improve. Ultimately, we want to create a society with full employment. This is a long-term goal. Competitiveness guru Prof Michael Potter once said, to put it simply, the reason why USA has stayed ahead in competitiveness is the openness of the American society. In his column, he pointed out that there are five advantages Page: 102 to being an open society – the best talents, the most capital, the most information, the best services and most value-for-money products will all flow towards an open society. We need to look into creating business opportunities, ways of creating wealth and generating economic growth, in order to maintain full employment in our society. In the long run, we need to ask ourselves, what is our aim? What is the purpose of our vision and plans? Who is it for? After listening to the debate in the past few days, I am reminded of a phrase that I often quote, "Without our country, where will our home be? Without soil, where can there be flowers?" Just like how our elderly family members used to tell us when we were young, "For whom do I labour for? The family." I believe that an elected government that puts in so much effort, ultimately, has the good of our country at heart. Mdm Speaker, many people claim that they know what is love. However, we know that there are some whose love endures, there are some whose love fails in the most unexpected circumstances, there are some who turn from love to hate, and there are some whose love does more harm than good. Love cannot be rash, love cannot be sustained by sweet nothings.”
“What is worrying is that populist opinion is constantly swayed, just like the moon on the first day and the 15th day of the lunar calendar, it is never the same. If we look at these views separately, they seem to make sense, but when put together, they contradict each other and nothing can be achieved. When political leaders are swayed by populist opinion, ultimately, it is the people who will suffer. If this goes on, it is no surprise that everyone is worried about the future of Taiwan. Will Singapore become like Taiwan? I am more optimistic, I believe we will not. As another Taiwan friend pointed out, we have a very pragmatic government and a united people. Our past experience tells us that no matter what the problem is, we should stay united and weather the storm together. The aim of the Singapore Government is very clear, that is, to maintain a safe, clean society based on the rule of law to create a high quality living environment and attract people from all over the world to Singapore for travel and shopping. When the Government has collected enough taxes, it can then embark on more public construction projects and help the underprivileged, improve social welfare. Here, we create wealth and help the poor, so that everyone has a future. One must be able to create wealth, in order to distribute it. Just as writer Wang Li Xing wrote in a commentary in Global Views Magazine, Singaporeans know the rules of survival well, have a good grasp of global trends, and are able to respond to changes. If Singapore does not change in response, the society will be affected. We know that this is the reason why we have stayed ahead in terms of competitiveness.”
“Mdm Speaker, there is an old saying, "When we fail to plan, we plan to fail". In this debate, we must look at feasible and pro-active solution to support our country and our people. The world is a dynamic place and we are inevitably affected by the global shift and we cannot afford to maintain status quo and hope that we can survive. Allow me to continue in Mandarin. (In Mandarin): [Please refer to Vernacular Speech.] Mdm Speaker, a friend from the union recently returned from a study trip in Taiwan and told me that the Taiwanese union leaders are very worried, because the Taiwan society is stuck in a situation akin to the fable "Father and son on a mule". We have heard of this story, where a father and his son were bringing a mule into town. Initially, both of them did not ride on the mule, as they wanted to chat while strolling together. But a passerby said they were being silly to walk when they could just ride on the mule, so the father climbed onto the mule. After a while, another passerby came along and said the father was not loving, Page: 101 for he himself rode on the mule while his son had to walk, so father and son decided to switch places. Yet another passerby came along and criticised the son for being unfilial. Father and son then decided they shall both ride on the mule, but was criticised again later for being cruel and abusive to the mule. Eventually, both carried the mule into town. Many of us have heard this story. Many Taiwanese believe that Taiwan is now stuck in a similar situation. My Taiwanese union friends tell me that the so-called thought leaders and politicians need only use their mouth to talk, and it is enough to cause the government to change policies constantly.”
“Madam, I am glad that the agencies are working on the advertising guidelines. I would like to ask the Minister whether the process could be expedited because I think it is important for us to come up with the guidelines as soon as possible to minimise the misleading information and misrepresentation in advertisements.”
“MOM should come out with clearer and more specific guidelines on this. At the end of the day, we bring in the foreign manpower to supplement our manpower shortage. It is important that we create a level playing field by ensuring that employers do pay the right cost to employ a migrant worker. In addition to the regularly strengthening of the legislative protection, I would also like to urge MOM to consider providing more support to labour organisation like MWC. Mr Speaker, Sir, I support the Bill. 5.21 pm”
“The Ministry of Manpower can also consider tying the application of Work Permit to the employment of local older workers. We believe that a qualified and better skilled worker is not only more productive, he is also easier to train and integrate, and is less likely to come saddled with huge agency fees or false educational qualifications. And these better ones should be allowed to stay longer and work here for more years. That will also further cut down costs. Page: 763 As the authorities take new steps to address errant employers and intermediaries, more should also be done to deter and prevent workers who do not meet the job requirements to enter and work in Singapore. MOM should review these requirements regularly to ensure that we are constantly moving towards a workforce augmented by migrant "knowledge-workers", "skilled-workers" and not just low-skilled or illegal workers. These not only compete unfairly against Singaporeans because of their low cost, they are also the most prone to abuse. I urge MOM to seriously consider basic qualifying criteria for all migrant Work Pass (WP) holders. WSQ can be one framework and should be made a qualifying standard wherever applicable, given that it is already the basic qualification proxy for Singaporeans, in addition to being a nationally recognised, objective standard administered by the Government. So, why not? Sir, another area that should be reviewed is that of employers' responsibility of foreign workers' medical expenses. Under the proposed amendment to the Employment of Foreign Manpower Act, employers are not allowed to recover cost such as insurance or foreign worker levy from the foreign workers, but it is more critical to ensure that all employers will provide sufficient medical coverage for their workers.”
“Since 2009, we have provided emergency housing and subsistence to more than 4,000 migrant workers who found themselves mistreated, abandoned or left without work by errant employers. Sir, our migrant workers have left home and travelled far to work here to support their families. It is not an easy life and we, as Singaporeans, must show compassion. For those among us who game the system and abuse labour rights, MWC has long advocated for MOM to step up enforcement of all the recently tightened manpower legislation. And we are happy that the protection for migrant workers' rights has improved considerably in these renewed laws. The amendments to the Employment of Foreign Manpower Act will send a strong message that offences that were traditionally considered administrative or technical breaches are now, in fact, criminal ones. These breaches bring real harm to people and wreck lives in the process and should rightfully attract criminal sanctions. MWC is also pleased that MOM has heeded its repeated call to step up enforcement activities to make headway in weeding out malpractices by the errant employers, intermediaries and workers themselves. The new regulations will better clarify the true social and economic cost of hiring migrant workers. Singaporeans would then benefit as they will not have to compete unfairly with "cut-price" migrant workers. Moving forward, more importantly, we need to address the issue at root. Quality is the key. I would repeat my call to the Ministry of Manpower to consider the WSQ skills certification, or a better way of skills qualification, as a pre-condition for the renewal and application of Work Permits. We need a benchmark.”
“Mr Speaker, Sir, I declare my interest as the Chairman of the Singapore National Employers' Federation (SNEF), NTUC Migrant Worker's Centre (MWC). As Chairman of the MWC, I speak for the organisation and the thousands of migrant workers out there when I say that we welcome these amendments. The MWC was set up in 2009 as a bipartite initiative by the National Trades Union Congress (NTUC) and the Singapore National Employers' Federation (SNEF). MWC aims to champion fair employment practices and the well-being of the migrant workers in Singapore for sustainable growth by doing the following: promoting equitable employment practices; raising awareness of the migrant workers' employment rights; providing interim humanitarian assistance and aid for distressed migrant workers working in Singapore. And, more importantly, to promote social integration among the migrant workers and their co-workers who are the locals. Page: 762 Our goal as a labour organisation is to show compassion to those who have left their homelands in search of a better life here in Singapore and in doing so, contribute to our economy as well as national development. MWC, through its humanitarian efforts, helps maintain Singapore's position as a desirable destination for migrant workers around the region and enable us as a nation dependent on such labour to thrive. Apart from advocating migrant rights, we have also put our mission into action. For example, we set up a Migrant Workers' Assistance Fund recently to fund the humanitarian activities so as to sustain such an effort. Not only do we give migrant workers an avenue to seek recourse against errant practices, our interventions also help the worker to stay the course and allow authorities time to investigate and prosecute in cases of wrongdoing.”
“(c) If in the course of starting a new job, after several weeks or months, an employee is found to have developed an acute occupation disease – one of those listed in the list or a related one – understandably, he would have to be terminated from that job. How much of the acute and subsequent care cost will be taken care of, by the employer or MOM? Does MOM have any specific mechanism to assist these people scout for a new job? Leading up to the September 2011 deadline, MOM is planning some roadshows, in particular, targeting the newly affected sectors. I support this publicity and creation of greater awareness. Can I ask if these programmes will be done in several languages to target the specific industries that we want to? Finally, can I ask if MOM will be working closely with MOH? MOH is also actively involved in the promotion of workplace health. MOH has started the Workplace Health Promotion Grant and programmes and all these are indeed in alignment with MOM's objectives as well. Sir, with that, I support this amendment Bill.”
“It helps to emphasise the greater responsibilities of all stakeholders involved. We must ensure we reduce all reckless behaviour and negligence to the lowest possible level attainable. Singapore's workplace fatality rate has dropped significantly from 4.9 per 100,000 in 2004, to 2.8 per 100,000 in 2008. MOM has set a target for this to be reduced to 1.8 per 100,000 by 2018. I am highly supportive of this but it requires a lot of mindset change by both employers and employees to achieve this. Workplace safety can never be taken for granted. With Singapore’s effort to keep employees at work till a ripe old age and the passing of the Re-employment Act recently, it thus becomes crucial to ensure our workplaces are safe, even for the seniors and elderly employees. Besides this, the Workplace Safety and Health Fund of $70 million has also been set up. This is supposed to be used to assist companies to develop their safety culture and safe practices. Can I ask the Minister what types of projects and activities can this fund be utilised for? Will this fund be available only for Singapore companies based here or can it be tapped by Singapore companies that are also based overseas? Can I also clarify the following: (a) Are there regular assessments done by MOM or related officers at work premises to ensure compliance with guidelines? Are some higher risk work places monitored more closely and, if so, how frequently? (b) Are all workplaces required to have at least minimal first-aid equipment and trained staff onboard all the time?”
“As we all know, when accidents happen, the true grave consequences are not the regret of the employer or his economic loss; what really matters is the permanent physical and emotional damage to the victim. I would, therefore, like to remind all the employers of their responsibilities to step up workplace safety measures so that our workers can go back to their loved ones safely after a day's work. Sir, I support this Bill. *Cols. 4859-4860. 5.11 pm Assoc. Prof. Fatimah Lateef (Marine Parade): Deputy Speaker, adults spend a considerable portion of their daily waking hours at work. Thus it is important to ensure the environment is as safe and conducive as possible. Staff well-being is important to organisations. Loss of manpower hours, medical leave and inability to function optimally due to illnesses and injuries, can have a negative impact on companies as well as their productivity. The workplace has been established as one of the priority settings for health promotion in the 21st century, according to World Health Organization. The workplace directly influences physical, psychological, economic and social well being of workers which in turn affect the health of their families, communities and eventually, society. A health promoting workplace now becomes a pre-requisite for sustainable social and economic development. Sir, in the last 20 years as a medical practitioner, I have encountered and handled many cases related to work and industry injuries. Some lives – young lives – have been lost. Indeed, it has devastating effects on the family. It is timely for us to debate this Bill. I support the regulations and stipulations in this Bill which has been expanded to cover all workplaces by September 2011.”
“The Government must seriously look into providing more resources and incentives or any other avenues to these companies, particularly the SMEs, to help them in a group to improve WSH. We know that a safer working environment will not happen overnight. Changing the law is only the beginning. I look forward to seeing the various stakeholders, particularly the employers, taking up this mission of making our workplaces safer, and achieve the vision of our labour movement that every worker goes home safe and sound at the end of every workday. (In Mandarin): [For vernacular speech, please refer to Appendix A*.] Mr Deputy Speaker, for the past 10 years, our tripartite partners have worked very hard and introduced many successful models to ensure workplace safety. As a labour MP, I am pleased to see that the tripartite cooperation has also led to this amendment which will take effect from 1st September this year. The Act will cover all the workplaces and our workers will be given comprehensive safety protection. However, I must remind employers that this is only a good beginning. I hope that all the employers will make all the necessary preparation even before 1st September to provide a safer and better working environment for their workers. I also urge the Ministry of Manpower to provide more assistance to companies, especially SMEs. I understand that many employers, especially those in the services sector, do not even fully understand this Bill, let alone fulfil their duties and responsibilities under this Bill to protect the interests of the workers. I think, in this respect, we need to do more. The Ministry of Manpower should give more support to the employers in this area.”
“This was in early anticipation of the eventual coverage of the Act. The Sectoral Workgroup, which included representatives from managing agents in Town Councils and their contractors, worked hard to develop safe work procedures on the core work processes pertaining to Town Council cleaning and custodial services. As the core procedures on general cleaning, horticulture and pest control works were progressively developed by the workgroup, they were shared with industry players and feedback for improvement were gathered at various platforms. I am happy to say that the WSH Council, through the efforts of this workgroup, was eventually able to publish the WSH Guidelines for Cleaning and Custodial Services in mid-2009. I understand that to-date, 70% of contractors in this sector have attained Third level Biz-Safe with MOM. By September 2011, the WSH Act will cover all other workplaces, including the retail, education, entertainment and services sectors, as suggested by these amendments. These diverse sectors employ about 46% of our workforce. I am concerned that a majority of these businesses and workforce are ill-prepared. I would like to urge the respective business associations and parties of these sectors: the retail, the education, the entertainment, the services industry; to take up the ownership of preparing your industry well, perhaps taking up the challenge like what the cleaning and custodial services sector did. And of course, MOM should facilitate these industries to do so. NTUC will do its part to reach out to the various sectors through its union channels to encourage all employers to come onboard.”
“Deputy Speaker, Sir, I am pleased today to see the full expansion of the Workplace Health and Safety (WHS) Act coverage finally coming into reality. It is indeed a watershed move in our WHS legislative regime and a realisation of our tripartite partners' aim to better protect our workers from accidents at all workplaces. However, there is much work to be done. While the Act will be comprehensive in coverage, what is important is preparedness of the stakeholders to embrace WSH in carrying on their businesses at the ground. Employers and supervisors have to take the lead in creating a safe work environment for their workers and themselves by putting in place safety management systems at work. Every worker must take responsibility for identifying with WHS risks at their workplaces and look out for the safety of their colleagues. After all, workers come to the workplace to work and make profit for the business, so the least employers can do is to ensure that these workers can go back home safe and sound to their families at the end of every workday. We urge all employers to inculcate safety as a value in all their considerations. The sad reality is that when an accident happens, it is the worker who is usually the victim, bearing the full brunt of the accident. I would like to remind all employers that ensuring safety at the workplaces is about showing respect to human lives – a basic obligation and value that all employers must fulfill. In 2006, when the WSH Act first came into operation, the NTUC formed the Town Council Cleaning and Custodial Services Sectoral Workgroup and working in close collaboration with the Workplace Safety and Health (WSH) Council, to look into workplace safety and health issues of workers in that sector.”
“MICA should provide support in establishing such localised platforms so as to encourage small and medium arts and cultural groups and organisations to flourish. This will also enrich and bring added quality of life to our HDB communities. Madam, I will continue in Mandarin. (In Mandarin ): [For vernacular speech, please refer to Appendix A*.] I hope that MICA can consider providing more communal arts facilities and platform for the arts within the community, so that arts can be integrated into the daily lives of ordinary folk, help all artistes to bring the aesthetic aspect of the arts to every HDB heartlander, and touch them with their artwork. Let us work towards developing Singapore into a country where theatres can be seen anywhere – whether you are in the North, South, East or West, where music can be heard in every household, where cultural activities abound within the neighbourhood, and where you can enjoy the scent of the arts. *Cols. 4545-4546.”
“Madam, over the last decades, we have made good progress in growing our arts and culture scene. More and more internationals are making their way to Singapore's shores to make us a regional hot spot for large-scale concerts, exhibitions, festivals or other cultural events. Increasingly, local productions too are becoming more ambitious, ground-breaking and well-received. I think as we grow the arts and culture scene in Singapore with more funding, performance space and events, we can do more in our heartlands. Currently, our main arts and culture venues remain in the city centre which is the convention. We should help foster a deeper appreciation of arts and culture by also bringing such venues and platforms to the heartlands so that the arts become a part of life for everyone. By bringing the arts closer to the people, we can better engage the community, grow their appreciation and nurture a new generation of art lovers. We should engage the grassroots organisations and schools more, and explore community and school facilities as an arts and culture space in the heartlands. Recently, I received a Performing Arts facility proposal by the Xinmin Secondary School. As a new indoor sports hall is being planned for them by the MOE, the school intends to convert their existing indoor sports hall into a Performing Arts Centre. This will create a mid-sized arts theatre in the HDB estate with seats of 500 for the residents in the North East District. I request MICA to give schools and the Grassroots Organisations (GROs) their support and encouragement. Madam, more of such cultural infrastructures should be built in the heartlands. These multi-purpose spaces can be utilised for a range of community arts and culture events.”
“As we widen the coverage of the Act, so too should we enhance the Workplace Injury Compensation Act (WICA). This Act is designed to provide a low-cost alternative to common law for workers to settle their workplace injury compensation claims. I hope the Ministry of Manpower can review this Act to facilitate and expedite all the settlement for such claims so that the workers who have suffered from the injury will be able to get something faster.”
“Workplace safety and health One of the key objectives that the labour movement would like to achieve is safety at work. What we hope to achieve is that every worker will be able to return home safe and sound at the end of every work day. To achieve this, the labour movement has collaborated with many of our tripartite partners to be more effective in inculcating a safety culture and mindset at our workplace. The aim is to position Singapore as a centre of excellence for workplace safety and health. I am pleased that from 1st September 2011, the Workplace Safety and Health Act will cover all workplaces. I think it is important that MOM strengthens the general awareness of workplace safety and health amongst the workers and helps the workplaces, not previously covered by the Act, to quickly put in place some measures and, more importantly, to build up their capability and set up safety management systems. A 2002 survey findings by an American insurer, Liberty Mutual, revealed that there will be at least US$3 savings for every dollar that invests in workplace safety. But I believe that many SMEs are not investing enough in workplace safety and health. In fact, the sense is that the industry sector, which will be newly covered by the Act, is actually not aware and not sure what they can do to enhance their workplace safety and health. Other challenges – a tight labour market, increasing cost of labour and levy – will actually end up with the employers now giving more excuses not to place priority on workplace safety and health. I would like to urge MOM to roll out more incentives and training support to the unions and the companies to achieve their workplace safety and health (WSH) targets.”
“Over and above this, I also want to ask the Ministry and its partner agencies to release more land and space for building of the foreign worker dormitories. According to the list provided by the Ministry's website, today, we have only a total of 31 dormitories in Singapore. Today, almost all the dormitories are operating at its maximum capacity for much of the time. As a result, the foreign worker dormitory prices have doubled in the last two years. The major contributing factor to the price increases has simply been the fact that the supply has so much lagged behind the demand. Further downstream, the increased cost of managing one's foreign workers has resulted in a growing number of employers who actually can no longer afford to do so when their companies are in hard times. Sir, I would like to ask the Ministry to seriously consider to do more in this area. Sir, the working and living conditions we provide for our migrant workers are a reflection of how our society values their contribution. Given our traditional reliance on them, I think it is only fitting that we regularly take steps to update and improve these conditions, not only to recognise their importance but also, at the same time, ensure that Singapore continues to attract good foreign workers to contribute to our economy. Fourth, I have found on my visits to the foreign workers' dormitories recently that many of the dormitories provide mass self-cooking facilities for their workers. In many cases, these facilities are less than sanitary, and not very safe. I would like the Ministry to very seriously consider how they can work with BCA to further enhance and control the requirement of providing self-cooking facilities in dormitories and doing more for the workers in this area. Sir, I will take my next cut.”
“Sir, our need to maintain a global competitive advantage requires us to continue to attract good and right migrant talent to complement our local workforce. It is important that we continue to safeguard the basic labour rights of all the migrant workers in Singapore. Sad to say, chairing the bipartite Migrant Workers Centre has given me the opportunity to witness the number of abuses. While the Ministry has taken commendable steps to rectify some of these malpractices, including tightening the work permit conditions and employment agency laws, our experiences with distressed migrant workers show that we need to continue to do more to safeguard their rights. Sir, I would like the Ministry to consider more proactive intervention in four key areas: first, MOM should stop employers to profit from kickbacks when hiring migrant workers on a work permit and exploit any ambiguity in our kickback regulations. For employers who do not fulfil obligations to their workers, some as basic as providing acceptable accommodation, upkeep and maintenance, they should be dealt with firmly. And I ask the Ministry to step up its enforcement and prosecution of all these malpractices. Second, with the amendments passed for the Employment Agencies (Amendment) Act in January, I also hope that the Ministry will react swiftly and forcefully against all the errant employment agencies to send a strong signal. Third, we must ensure adequate supply of foreign worker dormitory space in Singapore. I would like to ask the Ministry and its partners to consider how we can liberalise some of the sectoral controls that currently prevent the housing of workers from certain industries at some commercially-run dormitories.”
“Sir, ultimately, skill-based foreign workers recruitment will not only buck our trend of heavy reliance on migrant workers but also lead to a skilling-up of our migrant workforce and alleviating many of the social problems that accompany with low and unskilled workers in Singapore. In my view, a better-skilled and better-qualified foreign workforce naturally will translate to a more adaptable, more easily integrated and more productive foreign workforce. Employment pass”
“Sir, while Singaporeans generally accept that migrant workers are needed to augment our small local workforce, little is done towards assimilation of our migrant workers at our workplaces. Harmonious co-existence amongst staff of all nationalities and qualifications is essential to ensure that our economic machinery is well-oiled and churn effectively as a whole in building a bigger pie for everyone to share from. We call it inclusive growth. We need to make employers see the need to go beyond recruiting masses of low-skill or unskilled foreign workers to carry out routine and manual work. Sir, our drive towards higher productivity will require the participation of a more sophisticated, better-skilled group of foreign workers. Employers need to play their part to ensure that the qualifications, training and skills required of local workers are also the same as what they require of the foreign workers as well. Employment and recruitment must be skill-based and not just headcount-based. Sir, I request that MOM consider a stronger encouragement or requirement for employers to bring in better-skilled, more adaptable foreign workers. One way could be to adapt the current WSQ system to migrant workers a pre-requisite to renewal of their work permits. In time, if results are promising, the Ministry might also consider WSQ as a condition to the entry of new foreign workers. Such a system would ensure only the right workers, with the right skills and the desire to work and consistently upgrade themselves to be here to contribute to the economy. Employers must do more to ensure that they also do their part to minimise social costs and maximise the economic contributions of the foreign workers.”
“Just a point of clarification, Sir. The Senior Parliamentary Secretary mentioned that the lemon law could be passed later this year. Could he be more specific? Could it possibly be the next available sitting?”
“These are mainly home appliances and components of or related to some of the other petroleum and gas system. I would like the Ministry of Trade and Industry to look into setting safety standards for all goods. This would then mean that all the basic consumer products will be set with acceptable limits of chemicals, for example, and safety standards so that the health of the consumers will be better protected. The Ministry should also require importers and manufacturers to state the age group of consumers that the goods are intended or suitable for, and also make sure that all the contents of health warnings or hazards are stated clearly for consumers to make an informed choice.”
“Mr Chairman, Sir, as the President of Consumers Association of Singapore (CASE), I would once again urge the Ministry of Trade and Industry to extend the five-day cooling-off period to the beauty industry. CaseTrust-accredited spas are already giving their customers a cooling-off period to reconsider their purchase of all beauty packages. In view of the recent Subtle Senses case, the CaseTrust Council is exploring to introduce the escrow account and insurance for fees collected as a requirement of CaseTrust accreditation scheme for the spa industry, just like what we did for the private schools previously to protect the advance payments made by all consumers. I hope the Government will require all beauty salons and spas to give their customers a cooling-off period. As consumers, usually the ladies, feel vulnerable when therapists start to sell packages to them during the treatments. Next, I understand that MTI has concluded the public consultations for the lemon law. I would like to ask when the changes to the Consumer Protection (Fair Trading) Act (CPFTA) and the Hire Purchase Act on the provisions of the lemon law so that we can better protect all consumers from the purchase of defective products. Sir, the Consumer Protection (Trade Descriptions and Safety Requirements) Act was passed in 1975, which was a long time ago. The Act prohibits false trade descriptions and stipulates that breaches of the Act attract a fine or imprisonment or both. While the Act has been set out to protect the rights of consumers and assure them that they are getting what they are paying for, the Act has not always achieved this goal. The Act currently lists only 45 products as controlled goods.”
“The Government, at the same time, together with the other employers, can also play an important role by being more understanding and giving caregiver's leave to support the caregivers. The Government should set an example with caregiver-friendly HR policies so that the private sector will be compelled to follow. At the same time, we must look at how we can integrate the Government agencies' support together with that provided by the private sector companies, non-profit organisations and all the VWOs to address the increasing pressing needs of the family caregiver in our society. Support for caregivers”
“Mr Chairman, Sir, as a country faced with an ageing population and rising rate of chronic illness, our healthcare delivery mode focuses on patients to give them holistic care and help the sick enjoy a high-quality of life and rightly so. But we must also not forget the caregivers. Very often, a family caregiver's welfare is neglected, not just by the society but the caregiver as well. In our Asian society, family members, particularly the women, are expected to assume a caregiving role when a family member becomes ill. The role is often thrusted upon an individual without little prior warning and not much is done to equip them with the know-how or lifeskill to become an effective caregiver. 4.00 pm Sir, caregivers undertake not only financial sacrifice by giving up their jobs but personal psychological sacrifice as well. Caregiving encompasses a wide range of responsibilities including providing physical care, financial support to social, emotional and spiritual support. The stress of caregiving can also take a personal toll on the caregiver, and caregivers have been known to suffer depression or worse. I applaud the support the VWOs, like the Asian Women Welfare Association Centre for Caregivers, provided for caregivers. I believe if the caregivers are well supported, care recipients will receive the best care and attention as well. So, more should be done by the Government to support family caregivers and address their needs. There should be more funding to roll out caregiver-focused psychosocial programmes for the family caregivers. Caregivers also need more assistance from agencies, especially in the area of their other family needs.”
“Ultimately, the Government has indicated it is listening to the need of the people and the Grow and Share Budget is one that will address our economic fundamentals while enhancing the social support for a strong and resilient society. It gives a helping hand where it is needed, and opens up opportunities for people to embrace and create a best home for all. On that note, Sir, I support the Budget. 12.41 pm”
“This is a positive thing but only to some extent. What we need is not just views or alternative views, but understanding the issue and coming up with a practical action. Already the platforms are out there. We have REACH, social media and many other online channels. All Government agencies should do more to further explore how we should respond and work with our young to help them turn alternative views and complaints into practical solutions. More so, we should also help them transform all the ideas that they have into workable actions. One clear signal from this Budget is that the Government is being responsive to the practical needs of the people. In this Budget, we see fine-tuning of schemes to help businesses, more help for the lower-income and middle-income groups and moves to counter inflation in the long term by growing the economic pie. I hope that the Government can also continue this people-centric approach in other areas of concern. One of these is the worry of many young Singaporeans on the affordability and timing of new flats. The recent revisions to raise the ceiling cap for DBSS and the shortening of the waiting time for BTOs are welcome. But perhaps the Government could also look into opening more options for couples waiting to start a family early. For example, can we revive and bring back the Interim Rental Housing Scheme for couples who have already booked flats under the BTO scheme for which they have to wait for about two to three years? Another area that need the review and response is in the area of industrial plot ratio of 1.4. As a land scarce country, I think we should not continue or confine our institutions that need more land. Flexibility in this area is needed so that we can intensify and maximise our land use.”
“If you line up one foreign worker and two Singaporean workers, the Singaporean in the middle, looking to his right and left will see one foreign worker and one Singaporean. The perception therefore is that it is "equal". But raise the quota to 1:1 and the impression when looking beside him will be that there are two foreign workers versus only one other Singaporean. The perception will be that of being "crowded" out of a job. "Change is constant" and the global competition is real. Companies and employers have to review the way they do things, innovate and keep one step ahead. Recently, my NTUC colleague Ong Ye Kung shared with me that he visited a food manufacturing factory that has automated many of its processes. Through IPG and innovation, the company has reduced its operating costs and reliance on foreign labour. Happily, it has also meant that the company has done better and rewarded its workers – mostly locals – with an 8% wage increase. I believe more companies can learn from such an example. (In English ): Sir, as we continue to grow the economic pie, we must also not forget sustainability of our workforce. We can do more for education, especially in the early years to build a sound foundation, and in the later years to boost skills. Already we have taken steps to prepare our children for life with a broad-based and holistic education. But we should also see where we can support schools further in this regard. Even as we build strong educational foundations in the school-going years, we must also continue the lifelong learning approach. For example, we should do more to nurture our young people. More and more Singaporeans want to have a more active part to play in their country and call for alternative views and channels.”
“Employers are being informed well in advance of the levy increase - the coming flood, if you will say. This being the case, employers have plenty of time to escape the flood, step out of the way and build up their "dams". We should adopt a carrot and stick approach. We could look at incentivising companies that upgrade their foreign workers. We can also reward, instead of penalise, companies that obtain good productivity goals. Can we look at developing a productivity scorecard for companies, particularly SMEs? For those that obtain good productivity gains, we could give them levy subsidies or rebates. Currently, the levy hikes affect all companies, whether or not it does well in innovating or raising productivity. This should not be the case. The levy increases should be structured in a way that rewards innovation, skills upgrading and a productivity mindset. As we continue to drive the productivity mindset in the labour market, we must also be conscious to ensure that this expectation of productivity applies to all our workers. Employers need to play their part to ensure that the qualifications, training and skills required of local workers are the same for foreign workers as well. Employment must continue to be skills and not headcount based. We must also continue to foster social integration among our diverse workforce. I believe that our current foreign worker reliance is not tenable and can be likened to an addiction. At present, I believe the 1:2 migrant-locals ratio is adequate for not only practical manpower needs, but in terms of perception of neutrality. Let me illustrate with an example that one of my friends raised.”
“Mr Speaker, the coming increase in foreign worker levy has been a matter of debate these few weeks. Some employers are complaining that the increases are coming down "like floodwaters" – and there are some resentments on the ground. A friend from a SME recently told me that the Heaven must be busy this Chinese New Year. I asked him why he said so. He said, "Because all Singapore bosses are now 'asking the Heaven' every day." I asked him how they do so and he said that they do so by singing, "Ask the Heaven". What are they asking? He told me that this is currently a popular Taiwanese song. It was originally a song about "endless love"; it has now become a song about "endless moans"! I cannot give you the lyrics in Hokkien so I have translated them into Mandarin. This is how it goes: "The wind is really angry, the rain is really angry Angry because I've no backbone The foreign labour is disappearing The Levy is here to stay What, oh what is Productivity? I've asked around but what "cuts" have there been? My business is tied so tightly by you I ask the Heaven, I ask Earth. Can you not make fun of me? If you continue, I will be so tortured I ask Heaven, I ask Earth, Can't you not make fun of me? I just want to forget this as quickly as possible But my dreams are all about the levy increase next year." He said we have 3R – reuse, reduce, recycle – in our green efforts; now we have 3R concerning foreign workers – replace, reduce, return! While I can understand that the levy increases are significant, these must be seen in context. Firstly, the increases are staggered and the first increase this year was announced in 2010. The next increase will only kick-in in 2012 and again in 2013.”
“With the increase in the cost of living, I would also like to ask the Minister to consider or look into whether it is possible for us to increase the dependant tax relief for spouses and children in view of the rising costs that is "squeezing" the budgets of many Singaporeans. In its latest budget announced, the Hong Kong government has increased the dependant tax relief by 20%. It has also raised its child allowance and the additional one-off child allowance in the year of birth by 20%. Sir, I would continue my speech in Mandarin. (In Mandarin ): [For vernacular speech, please refer to Appendix A*.] Employers, as responsible citizens, must continue to also review wage policies and job training – especially those for our mature and low wage workers. While a large majority of our workforce has diploma-level qualifications and above, we need to ensure that those who do not continue to upgrade so that they do not get left in the cold. We must also emphasise not only "best wages" but fair wages. I am pleased that the NEA and Town Councils have schemes to recognise or elevate the skills of cleaners. Since employee skills training became a requirement in the Town Council cleaning contracts from 2008, a full-time cleaner can earn $1,000 monthly, an increase from $650 to $750 previously. Those who are skilled in handling machinery can receive $1,200 to $1,400, compared to the previous average of $750. This is a very good move and I urge other organisations – particularly schools to do more. During one of my house visits, a school cleaner told me that his monthly income remains very low due to the MOE's outsourcing arrangement. The Government agencies should do more. *Cols. 3413-3416.”
“We must therefore continue to support and reassure our middle-income professionals, managers, executives and technicians (PMETs) in the form of job stability, continued upgrading to enhance their employability, job enhancements and the Government's measures to continue to create more good jobs and give them opportunities to improve their livelihood. We must also reassure them that schemes are in place to alleviate some of the economic pressures they face. To this end, we must continue to strive for a "best wage for all". I welcome the enhanced training support for PMETs in the form of more places at Continuing Education and Training Centres as well as better subsidies for this group of people. The recent report on incomes has revealed that the Gini coefficient – which measures the income gap – is increasing. While this may be of concern, we must also dig deeper to understand why this gap persists so that we can see it in perspective. With the Government’s transfers and benefits, the Gini coefficient was 0.452 in 2010. This shows that the Government's schemes have been helpful in moderating the income inequality. I hope that the Government will continue to do more in this area. We must also be mindful of what causes the gap to remain large – perhaps it is because the rate of income growth in the higher percentile outstrips the growth of the lower income group which, in fact, is also continued to grow, but at a smaller pace. At the end of the day, as the Chinese saying goes "ti di bu fen ti ", let us look how far the baseline has increased, rather than the gap that remains. Therefore, I welcome the various Budget measures that address the lower income – especially the enhanced Workfare Income Supplement and the Workfare Development Scheme.”
“Mr Speaker, Sir, it seems that many Singaporeans look at the Budget as an angpow. This is understandable as everyone is concerned about the growing cost of living and the growing rate of inflation. But we also have to bear in mind that mere angpows or cash handouts are not a sustainable way to address growing economic pressures. In fact, we already have in place numerous modes of relief that address both immediate and long-term needs for the low-income people. These include the Workfare Income Supplement, ComCare, and the various CDC-level assistance schemes plus many other forms of help that is in our "Many Helping Hands" approach. To me, the most important and the great and best angpow we can hope for is, in fact, full employment, economic stability and the ability to grow our economic pie so that everyone can have a larger share. This is where the challenge lies – help Singaporeans from all income levels to improve their income levels through continued effort to increase their skills and productivity. I am pleased to note that this year's Budget continues to emphasise not mere handouts, but productivity and innovation for long-term sustainable growth and incomes. At the same time, the Budget has also made important outlays in social investments – catering for the elderly, the ageing population and other crucial social issues. Sir, the Budget has done well to share the good things with all Singaporeans, especially the lower-income group. We must not forget the middle class, who continue to feel the pressures of inflation, but do not qualify for financial benefits and schemes that are aimed at the lower-income groups.”
“In addressing the practical side – finding suitable work – and the emotional side – counselling residents to build their self-esteem, self-reliance and mental well-being – they have been able to help residents sustain longer and more satisfying employment. Apart from raising employment levels and employability, WorkCare Agents also set job-seeking residents on the first step of a journey to better things. Government incentives also kick in to encourage these low-wage and low-skilled workers to remain employed and upgrade their skills through the Workfare Income Supplement Scheme and Workfare Training Support (WTS) scheme. I am pleased to start the New Year with these tales of success and optimism. It gives us reason to be optimistic that our many helping hands approach is working. We are on the right track. From the people sector, private sector and public sector, we have managed to engage our tripartite energies to look out for those in need, enhance the potential of every individual and give people the right mix of practical tools and emotional support to elevate themselves and their lives. The Government has to continue doing more to support our low-skilled and low-wage workers so that all Singaporeans may share the fruits of our prosperity through better skills, better jobs and better incomes. Sir, I support the motion. 4.29 pm”
“With the support of North East CDC and e2i, the Employment Assistance Programme in Aljunied GRC has been strengthened by having WorkCare Agents who have made a difference in the lives of local residents who have lost their jobs or who are looking to improve their job situation. Aljunied-Hougang resident Mdm Annie Koh, 64 years old, with no education qualification, had a tendency to change jobs and had been unemployed for three months when she sought help. At this point, she was feeling depressed about her situation. Our WorkCare Agents did not only help her find a job, but initiated counselling so that Mdm Koh could regain her mental well-being and remain positive. WC Agent, Peggy, found Mdm Koh a job as a plate collector at Kopitiam in Hougang Point with a monthly pay of $800, and Mdm Koh has been happily working there for nine months now. Resident Ong Eng Siong, 45 years old with primary education qualification, was working as a machine operator since 1995 to 2009. He was retrenched. He could not find a job for four months. Our WCA, Ann, has helped him with a job in F&B as a service crew earning $1,300 a month. He has been working there till now. For 30 years old Johnny Tan with "N" level education, work over the last five years only took the form of odd jobs and part-time work. When friends introduced him to our WorkCare Agents, he was keen to better himself. Our agents encouraged him to take up a security course and later found him a full-time job as a Protection Officer at Aetos Security Management where he has now been working for nine months earning a monthly income of $1,600. This is just a sampling of the good work that WorkCare Agents have undertaken.”
“Overall productivity improved by 118% and staff productivity (return on manpower cost) improved by 291%. The company has also seen an increase of 58.9% in revenue, and 428% in profit. For Han's commitment to profit-sharing meant staff were awarded a bonus – amounting to a generous 15% of the group's profits. Such initiatives in the private sector companies are spreading. At Sakae Sushi, it has kicked off its new Inclusive Growth Programme (IGP) that aims to improve service standards, food ordering time and payment speed at their restaurants. To encourage staff to sustain these improvements, a monthly financial incentive will be rolled out. Workers in the outlets who meet the KPIs can receive average monthly increase of up to 17% (about $200). Such profit-sharing and performance awards have multiple benefits – they raise the morale of staff, boost their salaries, improve service and customer satisfaction. These Singapore companies that continue to build a culture of inclusive growth should be commended for their commitment to fair and equitable employment practices. A farmer once told me when I was a little boy that you have to keep chickens healthy so you can expect to have a good egg every day. I find this is a good way of looking at things. We need to keep our companies competitive and companies need to keep their workers happy and self-fulfilled so that we can continue to be productive and continue to see gains. On the ground, we have seen how these programmes enabled low-skilled and low-wage workers to find suitable jobs, upgrade their skills, enhance their employability and increase their earning power.”
“We must ensure that apart from our eye, ear and hearts being in the right place, our hands should also be ready to be hands on, so we need workable programmes. For instance, in the services sector, we have already various schemes to help companies strengthen their competitiveness and in doing so, upgrade the service skills of their employees. Many companies have also reported increased revenue and the trickle-down advantage means better job and pay for their workers. I am pleased to share the success stories from Customer-Centric Initiative (CCI). It has made good strides in helping *Cols. 2487-2494. companies help themselves. Their staff also benefit from associated training and performance-based reward system. CCI is led by SPRING, the National Trades Union Congress (NTUC), the Workforce Development Agency (WDA), the Singapore Tourism Board (STB) and the Singapore National Employers Federation (SNEF). It aims to enable companies to take the lead in raising service standards in their industry. One example is Traditional Chinese Medicine (TCM) retailer, Eu Yan Sang. The company implemented a loyalty programme, online portal, staff training, service audits and a staff reward initiative. These have resulted in customer satisfaction level improving by 21% and revenue increasing by 6.5%. Staff also benefit from enhanced workplace recognition for good service and performance, as the company rewards employees with company-wide bonus or incentives to all employees based on increase in revenue and customer satisfaction level, thus boosting morale. At Han's Group of Companies, which runs F&B outlets across the island, they managed to make CCI work for them and their employees. Through the programme, food ordering and arrival times were reduced by 93.9% and 65.4% respectively.”
“[For vernacular speech, please refer to Appendix A *.] Compared to 2009, 2010 was indeed a Happy New Year for Singapore. The Singapore economy grew a stunning 14.7% in 2010, making it Asia's fastest growing economy for the year. The economic recovery is something to celebrate. As part of the labour movement, I think we have more reason to celebrate because we have not overlooked the underprivileged, the low-wage or the low-skilled worker even as we achieved economic recovery. Indeed, we are glad that the tripartite social partners here are committed to inclusive growth for all. In searching for solutions, we should be mindful that it is not a case of just having alternative views. This may be fruitless. As an old Chinese saying goes:"只听楼梯响, 不见人下来"or "雷声大雨点小". A situation where we are not effective, unable to implement concrete action or face poor buy-in from stakeholders. Like many Singaporeans, in the labour movement we believe in "4D", but our 4D stand for "do good, do well, do together and do more", thus in searching for solutions, we often seek alternative views and look for overseas case studies and experiences, consult widely and then we "do" with dedication. As a worker-centric and practical movement, we are committed to ensuring that, not just look for alternative views but initiate action and results-orientated solutions that suit our political and social context. These need to truly benefit the low wage and low skilled worker. Like what we were taught in school: 做事要四到: 眼到, 耳到, 心到, 手到.”
“Many of the workers coming to see us continue to complain of salary deductions by their employers for items which, according to what they are told, fall squarely under the regulatory definition of "kickbacks". This is not unexpected, given the high profit potential available to errant practitioners and their need to protect their "golden goose". Just like the Chinese saying, "上有政策，下有对策；道高一尺，魔高一丈". Sir, I urge the authorities to step up enforcements and intelligence efforts, especially immediately after the changes, and to react to any shifts in the industry practices with speed and force. Sir, with the proposed amendment, I think it is also timely that we should loudly request our counterpart in the "labour-sending countries" to also act swiftly to do more to address the malpractices of the employment agencies over there and address all these migrant workers' problems at source. Sir, with that, I support the Bill. 6.37 pm”
“It should be emphasised that the FDW is under the employment of the employer, therefore, the FDW’s salary should be given to the FDW by the employer and have the FDW repay the EA monthly upon work commencement. I think we need a standardised loan repayment system to be set up where the FDW signs a GIRO form authorising the monthly deduction from the FDW’s bank account as repayment to the EA, instead of getting the employers to do so. Making FDWs responsible for their own loans would deter FDWs from terminating their employment irresponsibly and prevent the EA from transferring FDWs frivolously. It must also be ensured that the employers do pay the domestic workers their monthly salaries and not withhold salary payments and payments to the EA unless it is justified. The Consumers Association of Singapore also support the move to develop the existing mandatory accreditation scheme into a new voluntary trust-mark scheme that would help employers identify better EAs from the rest. We hope the Ministry will look into our proposal to grant accredited agencies incentives for them to abide by higher standards of professionalism. Incentives to be bundled with the accreditation status could be: a reduced amount to the security bond and establishing an express lane for the Work Permit applications. Such incentives would encourage EAs to attain accreditation and employers' recognition. Sir, I have mentioned that we look forward to seeing the changes brought about by these amendments in improving the well-being and the quality of the migrant workers in Singapore. However, traditionally, errant agents and employers have been able to respond to changes in the law swiftly and very creatively. Take the kickback regulations introduced in recent years, for example.”
“Sir, I believe that we need to secure competent migrant workers with the right skills and the adaptability to co-exist harmoniously with their local colleagues in and out of the workplace. Only then will we be able to continue our emphasis on productivity and continuous improvement and inclusive growth to build a bigger pie of the economy for all to share. This productivity has been elusive under the present conditions as migrant workers labour under the stress of repaying huge debts, poor working conditions and treatment under the hands of profiteers. Many have no channel to voice their problems. Worse still, due to potential profit from the per head migrant worker placement formula, we believe that the overall skills profile of the migrant workers entering our country is prevented from making "leaps and bounds" increments. Sir, to keep pace with the evolving practices of the employment agencies (EAs) and foreign manpower recruitment industry, the Government should consider making employment agencies responsible for ensuring the skill set and the competencies of the workers they intend to bring in as well. In addition, while all EA staff would be required to hold a registration card, it is equally important for employers to be given the right to verify it upon request. EA staff should not decline such document to be checked by the employers. We also propose for a certain database of all licensed EAs and registered EA staff to be set up for employers to have access to such information readily. I would also like to highlight that the foreign domestic workers (FDWs) should be responsible for their own loans with the EA, instead of the employers paying the FDWs' loan upfront to the EA and have the FDWs repay the employers on a monthly basis.”
“Mr Deputy Speaker, Sir, I welcome this amendment of the Bill. Our country is a choice destination of migrant workers from around the region. Our foreign manpower indeed has made vast contributions to our country’s economic success over the years. It is thus important that we continue to enhance and update our laws as a safeguard for all our workers, both local and foreign workers. As the Chairman of the SNEF-NTUC Bipartite Migrant Workers Centre, I have on many occasions come across workers with horror stories to relate, almost always stemming from having been made to pay exorbitant agency fees to come to Singapore, only to find that they are short-changed on the conditions promised to them once they have arrived. Sir, while it is often rationalised that much of the migrant worker challenges and problems we see are the result of the malpractices of the unregulated overseas employment agents, I feel it is imperative that we ensure our own house is in order first before we are able to look at others and suggest changes. This Employment Agencies (Amendment) Act certainly helps to rectify some existing malpractices and one of such malpractices pertains to agency fee-charging. It is commonplace for almost all or many of the local agents to collect hefty fees from the workers after they arrive in Singapore. Depending on the agreement made at the source country, these fees might include the local agent’s fees, the overseas agent’s fees and, in some cases, some form of kickback to the employers for hiring the workers. The proposed amendment mandating transparency in the charges to the workers imposed by our local agents will, hopefully, prevent them from fulfilling such a function of collectors of these fees.”
“Mr Speaker, Sir, the Senior Minister of State says the current system is working well. May I ask whether he is aware that, for example, some who live in the flats immediately next to the school are not able to get into the school that they prefer, and end up having to travel more than two kilometres?”
“Sir, I am glad that the basic operational standards and the requirements established by the accreditation bodies for the employment agencies would now be made mandatory. I would like to ask the Minister of State specifically whether the standard contract, which is a compulsory requirement, between the employers and employees under this accreditation arrangement, will it also be made as a standard in this new regulation? Would he think that more than one rest day per month is considered as adequate rest for the FDW? On the issue of Portable Medical Benefits Scheme, it has been NWC's recommendation every year. Sir, I am quite surprised to hear from the Senior Parliamentary Secretary that we best leave it to the employers. Although the basic MediShield is sufficient for employees who are entitled to B2 and below, but for those who are entitled to B1 and above, it is important for us to encourage the employers to shift from their current company-based Group Hospitalisation and Surgical scheme to an enhanced suite scheme. Sir, I think it is something audacious that we can study. But MediShield is already portable, so it has benefited a large number of Singaporean workers. 2.00 pm”