Employment & labour — Topics

18 Aug 2015

Re-employment of Retired Firefighters

K Karthikeyan requested statistics on firefighters re-employed after early retirement at age 55.
Teo Chee Hean explained that retirement age for Home Affairs Uniformed Services was raised from 50 to 55 in 2013, with re-employment possible based on need and criteria.
From 2012 to 2014, about 35 SCDF officers retired annually, with 80% re-employed, typically in the same roles.

Summary written by AI

Overview Original source

18 Aug 2015

Nurse-to-Patient Ratio in Restructured Hospitals

The nurse-to-patient ratio in general wards improved from 1:8 in 2004 to 1:5 in 2014, though patient acuity and demands have increased due to an ageing population and higher expectations.
The Ministry is enhancing efficiency through technology like the Closed Loop Medication Management system, which automates processes and frees up nurses' time for direct patient care.
Flexible work arrangements are being piloted in several public hospitals to support nurses' work-life needs and improve job satisfaction.
The Ministry remains committed to ongoing investments and improvements in nursing to address workplace strain and support healthcare professionals.

Summary written by AI

Overview Original source

18 Aug 2015

Incentives for Companies that Employ 85% or More of Singaporeans

K Karthikeyan proposed incentives for companies with over 85% Singaporean employees.
The Minister for Manpower stated there are no current plans to offer such incentives.
The Ministry encourages all companies to build a strong Singaporean Core regardless of percentage.
SkillsFuture is used to support businesses in strengthening their Singaporean workforce.
The government believes this approach sustains economic growth and creates better jobs.

Summary written by AI

Overview Original source

17 Aug 2015

Family Service Centres Helping Intellectually Disabled Find Jobs

Ms Lee Li Lian asked how Family Service Centres reach out to intellectually disabled individuals to help them find jobs and what the success rate is.
The Ministry set up SG Enable in 2013 as a focal point for persons with disabilities, providing employment support through job referrals, training, and placement services.
Family Service Centres and Social Service Offices refer individuals, including those with intellectual disabilities, to SG Enable for job matching and support.
In financial year 2014, SG Enable and its partners placed more than 100 persons with disabilities in jobs, with about one-third having intellectual disabilities.

Summary written by AI

Overview Original source

17 Aug 2015

Sharing List of Eligible Bargainable Employees with Unions

K Karthikeyan questioned the Ministry for Manpower about reviewing the policy on sharing lists of eligible bargainable employees with unions, which had previously been allowed but was recently discontinued.
Lim Swee Say clarified that employers must provide eligible voter information to the Commissioner for Labour for union recognition secret ballots under the Industrial Relations Act, and this information is verified by the union with the employer and Commissioner present.
The Ministry acknowledged the importance of allowing unions to verify this information and stated it will continue this practice, suggesting a review may align with maintaining this verification process.

Summary written by AI

Overview Original source

17 Aug 2015

Human Resource Needs of Local Funeral Industry

Ms Kuik Shiao-Yin asked the Ministry for Manpower about employment numbers, projected human resource needs, and collaboration with the Ministry of Education to set up relevant courses for the funeral industry.
Minister Lim Swee Say stated that the industry employs fewer than 1,000 people, has grown steadily at about 6% annually, and is expected to have sufficient manpower given current growth rates.
The Minister noted that employers provide on-the-job training and encouraged the industry to identify and develop necessary skills, with the government ready to support training efforts.

Summary written by AI

Overview Original source

17 Aug 2015

360-degree Feedback Appraisal System for Singapore-incorporated Companies

Mrs Lina Chiam proposed making a 360-degree feedback appraisal system a statutory requirement for all Singapore-incorporated companies under the Employment Act, with results uploaded to the Jobs Bank for public scrutiny.
Lim Swee Say, representing the Ministry of Manpower, stated that while the Employment Act sets basic employment terms, the Ministry encourages companies to use such tools voluntarily but has no plans to mandate them.
He emphasized that the Government should not prescribe specific HR tools, as companies should choose what best fits their needs and circumstances.
Lim Swee Say highlighted that mandating public disclosure of feedback results would undermine confidentiality, which is essential for obtaining candid input.
The Ministry's position is that the 360-degree feedback system should remain a voluntary, company-driven initiative rather than a statutory requirement.

Summary written by AI

Overview Original source

17 Aug 2015

Effectiveness of Existing Fair Employment Guidelines in Protecting Older PMEs

The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) guidelines are supplemented by the Retirement and Re-employment Act, which makes it an offence to dismiss employees under 62 due to age and mandates re-employment offers up to age 65, with a goal to raise the re-employment age to 67 soon.
The government employs a two-pronged approach: the Special Employment Credit (SEC) provides wage subsidies for hiring older workers, and programmes like Professional Conversion Programmes (PCP), P-Max, and the Career Support Programme (CSP) offer financial support for reskilling and hiring older PMEs.
Efforts are underway to address ageism through campaigns like "Tap into a Wealth of Experience," but mindset changes among employers and the community are deemed necessary, with TAFEP continuing to support capability building for older workers.

Summary written by AI

Overview Original source

17 Aug 2015

Bringing Forward Roll-out of Progressive Wage Model for Landscape Workers

K Karthikeyan asked if the Progressive Wage Model for landscape workers could be implemented this year instead of the planned schedule.
The Progressive Wage Model was announced in April and will be required for companies registered with the Landscape Company Register from June 2016.
While the full implementation is set for next year, progressive companies are encouraged to adopt it early with financial incentives available.
Funding schemes like the Progressive Wage Incentive offer grants up to $150,000 to support early adoption of the model.

Summary written by AI

Overview Original source

17 Aug 2015

Security Sector's Readiness to Implement Progressive Wage Model

The Security Tripartite Cluster has set PWM requirements to be incorporated into licensing by 1 September 2016, with non-compliance leading to license non-renewal, and active engagement is underway to brief agencies and service buyers.
Measures to assist security guards include ensuring current officers can remain in the industry without forced transition, with flexible training options and an Assessment Only Pathway for experienced professionals to gain certification.
Training capacity has been increased to 2,800 places monthly, and integrated curricula and flexible arrangements are in place to help meet PWM training requirements.
Service buyers are being reached out to explain PWM benefits and cost implications, with funding schemes like the Progressive Wage Incentive providing grants up to $150,000 to support cost increases in contracts.

Summary written by AI

Overview Original source

17 Aug 2015

Meeting Manpower Needs of Expanding Bus Network

Assoc Prof Randolph Tan questioned how the Bus Service Enhancement Programme (BSEP) addresses rising manpower demand, why labour shortages haven’t delayed deployments, and what plans exist for future network expansion.
Minister Lui Tuck Yew outlined strategies including salary increases of about $400 since 2012, the Progressive Wage Model, and professional training under the Workforce Skills Qualifications Framework.
The government is improving bus depot facilities and rest areas, and the Tripartite Committee will continue exploring measures to attract and retain workers.

Summary written by AI

Overview Original source

17 Aug 2015

Channelling Unemployed Citizens to Manpower-constrained Growth Sectors

Mr. Thomas Chua asked if the Ministry will enhance efforts to guide unemployed citizens to growing sectors that need manpower.
The Minister responded that low unemployment and high employment rates are maintained, and the Ministry welcomes the suggestion to match jobseekers to growth sector vacancies.
Existing initiatives through career centres like WDA and e2i already provide employment facilitation, with a focus on growth sectors.
Longer-term plans involve Sectoral Tripartite Committees creating manpower plans to identify future jobs and equip workers with necessary skills.

Summary written by AI

Overview Original source

17 Aug 2015

Employment Pass Applications Submitted immediately after 14-day Mandatory Advertisement Period in Jobs Bank

Mr Gerald Giam asked about the number and percentage of Employment Pass applications submitted within a week after the mandatory 14-day Jobs Bank advertisement period.
Minister Lim Swee Say reported that about one-third of the 800 average weekly EP applications were submitted within one week of the ad period ending.
The Ministry of Manpower is scrutinizing firms that frequently submit EP applications soon after the ad period, placing 38 on a watchlist and engaging 150 firms over the past year.
Firms on the watchlist are monitored and encouraged to strengthen the Singaporean core; uncooperative firms may face curtailed work pass privileges.
The Fair Consideration Framework aims to support Singaporean PMEs, whose unemployment remains low at 2.7% and real median wages grew 3.8% annually over the last five years.

Summary written by AI

Overview Original source

17 Aug 2015

Employment of Retirees in Civil Service to Include Benefits

Ms Chia Yong Yong asked the Civil Service about guidelines for re-employing retirees versus engaging them as independent contractors, and whether part-time employment with benefits should be offered instead of contract work.
The Civil Service follows tripartite guidelines, offering re-employment to officers up to age 67 if they meet performance, conduct, and health criteria, with part-time arrangements available as an option.
From 2011 to 2014, 98% of re-employed officers chose full-time work, 2% chose part-time, and only one was engaged as an independent contractor.

Summary written by AI

Overview Original source

17 Aug 2015

Employment (Amendment) Bill

The Employment (Amendment) Bill introduces mandatory itemised payslips and written key employment terms for employees, effective April 2016, with a one-year grace period and flexibility for employers to issue them in soft or hard copy formats.
An administrative penalty framework is established to handle less severe breaches of the Employment Act, such as failure to issue payslips or maintain records, replacing criminal penalties with financial fines ranging from $100 to $200 per occurrence.
The Bill includes technical amendments to clarify public holiday pay requirements, family-related leave during no-pay leave, and MOM's powers for evidence disposal and audio recordings during investigations.
MPs supported the amendments but raised concerns about the 14-day window for providing key employment terms, the need for hard copies for low-wage workers, and enhanced education and enforcement, with the Minister affirming flexibility for SMEs and continued tripartite collaboration.

Summary written by AI

Overview Original source

17 Aug 2015

Racial and Religious Discrimination in Workplace

The Ministry of Manpower reported an average of fewer than 80 annual complaints about race-, language-, and religion-based workplace discrimination over the past five years, with most employers rectifying practices when engaged by the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP).
TAFEP and MOM use a promotional and capability-building approach to change employer mindsets, coupled with enforcement such as stern warnings and work pass curtailment for non-compliant cases, like the nine actions taken in 2014.
While current measures are seen as effective, concerns were raised about under-reporting of discrimination, challenges in proving subtle cases, and the need for clearer recourse options for victims beyond work pass curtailment for nationality-based issues.
MOM highlighted additional steps under the Fair Consideration Framework and National Jobs Bank to address discrimination, emphasizing a firm stance against all forms of workplace discrimination and the importance of factual accuracy in social media cases.

Summary written by AI

Overview Original source

14 Jul 2015

Statistics on Unemployed Singaporean Workers

Gerald Giam asked the Minister for Manpower for the number of unemployed Singaporean workers who gave up job-seeking since early 2015 and how that compares to the same period in 2014.
Lim Swee Say stated that the proportion of discouraged workers in the citizen labour force was low at 0.5% in both 2013 and 2014, with the latest available data being for 2014.

Summary written by AI

Overview Original source

14 Jul 2015

Public Sector Employment for Elderly and Persons with Disabilities

The Public Service employs about 150 persons with disabilities, representing 0.1% of its workforce as of December 2014, and assesses all candidates holistically through merit-based, open recruitment.
SG Enable, an agency under the Ministry of Social and Family Development, supports employment for persons with disabilities through job matching, job redesign, training, and workplace modification advice for both public and private sectors.
The public sector awards contracts to entities like Adrenalin and procures gifts from VWOs to promote employment for persons with disabilities, while also leading re-employment for mature officers, with 1,887 officers aged 65 and above as of 2015.

Summary written by AI

Overview Original source

14 Jul 2015

Helping Self-employed Persons to Buy Homes

Er Dr Lee Bee Wah asked if self-employed persons could channel excess CPF contributions beyond the Medisave ceiling to their Ordinary Account for housing, or opt out of Medisave contributions if they have substantial medical insurance.
The Minister for Manpower explained that excess Medisave contributions are automatically transferred to the Special or Retirement Account for higher returns, and voluntary CPF contributions for housing are already allowed with tax relief.
The Minister clarified that Medisave is essential for covering healthcare expenses and family medical needs, so self-employed persons cannot opt out even with other insurance, as Medisave provides guaranteed lifelong coverage and broader family support.

Summary written by AI

Overview Original source

14 Jul 2015

Monitoring Growth of Foreign Workers

The Minister for Manpower reported that foreign worker growth has slowed significantly over the past eight years, with annual growth dropping from 144,500 in 2007 to 34,000 in 2014, and this moderation occurred across all sectors including services, construction, and manufacturing.
Projections indicate that by 2030, Singapore will need approximately 78,000 healthcare professionals, an additional 9,000 support care staff, and about 300,000 foreign domestic workers to address the needs of an ageing population.
The government aims to maintain the foreign share of the workforce at about one-third and intends to moderate foreign manpower inflows at a pace that can be accommodated, aligning growth with the local workforce.

Summary written by AI

Overview Original source