Employment & labour — Topics

11 Nov 2013

National Data Bank for Salary Ranges of Public and Private Sector Jobs

Mary Liew proposed establishing a national data bank for salary ranges from the Civil Service and leading companies to inform wage guidelines.
The Acting Minister for Manpower highlighted existing labour market statistics and interactive benchmarking tools on the MOM website for wage comparison.
The Minister emphasized that wages should be market-determined and encouraged the use of available data tools rather than creating a new data bank.
The debate concluded with the Speaker noting the end of Question Time and the postponement of several written answers.

Summary written by AI

Overview Original source

21 Oct 2013

CPF Savings of Self-employed Persons

Acting Minister Tan Chuan-Jin highlighted that self-employed persons (SEPs) are required to contribute to their MediSave Accounts, with median balances increasing steadily from $12,000 in 2008 to $18,000 in 2012.
The Drive and Save Scheme for taxi drivers, offering dollar-for-dollar matching from companies, has seen success with 17,000 drivers benefiting from $5.9 million in co-contributions between 2011 and 2012, and average annual contributions rising from $660 to $940.
The government encourages industry-led initiatives and provides support through measures like Workfare Income Supplement and MediSave top-ups, with WIS payouts increased in 2013 and higher contribution rates for low-income SEPs from 2014.
The Minister assured that the government will ensure affordability of MediShield Life premiums for lower-income Singaporeans, while emphasizing personal responsibility for SEPs to save for healthcare needs.

Summary written by AI

Overview Original source

21 Oct 2013

Compassionate Leave for Demise of Immediate Family Members

Er Dr Lee Bee Wah asked whether the government would mandate compassionate leave for the death of immediate family members, including grandparents and great-grandparents.
Tan Chuan-Jin explained that the Employment Act balances worker protection with business competitiveness and that new leave schemes were recently introduced, with no current plans for additional legislation.
He noted that tripartite guidelines encourage companies to grant compassionate leave voluntarily, and that 89% of companies already do so based on a 2012 MOM survey.

Summary written by AI

Overview Original source

21 Oct 2013

Complaints of Unruly Passengers by Female Taxi Drivers

Ang Hin Kee inquired about the top three complaints from female taxi drivers regarding unruly passengers over the last three years and the solutions implemented by the Ministry for Transport to address these concerns.
Lui Tuck Yew emphasized that all taxi drivers deserve a safe working environment and highlighted safety measures such as panic buttons in taxis that alert call centres and police for assistance.
He noted that the number of reported cases from female drivers is low, with only four out of 50 reported cases in the past three years, two involving robbery and two involving outrage of modesty.
The Land Transport Authority plans to continue collaborating with taxi companies and the police to enhance driver safety against unruly passengers.

Summary written by AI

Overview Original source

21 Oct 2013

Extension of Special Employment Credit Scheme to Benefit Well-qualified Elder Singaporeans

Ms Tan Su Shan proposed an age-based top-up to the Special Employment Credit (SEC) to better support the recruitment and retention of well-qualified older Singaporean workers.
The SEC currently provides employers with credits of up to 8% of monthly wages for eligible older employees, recently expanded to cover those aged above 50 with wages up to $4,000.
The government noted that CPF contribution rates already decrease with employee age, helping offset costs, and highlighted other measures like WorkPro and re-employment laws to support older workers.
Labour force participation among older residents has increased, with higher employment rates for those aged 60-69 and high re-employment offers at age 62.
The government will study the proposal further and continue monitoring the labour market to refine policies promoting older Singaporean workers' employment.

Summary written by AI

Overview Original source

21 Oct 2013

Job Scope Definition in Service Sector

R Dhinakaran asked for guidelines to ensure service-sector employers define job scopes adequately and provide appropriate benefits for flexible work arrangements for work permit holders.
The Ministry of Manpower, NTUC, and SNEF issued Tripartite Guidelines on Job Flexibility in 2013, requiring employers to communicate additional roles, obtain consent, and ensure fair remuneration and compliance with employment laws.
Employees can seek recourse through employer channels, unions, or the Migrant Workers’ Centre, and MOM may curb work pass privileges for egregious non-compliance while encouraging reports of employment law breaches.

Summary written by AI

Overview Original source

21 Oct 2013

Review of Industrial Relations Act

The Tripartite Workgroup was formed to review the Industrial Relations Act, focusing on extending collective representation for managers and executives by rank-and-file unions.
The proposed amendments will allow rank-and-file unions to represent managers and executives collectively, while excluding senior management and key employer prerogatives like promotions and terminations.
MOM supports the Workgroup’s recommendations and will conduct public consultations before introducing the Industrial Relations (Amendment) Bill next year.

Summary written by AI

Overview Original source

21 Oct 2013

Wages for Car Park Enforcement Officers

Mr Zainal Sapari asked about the number, average salaries, and potential adoption of a progressive wage model for car park enforcement officers under the Ministry.
There are approximately 910 car park enforcement officers employed by HDB and URA's service providers, with average basic salaries ranging from $710 to $770 and gross salaries from $1,300 to $1,800 monthly.
The Minister confirmed that HDB and URA are willing to consider service providers that adopt a progressive wage model for these officers.

Summary written by AI

Overview Original source

21 Oct 2013

Discrimination against Employees with Mental Conditions

Dr Intan Azura Mokhtar inquired about reported discrimination against employees with mental conditions and the extent of such cases over the last ten years.
The Tripartite Alliance for Fair Employment Practices (TAFEP) has received four complaints of perceived discrimination against workers with mental health conditions out of about 1,000 total complaints since 2007.
TAFEP encourages individuals facing employment discrimination to seek its advice and assistance, and employers have generally been receptive to making adjustments to their practices when issues are identified.

Summary written by AI

Overview Original source

21 Oct 2013

Protection for Student Interns

Patrick Tay asked the Minister for Education about protections for student interns from schools, ITEs, polytechnics, and universities against workplace bullying, including physical and non-physical abuse and excessive hours.
Heng Swee Keat explained that schools and PSEIs collaborate with industry partners to ensure meaningful internships and clarify company responsibilities, with students briefed on professional conduct and safety beforehand.
Student interns are given contact numbers for school personnel or assigned liaison officers to report mistreatment, and institutions may transfer students to other companies if issues persist, with officers periodically visiting to monitor welfare.
After internships, students submit reports detailing their experiences, which schools and PSEIs use to provide feedback and work with companies to improve future internship experiences.

Summary written by AI

Overview Original source

21 Oct 2013

Cases of Non-payment of Employees' Salaries

Between 2010 and 2012, the Commissioner for Labour inquired into about 3,800 salary claims, with employers paying in roughly three-quarters of cases.
In the remaining quarter where employers did not pay, workers could enforce payment through the Subordinate Courts without needing a lawyer, and MOM officers assisted with procedures and documents.
Many defaulting employers were small companies in financial difficulty or that had ceased operations, but MOM will enhance penalties under the Employment Act later this year to deter non-payment.

Summary written by AI

Overview Original source

21 Oct 2013

Employers in Breach of CPF Act

Between January 2010 and July 2013, 61 employers were found to have illegally deducted monies from employees' salaries to cover employer CPF contributions, with about $240,000 in excess deductions refunded and all violators complying with rectification demands.
The violations were attributed to employer ignorance of CPF rules or errors regarding foreign employees who obtained PR status, with no specific employer or employee profile identified due to the low volume of cases.
The CPF Board treats such breaches seriously, with penalties including fines up to $2,500 for first-time offenders and up to $10,000 for subsequent convictions under the CPF Act.
The government has launched the "WorkRight" programme, combining education and enforcement, including distributing multi-lingual guidebooks and reviewing penalties to deter non-compliance.
Proposed amendments to the Employment Act, such as requiring itemised pay slips, are expected to further raise awareness and compliance among employers and employees.

Summary written by AI

Overview Original source

21 Oct 2013

Wages for LTA-engaged Traffic Wardens

Mr. Zainal Sapari questioned the number of traffic wardens required by LTA, their average salaries, and whether LTA would consider providers using a progressive wage model.
Lui Tuck Yew responded that LTA contracts about 120 traffic wardens, with tenderers not required to disclose salary figures, and cited 2012 median wages for car park attendants.
He added that the government encourages service providers to adopt the National Wage Council's recommendations and LTA will favour providers that use a progressive wage model for traffic wardens.

Summary written by AI

Overview Original source

21 Oct 2013

Sabbatical Leave for Social Workers

Christopher de Souza questioned if sabbatical leave can be integrated into social workers' careers due to their demanding and emotional work.
Chan Chun Sing stated that the Ministry and National Council of Social Service have implemented support measures, including a Sabbatical Leave Scheme introduced in 2008.
The scheme allows social workers with at least five years of service to apply for up to 10 weeks of paid leave and funding for professional development.
Over the past five years, about 60 social workers have benefited, with $1.3 million in funding provided.

Summary written by AI

Overview Original source

21 Oct 2013

Employment Rate for SCORE's Re-integration Programmes

Muhamad Faisal Bin Abdul Manap asked for statistics on ex-offenders registered with SCORE, the number of employer partners, and the employment success rate over the past five years.
Teo Chee Hean reported that SCORE placed 5,840 offenders in 2012, up from 2008, and had 3,457 registered employers that year.
He also stated that 98% of those assisted by SCORE secured employment in 2012, a rate that has been consistent over the last five years.

Summary written by AI

Overview Original source

21 Oct 2013

Impact of Training on Workers' Wages

Dr Janil Puthucheary questioned the effectiveness of government training programmes, the number of workers receiving wage increases post-retraining, benefits for PMEs under STEP, and how training outcomes are tracked.
Acting Minister Tan Chuan-Jin highlighted that workforce training, including STEP for PMEs and WTS for lower-wage workers, is tailored with industry input to ensure relevance and support workers during economic restructuring.
Data from 2012 surveys showed that 85% of companies found WSQ training useful, 74% saw productivity gains, and 15% of trainees received wage increases, with a longitudinal study confirming higher wages for trained workers.
The government emphasises lifelong learning and will continue strengthening training systems with tripartite partners to aid job transitions and wage progression, noting non-monetary benefits like motivation and employability.

Summary written by AI

Overview Original source

21 Oct 2013

Teachers' Workload

The Ministry explains that while student-teacher ratios have improved, class sizes vary based on teacher deployment to support diverse student needs, such as smaller groups for foundation subjects or additional support in literacy programs.
The Ministry emphasizes that teacher quality, not just class size, is the key driver of student outcomes, citing Singapore's strong performance in international studies despite larger class sizes compared to some systems.
Teacher workload is monitored through feedback channels, and the annual resignation rate remains low at around 3%, with workload not identified as a major reason for attrition in exit interviews.

Summary written by AI

Overview Original source

21 Oct 2013

Incentives for Employers to Support Employees' NS Commitments

The Enlistment Act already requires employers to grant leave and prohibits dismissal for NS duties, with penalties for violations, and MINDEF investigates complaints of discrimination against NSmen.
MINDEF proactively engages employers to build understanding of NS commitments, recognising outstanding companies annually through the Total Defence Awards for supporting flexibility and project planning around IPPT and ICTs.
The government plans further measures to encourage companies to adopt practices that enable NSmen to fully perform their duties without workplace penalties.

Summary written by AI

Overview Original source

21 Oct 2013

Impact of Tightened Foreign Workers Inflow on SMEs

Dr Janil Puthucheary raised concerns about SMEs' difficulties with foreign worker pass renewals, asking for data on appeals, a special pass scheme for experienced foreigners in tough-to-fill roles, and business closures due to manpower shortages.
Minister Tan Chuan-Jin reported that since 2010, about 19,000 appeals for S Pass and Work Permit renewals were received, with 48% approved temporarily, and highlighted policies like the market-based skills framework to retain skilled foreign workers longer and reduce levies.
The minister acknowledged SMEs' challenges and noted that firm closures have remained steady, with support measures like the Productivity and Innovation Credit (PIC) to help businesses transition gradually.

Summary written by AI

Overview Original source

21 Oct 2013

Employment, Parental Leave and Other Measures Bill

The bill aims to amend the Employment Act and Child Development Co-Savings Act to give employers more flexibility in handling employment matters while improving standards for employees.
It refines benefits related to maternity, adoption, childcare, shared parental leave, and paternity leave for both employees and self-employed persons.
The Acting Minister for Manpower presented the bill, which had its first reading and will be scheduled for a second reading in a future parliamentary sitting.

Summary written by AI

Overview Original source