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Back Up Copy C3: Legal Influences

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Geeta Raja

on 8 July 2013

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Transcript of Back Up Copy C3: Legal Influences

Chapter 3: Legal Influence
Local workers VS Foreign domestic workers
- Legal rights
- Acts

International Labour Organisation (ILO)
- Origins, Mission & Objective
- Productivity, Employability and Skills Development

Positive and negative of
- Skills demand
- Adjustment cost
- Dynamic development process
Foreign Domestic Worker
Known more commonly as maids in Singapore
Help cope with household chores
Provide elderly care at home
Babysitting the children
Most foreign maids are from Indonesia, the Philippines and Sri Lanka

Local Domestic Worker
Hired on a regular basis for household chores
Usually charge an hourly fee
Legal rights of local and domestic workers
Productivity, Employability and Skills Development
References (APA)

Government of Singapore. (2012). EMPLOYMENT OF FOREIGN MANPOWER ACT (CHAPTER 91A). Retrieved from Ministry of Manpower: http://www.mom.gov.sg/documents/services-forms/passes/wpspassconditions.pdf

International Labour Organization (ILO). (2008). Report V - Skills for improved productivity, employment growth and development. Retrieved from International Labour Organization (ILO): http://www.ilo.org/wcmsp5/groups/public/@ed_norm/@relconf/documents/meetingdocument/wcms_092054.pdf

Noose, T. (2009). The Noose: Maid School. Retrieved from YouTube: http://www.youtube.com/watch?v=zayHWjbQ0ewZ
Team Members:
Mahesh Mohan (31628113)
Apple Ong (32145365)
Stella Su (31778631)
Cherish Tan (32016911)
Sally Toh (32162684)
Wong Mei Yen (32101073)
Varatharaja Geeta (31736469)

Domestic workers, both foreign and local are not covered by the Employment Act.

MOM encourages employers and workers to enter into a written employment contract.

In the event of an employment problem or breach of contract, the worker can lodge a complaint or file a claim with MOM.

Foreign domestic workers are covered under Employment of Foreign Manpower Act (Chapter 91A)
Singapore joined ILO in 1965
Competitiveness, productivity and jobs
Labor market governance in Asia and the Pacific
The youth employment challenge in Asia and the Pacific
Protecting migrant workers
Productivity, Employability and Skills Development
- Meet skills demand in terms of relevance and quality
- Mitigate adjustment costs
- Sustain a dynamic development process
Promote and realise standards of fundamental principles and rights at work
Create greater opportunities for woman and man to decent employment and income
Enhance coverage and effectiveness of social protection
Strengthen tripatism and social dialogue
5. Worker must be given
1 weekly rest day

6. Mandatory signing of
safety requirement
between employer and worker.

7. If
worker dies
while in Singapore, employer must bear the cost on either the burial or cremation, or return of the body to the country of origin, return worker's belongings to her family and settle all outstanding salaries or moneys due to the worker.

8. In the event of
abuse and ill-treatment
, worker can seek help at the police or call distressed hotline at 1800-3395505. Employers who abuse their workers will be severely dealt with.
(International Labour Organization)

ILO started in 1919
1st ILO conference was held in Geneva in 1920.
Reflect the belief the universal and everlasting peace can be established on social justice
Mission & Objectives
ILO & Singapore
Skills development policy
Understanding what it means
Relationship between inputs and outputs
Measured in terms of labour productivity
Different levels
- National level
- Enterprise level
- Individual level
Important to consider all factors, especially skills development
Skills Demand
Policies that are designed to meet skills demand will contribute to productivity, employability and decent work:

Enterprises can use technologies efficiently and full exploit productivity potentials.

Young people acquire employable skills which facilitate their transitions from school to work and smooth integration into labour market

Workers build up and improve competences and develop their career in a process of lifelong learning, and

Disadvantaged population groups have access to education, training and the labout market
Adjustment Cost
Policies and programmes that lessen the cost for workers and enterprises:

Reduced risk of need for enterprises to adjust, downsize or even close down

Workers equipped with skills from skills upgrading, retraining and re-skilling.

Facilitates reinsertion of workers into the labour market.

Help to insure against job loss, reduce the risk of unemployment and reestablish the workers’ employability
Policies and programmes that lessen the cost for workers and enterprises:

Employment policies that promote people that are able to work to work to their best ability - regardless of age.

No welfare based system to support overall population

Wage structure, incentives and employee benefits modified to suit productivity and ultimately profitability

Manpower issues that force employers to source for foreign talents.
Dynamic Development Process
The policies on education and training in triggering and continuously fueling technological change, domestic and foreign investment, diversification and competitiveness.

Upgrading technologies and diversifying economic activities - Increased productivity growth, together with employment growth in a context of accelerating technological change.

Building the competences of individuals and and capabilities of society - attract more knowledge-intensive domestic and foreign investment.

Applying skills information to match occupational and entrepreneurial skills and competencies - Foresight into national development strategies and skills policies.
The policies on education and training in triggering and continuously fueling technological change, domestic and foreign investment, diversification and competitiveness.

Workfare Income Supplement Schemes - do not support total population, and actual benefits may be perceived as ineffective

Workfare Training Support Schemes - several have become enforced job application criteria - untrained worker force at disadvantage

Influx of high numbers of foreign talent to supplement workforce
Policies that are designed to meet skills demand that will contribute to productivity, employability and decent work:

Risk of loss of jobs due to technological changes or full automation

Require workforce to adapt to current demands, or face possessing obsolete skills, dampening career progression

Drive to produce according market demands and projections, as opposed to venturing into desired skills
Skill Demand
Aging population
Continuing Education and Training (CET) to adapt as the economy changes
Older workforce, longer worker (Retirement & Reemployment ACT)

Adjustment Cost
Training grants for employers
Eco-friendly work practices

Dynamic Development
Attracting and retaining talents
Competitive salaries
Long-term job securities
Encourage SME to be flexible, re-designing jobs for skills
Singapore Labour Trends
Tightening of Foreign Worker Legislation
Skills Shortage
Retention Strategies
Training and Development
Decline in Redundancy
Demand in Biomedical Science & Health Care
Community and Social Services to Expand
More opportunities in Aerospace
Blooming Tourism Sector
Construction Continues in Growth
Singapore Labour Market
1. Worker must be paid her due
each month, no later than 7 days after the last day of the salary period.

2. Employer must be responsible for and bear the costs of the
upkeep and maintenance
of the worker and provide acceptable

3. Employer must bear all the
medical expenses
incurred, medical examination required and maintain
medical insurance
with coverage of at least $15,000 per 12-month period or less.

4. Worker
should not be coerced
by employer into any illegal, immoral or undesirable activity.
(International Labour Organization (ILO), 2008)
(Noose, 2009)
Full transcript