Hi Friends,
The Straits Times published my letter of appeal for Jourgina (Gina) Dagoplo to be allowed to come back to Singapore.
I know the social climate has become increasingly anti-immigration as a reaction to what many perceived as overly porous government policies, but I think Gina's case deserves a relook.
The original story can be found in the link here.
When I "Google(d)" Gina's name, I was surprised that in 2005, she was a "cause celebre"and was sort of a showcase of what a land of opportunity Singapore was and everyone in the official and alternative media was head over heals about her "rags to riches" story then.
Cheers,
Dr Huang Shoou Chyuan
The published letter to the ST Forum (2nd Nov 2010):
I WAS shocked to read about a former maid whose dreams were dashed on the rocks of a rigid bureaucracy ('Ex-maid with new job runs out of time'; last Saturday). It is like a fairy tale with an unhappy ending.
Miss Jourgina Dagoplo arrived on our shores as a maid in 1992. She studied hard on her days off (Sundays) and graduated in 2005 from the Institute of Technical Education (ITE) with a certificate in electronics, and that landed her a job at IT giant IBM, where she was promoted to senior technician and earned $1,200 a month when she left.
Five years into her job, she was asked to go home by the Ministry of Manpower (MOM), all because of a rule which stipulates that a skilled worker on a work permit pass can work here only for a maximum of 18 years - not a day longer, no matter what. Now she is back in the Philippines working as a maid for $5 a day.
IBM had found her to be a 'good performer' and after failing to renew her work permit, had appealed twice to MOM but to no avail.
The irony is that Miss Dagoplo was already doing a part-time diploma course which would have helped her case for staying on here.
Miss Dagoplo is the type of worker that we need more of in our economy - someone who is hungry, ready to take on challenges and not prepared to accept as fate what life dished out to her.
Instead of asking her to leave, the authorities should have offered her a citizenship to reward her for her tenacity and to signal to others that we are a meritocratic society that looks beyond your background and so long as you can contribute to Singapore, you are in. The authorities should review her case and welcome her back to Singapore.
Dr Huang Shoou Chyuan
Showing posts with label domestic maids. Show all posts
Showing posts with label domestic maids. Show all posts
Tuesday, November 02, 2010
Saturday, May 31, 2008
No Days-off for FDW (Foreign Domestic Workers): Letter to MOM and newspaper editors
NB: The reply from MOM at the bottom of this post.
Hi friends,
I have written the following letter to the editors of some newspapers and MOM ( Ministry of Manpower).
The letter is self-explanatory as is my disappointment.
From surveys, only 50% of our FDW ( Foreign Domestic Workers ie domestic maids) have a day-off a month. This means that 50% of about 200000-250000 FDW's work almost 365 days a year!
My views are well known on this and I have already written to the newspapers and on my blog several times already.
It seems that the government is under no pressure at all from Singaporeans to change its stance. It seems that it is too much to ask that families chip in to help look after junior or the elderly's in the home! Not one day a week- not one day a month-not one day a year!
I wonder how the families in countries where having maids/butlers are the privilege of the super-rich survive?
Anyone who does not know how to wash clothes, dry clothes,iron clothes,mopping the floor etc please email me. I will teach you! My cooking sucks but everything else I can do. It is simple!
I have not changed diapers for decades now but it is not difficult! Taking care of the senior folks is just taking the time to be with them and loving them!
Any idea how else we can help achieve the aim of having first world working environment by getting one day off for all workers at least once a week? (not just once a month).
How can NGO's and maid agencies do their part? Grassroot organisations can do their part in showing indignation too? Don't always have to agree with everything the MP or Minister say- they are not always right and should be told that!
Cheers
Dr.Huang Shoou Chyuan
PS: On MOM's website- they promise to reply in 3 days. I will give them time to revert to me.
The Letter:
28 May, 2008
Dear Editor,
I am deeply disappointed that the Manpower Ministry (MOM) has once again decided not to legislate a mandatory rest day for foreign domestic workers (FDWs).
Why FDWs need a rest day
The arguments for such a rest day are already well known and include:
1. allows these workers to relax and unwind from stressful working environment
2. allows abuses to be reported
3. to have to work without rest is akin to slavery
To have a standard contract which provides for rest days but with an option for the FDW to be compensated should they be made to work on the day off is as good as not having such a contract.
The MOM has also mentioned in a previous response to the “Daysoff” campaign by some NGO’s that “many steps have been taken to enhance the protection and support for FDWs”
How does MOM protect and support FDWs?
Could the MOM tell us:
1. How does it know that the FDW voluntarily works on her rest day? The employer says so?
2. What constitutes fair compensation in lieu of this rest day? Trust the employer to do the right thing?
3. In extreme cases where FDWs are not allowed to use phones or socialise with neighbours, what are the available avenues to report abuses?
4.Would it work with NGOs to have a system where those FDWs who do not have a rest day are checked on at a regular basis to ensure their continued welfare?
Conclusion
The MOM has missed a golden opportunity to seize the moral high ground and put in place policies which better reflect a First World nation. Instead it has succumbed to pressure and chosen the status quo- the easy way out.
It will be a long time before Singaporeans learn that taking care of their elderly and their babies are the shared responsibility of each family member. And that the FDW is a worker, not a slave!
Cc: Ministry of Manpower
Dr.Huang Shoou Chyuan
9th June 2008 (Reply from MOM)
Dear Dr Huang,
I refer to your letter dated 28 May 2008.
2 The standard employment contract for a FDW provides a contractual basis to agree upon the terms of employment and employment benefits for the worker. The contract currently provides for an FDW to be given rest days, and by mutual consent, that the FDW be compensated if she forgoes taking the rest day. This allows for a flexible way for both parties to discuss and agree to any contractual obligations. Legislation to mandate rest days would instil rigidity, and may not be in the interests of FDWs who may prefer to forgo her day off in lieu of compensation. Prescribing mandatory rest days will also result in inconvenience for households since the work duties required of FDWs vary. For example, some households may have elderly or infirm members with special needs who require constant attention, and may find it difficult for the employer to balance his work and family commitments if the domestic worker is away for a prescribed period every week. The Ministry is therefore of the view that having a standard employment contract provides flexibility for both the employer and the FDW to meet their respective needs.
3 Regarding your queries on alternative avenues for FDWs (beside calling the embassies, NGOs, Police and MOM's helplines) to report abuses, you may wish to know that Employment Agencies are required (under accreditation criteria) to conduct house visits or call to check on the FDW's well-being especially during the initial period of employment to ensure that the FDW is adjusting well to her new work environment. MOM also randomly call up and interview FDWs, especially those who work here for the first time to find out if they have any well-being issues. These measures directly reach out to FDWs and provide them with an opportunity to report on any maltreatment.
4 We would like to thank you for your concerns and feedback on the matter.
Regards,
N S S (Ms) (Name disguised)
Customer Relations Executive
Customer Relations Branch .Foreign Manpower Management Division. Ministry of Manpower .
PS: Not published. Reply by MOM above
Hi friends,
I have written the following letter to the editors of some newspapers and MOM ( Ministry of Manpower).
The letter is self-explanatory as is my disappointment.
From surveys, only 50% of our FDW ( Foreign Domestic Workers ie domestic maids) have a day-off a month. This means that 50% of about 200000-250000 FDW's work almost 365 days a year!
My views are well known on this and I have already written to the newspapers and on my blog several times already.
It seems that the government is under no pressure at all from Singaporeans to change its stance. It seems that it is too much to ask that families chip in to help look after junior or the elderly's in the home! Not one day a week- not one day a month-not one day a year!
I wonder how the families in countries where having maids/butlers are the privilege of the super-rich survive?
Anyone who does not know how to wash clothes, dry clothes,iron clothes,mopping the floor etc please email me. I will teach you! My cooking sucks but everything else I can do. It is simple!
I have not changed diapers for decades now but it is not difficult! Taking care of the senior folks is just taking the time to be with them and loving them!
Any idea how else we can help achieve the aim of having first world working environment by getting one day off for all workers at least once a week? (not just once a month).
How can NGO's and maid agencies do their part? Grassroot organisations can do their part in showing indignation too? Don't always have to agree with everything the MP or Minister say- they are not always right and should be told that!
Cheers
Dr.Huang Shoou Chyuan
PS: On MOM's website- they promise to reply in 3 days. I will give them time to revert to me.
The Letter:
28 May, 2008
Dear Editor,
I am deeply disappointed that the Manpower Ministry (MOM) has once again decided not to legislate a mandatory rest day for foreign domestic workers (FDWs).
Why FDWs need a rest day
The arguments for such a rest day are already well known and include:
1. allows these workers to relax and unwind from stressful working environment
2. allows abuses to be reported
3. to have to work without rest is akin to slavery
To have a standard contract which provides for rest days but with an option for the FDW to be compensated should they be made to work on the day off is as good as not having such a contract.
The MOM has also mentioned in a previous response to the “Daysoff” campaign by some NGO’s that “many steps have been taken to enhance the protection and support for FDWs”
How does MOM protect and support FDWs?
Could the MOM tell us:
1. How does it know that the FDW voluntarily works on her rest day? The employer says so?
2. What constitutes fair compensation in lieu of this rest day? Trust the employer to do the right thing?
3. In extreme cases where FDWs are not allowed to use phones or socialise with neighbours, what are the available avenues to report abuses?
4.Would it work with NGOs to have a system where those FDWs who do not have a rest day are checked on at a regular basis to ensure their continued welfare?
Conclusion
The MOM has missed a golden opportunity to seize the moral high ground and put in place policies which better reflect a First World nation. Instead it has succumbed to pressure and chosen the status quo- the easy way out.
It will be a long time before Singaporeans learn that taking care of their elderly and their babies are the shared responsibility of each family member. And that the FDW is a worker, not a slave!
Cc: Ministry of Manpower
Dr.Huang Shoou Chyuan
9th June 2008 (Reply from MOM)
Dear Dr Huang,
I refer to your letter dated 28 May 2008.
2 The standard employment contract for a FDW provides a contractual basis to agree upon the terms of employment and employment benefits for the worker. The contract currently provides for an FDW to be given rest days, and by mutual consent, that the FDW be compensated if she forgoes taking the rest day. This allows for a flexible way for both parties to discuss and agree to any contractual obligations. Legislation to mandate rest days would instil rigidity, and may not be in the interests of FDWs who may prefer to forgo her day off in lieu of compensation. Prescribing mandatory rest days will also result in inconvenience for households since the work duties required of FDWs vary. For example, some households may have elderly or infirm members with special needs who require constant attention, and may find it difficult for the employer to balance his work and family commitments if the domestic worker is away for a prescribed period every week. The Ministry is therefore of the view that having a standard employment contract provides flexibility for both the employer and the FDW to meet their respective needs.
3 Regarding your queries on alternative avenues for FDWs (beside calling the embassies, NGOs, Police and MOM's helplines) to report abuses, you may wish to know that Employment Agencies are required (under accreditation criteria) to conduct house visits or call to check on the FDW's well-being especially during the initial period of employment to ensure that the FDW is adjusting well to her new work environment. MOM also randomly call up and interview FDWs, especially those who work here for the first time to find out if they have any well-being issues. These measures directly reach out to FDWs and provide them with an opportunity to report on any maltreatment.
4 We would like to thank you for your concerns and feedback on the matter.
Regards,
N S S (Ms) (Name disguised)
Customer Relations Executive
Customer Relations Branch .Foreign Manpower Management Division. Ministry of Manpower .
PS: Not published. Reply by MOM above
Tuesday, April 29, 2008
Are we ready to treat our maids as humans yet?
Hi friends,
In 2006, I blogged about the plight of Singapore’s maids.
I said,
“In this day and age, when even the civil service has implemented 5-day weeks, is it so hard to understand that these 150,000 maids are just like you and I, requiring relaxation and rest?
These workers, who are an asset to our national economy, are not slaves and should be accorded the same human rights that you and I take for granted.
How can even a monthly day-off not be mandatory? I just cannot fathom the logic!
Abusive employers use threats of repatriation- when the maids stand to lose their life-savings, to ensure that the latter “toe the line” and not report maltreatment and other infringements.
The fear of forfeiture of the compulsory $5000 security bond, has caused many employers to keep their maids under lock and key. To them, this $5000 far exceeds the maids’ need for freedom.”
It is clear that nothing has changed for these maids in the past 2 years.
It is a crying shame that in modern Singapore, many of these workers do not even have a day off every month, much less in a week like any other Singaporean.
However, I am glad that in a soulless land where money is god, there are some civil society groups such as
1. The National Committee for the United Nations Development Fund for Women (Unifem) Singapore,
2. Transient Workers Count Too (TWC2) and
3. the Humanitarian Organisation for Migration Economics (Home) who continue to speak up for the defenceless and underprivileged.
Unfortunately, there was a report recently that TWC2 may not be able to continue as a financially viable organisation for much longer. I will try to find out from TWC2 how we can help them through this rough patch.
Cheers
Dr.Huang Shoou Chyuan
PS: Visit and support the Daysoff Campaign
NGOs campaign for day off for foreign maids (Straits Times 29.4.08)
The move is in line with MOM's policy on adequate rest for maids
By Keith Lin
THREE civil society groups have joined hands to campaign for foreign domestic workers here to be given a regular day off.
The National Committee for the United Nations Development Fund for Women (Unifem) Singapore, Transient Workers Count Too (TWC2) and the Humanitarian Organisation for Migration Economics (Home) on Tuesday launched a year-long publicity campaign, calling on employers to give their maids at least one day off a month.
Their efforts centre around a campaign website which, when launched on May Day, will give advice on how employers can give their maids time off and a list of social activities that such workers can take up on their rest day.
Other activities which will commence later this year include talks with students and community groups, research work, and media advertising.
Speaking at the launch of the Day Off campaign, President of Unifem Singapore Saleemah Ismail said: 'Foreign domestic workers are productive individuals who make an extremely valuable contibution to Singapore society, and like any other person, they deserve a day off.'
Feedback from employers shows that some continue to worry about the potential negative consequences that come with giving maids time off, she said.
These include the possibility of such workers getting pregnant or them mixing with bad company.
'Through this campaign, we hope to allay these fears and burst the bubbles of myths...so that in time perhaps the campaign will encourage employers to give their domestic worker a day off a week,' Ms Saleemah said.
There are currently around 180,000 foreign domestic workers in Singapore. According to a poll conducted by The Straits Times in 2003, only around half receive a regular day off.
Commenting on the initiative, the Ministry of Manpower (MOM) said in a statement on Tuesday that it is committed to ensuring that the interests and welfare of all foreign workers, including foreign domestic workers (FDWs), are safeguarded while working in Singapore.
'In this regard, the 'Day Off Campaign' to raise awareness among employers on the importance of a rest day for their FDWs is in line with MOM's effort to ensure that FDWs are accorded adequate rest,' said MOM.
The ministry said a standard employment contract for FDWs was introduced in 2006 by accredited maid agencies in Singapore.
The contract provides for rest days for FDWs, but with an option for the FDW to choose compensation in lieu of taking the day off.
Such contracts provide more flexibility to meet the needs of both parties, said MOM, which has, on its part, encouraged employers to grant FDWs rest days in accordance with the contract.
It added that over the years, many steps have been taken to enhance the protection and support for FDWs.
'As a result of our collective education and enforcement efforts, overall 90 per cent of FDWs are happy working in Singapore, and one in three FDWs choose to extend their two-year contract and continue to work under the same employer,' said MOM.
'The number of reports of abuse has remained very small, at around 0.04 per cent of the total FDW population.'
In 2006, I blogged about the plight of Singapore’s maids.
I said,
“In this day and age, when even the civil service has implemented 5-day weeks, is it so hard to understand that these 150,000 maids are just like you and I, requiring relaxation and rest?
These workers, who are an asset to our national economy, are not slaves and should be accorded the same human rights that you and I take for granted.
How can even a monthly day-off not be mandatory? I just cannot fathom the logic!
Abusive employers use threats of repatriation- when the maids stand to lose their life-savings, to ensure that the latter “toe the line” and not report maltreatment and other infringements.
The fear of forfeiture of the compulsory $5000 security bond, has caused many employers to keep their maids under lock and key. To them, this $5000 far exceeds the maids’ need for freedom.”
It is clear that nothing has changed for these maids in the past 2 years.
It is a crying shame that in modern Singapore, many of these workers do not even have a day off every month, much less in a week like any other Singaporean.
However, I am glad that in a soulless land where money is god, there are some civil society groups such as
1. The National Committee for the United Nations Development Fund for Women (Unifem) Singapore,
2. Transient Workers Count Too (TWC2) and
3. the Humanitarian Organisation for Migration Economics (Home) who continue to speak up for the defenceless and underprivileged.
Unfortunately, there was a report recently that TWC2 may not be able to continue as a financially viable organisation for much longer. I will try to find out from TWC2 how we can help them through this rough patch.
Cheers
Dr.Huang Shoou Chyuan
PS: Visit and support the Daysoff Campaign
NGOs campaign for day off for foreign maids (Straits Times 29.4.08)
The move is in line with MOM's policy on adequate rest for maids
By Keith Lin
THREE civil society groups have joined hands to campaign for foreign domestic workers here to be given a regular day off.
The National Committee for the United Nations Development Fund for Women (Unifem) Singapore, Transient Workers Count Too (TWC2) and the Humanitarian Organisation for Migration Economics (Home) on Tuesday launched a year-long publicity campaign, calling on employers to give their maids at least one day off a month.
Their efforts centre around a campaign website which, when launched on May Day, will give advice on how employers can give their maids time off and a list of social activities that such workers can take up on their rest day.
Other activities which will commence later this year include talks with students and community groups, research work, and media advertising.
Speaking at the launch of the Day Off campaign, President of Unifem Singapore Saleemah Ismail said: 'Foreign domestic workers are productive individuals who make an extremely valuable contibution to Singapore society, and like any other person, they deserve a day off.'
Feedback from employers shows that some continue to worry about the potential negative consequences that come with giving maids time off, she said.
These include the possibility of such workers getting pregnant or them mixing with bad company.
'Through this campaign, we hope to allay these fears and burst the bubbles of myths...so that in time perhaps the campaign will encourage employers to give their domestic worker a day off a week,' Ms Saleemah said.
There are currently around 180,000 foreign domestic workers in Singapore. According to a poll conducted by The Straits Times in 2003, only around half receive a regular day off.
Commenting on the initiative, the Ministry of Manpower (MOM) said in a statement on Tuesday that it is committed to ensuring that the interests and welfare of all foreign workers, including foreign domestic workers (FDWs), are safeguarded while working in Singapore.
'In this regard, the 'Day Off Campaign' to raise awareness among employers on the importance of a rest day for their FDWs is in line with MOM's effort to ensure that FDWs are accorded adequate rest,' said MOM.
The ministry said a standard employment contract for FDWs was introduced in 2006 by accredited maid agencies in Singapore.
The contract provides for rest days for FDWs, but with an option for the FDW to choose compensation in lieu of taking the day off.
Such contracts provide more flexibility to meet the needs of both parties, said MOM, which has, on its part, encouraged employers to grant FDWs rest days in accordance with the contract.
It added that over the years, many steps have been taken to enhance the protection and support for FDWs.
'As a result of our collective education and enforcement efforts, overall 90 per cent of FDWs are happy working in Singapore, and one in three FDWs choose to extend their two-year contract and continue to work under the same employer,' said MOM.
'The number of reports of abuse has remained very small, at around 0.04 per cent of the total FDW population.'
Monday, June 18, 2007
Everyone was looking ….. and nobody was helping
Hi Friends,
Apathy is endemic in Singapore.
Recent examples of people who turn sleuth to trail hit-and-run drivers to record their license plates are but exceptions to the rule.
By and large, Singaporeans are notorious for being self-centered and uncaring. Most do not know ( or care to know) their neighbours, even if they have lived side by side with them for years.
Try saying “Hello” in the lifts and you may be lucky to just get blank stares.
I do not have to mention the bus or MRT…we already know what happens on a daily basis. The prevailing attitude is, if you are pregnant or old or young, do not expect any kindness ( or a seat) and you won’t be disappointed.
I risk being labeled an “angmoh-phile” if I mention that more likely than not, the ones who will spontaneously lend a helping hand to those in trouble might turn out not to be Singaporeans. Hands up those of us who have witnessed Ang-moh's treading where locals dared not?
Of course, this generalization is unfair to those Singaporeans who are civic-minded, but I am sure even this group of Singaporeans will readily admit that they are a tiny minority.
A tiny drop in the ocean amongst people who generally do not care.
I know some amongst us will blame our politicians for being negative role models and for setting the tone that materialism is all that matters in Singapore. I am of course alluding to the ministers’ astronomical salaries.
I do not think that this argument gives validity to our being uncaring towards our fellow human beings. Whether our leaders set good examples or not, bad behaviour is still just that.
And… how many more maids must die from cleaning the windows of “Sir” and “Madam”?
Can someone check … Is Singapore the “Maids dying from window-cleaning” capital of the world yet?
Dr.Huang Shoou Chyuan
Read the related account below:
Man saves maid who fell from third floor apartment
Ng Wei Keng / Julia Ng Channelnewsasia 18.6.07
SINGAPORE: It was a lucky escape for a maid on Monday, when she fell out of an apartment in Henry Park while cleaning the windows.
The owner of a bicycle shop on the ground floor heard her screams, and caught her on time.
Witness Abdul Rahman, an assistant at the Holland Grove Road shop, was reporting for work when he was greeted by what he thought was a familiar sight.
An Indonesian maid, believed to be new to the family on the third floor, was stretching from inside the private apartment, to clean the French windows.
"It's very dangerous. Because the ledge here is so low and she's standing on a stool. At first I saw she was cleaning the window and then I walked into the shop and I thought ok, nothing happened. And then a few seconds [later] I heard a scream," said Abdul Rahman.
He ran out and saw the screaming maid hanging on for dear life. She had toppled over the apartment window.
Her employers and another maid had held on to both her arms and one leg from inside the apartment.
And from below, another person was standing by to catch her.
"I ran out and saw my boss standing under the maid. Everyone was looking at the maid and nobody was helping, and my boss was alone there. So I ran down to help him. Before I reached [there], the maid fell off," said Abdul Rahman.
But thanks to his gallant efforts, 43-year-old bike shop owner Haresh Balani - who declined to be interviewed on camera - managed to catch the falling maid.
The catch helped break her fall and she landed next to the drain.
But in the process, the maid, who was of a heavy build, bumped Haresh into the drain.
Haresh suffered shoulder injuries, while the maid hit her head.
"I said, "Don't move around, just relax, don't try to force yourself to get up". She just [lay] on the floor, and kept saying pain, pain, here and there," said Abdul Rahman.
The maid was sent to the hospital.
Haresh too had to see a doctor for his shoulder injury.
Police are investigating the incident. - CNA/yy
Apathy is endemic in Singapore.
Recent examples of people who turn sleuth to trail hit-and-run drivers to record their license plates are but exceptions to the rule.
By and large, Singaporeans are notorious for being self-centered and uncaring. Most do not know ( or care to know) their neighbours, even if they have lived side by side with them for years.
Try saying “Hello” in the lifts and you may be lucky to just get blank stares.
I do not have to mention the bus or MRT…we already know what happens on a daily basis. The prevailing attitude is, if you are pregnant or old or young, do not expect any kindness ( or a seat) and you won’t be disappointed.
I risk being labeled an “angmoh-phile” if I mention that more likely than not, the ones who will spontaneously lend a helping hand to those in trouble might turn out not to be Singaporeans. Hands up those of us who have witnessed Ang-moh's treading where locals dared not?
Of course, this generalization is unfair to those Singaporeans who are civic-minded, but I am sure even this group of Singaporeans will readily admit that they are a tiny minority.
A tiny drop in the ocean amongst people who generally do not care.
I know some amongst us will blame our politicians for being negative role models and for setting the tone that materialism is all that matters in Singapore. I am of course alluding to the ministers’ astronomical salaries.
I do not think that this argument gives validity to our being uncaring towards our fellow human beings. Whether our leaders set good examples or not, bad behaviour is still just that.
And… how many more maids must die from cleaning the windows of “Sir” and “Madam”?
Can someone check … Is Singapore the “Maids dying from window-cleaning” capital of the world yet?
Dr.Huang Shoou Chyuan
Read the related account below:
Man saves maid who fell from third floor apartment
Ng Wei Keng / Julia Ng Channelnewsasia 18.6.07
SINGAPORE: It was a lucky escape for a maid on Monday, when she fell out of an apartment in Henry Park while cleaning the windows.
The owner of a bicycle shop on the ground floor heard her screams, and caught her on time.
Witness Abdul Rahman, an assistant at the Holland Grove Road shop, was reporting for work when he was greeted by what he thought was a familiar sight.
An Indonesian maid, believed to be new to the family on the third floor, was stretching from inside the private apartment, to clean the French windows.
"It's very dangerous. Because the ledge here is so low and she's standing on a stool. At first I saw she was cleaning the window and then I walked into the shop and I thought ok, nothing happened. And then a few seconds [later] I heard a scream," said Abdul Rahman.
He ran out and saw the screaming maid hanging on for dear life. She had toppled over the apartment window.
Her employers and another maid had held on to both her arms and one leg from inside the apartment.
And from below, another person was standing by to catch her.
"I ran out and saw my boss standing under the maid. Everyone was looking at the maid and nobody was helping, and my boss was alone there. So I ran down to help him. Before I reached [there], the maid fell off," said Abdul Rahman.
But thanks to his gallant efforts, 43-year-old bike shop owner Haresh Balani - who declined to be interviewed on camera - managed to catch the falling maid.
The catch helped break her fall and she landed next to the drain.
But in the process, the maid, who was of a heavy build, bumped Haresh into the drain.
Haresh suffered shoulder injuries, while the maid hit her head.
"I said, "Don't move around, just relax, don't try to force yourself to get up". She just [lay] on the floor, and kept saying pain, pain, here and there," said Abdul Rahman.
The maid was sent to the hospital.
Haresh too had to see a doctor for his shoulder injury.
Police are investigating the incident. - CNA/yy
Sunday, May 06, 2007
TAFEP: Good step taken against discrimination but more needed
Not fair form to ask these questions?By Lee U-Wen, TODAY
Posted: 02 May 2007 1140 hrs
THE next time you pick up a job application form, it could look different.
Certain fields — such as those asking for your gender, religion or marital status, even the space where you attach your photograph — could be absent.
As part of a national push to fight discrimination at the workplace, a new set of guidelines for fair employment practices will be launched on Thursday.
These are expected to address, among other things, some of the biggest bugbears among job-seekers here — the interview questions and application forms.
Giving TODAY a foretaste of what might be announced, Madam Halimah Yacob, co-chairperson of the one-year-old Tripartite Alliance for Fair Employment Practices, said existing guidelines were not so "specific" about what the forms could or could not ask.
"Now we are saying that questions such as religion, gender, marital status — even photographs — unless absolutely necessary should be cut out," said the assistant secretary-general of the NTUC. (read full article)
From MOM's website on TAFEP (read full guidelines here)
Dr.Huang: I have appended salient parts of guidelines below.
"IV. Recruitment
6. Consistent and fair selection criteria should be applied at all stages of the recruitment process. This will help ensure that the best candidate, assessed based on the candidate’s ability to perform the job, is recruited to fill the post. Staff involved in recruitment should be trained to recognise and avoid discriminatory practices.
Job Advertisements
7. Employers should abide by the “Tripartite Guidelines on Non-Discriminatory Job Advertisements (2006)” when advertising job vacancies. Selection criteria should be stated clearly in the job advertisements, and should principally be related to qualifications, skills, knowledge and experience. Employers who advertise a position requiring a specific attribute which may be viewed as discriminatory should ensure it is indeed a requirement of the job and state the reason for the requirement in the advertisement. This will ensure that the job requirements are well understood, expand the range of eligible candidates, and avoid negative perceptions of the employer concerned.
Criteria which should NOT be in Job Advertisements
Age
8. Employers should not stipulate age as a requirement for employment. Words or phrases that suggest preference for job candidates of a particular age group should also not be used in job advertisements. Examples include “young”, “youthful working environment” or “fresh school leaver/ fresh graduate”.
9. If the nature of the job is physically demanding such as the handling of heavy cargo, the required physical attributes or other job-related criteria should be clearly described in the job advertisements, rather than indicating an age cut-off. Examples:
a. Candidates are required to load and unload sacks of rice of at least 10 kg each.
b. Candidates are required to handle heavy equipment.
Race
10. Race should not be a criterion for the selection of job candidates as multi-racialism is a fundamental principle in Singapore. Selection based on race is unacceptable and job advertisements should not feature statements like “Chinese preferred” or “Malay preferred”.
Language
11. If a job entails proficiency in a particular language, employers should justify the need for the requirement. This would reduce ambiguity and minimise incidence of misunderstanding between the job seekers and the recruiting party. Examples:
a. Chinese-language teacher for pre-school centre, good credit in ‘O’-Level Chinese.
b. Translator for a leading Malay sports magazine. Proficiency in Malay is a must.
c. Tour Guides to take Chinese/ Japanese/ Indian tourist groups. Knowledge of Mandarin/ Japanese/ Indian dialects is essential.
Gender
12. Where the practical requirements of a job dictate the need for employees of a particular sex, the reason should be clearly stated.
Example:
Women’s Fashion Boutique requires salesgirl to model clothes while on the job.
Words or phrases that suggest preference for job candidates of a particular gender such as “female working environment” or “waitress” should not be used in job advertisements.
Marital Status
13. Marital status is generally an irrelevant criterion in employment, as jobs can be performed equally well by either married or single persons.
Religion
14. Religion is unacceptable as a criterion for recruitment except in cases where employees have to perform religious functions as part of the job requirement. In such cases, the requirements should be clearly and objectively presented.
Job Applications
Job Application Forms
15. After having made clear the job requirements in the job advertisements, employers should not ask for information in job application forms which are not relevant to determining the applicant’s suitability for the job. This includes:
a. Age;
b. Race;
c. Gender;
d. Religion;
e. Photograph;
f. Marital status; and
g. Whether a female applicant is pregnant
16. Requesting such information may give rise to the perception that the employer is making preliminary assessments about the candidate based on these attributes.
17. If it is necessary to require such information (e.g. for security screening), employers should explain the need for such information. This additional information should then be made available only to the person who needs to use it for security screening etc., and not to persons involved in the selection process. Such a procedural safeguard should be made known to applicants.
18. If a standard application form is used which requests information which may not be relevant to a specific position, employers should explain in the form that it is a standard form and require the applicant to fill in only relevant parts of the form.
19. After the selection has been made, the employer may elicit personal data from the candidate for administrative purposes.
Job Interviews
20. Interviewers should be conscious not to stereotype candidates on the basis of their age, race, gender, religion or family status. Questions related to these areas should not be asked, including questions such as whether the applicant intends to have children or any more children. Such questions may be perceived as discriminatory even though there may be no intention to discriminate, and may lead to complaints of unfair treatment."
My comments
Hi Friends,
This news item had been largely ignored by our blogosphere.
To me, this is a significant step taken towards combating discrimination of racial minorities and ageism (discrimination based on age) etc.
Tripartite Alliance for Fair Employment Practices (TAFEP) correct step forward
The guideline is comprehensive and includes all steps of the recruitment process.
It may not interest bloggers and netizens as these tend to be of the younger set, but older job applicants have trouble even getting an interview for job vacancies, and many end up jobless or as taxi-drivers. This is a nice respite for them. It will however mean that Human Resource departments will have more work to do as they would not be able to sieve out unsuitable applicants at the job application stage and more interviews will be required to find the right candidate. Nevertheless, this is a small price to pay.
Although this is only a guideline and not legally binding, there will be much pressure on employers to conform to these best practices. If the “Classified ads” sections of major papers will accept only correctly phrased ads, companies cannot help but to comply.
Other discriminating practices I like to see removed
1. Removal of “race” from NRIC (National Registry Identity Cards)
In this day and age, it must an anachronism to be sub-classified as separate racial groups and to have this reflected in our identity cards. Remember the ruckus that the James Gomez Saga caused all of us during the last GE? Even though he was classified as “Indian” or is it “Eurasian”?, he still needed to apply to the election authorities to be vetted and confirmed as Indian/Eurasian!
I say remove this item to make a gesture that we are united as Singaporeans and it matters not where our forebears originate from.
2. Discrimination of Singaporeans according to political choice
The HDB should upgrade homes of citizens (85% Singaporeans live in HDB) according to priorities based on objective criteria and not whether the Member of Parliament is from PAP or not. Hougang and Potong Pasir who have opposition MP’s are victims of discrimination and have no realistic chance of getting government help for their estate upgrading.
An independent body comprising competent and non-politically affiliated members should be allowed to decide in a transparent manner which estates need upgrading. Public monies should not be used as political tools to get votes for any party.
Read an old post on this evergreen subject:
Click here :Shocking yet not unexpected ( about upgrading for PAP wards only
3. Domestic maids need more protection from MOM
MOM should take similar proactive steps to ensure that maids, who are amongst the more vulnerable sub-groups in Singapore, are accorded minimum working conditions that other Singaporeans take for granted.
How can we deny them at least one day off a week?
The present “guideline” is one day a month and even this is not compulsory and can be waived if the employer can prove that the maid has “voluntarily” surrendered this “day-off” in lieu of privately agreed compensation. MOM should do the right thing although politically this may not be popular with many Singaporeans.
Read an old post about "Maids not human? Click here
All said, I will give credit where it is due and say, "MOM, well done for the TAFEP".
Cheers,
Dr.Huang Shoou Chyuan
Posted: 02 May 2007 1140 hrs
THE next time you pick up a job application form, it could look different.
Certain fields — such as those asking for your gender, religion or marital status, even the space where you attach your photograph — could be absent.
As part of a national push to fight discrimination at the workplace, a new set of guidelines for fair employment practices will be launched on Thursday.
These are expected to address, among other things, some of the biggest bugbears among job-seekers here — the interview questions and application forms.
Giving TODAY a foretaste of what might be announced, Madam Halimah Yacob, co-chairperson of the one-year-old Tripartite Alliance for Fair Employment Practices, said existing guidelines were not so "specific" about what the forms could or could not ask.
"Now we are saying that questions such as religion, gender, marital status — even photographs — unless absolutely necessary should be cut out," said the assistant secretary-general of the NTUC. (read full article)
From MOM's website on TAFEP (read full guidelines here)
Dr.Huang: I have appended salient parts of guidelines below.
"IV. Recruitment
6. Consistent and fair selection criteria should be applied at all stages of the recruitment process. This will help ensure that the best candidate, assessed based on the candidate’s ability to perform the job, is recruited to fill the post. Staff involved in recruitment should be trained to recognise and avoid discriminatory practices.
Job Advertisements
7. Employers should abide by the “Tripartite Guidelines on Non-Discriminatory Job Advertisements (2006)” when advertising job vacancies. Selection criteria should be stated clearly in the job advertisements, and should principally be related to qualifications, skills, knowledge and experience. Employers who advertise a position requiring a specific attribute which may be viewed as discriminatory should ensure it is indeed a requirement of the job and state the reason for the requirement in the advertisement. This will ensure that the job requirements are well understood, expand the range of eligible candidates, and avoid negative perceptions of the employer concerned.
Criteria which should NOT be in Job Advertisements
Age
8. Employers should not stipulate age as a requirement for employment. Words or phrases that suggest preference for job candidates of a particular age group should also not be used in job advertisements. Examples include “young”, “youthful working environment” or “fresh school leaver/ fresh graduate”.
9. If the nature of the job is physically demanding such as the handling of heavy cargo, the required physical attributes or other job-related criteria should be clearly described in the job advertisements, rather than indicating an age cut-off. Examples:
a. Candidates are required to load and unload sacks of rice of at least 10 kg each.
b. Candidates are required to handle heavy equipment.
Race
10. Race should not be a criterion for the selection of job candidates as multi-racialism is a fundamental principle in Singapore. Selection based on race is unacceptable and job advertisements should not feature statements like “Chinese preferred” or “Malay preferred”.
Language
11. If a job entails proficiency in a particular language, employers should justify the need for the requirement. This would reduce ambiguity and minimise incidence of misunderstanding between the job seekers and the recruiting party. Examples:
a. Chinese-language teacher for pre-school centre, good credit in ‘O’-Level Chinese.
b. Translator for a leading Malay sports magazine. Proficiency in Malay is a must.
c. Tour Guides to take Chinese/ Japanese/ Indian tourist groups. Knowledge of Mandarin/ Japanese/ Indian dialects is essential.
Gender
12. Where the practical requirements of a job dictate the need for employees of a particular sex, the reason should be clearly stated.
Example:
Women’s Fashion Boutique requires salesgirl to model clothes while on the job.
Words or phrases that suggest preference for job candidates of a particular gender such as “female working environment” or “waitress” should not be used in job advertisements.
Marital Status
13. Marital status is generally an irrelevant criterion in employment, as jobs can be performed equally well by either married or single persons.
Religion
14. Religion is unacceptable as a criterion for recruitment except in cases where employees have to perform religious functions as part of the job requirement. In such cases, the requirements should be clearly and objectively presented.
Job Applications
Job Application Forms
15. After having made clear the job requirements in the job advertisements, employers should not ask for information in job application forms which are not relevant to determining the applicant’s suitability for the job. This includes:
a. Age;
b. Race;
c. Gender;
d. Religion;
e. Photograph;
f. Marital status; and
g. Whether a female applicant is pregnant
16. Requesting such information may give rise to the perception that the employer is making preliminary assessments about the candidate based on these attributes.
17. If it is necessary to require such information (e.g. for security screening), employers should explain the need for such information. This additional information should then be made available only to the person who needs to use it for security screening etc., and not to persons involved in the selection process. Such a procedural safeguard should be made known to applicants.
18. If a standard application form is used which requests information which may not be relevant to a specific position, employers should explain in the form that it is a standard form and require the applicant to fill in only relevant parts of the form.
19. After the selection has been made, the employer may elicit personal data from the candidate for administrative purposes.
Job Interviews
20. Interviewers should be conscious not to stereotype candidates on the basis of their age, race, gender, religion or family status. Questions related to these areas should not be asked, including questions such as whether the applicant intends to have children or any more children. Such questions may be perceived as discriminatory even though there may be no intention to discriminate, and may lead to complaints of unfair treatment."
My comments
Hi Friends,
This news item had been largely ignored by our blogosphere.
To me, this is a significant step taken towards combating discrimination of racial minorities and ageism (discrimination based on age) etc.
Tripartite Alliance for Fair Employment Practices (TAFEP) correct step forward
The guideline is comprehensive and includes all steps of the recruitment process.
It may not interest bloggers and netizens as these tend to be of the younger set, but older job applicants have trouble even getting an interview for job vacancies, and many end up jobless or as taxi-drivers. This is a nice respite for them. It will however mean that Human Resource departments will have more work to do as they would not be able to sieve out unsuitable applicants at the job application stage and more interviews will be required to find the right candidate. Nevertheless, this is a small price to pay.
Although this is only a guideline and not legally binding, there will be much pressure on employers to conform to these best practices. If the “Classified ads” sections of major papers will accept only correctly phrased ads, companies cannot help but to comply.
Other discriminating practices I like to see removed
1. Removal of “race” from NRIC (National Registry Identity Cards)
In this day and age, it must an anachronism to be sub-classified as separate racial groups and to have this reflected in our identity cards. Remember the ruckus that the James Gomez Saga caused all of us during the last GE? Even though he was classified as “Indian” or is it “Eurasian”?, he still needed to apply to the election authorities to be vetted and confirmed as Indian/Eurasian!
I say remove this item to make a gesture that we are united as Singaporeans and it matters not where our forebears originate from.
2. Discrimination of Singaporeans according to political choice
The HDB should upgrade homes of citizens (85% Singaporeans live in HDB) according to priorities based on objective criteria and not whether the Member of Parliament is from PAP or not. Hougang and Potong Pasir who have opposition MP’s are victims of discrimination and have no realistic chance of getting government help for their estate upgrading.
An independent body comprising competent and non-politically affiliated members should be allowed to decide in a transparent manner which estates need upgrading. Public monies should not be used as political tools to get votes for any party.
Read an old post on this evergreen subject:
Click here :Shocking yet not unexpected ( about upgrading for PAP wards only
3. Domestic maids need more protection from MOM
MOM should take similar proactive steps to ensure that maids, who are amongst the more vulnerable sub-groups in Singapore, are accorded minimum working conditions that other Singaporeans take for granted.
How can we deny them at least one day off a week?
The present “guideline” is one day a month and even this is not compulsory and can be waived if the employer can prove that the maid has “voluntarily” surrendered this “day-off” in lieu of privately agreed compensation. MOM should do the right thing although politically this may not be popular with many Singaporeans.
Read an old post about "Maids not human? Click here
All said, I will give credit where it is due and say, "MOM, well done for the TAFEP".
Cheers,
Dr.Huang Shoou Chyuan
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