NSP calls for fair consideration jobs framework to be extended beyond EP holders

NSP calls for fair consideration jobs framework to be extended beyond EP holders

SINGAPORE - NSP noted that the rules - which require companies to advertise on a government-run jobs bank for at least 14 days before they apply to the Ministry of Manpower for an EP - apply only to this top tier of work passes for foreign professionals.


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Here is the full statement from the National Solidarity Party:

NSP's response to the new "fair consideration framework"

The National Solidarity Party welcomes the Ministry of Manpower's announcement on 23 September 2013 on the new Fair Consideration Framework (FCF) which requires employers to consider Singaporeans fairly before hiring Employment Pass (EP) holders . For some time, opposition parties and concerned citizens have urged the Government to review its policies relating to the employment of non-Singaporeans.

In our 2011 General Elections Manifesto , we had specifically called on the Government to grant priority to Singaporeans in employment. We are glad that the Government has heeded the call to level the playing field between Singaporeans and foreigners for job opportunities and has moved to improve employment opportunities for Singaporeans.

Coming into force in August 2014, the FCF will only apply to the hiring of EP holders. The Ministry has justified this by saying that levies and dependency ratio ceilings will spur firms to search for suitable Singaporeans before applying for an S-pass or Work Permit (WP). The employer who hires a Singaporean at a salary of $2,200 (qualifying salary for S-Pass applicants) will have to pay about $350 as the employer's portion of CPF contribution for hiring that Singaporean worker, but the employer has only to pay $300 levy for hiring a foreigner for the same job, as long as the employer remains within the quota. Even if this levy will be increased to $330 in the year 2015, there is little incentive for the employers to hire Singaporeans because with the foreign worker, the employer may not have to grapple with manpower issues like staff turnover, yearly increments and increased costs related to staff benefits like 4-months maternity leave, reservist call-ups (NS ICT call up), etc.

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