SINGAPORE'S SUBMISSION FOR THE FIFTH ANNUAL TIP

UNCLAS SECTION 01 OF 02 SINGAPORE 000744 SIPDIS SENSITIVE STATE PASS AID E.O. 12958: N/A TAGS: KCRM PHUM KWMN ELAB SMIG ASEC KFRD PREF SN SUBJECT: SINGAPORE'S SUBMISSION FOR THE FIFTH ANNUAL TIP REPORT PART IV: BEST PRACTICES REF: A. SINGAPORE 743 ¶B. SINGAPORE 742 ¶C. SINGAPORE 740 ¶D. SINGAPORE 657 ¶E. 04 STATE 273089 ¶1. This is the fourth of four messages relaying Embassy Singapore,s 2005 TIP submission. It covers Embassy's nomination of Singapore's Ministry of Manpower, Foreign Manpower Management Division for Best Practices in combating trafficking in persons. ¶2. The two populations most vulnerable to trafficking in Singapore are foreign sex workers and the large number of foreign domestic workers (FDWs) -- estimated at around 150,000 -- employed here. Although only a few cases have risen to the level of trafficking, maid abuse is a problem in Singapore; since 1998 the government has taken a number of significant steps to ensure the welfare of FDWs, which it recognizes are uniquely vulnerable to abuse. Stronger regulations, higher penalties, and highly publicized prosecutions have reduced substantiated abuse cases by nearly 75 percent compared to 1997, according to statistics provided by the MFA. The government continues to reform its regime for regulating and protecting domestic workers, and in August 2003 consolidated the management of the issue into one government office dedicated to foreign workers. For the 2005 TIP report, Embassy nominates the Ministry of Manpower,s Foreign Manpower Management Division for recognition as a best practice in supervising and protecting a large foreign worker population. -------------- The Foreign Manpower Management Division -------------- ¶3. In August 2003, the Singapore Ministry of Manpower (MOM) created the Foreign Manpower Management Division (FMMD). The FMMD comprises a staff of over 100 people and is dedicated to protecting the safety of the approximately 800,000 foreign workers in Singapore, maintaining professionalism among employment agencies, and improving enforcement measures. During 2004, the FMMD,s education programs, investigative resources, mediation services, accreditation programs, public outreach campaigns and network of partnerships both within the government and with local NGOs, unions and civic groups made it a model for effective management of a large foreign worker population. This new organization has already begun to substantially improve conditions for foreign workers (particularly those working as domestic servants),the group most vulnerable to exploitation, abuse and, potentially, trafficking. Regulation -------------- ¶4. The FMMD, in coordination with other parts of the Ministry of Manpower such as the Occupational Safety and Health Division and the Foreign Manpower Employment Division, formulates the regulations and policies that protect foreign workers in Singapore. The FMMD constantly monitors the welfare of foreign workers, and routinely reviews its existing regulations ) in consultation with local NGOs -- to ensure that they are adequate. The FMMD periodically announces new measures in response to changing needs of the migrant worker population. Effective June 2004, it has made accreditation by one of two MOM-sanctioned ratings schemes mandatory for employment agencies and now is working with the two accrediting organizations to create a set of national standards for employment agencies. It also has raised the minimum age for foreign domestic workers (FDWs) from 18 to 23, and imposed an education requirement of 8 years of formal schooling (enforced through a literacy test) to attract workers who are better able to adjust to Singapore's modern, urban environment and deal with employers. The FMMD mandates training classes for all new employers of domestic workers and the maids themselves. It is also working to ensure all foreign workers have an employment contract. Education -------------- ¶5. New employers of foreign domestic workers are required to take a class on their responsibilities towards their employees in terms of access to their travel documents and work permits, requirements for living and working conditions and prompt payment for services. The course highlights the consequences of failure to meet their responsibilities or otherwise ill-treat their employees. It also encourages cultural sensitivity and realistic expectations for their employee,s performance. The FDDW may require employers who come to its attention as potentially problematic to retake the course. For new employees, the FMMD runs a one-day class on basic safety measures as well as their rights, responsibilities, and resources for assistance. It also provides new maids with a handbook containing this information in their native language. Investigation and Enforcement -------------- ¶6. The FMMD has an Employment Inspection Department that polices illegal employment, illegal deployment, and other violations of foreign manpower regulations (through measures such as mobile teams that conduct spot checks on employers) in cooperation with other law enforcement agencies as well as the business community. The FMMD also has service desks, a hotline for foreign domestic workers, and a website (www.mom.gov.sg) that provides instructions on how to report suspected violations to the Department of Well-Being Management confidentially. The FMMD adopts a case management approach to complaints. When necessary, the FMMD in conjunction with the Ministry of Community Development, Youth and Sports will place a foreign worker in a shelter during the investigation of their complaint, and has a temporary job placement scheme. The FMMD provides mediation services for any dispute, and reports that over 90 percent of complaints are resolved through this mechanism. The FMMD coordinates with law enforcement when necessary. Employers guilty of abuse or who repeatedly have problems with their domestic workers are barred from employing FDWs. Public Outreach -------------- ¶7. The FMMD works closely with the media to ensure that its services, such as the hotline for domestic workers, are widely publicized. It works through the media to publicize new and existing regulations and the consequences of breaking the law. It has undertaken media campaigns to highlight the working conditions of domestic workers and their contributions to society here, including examples of positive and negative work environments, and organizes events such as the &maid of the year8 and &employer of the year8 awards. Incidents of maid abuse are widely publicized, with even relatively minor infractions of the foreign worker regulations being reported in order to raise awareness of the consequences for employers. Partnerships -------------- ¶8. The FMMD works closely with its community partners, which include NGOs dedicated to the protection of migrant workers, the Association of Employment Agencies, the National Trade Unions Congress, and foreign embassies. It discusses foreign worker issues with its partners to get all views on problems and potential regulatory changes. NGOs report that they have good access to FMMD staff, which listens to and acts upon their views and suggestions. The FMMD also organizes events and competitions to recognize the contributions of foreign workers, and has joined with partners on specific projects to promote the welfare of foreign workers, e.g., the Bayanihan Centre, which provides skills training and recreational activities for Filipina FDWs. NGOs and other groups who work with the FMMD say they are happy with the support and cooperation they receive from it, and Bridget Lew of the Humanitarian Organization for Migration Economics says that the new regulations and the FMMD have contributed to an &awakening in Singapore society8 about the rights of foreign workers here, and have had a significant positive impact on their welfare. LAVIN