Oral Answer by Mrs Josephine Teo Minister for Manpower to PQ on International Labour Organisation's Convention on Workplace Violence and Harassment

NOTICE PAPER NO. 1722 OF 2019 FOR THE SITTING ON OR AFTER 5 AUGUST
QUESTION NO.2928 FOR ORAL ANSWER

NMP: Ms Anthea Ong

To ask the Minister for Manpower (a) why did Singapore abstain from voting on the International Labour Organisation's Convention on Workplace Violence and Harassment despite its comprehensive coverage; and (b) whether the Government plans to ratify the Convention.

NOTICE PAPER NO. 1754 OF 2019 FOR THE SITTING ON OR AFTER 5 AUGUST

QUESTION NO.2971 FOR ORAL ANSWER

NCMP: Mr Dennis Tan Lip Fong

To ask the Minister for Manpower regarding Singapore’s abstention from the International Labour Organisation (ILO) vote on the Violence and Harassment Convention 2019 (a) whether the Government agrees with the general spirit of the Convention; and (b) what are the Government’s plans to deal with the issues leading to its decision to abstain from the ILO vote.

Answer

1. The International Labour Organization (ILO) Convention on the Elimination of Violence and Harassment in the World of Work (also known as Convention 190) was adopted at the International Labour Conference (ILC) this year after two years of contentious negotiations. Adoption of a Convention by the ILO does not mean that all States will automatically ratify it. Among the Conventions adopted since the year 2000, few have been ratified by more than 25% of the ILO member States.
2. Singapore takes its treaty obligations seriously. We have a longstanding policy to only consider adopting or ratifying Conventions which are in Singapore’s interests, and with which our laws and policies can fully comply. Where we have doubts, we will continue to study the terms of the Convention. We will also make improvements to our policies and measures that are aligned with the spirit of the Convention, if they also meet our objectives.
3. A good example is the ILO’s Occupational Safety and Health (OSH) Convention or Convention 155 which we ratified recently. Well before we did, Singapore took steps to strengthen our measures and successfully reduced workplace fatality rates.
4. On Convention 190, while we agree with its intent, there are concerns about overreach. For example, it proposes measures such as including domestic violence in workplace risk assessments. This would expand workplace safety and health well beyond the workplace remit. Reflecting the significant concerns on a variety of issues, one in three of all eligible ILO members (governments, workers and employers) voted against the Convention, abstained, or did not vote.
5. While Singapore voted to abstain for the Convention, we voted in favour of the non-legally binding ILO Recommendation accompanying the Convention, as it is aligned with our commitment to eliminate workplace violence and harassment. We continue to partner the ILO to promote decent work and have put in place practical measures to eliminate workplace violence and harassment.
6. Today, employers must already meet the Tripartite Guidelines on Fair Employment Practices, which covers grievance handling. Among other things, employers are required to respond promptly to affected persons and conduct proper investigations into complaints. Employers who need help may also approach the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) for help to put in place processes to manage workplace harassment complaints.
7. In addition, concerned employees may also approach TAFEP for advice and assistance through its hotline (at 6838 0696), email or writing in. Where appropriate, TAFEP will refer cases to government agencies and partners, including the Police and the Courts. Egregious cases such as the outrage of modesty are punishable offences under the Penal Code, or can be taken up under the Protection from Harassment Act (or POHA).