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“I get a lot of satisfaction from keeping the workspace spick and span. It’s like giving the others a conducive environment to work in, it makes my work purposeful,” Aunty Chan tells me. “No matter what your role in life is, everyone can excel in what they do as long as they put their heart into it.”

To many workers like Mdm Chan, the PWM, together with Workfare Income Supplement have helped to uplift their lives. However, there’s more that we can do for them as we progress together as a country. Perhaps all of us - Government, employers, unions, and Singaporeans alike – have a role to play in the way we support them.



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Mental stress can happen anywhere, at home, in school or workplace.

The River Valley tragedy has taught us that mental wellness is of utmost importance. We can show empathy, listen to one another and choose to edify. In the workplace, a little kindness can go a long way. And a quick chat with a colleague can help us feel motivated and regain our strength again.



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All the isolation and separation has resulted in a mental health risk to our migrant workers. We can all do our part, by befriending our migrant workers and showing them some kindness and care.

Over the June holidays, more than 150 children banded together to bake cupcakes and cookies for some 7,000 migrant workers, to thank them for helping to build Singapore. This goes to show that you are never too young to contribute or show that you care!



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Ng Chee Meng, NTUC Secretary General

The Tripartite Cluster for Lift & Escalator (TCLE) has conducted a review of the Lift & Escalator (L&E) PWM.

Recommendations include a six-year schedule of wage increase to the L&E PWM baseline wages from 1 July 2023 to 30 June 2029. This builds on the existing PWM Transitional Wage Benchmark agreed upon in 2018 which maps a schedule of transitional wage benchmarks from 2020 to 2022, A mandatory PWM Bonus is part of the recommendations.



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Employers should not make COVID vaccination mandatory for staff but they may make vaccination a requirement as part of company policy for those in higher-risk settings.

This requirement may be imposed at the point of recruitment or advertisement for new hires into work settings with a higher risk of COVID infection. However, existing staff who decline to be vaccinated cannot be fired.



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