Mr Speaker, Sir, first, I would like to thank all the Members who have spoken, in particular, Mr Seng Han Thong, Mr Yeo Guat Kwang, Mr Thomas and Mr Sinnakaruppan, for their strong support of the amendments introduced in this Bill. As I have said in my Second Reading speech, this Bill had gone through a long process of discussion with the National Trades Union Congress and the Singapore National Employers' Federation. So it is not a unilateral decision on the part of the Ministry to make these amendments. The amendments were arrived at after a thorough discussion and in consultation with all the parties that are involved in forging a stronger, more cooperative, more productive, more fruitful industrial relations in Singapore. Mr Yeo Guat Kwang asked for some clarifications with regard to the penalties. He generally supported the review of penalties. He said that the review of penalties is long overdue, but he saw the increases in some cases going up to 100% and he felt that there is a need to clarify why we actually have to make such a steep increase in the penalties. Let me reiterate that most of these penalties in the existing Act were set long ago, even before the 1982 review of the present Trade Unions Act. Some of them date back to 1952. I have given an example in my Second Reading speech about union members participating in illegal industrial action paying a much smaller fine of $1,000, compared to another worker who participates in illegal industrial action and being charged under the Trade Disputes Act having to pay a much heavier fine. Let me give Members some other examples of why this long overdue review of penalties justifies raising some penalties by more than 100%. For example, the penalty of giving false information relating to trade unions. This is under existing section 53(6). It is a fine not exceeding $200 or an imprisonment for a term not exceeding 3 months or to both fine and imprisonment, in other words, basically, $200 fine and maybe imprisonment. But in the case of the existing Societies Act, the fine for furnishing false information is $1,000. In the case of the Employment Act, an employer who furnishes false information would be subjected to a maximum fine of $1,000 and/or up to six months of imprisonment. In the case of the Factories Act, a similar offence of giving false information carries a maximum fine of $2,000 and/or 6 months of imprisonment. So we have to look at the review of the fines in totality of the legal framework. We have to look at other legislation and see what level of fines are being imposed, and not just look at a particular offence in the Trade Unions Act and see whether this penalty of $200 has now been increased, as in the case of giving false information. We are proposing under clause 16(c) of this Bill to raise the fine from $200 to $2,000. It looks like percentage-wise, it is a very steep increase indeed, but we have to look at it historically. The $200 fine was set way back in the 50s and today, the overall climate and the overall level of fines in other legislation would justify such an increase to $2,000 for giving false information to the Registrar of Trade Unions. Mr Thomas supported the amendment including the increase in fines which reflects the changing times. I agree with him. That was what I have just been explaining. But he asked whether we could, in fact, make more amendments in order to widen the reach of the Trade Unions Act, a point which Mr Sinnakaruppan also made. Specifically, Mr Thomas mentioned that in the past the trade unions drew its members from the pool of perhaps mainly full-time blue collar workers, and this is changing. There is emerging in the workforce part-time workers and there is increasing highly skilled technical and also more white collar work being generated. I agree with him that there is a change in workers' profile. As to whether we should, in fact, now widen the Trade Unions Act to cover non-employees, in other words, people who are not working under a contract of service, this is something that at this juncture, we feel that it has not reached the stage and it is not necessary to extend the coverage in this manner. The Trade Unions Act will, as it stands, cover persons who work under a contract of service. In other words, there is a direct employer/employee relationship. Mr Thomas referred to a group of contract workers because companies are increasingly out-sourcing some of their services to outside providers of labour. While there is no existing contract of service relation between the worker and the ultimate employer, there may well be a contract of service relation between the worker and the organisation that provides the out-source service. So, in fact, such workers can also be covered if they have an actual contract of service with their employers in the first instance. It is not as if this group of workers is completely omitted. The other point is on part-time workers. Part-time workers can also become union members, as long as they have an actual contract of service. For instance, there are many part-time workers in the catering and food service industry. There are part-time workers in the departmental stores and supermarkets. There are even part-time workers in hospitals. As long as they have a contract of service, there is an employer and employee relationship between the employer and the worker, they come under the ambit of the existing Trade Unions Act, and they can become a full member of a trade union. Mr Sinnakaruppan's point is about expanding the outreach and who can be a member. The answer is that, in fact, all workers, as I have just explained, who have a contract of service with the employer can be a union member, and that covers nearly everyone, including executives. Executives can become members of a trade union. The only restriction is the restriction which exists in the Industrial Relations Act, which seeks to avoid a conflict of interest where executives or management staff of a company join the rank-and-file union of the same company. In fact, executives can all form unions of executives and be full members of unions of executives. We have to be careful when executives join the rank-and-file union, because there is always this potential of conflict of interest. In fact, this is an area that my Ministry is actively studying. We have established a committee to work together with NTUC and the Singapore National Employers' Federation to look into how we can widen the definition, how we can amend section 16(3) of the Industrial Relations Act to ensure that we only exclude that group of executives who genuinely face the possibility of a conflict of interest, and that we do not just bluntly exclude a large group of the middle level executives from joining the rank-and-file union. The committee is, in fact, in progress. They are studying this issue. I hope that they will be able to reach a consensus and make their recommendations for consideration by my Ministry. And in due course, we may well have to amend the Industrial Relations Act. On the 80:20 rule, we have discussed this before. It depends on the nature of work of the company. If we are talking of a company that is very labour intensive, then it may well go beyond 80:20. It may well be 90:10. But in a company that is less labour intensive, more knowledge intensive, we may end up seeing a situation of 40:60. So fixing it at 80:20 is introducing an element of rigidity, my view has been that we will continue to assist NTUC to reach out to all workers and companies and assist NTUC in its effort to seek recognition, and to represent as many workers as possible without having to adopt a fixed rule of whether it is 80:20 or whatever it is. I think we have to look at each company on its own, the profile of its workforce, and therefore try to recruit as many of the workers who are eligible as possible to join the union, rather than set ourselves a target, which may not be representative or reflective of the profile of the workforce in that particular company. Finally, I would like to refer to Dr Wang's query. This is clause 13 which amends section 43 to exclude an undischarged bankrupt from being appointed or serving as a trustee of a trade union. In the case of a person who has been convicted of an offence, there is a provision here that allows the Minister to exercise judgment. In some cases, some people may have a very old conviction and in the intervening years since his conviction he has shown himself to be an honest, upright citizen, somebody who has been reformed and who can now be trusted to serve a trade union and its workers in this capacity as a trustee. It is a provision to ensure that we do not just bluntly adopt a position against people who have an old criminal conviction for dishonesty or fraud. So we give people a chance. If he makes a genuine effort to reform and not commit further offences in the intervening years, we may not want to hold it against him, unless the offence, in the first instance, was a very serious offence which raised strong doubts about the person's character. So we will need to have this flexibility, otherwise it is too rigid. Somebody with an old offence going back 25 years and we say, "No, you cannot be a trustee." In the meantime, he has risen through his effort. He has become a successful and prosperous businessman and contributed both to union and community work. And now you say he cannot be a trustee because of this old offence. I think that will be a bit too rigid. Whereas in the case of a bankrupt, of course, we are saying, he is a discharged bankrupt. The moment he has discharged his bankruptcy, he is no longer caught by this particular section 43(1A). I hope that clarifies the position for Dr Wang.