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United News of India
10 hours ago
- General
- United News of India
Indian Coast Guard marks IDY with ‘Yoga Sangam'
New Delhi, June 21 (UNI) The Indian Coast Guard (ICG) marked the 11th International Day of Yoga (IDY) on Saturday under its flagship 'Yoga Sangam,' with participation from over 60 locations across India's coastline in the Northwest, Western, Eastern, Southern, and island territories. From the bustling bases on the Western Seaboard, including Mumbai, Goa, Karwar, and Mangalore, to the Eastern Seaboard in Chennai, Visakhapatnam, Paradeep, and Haldia, the spirit of yoga was visible across its units. The Southern Region, including Mandapam and Kochi, as well as island locations like Port Blair, also reported high levels of engagement. The main event, however, took place at the ICG Complex in Noida (Delhi NCR), where Director General of the Indian Coast Guard, Paramesh Sivamani, addressed over 1,000 attendees, said a statement from the ICG here. During his address, Director General Sivamani emphasised the vital role of yoga in enhancing mental clarity, stress management, and physical resilience—qualities that are essential for ICG personnel working in high-pressure maritime environments. "The practice of yoga is integral to maintaining the physical and mental strength required for the demanding maritime duties our personnel undertake," said Director General Sivamani. "By adopting yoga in our daily routines, we aim to enhance the well-being of our teams, fostering both individual and collective strength." The yoga session was led by renowned instructor Vandana Gupta, along with a team of six expert yoga instructors. Together, they guided participants through a range of asanas, pranayama, and meditation practices designed to cater to both beginners and experienced practitioners. Special attention was given to creating routines that can seamlessly integrate into the hectic schedules of ICG personnel, the statement added.
Straits Times
19-05-2025
- Business
- Straits Times
70 years of transformation: How S'pore's workers went from ‘no rules' to new normal
Journey back in time to discover how Singapore's workforce has evolved over the past 70 years. ILLUSTRATION: SPH MEDIA BRANDED CONTENT 70 years of transformation: How S'pore's workers went from 'no rules' to new normal Amid technological disruptions, financial turmoil, and the Covid-19 pandemic, the Ministry of Manpower has empowered employers and workers to adapt and succeed in a rapidly changing job landscape Security supervisor Sivamani Taigrajan, 49, has spent over a decade in the industry. She remembers the work used to be mostly manual – but today, she is trained in new skills, such as operating multiple surveillance systems in a security command centre. 'It is now easier for employees to get a fair wage and increments with the scheduled increases tagged to climbing the ranks by upskilling,' she says. Under the Progressive Wage Model (PWM), workers like Ms Sivamani, in specific sectors, now have clear career pathways and wage progression. The Ministry of Manpower (MOM) is committed to uplifting the wages of lower-wage workers. Over the past five years, their real income has grown by 5.8 per cent. PWM and other policies were a result of Singapore's distinctive tripartite approach that brings together unions, employers and the Government to build consensus on wages in line with Singapore's economic goals. This distinctive tripartite partnership has helped the nation navigate global economic challenges and changing workplace norms. Through technological disruptions, financial crises and the Covid-19 pandemic, this approach has ensured timely policy shifts to strike the right balance between workers' well-being, business needs and economic competitiveness. To further support workforce upskilling, Career Conversion Programmes (CCP) by Workforce Singapore have benefited 6,900 employers and over 37,000 workers across 30 sectors from 2020 to 2024. One of these companies is Re Sustainability Cleantech. The sustainable solutions company created a Quality, Health, Safety and Environment and Sustainability Manager role, and their employees attended the CCP for Sustainability Professionals to learn new in-demand skills and stay competitive. As MOM turns 70, these stories highlight the collective impact of the ministry, workers, business leaders and unions in creating a thriving Singapore. This spirit of progress has driven Singapore's workforce transformation, with workers experiencing higher income growth from 2019 to 2024, compared to other major economies. Explore the interactive page below to see how MOM's policies and partnerships with unions and employers have shaped our nation. 1950s to 1960s: Defying the odds to survive The Ministry of Labour and Welfare (MOLW) was established in 1955 to ease labour tensions and resolve disputes – key to attracting foreign investment while protecting workers' interests. In the same year, MOLW established the Central Provident Fund (CPF) Board, introducing a compulsory savings scheme that has expanded over the years to meet Singaporeans' retirement, housing and healthcare needs. The National Trades Union Congress (NTUC) was formally registered in 1964, representing over 55 affiliate unions with a total membership of 102,000 workers, some 65 per cent of Singapore's workforce then. This laid the foundation for Singapore's distinctive tripartite framework. Workers in a garment factory in 1967. PHOTO: SPH MEDIA 1970s – 1980s: Nurturing an efficient labour force Singapore's industrial policy reached a turning point in 1972 with two significant institutional developments. The National Productivity Board, under the Ministry of Labour, was set up to boost workforce productivity through training during rapid industrialisation. Simultaneously, when labour shortages drove wage pressures on companies, the National Wages Council (NWC) emerged as a tripartite mechanism for structured wage negotiations, replacing the previous ad-hoc system that had often led to industrial disputes and strikes. The introduction of the Skills Development Fund in 1979, which stemmed from a recommendation by the NWC, marked Singapore's pivot from labour-intensive, low-skilled and low-wage industries to technology-intensive, high-skilled and high-wage ones. The formation of the Singapore National Employers Federation (SNEF), in 1980, completed the tripartite framework which supported Singapore's industrialisation. By 1984, Singapore successfully attracted higher value-added industries, diversifying employment opportunities and creating better jobs for Singaporeans. Essential Maintenance Services Unit staff tending to residents' requests in 1986. PHOTO: SPH MEDIA 1990s – 2000s: Boosting support for workers and employers Amid talent shortages and growing global competition, Singapore recognised the untapped potential of senior workers' experience and skills. The Ministry, in partnership with tripartite partners NTUC and SNEF, introduced the retirement age legislation in 1993 – and later re-employment age policies – to support the inclusion of seniors in the workforce. Since then, its regular review of retirement and re-employment ages has ensured that seniors can continue to work if they want to, offering them financial security for retirement. The Ministry was renamed MOM in 1998 to reflect its expanded and more dynamic role in a globalised world. The introduction of the S Pass and talent schemes under the Manpower 21 Plan opened Singapore's doors to global talent which, in turn, drew more multinational firms to the city-state's shores. This openness created a win-win situation. Foreign investments created more jobs and opportunities for Singaporeans. Local businesses benefited from the exchange of skills and expertise with foreign companies and professionals, speeding up development and growth of various industries here. As local companies became more productive and took on larger projects, they not only created better-paying jobs for Singaporeans but also moved up the value chain. During that time, more Singaporeans also took on leadership roles in international firms, both at home and around the world. Between 2003 and 2008, key institutions were established: The Workforce Development Agency (reconstituted into Workforce Singapore in 2016) was formed in 2003 in response to the Economic Review Committee's recommendation to ensure jobseekers were equipped with the relevant skills required to fill existing job vacancies as Singapore was still recovering from the Asian Financial Crisis and the severe acute respiratory syndrome (Sars) outbreak. It focused on tackling issues of unemployment, reskilling and upskilling for Singaporeans. The Tripartite Alliance for Fair and Progressive Employment Practices (Tafep) was formed in 2006 by the tripartite partners to promote the adoption of fair, responsible and progressive employment practices. The Workplace Safety and Health Council was established in 2008 to enhance workplace safety standards through industry engagement and best practice promotion. In the last five years, fatality rates averaged 1.1 per 100,000 workers – comparable with top-performing countries like the United Kingdom, Sweden and Germany. 2010s – 2020s: Adapting to changes, progressing the workforce Cleaners, security officers and lift and escalator specialists are among occupations covered by the Progressive Wage Model. PHOTO: SPH MEDIA The PWM rolled out in 2012 helps lower-wage workers through a structured pathway to increase their wages by upskilling and improving productivity. Since 2022, the PWM has expanded to cover nine sectors and occupations. To better support migrant workers' well-being and safety, housing standards were strengthened through the Foreign Employee Dormitories Act – enacted in 2016 and expanded in 2023 to cover 1,600 dormitories. New dormitory standards were later introduced in 2021 and will also apply to existing dorms by 2040, improving liveability and pandemic preparedness. Since 2019, 17 Jobs Transformation Maps have guided employers on job redesign and reskilling in the finance, infocomm and trade sectors. This, in turn, helps companies to be more efficient and productive. One such company, The Ascott, regularly reviews job roles to identify opportunities for redesign, aiming to reskill and develop their staff through training. The Majulah Package addressed retirement adequacy for Singapore's earlier workforce generations who may have lower CPF savings, targeting citizens born in 1973 or earlier through different bonuses. In an era of accelerating technological change and economic disruption, jobs worldwide are being transformed or displaced at an unprecedented pace. MOM has responded by boosting job matching services and career transition support. The SkillsFuture Jobseeker Support scheme, announced during the National Day Rally in 2024 and effective from April 2025, provides temporary financial support to lower- and middle-income involuntarily unemployed jobseekers while they take part in meaningful job search activities. Announced in 2024, the Platform Workers Act that came into force in January 2025 provides protection to platform workers. The legislation mandates CPF contributions, work injury compensation, and formal representation rights through platform work associations. Initiatives such as Workforce Singapore's Careers Connect On-the-Go help support Singaporean workers in their job search and career transition efforts. PHOTO: SPH MEDIA Key shifts for the future The landmark Workplace Fairness Bill was passed in January 2025, marking a significant evolution in Singapore's labour legislation, codifying anti-discrimination protections that build upon Tafep's work and the established tripartite framework. It introduced legal safeguards against discrimination in employment decisions, including hiring, termination and performance evaluations. Amid rapid technological shifts and global uncertainty, it is key for Singaporeans to take charge of their career health, and they can do so through Workforce Singapore and SkillsFuture Singapore's schemes and programmes to stay competitive and remain relevant. For instance, the new Overseas Markets Immersion Programme offers global exposure in roles like regional sales, business development and market analysis – providing companies with salary and overseas allowance support. Find out how these MOM initiatives are shaping the future of work in Singapore. 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Time of India
23-04-2025
- Time of India
Two sentenced to 14 years rigorous imprisonment for possession of ganja
Madurai: The I additional district court for Narcotic Drugs and Psychotropic Substances (NDPS) Act cases in Madurai on Wednesday convicted and sentenced two men to undergo 14 years of rigorous imprisonment for possession of 240kg of ganja in Theni district in 2011. The case of the prosecution is that a team of Theni NIB-CID officials was involved in an inspection on Theni-Cumbum Road in Theni district on Aug 17, 2011. When they searched a car, the officials found 240kg of ganja. They arrested Raja, Sivamani, Balamurugan, and Malaisamy. After completing the investigation, the NIB-CID officials filed a chargesheet before the court. Balamurugan and Malaisamy died during the pendency of the trial. Additional district judge, A S Hariharakumar, convicted and sentenced Raja and Sivamani to undergo 14 years of rigorous imprisonment and imposed a fine of 1 lakh each on them.
