Monday, October 29, 2018

Is this a Singapore Ponzi in the making?



By Mr. Getty Goh 

CEO of CEO & Co-Founder, CoAssets Ltd (ASX: CA8) |
Recently some new CoAssets members got in touch with me. Knowing that i have written articles on how to spot scams, they wanted to pick my brains and see what i thought of this deal.
Based on my understanding, this particular Brazilian developer (remember ECO House) was trying to raise S$19million. The payout is shown in the EDM below (I have blanked out the company name and logo, so as not to give away the identity of the developer and asset management company).

So are they a scam? Is what they are doing illegal?
Without doing due diligence, i cannot comment whether this is a scam. However, when it come to legality, there are several points to note:
1. To raise funds from members of the public in Singapore, the company must have a Capital Market Services License (CMSL). Since it is stipulated by law, to raise funds without a proper license is deemed not legal and such companies may often see themselves landing on the MAS alert list.
2. Depending on the exemption they use, companies, in general, can only raise NOT more than S$5m every 12months. Anything more, will require the company to lodge a prospectus document with the authorities. You can read the guidelines here (http://www.mas.gov.sg/Regulations-and-Financial-Stability/Regulations-Guidance-and-Licensing/Securities-Futures-and-Funds-Management/Guidelines/2016/Guidelines-on-Personal-Offers-made-pursuant-to-the-Exemption-for-Small-Offers.aspx)
In short, companies that are trying to raise > $5m without having the proper license, lodging a prospectus and/or the proper structure is place is not legal. While it is still possible for the company to make money and give returns in the near-term, what are the long-term prospects of dealing with an business entity that is not compliant from the onset?
If you have benefited from this short commentary, please feel free to share with as many friends as possible so that they will know what to look out for and not unwittingly fall prey to illegal business scams :-)

Friday, October 26, 2018

If a Dinosaur from the 70s can Learn to Dance, why Can't You?

By Mr. Christopher Lo
Founder and Executive Director of iAdD Pte Ltd

My Love Affair with Technology. Five years ago I stepped away from the only job I knew - being a military professional serving in the Singapore Armed Forces (SAF) for nearly 24 years. I was fortunate. The SAF allowed me to spearhead many Digitization and Digitalization projects spanning the life cycle management spectrum of defence capabilities. From enterprise architecting to process mapping the next generation command and control decision support systems (C2 systems), I bore witness to how military IT and advanced weapons systems evolved. I experienced the implementation of Second Gen C2 systems into service, and seeded the 3rd Gen C2 systems, and fighting capabilities.

Reality Bites. Given the long lead times for military systems to traditionally develop, I always felt that I was at the forefront of capabilities development. Yet nothing was more humbling than to observe how far behind I was compared to the tech world when I stepped into entrepreneurship from August 2013. The military thinking remained at least 10 years ahead of the corporate world. Yet, I humbly submit that the military world I came from, severely lagged the tech-driven economy, in terms of speed of innovation and implementation.

Unlearning to Learn and Relearn. Since that shock, I set myself the goal to learn and keep pace with the knowledge for current technologies. From 3D printing, big data, cloud and the Internet of Things (IoT), to artifical intelligence (AI), machine learning (ML) and block chain, and even the latest advances in High Performance Computing (HPC), I sought to get myself educated. I invested in myself to learn from online, SkillsFuture- and CITREP+-funded courses, participate in hackathons, SGInnovate talks, and volunteer in DataKind projects. I learned to get comfortable speaking the language of codes - HTML5, javascript, R, C#, etc, and learned how they all fit together to create and enable digital capabilities.

My Realization. One thing stood out for me. Knowing to code in python is a necessary skill for the Digitalization Age. After attempting to self-learn through Udemy courses purchased online, enrolling into SkillsFuture-endorsed courses, I finally found the course that matched my learning style. This was the Codecademy's 9-week Programming with Python (PWP) Intensive. I realise what ticked for me, where the other courses failed, was the training design. I am an adult learner. I found Codecademy's course designed for adult learners.

How so you might ask?

Validation through Application in Mini-Projects. I like the self-paced structure of the program. Codecademy's design embedded numerous exercises and quizzes to allow me to review my understanding. And the biggest difference compared to other courses, was how the PWP provided mini projects to allow me immediate application of the knowledge gained. I looked forward to applying myself in solving these appropriately matched challenges. This double-loop learning designed process reinforced my understanding through experiential learning from firsthand application with validation.

Besides the andragogy-driven curriculum design, I felt Codecademy's PWP did well in two other aspects of providing the learning structure. Both tweaks addressed the motivational aspects of learners.

Pinch of Paying to Learn Moves You to Act. First, you have to pay USD199 for the Intensive. It is only human to naturally lose motivation over time, unless one feels the "pain". In this case, PWP costs more than Udemy courses, but is cheaper to the SkillsFuture and CITREP+ courses I attended. Your cost is really your time commitment into the Intensive to make your USD199 investment count.

Deadline for Certification Drives You to Act. Second, you have two weeks to complete and submit the Capstone project to earn your certification. The time limit to complete the Capstone project for certification definitely motivated me to prioritise working on the project. Regardless of whatever field you work on, the concept of scarcity is always a necessity to drive priorities and actions.

Adult Learning is Experiential Learning. When it comes to coding and to adult learning, nothing beats experiential learning by getting your hands "dirty" to learn how to code. I found greater value from my PWP journey than all the invested time and money spent in other similar courses. The reinforcement of learning from the various mini-projects and the Capstone project made all the difference.

My Takeaway. The biggest value we, dinosaurs, bring to this future world, is our experience - the application of our wisdom for HOW TO THINK to solve real world problems with speed. Coding is but the language of machines we must learn to enable the application of our wisdom. To stay relevant in the Digital Economy, learning to code is therefore a necessity. Allow me to share my takeaway: "If this dinosaur born in the '70s did it, so can you. What's your excuse now?!"

Friday, October 19, 2018

6 big ideas to make Malaysia the leader of the digital revolution in SEA



By Mr. Patrick Grove
Co-Founder and CEO of Catha Group
I have written and spoken about the power of ASEAN entrepreneurs so many times that I’m at risk of sounding like a broken record! You see, I’ve always believed in the potential and might of ASEAN - its people, economy and diversity. 
But Malaysia, in particular, is a special place to me. From the street food vendors to the executives in the Petronas towers, I’ve found an amazing entrepreneurship spirit and astounding drive to progress the country forward. I still believe that Malaysia is the best country in SEA to operate global businesses from - where the cost of business operations remains low and the language barrier is basically non-existent compared to most countries in the region. I’m convinced that businesses could only benefit from establishing their base in Malaysia (after all, I’ve done so with 5 businesses under the Catcha portfolio).
However, not everyone agrees. Malaysia has yet to become the country of choice for SEA unicorns for various reasons. As a big supporter of the country and all that it has to offer, here are my 6 big ideas to make Malaysia the leader of the digital revolution in SEA, and to showcase our immense potential.

1. Establishing a “Team of Eminent Persons” solely focused on the tech sector.

I strongly believe that having a team of experienced individuals advise the government on its policies and strategies concerning progress in the digital sector, will prove the government’s commitment to make us the digital hub of SEA and its openness to new ideas. The individuals making up this team have to not only be experienced, but also command respect from both the public and private sector.
In a country where government-linked companies and investment vehicles still figure heavily as part of the economic and corporate world, the Team of Eminent Persons could extend their role to them - advising GLCs, GLICs and other large incumbents across key industries on their digitisation strategies. The team will also consult ministries and agencies on all policy matters and issues affecting local tech companies.
I strongly believe that it’s very important to establish this as soon as possible because any technological innovation and advancements could greatly affect the Malaysian people and its economy.

2. The establishment of KL Internet City (KLIC)

Getting our local tech companies to the same level as global and regional giants isn’t something they can do on their own. In today’s globalised world, local tech start-ups can only benefit from exposure to foreign investments and ideas. One of the best ways to provide this exposure is to establish an internet city to house all tech ecosystem players where local players can mingle with global tech giants to expand their networks and exchange ideas.
The KLIC is a public-private sector partnership led by Catcha Group with the support of MDEC. We envision it as a digital hub for global tech giants from China, the US and other major countries around the world targeting Southeast Asia, as well as regional tech leaders and local startups. It will facilitate end-to-end support, networking, tech-specific education and knowledge-sharing to drive innovation in the digital economy.
KLIC will include customised corporate and personal tax incentives to attract these various players (all of whom typically may have looked to other countries, instead). 
One more way the government could help push this vision forward is to emulate what other governments have done. For example, the Singaporean Economic Development Board has been actively approaching global tech companies to set up their offices in Singapore. We feel that this additional support from the right government agency can hasten the effectiveness of KLIC.

3. Technology-dedicated unicorn fund with GLICs as LPs

In 2017 alone, 72% of investments into SEA companies came from China, amounting to USD$4.3bn invested in 3 of the biggest deals in the region. While this shows that we have the right credibility to pull in big investments, there is a substantial funding gap locally. In Malaysia, particularly, local Malaysian unicorns (for e.g. Grab and iflix) have received no growth funding from local capital.
One of my biggest hopes for the next few years is to see at least 50% of local tech companies being funded by Malaysian money. To achieve this, it’s important for the government to set the tone by establishing a fund specifically for startups who have achieved massive growth here and are looking to scale to other competitive markets.
This fund will also go towards setting Malaysia up as a regional HQ for global unicorns. Together with KLIC, the unicorn fund could be a game changer for the nation’s digital economy. Collectively, they would address all 4 key building blocks of a vibrant tech ecosystem – education, collaboration, talent and funding.
Many Malaysian GLICs are still playing catch-up when it comes to having an in-depth understanding of the tech space, so it might be useful to partner with a seasoned private sector partner in the early stages, before they can independently evaluate, execute and harvest the right investments.

4. Creating ample “public currency” and liquidity for tech companies

One of the key elements in laying out the foundation for local tech startups to excel is the accessibility to an IPO. Most tech startups bring disruptive ideas and technology to bear. This often requires big upfront investment and because of their disruptive/pioneering business, most of these startups are not expected to make a profit in their first few years of operation.
This makes it difficult for tech startups to chart the path to an IPO with Bursa Malaysia, considering its strict profit requirements.
To prevent local tech companies from listing abroad (FDV & iCar Asia, our Catcha Group companies, are listed on the ASX) , Bursa may want to look into more tech-friendly listing rules, as well as allow for the listing of tech funds and incubators. This has been successfully implemented in Australia, the UK and the US.

5. Full digitization of government services

The Malaysian government has been very eager to fully embrace the digital revolution and we’ve seen some great strides in this area. A number of government platforms have been digitized, however, we could take things one step further by pledging a completely digitized public service.
One of the best points to use technology in the government’s operations, is in consumer-facing activities. Collecting payments could be done digitally with the implementation of exciting technologies like blockchain while other activities could be facilitated through AI and machine learning. When it comes to using technology to empower people, there’s so much we can do and the sky’s the limit!
This effort should be done via public-private partnerships, where trusted and capable private partners are brought on board to provide their expertise and experience to help execute the plan. This would allow the local tech ecosystem to play their part in developing the nation too.

6. The carrot or stick approach: “encouraging” all non-tech incumbents to either develop tech capabilities of their own or partner with tech companies.

Many traditional companies who are large players in their respective industries are either slow to embrace innovation, fearful of the change that technology brings, or just do not understand what’s required to make it work. This is understandable considering the business dynamics and regulations they have had to operate in. However, disruption waits for no one, and these organisations must move fast as well.
They will need to fully embrace the application of technology to business, and the government could facilitate this by supporting non-tech incumbents to work together with tech companies. It can be done by introducing tech-related laws to penalise / reward companies accordingly - e.g “Tech penalties” for those who fail to adopt digital innovation, or “Tech tax incentives” to reward those who do.
Some of these ideas may seem far-fetched. But don’t all disruptive businesses start out so?
If all 6 of these are acted on, I don’t see any reason why Malaysia couldn’t be the next digital hub of Southeast Asia. I (and my group of rockstars at Catcha Group!) are more than ready to take a leading role in putting Malaysia on the world map as a global leader of the digital economy. We need all stakeholders - the Malaysian government, private sector, local entrepreneurs etc - to contribute everything they can to make this dream a reality.

Thursday, October 11, 2018

Have You Dealt with Misers ...?

We all do, in our lives – we encounter misers at work, among friends, relatives, and acquaintances. It always baffles me why they behave the way they do, most times well educated, well placed, and mostly well secured, still misers. It is hard to understand their psyche and mind-set and when faced to deal with one, you find, it can be very frustrating. As it is said sometimes, knowing is redeeming, I have done some deep diving. To understand better, and perhaps help them, or at the least help our hapless selves with some insightful answers.
We don’t choose our parents, our upbringing nor our genes. !
Much of 18 and 19th century work on psychology, found miserliness running through heredity. It is not biological, but a strong parenting and upbringing style that manifests itself in generations of families. Scott Rick, a postdoctoral student at the University of Pennsylvania's Wharton School who has done research on what makes people cheap, says that childhood plays a big role. If you have two thrifty parents, you're likely to be thrifty as well.
Well that also not also be the universal rule, where childhood isn't the only factor. George Loewenstein, a professor of economics and psychology at Carnegie Mellon University, says people have innate tendencies. "It's almost like people are born tightwads or cheapskates,”  There is yet another reason, ie circumstances and life experiences that shaped miserliness – the great depression, the world wars, the famines et all have left their toll on human psychology and a long line of misers, who after outliving the circumstances retain much of the famine behaviours. Let look at historically famous world class misers: -
  1. English politician John Elwes is thought to be the basis for that most famous miser, Ebenezer Scrooge in Charles Dickens novel Christmas Carol. The MP, born in 1714, was worth over $390,000 (approximately $28 million in today's money) but lived like a pauper. He wore threadbare, ragged clothes and went to bed when darkness fell to avoid wasting money on candles, while his home fell into ruins. He died with very few possessions but left his unspent fortune to his two sons, born out of wedlock.
  1. Henrietta 'Hetty' Green, born in 1835, was the richest woman in the world in the 1800s. She died with money and assets worth over $100 million (nearly $2 billion when adjusted for inflation) but during her lifetime she refused to open her pockets to the needy, even if they were from her own family! Hetty's son broke his leg as a child but she refused to pay for any treatment and instead tried to get him into a free clinic for the poor. For these reasons, Guinness World Records claim that Hetty was the World's Greatest Miser.
The honors list of misers is indeed very long. Indeed most recently the Swiss Banks released a list of over 50000 names of holocaust period account holders who have in totality have left billions of dollars’ worth of wealth, forgotten and unclaimed by their descendants.
It is indeed sad, pathetic and remorseful to see a miser go. Live poorly to die rich!
Don’t they look and behave like us? … Behavioural anatomy of the Miser:-
Things & Feelings
We all have love for things and have sensitive feelings too. Often feelings come in conflict with things, and it depends on what you give importance too. For a miser feelings are absent, or at best secondly. The only feeling is the need process ‘things’. Things tend to give them security, they can physically touch, count, hold and feel secure. The love of sheer money – cash in bank or in hand is what counts.  
Eternal Postponement
Conservation, preservation, and postponement of consumption, of usage of things is the other dimension. Something good to eat is kept for a better day to have it, a new dress to be worn only on a distant unspecified and uncertain future date, and so on. Postponement gives a sense of security to hold and possess a thing, almost for ever. In short it leads to hoarding. Misers are the biggest hoarders in the world. They cannot discard anything for instance it can come of use in some distant uncertain date.
Money
The focus of all actions is rooted in the need for money. Having and holding on to money in cash or in bank, with a simple note of the amount provides sustenance to a miser to go on adding more, saving more, growing the abstract no as they perpetually live in the fear or joy that they are building a nest egg for an undefined, unknown dry summer in the distant future. Still watching the color of currency is most soothing :) 
Deprivation and abstinence
Somehow, misers thrive through self-imposed deprivation and abstinence. Denying themselves what they need, by such self-denial they derive some high sense of achievement, as they would avoid expending money or consumption of any kind.
Free Indulgence in free-goods
They have a penchant for anything that comes free – indulge, consume, amass just because it comes free. There is no greater joy than a free meal for a miser, no matter his social standing or wealth. Anything that comes free is extremely valuable.
For their lack of real feelings, misers can be extremely self-centred and missionary to achieve their goals, and care little for what others say. In other words they have little shame or self-esteem as they go about practicing their owed miserliness.
Grand Mix-up ! 
Misers are wired up somewhat differently. They truly believe in themselves as doing absolutely right. The difference from sensible thrift to senseless misery is blurred in their minds. Similarly, they tend to behave paradoxically - buy a car but not use it to save on parking or go on a holiday and loose the sight of time value of money, running after cheapest modes of transport or eating places. Life is full of opportunities, where a small top up or premium can give marginally higher returns, misers tend miss it and look at absolute values than relative values .
The science behind it all ….
The science defines a miser as afflicted with HD (Hoarding Disorder). Here are some researched insights on the behavioral causes of misers.
  1. Some financial psychologists have identified a miserly relationship with money as being a feature of HD in some individuals. It has been suggested that money hoarders have so much anxiety about not having enough money that they may neglect the most basic self-care activities and have great difficulty enjoying the benefits of accumulating money -Journal of Financial Therapy Volume 4, Issue 2 (2013) ISSN: 1945-7774 CC
  1. Forman (1987) described a financial hoarder as having a fear of losing money, distrust of others around money, and trouble enjoying money. Klontz and Britt (2012b) identified a link between money attitudes and hoarding behaviours. They found that money status scripts and money worship scripts predicted compulsive hoarding behaviours. Specifically, individuals who linked net worth to self-worth and held the belief that the key to happiness and the solution to all of their problems was to have more money were significantly more likely to engage in hoarding behaviours (Klontz & Klontz, 2009).
  1. In the development of the Klontz Money Behaviour Inventory (K-MBI), Klontz and colleagues (2012) identified the following symptoms in their Compulsive Hoarding scale:
    • I have trouble throwing things away, even if they aren’t worth much.
    • My living space is cluttered with things I don’t use.
    • Throwing something away makes me feel like I am losing a part of myself.
    • I feel emotionally attached to my possessions.
    • My possessions give me a sense of safety and security.
    • I have trouble using my living space because of clutter.
    • I feel irresponsible if I get rid of an item.
    • I hide my need to hold on to items from others.
While this provides a psychological and scientific basis for miserly behaviour there is much more to it.  Such misers, are usually a part of a greater problem than sheer HD. They may be suffering from OCD (obsessive compulsive disorder) or OCDP (obsessive compulsive disorder personality). While they sound very medical terms, they are simple to grasp.
Looking at the Encyclopaedia of Mental Disorders, one gets a deeper insight: - 

Obsessive-compulsive personality disorder (OCPD) is a type of personality disorder marked by rigidity, control, perfectionism, and an over concern with work at the expense of close interpersonal relationships. Persons with this disorder often have trouble relaxing because they are preoccupied with details, rules, and productivity. They are often perceived by others as stubborn, stingy, self-righteous, and uncooperative.
Symptoms of OCPD
The symptoms of OCPD include a pervasive over concern with mental, emotional, and behavioural control of the self and others. Excessive conscientiousness means that people with this disorder are generally poor problem-solvers and have trouble making decisions; as a result, they are frequently highly inefficient. Their need for control is easily upset by schedule changes or minor unexpected events. While many people have some of the following characteristics, a person who meets the DSMIV-TR criteria for OCPD must display at least four of them:
  • Preoccupation with details, rules, lists, order, organization, or schedules to the point at which the major goal of the activity is lost.
  • Excessive concern for perfection in small details that interferes with the completion of projects.
  • Dedication to work and productivity that shuts out friendships and leisure-time activities, when the long hours of work cannot be explained by financial necessity.
  • Excessive moral rigidity and inflexibility in matters of ethics and values that cannot be accounted for by the standards of the person's religion or culture.
  • Hoarding things, or saving worn-out or useless objects even when they have no sentimental or likely monetary value.
  • Insistence that tasks be completed according to one's personal preferences.
  • Stinginess with the self and others.
  • Excessive rigidity and obstinacy.
Causes
No single specific cause of OCPD has been identified. Since the early days of Freudian Psychoanalysis however, faulty parenting has been viewed as a major factor in the development of personality disorders. Current studies have tended to support the importance of early life experiences, finding that healthy emotional development largely depends on two important variables: parental warmth and appropriate responsiveness to the child's needs. When these qualities are present, the child feels secure and appropriately valued. By contrast, many people with personality disorders did not have parents who were emotionally warm toward them. Patients with OCPD often recall their parents as being emotionally withholding and either overprotective or over controlling. One researcher has noted that people with OCPD appear to have been punished by their parents for every transgression of a rule, no matter how minor, and rewarded for almost nothing. As a result, the child is unable to safely develop or express a sense of joy, spontaneity, or independent thought, and begins to develop the symptoms of OCPD as a strategy for avoiding punishment. Children with this type of upbringing are also likely to choke down the anger they feel toward their parents; they may be outwardly obedient and polite to authority figures, but at the same time treat younger children or those they regard as their inferiors harshly.
There is a marked difference between OCD and OCDP, the later which is more embedded and entrenched in the personality, more challenging in terms of therapy.  In both cases miserly behaviours are commonly found. Modern psychiatry treats both OCD ad OCPD through psychotherapy and also medications, however the real challenge is always in belling cat to the table to accept the problem and seek treatment.
Dealing with them…
To turn philosophical, ultimately the other peaceful way to deal with them is to turn to Gautama Buddha who said in his Dhammapada verse 223, which is translated as “Silence the angry man with love. Silence the ill-natured man with kindness. Silence the miser with generosity. Silence the liar with truth.”
By Mr. K V RAO

Friday, October 05, 2018

Deal with Grouchy Employees Before Deal with You.


It’s every employer dreams of having workers who are consistently happy. After all,
a happy work is a productive worker and productive workers are good for the bottom line.
However, with human nature being what it is, there may still be occasional concerns or
complaints that employees would want to share with you and the company. As the head of 
a small business, it’s your job to ensure that everyone can communicate their concerns 
in a professional and productive manner.



Remember that you’re not playing Aunt Agony to employees with grievances. In addition to 
processing the complaint, you should also be looking out for problems that might harm 
your business especially if they involve harassment, discrimination, theft and violence.
Give each complaint the proper attention while assuring the employees that they are 
being heard. Here are some of the best ways to address employee complaints and manage 
their outcomes.

1. Setting Up A Channel For Complaints

The first thing you should do is to create a formal system for employees to lodge complaints 
or bring up grievances so that the issues can be addressed. There are a variety of 
mediums available for employees to report complaints, from in-person sessions to email
 and text.


Complaint channels should never be on social media sites like Facebook and Twitter. 
These public  platforms will complicate matters as it can infringe defamation laws.

To make sure your employees feel comfortable using the channel, consider factors such as 
the average age of your employees, size of your workforce, whether they are in one office 
or spread out, and which department might be mostly likely to have complaints reported on. 
You should check with your PR and legal adviser on what is the most appropriate channel.
After setting up the channel, here are some of the key things you should do to ensure that 
the employee complaints are properly addressed.


Include your policy in the Employee Handbook: Once you’ve established an official channel 
for employee complaints, it should be included in the handbooks so employees can easily 
refer to it. You can consider implementing an acknowledgment form to ensure that 
employees read the handbook. If your company does not use a handbook, the policy 
should be communicated to everyone through other platforms such as staff induction 
 programmes, company intranet, posters and employee briefings.

Assign one person or department to handle the receipt of complaints: For example, the 
Human Resources or Legal department or someone within it. Make sure the appointed 
person or department is known for their discretion and can demonstrate trust within your 
company, as employees typically and naturally expect assurance that they are submitting t
heir complaints in confidence.
 
Include one confidential way for employees to submit complaints: Understandably, 
some employees may hesitate to speak their mind, as they fear infringing laws on defamation. 
An example that may prevent this is to create a simple online form or survey that doesn’t 
require identifying information – check out free survey tools like Survey Monkey and 
Establish a schedule to address employee complaints: In order to instil a healthy work 
environment where employees feel comfortable when raising concerns, you have to prove 
that the company has an efficient and reliable process in place. Set a time frame for when 
and how you will address complaints, communicate the plan to all employees and stick to it.
2. The First Steps Of Addressing Complaints
Once you have established the best system to receive employee complaints, you should
try to order them based on significance. Any safety concerns require immediate attention, as 
should violations of rules and policies.

Before addressing a complaint, take note of the following steps:

Acknowledge: Ensure that the employees know that their complaints have been received and 
will be addressed by the company. 

Investigate: Gather information regarding the complaint. If the employee mentions specific 
incidents or situations, inquire and obtain relevant data on them. (See point 3 for more information.)
 
Decide: After you have obtained all relevant information, it’s time to fully examine the situation 
in order to formulate and decide on a solution. You may want to discuss your idea with 
other senior employees in your company before executing the solution.
 
Act: Once you have a decision, act quickly. Employee complaints that are dragged on can 
negatively impact morale and productivity. The sooner you resolve the conflict, 
the better off your company will be.

3. Implement An Impartial Investigation
Small business owners often don’t have the luxury of hiring an outside company to investigate 
employee complaints. The next logical step would be to appoint a neutral party with the 
greatest degree of removal (no personal and as little professional connection to those 
involved as possible) from the rest of the staff – this person should preferably have a 
human resources or legal background.

Do note that if the complaint is serious, such as harassment or “creative bookkeeping”, 
you may want to hire an outside lawyer or accountant immediately to investigate the issues.

The Ministry of Manpower also suggests documenting the investigation process 
by keeping a record of findings, complaint details, details of specific harassing 
behaviour and summary of interviews with the affected parties.

4. Review & Follow Up On The Outcome
After following the above-mentioned steps, you should review the situation that initially led to
 the employee complaint after a period of time. Check in with the employee who lodged the
 complaint (if it was not confidential) to see if they are satisfied with the outcome.If there are 
more adjustments to be made, do it. Proper closure can help to prevent a similar problem
 from happening again.

Managing Director of VanillaLaw LLC 



Monday, October 01, 2018

And the Fight Goes On......


The recent Indian Supreme Court decision declaring unconstitutional the Indian equivalent legislation of our s377A has ignited a robust debate in Singapore. The line-up of eminent persons and institutions lined up on both sides of the debate has been delightfully described in an article in this blogsite: TANG LI (13September 2018). Professor Tommy Koh's article (25 September 2018) in NUS Tembusu College Website alluded to the scientific evdience that homosexuality was "a normal and natural variation in human sexuality" as well as the world wide rolling back of laws such as our s377A. Our ex-Attorney General VK Rajah's article in the Sunday Times (30 September 2018) sketched the legal arguments to show that s377A was unconstitutional.

The other side of the debate was presented eloquently based of the legitimate functions of laws further buttressed by the slippery slope argument in SMU ProfessorTan Seow Hon's article in the Straits Times (27 September 2018). In particular, the slippery slope argument posed the question : if s377A were to be repealed, would it lead to repeal of other moral laws, mandatory change in school curriculum, and same-sex marriages?

Yet the most insightful article on this subject was Rei Kurochi's "How should society deal with divisive laws?" in The Straits Times (27 September 2018). She relied on the 2007 debate over the repeal of a law allowing marital rape to conclude that "We cannot determine minority rights by popularity contest", and "Maintaining the status quo while protecting the interests of one group over another is not compromise; it is entrenchment".
While the arguments on both sides of the debate are formidable, I will argue that the most important insight is the parallel between the past century's struggle for women's rights and the present quest to repeal s377A.

Professor Tommy Koh pointed out that the Muslim world are amongst the diminishing number of countries where consenting homosexual relations are still illegal. By coincidence, the Muslim world is also the place where women are still relegated to a subordinate role in society.
A century ago, women had no right to vote. And this was so even in the West where democratic ideals first emerged. Many of the world's great religions exalted the role of men and suppressed women's aspirations for equality. Then, women were thought to be less than equal in intellect, moral turpitude, and courage. In my own lifetime, I remember my mother recounting that her father (ie. my maternal grandfather) did not allow her to go to school on the ground that it would be a waste of time and money since women's role was to marry and have children. Eventually, inspired not by Western feminism but by China's efforts to educate its vast population (including women) on the ideals of communism, she managed to gain support from her mother (ie. my maternal grandmother) to allow her to attend school.

Even today in parts of the Muslim world, a conservative may adopt the slippery slope argument to protest that allowing women to go to school to gain an education may lead to women pressing for the right to drive, or to lead in prayers, or to refuse sex with her husband in future. And lest we are amused at the hand wringing protests of some conservatives in the Muslim world today, we should remind ourselves that the slippery slope argument was also arrayed against women activists in the past. It is now resurrected again in the arguments against repeal of s377A. Similarly, the religious or moral legitimacy of the law was used against women's rights in the past, and is now resurrected against the repeal of s377A.

When democracy first blossomed in the Western world, men was given the right to vote. But not women. Women had no right to vote. It was thought that women was not knowledgeable enough about the world outside their homes to warrant a right to vote. Both Western and Eastern culture and religion believed that women's role was to marry and to bear children. Women were taught that their role was to "submit to their husbands" or to "serve their husbands". Apart from a social structure that acknowledged the husband as the head of the household, these words "submit" and "serve" were also thought to be an euphemism for the view that husbands had the right to demand sex with and from their wives. Hence the law that hubands could not be convicted of marital rape against their wives. In Singapore, that law held sway for over a century and was revised only in 2007!

Women had made great strides in their fight for equality, from the right to education, to the right to vote, to the right to legal recourse for marital rape. It might be thought that women who had struggled against such discrimination for over a century, should be more sympathetic to the LGBT's call to repeal s377A. But strangely enough (apart from the religious authorities who are mostly men), the ones who are more vocal in the general community opposing any repeal of s377A are women.
So far, missing from the debate, is how a repeal of s377A may affect our population growth (or decline). And here again, I see a parallel between the fight for women's rights and the repeal of s377A.

Women's rights was won and enshrined in our Womens Charter since the 1960's. After many decades of women's advances in Singapore, our late founding Prime Minister Lee Kuan Yew was famously said to have regretted it because it resulted in a reduction in Singapore's birth rate. As women advanced economically, they no longer needed a husband to support them. Some chose not to marry. For some, their aspirations and criteria for a husband-material priced them out of the marriage market. For others, the demands of education and career delayed their search for husbands until too late. Finally, it was thought that men shied away from the educated, more demanding women and preferred more submissive wives. The result was that marriage rates dropped and birth rates suffered. Nevertheless, there was no turning back the clock. No one thought that we should "bring back the Talebans" in our society. To suppress women for the sake of population growth (or to arrest population decline) was and is unthinkable. Society must find other ways to incentivise marriage and making of babies.

The parallel with s377A is the fear that its repeal would open the floodgates to more people joining the LGBT community and less babies.

First, the floodgates issue. Professor Tommy Koh's article suggested that homosexuality was an innate quality. If so, regardless of their laws and culture, societies cannot create or change this innate quality nor open floodgates to generate more of it. However, that innate quality speaks only of the internal desires and orientation of the person. It does not point to the external expression of such desires or orientation. Laws and culture may suppress the external expression of this innate or internal quality albeit at the cost of much personal frustrations and suffering. If the law and culture were removed, if the suppression was removed, the innate internal quality would be free to express itself. This is the "floodgate fear". The fear is that if s377A were to be repealed, more outwardly heterosexual people would cross over to the LGBT community to express their true, innate quality that was previously suppressed. But this type of "floodgate fear" is a fallacy. It is merely the reverse side of the coin. 

Removing the suppression  will obviously free the suppressed from their personal frustrations and suffering. This type of "floodgate fear" is an indictment of the suppression.

If one goes further, one can argue that since homosexuals do not procreate, this "floodgate fear" would translate into fear of population decline. But as shown above, if it is unthinkable now to suppress women for the sake of arresting population decline, it should be equally so for the idea of suppressing the LGBT community to arrest population decline.

Secondly, the "floodgate fear" also relates to the young and how they are educated. Again, if Professor Tommy Koh was right, regardless of how our law and culature influence the young, our influence cannot create more or less innate or internal qualtity in our young. But, instinctively, we fear or recognise that our young are succeptible to influences that may affect their sexuality. In other words, we do not wholly believe in the theory of innate quality. Does this also mean that we do not believe in the "science" behind it?

I think the reality is somewhere in between. For eg. we know that some people are genetically programmed to be taller and others to be shorter. That genetic trait cannot be altered by our laws or culture. But the expression of those genes can be modified a little by nutrition and perhaps by exercise and sports. So I am taller than my father, and my son is taller than me. Generally, my generation is taller than my father's generation, and my son's generation is taller than mine. Did our genes evolved across 3 generations towards taller genes? That is not possible. Instead, it is the nutrition (and perhaps physical exercise and sports education) that resulted in this slight inter-generation difference. Human sexuality may be viewed in the same way. The innate quality or genetic disposition cannot be changed by laws or culture. But exposure to different types of sexuality  may modify the expression of those genes slightly. Some even suggests that exposure to some chemical pollutants in our living environment may also affect our sexuality. But that is another debate 
altogether.

 The point made here is that the expression of human sexuality, though innate, may change slightly. We fear that when exposed to LGBT lifestyles, our children may be more open to experiment with such lifestyle and shift their attitudes ever so slightly. It may be too far fetched to think that laws and culture can change a young boy from one end of the spectrum (eg. the outwardly masculine) to the other end of the spectrum (eg. the outwardly effeminate). But law, culture and exposure may change a young person near to the borderline to cross that line. For young people near the borderline, a slight shift in attitude may be all that divides one from the other. This type of "floodgates fear" is a more formidable argument.

Nevertheless, this fear is not unique to the debate on s337A. It applies to sexual grooming of young girls. We have laws against sexual grooming.  If we rely on such laws to protect our daughters, equally we should rely on such laws to protect our sons. If need be, such laws can be strengthened. Such fears do not justify suppressing the LGBT community. Suppressing the whole LGBT community is similar to punishing the whole LGBT community for the fault of a few wayward members thereof.

This parallel between women's rights and repeal of s377A, protection of daugthers and sons may give us a better perspective in the ongoing debate on s377A.

This parallel may also be helpful to the LGBT community.

For eg. the "population -fear". The point made above is that "population-fear" should not be a reason to suppress the LGBT community. But this begs the question  -- is it true that the LGBT community cannot pro-create? Singapore has a declining birth rate. This decline is detrimental to our future economy and politics. If the LGBT community can form stable family units and pro-create, it will go a long way towards establishing their legitimacy. For eg. can two LGBT men marry two LGBT women and have four children to form a family unit? Whether the children are conceived naturally or by assisted reproduction is a personal choice.

In heterosexual marriages, the State has an interest to create a stable system for procreation and the nurture and protection of children from the marriage. For this purpose, the State created laws relating to marriage, property rights, probate and intestacy.

If the LGBT community does not pro-create, one wonders why the State should intervene in their lives to create marriage laws for them? But if the LGBT community were to form stable family units and pro-creates, there is an interest for the State to create laws to regulate and nurture those families and their children. And whether we should call such family units a "marriage" or a "civil union" may be the subject for future debate. These are thoughts for the future. These ideas do not impinge on the s377A debate.

Nevertheless, the question whether the LGBT community can pro-create raises some interesting questions. For eg. if LGBT communities do not pro-create, how did their genes pass down the generations? If their genes are passed down despite limitations in their pro-creation, what was the advantage of those genes? For the atheists, the question is this -- how did natural selection favour such genes? For the religious, one may pose the question the other way  -- why did God make genes for the LGBT community? Either way, the answer may affect how we view s377A. But this is a question for another article.


By Eric Ng Yuen
Partner at Malkin & Maxwell LLP

© BeautifullyIncoherent
Maira Gall