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公开招揽越南人才惹争议 NasDaily澄清非在新加坡工作

by 林殊
19/08/2019
in 劳工, 时事, 社交媒体
Reading Time: 1 min read
0

以拍摄一分钟视频见闻、刚到我国旅居的网红Nas daily(本名Nuseir Yassin,亚新),近日因招聘越南人而惹争议。随后,亚新于8月17日澄清,该名越南人将在越南工作,他们在新加坡受训数月后,回到越南,并不会留在新加坡。

上周一(12日),亚新于公司脸书上发出帖文,有意招聘一名越南籍人员,加入新加坡团队负责制作和拍摄视频,帖文还表示,若有人推荐成功将可获得500美元(约690新元)酬劳。

该招聘文贴出后,引起网民舆论,认为亚新并没有优先考虑本地人的利益。

对此,亚新于周六(17日)向《海峡时报》澄清,由于越南市场正迅速发展,故想招聘当地人,好让他可制作最符合越南市场的视频,待招聘的越南人将本地受训数月后,回到越南工作,他并不会留在新加坡。

“这(招聘越南人)我想要招聘最好的视频制作人加入团队,只有他们最了解当地的文化,作出最道地的视频”,他说。

他还续指,目前公司已招聘五名新加坡人,“我们将总部设在新加坡,所以我们一直以招聘本地人为主,另外我们还开始了“亚新大学”(Nas Unversity),欲传授本地制作视频技巧给新加坡人。”

他也称公司在四个月内已贡献100万元给本地经济,另外有200万元也即将从国际客户中获得。

面对媒体询问,劳资政公平与良好雇佣联盟表示,所有雇主都该遵循劳资政准则的公平雇佣条例。所有本地的工作职位都以该准则为标准,无论招聘广告登在哪个媒介上。该准则下,任何“不包括本地人”,或指明要“聘用非本地人”的文字与词语,都不应出现。

企业须现在职业库优先招募本地人

根据政府网站提供的资料显示,我国公司必须在全国职业库(Jobs Bank)发布至少两周的职业空缺通知后,才能为到我国工作的外国人申请就业准证(EP)。此举是为了确保在工作机会开放给外国人士之前,国人拥有争取就职的优先权:

“从2014年8月1日开始,根据人力部(MOM)的公平考量框架(FCF),欲聘请就业准证持有人的公司,必须在职业库发布职位空缺通告至少14天后,才能提交就业准证申请予人力部。”

除非,该公司考虑为所聘请的项目工程师、主管和技术人员申请S准证(S Pass),那么他们就不需要到职业库发布招聘通知。

人力部在2014年,在公平考量框架下架设职业库,乃是为了强制企业在聘请外籍人士前,优先从本地人中物色人选。

亚新招募越南人的争议,引起网友讨论。部分网友表示,他为越南市场聘请越南人并没有什么不可,只是要对我国法律有所了解,并且认为应检讨为何宁愿聘请一个越南人也不聘请新加坡人。

网友 Ding Siew Fuay : 有时候公司招聘是根据自个儿的能力,长久下来反而对新加坡会有更多好处。你可以学习他们的好处,增进自己。法律是为了保护本地人而设,但偶尔也会成反效果。失去外来工作者是很大的损失如果法条的规定过于僵化,所以要谨慎思考。

网友Regina H Lim: 相信Nas会有他的理由,但他必须要先考虑到本地法律

网友 Kate Chan : 除了针对和批评他,我们可以试想为何他宁愿聘请一个越南籍制作人?我们应该先增进自己而不是在这里浪费时间抱怨。新加坡人被誉为是问题解决很强的族群,我们同时也是相当努力的,不要让这些新闻标题误导我们,希望能够让我们知道我们的短处让我们可以了解自己的弱点。

网友 Keith Yeo : 我们不是要责怪的时候,他需要一名越南人在越南工作,并没有问题。同时,能够在新加坡招聘的话,表示该越南人的英文能力也足以让他和新加坡人沟通,我觉得是合理的。

当然除了支持他观点的网友,仍然有部分网友对他的说法不买账,认为要聘请的应该是制作能力最好的人而与国族无关,而且新加坡人也有很多是获得国际大奖的优秀制作人,为何一定要越南人?

网友 Min Zheng : 他不是说要聘请一名越南人加入团队吗?

网友Pan Chy : 为什么是越南人?为何不是最优秀的制作人?

网友 Abby Ng Ram : 给所有部长,请留意这个在不要给予任何公平公正的机会下,公然认为我们(新加坡人)是不合资格和无能力的公司。我们仍然有很多优秀的纪录片制作人,而且是均获大奖。请问越南人有谁获得大奖过?如果再不采取任何行动,会默认他持续这种行为。

 

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