twc2 newsletter jul-aug 2011

▪ Winner of the National Volunteer and Philanthropy Centre’s New Non-Profit Initiative Award 2005 ▪ ▪ Winner of the American Women’s Association Woman of the Year Award 2011 ▪ ▪ Winner of the Rotary Club of Singapore Good Samaritan 2011 Award ▪ of 8

Volume 6 Number 4 July – August 2011

Editorial

This issue of the Newsletter focuses on the call for a weekly day off for domestic workers. TWC2 has campaigned for this since it began. We’ve organized activities with a ‘day off’ theme, raised it to the government and media, publicized issues around it through talks and publications and cooperated with other organizations in a public information campaign. We saw the issue as being of vital importance to efforts for the rights and wellbeing of domestic workers.

Progress has been slow. Public awareness and support has grown, but around half of all domestic workers receive no days off at present, which is about the same as in 2003, when our forerunner, The Working Committee 2, started to campaign on the issue. The vast majority of employers who refused to give a day off then have clearly not changed their attitude. This is why we think that legislation is necessary.

This year, three things have happened that call for a renewed effort from all those who believe that, as a basic right, all human beings should have free time for rest, recreation and to use as they wish – including domestic workers.

The first was the adoption by the International Labour Conference (ILC) of the Convention Concerning Decent Work for Domestic Workers. Article 10 of the convention says that “Weekly rest shall be at least 24 consecutive hours” (This allows flexibility; an employer and worker might agree that the 24 hours off could begin at 6pm on Saturday and run until 6pm on Sunday, for example). Article 9 says that member states shall take measures to ensure that domestic workers “who reside in the household are not obliged to remain in the household or with household members during periods of daily and weekly rest or annual leave.”

The spokesperson for the workers’ group at the ILC was Madam Halimah Yacob, from Singapore. She was highly effective: she put forward strong and well considered arguments for domestic workers’ rights. Shortly after her return to Singapore, while attending a sports festival at Singapore Polytechnic on June 19th, she said that, while Singapore was not ready to sign the convention, the government should consider legislating a weekly rest day for domestic workers.

“I certainly think that this is one area we could consider legislating. One day off a week”, Madam Halimah said. She added, “One of the basic assumptions of the convention is that domestic workers should not be treated differently from other workers. So if other workers have one rest day a week to recover and recuperate, domestic workers also need that.”

Madam Halimah was Deputy Secretary-General of the Singapore National Trades Union Conference before becoming Minister of State for Community Development, Youth and Sports and her personal support for domestic workers having days off was well known.

This was the second thing that happened.

The third was that the Ministry of Manpower said that it is reviewing the issue of the day off, with compensation in lieu if it is not taken. It told Channel News Asia that it will consult with various stakeholders including employers, employment agencies and non-governmental organizations (the reported version doesn’t mention domestic workers themselves). The MOM says that it ‘recognises the benefits of rest days to the well-being and productivity of foreign domestic maids’. Members of the public were welcomed to email their views and suggestions to [email protected] (Vimita Mohandas, ‘MOM reviewing call for weekly rest day for maids’, http://www.channelnewsasia.com/stories/singaporelocalnews/view/1136385/1/.html )

In this newsletter, ‘Why TWC2 Calls for a Weekly Day Off for Domestic Workers’ summarises ten arguments in favour of a weekly day off. We also present arguments often used against giving a day off and our responses to them. Now is a time for everyone who believes that domestic workers should have a weekly day off to make their voices heard.

Transient Workers Count Too wishes

all our Muslim beneficiaries as well as

our members and volunteers a happy

and meaningful Hari Raya Puasa.

In this issue… Anti-Trafficking Report Why TWC2 Calls for a Weekly Day Off for Domestic Workers Tragic death of Sulastri Wardoyo Human Rights Watch award for Anis Hidayah Filipino Family Network graduation ceremony

mailto:[email protected]

http://www.channelnewsasia.com/stories/singaporelocalnews/view/1136385/1/.html


TWC2 Needs Money

When we held this year’s Annual General Meeting, it looked like the society had enough money to pay its way until September 2011.

This Newsletter is coming out at the beginning of that month and we’ve managed to raise enough money to see the society through to the next AGM, in March 2012. This has taken a lot of work and has also meant economizing, so that projects we wanted to undertake have not been able to go ahead or have been held up, but we’re still operating on the basis of having only six months’ money.

We need to get back to a position where we can plan activities a year ahead and be sure that the society can carry them through.

It costs about $14,000 a month for TWC2 to operate as it now does, with an office and three staff. We will go on seeking to raise the money needed and would certainly welcome help with this. If you are able to help, please contact the TWC2 office.

Filipino Family Network Enrichment Programme Graduation

The Filipino Family Network (FFN) Enrichment Programme held its Annual Graduation Ceremony on Sunday 17 July at the SCWO Building in Waterloo Street. The Guest of Honour was the Philippine Ambassador. Davy Malones, the founder of the FFN reflects on the event.

Perseverance, the key to the success of the Filipino Family Network.

Spending time together, learning and sharing knowledge makes us wholesome and well-rounded individuals. With the tremendous support from TWC2 staff and Exco members, we made it possible.

We achieved our goal and it felt wonderful knowing there are people who believed we can make a difference in other people’s lives.

At last year’s graduation ceremony, we were very happy to welcome our Hon. Ambassador, Madame Minda Calaguian-Cruz. She encouraged us to continue what we have started in our Enrichment Programme and we didn’t fail her.

This year, we felt so proud because we had the presence of not just one but two important officers from our Philippine Embassy. Labor Attaché, Mr. Rodolfo Sabulao, in his speech, challenged us to work harder because what we have achieved is just the beginning of what we need to secure our future when we go back to our country for good.

Likewise, with our dear Honourable Philippine Ambassador to Singapore, Madame Calaguian-Cruz, whom we consider the sweetest ever ambassador we ever have. She said in her speech:

Education is the greatest equalizer. Continue to upgrade your skills because you are capable of doing much more. Learn to be entrepreneurs so you can create wealth and work with your families and communities.”


Why TWC2 Calls for a Weekly Day Off for Domestic Workers

1. A Need

Everyone needs time off. People get worn down otherwise. A day off is a chance to relax, to be entertained, to worship, to study and to catch up with friends. It can give a person the chance to do small tasks that it is not so easy to do during the week; for a lot of domestic workers, that includes doing personal shopping and sending money home to their families.

2. Private Life

Employees have to fit in with the way the shop, factory, bank or institution they work for operates and they know that what they do is monitored. It is often a relief for them to get away from a workplace and have more control over how they use their time, free from supervision. Domestic workers live in their workplace; they have tasks that they're expected to carry out every day and are often closely monitored by their employers. The company they have is their employers' family. Those in the worst situation have no room of their own, are prevented from going out unescorted and not allowed to use the telephone or send or receive letters without their employers reading them first. Domestic workers have a right to private space and a private life: they are not a special type of human being that can do without them.

3. Protection of Mental Wellbeing

It is very unnatural for a person to be kept confined within a household, not allowed out unescorted and permitted little or no communication with the outside world, but this is the experience of many of the workers who have no days off.

It is very common for people in other jobs to talk casually with colleagues, even during working time. In most workplaces, breaks are an occasion for conversation. Home-makers are often able to take breaks in their working days to talk on the telephone to friends and relatives, speak to neighbours or talk with people they meet when they go out with those in their care. Outside working hours, there are often chances to socialise and talk with others. Chances to exchange news, express emotions in words and seek advice are clearly used very often by human beings and usually taken for granted as a normal part of life.

By contrast, a domestic worker who has no time off and is allowed little or no communication with people outside her place of employment is in a state of isolation. The benefits of conversation and of free communication with other human beings are denied to her. It is no good arguing that she can talk with her employer's family; in many 'no day off' households, families don't wish to communicate with workers apart from when they tell them what they want them to do. If she needs to talk with someone because of problems with her job, she often can't turn to members of her employer's family.

In these situations, it is only to be expected that many workers will feel stressed and depressed. There are no studies of the impact of 'no day off' working on the mental health of domestic workers, perhaps because in nearly all developed countries and a lot of developing countries, a day off is given as a matter of law or custom. However, studies on groups of people who work long hours suggest that it is damaging to their mental wellbeing:

"Regularly working in excess of 48 hours per week appears to constitute a significant occupational stressor which reduces job satisfaction, increases the effects of other stressors and significantly increases the risk of mental health problems."

(Anne Spurgeon, 'Working Time: Its impact on health and safety, International Labour Office, 2003)

How much more damaging must it be for workers who regularly work for longer hours (sometimes around 100), with no time off and few opportunities for communication?

A day off provides a chance to meet friends, talk to other people who are in similar jobs and share worries. It allows a worker to have a change of scene, refresh herself mentally and gain a clearer understanding of her own problems and concerns. It is needed.

4. A Check to Abuse

A worker who goes out on her day off once a week from her employers' home can get advice on any problems she is facing. If they are problems of misunderstanding, an experienced worker can advise her how to deal with them before they get any worse. If she is not being paid, she can arrange to make a complaint to the Ministry of Manpower so that


it can intervene before the debt stacks up. If she is abused, she does not have to put up with it for month after month, cut off from help, but can report it less than seven days after it happened. In addition, even if she is reluctant to talk about what has happened, others are likely to notice bruising or a drop in weight from being underfed and not just stand by.

Knowing that what they do can easily be discovered and reported will discourage most of those employers who are tempted to abuse their workers.

5. Opportunities to Study

Opportunities for workers to go to classes and learn more skills on their day off are growing. They should be able to take the chance to learn things that will allow them to earn more money in the future, or just to follow an interest.

6. Worship

All domestic workers should be able to practice their religious faiths freely. For most Christians, this includes going to church on Sunday. They should not be expected to go with their employers' family, but be able to go to the church of their choice. Other religions welcome workers who follow them to come and worship and take part in activities based around mosques or temples on Sundays too, knowing that if workers have a day off, this will probably be it.

7. Family Benefits

Having a domestic worker to look after children and take care of work around the house on Sunday, as on other days of the week, may be seen by some employers as desirable and even as a 'necessity', but it isn't: most of the world manages quite well without relying on making use of an employee's every waking hour. Not having a domestic worker around when she has her day off means that the family needs to cooperate more and they are likely to build a closer relationship as a result of spending more time in each others' company.

8. A Right Otherwise Recognised in National Law

Under the Employment Act, 'Every employee shall be allowed in each week a rest day without pay of one whole day...' This is a basic right that Singapore enshrined in its law in the early years of its independence, but domestic workers aren't covered by this Act.

The reason why seamen, watchmen, security guards and domestic workers were left out of coverage by the Employment Act in 1968 was given by the Minister for Labour as being that 'the nature of the duties performed by these categories of employees are not amenable to regulations by ordinary labour legislation.' It can be seen, in the case of each of these groups of workers, how there could be difficulty in laying down rigid limits to working hours each day, for example, but there seems to be no good reason for a day off for domestic workers not to be 'amenable to regulations by ordinary labour legislation.'

This is an unjust exclusion and the idea behind the law - that working people need and should have a day off every week - surely applies to domestic workers as much as to anyone else who works for a living.

A worker should be able to go out during her time off. Under the Penal Code, clause 340, 'Whoever wrongfully restrains any person in such a manner as to prevent that person from proceeding beyond certain circumscribing limits, is said “wrongfully to confine” that person. '

9. A Right Recognised in International Conventions

An eight-hour working day and a working week of not more than 48 hours have long been seen as a standard to be aimed for in most occupations. The first International Labour Organisation (ILO) convention in 1919 called for this to be the standard in industry. Convention 30 called for the same time limit in commerce and offices. Conventions 14 and 106 say that there should be a rest period of at least 24 hours in every period of seven days in industry (14) and commerce and offices (106). It is true that these conventions have not been ratified by some states (including the USA and Japan), but they still represent the most widely accepted international standard.

In June 2011, the International Labour Conference adopted the Convention Concerning Decent Work for Domestic Workers. It will not be long before at least two states ratify it and twelve months after that, it will come into force. It is already the international standard for domestic workers' rights. Article 10 calls for domestic workers to have a weekly rest period of at least 24 hours. Article 9b of the convention calls for member states to ensure that domestic workers who live in their employers' homes 'are not obliged to remain in the household or with household members during periods of daily and weekly rest or annual leave.'

10. Fairness

We work to live: we don't live to work. Days off from work, when people can use their time as they want, mean a lot


to everybody, everywhere. In many countries, including Singapore, it is normal for most people to have two days off work each week. It is not fair or just to expect domestic workers to work for months on end, without having any of the time off that others want for themselves. Everyone should have at least one day off a week.

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Arguments Against Giving Domestic Workers A Day Off

'She'll get into bad company'

Singapore requires that women have to be over 23 to become domestic workers. So they should all be adults (Some aren’t, it’s true – but that’s another issue) and should be treated as adults. They can make their own decisions on who their friends are and how they spend their time off, as long as they don't break the law - just like all every other adult in Singapore.

But employers also worry that their workers might make friends with somebody who could put the family at risk or at least, encourage her to help them to steal something. Of course, this is a possibility, just as it is possible that anyone else in the household could be led into doing something wrong by an untrustworthy person. But the example of the 50 per cent of domestic workers who do get regular days off suggests that this is very unlikely to happen: it is not a good reason to deny around 100,000 women the right to a have time off and to go out.

'But what if she does things that make her tired on her day off so that she can't do her job well?'

In other areas of employment, studies suggest that productivity goes up when workers work for shorter hours and have time off. The break from the working environment results in higher morale and a more cheerful mood. It's workers who have too little rest and no change of scene whose working ability is depressed.

'She might meet other workers who tell her stories of better working conditions and then she'll be more demanding.'

Well, people have a way of wanting to better their conditions anyway, without anyone telling them to do so, but why expect that the worker will be unreasonable? She probably has a good idea of how well off her employers are and of course, she knows how she is treated. She also knows of her family's needs. Those things are likely to have much more influence on how 'demanding' she is than what friends say.

'She might get a boyfriend'

This is up to workers. Most families accept that their teenage children will at some point have girlfriends or boyfriends - some even worry if they don't. So how can they try to stop a grown woman employed by them from having a boyfriend? It is very unreasonable to try to regulate the love life of an employee and it is never attempted with male foreign workers.

Some employers worry that their worker might bring a boyfriend back to where they live. This is a different issue altogether. Telling a worker that she must not bring a stranger to the family into the house is a measure to protect the family's privacy and property and is the family has an unquestionable right to do this.

There's also a worry that the worker might stay out later than agreed on her day off, or become distracted from her work. This is rather unreasonable; it is as if the worker is child. The first time she comes back late, she can be reminded of what she agreed and perhaps asked to make up the time, if it really is such an issue for the family concerned. It shouldn't be very hard to sort out an arrangement over time off that works. As for being distracted from her work, if she has regular time off, she should be able to concentrate better knowing that she has something to look forward to.

'She's here to work, not to enjoy herself!'

Everyone else has the chance to do both. They have times to work, times to rest and times for recreation. Domestic workers should be no different. Hundreds of thousands of Singaporeans go abroad to work and study each year; it is easy to imagine what outrage there would be if their employers or teachers tried to stop them from having any free time to use as they choose on the grounds that 'They came here to work, not enjoy themselves.'

'She could catch some disease and then spread it to the family.'

So could anyone who goes out: the most likely to do so are children, who mix with hundreds of other children at school. Some employers have AIDS in mind when they say this, but the number of cases of domestic workers


becoming HIV-positive are vanishingly small, as far as can be estimated without published statistics. There are no known cases in Singapore of family members getting HIV/AIDS from their domestic workers.

'But what if she gets pregnant and I lose my security bond?'

Domestic workers usually pay charges for placement that eat up the first eight to ten months of their salaries and as soon as they've paid off their debt, they send most of their earnings back to their families. They don't want to get pregnant. In this case, they have the same choices as other women.

The risk of losing the $5000 security bond used to exist, but was very exaggerated; the number of cases each year was small compared to the number of domestic workers in Singapore. In any case, the security bond conditions were amended, with effect from 1st January 2010. All employers of domestic workers were sent a letter that explained:

Security Bond conditions that hold employers responsible for FDWs' actions that they have little control over will be removed. For example:

i. Removal of the condition that prohibits FDWs from getting pregnant.

The letter said that a new Security Bond condition would require employers to take 'reasonable steps' to prevent their domestic workers from breaking their work permit conditions, which it explained meant they should ‘report to the relevant authorities if they are aware that their FDWs are not complying with Work Permit conditions; and (ii) inform the FDWs that they are required to comply with the Work Permit conditions.’

Employers therefore do not risk losing their security bond if their worker gets pregnant.

'She says that she wants to work and earn money and that if she goes out on a day off, she'll spend it. She doesn't want a day off.'

Training centres and agencies often instruct workers that they must try their hardest to please their employers, so some say they agree with their employers because of this advice or because they are afraid to lose their jobs.

There are also workers who say such things and mean them. It should be recognised that this is a result of the hardships of their families and the low rate of pay that most domestic workers receive. In the first eight to ten months of their placement, in particular, workers are under acute pressure to earn as much as they can because they are usually made to pay for their own placement, and $20 more or less can make a big difference. This should not be the case; they should have a decent basic salary without having to give up rest days, which is what most other workers expect or want.

In any case, shouldn't they be able to change their minds if their circumstances change?

Half of the domestic workers in Singapore already have some or most Sundays off, and they are usually careful how they spend money too. Socialising with friends can cost very little.

In Conclusion

It may be hard for some families to adjust. Some argue that they have small children, elderly relatives or disabled family members who have to be looked after. Workers who shoulder these responsibilities are in most need of a day off: to work for months without relief with people who might be very demanding is wearing and stressful. One day off a week can make a big difference.

Sometimes families can figure out ways of sharing responsibilities, or adjusting so that there is not much work to do on their workers' days off. If the levy on domestic workers remains, maybe concerned employers could urge that part of it should be spent on providing alternative care for those in greatest need? It is something TWC2 has proposed in the past.

Now should be a time when the right of a domestic worker to a day off every week is accepted by all, and problems that families may have should be raised so that ways to tackle them might be found, not as an objection to giving domestic workers a right most other workers everywhere in the world already enjoy.

OUR ANNUAL HELPDESK TRAINING PROGRAMME WILL COMMENCE IN OCTOBER 2011. ANY NEW OR CURRENT VOLUNTEERS WHO WISH TO UNDERGO THE COMPREHENSIVE 10 WEEK TRAINING COURSE WHICH WILL QUALIFY YOU TO VOLUNTEER AS A HELPLINER, HANDLING CASEWORK, PLEASE GET IN TOUCH BY EMAILING MANSURA AT [email protected]. PARTICIPANTS MUST BE ABLE TO COMMIT TO THE WHOLE COURSE AND THEN TO AT LEAST 2 HOURS PER WEEK FOR A SIX MONTHS MINIMUM COMMITMENT. FULL DETAILS OF THE COURSE WILL BE PUBLISHED SOON.


Anti-Trafficking Report from TWC2, GAATW

The Global Alliance Against Traffic in Women (GAATW) and TWC2 cooperated in submitting a report to the UN CEDAW Committee in advance of its consideration of Singapore’s report on 22

nd July. CEDAW is the Convention on the

Elimination of All Forms of Discrimination against Women, which Singapore has ratified, with reservations.

The 25 page report focused on the issue of trafficking and concluded with a set of recommendations. GAATW representatives went to New York for the CEDAW Committee meeting and had useful discussions. Four Singaporean organizations attended the session, including AWARE, whose comprehensive report had input from TWC2 on migrants and trafficking.

TWC2 first took up the issue of trafficking in 2006. Our view was that a basic weakness in Singapore’s approach to countering trafficking was that its definition of this act was very narrow, and we argued that it needed to adopt that contained in Article 3(a) of the Protocol to Prevent, Suppress and Punish Trafficking in Persons, especially Women and Children supplementing the United Nations Convention Against Transnational Organized Crime.

Singapore now officially uses that definition and is taking steps towards signing the protocol. It formed an inter-agency task force on trafficking in November 2010 and is training officials and others who will need to implement policy according to the new standards. TWC2 welcomes these moves. We hope that they will be consolidated through the government ratifying the Protocol, which not only contains a strong definition of trafficking, but also takes a victim-centred approach that we believe should be the essential element in a reformed anti-trafficking programme.

In brief…

Tragic death of Sulastri Wardoyo

At the beginning of June, Sulastri Wardoyo died shortly after attempting to kill herself. She was found hanging from a shower head in the hostel were she was staying. She was reported to be distressed at having been unable to pass the mandatory English test that all domestic workers are required to pass in order to be placed in a job in Singapore. Workers are allowed three attempts in a three-day period, and if they do not pass, they are sent back to their home country.

Many people were sad and shocked at what happened to Sulastri. Comments at the time on why it happened generally focused on the language test – whether it was too hard, or was needed at all, since other countries don’t have them. But once it is asked why anyone would be so badly distressed at not passing a test that she’d kill herself, the more fundamental problem becomes clear.

Sulastri would not only have been sent home without having had a chance to do paid work. She would go home with a debt made up of the charges made by the agencies handling her placement.

Placement costs borne by migrant workers have to be brought down and kept down.

Security Bonds Lost: Statistics

One of the commonest reasons given by employers for not giving a day off to the domestic workers employed by them is “I might lose my security bond.” They say that their FDW (Foreign Domestic Worker) might run away or get pregnant, which would cause that to happen.

TWC2 pointed out on many occasions in the past that very few employers do lose their security bond each year for all reasons put together. We pointed out that a worker becoming pregnant did not automatically result in the bond being forfeited. We have said that the best way for employers to ensure that their domestic workers don’t run away is to treat them decently. In any case, the regulations about the security bond have changed, and there is even less justification for not allowing a domestic worker to have a regular day off and go out.

On 25th

June, ‘Today’ published a letter from Farah Abdul Rahim, Director of Corporate Communications at the Ministry of Manpower. It provides a brief statement of the current MOM position on the bond and some useful statistics.

The letter says:


CALL FOR VOLUNTEERS:

THE RESEARCH SUBCOMMITTEE IS CONDUCTING A SURVEY AMONG BANGLADESHI WORKERS THIS MONTH AND IT NEEDS BENGALI SPEAKERS. IF YOU ARE INTERESTED TO HELP, PLEASE GET IN TOUCH WITH JOHN GEE, SUBCOMMITTEE CHAIRPERSON, AT [email protected] FOR DETAILS. JOHN SAYS:

“We need volunteers who would be willing to spend a couple of hours in an interview session; there will probably be around 8-10 sessions in all. We will then need other volunteers who can spend two evenings going through questionnaires and translating a few answers that consist of explanations. The first volunteers will be needed on Saturday 17th September, either at 11.30 am or at 6 pm.”

‘From 2005 to 2010, MOM forfeited an average of 65 (less than 0.04 per cent) security bonds for FDWs each year. As of December 2010, there were 201,000 FDWs working in Singapore.

MOM understands employers’ concerns that they should not be held responsible when their FDWs violate the Work Permit Conditions on their own accord, especially outside designated work hours or on their rest days. Therefore, since January 2010, MOM has removed employers’ liability if the FDW gets pregnant or breaches other Work Permit conditions that relate to her own behaviour. It is untrue that the $5,000 security bond will be forfeited for pregnancy.

Even in the extreme case where the worker absconds and the employer is unable to repatriate her, only half of the security bond will be forfeited, so long as the employer has made reasonable efforts to locate the FDW.’

The letter went on to say that the “MOM is studying the suggestion for the Government to legislate a weekly rest day for FDWs, with compensation in-lieu when the FDW and employer mutually agree that the rest day be foregone.”

Day Off Website

The joint Unifem-Singapore, HOME, TWC2 Day Off website badly needs updating, and has not had any publicity for quite a while, but slowly continues to attract the signatures of supporters. At the end of June, it had 2,569, and on August 31

st, it had 2,661. If you’d like to show support for its aims and have not signed up so far, you can do so at

www.dayoff.sg. Maybe you could persuade friends to sign up too?

HRW Award for Anis Hidayah

Anis Hidayah, Executive Director of the Indonesian NGO, Migrant Care, was one of seven people to receive the prestigious Alison Des Forges Award for Extraordinary Activism this year. The annual award is presented by Human Rights Watch.

HRW says:

Anis Hidayah, executive director of Jakarta-based Migrant Care, speaks out on behalf of the millions of Indonesian women and men who seek work abroad to feed their families and who face serious risk of abuse. As Migrant Care and Human Rights Watch have both documented, Indonesian domestic workers in Malaysia, Saudi Arabia, and Kuwait often work up to 18 hours a day, seven days a week. Many are not paid; some are confined, beaten, or raped by their employers. Human Rights Watch honors Hidayah for her dedication to exposing and ending egregious abuses against Indonesian migrant domestic workers.

Migrant Care is a partner organization of TWC2 in Migrant Forum in Asia.

TWC2 Enrichment Programme

The new semester of the Enrichment Programme began in late August with courses in jewellery-making taught by volunteer, Fatimah Abdullah, and an Entrepreneurship Course delivered by ASKI Global, as Filipino organisation. Some photos of the new courses...

Far left: Jewellery-making

Left: Entrepreneurship

mailto:[email protected]

http://www.dayoff.sg/

twc2 newsletter jul-aug 2011

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