Before hiring your first employee in Punggol, make sure the business can pay the agreed salary, any applicable employer CPF, Skills Development Levy (SDL), leave costs and workplace insurance—not merely the number shown in the job advertisement. Singapore employers must also follow appropriate employment, salary, safety and personal data rules. A small business does not become exempt simply because it has only one worker.

The fastest process is verify the legal employer → define the job and wage rules → select the candidate fairly → issue clear written terms → arrange CPF and SDL where applicable → establish safety and data protections → record hours and payroll → review onboarding. Employment law distinguishes employees under a contract of service from genuine independent contractors. That classification must be based on the actual relationship, not selected solely to avoid payroll obligations.

This Working in Punggol article helps small retail operators, service providers, tutors, creative businesses and companies hiring support staff around Punggol Coast and the wider town. It explains the national Singapore system as of October 2026, not a substitute for employment advice on an actual complex case. A business running from an HDB flat also has separate premises conditions, described in our Punggol HDB home-business guide.

Your first-hire checklist

Before or during employment	Action	Primary authority
Legal employer	Know the registered entity, UEN and actual contracting party	ACRA
Real job	Write duties, site, manager, schedule, skills and safety needs	MOM employment guidance
Wage floor	Check whether the role is subject to PWM, LQS or another applicable wage rule	MOM PWM and LQS
Work authorisation	Check worker’s right to work; arrange proper pass if required	MOM work passes
Written terms	Issue qualifying employees key employment terms within 14 days after start	MOM KETs
Salary	Agree the pay period, basic and variable components and lawful deductions	MOM salary
CPF	Register for an employer CPF Submission Number and calculate eligible contributions	CPF Board
SDL	Calculate for all relevant employees, including foreigners	CPF Board/SWDA
WICA insurance	Insure covered manual workers and qualifying non-manual workers	MOM WIC
Payslips	Issue itemised payslips when the Employment Act requirement applies	MOM
Work safety	Arrange relevant training, supervision and safe practices	MOM WSH
Data protection	Appoint a Data Protection Officer and secure staff/customer records	PDPC
Onboarding	Train, confirm work standards and review the first month	Employer and manager

Official starting pages are ACRA’s post-registration employer checklist, MOM’s KET requirements, CPF’s SDL page and MOM’s WIC insurance rules.

Step one: identify who will employ the person

A Punggol retailer may use a registered company or sole proprietorship to operate a store. A service contractor can employ workers stationed at another company’s office. A franchise can use a legal employing entity different from the public brand.

The employee should know the actual entity responsible for salary, leave, CPF, workplace supervision and the employment contract. An HDB address, shop signage or campus tower name is not sufficient if it belongs to a landlord or host rather than the employer.

ACRA’s post-registration guide identifies the steps a registered business should take before hiring, including obtaining a CPF Submission Number (CSN) where necessary, and understanding employer obligations.

A sole proprietor remains personally liable for the business’s debts in the ordinary sole-proprietor structure; ACRA’s business structure comparison explains that it is not a separate legal entity from the owner.

Do not offer a job in the name of a business you have not properly established. You need a clear employer identity before completing payroll setup.

Step two: decide whether the role is employment or contracting

A contract of service creates an employer–employee relationship. A contract for service is an agreement to purchase work from an independent provider. MOM says no single decisive test separates the categories.

Key factors include who controls how work is done, who owns tools and materials, who provides work, who bears commercial risk and whether the person operates a business on their own account.

Consider an invented Punggol shop assistant who attends fixed shifts, uses the employer’s till, follows instructions and is paid hourly for work. Labelling that person “freelance counter support” would not settle the legal relationship.

By contrast, a genuinely independent graphic designer contracted to deliver a brochure for a fixed fee and responsible for their own operating methods can have a different relationship. Employee leave and employer CPF cannot be assumed for that genuine service contract.

Use MOM: Contract of Service versus Contract for Service before deciding whether to handle the person through employee payroll or a contractor purchase process.

Step three: prepare a job description someone can actually understand

A good advertisement states the main duties, worksite, working days, skills required and genuine compensation structure. “Operations executive, attractive salary, islandwide duties” is too vague for a person whose family schedule or training needs are important.

For a cashier, identify whether the role includes stock receipt, closing counts, customer escalations or weekend shifts. For an office coordinator, identify systems, reporting and the extent of authority. For a technical employee, specify equipment, supervision and safety prerequisites.

Separate mandatory qualifications from things an employer can teach. A new staff member may learn your internal software but still need basic record accuracy and communication at the start.

If the business has several sites, disclose the ordinary location and foreseeable travel arrangements. Punggol MRT and Punggol Coast are not the same destination, and a candidate may choose the job precisely because it is near home.

Clear tasks improve recruitment quality and become a useful reference when onboarding and evaluating work.

Step four: check the correct wage standard before advertising

Singapore has no single national minimum wage applicable to every job, but employers may be bound by the Progressive Wage Model (PWM), Local Qualifying Salary (LQS) and sector or occupation-specific requirements.

From 1 July 2026, MOM’s LQS for qualifying full-time local workers in relevant firms hiring foreign employees is S$1,800 gross monthly, with a separate S$10.50 part-time hourly requirement. Certain PWM jobs have higher floors.

A covered retail assistant/cashier has a published minimum starting 1 September 2026 of S$2,435 eligible monthly gross excluding overtime; a covered quick-service counter attendant has a different food-service requirement starting July 2026.

The right floor depends on actual duties, employer coverage, classification and dates, not the shop’s address. An employer should not choose the lowest number from several tables.

For a full explanation of published 2026 wage rows, use our Punggol PWM and LQS guide.

Step five: do not treat the headline monthly pay as total employer cost

An offer of S$4,000 monthly basic salary may require employer CPF for an eligible Singapore Citizen or PR, plus SDL, paid leave provisioning and other employment-related costs. The worker’s employee CPF is deducted from applicable wages; the employer CPF is a separate statutory employer payment.

For the standard 2026 rate group of an eligible Singapore Citizen aged 55 or below with relevant ordinary monthly wages above S$750, the employer share is 17% and the employee share is 20%. These rates vary by age and status, including graduated PR contribution rules.

The 2026 Ordinary Wage ceiling is S$8,000, and additional wages have separate annual ceiling rules. Do not apply the standard percentage to every person regardless of age and salary.

Use the CPF Board’s current contribution guide and calculator for the actual person.

Employees should receive the contractual gross compensation and correct payslip treatment, while the employer budgets the separate statutory share.

Worked example: the true minimum budget for one S$4,000 employee

Imagine a new Punggol administrative employer hires a hypothetical eligible Singapore Citizen aged 30 with S$4,000 Ordinary Wages monthly and no other wage components. Assume the standard 2026 CPF rates.

• Contracted monthly gross wage: S$4,000.
• Employee CPF (20%): S$800, withheld from eligible wages.
• Simplified employee salary paid after that CPF, before any other deductions: S$3,200.
• Employer CPF (17%): S$680, separate from the employee’s S$4,000 gross wage.
• Employer SDL for a S$4,000 monthly wage: S$10 before any organisation-wide rounding effects.

The simplest direct employer outlay in this example is S$4,000 + S$680 + S$10 = S$4,690 per month before insurance, leave provisioning, equipment, recruitment, worksite costs, training and other legitimate expenses.

That is not an official complete employment-cost quote or a tax computation. An employee of a different age, citizenship/PR status or wage type can produce different contributions, and employer SDL is totalled and rounded according to official rules.

It shows why a small business with S$4,000 available monthly cannot sustainably promise a S$4,000 salary without additional funds for employer obligations.

How the Skills Development Levy works in 2026

The CPF Board’s SDL page says the Skills Development Levy is compulsory for all relevant employees working in Singapore, including foreign employees, in addition to employer CPF where CPF applies.

The levy is 0.25% of monthly total wages for each employee, with a S$2 minimum for a worker earning less than S$800 monthly and an S$11.25 maximum for wages above S$4,500.

Calculate SDL for each worker, sum the amounts across employees and round down the total to the nearest whole dollar. The per-employee cap does not mean you round each person’s amount separately before adding.

SDL is collected by the CPF Board on behalf of the Skills and Workforce Development Agency (SWDA). That agency was created in July 2026 through the merger of SkillsFuture Singapore and Workforce Singapore; older guides may still use the previous names.

SDL is an employer cost, not an optional deduction from the worker’s agreed salary. It supports workforce upgrading through the relevant skills development system.

SDL calculations for three different employees

Consider a hypothetical small Punggol business with three eligible employees earning monthly total wages of S$650, S$2,000 and S$5,000.

The first employee attracts the S$2 minimum because 0.25% of S$650 is only S$1.625. The second employee’s levy is S$2,000 × 0.25% = S$5. The third employee’s levy is capped at S$11.25 instead of S$12.50.

The sum before organisation-wide rounding is S$2 + S$5 + S$11.25 = S$18.25, so the total SDL payable after rounding down to the nearest dollar is S$18 under the published method.

This is based on the CPF Board’s SDL calculation examples. It is not a pay deduction from any of those employees.

The example is useful because it shows that a part-time worker, high-wage employee and foreign employee all require SDL assessment under the relevant criteria.

Obtain the CPF Submission Number before payday

ACRA’s post-registration checklist instructs employers planning to hire staff to obtain a CPF Submission Number, which is used to submit and pay CPF contributions.

Set up authorised access and confirm that the person responsible for payroll can use the required CPF Board service. A business owner should not share personal Singpass credentials with an unverified assistant or recruitment agent.

CPF EZPay supports employer submissions. Consider whether a professional payroll provider is appropriate, but retain responsibility for verifying the wage data and legal employer identity.

Know the month to which wages relate, the correct contribution rates and any changes such as new hires, resignation, part-time changes or bonuses.

Accurate CPF submission begins with correct payroll records. A software-generated number does not excuse misclassifying wages.

When are employer CPF contributions due?

CPF Board explains that employer CPF is due at the end of each calendar month and that enforcement action can apply for amounts unpaid after the 14th of the following month, or the next working day when the 14th falls on a weekend or public holiday.

This distinction is often collapsed into a vague “pay CPF by the 14th” rule. Employers should aim to pay correctly and promptly, rather than treat the enforcement trigger as a reason to delay without purpose.

If ordinary wages change in a month, compute contributions for the correct wage period. CPF’s classification of Ordinary Wages and Additional Wages matters when a bonus or irregular incentive is paid.

The CPF Board’s wage definition guide explains the OW and AW distinctions and applicable ceilings.

Employees can view contributions in their own CPF transaction history after posting. A good employer investigates discrepancies promptly instead of asking staff to use personal Singpass access on the employer’s behalf.

Issue written key employment terms

MOM requires written Key Employment Terms (KETs) for employees who meet the relevant conditions: a contract of service entered on or after 1 April 2016, coverage under the Employment Act, and a contract lasting fourteen days or more.

MOM’s contract explanation says qualifying written KETs must be issued within fourteen days after employment begins. Employers can prepare the terms earlier, which reduces misunderstandings.

The KET checklist includes the employer and employee name, main duties, employment start, fixed-term duration if relevant, normal work hours and rest days, basic pay, fixed allowances and deductions, leave, medical benefits, probation and notice where applicable.

Place of work is an optional KET when different from the employer address, but MOM strongly encourages including it. In Punggol this can prevent confusion between a town-centre outlet and Punggol Coast premises.

A contract can contain more generous terms, but should not promise something the employer has not authorised or budgeted to deliver.

Every employee needs an understandable pay period

MOM says employees covered by the Employment Act generally must receive salary at least monthly and within seven days of the end of the salary period. Where statutory overtime applies, its payment deadline is separately tied to the overtime period.

A new employer should specify whether monthly pay runs from the first to last calendar day or uses another agreed period. Explain how an employee beginning partway through a month will be paid.

Payroll should show basic salary, fixed allowances, variable commissions or incentives when earned, approved overtime, lawful deductions and net salary. Reimbursements for genuine company expenses should be clearly distinguished from wages.

Do not use cash payments without records merely because the business is small. Employees need evidence of what was earned, and employers need an auditable explanation.

The MOM paying salary page and incomplete-month calculator are appropriate official starting points.

Provide itemised payslips when required

MOM requires employers to provide itemised payslips to employees covered by the Employment Act. The statement includes specified fields, such as employer and employee names, salary period, basic pay, allowances, deductions and net salary, with overtime detail where applicable.

MOM’s payslip rules say payslips should be given together with salary; if that is not possible, within three working days after payment. At relevant termination or dismissal, payslips accompany outstanding salary.

Payslips may be electronic or paper-based. A small business can use suitable payroll software or a compliant record, but it should be clear and accurate.

MOM also requires retention of employment and salary records for specified periods. For current staff, it identifies at least the latest two years; for former employees, the last two years should be kept for one year after departure.

Do not store unprotected payroll records in a shared folder visible to every staff member. Salary records contain personal data and should be handled appropriately.

Set up time recording before the first shift

Working hours, overtime, public holidays and rest days can create different wage obligations. A reliable payroll process needs to distinguish scheduled duties from actual work, lawful breaks and approved additional time.

For a shop, the employee may arrive before doors open and remain after closing to complete counts. If those activities are required work, the employer cannot simply ignore them because the advertised store hours are shorter.

For a small office, an employee might work from home occasionally or attend an offsite client meeting. Establish how working time, travel for required duties and expenses are recorded according to the actual arrangement.

Part IV Employment Act overtime rules apply only to particular categories, with basic-salary thresholds and other conditions. Do not automatically apply 1.5-times overtime to every professional—or withhold it from covered employees.

Our Punggol shift-roster guide explains the separate Part IV time system.

Decide whether Work Injury Compensation insurance is compulsory

MOM’s work injury compensation insurance page says employers must buy appropriate WIC insurance for all employees doing manual work regardless of salary and all employees doing non-manual work earning S$2,600 or less monthly under the stated wage definition.

The requirement covers local and foreign employees. For the non-manual threshold, MOM excludes overtime, bonus, annual wage supplement, productivity incentive and allowances from the specified salary measure.

The compulsory policy must be issued by a designated insurer and meet MOM’s terms. MOM advises finalising coverage and supplying required information sufficiently before the policy begins.

Employers who are not legally required to insure a higher-paid non-manual worker may still owe WICA compensation for qualifying accidents. No compulsory-insurance requirement does not mean no employer injury responsibility.

A small business should examine the actual job’s physical tasks, not assume an “admin assistant” never lifts goods or performs manual duties.

Safety training belongs before independent work

MOM’s Workplace Safety and Health Act responsibilities describe employers’ duties to provide a safe workplace, appropriate instruction, supervision and training.

A retail business may need safe stock movement and cleaning procedures. A food service may need hygienic food handling and hot-surface controls. A technical services business may require specialist training, protective equipment and authorised equipment operation.

Employees should know how to report hazards and injuries. Do not wait until a new recruit is hurt before deciding who keeps the first-aid kit or how a dangerous customer incident is handled.

Some work requires licenses or formal competence that cannot be replaced by a quick verbal demonstration. Identify those before recruitment.

A responsible employer does not ask a new worker to “just try” a dangerous machine, electrical system or high-risk task without proper authority and training.

Data protection: even a first employee creates records

A business hiring its first worker begins collecting personal data such as identity details, contact information, bank information and potentially medical or leave records. It may already hold customer data too.

The Personal Data Protection Act (PDPA) imposes obligations on organisations within its scope to handle personal data appropriately. ACRA’s post-registration guide reminds registered organisations to appoint a Data Protection Officer (DPO).

In a small company, the DPO function does not automatically require a full-time new employee. The organisation must identify a responsible person, publish or make available the appropriate business contact details and implement suitable policies.

Restrict access to payroll, identity documents and leave records. Use strong authentication, secure storage and appropriate retention and deletion processes.

If the business uses AI systems to draft HR messages, the next step is to check whether identifiable personal data would be exposed. An automated writing assistant does not excuse privacy or confidentiality duties.

Fair hiring starts before a person signs the contract

TAFEP’s fair recruitment guidance tells employers to assess applicants on job-related merit, qualifications, knowledge, skills and experience rather than unrelated stereotypes.

An advertisement should describe genuine requirements. A young parent may be able to meet a specified schedule just as another applicant can; do not assume ability based solely on family status. Where weekend duty is essential, disclose the actual requirement and ask whether candidates can meet it.

Maintain an understandable interview process and a record of why the selected person fits the role. A small employer does not need a complex corporate scoring system to be fair.

If the company plans to hire a foreign EP or S Pass applicant, the Fair Consideration Framework and work-pass criteria may require additional steps. The employer must check the actual pass before work begins.

See our Punggol work-pass guide for the current 2026 and upcoming 2027 criteria.

What changes if your first employee is foreign?

The employee’s immigration authorisation is a separate compliance requirement. An EP, S Pass or Work Permit has its own eligibility, employer application process and, where applicable, quota or levy obligations.

SDL is payable for relevant foreign employees too, but ordinary CPF generally does not apply to workers who are neither Singapore Citizens nor PRs. Do not manufacture employee CPF deductions for a work-pass holder because the payroll program has a standard local default.

The foreign-worker levy is an employer obligation and cannot be lawfully deducted from the worker’s salary as if it were ordinary employee tax.

Ensure the correct work pass is issued before the employee begins work. A signed offer or an email from a recruiter is not itself a work pass.

Foreign employees may also trigger insurance, housing, repatriation, medical and other obligations depending on the pass and sector. Use the actual MOM pass pages rather than a one-page checklist covering all foreign-worker categories.

First-week onboarding should produce actual competence

A new employee needs more than a login and a cheerful welcome. Give them a clear supervisor, assigned duties, a process for asking questions and relevant safety or customer-service training.

Ask the new recruit to complete one low-risk, repeatable task correctly under supervision. Then review how the task was done, where uncertainty appeared and which next responsibility is appropriate.

A worker in a small Punggol shop may learn cash handling and safe closing procedures. An office administrator may learn how to protect customer records and escalate an incomplete application. A technician needs the correct authorisation and supervision before dangerous tasks.

Set a date for reviewing work quality and whether the scheduled hours match the agreement. A new recruit should not discover halfway through probation that the employer uses a completely different shift from the one advertised.

Our first 90 days at a Punggol job guide covers the employee’s corresponding responsibilities.

Three monthly checks that protect the employer

Payroll check: compare agreed terms, attendance records, salary components and itemised payslip, then calculate CPF and SDL correctly. If a figure changes from the contract, confirm why and who authorised it.

Safety check: ask whether any task, work area or incident revealed a new risk. Record a suitable corrective action rather than assuming no injury means everything is safe.

Work-quality check: review one or two relevant outcomes and training needs. The employee may be learning steadily while a manager sees only short-term mistakes. Useful feedback prevents repeated problems.

A small business owner can schedule these checks on the same date every month without turning every employee interaction into a formal tribunal.

The aim is reliable operations. Good records also make future recruitment, wage review and official submissions easier.

A realistic cost model for a Punggol service employer

Suppose an invented company expects its first support employee to produce approximately S$7,500 of monthly billable client service revenue when fully trained. The company contracts a S$4,000 monthly wage in the standard 2026 young-citizen CPF example above.

The direct salary plus employer CPF plus SDL estimate is S$4,690. That leaves a simple S$2,810 difference before allocating rent, equipment, utilities, software, insurance, manager time, paid leave, marketing, business tax and other costs.

That S$2,810 is not the company’s profit. It is merely the difference between invented billed revenue and three direct employment amounts.

If the employee takes time to learn, the business may earn less than S$7,500 at first. A sustainable employer should budget for that learning period without expecting an untrained worker to immediately produce the revenue of an experienced hire.

Do not make the hiring decision using only a spreadsheet that assumes perfect demand and no holidays.

A first employee is a long-term responsibility, not a one-month purchase

The company owes lawful payroll, fair treatment and safety even when a project ends or customer demand slows. There may be contractual notice and termination obligations that extend beyond the first wage cycle.

A business should estimate a realistic reserve for salary, employer contributions and essential operating costs during a low-revenue period. There is no universal legally sufficient “number of months of payroll reserve” for every small business, but cash planning is commercially responsible.

If cash flow depends on invoices from one large customer, assess what happens if that customer pays late. The staff member still needs salary according to the applicable payroll rules.

Consider whether a genuine independent contractor, a properly structured part-time employee or a full-time position is appropriate for the actual work. Do not reclassify an employee merely to reduce cost.

As the company grows, staff training, proper delegation and internal controls become more important, not less.

A fourteen-day hiring preparation plan

Days 1–2: check the legal employer, operating address and actual role. Confirm the business has the necessary professional or premises permissions.

Days 3–4: establish the fair selection criteria, real working hours, job scope and applicable wage floor. Prepare the salary and benefits budget.

Days 5–6: confirm whether the role is employment; prepare written terms and a safe recruitment channel. Verify a foreign candidate’s correct work authorisation if applicable.

Days 7–8: arrange your CPF Submission Number, contribution process and SDL calculation. Review payroll software and secure employee records.

Days 9–10: determine compulsory WIC insurance, workplace safety instruction, equipment and required professional training.

Days 11–12: prepare the induction plan, reporting supervisor, attendance method, payslip process and an appropriate DPO contact.

Days 13–14: run a test payroll with fictional data and check the contract, legal obligations and funding are consistent. Start the actual employee only with appropriate employment authorisation.

This timeline is an editorial preparation sequence, not an official promise that all registrations or approvals take fourteen days. Statutory issue and filing deadlines still apply independently.

Frequently asked questions

Must a Punggol business have many employees before employer laws apply?

No. Obligations can begin with the first employee. Coverage and specific requirements depend on employment status and actual circumstances, not workforce size alone.

Does a first employee always receive a written KET form?

Qualifying employees under the Employment Act with relevant contracts lasting at least fourteen days must receive written KETs within fourteen days after employment starts. A written agreement earlier is prudent.

Can the owner just pay cash without a payslip?

Employment Act-covered employees have itemised payslip requirements. A small employer should record wages and provide the relevant information even if payment is not through an elaborate payroll platform.

Is employer CPF deducted from the employee’s gross salary?

No. Employer CPF is a separate employer contribution. Eligible employee CPF is deducted from wages under the applicable rules.

Do I need a CPF Submission Number?

ACRA and CPF Board identify the CSN as part of preparing an employer to submit and pay relevant CPF contributions.

How much SDL is payable for one S$4,000 monthly employee?

The preliminary SDL calculation is 0.25% × S$4,000 = S$10, within the statutory minimum and maximum; apply the final employer-wide rounding rule.

Does SDL apply to foreign employees?

Yes. CPF Board states SDL applies to relevant local and foreign employees working in Singapore, unlike ordinary CPF eligibility.

Do employees pay SDL from their salaries?

SDL is an employer levy, not an ordinary salary deduction imposed on the worker.

Does every business employee need WIC insurance?

MOM requires it for all manual workers and qualifying non-manual workers earning S$2,600 or less under the prescribed definition. WICA liability can exist beyond compulsory insurance categories.

Can a first-year PR use the standard 20% employee CPF rate?

Do not assume so. PR contribution arrangements can differ in the first and second years; use the current CPF calculator.

Does a company have to hire a separate full-time DPO?

The organisation must appoint a responsible DPO under PDPA requirements. The size and structure of the organisation affect how the function is staffed; consult current PDPC guidance.

Can I call my cashier an independent contractor instead?

Classification depends on the real contract and employment relationship. A label alone cannot remove statutory employee rights or employer obligations.

Can a foreign employee begin while the pass application is pending?

Do not assume so. The applicable work authorisation and MOM instructions determine when lawful work may begin.

Must I give every worker the same leave or overtime pay?

Apply the actual Employment Act and other scheme coverage, plus the person’s contract. Some statutory provisions depend on role, wages, service and status.

What if my payroll calculation looks wrong?

Reconcile the agreement, attendance, wage month, CPF calculation, SDL and payslip. Use official MOM/CPF guidance or suitable professional advice rather than changing the number arbitrarily.

Official source desk and limitations

Verified for October 2026: ACRA’s employer setup and DPO guidance; MOM’s KET and payslip requirements, salary timing, PWM/LQS and WICA insurance rules; CPF’s CSN, contribution rates, wage definitions and SDL calculation including its S$2 minimum/S$11.25 maximum; and the separation between employee and independent contractor.

Illustrations: all S$4,000 salaries, S$4,690 direct employer costs, S$7,500 billings and payroll samples are invented. They are not actual Punggol wage offers or a complete cost quotation. Every employer should calculate based on the real worker, wage period and sector.

• ACRA: Employer obligations after incorporating a company
• ACRA: Employer checklist for a sole proprietorship
• MOM: Contract of service and employee status
• MOM: Written Key Employment Terms
• MOM: Itemised payslips
• MOM: Paying salary
• CPF Board: Current employer CPF rules
• CPF Board: Wages classification
• CPF Board: Skills Development Levy
• MOM: Work Injury Compensation insurance
• MOM: WSH duties
• TAFEP: Fair Employment Practices
• MOM: Progressive Wage Model and LQS
• Working in Punggol article archive