Do away with practice of giving red packets to workers in funeral industry
The Corrupt Practices Investigation Bureau was right in taking firm action against funeral directors and National Environment Agency employees at Mandai Crematorium over the giving of red packets in return for preferential treatment ("CPIB issues warnings to staff from NEA, funeral firms over red packets given to ‘smoothen’ cremations"; Sept 19).
Any acceptance of gifts and entertainment by public officers in return for favours constitutes a corrupt act under the law.
The case has put the spotlight on the practice of giving and receiving red packets within the funeral profession, which we should consider changing.
Some have argued that this is a token of appreciation, akin to giving a tip for good service. Others have stated that this is Chinese customary practice as a gesture to ward off bad luck.
First, there is no historical basis for red-packet gifts during a funeral. Modern Chinese funerary rituals have their origins in the writings of Zhu Xi (朱熹), a historian and philosopher of the Song dynasty.
In his work “Family Rituals” (家礼), there was no mention of red packets as a means to ward off bad luck arising from the handling of the deceased or the funeral.
The auspicious nature of a red packet was thus conflated and conveniently imposed within the larger parameters of Chinese culture for us to better navigate our relationship with the dead and unknown.
Second, different staff members are involved at different stages of the funeral process, from the transfer of the deceased to embalming to the day of the funeral service. If we are sincere about mitigating the inauspicious nature of the job, this would have to involve more than one red packet.
Funeral service is physically and emotionally demanding work. For that, we must be appreciative of the commitment and expertise of funeral operators.
Thus, there has to be a better way to reward the many dedicated funeral professionals in our midst. The practice of gifting a red packet should be rightfully replaced by fundamental reform of the remuneration structure of funeral staff in Singapore. This can come in three forms:
Instituting regular bonuses under the employment contract to recognise excellent and consistent performance;
Providing an option for appreciative families to include a tip during the final bill payment, placed into a pool to be distributed among staff members at the end of each month;
Tying annual increments to basic wage levels, as part of the licensing requirements of funeral companies, a practice presently adopted by the security and cleaning sector.
To attract mid-career and younger professionals, fundamental changes to remuneration policies and structures are more pivotal to retaining talent and dedication throughout this noble profession.
A red packet is, as most have rightly pointed out, a gesture but not the solution.
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