Employment Act (General)

Question 1

Who is covered in the employment act?

a) Any Employee working under a contract of service with an Employer
b) Local and Foreign Employees
c) employed in the following term Full-time, Part-time, Temporary, Contract
d) paid in the following basis: Hourly, Daily, monthly
e) all of the above
f) none of the above

Answer 1

E

Question 2

Who is not covered in the employment act?

a) Seafarer
b) Domestic worker
c) Statutory board Employee or Civil Servant
d) none of the above
e) all of the above

Answer 2

E

Question 3

Define(workman)

a) Someone whose work involves mainly manual labour
b) Someone whose work involves mainly automatic labour

Answer 3

A

manual labour: artisans and apprentices

Operates or maintains commercial vehicles with passengers

Supervises manual workers, but also performs manual work more than half
their working time
 Has a job specified in the First Schedule of the Employment Act, namely:
o Cleaner
o Construction worker
o Labourer
o Machine operator and assembler
o Metal and machinery worker
o Train, bus, lorry and van driver
o Train and bus inspector
o Workman employed at piece rates at an Employer’s premise

Question 4

Who is a manager or executive?

a) Employees with executive and supervisory functions
b) professionals with tertiary education and specialised knowledge or skills
c) non-executive and supervisory functions
d) a,b
e) a,c

Answer 4

D

Question 5

If Children aged less than 13 years, which type of work setting are they allowed to work?

a) non-industrial setting
b) industrial setting
c) none of the above
d) all of the above

Answer 5

C

Question 6

If children aged 13 to less than 15 years,
which type of work setting are they allowed to work?

a) non-industrial setting
b) industrial setting
c) none of the above
d) all of the above
e) yes, non industrial setting and no, industrial setting
f) no, non industrial setting and yes, industrial setting

Answer 6

E

non-industrial setting: yes, for light duties only

industrial setting: No, unless working with family members

Question 7

If young persons aged 15 to less than 16 years, which type of work setting are they allowed to work?

a) non-industrial setting
b) industrial setting
c) none of the above
d) all of the above
e) yes, non industrial setting and no, industrial setting
f) no, non industrial setting and yes, industrial setting

Answer 7

D

yes, non-industrial setting

industrial setting: employers must notify MOM and submit a medical report

Question 8

Define(contract of service)

a) Employer-Employee relationship
b) employment terms and condition
c) certain terms and essential clauses(work hours, job scope)
d) all of the above
e) none of the above

Answer 8

D

Question 9

How does contract of service work?

a) One person agrees to employ another as an Employee
b) The other person agrees to serve the Employer as an Employee
c) all of the above
d) none of the above

Answer 9

C

Question 10

How are contract of service agreement formed?

a) writing
b) verbal
c) expressed
d) implied
e) letter of appointment or employment, or an apprenticeship agreement.
f) none of the above
g) all of the above

Answer 10

G

The contract should be written to minimise dispute

Question 11

Define(contract for service)

a) independent contractor
b) engaged for a fee to carry out an assignment or project
c) all of the above
d) none of the above

Answer 11

C

self-employed person or vendor

Question 12

What is the key difference between contract of service and contract for service?

a) Employer-Employee relationship vs client-contractor relationship
b) Employees does business for the Employer vs Contractor carries out business on their own account
c) none of the above
d) all of the above

Answer 12

D

Employer-Employee relationship vs client-contractor relationship

Employees does business for the Employer vs Contractor carries out business on their own account

Covered under the Employment Act vs Not covered under the Employment Act

Includes terms of employment such as working hours, leave benefits etc. vs Statutory benefits do not apply

Question 13

What are some of the factors that decides employment contract?

a) Control
b) Ownership of factors of production
c) Economic considerations
d) authority
e) influence
f) a,b,e
g) a,b,c

Answer 13

G

Control
o Who decides on the recruitment and dismissal of Employees? o Who pays for Employees’ wages and in what ways?
o Who determines the production process, timing and method of
production?
o Who is responsible for the provision of work?
 Ownership of factors of production
o Who provides the tools and equipment?
o Who provides the working place and materials?
 Economic considerations
o Is the business carried out on the person’s own account or is it for the
Employer?
o Can the person share in profit or be liable to any risk of loss? o How are earnings calculated and profits derived?

Question 14

What is the purpose of including KET and items in a payslip?

a) to better understand how their salary is calculated and their employment terms and benefits
b) minimise misunderstandings and disputes at the workplace.
c) all of the above
d) none of the above

Answer 14

C

Question 15

What are the items that needs to be issued to the employee?

a) Issue KETs
b) Issue test kit
c) Issue itemised pay slips
d) Maintain employment records
e) a,c,d

Answer 15

E

Question 16

What are the things to be included when issuing KET (written form)?
a) Enter into a contract of service on or after 1 April 2016.
b)Are covered by the Employment Act
c) Are employed for 14 days or more. This refers to the length of contract, not
the number of days of work.
d) all of the above
e) none of the above

Answer 16

D

Question 17

When are key employment terms usually written?

a) 10 days
b) 12 days
c) 14 days

Answer 17

C

Question 18

How should Key employment terms be formatted?

a) soft copy
b) hard copy

Answer 18

a/b (usually in written form)

leave policy, medical benefits, can be
provided in employee handbook or company intranet

Question 19

Which of the following item should not be included in the manager/executive’s KET (key employment term)?

a) Full name of Employer, Full name of Employee.
b) Job title, main duties and responsibilities.
c) the Start date of employment, Duration of employment (if Employee is on fixed-term contract).
d) Working arrangements
e) Salary period.
f) Basic salary.
g) Fixed allowances.
h) Fixed deductions.
i) Overtime payment period (if different from item 7 salary period).
j) Overtime rate of pay.
k) Other salary-related components( bonuses and incentives)
L) type of leave (medical, annual, maternity, outpatient sick, hospitalisation and childcare)
M) Probation period
n) notice period
o) j,k

Answer 19

item 11&12
Overtime payment period (if different from item 7 salary period).

Overtime rate of pay.

O

itemised slip

1
Full name of Employer.
2
Full name of Employee.
3
Job title, main duties and responsibilities.
4
Start date of employment.
5
Duration of employment (if Employee is on fixed-term contract).
6
Working arrangements, such as:
 Daily working hours (e.g. 8.30am - 6pm).
 Number of working days per week (e.g. six).
 Rest day (e.g. Saturday).
7
Salary period.
8
Basic salary.
For hourly, daily or piece-rated workers, Employers should also indicate the basic rate of pay (e.g. $X per hour, day or piece).
9
Fixed allowances.
10
Fixed deductions.
23
11
Overtime payment period (if different from item 7 salary period).
12
Overtime rate of pay.
13
Other salary-related components, such as:  Bonuses
 Incentives
14
Type of leave, such as:
 Annual leave
 Outpatient sick leave
 Hospitalisation leave
 Maternity leave
 Childcare leave
15
Other medical benefits, such as:
 Insurance
 Medical benefits
 Dental benefits
16
Probation period.
17
Notice period.

Question 20

When should itemized payslips be given to employees?

a) Give together with payment to Employee
b) If unable to give together, to be given within 3 working days of payment
c) In the case of termination or dismissal, must give payslip
together with outstanding salary
d) a,b,c
e) a,c

Answer 20

D

Question 21

If overtime pay does not apply to the Employee, which of the following items need not be included in itemised payslips?

a) Full name of Employer, Full name of Employee, Basic salary
b) Start and end date of the salary period, Allowances paid for salary period
c) Any other additional payment for each salary period, Deductions made for each salary period
d) Overtime hours worked
e) Overtime pay
f) Start and end date of the overtime payment period (if different from item 5 start and end date of salary period).
g) Net salary paid in total.
h) d,e,f

Answer 21

H

items need not be included

9
Overtime hours worked.
10
Overtime pay.
11
Start and end date of the overtime payment period (if different from item 5 start and end date of salary period).

Items(to be included) 
1
Full name of Employer
2
Full name of Employee
3

Date of payment (or dates, if the pay slips consolidates multiple payments)
4
Basic salary
For hourly, daily or piece-rated workers, indicate all of the following:
 The basic rate of pay, e.g. $X per hour
 Total number of hours or days worked or pieces produced
5
Start and end date of salary period.
6
Allowances paid for salary period, such as:
 All fixed allowances, e.g. transport
 All ad-hoc allowances, e.g. one-off uniform allowance
7
Any other additional payment for each salary period, such as:
 Bonuses
 Rest day pay
 Public holiday pay
8
Deductions made for each salary period, such as:
 All fixed deductions (e.g. Employee’s CPF contribution).
 All ad-hoc deductions (e.g. deductions for no-pay leave, absence from work).
12
Net salary paid in total.

Question 22

What are the two categories that an employer must maintain in their employment record?

a) employees
b) salary
c) sales & profit
d) expenses
e) a,b
f) c,e

Answer 22

E

Question 23

How long must an employer maintain the employment record for current or former employees?

a) 2 years
b) 2 years, 5 months
c) 2 years, 2 years (1 year after the employee leaves employment)

Answer 23

C

Question 24

What are the items to be included in the employee’s record?

a) Address
b) NRIC number. For non-citizens, work pass number and expiry date.
c) Date of birth
d) date of start and leaving employment
e) Working hours (duration of meals, tea breaks)
f) Dates and other details of public holidays and leave taken
g) all of the above
h) none of the above

Answer 24

G

Question 25

Which of the following does not attract administrative penalties under the Employment Act?

a) failure to pay employee’s salary on time
b) Failure to issue itemised payslips
c) Failure to issue KETs in writing

Answer 25

A

1. Failure to issue itemised payslips
2. Issuance of inaccurate or incomplete payslips
3. Failure to issue KETs in writing
4. Issuance of inaccurate or incomplete KETs
5. Failure to maintain detailed employment records
6. Provision of inaccurate information to the Commissioner for Labour or
   inspecting officers without the intent to defraud and mislead

Question 26

Under Part IV of the Employment Act,
which of the following benefits is an employee entitled to?

a) breaks
b) overtime pay
c) rest days
d) regulated work hours
e) all of the above
f) none of the above

Answer 26

E

Question 27

Who is NOT covered under Part IV of the Employment Act?

a) A workman earning a basic monthly salary of not more than $4,500
b) A non-workman earning a basic monthly salary of not more than
$2,600
c) covers manager and executive

Answer 27

C

Question 28

How many days of work must an employee do within a week in order to be covered under the employment act?

a) 3
b) 5
c) 7

Answer 28

C

A continuous period of 7 days starting from Monday and ending on Sunday.

Question 29

Which of the following is included in the working hours of an employee?

a) rest
b) carry out assigned duties
c) tea breaks
d) meals

Answer 29

B

Question 30

When are break times given to employees?

a) If an employee is required to do continuous work for up to 8 hours,
b) If an employee is required to do continuous work for up to 6 hours,
c) 4 Hours
d) a,b

Answer 30

D

Question 31

What is contractual working hours?

a) the hours that an Employee and Employer have agreed to in the contract of service
b) the hours that an employee and employee have agreed to in the contract of service
c) the hours that a service provider and Employer have agreed to in the contract of service

Answer 31

A

Question 32

If a worker works 5 days or less a week, what is the contractual hours of work?

a) Up to 9 hours per day or 44 hours a week
b) Up to 3 hours per day or 30 hours a week
c) Up to 9 hours per day or 23 hours a week

Answer 32

A

Question 33

If a worker works more than 5 days a week, what is the contractual hours of work?

a) Up to 8 hours a day or 44 hours a week
b) Up to 6 hours a day or 40 hours a week
c) Up to 3 hours a day or 20 hours a week

Answer 33

A

Question 34

If a worker does shift work, the average working hours over any continuous period of three weeks are not more

a) 66 hours
b) 30 hours
c) 44 hours

Answer 34

C

Question 35

What is maximum hours of work is an employee allowed to work?

a) 12 hours
b) 10 hours
c) 8 hours

Answer 35

A

Question 36

Under what circumstances is an employee allowed to work for more than 12 hours?

a) An accident or threat of accident
b) Work that is essential to the life of the community, national defence or
security
c) Urgent work to be done to machinery or plant.
d) An interruption of work that was impossible to foresee
e) all of the above
f) none of the above

Answer 36

E

Question 37

If an employee is working overtime within a day, what is the maximum hours that they can work?

a) 18 hours
b) 12 hours
c) 14 hours

Answer 37

C

Question 38

What are the maximum hours of work that an employee can work overtime within a month?

a) 24 hours
b) 36 hours
c) 72 hours

Answer 38

C

Question 39

What are the things that are not included in the 72-hour overtime limit?

a) Work on rest days
b) public holidays
c) pay
d) job scope
e) a,b

Answer 39

E

things(counted in 72 hours overtime)

work done beyond the usual daily working hours on those days

Question 40

How should rest days be written out between employer and employee?

a) Employers should determine the rest days in advance, and inform their Employees before the start of each month.
b) Rest days should be provided per the contractual hours of work.
c) An Employer must provide an Employee with at least 1 rest day per week. A rest day comprises 1 whole day (midnight to midnight). It is not a paid day
d) all of the above
e) None of the above

Answer 40

D

Question 41

For shift workers, how is rest day being communicated between employee and employer?

a) continuous period of 30 hours
b) continuous period of 50 hours
c) continuous period of 20 hours

Answer 41

A

eg. A 30-hour rest period that starts before 6pm on a Sunday is considered as 1 rest day within the week, even if it extends into the Monday of the following week.

Question 42

How many entitled paid public holidays are there in an employment act?

a) 11 days
b) 2 days
c) 8 days

Answer 42

A

Question 43

If an employee is required to work on a public holiday, who should an employee be paid and given a holiday entitlement?

a) employee (an extra day’s salary) and a full day off
b) Managers and Executive
c) Workmen earning more than $4,500/month
d) Non-workmen earning more than $2,600/month
e) all of the above
f) none of the above

Answer 43

E

Question 44

An employee is entitled to his/her gross rate of pay on a public holiday, if

a) He/she is not absent on a working day immediately before or after a
holiday without consent or a reasonable excuse.
b) He/she is on authorised leave (e.g. sick leave, annual leave, unpaid leave) on
the day immediately before or after a holiday.
c) none of the above
d) all of the above

Answer 44

D

Question 45

The Employee is not entitled to holiday pay if the holiday falls on a day when

a) he/she is on approved unpaid leave.
b) he/she is on approved paid leave.

Answer 45

A

Question 46

If the holiday falls on a non-working day or off day, the Employer needs to do one of the following:

a) Compensate the Employee with an extra day’s pay in lieu of that holiday
b) Give the Employee another day off as a holiday.
c) none of the above
d) all of the above

Answer 46

D

Question 47

Salary refers to remuneration that includes

a) allowances
b) paid for work done under a contract of service
c) bonus
d) travel allowance
e) a,b
f) c,d

Answer 47

E

Question 48

Salary does not include:

a) The value of accommodation, utilities or other amenities
b) Pension or provident fund contribution paid by the Employer
c) Travelling allowance
d) Payments for expenses incurred during work
e) Gratuity payable on discharge or retirement
f) Retrenchment benefits
g) all of the above
h) none of the above

Answer 48

G

Question 49

An Employee’s salary is subject to

a) negotiation and agreement between the Employer and Employee
b) the Employee’s trade union.
c) all of the above
d) none of the above

Answer 49

C

Question 50

What does the monthly gross rate of pay not include?

a) Additional payments (overtime, bonus, annual wage supplement).
b) Reimbursement of expenses incurred during the course of employment

c) Productivity incentive payments.
d) Travel, food and housing allowances
e) all of the above
f) none of the above

Answer 50

E

Question 51

Under the Employment Act, an employer must pay an Employee’s salary at least

a) once a month
b) within 7 days after the end of the salary period
c) overtime
d) resignation without notice
e) all of the above
f) none of the above

Answer 51

E

Question 52

Employee resigns and serves the required notice period. When should an employee’s final salary be paid?
a) On the last day of employment.
b) Within 7 days of the last day of employment.
c) On the last day of employment.
If this is not possible, then within 3 working days from the date of dismissal.
d) On the last day of employment.
If this is not possible, then within 3 working days from the date of termination.

Answer 52

A

Question 53

Employee resigns without notice and does not serve the notice period. When should an employee’s final salary be paid?
a) On the last day of employment.
b) Within 7 days of the last day of employment.
c) On the last day of employment.
If this is not possible, then within 3 working days from the date of dismissal.
d) On the last day of employment.
If this is not possible, then within 3 working days from the date of termination.

Answer 53

B

Question 54

Dismissal on grounds of misconduct. When should an employee’s final salary be paid?
a) On the last day of employment.
b) Within 7 days of the last day of employment.
c) On the last day of employment.
If this is not possible, then within 3 working days from the date of dismissal.
d) On the last day of employment.
If this is not possible, then within 3 working days from the date of termination.

Answer 54

C

Question 55

The employer terminates the contract. When should an employee’s final salary be paid?
a) On the last day of employment.
b) Within 7 days of the last day of employment.
c) On the last day of employment.
If this is not possible, then within 3 working days from the date of dismissal.
d) On the last day of employment.
If this is not possible, then within 3 working days from the date of termination.

Answer 55

D

Question 56

How is the basic rate of pay being used?

a) For calculating pay for work on a rest day
b) public holiday
c) both
d) none of the above

Answer 56

C

Question 57

What is included in the basic rate of pay?
a) wage adjustments

b) increments that an Employee is entitled to under a contract of service.
c) none
d) both

Answer 57

D

Question 58

What does Basic rate of pay excludes?

a) Overtime payments, bonus payments and annual wage supplements.
b) Reimbursement of special expenses incurred in the course of employment.
c) Productivity incentive payments.
d) Any allowance.
e) all of the above
f) none of the above

Answer 58

E

Question 59

How is monthly-rated pay calculated?

a) 12 × 𝑚𝑜𝑛𝑡h𝑙𝑦 𝑏𝑎𝑠𝑖𝑐 𝑟𝑎𝑡𝑒 𝑜𝑓 𝑝𝑎𝑦/ 52 × average number of days an employee is required to work in a week
b) 14 × 𝑚𝑜𝑛𝑡h𝑙𝑦 𝑏𝑎𝑠𝑖𝑐 𝑟𝑎𝑡𝑒 𝑜𝑓 𝑝𝑎𝑦/ 50 × average number of days an employee is required to work in a week
c) 18 × 𝑚𝑜𝑛𝑡h𝑙𝑦 𝑏𝑎𝑠𝑖𝑐 𝑟𝑎𝑡𝑒 𝑜𝑓 𝑝𝑎𝑦/ 14 × average number of days an Employee is required to work in a week

Answer 59

A

Question 60

How is gross rate pay used?

a) Salary in lieu of notice of termination of service
b) Salary deduction for unauthorised absence from work.
c) Paid public holidays.
d) Approved paid leave, including annual leave, hospitalisation leave and maternity leave.
e) none of the above
f) all of the above

Answer 60

F

Question 61

Does the Gross rate of pay include allowances under a contract of service?

a) Yes
b) No

Answer 61

A

Question 62

Gross rate of pay excludes

a) Overtime payments, bonus payments and annual wage supplements
b) Reimbursement of special expenses incurred in the course of employment.
c) Productivity incentive payments.
d) Travel, food and housing allowances
e) all of the above
f) none of the above

Answer 62

E

Question 63

How is monthly-rated pay calculated?

a) 12 × 𝑚𝑜𝑛𝑡h𝑙𝑦 𝑔𝑟𝑜𝑠𝑠 𝑟𝑎𝑡𝑒 𝑜𝑓 𝑝𝑎𝑦/ 52 × average number of days an employee is required to work in a week
b) 12 × 𝑚𝑜𝑛𝑡h𝑙𝑦 𝑔𝑟𝑜𝑠𝑠 𝑟𝑎𝑡𝑒 𝑜𝑓 𝑝𝑎𝑦/50 × average number of days an Employee is required to work in a week
c) 10 × 𝑚𝑜𝑛𝑡h𝑙𝑦 𝑔𝑟𝑜𝑠𝑠 𝑟𝑎𝑡𝑒 𝑜𝑓 𝑝𝑎𝑦/ 40× average number of days an Employee is required to work in a week

Answer 63

A

Question 64

Overtime work is all work in excess of the normal hours of work (excluding breaks). An Employee can claim overtime if he/she is

a) A non-workman earning up to $2,600, A workman earning up to $4,500.
b) A non-workman earning up to $4,600, A workman earning up to $2,500.
c) A non-workman earning up to $1,600, A workman earning up to $4,000.

Answer 64

A

Question 65

For overtime work, the Employer must pay at least_ times the hourly basic rate of pay. Payment must be made within _ days after the last day of the salary period.

a) 1.5 times, 14 days
b) 2.5 times, 10 days
c) 3.5 times, 8 days

Answer 65

A

Question 66

Overtime pay is calculated as follows:

a) 𝐻𝑜𝑢𝑟𝑙𝑦 𝑏𝑎𝑠𝑖𝑐 𝑟𝑎𝑡𝑒 𝑜𝑓 𝑝𝑎𝑦 × 1.5 × 𝑛𝑢𝑚𝑏𝑒𝑟 𝑜𝑓 h𝑜𝑢𝑟𝑠 𝑤𝑜𝑟𝑘𝑒𝑑 𝑜𝑣𝑒𝑟𝑡𝑖𝑚𝑒
b) 𝐻𝑜𝑢𝑟𝑙𝑦 𝑏𝑎𝑠𝑖𝑐 𝑟𝑎𝑡𝑒 𝑜𝑓 𝑝𝑎𝑦 × 3.5 × 𝑛𝑢𝑚𝑏𝑒𝑟 𝑜𝑓 h𝑜𝑢𝑟𝑠 𝑤𝑜𝑟𝑘𝑒𝑑 𝑜𝑣𝑒𝑟𝑡𝑖𝑚𝑒
c) 𝐻𝑜𝑢𝑟𝑙𝑦 𝑏𝑎𝑠𝑖𝑐 𝑟𝑎𝑡𝑒 𝑜𝑓 𝑝𝑎𝑦 × 4.5 × 𝑛𝑢𝑚𝑏𝑒𝑟 𝑜𝑓 h𝑜𝑢𝑟𝑠 𝑤𝑜𝑟𝑘𝑒𝑑 𝑜𝑣𝑒𝑟𝑡𝑖𝑚𝑒

Answer 66

A

Question 67

The hourly basic rate of pay for monthly-rated employee is calculated as follows:

a) (12 x Monthly basic rate of pay) / (52 x 44)
b) (10 x Monthly basic rate of pay) / (22 x 44)
c) (8 x Monthly basic rate of pay) / (32 x 44)

Answer 67

A

Question 68

The hourly basic rate of pay for a daily-rated employee is calculated as follows:

a) Daily pay at the basic rate / Working hours per day
b) Daily pay at the flat rate / Working hours two day
c) weekly pay at the basic rate / Working hours per week

Answer 68

A

Question 69

The hourly basic rate of pay for a piece-rated employee is calculated as follows:

a) Total monthly pay at the basic rate of pay / Total number of hours worked in the day
b) Total weekly pay at the basic rate of pay / Total number of hours worked in the week
c) Total weekly pay at the flat rate of pay / Total number of hours worked in the month

Answer 69

B

Question 70

Pay for working a full rest day

a) (10 × 𝑚𝑜𝑛𝑡h𝑙𝑦 𝑏𝑎𝑠𝑖𝑐 𝑟𝑎𝑡𝑒 𝑜𝑓 𝑝𝑎𝑦) × 2 (50 × 𝑎𝑣𝑒. 𝑛𝑜. 𝑜𝑓 𝑑𝑎𝑦𝑠 𝑎𝑛 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒 𝑖𝑠 𝑟𝑒𝑞𝑢𝑖𝑟𝑒𝑑 𝑡𝑜 𝑤𝑜𝑟𝑘 𝑖𝑛 𝑎 𝑤𝑒𝑒𝑘)
b) (10 × 𝑚𝑜𝑛𝑡h𝑙𝑦 𝑏𝑎𝑠𝑖𝑐 𝑟𝑎𝑡𝑒 𝑜𝑓 𝑝𝑎𝑦) × 2 (52 × 𝑎𝑣𝑒. 𝑛𝑜. 𝑜𝑓 𝑑𝑎𝑦𝑠 𝑎𝑛 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒 𝑖𝑠 𝑟𝑒𝑞𝑢𝑖𝑟𝑒𝑑 𝑡𝑜 𝑤𝑜𝑟𝑘 𝑖𝑛 𝑎 𝑤𝑒𝑒𝑘)
c) (10 × 𝑚𝑜𝑛𝑡h𝑙𝑦 𝑏𝑎𝑠𝑖𝑐 𝑟𝑎𝑡𝑒 𝑜𝑓 𝑝𝑎𝑦) × 2 (30 × 𝑎𝑣𝑒. 𝑛𝑜. 𝑜𝑓 𝑑𝑎𝑦𝑠 𝑎𝑛 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒 𝑖𝑠 𝑟𝑒𝑞𝑢𝑖𝑟𝑒𝑑 𝑡𝑜 𝑤𝑜𝑟𝑘 𝑖𝑛 𝑎 𝑤𝑒𝑒𝑘)

Answer 70

B

Question 71

If an employee works on a public holiday, by default, should the employer be paying the employee additional day pay?

a) Yes
b) No

Answer 71

A

Alternatively, by mutual agreement, the Employees can get one of the following:
 A public holiday in lieu; or
 Time off in lieu (only for employees not covered under Part IV of
Employment Act).

Question 72

Pay for working on a public holiday
a) (12 × 𝑚𝑜𝑛𝑡h𝑙𝑦 𝑏𝑎𝑠𝑖𝑐 𝑠𝑎𝑙𝑎𝑟𝑦 × 1.0)/ (52 × 𝑎𝑣𝑒. 𝑛𝑜. 𝑜𝑓 𝑑𝑎𝑦𝑠 𝑤𝑜𝑟𝑘 𝑑𝑎𝑦𝑠 𝑖𝑛 𝑎 𝑤𝑒𝑒𝑘)
b) (10 × 𝑚𝑜𝑛𝑡h𝑙𝑦 𝑏𝑎𝑠𝑖𝑐 𝑠𝑎𝑙𝑎𝑟𝑦 × 1.0)/ (42 × 𝑎𝑣𝑒. 𝑛𝑜. 𝑜𝑓 𝑑𝑎𝑦𝑠 𝑤𝑜𝑟𝑘 𝑑𝑎𝑦𝑠 𝑖𝑛 𝑎 𝑤𝑒𝑒𝑘)
c) (8 × 𝑚𝑜𝑛𝑡h𝑙𝑦 𝑏𝑎𝑠𝑖𝑐 𝑠𝑎𝑙𝑎𝑟𝑦 × 2.0)
(32 × 𝑎𝑣𝑒. 𝑛𝑜. 𝑜𝑓 𝑑𝑎𝑦𝑠 𝑤𝑜𝑟𝑘 𝑑𝑎𝑦𝑠 𝑖𝑛 𝑎 𝑤𝑒𝑒𝑘)

Answer 72

A

Question 73

If the monthly gross salary already includes the holiday payment, does the employer need to pay the employee additional pay?

a) Yes
b) No

Answer 73

A

Question 74

If the employee was absent without reason on a working day before or after the holiday, is he/she entitled to the holiday pay? How many days can an employer deduct from the employee’s monthly gross salary?

a) No, 2 days
b) Yes, 1 day
c) No, 1 day

Answer 74

C

Question 75

If Employee works on a public holiday that falls on the employee is entitled to the following,

a) An extra day’s salary at the basic rate of pay.
b) The gross rate of pay for that holiday
c) Overtime pay if the Employee works beyond the
normal hours of work
d) none of the above
e) all of the above

Answer 75

E

Question 76

If Employee works on a non-working day (e.g. Saturday for employees on a 5-day work week), employee is entitled to the following,

a) Overtime pay for extra hours worked on a Saturday
b) One extra day’s salary at the gross rate of pay
c) another day off for the public holiday.
d) all of the above
e) None of the above

Answer 76

D

Question 77

If Employee works on a rest day, employee is entitled to the following,
a) Payment for work done on a rest day.
b) Overtime pay if the Employee works beyond the
normal hours of work.
c) The next working day will be a paid holiday instead.
d) all of the above
e) None of the above

Answer 77

D

Question 78

When does an incomplete month of work begins, it begins if an employee

a) Starts work after the first day of the month
b) Leaves employment before the last day of the month
c) Takes no-pay leave of one or more days during the month
d) Is on reservist training during the month
e) None of the above
f) all of the above

Answer 78

F

Question 79

Calculate pay for an incomplete month of work

For monthly-rated full-time Employee, the formula to calculate salary for an incomplete month of work is:

a) 𝑀𝑜𝑛𝑡h𝑙𝑦𝑔𝑟𝑜𝑠𝑠𝑟𝑎𝑡𝑒𝑜𝑓𝑝𝑎𝑦 × 𝑇𝑜𝑡𝑎𝑙𝑛𝑢𝑚𝑏𝑒𝑟 𝑜f 𝑑𝑎𝑦𝑠𝑡h𝑒𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒 𝑇𝑜𝑡𝑎𝑙 𝑛𝑜. 𝑜𝑓 𝑤𝑜𝑟𝑘𝑖𝑛𝑔 𝑑𝑎𝑦𝑠 𝑖𝑛 𝑡h𝑎𝑡 𝑚𝑜𝑛𝑡h 𝑎𝑐𝑡𝑢𝑎𝑙𝑙𝑦 𝑤𝑜𝑟𝑘𝑒𝑑 𝑖𝑛 𝑡h𝑎𝑡 𝑚𝑜𝑛𝑡h
b) 𝑀𝑜𝑛𝑡h𝑙𝑦 basic 𝑟𝑎𝑡𝑒𝑜𝑓𝑝𝑎𝑦 × 𝑇𝑜𝑡𝑎𝑙𝑛𝑢𝑚𝑏𝑒𝑟𝑜𝑓𝑑𝑎𝑦𝑠𝑡h𝑒𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒 𝑇𝑜𝑡𝑎𝑙 𝑛𝑜. 𝑜𝑓 𝑤𝑜𝑟𝑘𝑖𝑛𝑔 𝑑𝑎𝑦𝑠 𝑖𝑛 𝑡h𝑎𝑡 week 𝑎𝑐𝑡𝑢𝑎𝑙𝑙𝑦 𝑤𝑜𝑟𝑘𝑒𝑑 𝑖𝑛 𝑡h𝑎𝑡 week
c) 𝑀𝑜𝑛𝑡h𝑙𝑦 flat 𝑟𝑎𝑡𝑒𝑜𝑓𝑝𝑎𝑦 × 𝑇𝑜𝑡𝑎𝑙𝑛𝑢𝑚𝑏𝑒𝑟𝑜𝑓𝑑𝑎𝑦𝑠𝑡h𝑒𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒 𝑇𝑜𝑡𝑎𝑙 𝑛𝑜. 𝑜𝑓 𝑤𝑜𝑟𝑘𝑖𝑛𝑔 𝑑𝑎𝑦𝑠 𝑖𝑛 𝑡h𝑎𝑡 year 𝑎𝑐𝑡𝑢𝑎𝑙𝑙𝑦 𝑤𝑜𝑟𝑘𝑒𝑑 𝑖𝑛 𝑡h𝑎𝑡 year

Answer 79

A

Question 80

If an employee is covered under the Employment Act, can the employee deduct Employee’s salary only for specific reasons or if required by authorities?

a) Yes
b) No

Answer 80

A

Question 81

Where deductions may be required, the Employer may be required to deduct an Employee’s salary

a) By court order, or other valid authority.
b) If the Employer is declared an agent for the recovery of income tax, property
tax or goods and services tax (GST) payable by the Employee.
c) all of the above
d) none of the above

Answer 81

C

Question 82

The Employer can deduct Employee’s salary only for specific reasons, if required by authorities (e.g. by court order or other valid authority), or for the following reasons

a) For absence from work
b) For damage or loss of goods or money
c) For supplying accommodation that the Employee has accepted
d) For providing amenities and services that the Employee has accepted and
authorised by the Commissioner of Labour.
e) For recovering advances, loans, overpaid salary or unearned employment
benefits
f) For CPF contributions
g) For payments to any registered co-operative society with an Employee’s
written consent
h) Where an Employee had given consent in writing and the Employer enables the Employee to withdraw the consent.
i) other prescribed deductions
k) all of the above
L) none of the above

Answer 82

K

Question 83

An employer cannot deduct more than 50% of an Employee’s total salary payable in any one salary period. This does not include deductions made for:

a) Absence from work

b) Recovery of advances or loans.
c) Payments, with the Employee’s consent, to registered co-operative societies
for subscriptions, entrance fees, loan instalments, interest and other dues payable.
d) all of the above
e) None of the above

Answer 83

D

Question 84

However, when the Employee’s contract of service is terminated, any deduction from his/her last salary payment may exceed_____%?

a) 25%
b) 50%
c) 75%

Answer 84

B

This enables the Employer to recover any sum of money the Employee owe.

Question 85

The Employment Act and Child Development Co-Savings Act details the eligibility criteria and entitlements for the following types of leaves:

a) Annual Leave
b) Sick Leave
c) Maternity Leave
d) Paternity Leave
e) Shared Parental Leave for Fathers
f) Childcare Leave
g) Extended Childcare Leave for Parents
h) Unpaid Infant Care Leave for Parent
i) Adoption Leave
j) all of the above
K) none of the above

Answer 85

J

Question 86

What factors contribute towards an employee’s annual leave?

a) how many years of service the employee has with the Employer

b) the Employee’s year of service begins from the day he/she starts work with the Employer.
c) all of the above
d) none of the above

Answer 86

C

Question 87

An employee is entitled to paid annual leave if he/she has worked for the Employer for at least ____ months.

a) 1
b) 6
c) 3

Answer 87

C

Question 88

If an employee does 1 year, how many days of annual leave is he/she entitled to?

a) 7
b) 8
c) 9
d) 10
e) 11
f) 12
g) 13

Answer 88

A

Question 89

If an employee does 2 years, how many days of annual leave is he/she entitled to?

a) 7
b) 8
c) 9
d) 10
e) 11
f) 12
g) 13

Answer 89

B

Question 90

If an employee does 3 years, how many days of annual leave is he/she entitled to?

a) 7
b) 8
c) 9
d) 10
e) 11
f) 12
g) 13

Answer 90

C

Question 91

If an employee does 4 years, how many days of annual leave is he/she entitled to?

a) 7
b) 8
c) 9
d) 10
e) 11
f) 12
g) 13

Answer 91

D

Question 92

If an employee does 5 years, how many days of annual leave is he/she entitled to?

a) 7
b) 8
c) 9
d) 10
e) 11
f) 12
g) 13

Answer 92

E

Question 93

If an employee does 6 years, how many days of annual leave is he/she entitled to?

a) 7
b) 8
c) 9
d) 10
e) 11
f) 12
g) 13

Answer 93

F

Question 94

If an employee does 7 years, how many days of annual leave is he/she entitled to?

a) 7
b) 8
c) 9
d) 10
e) 11
f) 12
g) 13

Answer 94

G

Question 95

If an employee does 8 years, how many days of annual leave is he/she entitled to?

a) 7
b) 8
c) 9
d) 10
e) 11
f) 12
g) 13
h) 14

Answer 95

H

Question 96

If an employee has worked for the Employer for at least 3 months, the Employee’s annual leave entitlement is pro-rated based on______ the employee has worked.

a) number of hours
b) number of weeks
c) number of the full months

Answer 96

C

Question 97

Does the pro-rated annual leave apply even if the employee is still on probation?

a) Yes
b) No

Answer 97

A

Question 98

How is pro-rated annual leave calculated?

a) 𝑁𝑜. 𝑜𝑓 𝑐𝑜𝑚𝑝𝑙𝑒𝑡𝑒𝑑 weeks 𝑜𝑓 𝑠𝑒𝑟𝑣𝑖𝑐𝑒 × 𝑁𝑜. 𝑜𝑓 𝑑𝑎𝑦𝑠 𝑜𝑓 𝑎𝑛𝑛𝑢𝑎𝑙 𝑙𝑒𝑎𝑣𝑒 𝑒𝑛𝑡𝑖𝑡𝑙𝑒𝑚𝑒𝑛𝑡 /2 𝑚𝑜𝑛𝑡h𝑠
b) 𝑁𝑜. 𝑜𝑓 𝑐𝑜𝑚𝑝𝑙𝑒𝑡𝑒𝑑 𝑚𝑜𝑛𝑡h𝑠 𝑜𝑓 𝑠𝑒𝑟𝑣𝑖𝑐𝑒 × 𝑁𝑜. 𝑜𝑓 𝑑𝑎𝑦𝑠 𝑜𝑓 𝑎𝑛𝑛𝑢𝑎𝑙 𝑙𝑒𝑎𝑣𝑒 𝑒𝑛𝑡𝑖𝑡𝑙𝑒𝑚𝑒𝑛𝑡 12 𝑚𝑜𝑛𝑡h𝑠
c) 𝑁𝑜. 𝑜𝑓 𝑐𝑜𝑚𝑝𝑙𝑒𝑡𝑒𝑑 hours 𝑜𝑓 𝑠𝑒𝑟𝑣𝑖𝑐𝑒 × 𝑁𝑜. 𝑜𝑓 𝑑𝑎𝑦𝑠 𝑜𝑓 𝑎𝑛𝑛𝑢𝑎𝑙 𝑙𝑒𝑎𝑣𝑒 𝑒𝑛𝑡𝑖𝑡𝑙𝑒𝑚𝑒𝑛𝑡 8 𝑚𝑜𝑛𝑡h𝑠
d) 𝑁𝑜. 𝑜𝑓 𝑐𝑜𝑚𝑝𝑙𝑒𝑡𝑒𝑑 minutes 𝑜𝑓 𝑠𝑒𝑟𝑣𝑖𝑐𝑒 × 𝑁𝑜. 𝑜𝑓 𝑑𝑎𝑦𝑠 𝑜𝑓 𝑎𝑛𝑛𝑢𝑎𝑙 𝑙𝑒𝑎𝑣𝑒 𝑒𝑛𝑡𝑖𝑡𝑙𝑒𝑚𝑒𝑛𝑡 3 𝑚𝑜𝑛𝑡h𝑠

Answer 98

B

Question 99

How many months that an employee should work before they are entitled to paid sick leave?

a) 1 month
b) 2 month
c) 3 month
d) 6 month

Answer 99

C

Question 100

Under the Employment Act, Employees are entitled to paid sick leave if:

a) Employee has served the Employer for at least 3 months
b) Employee has/tried to inform the Employer within 48 hours of his/her absence
c) Employee’s medical certificate is issued by any registered doctor and dentist
d) both
e) none

Answer 100

D

Question 101

The number of days of paid sick leave an employee is entitled to depend on _____, up to _____days for outpatient non-hospitalisation leave and____ days for hospitalisation leave. The______days of hospitalisation leave includes the_____ days outpatient sick leave entitlement.

a) period of service, 14 days, 24 days, 24 days, 36 days
b) period of service, 14 days, 60 days, 60 days, 14 days
c) contract of service, 10 days, 14 days, 8 days, 42 days

Answer 101

B

Question 102

If an employee has worked for_______ months, should the sick entitlement leave be prorated?

a) 8 months, yes
b) 6 months, No
c) 2 months, yes

Answer 102

B

Question 103

If the Employee has worked for 3 months, the entitlement is prorated:

a) Paid outpatient non- hospitalisation leave 5 (days), Paid hospitalisation leave 15 (days)
b) Paid outpatient non- hospitalisation leave 8 (days), Paid hospitalisation to leave 10 (days)
c) Paid outpatient non- hospitalisation leave 3 (days), Paid hospitalisation to leave 12(days)

Answer 103

A

Question 104

If the Employee has worked for 4 months, the entitlement is prorated:

a) Paid outpatient non- hospitalisation leave 5 (days), Paid hospitalisation leave 15 (days)
b) Paid outpatient non- hospitalisation leave 8 (days), Paid hospitalisation leave 30 (days)
c) Paid outpatient non- hospitalisation leave 11 (days), Paid hospitalisation leave 45 (days)
d) Paid outpatient non- hospitalisation leave 4 (days), Paid hospitalisation leave 25 (days)

Answer 104

B

Question 105

If the Employee has worked for 5 months, the entitlement is prorated:

a) Paid outpatient non- hospitalisation leave 5 (days), Paid hospitalisation leave 15 (days)
b) Paid outpatient non- hospitalisation leave 8 (days), Paid hospitalisation leave 30 (days)
c) Paid outpatient non- hospitalisation leave 11 (days), Paid hospitalisation leave 45 (days)
d) Paid outpatient non- hospitalisation leave 4 (days), Paid hospitalisation leave 25 (days)

Answer 105

C

Question 106

If the Employee has worked for 6 or after months, the entitlement is prorated:

a) Paid outpatient non- hospitalisation leave 5 (days), Paid hospitalisation leave 15 (days)
b) Paid outpatient non- hospitalisation leave 8 (days), Paid hospitalisation leave 30 (days)
c) Paid outpatient non- hospitalisation leave 11 (days), Paid hospitalisation leave 45 (days)
d) Paid outpatient non- hospitalisation leave 14 (days), Paid hospitalisation leave 60 (days)

Answer 106

D

Question 107

How is an employee’s sick entitlement capped?

a) amount of paid outpatient leave
b) hospitalisation sick leave
c) years of service leave
d) retirement leave

Answer 107

A

Question 108

What factors determine how long is a working mother entitled to maternity leave? How many weeks of leave are they entitled to?

a) whether their child is SG or other criteria, 12 weeks
b) spouse, 18 weeks
c) parents, 24 weeks

Answer 108

A

Question 109

The employee is eligible for 16 weeks of Government Paid Maternity Leave (GPML) under the Child Development Co-Savings Act if:

a) Child is a Singaporean citizen
b) Child is born or has an estimated delivery date on or after 1 January 2017
c) Employee has worked for the Employer for at least 3 continuous months before the birth of the child
d) all of the above
e) None of the above

Answer 109

D

Question 110

How much will an employee receive their monthly salary during their leave period?

a) usual amount
b) quarter amount
c) twice of the amount that they are earning

Answer 110

A

Question 111

Can employees claim reimbursement during their Government Paid Maternity Leave (GPML)?

a) Yes
b) No

Answer 111

A

Question 112

If a female employee gives birth to the first and second child, how many weeks are they paid during their Government Paid Maternity Leave (GPML)? How many weeks can they claim from the government?

a) 14 weeks, 10 weeks
b) 8 weeks, 8 weeks
c) 2 weeks, 11 weeks

Answer 112

B

Question 113

Otherwise, Employee is eligible for 12 weeks of maternity leave if Employee:

a) Is covered by the Employment Act
b) Has served the Employer for a continuous period of at least 3 months immediately before the birth of the child
c) Has worked for the Employer for at least 3 continuous months before the birth of the child.
d) all of the above
e) None of the above

Answer 113

D

Question 114

An Employer has the following obligations to Employees who are on maternity leave:

a) It is an offence for an employer to dismiss an employee while she is on maternity leave
b) An Employer cannot ask an employee to work during the first 4 weeks of her confinement
c) all of the above
d) none of the above

Answer 114

C

Question 115

Employees on maternity leave have the following obligations:

a)Cannot use maternity leave to offset a resignation notice. Maternity benefits will cease once the employee leaves her job.
b) Cannot work for another Employer during her maternity leave. If she does so,
her maternity benefit will be forfeited and she may also be dismissed.
c) all of the above
d) none of the above

Answer 115

C

Question 116

Without sufficient cause during pregnancy, do the employee have maternity protection against retrenchment and dismissal if they worked for the Employer for at least 3 months?

a) Yes
b) No

Answer 116

B

The Employee and Employer also have certain obligations during maternity leave.

Question 117

If the employer terminates her employment without sufficient cause while she is pregnant, or retrenches her during her pregnancy, what sort of benefit does the company have to pay her?

a) maternity
b) insurance
c) employee lunch
d) cpf

Answer 117

A

Question 118

To qualify for this maternity protection, she must have:

a) Worked for her Employer for at least 3 months before receiving the notice of dismissal or retrenchment.
b) Been certified pregnant by a medical practitioner before receiving the notice of dismissal or retrenchment.
c) all of the above
d) none of the above

Answer 118

C

Question 119

Eligible working fathers, including those who are self-employed, are entitled to _____ weeks of paid paternity leave funded by the Government.

a) 3 weeks
b) 2 weeks
c) 4 weeks

Answer 119

B

Question 120

Adoptive fathers who meet the following requirements are also entitled to GPPL for all births:

a) Child is a Singapore citizen.
b) He has served his Employer for a continuous period of at least 3 months before the
birth of the child.
c) all of the above
d) none of the above

Answer 120

C

Question 121

What factors depend on whether the person is entitled to GPPL entitlement per week?

a) number of working days in a week
b) number of months
c) work experience

Answer 121

A

Question 122

How much is the GPPL capped per week including CPF?

a) $3,500
b) $2,500
c) $6,000

Answer 122

B

Question 123

An Employee can take shared parental leave as follows:
“Default, without any mutual agreement”

a) Take in a continuous stretch within 12 months after the birth of the child.
b) Take in blocks of weeks or in working days, in any combination within 12 months after the birth of the child.
c) Number of weeks X the number of working days in the week. Capped at 6 working days per week.

Answer 123

A

Question 124

An Employee can take shared parental leave as follows:
“Flexibly, by mutual agreement”

a) Take in a continuous stretch within 12 months after the birth of the child.
b) Take in blocks of weeks or in working days, in any combination within 12 months after the birth of the child.
c) Number of weeks X the number of working days in the week. Capped at 6 working days per week.

Answer 124

B

Question 125

An Employee can take shared parental leave as follows:
“Calculating actual leave days”

a) Take in a continuous stretch within 12 months after the birth of the child.
b) Take in blocks of weeks or in working days, in any combination within 12 months after the birth of the child.
c) Number of weeks X the number of working days in the week. Capped at 6 working days per week.

Answer 125

C

Question 126

Under the employment contract, how many days of paid childcare leave are the eligible working parents of Singapore citizen children entitled to?

a) 3
b) 6
c) 9

Answer 126

B

Question 127

Under the employment contract, how many days of paid childcare leave are the eligible working parents of non-Singapore citizen children entitled to?

a) 3
b) 6
c) 9
d) 2

Answer 127

D

Question 128

Employees are entitled to 6 days per year of Government Paid Childcare Leave under the Child Development Co-Savings Act if:

a)Child is a Singapore citizen
b)Child is below 7 years old
c) The Employee has worked for the Employer or has been self-employed for at
least 3 continuous months
d) all of the above
e) none of the above

Answer 128

D

Question 129

If the youngest Singaporean child is between 7 and 12 years old, the Employee could be eligible for ____days of extended childcare leave

a) 1
b) 2
c) 5

Answer 129

B

Question 130

An Employee and spouse each get_____ days per year of childcare leave until the year the child turns ______years old, regardless of the number of children they have

a) 6 days, 7 years old
b) 5 days, 8 years old
c) 6 days, 9 years old

Answer 130

A

Question 131

How many days of childcare leave is each parent capped?

a) 12
b) 62
c) 42

Answer 131

C

Question 132

An Employee can take childcare leave to spend time with the child for any reason except for

a) transfer his/her leave to the spouse or encash his/her unused leave
b) going for annual leave
c) taking cash transfer

Answer 132

A

Question 133

If an employee is a part-time, temporary, contract or probationary Employee, the childcare leave entitlement is adjusted based on

a) the Employee’s working hours
b) amount of salary
c) medical insurance

Answer 133

B

Question 134

Leave should be adjusted based on the number of working hours so that it is equivalent to that of a full-time employee, subject to a minimum of _____ days

a) 1
b) 2
c) 3

Answer 134

B

Question 135

Childcare leave is calculated as follows:

a) 𝐴𝑣𝑒. 𝑛𝑜. 𝑜𝑓 h𝑜𝑢𝑟𝑠 𝑎 𝑤𝑒𝑒𝑘
𝑝𝑎𝑟𝑡 𝑡𝑖𝑚𝑒 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒 h𝑎𝑠 𝑡𝑜 𝑤𝑜𝑟𝑘 /𝐴𝑣𝑒. 𝑛𝑜. 𝑜𝑓 h𝑜𝑢𝑟𝑠 𝑎 𝑤𝑒𝑒𝑘 𝑎 𝑠𝑖𝑚𝑖𝑙𝑎𝑟 𝑓𝑢𝑙𝑙 𝑡𝑖𝑚𝑒 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒 h𝑎𝑠 𝑡𝑜 𝑤𝑜𝑟𝑘
(𝐷𝑎𝑦𝑠 𝑜𝑓 𝑐h𝑖𝑙𝑑𝑐𝑎𝑟𝑒 𝑙𝑒𝑎𝑣𝑒 𝑎 𝑠𝑖𝑚𝑖𝑙𝑎𝑟 𝑓𝑢𝑙𝑙 𝑡𝑖𝑚𝑒 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒 h𝑎𝑠, 𝑏𝑎𝑠𝑒𝑑 𝑜𝑛 duration of employment × (𝑁𝑜. 𝑜𝑓 h𝑜𝑢𝑟𝑠 of a 𝑑𝑎𝑦 𝑎 𝑠𝑖𝑚𝑖𝑙𝑎𝑟 𝑓𝑢𝑙𝑙 𝑡𝑖𝑚𝑒 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒 h𝑎𝑠 𝑡𝑜 𝑤𝑜𝑟𝑘
𝑑𝑢𝑟𝑎𝑡𝑖𝑜𝑛 𝑜𝑓 𝑒𝑚𝑝𝑙𝑜𝑦𝑚𝑒𝑛𝑡)
b) 𝐴𝑣𝑒. 𝑛𝑜. 𝑜𝑓 h𝑜𝑢𝑟𝑠 𝑎 𝑤𝑒𝑒𝑘
𝑝𝑎𝑟𝑡 𝑡𝑖𝑚𝑒 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒 h𝑎𝑠 𝑡𝑜 𝑤𝑜𝑟𝑘 / total. 𝑛𝑜. 𝑜𝑓 h𝑜𝑢𝑟𝑠 𝑎 𝑤𝑒𝑒𝑘 𝑎 𝑠𝑖𝑚𝑖𝑙𝑎𝑟 part 𝑡𝑖𝑚𝑒 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒 h𝑎𝑠 𝑡𝑜 𝑤𝑜𝑟𝑘
(𝐷𝑎𝑦𝑠 𝑜𝑓 𝑐h𝑖𝑙𝑑𝑐𝑎𝑟𝑒 𝑙𝑒𝑎𝑣𝑒 𝑎 𝑠𝑖𝑚𝑖𝑙𝑎𝑟 𝑓𝑢𝑙𝑙 𝑡𝑖𝑚𝑒 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒 h𝑎𝑠, 𝑏𝑎𝑠𝑒𝑑 𝑜𝑛 duration of employment × (𝑁𝑜. 𝑜𝑓 h𝑜𝑢𝑟𝑠 of a week 𝑎 𝑠𝑖𝑚𝑖𝑙𝑎𝑟 𝑓𝑢𝑙𝑙 𝑡𝑖𝑚𝑒 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒 h𝑎𝑠 𝑡𝑜 𝑤𝑜𝑟𝑘
𝑑𝑢𝑟𝑎𝑡𝑖𝑜𝑛 𝑜𝑓 𝑒𝑚𝑝𝑙𝑜𝑦𝑚𝑒𝑛𝑡)
c) 𝐴𝑣𝑒. 𝑛𝑜. 𝑜𝑓 h𝑜𝑢𝑟𝑠 𝑎 𝑤𝑒𝑒𝑘 full 𝑡𝑖𝑚𝑒 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒 h𝑎𝑠 𝑡𝑜 𝑤𝑜𝑟𝑘 /𝐴𝑣𝑒. 𝑛𝑜. 𝑜𝑓 h𝑜𝑢𝑟𝑠 𝑎 𝑤𝑒𝑒𝑘 𝑎 𝑠𝑖𝑚𝑖𝑙𝑎𝑟 𝑓𝑢𝑙𝑙 𝑡𝑖𝑚𝑒 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒 h𝑎𝑠 𝑡𝑜 𝑤𝑜𝑟𝑘
(𝐷𝑎𝑦𝑠 𝑜𝑓 𝑐h𝑖𝑙𝑑𝑐𝑎𝑟𝑒 𝑙𝑒𝑎𝑣𝑒 𝑎 𝑠𝑖𝑚𝑖𝑙𝑎𝑟 𝑓𝑢𝑙𝑙 𝑡𝑖𝑚𝑒 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒 h𝑎𝑠, 𝑏𝑎𝑠𝑒𝑑 𝑜𝑛 duration of employment × (𝑁𝑜. 𝑜𝑓 h𝑜𝑢𝑟𝑠 of a month 𝑎 𝑠𝑖𝑚𝑖𝑙𝑎𝑟 𝑓𝑢𝑙𝑙 𝑡𝑖𝑚𝑒 𝑒𝑚𝑝𝑙𝑜𝑦𝑒𝑒 h𝑎𝑠 𝑡𝑜 𝑤𝑜𝑟𝑘
𝑑𝑢𝑟𝑎𝑡𝑖𝑜𝑛 𝑜𝑓 𝑒𝑚𝑝𝑙𝑜𝑦𝑚𝑒𝑛𝑡)

Answer 135

A

Question 136

Under the Children Development Co-Savings Act, Employees are entitled to ______ days of unpaid infant care leave a year if the child is a Singapore citizen.

a) 6
b) 4
c) 3

Answer 136

A

Question 137

An Employee is eligible for infant care leave without pay if he/she meets all the following requirements:

a) Child is below 2 years of age. This includes legally adopted children or step-children.
b) Child is a Singapore citizen.
c) The Employee has served the Employer for a continuous period of at least 3
months.
d) all of the above
e) none of the above

Answer 137

D

Question 138

Each parent is entitled to _____ days a year of unpaid infant care leave, regardless of the number of children.

a) 9
b) 5
c) 6

Answer 138

C

Question 139

If the child is a Singapore citizen and below the age of _, the Employee is entitled to _ days of paid childcare leave in addition to 6 days of unpaid infant care leave.

a) 2,5
b) 6,7
c) 9,12
d) 2,6

Answer 139

D

Question 140

Eligible adoptive mothers, including those who are self-employed, are entitled to _______weeks of paid adoption leave to bond with and care for their adopted infants.

a) 5
b) 7
c) 12

Answer 140

C

Question 141

Mothers of an adopted child are entitled to adoption leave if she meets the following criteria:

a) The adopted child is a Singapore citizen.
b) The Employee must be lawfully married at the point of formal intent to adopt. Not applicable for unwed adoptive mothers whose formal intent to
adopt is on or after 1 January 2017.
c) The Employee must have served the Employer or been self-employed for a continuous period of at least 3 months immediately before the Employee’s
formal intent to adopt.
d) The adoption order must be passed within 1 year from the formal intent to adopt.
e) all of the above
f) none of the above

Answer 141

E

Question 142

If the Employee’s formal intent to adopt is on or after 1 July 2017, the Employee is entitled to ______weeks of adoption leave for mothers, capped at $______per every ____-week leave taken, including CPF.

a) 12, $10,000, 4
b) 10, $30,000, 8
c) 8, $40,000, 12
d) 9, $50,000, 6

Answer 142

A

Question 143

If the Employee’s formal intent to adopt is before 1 July 2017, the Employee is entitled to______weeks of adoption leave, capped at $______, including CPF.

a) 4, $10,000
b) 10, $20,000
c) 1, $4,500

Answer 143

A

Question 144

The Employee can start the adoption leave from his/her formal intent to adopt.

a) True
b) False

Answer 144

A

Question 145

The Employee must consume the adoption leave before the child’s first birthday.

a) True
b) False

Answer 145

A

Question 146

The Employer will pay the Employee’s usual monthly salary during the leave period. They can then claim reimbursement from the Government accordingly:
“birth: 1st and 2nd “

a) first 4 weeks (paid), Reimbursed by the government (last 8 weeks)
b) first 8 weeks (paid), Reimbursed by the government (last 4 weeks)
c) first 6 weeks (paid), Reimbursed by the government (last 2 weeks)

Answer 146

A

Question 147

The Employer will pay the Employee’s usual monthly salary during the leave period. They can then claim reimbursement from the Government accordingly:
“birth: 3rd and subsequent”

a) first_____ weeks(paid), all 12 weeks
b) first__3_ weeks(paid), all 10 weeks
c) first__4___ weeks(paid), all 9 weeks

Answer 147

A

Question 148

The Employee can take adoption leave as follows:
“Default, without any mutual agreement”

a) Taken as a continuous stretch, from the date of formal intent to adopt.
b) The first 8 weeks must be taken in one continuous stretch starting any time between the date of formal intent to adopt and the date when the Adoption Order is granted, including both dates.
The last 4 weeks can be taken flexibly in days before the child’s first birthday.
c) 4 weeks x number of working days in the week.
d) none of the above
e) all of the above

Answer 148

A

Question 149

The Employee can take adoption leave as follows:
“Flexibly, by mutual agreement”

a) Taken as a continuous stretch, from the date of formal intent to adopt.
b) The first 8 weeks must be taken in one continuous stretch starting any time between the date of formal intent to adopt and the date when the Adoption Order is granted, including both dates.
The last 4 weeks can be taken flexibly in days before the child’s first birthday.
c) 4 weeks x number of working days in the week.
d) none of the above
e) all of the above

Answer 149

B

Question 150

The Employee can take adoption leave as follows:
“Calculating working”

a) Taken as a continuous stretch, from the date of formal intent to adopt.
b) The first 8 weeks must be taken in one continuous stretch starting any time between the date of formal intent to adopt and the date when the Adoption Order is granted, including both dates.
The last 4 weeks can be taken flexibly in days before the child’s first birthday.
c) 4 weeks x number of working days in the week.
d) none of the above
e) all of the above
f) Capped at 6 working days per week.

Answer 150

C

Question 151

What other benefits are a part-time employee entitled to?

a) paid annual leave
b) sick leave
c) hospitalisation leave
d) all of the above
e) None of the above

Answer 151

D

Question 152

What sort of entitlement are parents given?

a) maternity leave
b) paternity leave
c) shared parental leave
d) childcare leave
e) adoption leave
f) unpaid infant care leave
g) all of the above
h) none of the above

Answer 152

G

Question 153

The Employee’s pay while on leave is based on the_______ the Employee works.

a) number of hours
b) number of weeks
c) number of days
d) number of months

Answer 153

A

Question 154

When an employee is retrenched, what should an employer do prior to their departure from the company?

a) notice
b) offer retrenchment benefits
c) retirement fund
d) none
e) a,b

Answer 154

E

Question 155

How many days must the employer notify MOM after they notify the affected Employees?

a) 3
b) 2
c) 5

Answer 155

C

Question 156

Who is eligible for retrenchment benefits?

a) Employees who have served the company for at least 2 years are eligible for retrenchment benefits.
b) Those with less than 2 years’ service could be granted an ex-gratia payment out of goodwill.
c) all of the above
d) none of the above

Answer 156

C

Question 157

Which of the following is false about the amount of compensation?

a) The amount of compensation depends on the contract of service or what is agreed collectively. If there is no contract or agreement, it must be negotiated between the Employee and Employer.
b) If the retrenchment comes shortly after a salary cut, the salary before the cut should be used to determine the amount of compensation.
c) Both Employee and Employer have to pay CPF contributions for retrenchment benefits.

Answer 157

C

Both employees and Employer don’t have to pay CPF contributions for retrenchment benefits.

Question 158

What are the other alternatives to entrenchment?

a) Redeployment
b) Temporary Layoffs
c) all of the above
d) none

Answer 158

C

redeployment
- Employers can redeploy or rotate employees within the company when the job scope is expanded or restructured.
 Employees who are redeployed should also be provided with the relevant training.

Temporary Layoffs
-Employers can ask employees to stop coming to work for a short period
 However, they still have obligations toward their employees:
o Must pay at least half of their gross salary during the days that
they are temporarily laid off.
o If they take annual leave on their laid off days, then the
employer must pay them half-day pay for each day of annual leave taken. In such an arrangement:
 Employees will get a full day’s pay (half-day laid off pay + half-day annual leave pay).
 Employees should not be asked to take more than 50% of their earned annual leave.

Question 159

Employers are required to offer re-employment to eligible Employees from the retirement age of _____to the re-employment age of_____ to continue employment in the organisation.

a) 62, 67
b) 64, 66
c) 61, 70

Answer 159

A

Question 160

To be eligible for re-employment, the Employee must be

a) A Singapore citizen or Singapore permanent resident
b) Has served his/her current employer for at least 3 years before turning 62
c) Has satisfactory work performance, as assessed by his/her Employer
d) Is medically fit to continue working
e) Is born on or after 1 July 1952
f) all of the above
g) none of the above

Answer 160

F

Question 161

If an employee is eligible for re-employment but the Employer is unable to offer the Employee a position, then the Employer must

a) Transfer the re-employment obligation to another Employer, with the Employee’s agreement
b) Offer the Employee a one-off Employment Assistance Payment (EAP)
c) all of the above
d) none of the above

Answer 161

C

Question 162

If the Employer is unable to re-employ the Employee,
the Employer can
a)transfer re-employment obligations to another Employer instead of paying an Employment Assistance Payment.
b) pay an Employment Assistance Payment instead of transfer re-employment obligations to another Employer
c) chose not to find re-employment for them

Answer 162

A

Question 163

There will be a safeguard for the employee if

a)The employee must be willing to accept re-employment with the other employer
b)The other Employer must be willing to take on the existing re-employment obligations(Offering Employment Assistance Payment should the Employer
subsequently be unable to offer re-employment, up to age 67)
c) all of the above
d) none of the above

Answer 163

D

Question 164

Who can terminate the contract?

a) employer
b) employee
c) both
d) none

Answer 164

C

either party

Question 165

Under what sort of condition, can the contract be terminated?

a) When either an Employee or Employer wants to end the employment relationship
b) the employer fails to pay the employee’s salary on time
c) caused by the Employee’s misconduct
d) a,c

Answer 165

D

Question 166

Can the contract be terminated with/without notice?

a) Yes
b) No

Answer 166

A

Question 167

Why does an employee terminate their contract?
a) Employee resigns
b) Employer dismisses the Employee
c) The contract terms have expired, such as when a project or contract period is
completed
d) all of the above
e) none

Answer 167

D

Question 168

What to do during termination?
a) The Employee must give the Employer notice in writing, according to the
terms of the Employee’s contract. The Employee can also apply to use the annual leave to offset the notice period.
b) If the Employee decides to terminate without notice, the Employee will have to pay salary in lieu of notice.
c) If the Employee is suspected to have committed an act of misconduct, the employer must conduct an inquiry before deciding to dismiss the Employee (or take other forms of disciplinary action).
d) all of the above
e) None of the above

Answer 168

D

Question 169

What is the condition for termination with notice?

a) If the Employee’s contract specifies a notice period, the Employee must either serve the notice when the Employee resigns, or pay salary in lieu. Notice can be waived by mutual consent between the Employee and Employer
b) If the Employee wants to terminate the employment contract, the Employee must give notice to the other party in writing in the form of a letter of termination or resignation.
c) The notice period is the same for the Employer and Employee. It should be according to the written contract, or verbal agreement if there is no written contract.
d) none of the above
e) all of the above

Answer 169

E

Question 170

If the Employee and Employer did not previously agree on a notice period, the following applies:
“length of service for less than 26 days”, how long is the notice period?

a) 1 day
b) 1 week
c) 2 weeks

Answer 170

A

Question 171

If the Employee and Employer did not previously agree on a notice period, the following applies:
“length of service for 26 weeks to less than 2 years”, how long is the notice period?

a) 1 day
b) 1 week
c) 2 weeks

Answer 171

B

Question 172

If the Employee and Employer did not previously agree on a notice period, the following applies:
“length of service for 2 years to less than 5 years”, how long is the notice period?

a) 1 day
b) 1 week
c) 2 weeks
d) 4 weeks

Answer 172

C

Question 173

If the Employee and Employer did not previously agree on a notice period, the following applies:
“length of service for 5 years and above”, how long is the notice period?

a) 1 day
b) 1 week
c) 2 weeks
d) 4 weeks

Answer 173

D

Question 174

What is the condition for termination without notice?

a) If the employee resigns without giving notice, the Employee needs to pay salary in lieu of notice.
b) Termination without notice can happen in situations such as breaking the terms of the contract, failure to pay salary and absence without cause.
c) Either the Employee or Employer may terminate a contract without waiting for the notice period to end.
d) The Employee can do so by paying the other party salary in lieu of notice(“notice pay”). This is the money equivalent to the salary that the Employee would have earned during the required notice period.
e) all of the above
f) none of the above

Answer 174

E

Question 175

When an Employee can terminate without notice?

a) Either the Employee or Employer may terminate the employment without notice when terms of employment have been breached.
b) The party that breached the terms of employment will be liable to pay salary in lieu of notice.
c) both
d) none

Answer 175

C

Question 176

What is considered a breach of the contract of agreement?

a) An Employee can leave without notice if the Employer fails to pay the salary within 7 days of it being due.
b) However, the Employee should check with the Employer why payment hasn’t been made before deciding whether to leave.
c) An Employee is considered to have breached the contract and the employer can terminate employment without notice if:
i) The Employee is absent from work continuously for more than 2 working days, without approval and a good excuse
ii) The Employee is absent from work continuously for more than 2 working days without informing and attempting to inform the Employer of the reason
d) all of the above
e) None of the above

Answer 176

D

Question 177

What are some of the changes to terms and conditions of work?

a) The Employer cannot change the terms and conditions of employment without the Employee’s consent.
b) If the Employee does agree to the changes, he/she should negotiate with the Employer for an agreement acceptable to both.
c) If there is no agreement, either party may choose to end the contract by serving the notice period.
d) a,d

Answer 177

correct answer for statement B

b)If the Employee does not agree to the changes, he/she should negotiate with the Employer for an agreement acceptable to both.

Actual answer

D

Question 178

If an Employee’s resignation is rejected

a) An Employer cannot reject an Employee’s resignation.
b) The Employee has the right to resign at any time, by serving the required notice or by compensating the Employer with salary in lieu.
c) none
d) all of the above

Answer 178

D

Question 179

What is the compensation from Employees for ending a contract?

a) The Employee’s contract may require the Employee to pay monetary compensation (in addition to notice pay) for terminating the contract before a specified period.
b) Such terms are not covered by the Employment Act and are based on the contract of service.
c) Any disputes have to be settled by the civil court.
d) all of the above
e) None of the above

Answer 179

D

Question 180

When can an employer propose a termination due to employee misconduct?

a) The Employer may dismiss an employee without notice if the employee is found guilty of misconduct.
b) However, the Employer must conduct an inquiry before taking any disciplinary action.
c) none
d) both

Answer 180

D

Question 181

What is misconduct?

a) Misconduct is the failure to fulfil the conditions of employment in the contract of service
b) If an employee has committed an act of misconduct, the employer should conduct an inquiry before deciding whether to dismiss an Employee or to take other forms of disciplinary action.
c) both
d) none

Answer 181

C

Question 182

When can an employee appeal against wrongful dismissal?

a) If an employee feels that his/her dismissal is unfair, he/she may lodge a claim with TADM for mediation.
b) accused of stealing their company’s document

Answer 182

A

Question 183

What is a dismissal?

a) Dismissal means that the Employer has terminated the contract of service.
b) It may be with or without notice and on grounds of misconduct or not.
c) all of the above
d) none

Answer 183

C

Question 184

When can an employee make an appeal?

a) The claim must be received within one month from the last day of employment.
b) If the claims cannot be resolved through mediation, they will be referred to the Employment Claims Tribunals.
c) none
d) all of the above

Answer 184

D

Question 185

When can transfer of employment take place?

a) An Employer can transfer an Employee’s employment to another company because of restructuring.
b) The Employer has the right to transfer the Employee to another Employer if the organisation is being restructured.
c) The Employee may be transferred to a related company such as a subsidiary, or to a totally unrelated company.
d) The Employee’s terms or conditions of employment will remain the same, unless the Employee agrees to change them.
e) all of the above
f) none of the above

Answer 185

E

Question 186

Which of the following is a false statement about an employee’s right to transfer?
a) Be notified of the transfer and of matters relating to the transfer
b) Be given the opportunity to consult the Employer
c) Preserve the modified terms and conditions of employment under the previous
Employer

Answer 186

C

Preserve the original terms and conditions of employment under the new
Employer

Question 187

What is the employer’s obligation during the employee’s transfer to another company?

a) Notify the affected Employees or their union of the impending transfer within a reasonable time
b) Inform affected Employees about the terms of transfer, so that they or their the union can hold consultations with the company
c) Ensure that there is no break in employment during the transfer
d) Ensure terms of employment are not less favourable after the transfer
e) all of the above
f) none of the above

Answer 187

E

Question 188

What is the new employer’s obligation when taking over the transferred employee is required to?
a) Inform the previous Employer of matters that will affect Employees, so they
can inform Employees within a reasonable period
b) Take over the previous Employer’s rights, powers, duties and liabilities which
are part of any contract or agreement with the Employees’ union before the
transfer
c) Keep unchanged any terms or conditions of employment for the transferred employees, unless the transferred Employees agree to a change
d) all of the above
e) none

Answer 188

D

Question 189

What happens during the disputes during a transfer?

a) If a dispute happens, the Employee and Employer should negotiate the terms of the transfer.
b) If the Employee cannot agree to new terms, both parties have the right to terminate employment with notice.
c) both
d) none

Answer 189

C

Either party can also refer disagreements to the Commissioner for Labour, who is empowered to:
o Delay or prohibit the transfer of the Employee concerned
o Order the transfer of the Employee and set terms that are considered
just

Question 190

What is the purpose of setting up the Employment Claim Tribunal and Tripartite Alliance for Dispute Management?

a) to provide Employees and Employers with an accessible and expeditious avenue to resolve employment disputes when they arise.
b) to provide social support should they feel that they are unfairly paid at work

Answer 190

A

Question 191

What is the purpose of an employment claim tribunal?

a) statutory salary-related claims
b) contractual salary-related claims.
c) all of the above
d) none of the above

Answer 191

C

Question 192

What is the purpose of setting Tripartite Alliance for Dispute Management (TADM)?

a) provides advisory and mediation services
b) provides insurance claim from a work injury
c) provides social support for workplace bullying

Answer 192

A

Parties with a salary-related dispute should first register their claims at TADM. Claims which cannot be resolved through mediation will then be referred to the ECT for adjudication.

Question 193

What are the claims that can be filed at ECT?

a) Statutory salary-related claims from all Employees covered under the EA, RRA and CDCA.
b) Contractual salary-related claims by all Employees, except domestic workers, public servants and seafarers.
c) Claims for salary in lieu of notice for all Employers.
d) none of the above
e) all of the above

Answer 193

E

Question 194

What is the maximum claim amount that an employee can receive when they go for the Tripartite Mediation Framework or mediation assisted by unions recognised under the Industrial Relations Act?

a) $10,000
b) $20,000
c) $30,000

Answer 194

B

Question 195

When to file your claim of the dispute?

a) 1 year
b) 2 year
c) 3 year

Answer 195

A

Question 196

What is the purpose of the Tripartite Mediation Framework (TMF)?

a) to allow more Employees to benefit from tripartite mediation as an option to of resolve employment disputes.
b) to resolve any workplace bullying
c) to resolve any late payment of salary received by the employee

Answer 196

A

Question 197

Who is eligible for Tripartite Mediation?

a) All managers and executives who are union members in non-unionised
companies.
b) Rank-and-file union members in non-unionised companies.
c) all of the above
d) none

Answer 197

C

Question 198

What is the coverage of issues that an employee can raise during the Tripartite Mediation?

a) Employment statutory benefits
b) Re-employment issues
c) Salary arrears
d) Breach of individual employment contracts
e) Payment of retrenchment benefits
f) all of the above
g) none of the above

Answer 198

F