Employment Agencies Regulatory Framework (FW)

Question 1

An Employment Agency is not allowed to bring in nor facilitate the entry of a foreigner into Singapore to seek employment unless foreigner has an In-Principle Approval issued by the Controller of Work Pass under an Employer.

Which offence of this section under the EARF (FW) does it belong to?

a) Section 10(1)
b) Section 10(2)
c) section 12
d) section 14

Answer 1

A

Question 2

What is the penalty for Section 10(1) of Employment Agencies Rules?

a) First conviction: Fine not exceeding $3,000
Subsequent conviction: Fine not exceeding $3,000 or/and imprisonment for a term not exceeding 8 months

b) First conviction: Fine not exceeding $5,000
Subsequent conviction: Fine not exceeding $5,000 or/and imprisonment for a term not exceeding 6 months

c) First conviction: Fine not exceeding $9,000
Subsequent conviction: Fine exceeding $5,000 or/and imprisonment for a term not exceeding 6 months

Answer 2

B

Question 3

What is the penalty for Section 10(2)?

a) First conviction: Fine not exceeding $3,000
Subsequent conviction: Fine exceeding $8,000 or/and imprisonment for a term not exceeding 2 months

b) First conviction: Fine not exceeding $5,000
Subsequent conviction: Fine not exceeding $5,000 or/and imprisonment for a term not exceeding 6 months

c) First conviction: Fine not exceeding $4,000
Subsequent conviction: Fine not exceeding $7,000 or/and imprisonment for a term not exceeding 3 months

Answer 3

B

Question 4

It is lawful for the licensee to charge and receive fees only in the prescribed manner

a) true
b) false

Answer 4

A

Question 5

How should Employer Prescribed Fee as stipulated in section 12(1) of Employment Agencies Rules?

a) No cap on the fee that Employment Agencies may charge Employers for the services provided
b) Employers have stronger bargaining power compared to workers
c) all
d) none

Answer 5

C

Question 6

How should Employer Prescribed Fee as stipulated in section 12(1) of Employment Agencies Rules?

a) No cap on the fee that Employment Agencies may charge Employers for the services provided
b) Employers have stronger bargaining power compared to workers
c) all
d) none

Answer 6

C

Question 7

How should Employee Prescribed Fee as stipulated in section 12(1) of Employment Agencies Rules?

a) No registration fees allowed to be charged

b) Fees should not be charged prior to placement (i.e., before In-
Principle Approval (IPA) has been issued for foreigners, and before date of signing employment contract for locals) 

c) Fee cap is subject to a maximum of 4 months’ work of salary. Salary is defined as basic salary plus fixed allowance
d) a,b

Answer 7

D

No registration fees allowed to be charged
 Fees should not be charged prior to placement (i.e., before In-
Principle Approval (IPA) has been issued for foreigners, and
before date of signing employment contract for locals)
 Fees charged should not be more than one month’s worth of salary per year for the duration of the approved work pass or employment contract, whichever is shorter (i.e. fee cap). These fees include any service(s) conducted by the Employment Agency in Singapore, or outside of Singapore, even if the fees are collected from workers via an overseas employment agency (e.g. Employment Agency collects fees from worker for providing training in the foreign jobseeker’s home country).
 Fee cap is subject to a maximum of 2 months’ work of salary. Salary is defined as basic salary plus fixed allowance
 Certain fees should not be collected from workers as they should be borne by prospective Employers or Employment Agencies themselves, e.g. fees incurred in Singapore such as costs of training, medical check-ups

Question 8

No person shall charge or receive for his services any sum greater than the prescribed fee (i.e. Breach of fee cap).

a) true
b) false

Answer 8

A

Question 9

What is the penalty for Section 23(1) of Employment Agencies Act?

a) First conviction: Fine not exceeding $5,000
Subsequent conviction: Fine not exceeding $5,000 or/and imprisonment for a term not exceeding 6 months

b) First conviction: Fine exceeding $4,000
Subsequent conviction: Fine not exceeding $3,000 or/and imprisonment for a term not exceeding 3 months

c) First conviction: Fine exceeding $2,000
Subsequent conviction: Fine not exceeding $2,000 or/and imprisonment for a term not exceeding 9 months

Answer 9

A

Question 10

A Foreign Worker may have to incur costs of mandatory training imposed by the source country, medical check-ups, making passports and airfare to Singapore, before he is able to depart for work in Singapore. The Employment Agency is allowed to recover such expenses paid to the overseas third parties, on behalf of the foreign Worker. These expenses are excluded from the fee cap. Will the fees cap be excluded?

a) Yes
b) No

Answer 10

A

The fee cap will also exclude any other expenses paid to third parties, that were necessary to facilitate the worker’s placement to a job.

Question 11

An Employment Agency in Singapore assists to pay for services charged by the overseas Employment Agency, on behalf of the Foreign Domestic Worker. The Foreign Domestic Worker later repays the overseas agency fee amount to the Employment Agency in Singapore, through a loan from her Employer. Such fees are excluded from the fee cap. Will the fees cap be excluded?

a) Yes
b) No

Answer 11

A

Question 12

Under Section 12(4) of Employment Agencies Rules, Failure to issue Itemised Receipts to Worker. What does it result in?

a) Employment Agencies must issue itemised receipts to workers indicating the amount of money the Employment Agency is receiving from the worker, as
soon as practicable.

b) Receipts must be issued to the worker regardless of whether the worker paid
the Employment Agency directly or whether the Employment Agency received the money through a supplier/overseas Employment Agency

c) Salary and Loan Schedules for Foreign Workers are not considered itemized receipts unless amount charged by local Employment Agency is explicitly stated and it is given to the Foreign Worker.
d) all of the above
e) none

Answer 12

d

Question 13

What is the penalty for Section 12(4) of Employment Agencies Rules?

a) First conviction: Fine not exceeding $1,000
Subsequent conviction: Fine not exceeding $2,000 or/and imprisonment for a term not exceeding 6 months

b) First conviction: Fine not exceeding $4,000
Subsequent conviction: Fine not exceeding $3,000 or/and imprisonment for a term not exceeding 9 months

c) First conviction: Fine exceeding $3,000
Subsequent conviction: Fine not exceeding $3,000 or/and imprisonment for a term not exceeding 9 months

Answer 13

A

Question 14

Under Section 13 of Employment Agencies Rules, what is the Offence to not provide Fee Refund?

a) Employment Agencies to refund at least 50% of the agency fees collected from the worker if employment is prematurely terminated within 6 months of commencement of employment
b) Employment Agency need not refund the fees collected if the worker requested for the termination or if the worker absconds
c) Fee refund to be made within 7 working days of termination of employment or before the foreign worker is repatriated, whichever is earlier
d) all of the above
e) none

Answer 14

D

Question 15

Under Section 23(5) of the Employment Agencies Act, what is the offence to Contravene any Licence Conditions?

a) Commissioner may grant or renew a licence with conditions
b) Commissioner may vary or revoke any of the existing conditions of the licence or impose new conditions
c) both
d) none

Answer 15

C

Question 16

What is the penalty for Section 23(5) of Employment Agencies Act?

a) Fine not exceeding $5,000 or/and imprisonment for a term not exceeding 6 months
b) Fine not exceeding $15,000 for a term not exceeding 6 months
c) Fine not exceeding $4,000 or/and imprisonment for a term not exceeding 4 months

Answer 16

B

Question 17

Retain possession of all documents (original, copies, or in electronic form), for a minimum period of 3 years, starting from date of any work pass application and any work pass renewal

Which licence conditions for Employment Agencies related to placement of Foreign Employees?

a) EALC 5(c)
Document retention period
b) EALC 7
Ensure foreigners meet entry requirements
c) EALC 8a
Representation of fees or costs
d) EALC 8b
Written agreement stating the breakdown of the cost payable as imposed by MOM
e) EALC 9
Written Authorization
f) EALC 9A, B, and C
Ensure the In-Principle Approval letter (IPA) is received by the foreign employee at least 3 to 7 days prior to departure to Singapore
g) EALC 11(a) Repatriate foreigner and bear the costs if foreigner does not meet entry requirements
h) EALC 11A
No repatriation before checking whether there are claims under Employment Act or Work Injury Compensation Act
I) EALC 11B and 11C
No repatriation to destination other than international port of entry within foreign employee’s home country nearest to foreign employee’s hometown

Answer 17

A

Question 18

Perform verification checks to ensure all foreign employees meet MOM’s prevailing entry requirements

Which licence conditions for Employment Agencies related to placement of Foreign Employees?

a) EALC 5(c)
Document retention period
b) EALC 7
Ensure foreigners meet entry requirements
c) EALC 8a
Representation of fees or costs
d) EALC 8b
Written agreement stating the breakdown of the cost payable as imposed by MOM
e) EALC 9
Written Authorization
f) EALC 9A, B, and C
Ensure the In-Principle Approval letter (IPA) is received by the foreign employee at least 3 to 7 days prior to departure to Singapore
g) EALC 11(a) Repatriate foreigner and bear the costs if foreigner does not meet entry requirements
h) EALC 11A
No repatriation before checking whether there are claims under Employment Act or Work Injury Compensation Act
I) EALC 11B and 11C
No repatriation to destination other than international port of entry within foreign employee’s home country nearest to foreign employee’s hometown

Answer 18

B

Question 19

Reflect such fees and costs individually and accurately without any inflation
 Individually state items which the Ministry of Manpower (MOM) stipulates as costs that employers should bear, including but not restricted to:
o Work pass application fees
o Work pass issuance fees
o Settling-In Programme course fees o Cost of security bond
o Cost of medical insurance
 Communicate these fees in writing to the client before client engages the Employment Agency’s services

Which licence conditions for Employment Agencies related to placement of Foreign Employees?

a) EALC 5(c)
Document retention period
b) EALC 7
Ensure foreigners meet entry requirements
c) EALC 8a
Representation of fees or costs
d) EALC 8b
Written agreement stating the breakdown of the cost payable as imposed by MOM
e) EALC 9
Written Authorization
f) EALC 9A, B, and C
Ensure the In-Principle Approval letter (IPA) is received by the foreign employee at least 3 to 7 days prior to departure to Singapore
g) EALC 11(a) Repatriate foreigner and bear the costs if foreigner does not meet entry requirements
h) EALC 11A
No repatriation before checking whether there are claims under Employment Act or Work Injury Compensation Act
I) EALC 11B and 11C
No repatriation to destination other than international port of entry within foreign employee’s home country nearest to foreign employee’s hometown

Answer 19

C

Question 20

After the client engages the Employment Agency’s services, the Employment Agency must sign a written agreement with the client, which states the items and corresponding fees.

Which licence conditions for Employment Agencies related to placement of Foreign Employees?

a) EALC 5(c)
Document retention period
b) EALC 7
Ensure foreigners meet entry requirements
c) EALC 8a
Representation of fees or costs
d) EALC 8b
Written agreement stating the breakdown of the cost payable as imposed by MOM
e) EALC 9
Written Authorization
f) EALC 9A, B, and C
Ensure the In-Principle Approval letter (IPA) is received by the foreign employee at least 3 to 7 days prior to departure to Singapore
g) EALC 11(a) Repatriate foreigner and bear the costs if foreigner does not meet entry requirements
h) EALC 11A
No repatriation before checking whether there are claims under Employment Act or Work Injury Compensation Act
I) EALC 11B and 11C
No repatriation to destination other than international port of entry within foreign employee’s home country nearest to foreign employee’s hometown

Answer 20

D

Question 21

Apart from obtaining authorization from prospective employers prior to work pass applications, EAs also need to obtain authorization from existing employers of the foreign job applicants before performing other work pass transactions such as work pass renewals or cancellations.

Which licence conditions for Employment Agencies related to placement of Foreign Employees?

a) EALC 5(c)
Document retention period
b) EALC 7
Ensure foreigners meet entry requirements
c) EALC 8a
Representation of fees or costs
d) EALC 8b
Written agreement stating the breakdown of the cost payable as imposed by MOM
e) EALC 9
Written Authorization
f) EALC 9A, B, and C
Ensure the In-Principle Approval letter (IPA) is received by the foreign employee at least 3 to 7 days prior to departure to Singapore
g) EALC 11(a) Repatriate foreigner and bear the costs if foreigner does not meet entry requirements
h) EALC 11A
No repatriation before checking whether there are claims under Employment Act or Work Injury Compensation Act
I) EALC 11B and 11C
No repatriation to destination other than international port of entry within foreign employee’s home country nearest to foreign employee’s hometown

Answer 21

E

Question 22

 The IPA informs foreign employees about their key employment terms and their rights and responsibilities and provides them the opportunity to clarify these with their local agents before commencing employment.
 Ensure foreign employees receive their IPA letter, in its entirety, 3-7 days prior to their departure to Singapore
 Allow the foreign employees to retain their IPA letters

Which licence conditions for Employment Agencies related to placement of Foreign Employees?

a) EALC 5(c)
Document retention period
b) EALC 7
Ensure foreigners meet entry requirements
c) EALC 8a
Representation of fees or costs
d) EALC 8b
Written agreement stating the breakdown of the cost payable as imposed by MOM
e) EALC 9
Written Authorization
f) EALC 9A, B, and C
Ensure the In-Principle Approval letter (IPA) is received by the foreign employee at least 3 to 7 days prior to departure to Singapore
g) EALC 11(a) Repatriate foreigner and bear the costs if foreigner does not meet entry requirements
h) EALC 11A
No repatriation before checking whether there are claims under Employment Act or Work Injury Compensation Act
I) EALC 11B and 11C
No repatriation to destination other than international port of entry within foreign employee’s home country nearest to foreign employee’s hometown

Answer 22

F

Question 23

If a foreign employee’s work permit is revoked because he does not meet MOM’s entry requirements, the Employment Agency must repatriate the foreigner and bear the full cost of repatriation.

Which licence conditions for Employment Agencies related to placement of Foreign Employees?

a) EALC 5(c)
Document retention period
b) EALC 7
Ensure foreigners meet entry requirements
c) EALC 8a
Representation of fees or costs
d) EALC 8b
Written agreement stating the breakdown of the cost payable as imposed by MOM
e) EALC 9
Written Authorization
f) EALC 9A, B, and C
Ensure the In-Principle Approval letter (IPA) is received by the foreign employee at least 3 to 7 days prior to departure to Singapore
g) EALC 11(a) Repatriate foreigner and bear the costs if foreigner does not meet entry requirements
h) EALC 11A
No repatriation before checking whether there are claims under Employment Act or Work Injury Compensation Act
I) EALC 11B and 11C
No repatriation to destination other than international port of entry within foreign employee’s home country nearest to foreign employee’s hometown

Answer 23

g

Question 24

Where requested to aid in repatriation, check if employee has outstanding claims, or intentions to file claims, under Employment Act or Work Injury Compensation Act
 Do not repatriate the employee if MOM requires him to stay in Singapore

Which licence conditions for Employment Agencies related to placement of Foreign Employees?

a) EALC 5(c)
Document retention period
b) EALC 7
Ensure foreigners meet entry requirements
c) EALC 8a
Representation of fees or costs
d) EALC 8b
Written agreement stating the breakdown of the cost payable as imposed by MOM
e) EALC 9
Written Authorization
f) EALC 9A, B, and C
Ensure the In-Principle Approval letter (IPA) is received by the foreign employee at least 3 to 7 days prior to departure to Singapore
g) EALC 11(a) Repatriate foreigner and bear the costs if foreigner does not meet entry requirements
h) EALC 11A
No repatriation before checking whether there are claims under Employment Act or Work Injury Compensation Act
I) EALC 11B and 11C
No repatriation to destination other than international port of entry within foreign employee’s home country nearest to foreign employee’s hometown

Answer 24

h

Question 25

 Ensure that foreign employees return to their hometown when their work permits expire, are cancelled or revoked.
 If your Employment Agency is approached for assistance
for the foreign employee to travel to destinations other than their hometown, you are required to ensure that this arrangement has been mutually agreed between the Employer and the foreign employee, and notify the Controller of Work Passes through the cancellation page in WP Online.

Which licence conditions for Employment Agencies related to placement of Foreign Employees?

a) EALC 5(c)
Document retention period
b) EALC 7
Ensure foreigners meet entry requirements
c) EALC 8a
Representation of fees or costs
d) EALC 8b
Written agreement stating the breakdown of the cost payable as imposed by MOM
e) EALC 9
Written Authorization
f) EALC 9A, B, and C
Ensure the In-Principle Approval letter (IPA) is received by the foreign employee at least 3 to 7 days prior to departure to Singapore
g) EALC 11(a) Repatriate foreigner and bear the costs if foreigner does not meet entry requirements
h) EALC 11A
No repatriation before checking whether there are claims under Employment Act or Work Injury Compensation Act
I) EALC 11B and 11C
No repatriation to destination other than international port of entry within foreign employee’s home country nearest to foreign employee’s hometown

Answer 25

i

Question 26

How does MOM communicate with Employment Agencies?

a) MOM regularly sends alerts to Employment Agencies via SMS (i.e. “EA alerts”)
b) EA alerts are a platform for MOM to share with Employment Agencies, developments affecting the industry, including legislative amendments and other responsibilities expected of EAs.
c) Employment Agencies must update MOM of the email addresses of all registered EA personnel (including KAHs) so that the “EA alerts” reach you.
d) b,c

Answer 26

D

Question 27

What are some of the service Agreement between Employment Agency and Employer?

a) The Employment Agency should draw up a service agreement with the Employer that states clearly its terms of service to the Employer.
b) The service agreement should also state the mechanism to resolve any dispute that may arise between the Employer and Employment Agency.
c) The Employment Agency should explain and help the Employer understand all the terms of the service agreement. The Employment Agency should obtain the Employer’s written acknowledgement that he or she understands and agrees to the terms in the Agreement.
d) A copy of the service agreement should be provided to the Employer.
e) all of the above
f) none

Answer 27

E

Question 28

How does EA honour the agreement?

a) All terms and conditions agreed between the Employment Agency and its clients should be in writing.
b) The Employment Agency should honour all agreements with its clients, such as but not limited to the service agreement, including the timelines committed to the clients.
c) Employment Agencies should maintain the confidentiality of information provided by clients and in accordance with the Personal Data Protection Act.
d) all of the above
e) none

Answer 28

D

Question 29

What are some other good employment practices that EA should adopt?

a) Employment Agencies to ensure that Employers notify them whenever there is a termination of the workers (e.g. include in service agreements with Employers)
b) Employment Agencies have proper SOPs
c) Employment Agencies provide accurate advice to clients about MOM’s
processes and relevant regulations
d) Employment Agencies must keep themselves updated of MOM’s new
developments through MOM’s website & MOM EA alerts. (Please ensure that your EA’s email address with the Ministry is updated)
e) all of the above
f) none

Answer 29

E

Question 30

What are the two types of Actions against Culpable Employment Agencies?

a) Enforcement Actions
b) oriented action
c) impromptu action
d) Administrative Actions
e) a,d

Answer 30

E

Enforcement Actions

• Warning
• Offer of Composition Fines
• Prosecution

Administrative Actions 
-Issuance of Demerit Points 
-Licence Revocation and
Suspension 
-Forfeiture of Security Deposits

Question 31

MOM can suspend or revoke an Employment Agency (EA)’s licence if the Employment Agency:

a) Contravened provisions of the Employment Agencies Act or Employment Agencies Rules
b) Contravened Employment Agency Licence Conditions (EALC)
c) Acted in a manner detrimental to interest of client
d) all of the above
e) none

Answer 31

D

MOM can suspend or revoke an Employment Agency (EA)’s licence if the Employment Agency:
 Contravened provisions of the Employment Agencies Act or Employment Agencies Rules
o E.g. Employment Agency had abetted an unlicensed employment agent thus had infringed S6(1) R/w S28B of the Employment Agencies Act.

Contravened Employment Agency Licence Conditions (EALC)
o E.g. Employment Agency had failed to secure proper written
authorisation from their client before processing any work pass
transactions for the client thereby infringed EALC 9  Acted in a manner detrimental to interest of client
o E.g. Employer and Foreign Domestic Worker have mutually agreed for her to be repatriated, however the Employment Agency did not allow Foreign Domestic Worker to be repatriated until Foreign Domestic Worker found a way to pay her loan.
 Has ceased business – wound up, liquidated, dissolved
 Has been dormant for a continuous period of 6 months
o E.g. Employment Agency does not have placement for past 6 months (One of the considerations, MOM will exercise discretion)
 Acted in a manner detrimental to public interest
o E.g. Employment Agency post a discriminatory recruitment
advertisement (See Topic on Tripartite Alliance for Fair Employment
Practices)
 Committed a criminal offence
 Is no longer fit and proper

Question 32

What is the process of Licence Suspension or Revocation?

a) Licensee informed in writing of suspension/revocation
b) Suspension/revocation effected after 14 days notification
c) Appeal to be done within 14 days of notification
d) Decision on such appeals will be made by Minister
e) Minister’s decision on appeals is final
f) all of the above
g) none

Answer 32

F

Question 33

What is the difference between suspension and revocation of licence?

a) Operations to be ceased immediately vs May continue to serve out existing obligations (e.g. Handling workers’ disputes, fetching workers for medical exam/to and from airport)
b) medical benefit vs no medical benefit

Answer 33

A

Revocation
Operations to be ceased immediately

Suspension
May continue to serve out existing obligations (e.g. Handling workers’ disputes, fetching workers for medical exam/to and from airport)

Not allowed to take on new recruitment or placement agreements

Commissioner may impose additional conditions when licence is suspended

Question 34

Upon being served Order of Suspension / Revocation, licensee must adhere to the following:

a) Inform clients of licence suspension / revocation
b) Not to collect service / placement fee
c) To refund fees where applicable
d) Refer clients to other Employment Agencies to continue with serving out the obligations
e) all of the above
f) none

Answer 34

E

 Inform clients of licence suspension / revocation
 Not to collect service / placement fee
 To refund fees where applicable
 Refer clients to other Employment Agencies to continue with serving out the
obligations
 Not to submit any work pass applications for clients

Question 35

What is the penalty for failing to comply with the order of suspension / revocation?

a) First conviction: Fine not exceeding $80,000 or/and imprisonment for a term not exceeding 2 years
Subsequent conviction: Fine not exceeding $160,000 or/and imprisonment for a term not exceeding 4 years

b) First conviction: Fine not exceeding $40,000 or/and imprisonment for a term not exceeding 4 years
Subsequent conviction: Fine not exceeding $100,000 or/and imprisonment for a term not exceeding 4 years

c) First conviction: Fine not exceeding $30,000 or/and imprisonment for a term not exceeding 2 years
Subsequent conviction: Fine not exceeding $120,000 or/and imprisonment for a term not exceeding 4 years

Answer 35

A

Question 36

How is the appeal process like for license suspension / revocation?

a) Employment Agency may appeal against licence suspension / revocation within 14 calendar days from date of Order of Suspension/Order of Revocation
b) Appeal will be considered by Minister, whose decision is final
c) Employment Agencies may also appeal against any decision made by
Commissioner if they feel aggrieved
d) all of the above
e) none

Answer 36

D

Examples:
o Refusal to grant or renew licence
o Debarmentfromapplyingorgrantedlicence
o Suspensionandrevocationoflicence
o Refusal to register Employment Agency Personnel o De-registration of Employment Agency Personnel

Question 37

What are the 2 types of Employment Agencies Directory?

a) Licensed Employment Agencies
b) Revoked/suspended Employment Agencies
c) community employment agencies
d) a,b
e) c,a

Answer 37

D

Question 38

Employment Agency must provide a minimum security deposit of $40,000

How many demerit points is that?

a) 4
b) 8
c) 12
d) 18
e) 24

Answer 38

A

Question 39

Employment Agency must provide a minimum security deposit of $60,000

How many demerit points is that?

a) 4
b) 8
c) 12
d) 18
e) 24

Answer 39

B

Question 40

Employment Agency must provide a minimum security deposit of $60,000

How many demerit points is that?

a) 4
b) 8
c) 12
d) 18
e) 24

Answer 40

B

Question 41

 Employment Agency will have $10,000 of its security deposit forfeited.
 Employment Agency must top up its security deposit back to $60,000.
 Employment Agency will be placed under surveillance (suspension
of WP Online and EP Online accounts, surveillance status will be made known on the Employment Agency Directory, Employment Agency may be subjected to inspections).
 Employment Agency must have all Key Appointment Holders (KAHs) re-take the CEI (KAH) exam. This applies even if the Employment Agency was exempted from CEI during application.
 Employment Agency’s WP Online and EP Online accounts will be suspended until all KAHs have passed the exam, and until all issues are resolved

How many demerit points is that?

a) 4
b) 8
c) 12
d) 18
e) 24

Answer 41

C

Question 42

 Employment Agency will have an additional $15,000 of its security deposit forfeited, on top of the $10,000 under 12 DPs.
 Employment Agency must top up its security deposit back to $60,000.
 Employment Agency will be placed under surveillance (WP Online and EP Online accounts will be suspended, surveillance status will be made known on the EA Directory, Employment Agency may be
subjected to inspections).
Employment Agency’s WP Online and EP Online accounts will be suspended until all issues are resolved

How many demerit points is that?

a) 4
b) 8
c) 12
d) 18
e) 24

Answer 42

D

Question 43

 Employment Agency’s licence will be suspended or revoked, depending on the case.

How many demerit points is that?

a) 4
b) 8
c) 12
d) 18
e) 24

Answer 43

E

Question 44

As long as an Employment Agency has fewer than ______demerit points, each demerit point will remain live for a fixed period of ______ months from the date it is issued.

a) 19, 18
b) 12,12
c) 16, 8

Answer 44

B

Question 45

Employment Agency has 12 or more demerit points and does not accumulate new demerit points for 12 months.

What is the validity of demerit points?

a) Demerit points will be cleared after 12 months.
b) Validity of the first 12 demerit points will be extended to match the validity of the new demerit points.

Answer 45

A

Question 46

Employment Agency has 12 or more demerit points and is given new demerit points while under surveillance.

What is the validity of demerit points?

a) Demerit points will be cleared after 12 months.
b) Validity of the first 12 demerit points will be extended to match the validity of the new demerit points.

Answer 46

B

Question 47

How does surveillance work in EA?

a) If an Employment Agency collects 6 points or more, it will result in a 6- month surveillance.
b) Employment Agencies that accumulate 18 or less demerit points will also be placed under surveillance for 2 months.
c) During this period, the Employment Agencies will have their WP Online & EP Online accounts suspended for 3 months.
d) They are also subject to audits and if an Employment Agency commits any infringements during the surveillance period, its licence may be suspended or revoked.
e) Employment Agencies under surveillance are allowed to renew their licence. They would, however, remain on MOM’s surveillance when their licences are renewed.
f) c,d,e

Answer 47

F