Employment Of Foreign Manpower Act (FDW)

Question 1

What are the types of work passes available for professional?

a) employment pass
b) entre pass
c) personalised employment pass
d) all of the above
e) none of the above

Answer 1

D

Question 2

What are the types of work passes available for skilled and semi skilled workers

a) O pass
b) S pass
c) work permit for foreign worker and domestic worker
d) work permit for confinement nanny
e) work permit for performing artiste
f) all of the above
g) none

Answer 2

F

Question 3

What are the types of work passes available for trainee and students?

a) training employment pass
b) work holiday program
c) training work permit
d) all of the above
e) none of the above

Answer 3

D

Question 4

What the other types of work passes available for other groups of people?

a) miscellaneous
b) work pass exempt activities
c) letter of consent
d) all of the above
e) none

Answer 4

D

Question 5

How long is the work permit valid for foreign domestic workers?

a) 5 years
b) 2 years
c) 1 year

Answer 5

C

Question 6

What is the entry requirement for a work permit (foreign domestic worker)?

a) gender (female)
b) From 23 to 50 years old at the time of application
Foreign Domestic Workers above 50 years old can only renew their Work permits until they reach 60 years old
c) Minimum 8 years of formal education
d) Bangladesh, Cambodia, Hong Kong, India, Indonesia, Macau, Malaysia, Myanmar, Philippines, South Korea, Sri Lanka, Taiwan, Thailand
e) All first-time Foreign Domestic Workers must attend the Settling-in- Programme (SIP)
f) all of the above
g) none of the above

Answer 6

F

Question 7

Which of the following is not true for an employer to hire foreign domestic workers?

a) Be 25 years old and above
b) Not be an undischarged bankrupt
c) Have the mental capacity to fully understand and discharge his/her responsibility as an Employer
d) Financial ability to hire, maintain and upkeep the Foreign Domestic Worker in a proper accommodation
e) Other compulsory requirements

Answer 7

A

Be 21 years old and above

Additional
Other compulsory requirements
o All first-time Employers must attend an Employer Orientation Programme (EOP) before they can hire a Foreign Domestic Worker
o Before the Foreign Domestic Worker arrives in Singapore
 Purchase a $5,000 Security Bond
 Purchase medical insurance with coverage of at least $15,000
 Purchase personal accident insurance with coverage of at least
$60,000, with compensation made payable to her or her
beneficiaries
Make monthly levy payments

Question 8

Foreign Domestic Workers are NOT covered by the Employment Act, but are still entitled to

a) Prompt salary payment
b) Weekly rest days or compensation in-lieu
c) Provision of basic needs such as accommodation, food, and medical needs
d) basic salary
e) a,b,c

Answer 8

E

Question 9

What was the Employment of Foreign Manpower Act previously known as? When was it amended?
a) Employment of Foreign Workers Act (EFWA), 1stAmendmenton1 July 2007, 2ndAmendmenton9Nov2012
b) Employment of Foreign Talent Act (EFTA), 1stAmendment on1 July 2003, 2nd Amendment on 9 Nov 2012
C) Employment of Foreign Labour Act (EFBA), 1stAmendment on1 June 2003, 2nd Amendment on 9 Nov 2012

Answer 9

A

Question 10

What was the purpose of establishing new administrative penalty regime?

a) to quickly and effectively
punish those who bend the rules without the need for criminal prosecution
b) to quickly and effectively
punish those who disobey the rules with the need for criminal prosecution

Answer 10

A

Included new presumption clauses and enhanced investigatory powers to
step-up enforcement against syndicates and errant Employers
 Created new offences and infringements with higher penalties for more
effective deterrence

Question 11

"Illegal employment by Employer" Which offence is this? 
a) Section 5(1) 
b) Section 5(2) 
c) Section 10(1) 
d) Section 14 
e) Section 22(1)(a)
f) Section 22(1)(b) 
g) Section 22(1)(c) 
h) Section 22(1)(d) 
i) Section 22(1)(e) 
j) Section 22(1)(f) 
k) Section 22(2) 
L) Section 22(3) 
M) Section 22(4) 
n) Section 22A(1) 
o) Section 25B(1)

Answer 11

A

Question 12

Foreign Employees working without valid work pass Which offence is this? 
a) Section 5(1) 
b) Section 5(2) 
c) Section 10(1) 
d) Section 14 
e) Section 22(1)(a)
f) Section 22(1)(b) 
g) Section 22(1)(c) 
h) Section 22(1)(d) 
i) Section 22(1)(e) 
j) Section 22(1)(f) 
k) Section 22(2) 
L) Section 22(3) 
M) Section 22(4) 
n) Section 22A(1) 
o) Section 25B(1)

Answer 12

B

Question 13

Self-employed Foreigner working without valid work pass. 
Which offence is this? 
a) Section 5(1) 
b) Section 5(2) 
c) Section 10(1) 
d) Section 14 
e) Section 22(1)(a)
f) Section 22(1)(b) 
g) Section 22(1)(c) 
h) Section 22(1)(d) 
i) Section 22(1)(e) 
j) Section 22(1)(f) 
k) Section 22(2) 
L) Section 22(3) 
M) Section 22(4) 
n) Section 22A(1) 
o) Section 25B(1)

Answer 13

C

Question 14

Loss / Destruction / Defacement of work pass
Which offence is this? 
a) Section 5(1) 
b) Section 5(2) 
c) Section 10(1) 
d) Section 14 
e) Section 22(1)(a)
f) Section 22(1)(b) 
g) Section 22(1)(c) 
h) Section 22(1)(d) 
i) Section 22(1)(e) 
j) Section 22(1)(f) 
k) Section 22(2) 
L) Section 22(3) 
M) Section 22(4) 
n) Section 22A(1) 
o) Section 25B(1)

Answer 14

D

Question 15

Breach of work pass conditions involving harm or abuse to the Foreign Worker

Which offence is this? 
a) Section 5(1) 
b) Section 5(2) 
c) Section 10(1) 
d) Section 14 
e) Section 22(1)(a)
f) Section 22(1)(b) 
g) Section 22(1)(c) 
h) Section 22(1)(d) 
i) Section 22(1)(e) 
j) Section 22(1)(f) 
k) Section 22(2) 
L) Section 22(3) 
M) Section 22(4) 
n) Section 22A(1) 
o) Section 25B(1)

Answer 15

E

Question 16

Foreign employee’s failure to produce work pass upon demand by an authorised officer or employment inspector.

Which offence is this? 
a) Section 5(1) 
b) Section 5(2) 
c) Section 10(1) 
d) Section 14 
e) Section 22(1)(a)
f) Section 22(1)(b) 
g) Section 22(1)(c) 
h) Section 22(1)(d) 
i) Section 22(1)(e) 
j) Section 22(1)(f) 
k) Section 22(2) 
L) Section 22(3) 
M) Section 22(4) 
n) Section 22A(1) 
o) Section 25B(1)

Answer 16

f

Question 17

Obstruction of employment inspector

Which offence is this? 
a) Section 5(1) 
b) Section 5(2) 
c) Section 10(1) 
d) Section 14 
e) Section 22(1)(a)
f) Section 22(1)(b) 
g) Section 22(1)(c) 
h) Section 22(1)(d) 
i) Section 22(1)(e) 
j) Section 22(1)(f) 
k) Section 22(2) 
L) Section 22(3) 
M) Section 22(4) 
n) Section 22A(1) 
o) Section 25B(1)

Answer 17

g

Question 18

Providing false information to the Controller of work passes

Which offence is this? 
a) Section 5(1) 
b) Section 5(2) 
c) Section 10(1) 
d) Section 14 
e) Section 22(1)(a)
f) Section 22(1)(b) 
g) Section 22(1)(c) 
h) Section 22(1)(d) 
i) Section 22(1)(e) 
j) Section 22(1)(f) 
k) Section 22(2) 
L) Section 22(3) 
M) Section 22(4) 
n) Section 22A(1) 
o) Section 25B(1)

Answer 18

h

Question 19

Sells, forges, or unlawfully alters or, without lawful authority transfers or allows another person to use an in-principle approval or work pass

Which offence is this? 
a) Section 5(1) 
b) Section 5(2) 
c) Section 10(1) 
d) Section 14 
e) Section 22(1)(a)
f) Section 22(1)(b) 
g) Section 22(1)(c) 
h) Section 22(1)(d) 
i) Section 22(1)(e) 
j) Section 22(1)(f) 
k) Section 22(2) 
L) Section 22(3) 
M) Section 22(4) 
n) Section 22A(1) 
o) Section 25B(1)

Answer 19

i

Question 20

Uses or possesses a forged, altered or another person’s work pass

Which offence is this? 
a) Section 5(1) 
b) Section 5(2) 
c) Section 10(1) 
d) Section 14 
e) Section 22(1)(a)
f) Section 22(1)(b) 
g) Section 22(1)(c) 
h) Section 22(1)(d) 
i) Section 22(1)(e) 
j) Section 22(1)(f) 
k) Section 22(2) 
L) Section 22(3) 
M) Section 22(4) 
n) Section 22A(1) 
o) Section 25B(1)

Answer 20

j

Question 21

Failure to declare the commission of the S22(1)(d) false declaration offence

Which offence is this? 
a) Section 5(1) 
b) Section 5(2) 
c) Section 10(1) 
d) Section 14 
e) Section 22(1)(a)
f) Section 22(1)(b) 
g) Section 22(1)(c) 
h) Section 22(1)(d) 
i) Section 22(1)(e) 
j) Section 22(1)(f) 
k) Section 22(2) 
L) Section 22(3) 
M) Section 22(4) 
n) Section 22A(1) 
o) Section 25B(1)

Answer 21

k

Question 22

Foreign Employees making false statements or furnishing false information to educational qualifications

Which offence is this? 
a) Section 5(1) 
b) Section 5(2) 
c) Section 10(1) 
d) Section 14 
e) Section 22(1)(a)
f) Section 22(1)(b) 
g) Section 22(1)(c) 
h) Section 22(1)(d) 
i) Section 22(1)(e) 
j) Section 22(1)(f) 
k) Section 22(2) 
L) Section 22(3) 
M) Section 22(4) 
n) Section 22A(1) 
o) Section 25B(1)

Answer 22

L

Question 23

Failure to declare commission of Section 22(3) false declaration of forged educational qualifications offence

Which offence is this? 
a) Section 5(1) 
b) Section 5(2) 
c) Section 10(1) 
d) Section 14 
e) Section 22(1)(a)
f) Section 22(1)(b) 
g) Section 22(1)(c) 
h) Section 22(1)(d) 
i) Section 22(1)(e) 
j) Section 22(1)(f) 
k) Section 22(2) 
L) Section 22(3) 
M) Section 22(4) 
n) Section 22A(1) 
o) Section 25B(1)

Answer 23

M

Question 24

Employer’s receipt of monies or benefits in consideration of employment

Which offence is this? 
a) Section 5(1) 
b) Section 5(2) 
c) Section 10(1) 
d) Section 14 
e) Section 22(1)(a)
f) Section 22(1)(b) 
g) Section 22(1)(c) 
h) Section 22(1)(d) 
i) Section 22(1)(e) 
j) Section 22(1)(f) 
k) Section 22(2) 
L) Section 22(3) 
M) Section 22(4) 
n) Section 22A(1) 
o) Section 25B(1)

Answer 24

N

Question 25

Failure to comply with directions given by Commissioner for Foreign Manpower

Which offence is this? 
a) Section 5(1) 
b) Section 5(2) 
c) Section 10(1) 
d) Section 14 
e) Section 22(1)(a)
f) Section 22(1)(b) 
g) Section 22(1)(c) 
h) Section 22(1)(d) 
i) Section 22(1)(e) 
j) Section 22(1)(f) 
k) Section 22(2) 
L) Section 22(3) 
M) Section 22(4) 
n) Section 22A(1) 
o) Section 25B(1)

Answer 25

O

Question 26

The alleged illegal Employer needs to exercise due diligence by checking the passport, document of identity or another travel document to confirm the nationality of the employee.

Which offence is this? 
a) Section 5(1) 
b) Section 5(2) 
c) Section 10(1) 
d) Section 14 
e) Section 22(1)(a)
f) Section 22(1)(b) 
g) Section 22(1)(c) 
h) Section 22(1)(d) 
i) Section 22(1)(e) 
j) Section 22(1)(f) 
k) Section 22(2) 
L) Section 22(3) 
M) Section 22(4) 
n) Section 22A(1) 
o) Section 25B(1) 
p) section 5(4) 
q) Section5(5)
r) section 5(4) , 5(5)

Answer 26

R

Question 27

The work pass of a Foreign Employee shall be valid only in respect of the Employer, Foreign Employee and sector specified therein

Which offence is this? 
a) Section 5(1) 
b) Section 5(2) 
c) Section 10(1) 
d) Section 14 
e) Section 22(1)(a)
f) Section 22(1)(b) 
g) Section 22(1)(c) 
h) Section 22(1)(d) 
i) Section 22(1)(e) 
j) Section 22(1)(f) 
k) Section 22(2) 
L) Section 22(3) 
M) Section 22(4) 
n) Section 22A(1) 
o) Section 25B(1) 
p) section 5(4) 
q) Section5(5)
r) section 5(4) , 5(5) 
s) section 12 (1)

Answer 27

S

Question 28

What is the penalty for Section 5(1) (Illegal employment by Employer)?

a) A fine not less than $5,000 and not more than $30,000 or to imprisonment for a term not exceeding 12 months or to both.
For second or subsequent conviction:
o Individual: A fine of not less than $10,000 and not more than $30,000 and with imprisonment for a term of not less than one month and not more than 12 months
o Any other case: A fine of not less than $20,000 and not more than $60,000
b) A fine not more than $6,000 and not more than $30,000 or to imprisonment for a term not exceeding 18 months or to both.
For second or subsequent conviction:
o Individual: A fine of not less than $10,000 and not more than $10,000 and with imprisonment for a term of not less than one month and not more than 12 months
o Any other case: A fine of not less than $20,000 and not more than $40,000
c) A fine not more than $7,000 and not more than $50,000 or to imprisonment for a term exceeding 18 months or to both.
For second or subsequent conviction:
o Individual: A fine of not less than $10,000 and not more than $10,000 and with imprisonment for a term of not less than one month and not more than 12 months
o Any other case: A fine of not less than $20,000 and not more than $48,000

Answer 28

A

Question 29

What is the penalty for section 5(2) if a foreign domestic worker holds a valid work permit to work as a Foreign Domestic Worker for her Employer? However, during her rest days, she worked in her friend’s café as a waitress.

a) A fine not exceeding $20,000 or imprisonment for a term not exceeding 2 years or both.
b) A fine not exceeding $30,000 or imprisonment for a term not exceeding 4 years or both.
c) A fine not exceeding $50,000 or imprisonment for a term not exceeding 5 years or both.

Answer 29

A

Question 30

What is the penalty for section 10(1) if a Foreign Domestic Worker setting up and running her own manicure business?

a)  A fine not exceeding $10,000 or to imprisonment for a term not exceeding 2
years or to both;
 On a second or subsequent conviction, be punished with imprisonment for a
term of not less than one month and not more than 3 years and also be liable to a fine not exceeding $20,000.

b)  A fine not exceeding $20,000 or to imprisonment for a term not exceeding 2
years or to both;
 On a second or subsequent conviction, be punished with imprisonment for a
term of not less than one month and not more than 2 years and also be liable to a fine not exceeding $20,000.
c)  A fine exceeding $40,000 or to imprisonment for a term not exceeding 2
years or to both;
 On a second or subsequent conviction, be punished with imprisonment for a
term of not less than one month and not more than 2 years and also be liable to a fine not exceeding $25,000.

Answer 30

B

Question 31

What is the penalty for section 22(1) (a) if an Employer refusing to pay the medical bills of a Foreign Domestic
a worker whose arm got fractured?

a) A fine not exceeding $10,000 or imprisonment for a term not exceeding 12 months or both.
b) A fine not exceeding $9,000 or imprisonment for a term not exceeding 8 months or both.
c) A fine not exceeding $1,000 or imprisonment for a term not exceeding 1 month or both.

Answer 31

A

section 22(1)(a) (Breach of work pass conditions) states any person, being an Employer, a Foreign Employee or a self‐employed foreigner to whom a work pass
applies or had applied, contravenes any condition (other than a regulatory condition) of the work pass or in-principle approval of the application for the work pass.
 Refers to anyone bound by, and has breached the work pass conditions
 Refers to the person specified in the Work Permit as the Employer

Question 32

What is the penalty for section 22(1) (a) if Alice declared in the Work Permit application form that she would be employing Aminah as a Foreign Domestic Worker to work for her? But, in actual fact, she knew at the point of application that Aminah would be working for her friend, Jenny.

a) A fine not exceeding $10,000 or imprisonment for a term not exceeding 2 years or both.
b) A fine exceeding $30,000 or imprisonment for a term not exceeding 3 years or both.
c) A fine not exceeding $20,000 or to imprisonment for a term not exceeding 2
years or to both.

Answer 32

c

Section 22(1)(d) (False Statement to Controller / Employment Inspector) states that any person who in connection with any application for or to renew a work pass or for any other purpose under this Act, makes any statement or furnishes any information to the Controller or an authorised officer or employment inspector which he knows, or ought reasonably to know, is false in any material particular or is misleading by reason of the omission of any material particular shall be guilty of an offence.

Question 33

What is the penalty for Section 22(2)?

a) A fine not exceeding $10,000 or imprisonment for a term not exceeding 12 months or both.
b) A fine not exceeding $50,000 or imprisonment for a term exceeding 9 months or both.
c) A fine not exceeding $8,000 or imprisonment for a term not exceeding 10 months or both.

Answer 33

A

Section 22(2) (Failure to declare section 22(1)(d) false declaration offence) states that any Employer, Foreign Employee, self‐employed foreigner, or any agent involved in the employment of the Foreign Employee or the engagement of the self-employed foreigner, who
(a) Knows, or has reason to believe, that an offence has been committed under subsection (1)(d); and
(b) Intentionally omits to furnish any information to the Controller in respect of that offence
shall be guilty of an offence and shall be liable on conviction.

Question 34

What is the penalty for Section 22(3) if a Foreign Domestic Worker submitting an educational certificate indicating that she has 8 years of education, but which she knows was forged?

a) A fine not exceeding $80,000 or imprisonment for a term not exceeding 9 years or both.
b) A fine not exceeding $20,000 or imprisonment for a term not exceeding 2 years or both.
c) A fine not exceeding $10,000 or imprisonment for a term exceeding 2 years.

Answer 34

B

Section 22(3) states that any foreign employee or self-employed foreigner who makes any statement or submits any document to the Controller under this Act relating to his/her qualifications which he/she knows or ought reasonably to know is false in any material particular, or is misleading by reason of the omission of any material particular, shall be guilty of an offence and shall be liable on conviction.

Question 35

What is the penalty for Section 22(4)?

a) A fine not exceeding $10,000 or imprisonment for a term not exceeding 12 months or both.
b) A fine not exceeding $6,000 or imprisonment for a term not exceeding 6 months or both.
c) A fine not exceeding $9,000 or imprisonment for a term not exceeding months or both.

Answer 35

A

Section 22(4) states that any Employer of a Foreign Employee or any agent involved in the employment of the Foreign Employee, or any agent involved in the engagement of a self-employed foreigner, who…
a) Knows, or has reason to believe, that an offence has been committed by the Foreign Employee or self-employed foreigner, as the case may be, under subsection (3); and
b) Intentionally omits to furnish any information to the Controller in respect of that offence
…shall be guilty of an offence and shall be liable on conviction.

Question 36

What is the penalty for Section 22A(1) if an Employer collects $2,000 from a Foreign Domestic Worker as consideration for renewing her work pass?

a) A fine not exceeding $30,000 or to imprisonment not exceeding 2 years or to both.
b) A fine not exceeding $30,000 or to imprisonment not exceeding 2 years.
c) A fine not exceeding $40,000 or to imprisonment not exceeding 4 years or to both.

Answer 36

A

Section 22A (1) (Receipt of benefits in consideration of employment) states that no person shall deduct from any salary payable to a Foreign Employee, or demand or receive, directly or indirectly and whether in Singapore or elsewhere, from a Foreign Employee any sum or other benefit:

a) As consideration or as a condition for the employment of the Foreign Employee, whether by that person or any other person;
b) As consideration or as a condition for the continued employment of the Foreign Employee, whether by that person or any other person; or
c) As a financial guarantee related, in any way, to the employment of the Foreign Employee, whether by that person or any other person.

Question 37

What is the penalty for Section 25B(1)?

a) A fine not exceeding $2,000 or imprisonment for a term not exceeding 2 months or both.
b) A fine not exceeding $9,000 or imprisonment for a term not exceeding 9 months or both.
c) A fine not exceeding $10,000 or imprisonment for a term not exceeding 12 months or both.

Answer 37

C

Section 25B(1) (Failure to comply with direction) states that notwithstanding anything in this Act, where the Controller is satisfied that any person is committing or has committed a prescribed infringement, the Controller may, in addition to or in lieu of the imposition of a financial penalty, give such directions to the person as the Controller thinks appropriate to bring the prescribed infringement to an end and, where necessary, require that person to take such action as is specified in the direction to remedy, mitigate or eliminate any effects of such prescribed infringement and to prevent the recurrence of such prescribed infringement.
 Section 25B(2) states that any person who fails, without reasonable excuse, to comply with any direction given under subsection (1) shall be guilty of an offence and shall be liable on conviction.

Question 38

Section 21 (powers of arrest) states that any police officer or employment inspector may arrest without warrant any person whom he reasonably suspects

a) is committing or has committed an offence under section 5(6), (7) or (7A), 10(2), 22(1)(a), (c), (d), (e) or (f), (2), (3) or (4), 22A(2) or 22B(1);
b) has abetted the commission of any offence referred to in paragraph (a).
c) both
d) none

Answer 38

C

Question 39

Section 20(1) states that where an offence under this Act committed by a body corporate is proved
a) to have been committed with the consent or connivance of an officer of the body corporate
b) to be attributable to any neglect on his part,
the officer as well as the body corporate shall be guilty of the offence and shall be liable to be proceeded against and punished accordingly.
c) both
d) none

Answer 39

C

Question 40

Section 23(1) states that any person who abets the commission of an offence under this Act shall be guilty of the offence and shall be liable on conviction to be punished with the punishment provided for that offence. What are the 3 main limbs of abetment?

a) Instigation
b) Conspiracy
c) Intentionally Aiding by an act
d) all of the above
e) None of the above

Answer 40

D

Question 41

Employer to terminate employment of Foreign Worker upon receiving notification from controller on suspension or revocation of work pass. Which type of Administrative Infringements?

a) Section 9(1)
b) Section 25(2)
c) Section 25(4)

Answer 41

A

Question 42

Breach of work pass regulatory conditions that are administrative in nature e.g. Failure to make salary payments to S Pass holder via GIRO.Which type of Administrative Infringements?

a) Section 9(1)
b) Section 25(2)
c) Section 25(4)

Answer 42

B

Question 43

Employer’s recovery of employment costs from Foreign Workers. Which type of Administrative Infringements?

a) Section 9(1)
b) Section 25(2)
c) Section 25(4)

Answer 43

C

Question 44

What is the penalty of section 9(1) if Foreign Domestic Worker continues working for her Employer even after
being notified that the work permit was revoked due to levy default?

a) Where any Employer contravenes subsection (1), the Controller may impose on him a financial penalty of such amount, not exceeding $10,000, as the Controller may determine.
b) Where any Employer contravenes subsection (1), the Controller may impose on him a financial penalty of such amount, exceeding $10,000, as the Controller may determine.
c) Where any Employer contravenes subsection (1), the Controller may impose on him a financial penalty of such amount, not exceeding $20,000, as the Controller may determine.

Answer 44

A

Section 9(1) (Terminate employment upon suspension/revocation) states that where the Controller has decided to suspend or revoke the work pass of a Foreign Employee under section 7(4), the Controller shall notify the Employer of the Foreign Employee of his/her decision and the Employer of the Foreign Employee shall, within 7 days of receiving the notification, terminate the employment of the Foreign Employee.

Question 45

What is the penalty of section 25(2) if the Employer deploys her Foreign Domestic Worker to work in her drinks stall at the hawker centre on days where she is short-handed?

a) A financial penalty of such amount, not exceeding $60,000, as the Controller may determine
b) A financial penalty of such amount, not exceeding $10,000, as the Controller may determine
c) A financial penalty of such amount, not exceeding $40,000, as the Controller may determine

Answer 45

B

Section 25(2) (Breach of Work Pass Regulatory Conditions) states that where any person fails to comply with
a) any regulatory condition subject to which an in-principle approval is or had been issued to him by the Controller; or
b) being an Employer, a foreign employee or a self-employed foreigner to whom a work pass applies or had applied, any regulatory condition of the work pass,
…the Controller may impose on the person a financial penalty of such amount, not exceeding $10,000, as the Controller may determine.

Question 46

What is the penalty of section 25(4) if an employer deducts from the salary of a Foreign Domestic Worker in order to recover the cost acquired through the levy?

a) A financial penalty of such amount, not exceeding $30,000, as the Controller may determine
b) A financial penalty of such amount, not exceeding $20,000, as the Controller may determine
c) A financial penalty of such amount, not exceeding $40,000, as the Controller may determine

Answer 46

B

Section 25(4) (Employer’s recovery of employment costs from Foreign Domestic Workers) states that where any Employer...
a) Deducts from any salary payable to a Foreign Employee, or demands or receives, directly or indirectly and whether in Singapore or elsewhere, from the Foreign Employee any fee, cost, levy, penalty, charge or amount that the employer shall bear and be liable for under subsection (6), or any part thereof; or
b) Causes any Foreign Employee to bear any fee, cost, levy, penalty, charge or amount that the employer shall bear and be liable for under subsection (6), or any part thereof,
...the Controller may impose on the person a financial penalty of such amount, not exceeding $20,000, as the Controller may determine.

Question 47

Which of the following is not the 6 total schedules in Employment of Foreign Manpower (Work Pass) Regulations?

a) First schedule – Conditions and Regulatory Conditions of In-Principle Approval for a Work Permit
b) Second schedule – Conditions and Regulatory Conditions of In-Principle Approval for S Pass
c) Third schedule – Conditions of In-Principle Approval for Singapore Pass
d) Fourth schedule – Conditions and Regulatory Conditions of Work Permit
e) Fifth schedule – Conditions and Regulatory Conditions of S Pass
f) Sixth schedule – Conditions and Regulatory Conditions of Employment Pass

Answer 47

C

Third schedule – Conditions of In-Principle Approval for Employment Pass

Question 48

For _________schedules, the conditions and regulatory conditions are tied to work passes before issuance (i.e. IPA stage). As for the______ schedules, the conditions and regulatory conditions are related to the work that passes after their issuance.

a) 1st to 3rd, 4th to 6th
b) 4th to 6th, 1st to 3rd
c) 5th to 7th, 1st to 6th

Answer 48

A

Question 49

Work Pass Conditions vs. Work Pass Regulatory Conditions. What are the differences between the two types of conditions?
a) Contravention of a work pass condition (court) will result in an offence as stated
in Section 22(1)(a) [*see “Possible Types of Offences”

b) Contravention of a work pass regulatory condition (administrative penalty
regime) will result in an administrative infringement as stated in Section 25(2).

c) both
d) none

Answer 49

C

Question 50

All _____ found in these 6 schedules are _______and may be prosecuted in Court; while the _______ (which are infringements under EFMA) are non- arrestable and will be dealt with via Commission route.

a) conditions, arrestable, regulatory conditions
b) regulatory conditions, arrestable, conditions
c) subjective conditions, procecutable, conditions

Answer 50

A

Question 51

What are the EXAMPLES OF WORK PASS CONDITIONS (EMPLOYER)?

a) Upkeep and Maintenance
b) Foreign Domestic Worker’s place of residence
c) Grant adequate rest & mandatory weekly rest days
d) Prompt salary payments
e) Amendments to salary
f) Safe work conditions
g) Repatriation responsibilities
h) Mandatory Rest Day
I) Guidelines on Proper Accommodation
J) Provision of Adequate Food
K) all of the above
L) none of the above

Answer 51

K

Upkeep and Maintenance
 Employers are responsible for the Foreign Domestic Worker’s upkeep and maintenance, including the provision of proper accommodation, provision of adequate food and medical treatment
 This also applies to Foreign Domestic Workers on In-principle Approval (IPA)

Foreign Domestic Worker’s place of residence
 The employer must ensure that Foreign Domestic Worker only resides at the residential address stated in Work Permit or any other residential address approved in writing by the Controller.
Grant adequate rest & mandatory weekly rest days
 The employer must grant Foreign Domestic Worker adequate rest daily
 She is entitled to a mandatory weekly rest day or compensation in-lieu
Prompt salary payments
 The employer shall pay the Foreign Domestic Worker her monthly salary no later than 7 days after the last day of the agreed salary period
Amendments to salary
 The employer shall not reduce the Foreign Domestic Worker basic monthly salary or allowances to an amount that is less than that declared in the work pass application, except with the Foreign Domestic Worker’s prior written agreement. The controller must also be informed in writing prior to the proposed reduction or increase
Safe work conditions
Employers shall only allow their Foreign Domestic Workers to clean the exterior of windows when these two conditions are met
 The Employer or an adult is physically present to supervise the Foreign Domestic Worker; and
 There are window grilles and these must be locked at all times during the cleaning
Repatriation responsibilities
 The employer shall repatriate the Foreign Domestic Worker to an international port of entry within her home country that is nearest to her hometown
 The employer shall bear the cost associated with repatriating the Foreign Domestic Worker (unless Controller permits otherwise)

Question 52

What are the examples of work pass regulatory conditions (employer)?

a) salary payment
b) levy payment
c) medical examination
d) return work pass to controller
e) reporting and cancellation of work pass
f) knowledge of work pass contravention
g) all of the above
h) none

Answer 52

G
Salary payments
 The Employer must maintain a record of the monthly salary paid to the Foreign Domestic Worker. The record should contain the Foreign Domestic Worker’s acknowledgement for the monthly salary she receives.
 The Foreign Domestic Worker’s salary must be paid through direct transfer into her bank account in a bank established in Singapore if she so requests.

Levy payments
 The Employer must pay monthly levy through GIRO or any other means approved by Controller in writing
 Levy rate
For first-time Foreign Domestic Workers, levy will begin on the 5th day of her arrival (including the arrival date).
 In all other cases, the levy will begin the next day after the Foreign Domestic Worker arrives
 Levy must be paid via the General Interbank Recurring Order (GIRO).
 Employer apply for levy to be waived in certain situations:
o Overseas leave for at least 7 consecutive days (capped at 60 calendar days per calendar year)
o Hospitalisation leave issued by Singapore hospitals (capped at 60 calendar days per calendar year)
o ForeignDomesticWorkerdoesnotreturntoSingaporeafteroverseas leave
o Foreign Domestic Worker is under policy custody or
is housed at the Embassy
 Penalties for not paying the levy
o Employer will be charged a late payment penalty
o Foreign Domestic Worker’s Work Permit will be revoked
o Employerwon’tbeallowedtoapplyfororissueanewWorkPermit,
or renew an existing Work Permit
o Employer may face legal action to recover the unpaid levy.

Medical Examination
 The Employer must send the Foreign Domestic Worker for a medical examination as and when directed by the Controller
Return Work Pass to Controller
 Within 7 days after cancellation of work pass, the Employer must return the work permit to the Controller.
Reporting and Cancellation of Work Pass
 If the Foreign Domestic Worker goes missing, the Employer must inform the Controller within 7 days.
Knowledge of Work Pass contravention
 If Employer has knowledge of any contravention of Work Pass Conditions by the Foreign Domestic Worker, the Employer must inform the Controller and comply with any instructions from the Controller with respect to the contravention.

Question 53

What are the EXAMPLES OF WORK PASS CONDITIONS (FOREIGN DOMESTIC WORKER)?

a) Employment
b) Duties to be performed by Foreign Domestic Worker, and her place of employment
c) Conduct

Answer 53

Employment
 Foreign Domestic Worker must only work for the Employer specified and in the occupation and sector specified in the work pass
Duties to be performed by Foreign Domestic Worker, and her place of employment
 The Foreign Domestic Worker must only perform household and domestic duties at the residential address stated in her work pass or any other address approved in writing by the Controller

Conduct
 The Foreign Domestic Worker cannot become pregnant or deliver any child in Singapore during and after the validity period of her work pass (unless she is a Work Permit holder who is already married to a Singapore citizen or permanent resident with the approval of the Controller)
 She must not be involved in any illegal, immoral or undesirable activities, including breaking up families in Singapore.

Question 54

“Young child or grandchild scheme Aged person scheme Persons with disabilities scheme.” What type of levy is it?

a) Concessionary, $60
b) Normal, $265

Answer 54

A

Question 55

Everyone who does not quality for concessionary levy.
What type of levy is it?

a) Concessionary, $60
b) Normal, $265

Answer 55

B

Question 56

What are the GOOD EMPLOYMENT PRACTICES TO ADOPT?
a) Draw up Employment Contracts
b) Open Communication
c) Family Integration
d) Communicate House Rules & Work Schedule
e) Do not withhold her passport
f) Do not keep her salary
g) Provide the means to seek help and/or escape in times of emergency
h) Allow her to take her weekly rest days
I) all of the above
j) none

Answer 56

I

Draw up Employment Contracts
 Employers are encouraged to sign an employment contract with their Foreign Domestic Workers to avoid disputes.
Open Communication
 Foreign Domestic Workers may experience homesickness and loneliness. Help her cope with those feelings by teaching her how she could contact her family and how she could send letters home.
Family Integration
 Integrate the Foreign Domestic Worker with the family as soonest as possible. This can be done by being patient and tolerant and making an effort to understand her background.
Communicate House Rules & Work Schedule
 Draw up a list of house rules & work schedule that the Foreign Domestic Workers should abide by.
Do not withhold her passport
 Employers should not retain the Foreign Domestic Worker’s passport or make it a condition for her employment.
Do not keep her salary
 Employers should not keep the Foreign Domestic Worker’s salaries (even if it’s with her consent) and/or make this arrangement a condition for her employment.
 If she opens a bank account to keep her salary safely, she must keep her own bank book and ATM card. The bank account should only be in her name.
 This also avoid any salary disputes in future.
Provide the means to seek help and/or escape in times of emergency
 Employer should ensure that Foreign Domestic Worker has access to the house keys and phone, to seek help during emergency.
 She should be educated on how to seek help in times of emergency.
Allow her to take her weekly rest days
 Rest days allow Foreign Domestic Worker to get mental and physical rest from work and help her recharge.
 Employers are strongly encouraged to allow her to have weekly rest days (instead of compensating her for every rest day foregone)