Singapore labor laws for foreign workers

Minimum monthly salary of employment pass (EP) holders is S$2,500 (P77, 500). The “S" pass took effect July 1, 2004, catering to skilled workers at middle level with minimum salary of S$1,800 (P55, 800). “S" pass holders who earn basic monthly salary of at least S$2,500 (P77, 500) can take their spouse and children to Singapore. Professional licenses issued in the Philippines are not recognized. Filipino engineers and architects cannot sign on their project documents. WP (work permit) category includes domestic helper, nursing aide, healthcare assistant, technician and other positions that do not require special skills and college degree. Salaries for work permits are below S$1,800 (P55, 800) monthly. Work permits are valid for two years and maybe renewed with the Ministry of Manpower. Conditions of work permit holders as follows: - Must possess high school diploma for continued employment in the City State; - Can only work for employer/company and in occupation stated in his/her work permit card; - Shall not get involved in any illegal, immoral or undesirable activities in Singapore –e.g. drugs, crime, prostitution, breaking up families; - Shall not cohabit or have any children with a Singapore Citizen or Permanent President; - Shall abide by conditions relating to marriage to a Singapore Citizen or Permanent Resident, as stated in conditions of work permit; - Shall present self for medical examination by a registered Singapore doctor when requested by Controller of WP; - WP card must be surrendered to the Work Permit Department upon completion, resignation or termination of employment; and - Shall carry his/her work permit card at all times. Singapore’s Employment Act does not cover domestic helpers. Hence, most problematic of OFWs there are the DHs. Common problems DHs encounter are: being made to work in more than one household, exorbitant placement fees, non-payment of salaries, lack of valid employment contract as basis for settlement of claims/complaints, rare or even no days off, being made to do dangerous work (e.g. window cleaning in high-rise residence), and refusal of employer to attend to medical needs of sick domestic helpers. Majority of Filipinos who seek to work as DH enter Singapore as tourists. Those who do have tourist visas in the Philippines but may have filed for placement as DH through Philippine and Singapore employment agencies, which in turn process the papers independently (without the involvement of the Philippine Overseas Employment Administration (POEA) or the Embassy. These “facilitating groups" are usually not accredited by Embassy. They charge exorbitant placement fees. Singapore observes “open market" policy for domestic workers. Filipino women enter into contractual relationships without guidance from the Philippine government or its representative. They are subjected to excessive deductions from salaries by recruiters both in the Philippines and Singapore. In many cases, the terms and conditions of these employment contracts are below, or are non-compliant with the standards set by the POEA. In Singapore, any contract agreed upon between employer and employee becomes valid. In principle, employer and employee could enter into contractual obligations without a written contract. Employers of DHs must inform the Ministry of Manpower (MOM) within 12 hours of their knowledge of death of their domestic workers. Employment agencies are prohibited from displaying foreign domestic workers. Any display of maids is considered a violation of Section 1, c of Employment Agency Act and could lead to withdrawal of agency’s license. Since May 3, 2004, work permits can be cancelled by simply sending a fax message to the MOM. Employers must submit to MOM the residential address of their foreign workers for easy monitoring in cases of emergency. Effective April 2004, first-time employers and domestic workers must attend seminars at MOM before issuance of work permit. Source: Be a Smarter Pinoy Abroad, Smart Pinoy Publishing, 2006