FREQUENTLY ASKED QUESTIONS (FAQ)
Who can apply for Foreign Domestic Worker (FDW)?
Singaporean, PR, Employment pass holder, Dependent Pass…..etc. with a combined family income shall be SGD3, 000.00 and above.
Except the following:
1. foreigner on social visit
2. Long term social visit pass
3. Student pass holder
4. Those blacklisted by MOM.
How much is the levy for the FDW?
$265 per month (normal) $170 per month (concessionary) – if your any of your children are (Singaporean) and is less than 12 years old or you are living with parents / grandparents ages 65 years old and above, (Subject to MOM approval).
Deployment time required?
Some worker requires 4 to 2 weeks while other may need more than 3 days.
Deploy time will depend on training involve, season and training school availability. During holiday season, it is difficult to book air ticket; Entry Test and Orientation Program as well as POEA Procedures or it depends on the current employer availability, for transfer helper, (currently working with employer and have valid work permit pass).
How accurate our FDW’s bio data?
We do what we can to make it accurate, by interviewing our applicants and their current employers or if possible their previous employers. For those fresh (NEW) applicants we will call them to make it sure that their information written in their bio data is true and accurate. One of the best ways to ensure FDW’s performance is to talk to their current or previous employers; however you cannot rely on some of their testimonials if they are not contactable. But again be aware that not all recommendations are true! Some might just false or some employer wanted to dispatch their helper ASAP and given good recommendation.
How much do I need to spend in order to have a FDW?
Apart from FDW’s salary, employer are required to provide sufficient food, suitable accommodation, medical expenses, insurance, government levy and the cost to send FDW’s home even she can’t finish her contract (Sorry but this is our government requirement). Our package fees are included
1. Medical insurance Plan 2 with Security Bond
2. Full medical for our newly deployed maid Fresh from country of origin.
3. Application and collection of work permit and Policy.
There will not be hidden cost, unless you request the best Insurance coverage
How does FDW benefit to my family?
FDW can take care of your house hold chores and your children, so you can focus on your career or enjoy your life better.
What is employer’s responsibility?
Please refer to MOM’s work permit terms and conditions. Standard Employment Agreement between FDW and Employer, and also the Standard Service Agreement. Employers are responsible to maintain the well being of their FDW, medical expenses, food, accommodation, allow external communication and repatriation of maid to home town after termination of work permit.
Can I instruct my FDW to help my relative?
No! MOM does not allow. Under work permit regulation, FDW is allowed to work only at the specified address given on their work permit and the specific job declared to MOM.
In case employer not satisfied with FDW’s performance, what is the procedure? We will counsel them to improve their performance. We will continue to train them and monitoring their progress. If FDW does not perform well within the time frame given, employer can inform us to arrange for replacement. (Refer to their Standard Service Agreement). The most convenience way is to allow the existing FDW to work until she finds new employer.
There are several advantage
1. Employer has to support their FDW’s levy and cost of living, for agreed days or
in case they require accommodation from their agent.
2. Employer can not apply a replacement of FDW’s work permit until her existing FDW transferred to a new employer. Let the existing FDW continue to work until
she has found new employer, this will help to minimize cost and inconvenience. For details, please refer to your Standard Employment Contract, or the employer could apply second helper if the employer has 2 children ages 12 year and bellow or 1 child and elderly 65 and above (required contentious assistance).
Can an employer repatriate their FDW without agency agreement?
No. Employer and FDW’s agency shall work closely together. In case of dispute, employer or FDW shall inform their agency immediately, who will help to resolve dispute. Some of FDW needs a placement fee to work in Singapore which an agency has to settle their entire placement fee plus other expenses before the FDW enter Singapore, therefore the employer cannot repatriate their FDW’s without the agreement of the agency, otherwise the employer will be responsible for the said placement fee of the repatriated FDW as a result the upfront placement fee paid by employer will not be refunded.
In case employer is not satisfied with FDW’s performance, agency will provide replacement of FDW to employer within the agreed time frame. As FDW needs job to support their family too, agency will try to advice and place them again and shall be re-deployed to other employer.
Under Standard Service Agreement, employer has to seek agency agreement in writing before employer repatriate their FDW. In case employer is not satisfied with their FDW, they shall request for replacement. Employer and agency shall work together to ensure that the current FDW works as normal until the new replacement arrives.
If employer returns FDW to agency, does her advance placement fee be refunded?
Yes. This amount is a placement fee by the FDW from the agency; Employer pays in advance to FDW’s agency. Once the employer FDW returns her FDW to the agency the balance amount will be refunded to employer after agreed time frame.
(Refer to Standard Service Agreement). (Example) If the employer paid an advanced for 6 months salary and if the helper worked for 3 months only, the remaining 3 months advanced pay will be refunded to the employer. (For details please refer to your Standard Service Agreement).
When employer goes to work or vacation, can they lock their FDW inside their house to prevent them from going out or running away?
No. This is not advisable as it is against MOM rules and regulation. (Please refer to the EOP for First Time Employer).
In case my FDW is sick, who shall pay for the medical cost?
The employer shall pay. It is required by MOM that the employer shall pay for their FDW’s medical cost and all other basic needs e.g. food & accommodation…etc. We strongly recommend employer to buy additional medical insurance. Please ensure the policy is sufficient to cover potential medical expenses.
Do FDW protected by Singapore law?
Yes.They are protected by Singapore law. Abuse will be persecuted. We will assist all our clients to resolve dispute and improve our FDW’s working performance. Kindly contact us if you need our service and assistance.
FDW’s has home sick problem?
When FDW suffer from home sick, her performance will be affected and become emotion. (Apply to fresh NEW FDW) It is difficult to prevent but chance may be reduced if employer take the necessary steps:
1. Who will take care of FDW’s family if she comes to Singapore? Employer shall question all applicants to find out what will be the arrangement. Some applicants don’t have enough backup. Her family is to rely on the applicant.nApplicant may only be attracted by better salary but forget to make necessary arrangement. Once she leaves home and problem start to surface. Our agency provides necessary advises to employer during phone interview. (Apply to fresh NEW FDW).
2. Salary deduction period?
All employee works for salary. Maid may have salary deduction period. Duration may be varies between agencies. Employee (not just maid) will be depressed if the period
is too long.
3. Communication with family? When I go oversea for 2 to 3 days, I will start to miss my family. I will call home to ensure they are well. So does our maid, if they lose contact with their family, they may miss them so much. However, they may also affect from trouble in their home. Carefully manage their communication and give advice to them when necessary. What does Employment agencies’ role?
Employment agencies shall
1. Providing good applicants for the employer selection.
2. Process all necessary documentation.
3. Explain all the details in their Standard Employment Contract and Standard Service
Agreement etc.
4 Follow up with the maid and employer to maintain a good relationship at least every 2
to 3 months from the commencement date.
What Could Go Wrong?
In case you are wondering what can go wrong… Sometimes, the FDW changes her mind about working with an employer at the last minute. Sometimes, it’s the other way around. Hey, even the FDW’s current employer also changes her mind about letting the FDW transfer to another employer. That means that the potential employer cannot employ the girl. Things get worse with a deadline. And then, the agency gets blamed. (Gosh! People have a mind of their own. An agency cannot force them on their decisions!)
Sometimes, the MOM may, for their own reasons, ask for further information on an application, and delaying the transfer of the helper. Sometimes, the helper’s current employer totally disagrees with the new employer’s schedule on the transfer of the helper – and that was after she has earlier agreed to it. Sometimes, the old and new employer quarrel over this, and we get a scolding through no fault of ours. (Geez! What can we do if people disagree?)
Am I done with the list yet? Not by a long shot… Sometimes, the helper’s current employer simply sends the FDW’s home to their own country “punish” her for whatever reason. Sometimes, the employer is so fussy; she can change one FDW every month! (Please! No helper is perfect! And, neither is the employer. We are not perfect either. Be “BIG” about forgiving people on their mistakes.)
And then, there is the employer who gives reasons for not paying the helper her salary. Plus, deducting the FDW’s salary when day off is taken or when things are damage, there are others who don’t give sufficient food to the helper. Are noodles, a piece of bread, egg, sardines, 3 days or more leftover food given almost every day to the FDW. Is that sufficient? Why not ask the employer if they can eat those foods almost every day! FDW are human being too like employer, they need healthy food to get energy so that they can perform well in their daily chores. The worst thing is the FDW has to use their hardly earn money to buy their own food or their neighbors/friends FDW gives food to them because of insufficient food from their employer. “Some employers cannot be bothered” When the helper ate 2 slices of bread, “Some employers will say, (She ate a lot even drunk my children Milo, etc.) And there are yet others who insist on kicking the FDW out of the house for whatever reason. By the way, the MOM takes a very serious view of these abuses, and it is our duty to report them.
THE FACT IS: Life is too short for bearing grudges. Why not forgive and forget, and be happy!? If two parties cannot work together give chance to each other to find new FDW for the employer and new employer for the FDW. There are some employers that send their helper back to their country of origin as helper does not want to work with them. Why not allowing her to be transfer instead of sending your poor helper back to her country, why not give change to make life easy, easy for you, for your helper for us and for everybody. “GOD Blesses Those Kind Hearted”.
