FAQ Answers:
a. Yes, I am willing
b. Yes, I am willing
c. Yes, I am a fast learner, especially in IT, as I am an IT graduate.
d. Yes, I am willing. I am familiar with and experienced in all areas of HR.
e. –
f. Yes, I have a personal laptop.
g. Yes, I am willing.
h. My English score is attached.
i. Here are some examples:
- Digital/Platform Workers: Couriers, online drivers, or digital freelancers are often considered
partners, not employees, so companies do not provide leave, insurance, or contract security.
- Remote Workers/WFH: Unclear working hours often lead to overtime violations because
workers are expected to be constantly available.
j. Under Indonesian law, salary deductions are permitted for fines/compensation, but the
maximum is 50%. Under Singapore law, unilateral salary deductions are illegal/prohibited, but
for damages/losses incurred by the worker, the company can deduct a maximum of 25% of the
salary, and with the worker's written consent.
k. Identify/Evaluate (check attendance to determine sick leave patterns), Require a Doctor's
Certificate, Review Workload/Environment.
l. First, examine the cause. Reasons for termination of employment permitted without a warning
letter under Indonesian law and also applicable under Singaporean law include: criminal acts,
document falsification, serious violations, and absence without justification.
m. Confirm with the person receiving the salary payment, try to find out as much information as
possible so that the transferred funds are returned to the company.
n. I continue to follow up until the team responds.
o. I am proficient in Excel formulas, namely: VLOOKUP, PIVOT, IF, SUMIF
p. Help them explain/answer questions
q. By creating notes/todolists/reminders
r. According to Singapore's Ministry of Manpower (MOM) regulations, employers are required to
cover basic medical expenses for Work Permit/S-Pass holders in government hospitals. If sta go
to a private hospital without a referral or emergency, the claim is invalid.
s. Based on Singapore's labor regulations set by the Ministry of Manpower (MOM), employees
who have worked for at least three months are entitled to paid sick leave, even if they are still on
probation.
t. Yes, I am willing and accustomed to it.
u. Depending on company regulations, if it is available, we are obliged to provide it. Because
under Indonesian law, it is not required/not available.
v. Based on Singapore's labor regulations (MOM), deducting 50% of salary as disciplinary action
for fighting is legally risky and likely not permitted.
w. Accounting sta are not entitled to overtime pay, as their salary is already above $2,600.
However, truck drivers are entitled to overtime based on the following hourly rate: (12xBase
Salary/52x44 = 12x$3000/2,288 = $15.73 per hour). Overtime pay is calculated as: 16x1.5x15.73
= $377.52 per week.
x. The di erences are: Identity, Administration, Flexibility, Premiums. The required employee
insurance is: Work Injury Compensation Insurance (WICA), Medical Insurance (MI), Primary Care
Plan (PCP). For registered insurance, the following steps are required: Immediate registration,
periodic updates, and policy checks.
y. I will implement it because it is a Part-Time right.
z. I cannot implement it because FWMI is only for inpatient care, not for superficial treatment.
aa. Check CPF Rates (E ective as of January 1, 2024) For employees aged 65 to 70 years old and
receiving a monthly salary of over $750:
- Employee Contribution: 11.5% (Deducted from gross salary).
- Employer Contribution: 11.5% (Additional fee for the company).
- Note: Also check CDAC (for Chinese Chinese) and SHG deductions, if any.
bb. Continue to provide these in accordance with applicable regulations.
cc. Check quota, CSOC/MSOC registration, In-Principle Approval (IPA) application, Purchase of
Guarantee & Insurance, Issuance, Fingerprint Registration. Documents: Passport, Skill
Evaluation Certificate, Medical Examination Results, Company Documents, Residential Address.
dd. The Work Permit renewal process in Singapore should begin 8 to 12 weeks before the card
expires. If you are late, you will have to pay a fine or repatriate the worker. Please double-check
the completeness of the requirements and required documents.
ee. Ensuring accommodation availability, confirming capacity. For pre-arrival verification:
Registration in the OFWAS system, checking occupancy certificates, verifying living standards
(FEDA), visual inspection/audit.
. Rapidly upgrade R2 sta to R1, evaluate current workforce, improve ratios by next month,
consult and monitor.
gg. There are several ways to manage it: Use the WP Online Portal, Verify R1/R2 Status, and
Conduct Monthly Internal Audits. Ensuring Timely Payments: Use GIRO (Highly Recommended),
Payment Schedule, and Cash Flow.
hh. To ensure the company does not exceed the Dependency Ceiling, several steps must be
taken: Monitor the WP Online Dashboard: Always check the Quota Tab in the MOM portal, and
CPF Alignment: Quotas are calculated based on the average CPF contributions of local sta over
the past three months. Yes, stay within the MOM Limits.
ii. The di erences are: Levy Rate, Maximum Length of Service, Salary Criteria, and Certification.
Ways to Maintain the Minimum R1 Ratio (10%) include: Internal Upskilling Scheme, Strict Quota
Management, Retention Policy, and Monitoring via WP Online.
jj. Balancing local and foreign labor needs in large construction projects in Singapore requires a
"Dynamic Ratio" strategy. You must meet the local quota to attract foreign quota, while ensuring
levy costs remain under control.
kk. Recruitment (Quota verification, Selection, IPA submission). Placement (Ensure
accommodation is ready and registered with OFWAS). Contract extension (Prepare 8-12 weeks
before the contract expires, Performance evaluation, Insurance updates). Employee termination
(Cancel the WP on the MOM portal within 1 week after the last day of work. The company is
required to cover the cost of return airfare to the nearest port/airport in the worker's home country
(unless otherwise legally agreed). How to Ensure Compliance & Coordination (Use an integrated
HR system with automatic reminders for WP, 6ME, and passport due dates. Match internal data
with the MOM portal to ensure there are no discrepancies in address or skill status. Ensure field
sta (Site Manager) and HR always coordinate regarding work location changes to ensure OFWAS
input remains accurate).