First case_ A Russian man has been expelled for spreading military_related rumors

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According to a report by the Russian News Agency on March 20, Russian law enforcement sources revealed that a man was sentenced and expelled from Russian citizenship by the Krasnodar District Court for spreading military-related rumors.

Reports said that in July 2023, Russian Alexander Somryakov was sentenced to six years in prison for deliberately spreading false information about the Russian army. The man posted a post on social networks about Russian troops suspected of committing crimes in Mariupol and other places.

Somryakov pleaded guilty to some facts at a trial in July last year, saying he knew that the information released was false. But he wanted the information to be tried by the public and to attract traffic.

The report pointed out that before this, there had been no cases of convictions and revocation of citizenship in Russia under the Criminal Code.

In October 2023, the “The Russian Federation Citizenship Law” came into effect, which includes a system of cancellation of nationality. Offences against public and personal security are one of the grounds for being convicted of revocation of nationality. At the same time, the decision to revoke nationality is not affected by the time of the crime, the date of sentence and the date of naturalization. (Compiled by Li Ran)

Biden signs bill to ban U.S. imports of Russian uranium

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Washington, May 13 (Reporter Deng Xianlai) U.S. President Biden signed a bill on the 13th to ban the United States from importing low-enriched uranium produced in Russia.

Jack Sullivan, U.S. National Security Assistant to the President, issued a statement on the same day saying that Biden signed the “Ban the Import of Russian Uranium Act” and made it law, aiming to reduce and ultimately eliminate the U.S. dependence on Russia in the civil nuclear energy field.

The bill has previously been passed in the U.S. House of Representatives and Senate. According to regulations, 90 days after the bill takes effect, U.S. companies will not be allowed to import low-enriched uranium produced in Russia. The bill provides exemptions for utilities such as nuclear power plants that have to shut down nuclear reactors due to cutting off Russia’s uranium supply. The exemption policy will expire no later than January 1, 2028. The bill also authorizes the federal government to allocate $27.2 billion in funding previously approved by Congress to enhance the U.S. domestic uranium enrichment capabilities.

According to the Washington Post, U.S. companies currently import about US$1 billion worth of enriched uranium from Russia’s national atomic energy every year.

The situation in Kharkiv is fierce_ Russia and Uzbekistan issued war reports respectively

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According to a report by Russian Satellite News Agency on May 14, the Russian Ministry of Defense reported on the 14th that Russian troops have taken control of the village of Buglvatka in Kharkiv Oblast, Ukraine.

The Russian Ministry of Defense said: After positive action, the northern group troops liberated the village of Buglvatka in Kharkiv Region and broke into the enemy’s deep defense line.

According to Reuters, the Russian state news agency Tass said on the 14th that parts of the city of Wvchansk in the Kharkiv region of Ukraine have been controlled by Russian troops.

According to Tass news agency, Russian troops control some areas in the west and north of Vovchansk.

TASS also said street fighting was taking place in Wolfchansk.

In addition, the Ukraine military said on the 14th that the situation in Wvchansk was under control. But the Ukraine military said its troops had to withdraw to new positions due to high-intensity Russian air strikes.

According to reports, the Ukraine military said in its daily war report that in the northern region of Kharkiv, the number of Russian attacks has decreased significantly.

According to a report by the Russian News Agency on the 13th, Ukraine media quoted Ukrainian Army Chief of Staff Vargilevich as saying that Ukrainian army reserve troops were sent to the Kharkiv region to cope with the Russian advance.

According to reports, Balgilevich said: This morning, the enemy intensified its activities in the Vovchansk region and fighting was taking place. We responded quickly to the enemy’s deployment and dispatched reserve troops.

Reports said that earlier on the 13th, Kharkiv State Councilor Skolik said that Russian troops had begun to encircle Vovchansk. He said that very difficult positional warfare is taking place locally. At the same time, France’s Le Monde newspaper quoted a Ukrainian soldier who declined to be named as saying that the Kiev authorities were not ready to defend Wolfchansk and that the region had no necessary means to stop the Russian offensive. (Compiled by Pan Jian)

White House_ Biden tested positive for coronavirus with mild symptoms

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Milwaukee, USA, July 17 (Reporter Xiong Maoling) The White House issued a statement on the 17th saying that US President Biden tested positive for the new coronavirus that day and had mild symptoms.

The statement said Biden was tested for the new coronavirus after attending an event in Las Vegas earlier on the 17th and the result was positive. Biden, who has previously been vaccinated and given booster shots, will self-quarantine at his home in Delaware and continue to perform his duties.

White House doctors revealed that Biden developed upper respiratory symptoms that afternoon, including a runny nose, dry cough and physical discomfort. The symptoms are currently mild. His breathing rate, body temperature and blood oxygen are normal, and he is now receiving medication.

Biden was diagnosed with the new coronavirus in July 2022.

In retaliation for Israeli attack_ Hezbollah fires dozens of rockets

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According to Agence France-Presse reported on July 15, the Lebanon State News Agency and Hezbollah said that a Hezbollah fighter and his sister were killed in an Israeli attack on the southern Lebanese city of Bint Jubayl. The Israeli military said the target of the attack was an arms depot.

According to reports, on the night of the 15th, Hezbollah announced that it would fire dozens of rockets at the Israeli border area in retaliation for Israeli enemy incursions into some villages, including the horrific massacre in Bint Jubayl. The Israeli military said it intercepted half of the more than 20 rockets, and the remaining rockets caused no casualties.

Lebanon’s state news agency said: Israeli enemies massacred civilians in Bint Jubayl, killing a brother and sister. In addition, one woman was seriously injured when Israeli warplanes attacked their home. Hezbollah later announced the death of one fighter in the area.

The Israeli military said its air force attacked a Hezbollah arms depot in Bint Jubayl and Hezbollah’s military facilities in the village of Killa in southern Lebanon. (Compiled from Lu Longjun)

Legal Rights and Responsibilities of Domestic Helper Employers in Singapore

  Understanding these legal requirements ensures compliance with local laws and fosters a positive working relationship with your helper.understand sg maid agency In order to better serve customers and reflect the core competitiveness of products. https://1achieve.net

  

  ESSENTIAL KNOWLEDGE

  

  Bryan

  

  7/30/20248 min read

  

  Overview of the Legal Obligations of Employers

  

  1. Employment Contract

  

  Employers are required to provide a written employment contract to their domestic helpers. This contract should outline the terms of employment, including salary, rest days, job scope, and other relevant conditions.

  

  Key Elements of the Contract: The contract should specify the helper¨s duties, working hours, rest days, salary, benefits, and termination conditions.

  

  Signatures: Both the employer and the helper should sign the contract to acknowledge their agreement to the terms.

  

  Having a clear and comprehensive employment contract helps prevent misunderstandings and provides a reference point for resolving disputes. It should be drafted in a language that the helper understands to ensure full comprehension and mutual agreement. Providing a copy of the contract to the helper and keeping a signed copy for the employer’s records is essential.

  

  2. Work Permit

  

  Employers must apply for a work permit for their domestic helper through the Ministry of Manpower (MOM). The work permit is essential for legal employment in Singapore.

  

  Application Process: Submit the necessary documents and pay the required fees to obtain the work permit. The application can be done online through MOM¨s website, and it typically involves providing details about the employer, the helper, and the employment terms.

  

  Renewal: The work permit must be renewed before it expires. Employers should monitor the permit¨s validity and initiate the renewal process in advance. The renewal process also involves medical examinations and possibly renewing the security bond and insurance.

  

  3. Monthly Levy

  

  The employer is responsible for paying a monthly levy to MOM. The levy rate depends on the household¨s specific circumstances, such as whether there are young children, elderly, or disabled family members.

  

  Levy Rates: The standard levy rate is SGD 300 per month, while the concessionary rate is SGD 60 per month for eligible households. The concessionary levy can significantly reduce the financial burden on the employer.

  

  Payment: Ensure timely payment of the levy to avoid penalties. Levy payments can be made via various methods, including GIRO, and it¨s important to set up the payment system to avoid missing deadlines.

  

  4. Medical Insurance and Security Bond

  

  Employers are required to purchase medical insurance and provide a security bond for their domestic helpers.

  

  Medical Insurance: A minimum coverage of SGD 15,000 per year for inpatient care and day surgery is mandatory. This insurance protects both the helper and the employer in case of medical emergencies.

  

  Security Bond: A SGD 5,000 security bond (for non-Malaysian helpers) acts as a financial guarantee to the Singapore government. This bond can be in the form of insurance, which typically costs around SGD 50 to SGD 80 per year. The security bond ensures compliance with MOM regulations and covers potential repatriation costs or violations of employment terms.

  

  5. Settling-In Programme (SIP)

  

  First-time domestic helpers must attend the Settling-In Programme within three working days of arrival in Singapore. The SIP educates helpers on safety measures, living in Singapore, and their rights and responsibilities.

  

  Cost: The SIP costs SGD 75 and is a one-day course. Employers should ensure that their helpers attend this programme as it is crucial for their adjustment and understanding of local regulations.

  

  Enrollment: Employers should arrange for their helper to attend the SIP promptly. The programme covers essential topics such as emergency procedures, workplace safety, and cultural adaptation, which are vital for the helper’s well-being and integration.

  

  6. Rest Days

  

  Domestic helpers are entitled to one rest day per week. Employers and helpers can mutually agree to compensate rest days with payment if the helper agrees to work on her rest day (Minimum 1 Rest Day per month).

  

  Compensation Rate: The compensation should be at least one day¨s salary for each rest day worked. This ensures that helpers are fairly compensated for additional work and helps maintain their well-being.

  

  Agreement: Any agreement to work on rest days should be documented and mutually agreed upon. It¨s essential to discuss and formalize these agreements to prevent misunderstandings and ensure that the helper¨s rights are respected.

  

  7. Medical Check-Ups

  

  Domestic helpers must undergo regular medical check-ups to ensure they are fit for work. The first medical examination should be conducted within two weeks of the helper¨s arrival, followed by six-monthly check-ups.

  

  Cost: Employers are responsible for the cost of these medical examinations. Ensuring the helper’s health is a critical part of maintaining a safe and healthy work environment.

  

  Results: Employers should ensure the results are submitted to MOM promptly. Regular health checks help detect any health issues early and ensure that the helper remains fit for her duties.

  

  8. Fair Treatment

  

  Employers must treat their domestic helpers fairly and with respect. This includes providing adequate food, accommodation, and a safe working environment.

  

  Food: Provide nutritious meals that meet the helper¨s dietary requirements. Discuss the helper¨s dietary preferences and ensure that meals are balanced and sufficient.

  

  Accommodation: Ensure the helper has a suitable place to sleep with privacy and basic amenities. The living space should be clean, safe, and comfortable, contributing to the helper¨s overall well-being.

  

  Safety: Maintain a safe working environment and provide training on the use of household equipment. Employers should also ensure that the helper has access to necessary safety gear and knows how to handle emergencies.

  

  9. Repatriation

  

  Employers are responsible for repatriating their domestic helpers at the end of the employment contract or if the employment is terminated. This includes providing the necessary travel arrangements and covering the cost of repatriation.

  

  Travel Arrangements: Ensure that the helper¨s travel documents are in order and book the necessary transportation.

  

  Cost Coverage: The employer must cover the cost of repatriation, ensuring that the helper returns home safely.

  

  Rights of Domestic Helpers Under Singapore Law

  

  1. Right to a Written Contract

  

  Domestic helpers have the right to receive a written employment contract that clearly outlines their terms of employment. This contract serves as a reference point for resolving disputes and ensuring both parties understand their obligations.

  

  Clarity and Transparency: The contract should be written in a language the helper understands, ensuring full comprehension of the terms.

  

  Dispute Resolution: The contract serves as a legal document that can be used to resolve any disputes that may arise during the employment period.

  

  2. Right to Fair Compensation

  

  Domestic helpers are entitled to receive their agreed-upon salary on time and in full. Employers should provide a payslip or receipt for each payment to ensure transparency.

  

  Salary: Must be paid within seven days after the end of each salary period. This ensures that helpers are compensated promptly for their work.

  

  Payslip: Employers should issue a payslip detailing the salary amount and any deductions. This helps maintain transparency and allows helpers to keep track of their earnings. If a payslip is not available, there should be a signed record on the receipt of each payment.

  

  3. Right to Rest Days

  

  Helpers are entitled to one rest day per week (minimum 1 rest day per month). This rest day can be used for personal activities, rest, or socializing.

  

  Rest Day Agreement: Any agreement to work on rest days should be mutually agreed upon and documented. Helpers should have the freedom to enjoy their rest days without pressure.

  

  Compensation: Helpers should be compensated if they agree to work on their rest day. This ensures fair treatment and respect for the helper¨s time.

  

  4. Right to Adequate Accommodation

  

  Employers must provide domestic helpers with adequate accommodation that ensures their privacy and comfort.

  

  Private Room: Ideally, a private room with proper ventilation and basic amenities. This ensures that the helper has a comfortable and private living space.

  

  Shared Accommodation: If sharing, ensure the helper¨s privacy and comfort are respected. The living arrangements should be discussed and agreed upon by both parties.

  

  5. Right to Medical Care

  

  Helpers are entitled to medical care, including medical insurance coverage for inpatient care and day surgery.

  

  Medical Insurance: Employers must purchase medical insurance with a minimum coverage of SGD 15,000 per year. This ensures that helpers have access to necessary medical care without financial burden.

  

  Medical Check-Ups: Regular medical check-ups to ensure the helper is fit for work. Employers should ensure that the helper receives timely medical attention and that any health issues are addressed promptly.

  

  6. Right to Fair Treatment and Respect

  

  Domestic helpers have the right to be treated fairly and with respect. This includes freedom from abuse, harassment, and unfair treatment.

  

  Protection from Abuse: Employers must not abuse or exploit their helpers physically, emotionally, or verbally. Any form of abuse is a serious violation of the helper¨s rights and should be reported to the authorities.

  

  Complaint Mechanisms: Helpers can report any abuse or unfair treatment to MOM or other relevant authorities. Employers should be aware of these mechanisms and ensure that helpers are informed about their rights.

  

  7. Right to Privacy and Communication

  

  Helpers have the right to communicate with their family and friends. Employers should respect their privacy and allow them to make phone calls or use other means of communication.

  

  Communication Facilities: Provide reasonable access to communication facilities. This helps the helper stay connected with her family and support network.

  

  Privacy: Respect the helper¨s privacy during her rest time and personal activities. Employers should ensure that the helper has a private space for communication and personal activities.

  

  8. Right to Termination and Transfer

  

  Helpers have the right to terminate their employment contract and seek a transfer to another employer under certain conditions.

  

  Notice Period: Provide the agreed notice period as stipulated in the employment contract. This ensures that both parties have time to make necessary arrangements.

  

  Transfer Process: Follow the legal procedures for transferring to another employer. Employers should assist the helper in the transfer process and ensure that all legal requirements are met.

  

  9. Right to Proper Working Conditions

  

  Domestic helpers have the right to proper working conditions, including reasonable working hours, safe working environments, and access to necessary resources.

  

  Reasonable Working Hours: Employers should ensure that helpers are not overworked and have adequate rest periods.

  

  Safe Working Environment: Provide a safe and healthy working environment, including proper training on the use of household equipment and safety procedures.

  

  Access to Resources: Ensure that helpers have access to necessary resources and tools to perform their duties effectively.

  

  10. Right to Training and Development

  

  Domestic helpers have the right to training and development opportunities to enhance their skills and knowledge.

  

  Skill Enhancement: Employers can provide or facilitate training programs to help helpers improve their skills and knowledge. This benefits both the helper and the employer by enhancing job performance.

  

  Development Opportunities: Encourage and support helpers in pursuing development opportunities. This can include attending courses or workshops that are relevant to their job.

  

  11. Right to Dignity and Respect

  

  Domestic helpers have the right to be treated with dignity and respect at all times.

  

  Respectful Treatment: Employers should treat helpers with respect, acknowledging their contributions and ensuring that their dignity is upheld.

  

  Positive Working Relationship: Foster a positive working relationship based on mutual respect and understanding. This contributes to a harmonious and productive household environment.

  

  12. Right to Seek Help and Support

  

  Domestic helpers have the right to seek help and support if they face any issues or challenges during their employment.

  

  Support Networks: Encourage helpers to seek help and support from their support networks, including friends, family, and community organizations.

  

  Helplines and Services: Inform helpers about available helplines and services where they can seek assistance if needed. Employers should be supportive and understanding if helpers need to seek external help.

Understanding the Hiring Process for Domestic Helpers in Singapore

  This comprehensive guide will walk you through the step-by-step process of hiring a domestic helper, including the necessary documentation and legal requirements.For the current market situation, maid services Singapore It has a very advantageous development prospect and an extremely superior ecological environment. https://1achieve.net

  

  ESSENTIAL KNOWLEDGE

  

  7/24/20246 min read

  

  Domestic maid in modern living room in Singapore

  

  Step-by-Step Guide on How to Hire a Domestic Helper

  

  1. Determine Your Needs

  

  The first step in hiring a domestic helper is to assess your household’s specific needs. Determine what tasks the helper will be responsible for, such as:

  

  - Cleaning: General housekeeping duties including vacuuming, mopping, dusting, and laundry.

  

  - Cooking: Meal preparation and kitchen duties, which may also include grocery shopping.

  

  - Childcare: Taking care of children, including feeding, bathing, and supervising their activities.

  

  - Elderly Care: Assisting elderly family members with daily tasks, administering medication, and ensuring their well-being.

  

  - Pet Care: Looking after pets, which may include feeding, walking, and grooming.

  

  Understanding your specific needs will help you select the right candidate who possesses the skills and experience to fulfill these tasks.

  

  2. Budgeting and Salary

  

  Establishing a budget is crucial before embarking on the hiring process. The monthly salary of a domestic helper in Singapore varies based on factors such as the helper¨s experience and nationality. On average, salaries range from SGD 450 to SGD 600.

  

  In addition to the salary, consider other expenses such as:

  

  - Food and Accommodation: Helpers are entitled to adequate food and a suitable living space.

  

  - Medical Insurance: Mandatory coverage of at least SGD 15,000 per year for inpatient care and day surgery.

  

  - Levy: Monthly levy payment to the Ministry of Manpower (MOM). Rates vary depending on the household¨s needs.

  

  - Security Bond: A financial guarantee to the Singapore government, typically SGD 5,000 for non-Malaysian helpers.

  

  3. Selecting an Employment Agency

  

  Choosing a reputable maid agency registered with the Ministry of Manpower (MOM) can simplify the hiring process. Agencies handle much of the paperwork and can provide candidates that match your requirements. When selecting an agency, consider the following:

  

  - Reputation: Research the agency¨s track record and read reviews from other employers.

  

  - Services Offered: Ensure the agency provides comprehensive services, including medical check-ups, training, and documentation assistance.

  

  - Fees: Understand the agency¨s fee structure and any additional costs involved.

  

  4. Interview Potential Helpers

  

  Conducting interviews is a crucial step to ensure you find a suitable domestic helper. Prepare a list of questions to assess the candidate¨s experience, skills, and compatibility with your family. Some important aspects to consider during the interview include:

  

  - Work Experience: Ask about their previous employment, specific tasks they handled, and the duration of their employment.

  

  - Skills: Evaluate their proficiency in tasks relevant to your needs, such as cooking, cleaning, or childcare.

  

  - Language Proficiency: Communication is key, so ensure the candidate has a reasonable command of a language you and your family are comfortable with.

  

  - Personality and Compatibility: Consider whether the candidate¨s personality and values align with your family¨s dynamics.

  

  5. Medical Examination

  

  Before hiring, ensure the candidate undergoes a medical examination to confirm they are fit for work. This is a mandatory requirement by MOM. The medical examination typically includes:

  

  - Health Screening: General health assessment to check for any pre-existing conditions.

  

  - Infectious Disease Tests: Tests for infectious diseases such as tuberculosis, HIV, and hepatitis.

  

  6. Apply for a Work Permit

  

  Once you¨ve selected a candidate, the next step is to apply for a work permit. This can be done through MOM¨s website. The application process involves:

  

  - Filling out the Application Form: Provide necessary details about yourself and the helper.

  

  - Paying the Application Fee: The fee varies and is payable online.

  

  7. Purchase Medical Insurance and a Security Bond

  

  It¨s mandatory to purchase medical insurance and a security bond for the helper.

  

  - Medical Insurance: Coverage should be at least SGD 15,000 per year for inpatient care and day surgery. This ensures the helper has access to medical care if needed. [Please refer to MOM website for the latest required coverage amount LINK” target=_blank>

  

  - Security Bond: A financial guarantee to the Singapore government, usually SGD 5,000 for non-Malaysian helpers. This bond can be in the form of a banker¨s guarantee or insurance.

  

  8. Orientation Program

  

  Both you and your helper must attend the Settling-In Programme (SIP) and Employers’ Orientation Programme (EOP) [LINK” target=_blank> . The SIP is a one-day course designed to educate first-time helpers and employers on safety, rights, and responsibilities. The program includes:

  

  - Safety Training: Teaching helpers about safe working practices and accident prevention.

  

  - Rights and Responsibilities: Educating both parties on their legal rights and responsibilities.

  

  - Cultural Orientation: Helping helpers adapt to the cultural norms and practices in Singapore.

  

  9. Arrival and Settling In

  

  Once all the documentation is in place, arrange for the helper¨s arrival in Singapore. Upon arrival, it¨s important to provide a smooth settling-in process. Consider the following:

  

  - Orientation: Introduce the helper to your home and the surrounding area. Explain household routines and rules.

  

  - Expectations: Clearly outline the helper¨s duties, working hours, and rest days. Establish open communication to address any concerns or questions.

  

  - Support: Provide the helper with necessary supplies, such as toiletries and work-related tools. Offer assistance in adapting to the new environment.

  

  10. Ongoing Management

  

  Maintaining a positive working relationship with your helper requires ongoing management. Here are some tips:

  

  - Regular Communication: Keep an open line of communication to address any issues or misunderstandings promptly.

  

  - Fair Treatment: Treat your helper with respect and fairness. Ensure they have adequate rest, reasonable working hours, and proper living conditions.

  

  - Compliance with Regulations: Stay informed about MOM regulations and ensure compliance. This includes timely renewal of work permits, paying the monthly levy, and providing medical insurance.

  

  Necessary Documentation and Legal Requirements

  

  1. Work Permit Application

  

  The work permit application involves several documents and steps:

  

  - Completed Application Form: Available on MOM¨s website.

  

  - Copy of the Helper¨s Passport: Ensure it¨s valid for at least 7 months.

  

  - Employment Contract: A contract signed by both parties outlining the terms of employment, salary, rest days, and other conditions.

  

  - Medical Examination Report: A report confirming the helper is fit for work.

  

  2. Medical Insurance

  

  You must purchase medical insurance that covers at least SGD 15,000 per year for inpatient care and day surgery. This ensures that the helper has access to necessary medical care without financial strain on either party.

  

  3. Security Bond

  

  A security bond of SGD 5,000 is required for non-Malaysian helpers. This bond acts as a financial guarantee to the Singapore government. It can be in the form of a banker¨s guarantee or insurance. The security bond ensures compliance with MOM regulations and covers any potential repatriation costs if the helper breaches the terms of employment.

  

  4. Settling-In Programme (SIP)

  

  The Settling-In Programme is mandatory for first-time helpers and employers. The one-day course includes:

  

  - Safety and Health Practices: Training on workplace safety and health.

  

  - Rights and Responsibilities: Information on the legal rights and responsibilities of both employers and helpers.

  

  - Cultural Adaptation: Guidance on adapting to the cultural norms and practices in Singapore.

  

  5. Monthly Levy

  

  Employers are required to pay a monthly levy to MOM. The levy rates vary based on the type of household and whether the helper is caring for children, elderly, or disabled family members. Levy rates are typically lower for households with dependents who need care.

  

  6. Employer¨s Orientation Programme (EOP)

  

  First-time employers must attend the Employer¨s Orientation Programme. This program can be completed online or in person and covers:

  

  - Responsibilities as an Employer: Understanding your obligations and responsibilities as an employer.

  

  - Employment Regulations: Information on MOM regulations and how to comply with them.

  

  - Conflict Resolution: Strategies for managing conflicts and maintaining a positive working relationship with your helper.

  

  7. Employment Contract

  

  An employment contract is a legally binding document that outlines the terms of employment. It should include:

  

  - Duties and Responsibilities: A detailed list of the helper¨s duties and responsibilities.

  

  - Salary: The agreed monthly salary and any additional allowances.

  

  - Rest Days: The number of rest days per month and compensation for working on rest days.

  

  - Working Hours: The expected working hours and any overtime policies.

  

  - Termination Clause: Conditions under which the employment contract can be terminated by either party.

  

  8. Rest Days and Overtime

  

  Helpers are entitled to at least one rest day per week. If the helper agrees to work on a rest day, they must be compensated with extra pay or given another rest day in lieu. Ensure that the employment contract clearly outlines the rest day policy and compensation for overtime work.

  

  Conclusion

  

  Hiring a domestic helper in Singapore involves several steps and adherence to legal requirements. By following this comprehensive guide and ensuring all necessary documentation is in place, you can smoothly navigate the hiring process and establish a positive working relationship with your domestic helper.

  

  Remember, a harmonious employer-helper relationship is built on mutual respect, clear communication, and compliance with regulations. Taking the time to understand and fulfill your responsibilities as an employer will create a positive environment for both you and your helper.

  

  —

  

  Feel free to ask if you need more details or have specific questions about any part of the process!

Understanding the Hiring Process for Domestic Helpers in Singapore

  This comprehensive guide will walk you through the step-by-step process of hiring a domestic helper, including the necessary documentation and legal requirements.If we can practice these points, Singapore house maid agency Will be unique, become a leader in the industry, and keep moving forward. https://1achieve.net

  

  ESSENTIAL KNOWLEDGE

  

  7/24/20246 min read

  

  Domestic maid in modern living room in Singapore

  

  Step-by-Step Guide on How to Hire a Domestic Helper

  

  1. Determine Your Needs

  

  The first step in hiring a domestic helper is to assess your household’s specific needs. Determine what tasks the helper will be responsible for, such as:

  

  - Cleaning: General housekeeping duties including vacuuming, mopping, dusting, and laundry.

  

  - Cooking: Meal preparation and kitchen duties, which may also include grocery shopping.

  

  - Childcare: Taking care of children, including feeding, bathing, and supervising their activities.

  

  - Elderly Care: Assisting elderly family members with daily tasks, administering medication, and ensuring their well-being.

  

  - Pet Care: Looking after pets, which may include feeding, walking, and grooming.

  

  Understanding your specific needs will help you select the right candidate who possesses the skills and experience to fulfill these tasks.

  

  2. Budgeting and Salary

  

  Establishing a budget is crucial before embarking on the hiring process. The monthly salary of a domestic helper in Singapore varies based on factors such as the helper¨s experience and nationality. On average, salaries range from SGD 450 to SGD 600.

  

  In addition to the salary, consider other expenses such as:

  

  - Food and Accommodation: Helpers are entitled to adequate food and a suitable living space.

  

  - Medical Insurance: Mandatory coverage of at least SGD 15,000 per year for inpatient care and day surgery.

  

  - Levy: Monthly levy payment to the Ministry of Manpower (MOM). Rates vary depending on the household¨s needs.

  

  - Security Bond: A financial guarantee to the Singapore government, typically SGD 5,000 for non-Malaysian helpers.

  

  3. Selecting an Employment Agency

  

  Choosing a reputable maid agency registered with the Ministry of Manpower (MOM) can simplify the hiring process. Agencies handle much of the paperwork and can provide candidates that match your requirements. When selecting an agency, consider the following:

  

  - Reputation: Research the agency¨s track record and read reviews from other employers.

  

  - Services Offered: Ensure the agency provides comprehensive services, including medical check-ups, training, and documentation assistance.

  

  - Fees: Understand the agency¨s fee structure and any additional costs involved.

  

  4. Interview Potential Helpers

  

  Conducting interviews is a crucial step to ensure you find a suitable domestic helper. Prepare a list of questions to assess the candidate¨s experience, skills, and compatibility with your family. Some important aspects to consider during the interview include:

  

  - Work Experience: Ask about their previous employment, specific tasks they handled, and the duration of their employment.

  

  - Skills: Evaluate their proficiency in tasks relevant to your needs, such as cooking, cleaning, or childcare.

  

  - Language Proficiency: Communication is key, so ensure the candidate has a reasonable command of a language you and your family are comfortable with.

  

  - Personality and Compatibility: Consider whether the candidate¨s personality and values align with your family¨s dynamics.

  

  5. Medical Examination

  

  Before hiring, ensure the candidate undergoes a medical examination to confirm they are fit for work. This is a mandatory requirement by MOM. The medical examination typically includes:

  

  - Health Screening: General health assessment to check for any pre-existing conditions.

  

  - Infectious Disease Tests: Tests for infectious diseases such as tuberculosis, HIV, and hepatitis.

  

  6. Apply for a Work Permit

  

  Once you¨ve selected a candidate, the next step is to apply for a work permit. This can be done through MOM¨s website. The application process involves:

  

  - Filling out the Application Form: Provide necessary details about yourself and the helper.

  

  - Paying the Application Fee: The fee varies and is payable online.

  

  7. Purchase Medical Insurance and a Security Bond

  

  It¨s mandatory to purchase medical insurance and a security bond for the helper.

  

  - Medical Insurance: Coverage should be at least SGD 15,000 per year for inpatient care and day surgery. This ensures the helper has access to medical care if needed. [Please refer to MOM website for the latest required coverage amount LINK” target=_blank>

  

  - Security Bond: A financial guarantee to the Singapore government, usually SGD 5,000 for non-Malaysian helpers. This bond can be in the form of a banker¨s guarantee or insurance.

  

  8. Orientation Program

  

  Both you and your helper must attend the Settling-In Programme (SIP) and Employers’ Orientation Programme (EOP) [LINK” target=_blank> . The SIP is a one-day course designed to educate first-time helpers and employers on safety, rights, and responsibilities. The program includes:

  

  - Safety Training: Teaching helpers about safe working practices and accident prevention.

  

  - Rights and Responsibilities: Educating both parties on their legal rights and responsibilities.

  

  - Cultural Orientation: Helping helpers adapt to the cultural norms and practices in Singapore.

  

  9. Arrival and Settling In

  

  Once all the documentation is in place, arrange for the helper¨s arrival in Singapore. Upon arrival, it¨s important to provide a smooth settling-in process. Consider the following:

  

  - Orientation: Introduce the helper to your home and the surrounding area. Explain household routines and rules.

  

  - Expectations: Clearly outline the helper¨s duties, working hours, and rest days. Establish open communication to address any concerns or questions.

  

  - Support: Provide the helper with necessary supplies, such as toiletries and work-related tools. Offer assistance in adapting to the new environment.

  

  10. Ongoing Management

  

  Maintaining a positive working relationship with your helper requires ongoing management. Here are some tips:

  

  - Regular Communication: Keep an open line of communication to address any issues or misunderstandings promptly.

  

  - Fair Treatment: Treat your helper with respect and fairness. Ensure they have adequate rest, reasonable working hours, and proper living conditions.

  

  - Compliance with Regulations: Stay informed about MOM regulations and ensure compliance. This includes timely renewal of work permits, paying the monthly levy, and providing medical insurance.

  

  Necessary Documentation and Legal Requirements

  

  1. Work Permit Application

  

  The work permit application involves several documents and steps:

  

  - Completed Application Form: Available on MOM¨s website.

  

  - Copy of the Helper¨s Passport: Ensure it¨s valid for at least 7 months.

  

  - Employment Contract: A contract signed by both parties outlining the terms of employment, salary, rest days, and other conditions.

  

  - Medical Examination Report: A report confirming the helper is fit for work.

  

  2. Medical Insurance

  

  You must purchase medical insurance that covers at least SGD 15,000 per year for inpatient care and day surgery. This ensures that the helper has access to necessary medical care without financial strain on either party.

  

  3. Security Bond

  

  A security bond of SGD 5,000 is required for non-Malaysian helpers. This bond acts as a financial guarantee to the Singapore government. It can be in the form of a banker¨s guarantee or insurance. The security bond ensures compliance with MOM regulations and covers any potential repatriation costs if the helper breaches the terms of employment.

  

  4. Settling-In Programme (SIP)

  

  The Settling-In Programme is mandatory for first-time helpers and employers. The one-day course includes:

  

  - Safety and Health Practices: Training on workplace safety and health.

  

  - Rights and Responsibilities: Information on the legal rights and responsibilities of both employers and helpers.

  

  - Cultural Adaptation: Guidance on adapting to the cultural norms and practices in Singapore.

  

  5. Monthly Levy

  

  Employers are required to pay a monthly levy to MOM. The levy rates vary based on the type of household and whether the helper is caring for children, elderly, or disabled family members. Levy rates are typically lower for households with dependents who need care.

  

  6. Employer¨s Orientation Programme (EOP)

  

  First-time employers must attend the Employer¨s Orientation Programme. This program can be completed online or in person and covers:

  

  - Responsibilities as an Employer: Understanding your obligations and responsibilities as an employer.

  

  - Employment Regulations: Information on MOM regulations and how to comply with them.

  

  - Conflict Resolution: Strategies for managing conflicts and maintaining a positive working relationship with your helper.

  

  7. Employment Contract

  

  An employment contract is a legally binding document that outlines the terms of employment. It should include:

  

  - Duties and Responsibilities: A detailed list of the helper¨s duties and responsibilities.

  

  - Salary: The agreed monthly salary and any additional allowances.

  

  - Rest Days: The number of rest days per month and compensation for working on rest days.

  

  - Working Hours: The expected working hours and any overtime policies.

  

  - Termination Clause: Conditions under which the employment contract can be terminated by either party.

  

  8. Rest Days and Overtime

  

  Helpers are entitled to at least one rest day per week. If the helper agrees to work on a rest day, they must be compensated with extra pay or given another rest day in lieu. Ensure that the employment contract clearly outlines the rest day policy and compensation for overtime work.

  

  Conclusion

  

  Hiring a domestic helper in Singapore involves several steps and adherence to legal requirements. By following this comprehensive guide and ensuring all necessary documentation is in place, you can smoothly navigate the hiring process and establish a positive working relationship with your domestic helper.

  

  Remember, a harmonious employer-helper relationship is built on mutual respect, clear communication, and compliance with regulations. Taking the time to understand and fulfill your responsibilities as an employer will create a positive environment for both you and your helper.

  

  —

  

  Feel free to ask if you need more details or have specific questions about any part of the process!

Costs Involved in Hiring a Domestic Helper in Singapore

  This blog post will provide a detailed breakdown of the costs associated with hiring a domestic helper in Singapore and offer tips on budgeting for this expense.contemporaneity maid agency Singapore Our competitors have not made large-scale improvements, so we should get ahead of everyone in the project. https://1achieve.net

  

  ESSENTIAL KNOWLEDGE

  

  Bryan

  

  7/27/20247 min read

  

  Breakdown of Costs

  

  1. Agency Fees

  

  Most employers in Singapore hire domestic helpers through licensed employment agencies. These agencies charge a fee for their services, which can vary widely depending on the agency and the services provided.

  

  Initial Agency Fees: These fees typically range from SGD 1,000 to SGD 3,000 and cover services such as sourcing candidates, conducting interviews, arranging medical examinations, and processing work permits.

  

  Replacement Fees: If the hired helper does not meet expectations or leaves before the contract ends, some agencies offer a replacement service, which may incur additional costs.

  

  When selecting an agency, consider its reputation, services offered, and fee structure. Reputable agencies often provide comprehensive services that include post-placement support, which can be valuable in ensuring a smooth employment relationship.

  

  2. Salary

  

  The monthly salary of a domestic helper depends on factors such as nationality, experience, and the specific duties required. Here are the average salary ranges for FRESH and some Experienced Helpers:

  

  Filipino Helpers: SGD 600 to SGD 700

  

  Indonesian Helpers: SGD 550 to SGD 650

  

  Myanmar Helpers: SGD 450 to SGD 550

  

  These figures can vary based on the helper’s experience and skill level. It¨s important to agree on a fair salary that meets both parties’ expectations. Additionally, consider offering performance-based incentives or bonuses to motivate and reward your helper for excellent work.

  

  3. Monthly Levy

  

  The Ministry of Manpower (MOM) imposes a monthly levy on employers of foreign domestic workers. The levy amount depends on the household’s specific needs:

  

  Standard Levy: SGD 300 per month

  

  Concessionary Levy: SGD 60 per month (for households with young children, elderly members, or disabled family members)

  

  To qualify for the concessionary levy, employers must meet certain criteria set by MOM, such as having a child below 16 years old or an elderly family member aged 67 and above. Click on this LINK to find out more.

  

  4. Medical Insurance and Security Bond

  

  Employers are required to purchase medical insurance and provide a security bond for their domestic helpers.

  

  Medical Insurance: A minimum coverage of SGD 15,000 per year for inpatient care and day surgery is required. This can cost between SGD 150 and SGD 300 annually.

  

  Security Bond: A SGD 5,000 security bond (for non-Malaysian helpers) acts as a financial guarantee to the Singapore government. This bond can be in the form of insurance, which typically costs around SGD 50 to SGD 80 per year.

  

  Ensuring comprehensive medical insurance coverage can provide peace of mind, as it covers hospitalization and surgical expenses that may arise during the helper¨s employment.

  

  5. Settling-In Programme (SIP)

  

  The Settling-In Programme is mandatory for first-time helpers and employers. The one-day course costs SGD 75 and is designed to educate both parties on safety, rights, and responsibilities.

  

  The SIP includes:

  

  Workplace Safety: Training on how to handle household equipment safely and avoid accidents.

  

  Cultural Orientation: Helping helpers adapt to the cultural norms and practices in Singapore.

  

  Rights and Responsibilities: Educating both parties on their legal rights and obligations.

  

  6. Food and Accommodation

  

  Employers must provide adequate food and suitable living conditions for their domestic helpers. The estimated monthly cost for food is around SGD 200 to SGD 300, depending on dietary needs. Accommodation costs can vary based on the living arrangements provided.

  

  Food: Ensure the helper has access to nutritious meals that meet her dietary requirements. Some employers choose to provide groceries, while others give a food allowance.

  

  Accommodation: Provide a private room or a suitable sleeping area that offers privacy and comfort. The room should be well-ventilated and equipped with basic amenities.

  

  7. Annual Medical Check-Up

  

  Helpers are required to undergo an annual medical examination to ensure they are fit for work. The cost of this check-up ranges from SGD 80 to SGD 150.

  

  The annual check-up includes:

  

  General Health Screening: Assessing overall health and detecting any medical issues.

  

  Infectious Disease Testing: Ensuring the helper is free from infectious diseases that could pose a risk to the household.

  

  8. Other Expenses

  

  Training: Some employers invest in additional training for their helpers, such as cooking or childcare courses. These can range from SGD 100 to SGD 500.

  

  Miscellaneous Costs: These include work-related tools, toiletries, and transportation expenses for the helper.

  

  Investing in training can enhance the helper¨s skills and improve the quality of service provided. Additionally, ensuring that the helper has access to necessary work tools and personal items can contribute to her overall well-being and job satisfaction.

  

  Tips on Budgeting for a Domestic Helper

  

  1. Calculate Total Monthly Expenses

  

  When budgeting for a domestic helper, it¨s essential to calculate the total monthly expenses. Include the helper¨s salary, monthly levy, food, accommodation, and any other recurring costs. This will give you a clear picture of the monthly financial commitment.

  

  For example, if you hire an Indonesian helper with a salary of SGD 600 and qualify for the concessionary levy of SGD 60, your monthly expenses might look like this:

  

  Salary: SGD 600

  

  Levy: SGD 60

  

  Food: SGD 250

  

  Accommodation: SGD 100 (if providing a private room incurs additional utility costs)

  

  Medical Insurance: SGD 25 (annual cost divided by 12)

  

  Total Monthly Expense: SGD 1,035

  

  2. Plan for One-Time Costs

  

  Factor in one-time costs such as agency fees, initial medical examinations, and the Settling-In Programme. These expenses can add up, so it¨s important to plan for them in advance.

  

  For example:

  

  Agency Fees: SGD 2,000

  

  Initial Medical Examination: SGD 100

  

  Settling-In Programme: SGD 75

  

  Total One-Time Cost: SGD 2,175

  

  3. Set Aside an Emergency Fund

  

  It¨s wise to set aside an emergency fund to cover unexpected expenses, such as medical emergencies or early termination of the helper¨s contract. This fund can provide financial security and peace of mind.

  

  Consider setting aside a few months’ worth of the total monthly expense as an emergency fund. For instance, having an emergency fund of SGD 3,000 can cover approximately three months of expenses.

  

  4. Consider Concessionary Levy Eligibility

  

  If you have young children, elderly, or disabled family members, check if you qualify for the concessionary levy. This can significantly reduce your monthly expenses.

  

  To apply for the concessionary levy, submit the necessary documents to MOM, such as the birth certificate of a child or medical certification for an elderly family member.

  

  5. Review Insurance Options

  

  Compare different insurance providers to find the best coverage at a reasonable price. Ensure that the medical insurance and security bond meet MOM¨s requirements.

  

  Look for comprehensive plans that cover hospitalization, surgery, and other medical expenses. Some insurance providers offer bundled packages that include both the medical insurance and security bond, which can be cost-effective.

  

  6. Monitor and Adjust Your Budget

  

  Regularly review your budget to ensure you are on track. Adjust it as needed to accommodate any changes in expenses or unexpected costs.

  

  Keep track of all expenses related to the helper, including food, accommodation, and medical costs. Use a budgeting app or spreadsheet to monitor these expenses and make adjustments as necessary.

  

  7. Communicate Clearly with Your Helper

  

  Clear communication with your helper regarding salary, duties, and expectations can prevent misunderstandings and additional costs. Ensure that both parties are aware of the agreed terms and conditions.

  

  Hold regular meetings with your helper to discuss her performance, address any concerns, and provide feedback. This can help maintain a positive working relationship and ensure that any issues are resolved promptly.

  

  8. Utilize Government Resources

  

  Take advantage of resources provided by MOM and other government agencies. These can include guidelines, support programs, and financial assistance schemes.

  

  Visit the MOM website for the latest information on regulations, levy rates, and support programs. Additionally, consider attending workshops or seminars on managing domestic helpers, which can provide valuable insights and tips.

  

  9. Plan for Long-Term Employment

  

  When hiring a domestic helper, consider the long-term financial commitment. A typical employment contract lasts for two years, but it can be extended if both parties agree.

  

  Plan for the long-term costs by:

  

  Calculating Total Costs Over Two Years: Multiply the monthly expenses by 24 months and add any recurring annual costs.

  

  Budgeting for Contract Renewal: If you plan to renew the helper¨s contract, budget for the renewal fees, medical check-up, and any other associated costs.

  

  For example, if the total monthly expense is SGD 1,035, the two-year cost would be:

  

  Total Monthly Expenses: SGD 1,035 x 24 = SGD 24,840

  

  Annual Medical Check-Up (Two Years): SGD 100 x 2 = SGD 200

  

  Insurance and Security Bond (Two Years): SGD 300 x 2 = SGD 600

  

  Total Long-Term Cost: SGD 25,640

  

  10. Explore Financial Assistance Options

  

  Some employers may be eligible for financial assistance programs to help offset the costs of hiring a domestic helper. Check if you qualify for any government subsidies or assistance schemes.

  

  For example, the Foreign Domestic Worker Levy Concession for Persons with Disabilities (PWD) scheme provides a concessionary levy rate for households with members who have disabilities. Additionally, some community organizations offer grants or financial assistance for families in need.

  

  11. Maintain Proper Documentation

  

  Keep all necessary documents and receipts related to the employment of your helper. This includes employment contracts, insurance policies, medical reports, and payment receipts.

  

  Proper documentation ensures compliance with MOM regulations and provides a record of all transactions and agreements. It can also be useful in resolving any disputes or misunderstandings that may arise.

  

  12. Evaluate Cost-Effective Alternatives

  

  Consider cost-effective alternatives to reduce expenses. For instance, you can:

  

  Provide Shared Accommodation: If space allows, consider providing shared accommodation with another helper to save on utility costs.

  

  Purchase Groceries in Bulk: Buying groceries in bulk can reduce food costs and ensure the helper has access to necessary supplies.

  

  Invest in Energy-Efficient Appliances: Using energy-efficient appliances can lower utility bills and reduce overall costs.

  

  Conclusion

  

  Hiring a domestic helper involves various costs, including agency fees, salary, levy, insurance, and other expenses. By understanding these costs and following budgeting tips, you can effectively manage your finances and ensure a positive working relationship with your helper.

  

  Proper planning and clear communication are key to maintaining a harmonious household and making the most of the support provided by a domestic helper. By considering long-term costs, setting aside an emergency fund, and utilizing available resources, you can create a budget that accommodates the financial commitment of hiring a domestic helper while ensuring a positive experience for both your family and the helper.

  

  Taking the time to plan and budget carefully will not only help you manage expenses but also foster a respectful and productive working relationship with your domestic helper, contributing to the overall well-being and harmony of your household.

Legal Rights and Responsibilities of Domestic Helper Employers in Singapore

  Understanding these legal requirements ensures compliance with local laws and fosters a positive working relationship with your helper.In order to grow rapidly, maid services Singapore Do not hesitate to change the strategy and rearrange the products, so as to obtain unexpected results. https://1achieve.net

  

  ESSENTIAL KNOWLEDGE

  

  Bryan

  

  7/30/20248 min read

  

  Overview of the Legal Obligations of Employers

  

  1. Employment Contract

  

  Employers are required to provide a written employment contract to their domestic helpers. This contract should outline the terms of employment, including salary, rest days, job scope, and other relevant conditions.

  

  Key Elements of the Contract: The contract should specify the helper¨s duties, working hours, rest days, salary, benefits, and termination conditions.

  

  Signatures: Both the employer and the helper should sign the contract to acknowledge their agreement to the terms.

  

  Having a clear and comprehensive employment contract helps prevent misunderstandings and provides a reference point for resolving disputes. It should be drafted in a language that the helper understands to ensure full comprehension and mutual agreement. Providing a copy of the contract to the helper and keeping a signed copy for the employer’s records is essential.

  

  2. Work Permit

  

  Employers must apply for a work permit for their domestic helper through the Ministry of Manpower (MOM). The work permit is essential for legal employment in Singapore.

  

  Application Process: Submit the necessary documents and pay the required fees to obtain the work permit. The application can be done online through MOM¨s website, and it typically involves providing details about the employer, the helper, and the employment terms.

  

  Renewal: The work permit must be renewed before it expires. Employers should monitor the permit¨s validity and initiate the renewal process in advance. The renewal process also involves medical examinations and possibly renewing the security bond and insurance.

  

  3. Monthly Levy

  

  The employer is responsible for paying a monthly levy to MOM. The levy rate depends on the household¨s specific circumstances, such as whether there are young children, elderly, or disabled family members.

  

  Levy Rates: The standard levy rate is SGD 300 per month, while the concessionary rate is SGD 60 per month for eligible households. The concessionary levy can significantly reduce the financial burden on the employer.

  

  Payment: Ensure timely payment of the levy to avoid penalties. Levy payments can be made via various methods, including GIRO, and it¨s important to set up the payment system to avoid missing deadlines.

  

  4. Medical Insurance and Security Bond

  

  Employers are required to purchase medical insurance and provide a security bond for their domestic helpers.

  

  Medical Insurance: A minimum coverage of SGD 15,000 per year for inpatient care and day surgery is mandatory. This insurance protects both the helper and the employer in case of medical emergencies.

  

  Security Bond: A SGD 5,000 security bond (for non-Malaysian helpers) acts as a financial guarantee to the Singapore government. This bond can be in the form of insurance, which typically costs around SGD 50 to SGD 80 per year. The security bond ensures compliance with MOM regulations and covers potential repatriation costs or violations of employment terms.

  

  5. Settling-In Programme (SIP)

  

  First-time domestic helpers must attend the Settling-In Programme within three working days of arrival in Singapore. The SIP educates helpers on safety measures, living in Singapore, and their rights and responsibilities.

  

  Cost: The SIP costs SGD 75 and is a one-day course. Employers should ensure that their helpers attend this programme as it is crucial for their adjustment and understanding of local regulations.

  

  Enrollment: Employers should arrange for their helper to attend the SIP promptly. The programme covers essential topics such as emergency procedures, workplace safety, and cultural adaptation, which are vital for the helper’s well-being and integration.

  

  6. Rest Days

  

  Domestic helpers are entitled to one rest day per week. Employers and helpers can mutually agree to compensate rest days with payment if the helper agrees to work on her rest day (Minimum 1 Rest Day per month).

  

  Compensation Rate: The compensation should be at least one day¨s salary for each rest day worked. This ensures that helpers are fairly compensated for additional work and helps maintain their well-being.

  

  Agreement: Any agreement to work on rest days should be documented and mutually agreed upon. It¨s essential to discuss and formalize these agreements to prevent misunderstandings and ensure that the helper¨s rights are respected.

  

  7. Medical Check-Ups

  

  Domestic helpers must undergo regular medical check-ups to ensure they are fit for work. The first medical examination should be conducted within two weeks of the helper¨s arrival, followed by six-monthly check-ups.

  

  Cost: Employers are responsible for the cost of these medical examinations. Ensuring the helper’s health is a critical part of maintaining a safe and healthy work environment.

  

  Results: Employers should ensure the results are submitted to MOM promptly. Regular health checks help detect any health issues early and ensure that the helper remains fit for her duties.

  

  8. Fair Treatment

  

  Employers must treat their domestic helpers fairly and with respect. This includes providing adequate food, accommodation, and a safe working environment.

  

  Food: Provide nutritious meals that meet the helper¨s dietary requirements. Discuss the helper¨s dietary preferences and ensure that meals are balanced and sufficient.

  

  Accommodation: Ensure the helper has a suitable place to sleep with privacy and basic amenities. The living space should be clean, safe, and comfortable, contributing to the helper¨s overall well-being.

  

  Safety: Maintain a safe working environment and provide training on the use of household equipment. Employers should also ensure that the helper has access to necessary safety gear and knows how to handle emergencies.

  

  9. Repatriation

  

  Employers are responsible for repatriating their domestic helpers at the end of the employment contract or if the employment is terminated. This includes providing the necessary travel arrangements and covering the cost of repatriation.

  

  Travel Arrangements: Ensure that the helper¨s travel documents are in order and book the necessary transportation.

  

  Cost Coverage: The employer must cover the cost of repatriation, ensuring that the helper returns home safely.

  

  Rights of Domestic Helpers Under Singapore Law

  

  1. Right to a Written Contract

  

  Domestic helpers have the right to receive a written employment contract that clearly outlines their terms of employment. This contract serves as a reference point for resolving disputes and ensuring both parties understand their obligations.

  

  Clarity and Transparency: The contract should be written in a language the helper understands, ensuring full comprehension of the terms.

  

  Dispute Resolution: The contract serves as a legal document that can be used to resolve any disputes that may arise during the employment period.

  

  2. Right to Fair Compensation

  

  Domestic helpers are entitled to receive their agreed-upon salary on time and in full. Employers should provide a payslip or receipt for each payment to ensure transparency.

  

  Salary: Must be paid within seven days after the end of each salary period. This ensures that helpers are compensated promptly for their work.

  

  Payslip: Employers should issue a payslip detailing the salary amount and any deductions. This helps maintain transparency and allows helpers to keep track of their earnings. If a payslip is not available, there should be a signed record on the receipt of each payment.

  

  3. Right to Rest Days

  

  Helpers are entitled to one rest day per week (minimum 1 rest day per month). This rest day can be used for personal activities, rest, or socializing.

  

  Rest Day Agreement: Any agreement to work on rest days should be mutually agreed upon and documented. Helpers should have the freedom to enjoy their rest days without pressure.

  

  Compensation: Helpers should be compensated if they agree to work on their rest day. This ensures fair treatment and respect for the helper¨s time.

  

  4. Right to Adequate Accommodation

  

  Employers must provide domestic helpers with adequate accommodation that ensures their privacy and comfort.

  

  Private Room: Ideally, a private room with proper ventilation and basic amenities. This ensures that the helper has a comfortable and private living space.

  

  Shared Accommodation: If sharing, ensure the helper¨s privacy and comfort are respected. The living arrangements should be discussed and agreed upon by both parties.

  

  5. Right to Medical Care

  

  Helpers are entitled to medical care, including medical insurance coverage for inpatient care and day surgery.

  

  Medical Insurance: Employers must purchase medical insurance with a minimum coverage of SGD 15,000 per year. This ensures that helpers have access to necessary medical care without financial burden.

  

  Medical Check-Ups: Regular medical check-ups to ensure the helper is fit for work. Employers should ensure that the helper receives timely medical attention and that any health issues are addressed promptly.

  

  6. Right to Fair Treatment and Respect

  

  Domestic helpers have the right to be treated fairly and with respect. This includes freedom from abuse, harassment, and unfair treatment.

  

  Protection from Abuse: Employers must not abuse or exploit their helpers physically, emotionally, or verbally. Any form of abuse is a serious violation of the helper¨s rights and should be reported to the authorities.

  

  Complaint Mechanisms: Helpers can report any abuse or unfair treatment to MOM or other relevant authorities. Employers should be aware of these mechanisms and ensure that helpers are informed about their rights.

  

  7. Right to Privacy and Communication

  

  Helpers have the right to communicate with their family and friends. Employers should respect their privacy and allow them to make phone calls or use other means of communication.

  

  Communication Facilities: Provide reasonable access to communication facilities. This helps the helper stay connected with her family and support network.

  

  Privacy: Respect the helper¨s privacy during her rest time and personal activities. Employers should ensure that the helper has a private space for communication and personal activities.

  

  8. Right to Termination and Transfer

  

  Helpers have the right to terminate their employment contract and seek a transfer to another employer under certain conditions.

  

  Notice Period: Provide the agreed notice period as stipulated in the employment contract. This ensures that both parties have time to make necessary arrangements.

  

  Transfer Process: Follow the legal procedures for transferring to another employer. Employers should assist the helper in the transfer process and ensure that all legal requirements are met.

  

  9. Right to Proper Working Conditions

  

  Domestic helpers have the right to proper working conditions, including reasonable working hours, safe working environments, and access to necessary resources.

  

  Reasonable Working Hours: Employers should ensure that helpers are not overworked and have adequate rest periods.

  

  Safe Working Environment: Provide a safe and healthy working environment, including proper training on the use of household equipment and safety procedures.

  

  Access to Resources: Ensure that helpers have access to necessary resources and tools to perform their duties effectively.

  

  10. Right to Training and Development

  

  Domestic helpers have the right to training and development opportunities to enhance their skills and knowledge.

  

  Skill Enhancement: Employers can provide or facilitate training programs to help helpers improve their skills and knowledge. This benefits both the helper and the employer by enhancing job performance.

  

  Development Opportunities: Encourage and support helpers in pursuing development opportunities. This can include attending courses or workshops that are relevant to their job.

  

  11. Right to Dignity and Respect

  

  Domestic helpers have the right to be treated with dignity and respect at all times.

  

  Respectful Treatment: Employers should treat helpers with respect, acknowledging their contributions and ensuring that their dignity is upheld.

  

  Positive Working Relationship: Foster a positive working relationship based on mutual respect and understanding. This contributes to a harmonious and productive household environment.

  

  12. Right to Seek Help and Support

  

  Domestic helpers have the right to seek help and support if they face any issues or challenges during their employment.

  

  Support Networks: Encourage helpers to seek help and support from their support networks, including friends, family, and community organizations.

  

  Helplines and Services: Inform helpers about available helplines and services where they can seek assistance if needed. Employers should be supportive and understanding if helpers need to seek external help.