99% don't have to attend Employer Orientation Class
- The Straits Times (22 June 2012) : 99% don't have to attend Employer Orientation Class
- The Straits Times (15 June 2012) : Don't penalise bosses, ensure maids are trained
- The Straits Times (19 June 2012) : Employer's headache
99% don't have to attend Employer Orientation Class
- The Straits Times, 22 June 2012
We refer to the ST Forum letters (“Don’t penalise bosses, ensure maids are trained”, 15 Jun and “Employer’s headache”, 19 Jun).
2. All first-time foreign domestic workers (FDWs) are equipped with basic knowledge about living and working in Singapore, including safety at work, through a compulsory one-day Settling-in Programme. This is not meant to train or assess the skills required of FDWs, as FDW employers have diverse needs.
3. As with all new relationships, it is important for employers to be patient and give FDWs time to adjust to living and working in an unfamiliar environment away from their family and friends. Employers are also encouraged to frequently communicate with their FDWs so as to avoid misunderstandings. Our records show more than 99% of employers are able to find a suitable FDW without having to employ more than four different FDWs within a year.
4. Employers who are still unable to find a suitable FDW after employing four different FDWs in a year are required to attend a classroom-based Employer Orientation Program (EOP). The EOP gives employers a basic understanding of their responsibilities as employers, and stresses the importance of communicating and maintaining a positive working relationship with their FDW. All first-time FDW employers are also required to go through the EOP online.
5. In Mr Bah’s case, an advisory letter was sent to his wife when she changed her FDW for the fourth time, informing her that she was required to attend the classroom-based EOP if she changed her FDW one more time within the 12-month period. This requirement is also made known on our website at
http://www.mom.gov.sg/services-forms/passes/work-permit-fdw/pages/eop.aspx.
6. Employers play a major role in exercising due diligence when selecting an FDW. MOM has introduced a number of initiatives to assist employers in finding an FDW best suited for their families’ needs. MOM encourages all prospective employers to refer to the Employment Agency (EA) Directory online (
www.mom.gov.sg/eadirectory). This directory shows the retention rate of FDWs placed by any licensed EA, which is a good indication of the EA’s ability to understand employers’ requirements and FDWs’ skills. MOM is also working closely with EAs to introduce a standard bio-template. This standard biodata template will ensure that prospective employers receive key information such as the FDW’s employment history and skills set, as well as indicate how such information was verified. To reduce the risk of mismatch, employers can also ask to interview the FDW.
Don't penalise bosses, ensure maids are trained
- The Straits Times, 15 June 2012
There is a rule that I am sure many maid employers are not aware of: If an employer replaces more than four maids in a year, he has to attend an orientation programme.
My wife has just received a letter informing her that she has to attend this programme.
We were surprised as we had not been informed about this requirement when we replaced our maids.
Our former maids were from rural areas and were very eager to work in Singapore.
So they stated in their biodata that they were able to understand and speak English, cook simple dishes and perform household chores.
We employed them based on this information, but we later found out that they did not have these skills.
Maid replacement is not easy. It takes a lot of time, effort and money to replace them within one or two months.
So we try our best not to replace them if possible.
The Manpower Ministry should not penalise employers unnecessarily if they are not at fault.
If employers are to attend this orientation programme, maids should also go for courses to improve their skills, before work permits are issued.
Michael Bah Soung
Employer's headache
- The Straits Times, 19 June 2012
How do employers ensure the credibility of a maid's biodata shown to us by maid agencies ('Don't penalise bosses, ensure maids are trained' by Mr Michael Bah Soung; last Friday)?
We rely on the maids' biodata provided by the maid agency when selecting a maid. The agencies provide a shortlist based on our criteria.
This was the process I went through in February, only to find out later that the maid I hired had no work experience, though her biodata stated otherwise.
Last month, she filched money from us, retrieved her passport and left Singapore. I lost the $3,800 placement fee because she had left the country, and I must pay the same amount again to hire a new maid. Who is responsible for ensuring the credibility of the maid's biodata?
Employers can only rely on the maid agencies because we do not get to see the maid till the first day she starts work.
Vivien Goh (Ms)