Our Work Permit, S Pass and Employment Pass Politic

S/N Grade $
1 FT 300 WP
2 FT 400 WP
3 FT 500 WP
4 FT 600 WP
5 GW 700 WP
6 D1L 800 WP
7 D1U 900 S Pass
8 D2L 1000 S Pass
9 D2U 1100 S Pass
10 D3 1200 S Pass
11 1300 S Pass
12 D4 1400 S Pass
13 1500 S Pass
14 D5 1600 S Pass
15 1700 S Pass
16 D6 1800 S Pass
17 1900 EP
18 C1 2000 EP
19 2100 EP
20 C2 2200 EP
21 2300 EP
22 C3 2400 EP
23 2500 EP
24 C4 2600 EP
25 2700 EP
26 C5 2800 EP
27 2900 EP
28 B1 3000 EP
29 B2 4000 EP
30 B3 5000 EP
31 A1 6000 EP
32 A2 7000 EP
33 A3 8000 EP

MOM and Mice games

save operating cost by Singapore's phantom workers


Three coffeeshop operators were charged in the Subordinate Court today for falsely declaring the number of local workers employed to inflate their foreign worker entitlement.

Related stories:
» Singapore's phantom workers
» 'Phantom' local workers in heartland coffee shops?
» Why bosses use 'phantom workers'
They joined 18 other employers who are currently facing similar charges.

Pam Yoon Chung, director of Mabo Holdings Pte Ltd (Block 643 Bukit Batok Central) faces 15 charges.

Ho Chin Lai, director of Li Soon Food Court Pte Ltd (Block 158 Bukit Batok Street 11), faces 26 charges.

Soh Seng Thiam, manager of Jurong Cafe Pte Ltd which operates two coffeeshops at Block 134 Jurong East Street 13 and Block 829 Tampines Street 81, faces 14 charges.

Mr Aw Kum Cheong, Divisional Director of the Foreign Manpower Management Division said: "Our internal screening processes continue to surface suspicious employers. More members of the public are also coming forward with information to assist MOM. MOM will continue to pursue such cases aggressively to stamp out the practice. Employers should note the severe penalties handed down by the courts, and recognise that it is not worth the risk of getting involved in such scams."

Three employers have been convicted and received custodial sentences ranging from six to 16 months.

Under the Employment of Foreign Manpower Act, inflating the foreign worker entitlement by falsely declaring the number of local workers is punishable with a fine of up to $15,000, or 12 months imprisonment, or both.

The 'phantom worker' may also face prosecution for abetting the offence.

Can we save cost by:-

1) Just cut down maintenance fee?

Poor Quality Service, do you dare to use Singapore service?

2) Just cut down salary expenses?

Singaporean $1,000.00 (5Day Week 8 hrs per day) repalce by WP holder $750.00 (6Day Week 12 hrs day)

Singaporean $2,000.00 (5Day Week 8 hrs per day) repalce by S pass holder $1,800.00 (6Day Week 12 hrs day)

Singaporean $4,000.00 (5Day Week 8 hrs per day) repalce by Employment pass holder $2,500.00 (6Day Week 12 hrs day)

Home helper / cleaner / Health care Nursing Aide Singaporean $850.00 (5Day Week 8 hrs per day) repalce by WP holder $350.00.

Anybody dare stay in Singapore Nursing Home or Hospital? (example)

Can all SME, MNC and listed company take minimum standard for our salary and employment packages as per NCSS guideline?

About NCSS

NCSS is the national co-ordinating body for the social service sector. We are both a fund-raising and funding agency, and a membership organisation of voluntary welfare organisations (VWOs). In dealing with the social service challenges, NCSS works closely with government bodies, VWOs and valued partners to continually enhance the quality of social services for the disadvantaged. Well-trained professionals are needed to manage, improve and implement social service initiatives. Read more about NCSS here.

Add Meaning to Your Success...


Every individual in NCSS is treated with respect, highly-valued and engaged as a member of the NCSS family. With good teamwork, helpful colleagues and strong leadership, this is the place for people to grow, develop and take on new challenges and excel.
We pride ourselves on providing leadership and direction in social services, enhancing the capabilities of social service organisations, and promoting strategic partnerships for social services. We have ample opportunities for you to contribute to this worthy cause.

NCSS is always on the lookout for dynamic and committed individuals who want to reach out and impact lives. If you are looking for a career that is both rewarding and fulfilling, join our family of professionals with a passion for people now.


A People Developer Organisation
In alignment with the NCSS purpose and mission, we recruit, develop and retain staff with the right competencies to fulfill the NCSS Purpose and Mission, and provide growth opportunities in a people-oriented environment.
NCSS was awarded the People Developer Standard in September 2005 in recognition that NCSS had attained established standards in people practices, developing staff and learning systems. In 2008, NCSS was re-certified as a People Developer organisation in recognition of its total approach in managing people and achieving high performance through its people systems.


Learning & Development


Every employee is an important individual to NCSS. We are committed in optimising the success of everyone who works for NCSS. Our employees are given opportunities to upgrade their skills and knowledge through formal and informal learning activities that would develop them to their fullest potential.
Main highlights of NCSS’s learning and development initiatives include:

Training opportunities for professional and career development;


Induction programme and buddy system;


Learning sponsorships; and


Overseas study trips and conferences.


Career Growth & Advancement
NCSS believes in holistic development of our employees. Employees are given opportunities to grow and hone their professional skills through avenues such as job rotation, mentoring, secondments, inter-divisional work teams and special projects etc.
Every employee is given fair access to career advancement opportunities within NCSS if they have demonstrated their capabilities in taking on a bigger roles. This is in line with NCSS’s philosophy of promoting from within to retain our talents.


Benefits Package




Being a people-oriented organisation, NCSS believes that healthy life-work balance contributes towards achieving greater overall productivity. Our employees enjoy a wide range of benefits such as:
Comprehensive leave schemes including annual leave of 14 to 28 days per year, medical / hospitalisation leave, birthday leave, dependent care leave for child & elderly parents, compassionate leave, maternity & paternity leave and study leave etc.


Healthcare coverage such as outpatient treatment for staff & family, co-payment for maternity hospitalisation & hospitalisation treatment and corporate insurance plans for staff etc.


Family-friendly schemes to help you manage life-work balance such as 5-day work-week, staggered work hours, flexi-work arrangement and lactation room etc.


A variety of staff engagement and bonding activities such as sports activities, dinner & dance, games day and divisional bonding sessions etc.


Remuneration Package
NCSS offers an attractive remuneration package that is comparable with the public sector. Individual contributions are recognised and rewarded through performance-related pay and bonuses.
The starting salary is structured to meet market conditions, the demands of the job and individual competence. It will commensurate with qualifications and relevant experience.

Qualification Typical Starting Salary Range

Degree (Fresh Graduates) $2,400 to $3,300

Diploma $1,580 to $1,800

GCE ‘N’, ‘O’ & ‘A’ Levels $1,000 to $1,455

Can all MD, ED, GM, CEO and Director respect salary matter?

Earn for living and not work for needy. We had family to takecare.


Learning Objective Upon completion of the course, participants will be able to:

1) Determine the statutory obligations on payroll matters

2) Differentiate between entitlements and benefits

3) Establish the rights of employers on matters relating to benefits

4) Apply the best practices on payroll matters


Course Outline 1) Understanding salary structure

- Salary structure and total salary
- Basic salary
- Allowances
- Fixed vs variable salary
- Flexible wage system

2) The legislation on payroll matters

- Scope of the Employment Act
- Highlights of the CPF Act
- Over / under payment

3) Legal compliance and practices

- Definition of salary, rate of pay
- Working hours
- Shift duties
- Rest days and public holidays
- Computation of overtime pay
- Salary period and time of payment
- Payment on dismissal and resignation
- Payment of AWS and bonuses
- Authorised deductions
- Notice period
- Annual leave entitlement
- Maternity, retrenchment and retirement benefits

4) Part-time employment

- Term of employment for part-time employees
- Benefits of part-time staff
- Calculation of part-time wages

5) Effective payroll system

- Payroll policy
- Notification of salary changes

If PAP fail to manage Singapore Economy, 67.2% of Singaporean do not want to be needy:-

http://www.cultureunplugged.com/play/1081/Chicken-a-la-Carte



Education; nil 19.6%, PSLE 12.1%, L Sec 10.9%, Sec 24.6%, U Sec 9.9%, Poly 6.2%, Associate Diploma 4.9% and University 11.7%

SINGPAORE: Singapore's tripartite National Wages Council (NWC) is set to begin its deliberations next month to spell out the wage guidelines for 2009/2010.

It is inviting views from organisations and the public on this.

The NWC, chaired by Professor Lim Pin, was reconvened late last year in view of the deteriorating economic situation.

It made a set of revised guidelines in January this year that are applicable until June 30 next year.

Among the recommendations made, is implementing a wage freeze or wage cut for companies affected by the downturn to stay afloat and save jobs.

NWC said that when working out the new set of guidelines, it will take into account the state of the economy and labour market, as well as the measures put in place so far to tackle the economic downturn.

Just this week, the Singapore government revised its growth forecast for the whole year to fall in the range of minus six to minus nine per cent from an earlier forecast of minus two to minus five per cent.

The public can send their views on wage guidelines to the Secretary of the NWC at the Manpower Ministry.

All views should reach the NWC by April 30.