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Certificate of Employment Intermediaries (CEI) Mock Test and Examination Questions

October 9, 2014

Certificate of Employment Intermediaries (CEI) Mock Test and Examination Questions 

 

MOCK EXAMINATION CEI (KAH/BASIC) with EFMA

Candidates are to note the following:

(1)   This is only a suggested list of possible examination MCQs to help prospective candidates have a feel of what an MCQ exam is like.  Candidates cannot rely only on this mock exams to pass the actual CEI certification exam.

(2)   Candidates are to note that the exam is computer-based and that the questions are necessarily grouped by their subjects and may be random.  However, for purpose of the mock exam, the MCQs are grouped by subjects to make it easier for revision.

 

1.     SEGMENT 1 Employment Agencies Act (EAA)

Q1.      What are the relevant legislations of the Ministry of Manpower, MOM’s new  Employment Agency Regulatory Framework (April 2011)?

(a)    Employment Agencies Act.

(b)   Employment Agency Rules 2011.

(c)    Employment Agency Licence Conditions.

(d)   All of the above.

 

Q2.      Who appoints the Commissioner for Employment Agencies?

(a)    The Prime Minister.

(b)   The Deputy Minister of Manpower.

(c)    The Director of the Employment Agency Licensing Branch (EALB – MOM).

(d)   None of the above.

 

Q3.      What are the powers given to the Commissioner for Employment Agencies?

(a)    The Commissioner for Employment Agencies is the Director of the Foreign Manpower Management Division (FMMD – MOM).

(b)   The Commissioner appoints the Deputy Commissioner and Assistant Commissioner.

(c)    The Commissioner appoints the EA Inspectors and the EA Licensing Officers.

(d)   All of the above.

 

Q4.      Which of the following features is/are not a characteristic of an Employment Agency?

(a)    An Agency set up by an Employer/Licensee for the sale purpose of recruiting persons for employment on his/her own behalf.

(b)   An Agency that carries out, or intends to be carried out for, or in connection with, the employment of persons in any capacity.

(c)    An Agency that is represented as to be carrying out for, or in connection with, the employment of persons in any capacity.

(d)   All of the above.

 

Q5       An “Employment Agency’s personnel” would exclude the following people?

(a)    Key Appointment Holders (KAHs).

(b)   Any EA persons engaged on a permanent basis.

(c)    Any EA persons engaged on a temporary basis.

(d)   Any EA persons engaged on a contractual basis.

(e)    None of the above.

 

Q6.      In an Employment Agency (EA), who are not Key Appointment Holders (KAHs)?

(a)    Shareholders.

(b)   Not limited to any designation.

(c)    Any EA persons engaged on a temporary basis.

(d)   Any EA person or persons who control and/or manage the daily operations and sales.

(e)    Any Director, CEO, CFO, General Manager, Branch/Outlet Manager or Senior Manager.

 

Q7.      Which of the under-mentioned actions is/are not EA-related work?

(a)    Communicating with prospective clients/customers, either for the employment, or processing for employment, of the workers.

(b)   Collating data and information in relation to helping an applicant(s) to establish an employer- employee relationship.

(c)    Compiling & consolidating sales data entries for the EA(Licensee) & management.

(d)   Submitting applications to MOM and facilitating the placement (employment) of the workers with their customers/employers.

(e)    All of the above.

 

Q8.      What are the objectives (benefits & advantages) of MOM introducing the new Employment Agency Licensing Framework (April 2011)?

(a)    To tackle those unlicensed and errant EAs who undermine MOM’s regulatory

framework instructions.

(b)   To update the provisions, systems and processes, in an attempt to keep the EAs relevant in today’s context.

(c)    To enhance the flexibility of the EA regulatory framework.

(d)   To enhance the EA Industry’s professionalism and accountability of all relevant stakeholders.

(e)    Only (a) & (b) & (c).

(f)    All of the above.

 

Q9.      Which of the under-mentioned statements are not true under MOM’s new EA Regulatory Framework?  

(a)    A Comprehensive Licence holder is permitted to place any type of local and foreign workers for all Work Passes.

(b)   For a Select License, both Key Appointment Holders (KAHs) and “other EA Personnel” are required to be registered but they need not be certified.

(c)    For a Comprehensive license, both KAHs and “other EA Personnel” are required to be registered and to be certified.

(d)   None of the above.

 

Q10.  Situation:

Jackie of XYZ Maid Agency (whose EA Licence had been revoked by MOM), asked John, Branch Manager of ABC Employment Agency (a licenced EA) to help her to submit IPA applications for 5 fresh FDWs from Manila, Philippines, via his WPOL system.  Mary, the Licensee of ABC Employment Agency, was fully aware that Jackie’s EA Licence had been revoked by MOM, but out of goodwill and friendship she did not object to John making the applications for Jackie.

Question:  What offence(s) did Mary and ABC Employment Agency commit?

(a)    A licenced EA submitting/processing applications on behalf of an Un-licenced (Revoked) EA.

(b)   A License EA failing to comply with MOM’s Suspension/Revocation Order.

(c)    Engagement of an Un-licenced (Revoked) EA.

(d)   All of the above.

(e)    None of the above.

 

Q11.  Under MOM’s revised EA Regulatory Framework (April 2011), what are the types of Security Deposits (SD) that a Comprehensive Licence Holder may have to provide to EALS-MOM?

(a)    $20,000 or $40,000 or $60,000.

(b)   $15,000 or $30,000 or $45,000.

(c)    $10,000 or 8$20,000 or $30,000.

(d)   None of the above.

 

Q12.    Situation:

Magdalene, Manager, WSQ Employment Services was contracted to work at the EA on 01.01.2009 as a Customer Service Executive.  She was promoted to Branch Manager on 15.01.2010.  However, as she was still unhappy with top management, Magdalene resigned from the EA with effect from 12.09.2011.

Question:        By which date must WSQ Employment Services deregister Magdalene’s name from MOM’s website?  (Assume no weekend or public holidays between resignation and de-registration dates)

(a)    By15.09.2011

(b)   By 22.09.2011

(c)    As soon as possible but EA must have legitimate reasons for the delay.

 

Q13.    The penalty for an Employment Agency (EA) who fails to register or de-register her EA Personnel is _____________:

(a)    A fine not exceeding $5,000 or an imprisonment term not exceeding 3 months, or to both.

(b)   A fine not exceeding $5,000 or an imprisonment term not exceeding 6 months, or to both.

(c)    A Fine not exceeding $15,000 or an imprisonment term not exceeding 3 months, or to both.

(d)   A Fine not exceeding $15,000 or an imprisonment term not exceeding 6 months, or to both.

(e)    None of the above.

 

Q14.    The penalty for the 2nd or subsequent non-compliance by an EA for failing to issue the EA Registration Card as per MOM’s specifications is __________.

(a)    A fine of up to $2,000 or an imprisonment term not exceeding 6 months, or to both.

(b)   A fine of up to $1,000 or an imprisonment term not exceeding 3 months, or to both.

(c)    A fine of up to $5,000 or an imprisonment term not exceeding 6 months, or to both.

(d)   None of the above.

 

Q15.    Situation:

Jessica (Licensee of EQ Employment Services) received on 01.07.2011, a letter from EALB – MOM, informing her that her EA Licence was revoked with effect from 16.07.2011.

Question:        Which of the following statements is/are true?

(a)    Jessica must cease all her EA operations immediately from the date of revocation.

(b)   Jessica may still continue to serve out her existing obligations, meaning that she can still continue to submit: applications via WPOl for those customers who have confirmed their reservations for a Foreign Domestic Worker(s).

(c)    Jessica may take on any new recruitment or placement agreements.

(d)   None of the above.

(Note:  An EA (Licensee) has 14 days to appeal to the Minister of Manpower.  Therefore a full 14 day duration is required before revocation occurs.  However, if the EA is already has a suspension order that is in effect, licence revocation can be immediate.)

 

Q16.    Situation:

Mohammad Ali intends to start an Employment Agency to do placement for both foreign and local workers earning more than $7,000 per month.  But Mohammad also plans to conduct placements for workers (foreign & local) earning less than $$7,000 per month.

Question:        Which type of EA Licence should Mohammad All apply for?

(a)    Select licence.

(b)   Comprehensive licence.

(c)    Both select for those earning more than 8$7.000 and Comprehensive Licence for those earning less than 8$7,000.

(d)   Either (a) or (b).

 

Q17.    Situation:  Alternative Question to Q16.

Question:        Which of the under-mentioned statements is/are true?

(a)    All EA personnel in a Select Licence agency who are KAHs or are performing EA-related work are required to be registered but they are not required to be certified.

(b)   A Comprehensive licence EA can carry out placement for any type of workers (local or foreign) without any restriction on the respective worker’s monthly salary.

(c)    A Select Licence EA can only carry out placement for Employment Pass (EP) holders and/or local workers in jobs who earn more $7,000 or more per month.

(d)   All EA staff of both Comprehensive & Select Licence Agencies must be explicit to customers about the dispute resolution mechanism.

(e)    All of the above

 

Q18.    Which of the under-mentioned violations/non-compliances carry a penalty of:

A fine not exceeding 8$80,000 or an imprisonment not exceeding 24 months, or to both?

(a)    A Licensed EA submitting/processing application(s) on behalf of an Un-licensed EA (including EAs whose licence has been revoked by MOM).

(b)   An EA failing to comply with MOM’s order of EA licence revocation.

(c)    An EA furnishing false information to the Commissioner for EAs.

(d)   An EA found forging/altering, or using forged/altered any EA personnel registration card.

(e)    All of the above.

(f)    Only (a) & (b).

 

Q19.    What is the penalty for engaging an un-licensed agent to recruit or place foreign/local workers?

(a)    A fine of up to $15,000 or an imprisonment term not exceeding 12 months, or to both.

(b)   A fine of up to $5,000 or an imprisonment term not exceeding 6 months, or to both.

(c)    A fine of up to $5,000 for every worker (local or foreign) placed.

(d)   All of the above.

 

Q20.    Why does the Singapore Government (Ministry of Manpower) implement the mandatory EA Personnel registration?

(a)    To assure the prospective customers out there in the market, employers and job seekers that EA personnel are properly qualified and equipped to serve them. This, in turn, helps to ensure increased professionalism and accountability of the EA industry.

(b)   To allow the potential clients to verify that they are indeed dealing with properly registered & authorised representatives of the EA. This, in turn, also helps to tackle those un-licensed EAs and also the errant EAs.

(c)    To update the provisions, policies and processes, in order to benchmark the EA industry.

(d)   All of the above.

 

Q30.    Under MOM’s revised EA Regulatory Framework (April 2011), what is the maximum fees (fee cap) that an EA can charge to the worker (foreign or local)?

(a)    Not exceeding 1 month of the worker’s monthly salary for every 1 year of work, for the duration of the approved work pass; and subjected to a maximum of 2 months worth of the FDW’s monthly salary.

(b)   Not exceeding 1 month of the worker’s monthly salary for every 1 year of work, for the duration of the approved work pass; and subjected to a maximum of 3 months worth of the FDWs monthly salary.

(c)    There is no cap on the fees that an EA may charge the worker for the services provided by the EA.

 

Q31.    Under MOM’s revised EA Regulatory Framework (April 2011), the EA(Licensee) is obliged to refund to the worker at least 50% of the fee charged to the worker, which of the following conditions must be met?

(a)    The party asking to terminate the worker’s services is the employer and not the worker.

(b)   The termination of the worker’s services must be within six (06) months of the date when the worker commenced working for the employer.

(c)    Both of (a) & (b) are true

 

Q32.    Situation:

Johnny (Licensed EA) recruited Ms. Pilipina, a Filipino Foreign Domestic Worker (FDW) for his client Benny.  Pilipina started work for Benny on 01.06.2011.  However, Benny returned the FDW to the EA on 18.06.2011 on grounds that FDW Pilipina could not even boil an egg for his daughter.  After fours weeks, Johnny still could not find another suitable client to transfer FDW Pilipina to and he cancelled the work permit after he sought Benny’s consent to terminate the employment contract on 18.07.2011.  Johnny then repatriated her to Manila on 19.07.2011.

 

Question:        Which of the following statements is/are true, based on the above scenario? Assume a 6 working days in a week and there are no public holidays in the dates related to this scenario.

(a)    Johnny (EA) is to refund to FDW Pilipina at least 50% of the fees he collected from the FDW. The refund must be carried out by latest 18.06.2011.

(b)   Johnny (EA) is to refund to FDW Pilipina at least 50% of the fees he collected from the FDW. The refund must be carried out by latest by 20.07.2011 before she departs Singapore for Manila.

(c)    Johnny (EA) can arrange to repatriate FDW Pilipina first, and then remit the refund via telegraphic transfer to her on or before 26.07.2011.

 

Q33.    An MOM’s Employment Agency Inspector has the following powers:

(a)    Enter and search the EA’s premises as part of their investigation into the EA.

(b)   Ask the EA personnel to make available the relevant documents and/or information as required.

(c)    Retain and take into custody any documents or articles from the EA required for the purpose of investigation and verification.

(d)   Obtain written statements from the EA staff, take photographs, make audio/video recordings as required.

(e)    All of the above.

 

Q34.    An MOM’s Employment Agency Inspector has the power to arrest and detain any unlicensed Employment Agency’s personnel, as follows:

(a)    For not more than 24 Hours, without a warrant.

(b)   For not more than 48 Hours, without a warrant.

(c)    For not more than 72 Hours, without a warrant.

(d)   None of the above.

 

Q35.    Situation:

Two MOM EA Inspectors arrived at ABC Maid Services to check and verify a public complaint. The EA counter staff informed the inspectors that they were unable to open the cabinets to retrieve the Employers’/customers’ files because the keys to the cabinets were kept by their lady boss, Jackie (the Licensee). They then asked the inspectors to come again on another day as their boss would not be coming into the EA office for the day. The EA inspectors then asked to talk to the Licensee.  But the EA Branch Manager told the EA inspectors that he did not have access to the HP contact numbers of his boss and so he was unable to reach her. The 2 inspectors waited for more than half-a-day and decided to return to MOM and report the matter to their superiors.

 

Question:        What offence(s) have the EA personnel committed?

(a)    Obstructing the Employment Agency Inspectors from carrying out their work.

(b)   Non-compliance to MOM’s policy regulations regarding EA matters.

(c)    Deliberately delaying the provision of documents and documents to the EA Inspectors.

(d)   Providing false information to the EA Inspectors.

(e)    All of the above.

 

Q36.    Situation:

Malcolm Gomez, Licensee of XYZ Employment Services, offered to pay the employer a sum of S$300 for every worker recruited through his Agency.

 

Question:        What offence(s) had Malcolm Gomez committed as an EA Licensee?

(a)    Obstructing the Employment Agency Inspectors.

(b)   Forging EA documents and destroying documentary evidences.

(c)    Prohibition on offer of fees.

(d)   All of the above.

 

Q37.    Situation:

A Filipino Marilyn Lynn approached XYZ Maid Specialists in KT Plaza to help her find a job as a domestic helper in an English speaking household on a non-exclusive basis.  Soon after, on her own effort, Marilyn managed to find a job with an American expatriate family.  When Julie, the Licensee of XYZ Maid Specialists, came to hear of this, she called up Marilyn’s prospective employer and spread unpleasant news and rumours about the FDW.   Julie tried to convince the American family why they should not employ Marilyn.  Julie added that there were many better FDWs in her agency.

 

Question:        What offence did Julie commit as the Licensee of XYZ Maid Specialists?

(a)    Obstructing a jobseeker (FDW Marilyn) from securing a livelihood with the America family.

(b)   Providing false rumours to the American family in an attempt to dissuade the family from employing FDW Marilyn and instead take an alternate FDW from her Agency.

(c)    Prohibition on offer of services.

(d)   Instigating or inducing a person not to employ a job-seeker who did not use the EA’s services.

(e)    All of the above.

 

Q38.    Which of the following statements is/are not one of the Employment Agency Licence Conditions under the revised EA Regulatory Framework (April 2011):

(a)    All EAs shall furnish MOM (EALB) with a list of those premises that the EAs use to accommodate the Foreign Workers/FDWs prior to handing over to the clients/employers.

(b)   All EAs shall inform the Foreign Workers/FDWs’ employers of their legal responsibilities regarding the provision of food & lodging for the Foreign Workers/FDWs for the contract period/duration under their employment.

(c)    All EAs shall sign a service agreement with FDW’ employers that satisfies a set of requirements set out by EALB-MOM.

(d)   None of the above.

(e)    All of the above.

 

Q39.    Which of the following statements is/are not a breach of the Employment Agency Licence Conditions of the revised EA Regulatory Framework (April 2011):

(a)    EA did not upkeep and maintain her FDWs before the FDWs’ work passes are approved and issued by EALB-MOM.

(b)   EA failed to repatriate the FDW to her hometown within the MOM’s stipulated timeframe.

(c)    EA did not furnish her prospective clients/employers with the correct (most updated) FDW bio-data and previous employment; and did not obtain a written statement from the prospective client/employer to acknowledge that this matter had been duly brought to the client’s/employer’s knowledge.

(d)   EA did not want to bear the full cost of the foreign worker’s repatriation when the foreign worker did not fulfil MOM’s work entry criteria/standards.

(e)    None of the above.

(f)    All of the above.

 

Q40.    Situation:

Monika M., the Senior Branch Manager of Homestead Maid Services in JB Plaza did not obtain a signed written authorization letter from the FDW’s employer before she proceeded to apply for the work permit for Indonesian FDW Nuryati from Work Pass Division – MOM.

Question:  What is the penalty for this breach of the EA licence Conditions by Homestead Maid Services?

(a)    A fine not exceeding $5,000 or an imprisonment term not exceeding 6 months, or to both.

(b)   A fine not exceeding $15,000 or an imprisonment term not exceeding 12 months, or to both.

(c)    A fine not exceeding $5,000 for every violation.

(d)   A fine not exceeding $5,000 including, but not limited to, a letter of warning from the Commissioner for EAs.

(e)    All of the above.

 

Q41.    Situation:

James Wong, the licensee of Supersonic Domestic Services, was caught by MOM EA Inspectors for advertising its FDW services in the local newspapers and home magazines without displaying the EA’s licence number in the advertisements.

Question:        Does this act of omission by Supersonic Domestic Services constitute a breach of the EALB-MOM’s Employment Agency licence Conditions?

(a)    Yes.

(b)   No.

(c)    Depends on whether the licensee can justify to MOM or otherwise.

(d)   None of the above.

 

Q42.    Under the Employment Agency Licence Conditions of the revised EA

Regulatory Framework (April 2011), which of the following statements regarding EA personnel performing EA-related work is/are in­correct:

(a)    EA did not upkeep and maintain her FDWs before the latter’s Work Passes are approved and issued by EALB-MOM.

(b)   EA fails to repatriate the FDW to her hometown within the MOM’s stipulated timeframe.

(c)    EA did not furnish her prospective clients/employers with the correct (most updated) FOWs bio-data & previous employer(s), and obtain a written statement from the prospective clients/employers to acknowledge that this matter had been duly advised to them (by the EA personnel).

(d)   EA did not want to bear the full cost of the foreign worker’s repatriation, when the foreign worker did not fulfil MOM’s work entry criteria/standards.

(e)    All of the above.

This question is similar to Q39.

 

Q43.    Under the Employment Agency Licence Conditions of the revised EA Regulatory Framework (April 2011), which of the following statements is/are correct regarding the mandatory compliance to MOM’s requirements of training & certification and registration (application) of EA personnel to perform EA-related work:

(a)    Any candidate can sit for the CEI (KAH or Basic) examination without having to attend the CEI Course first.  However, should the candidate fail, for every subsequent examination attempt, he/she must produce the certificate of attendance (at least 75% course attendance is required) before MOM permits him/her a re-sit.

(b)   From 01.07.2011, all new employees (EA Personnel/KAH) recruited by the EAs must first pass the CEI certification examination.  After which, the EA Licensee must register him/her as an EA Personnel (or KAH).  After the registration is approved by MOM, the new EA personnel can proceed to perform EA-related work.

(c)    From 01.07.2011, all new EA personnel (including KAHs) recruited by an EA can proceed to carry out EA-related work so long as the licensee has applied for the new staff registration and made arrangements for them to undergo training for the CEI certification examination.

(d)   For an EA personnel who resigns from an existing EA who wants to work for a new EA, the EA personnel concerned must be de-registered from his/her present employer (EA) within MOM’s stipulated time frame. If not, his/her application for registration with the new EA will be rejected by MOM’s system.

(e)    All except (c).

B. SEGMENT 2

Employment of Foreign Manpower Act (EFMA)

Segment 2 – Part I: Questions on Work Pass & Related Matters.

 

Q44.    Does the definition of “Foreign Employee” in the Employment of Foreign Manpower Act (Chapter 91A) cover the following?

(a)    Any foreigner who seeks employment, is offered employment or is currently under employment in Singapore.

(b)   Any foreigner who is still in his/her own country and is awaiting MOM’s acceptance and approval for him/her to come into Singapore to work.

(c)    Any foreigner who is holding a Long Term Social Visit Pass in Singapore and is awaiting MOM’s letter of consent for him/her to start work.

(d)   All of the above.

 

Q45.    Which of the following documents is/are Work Passes issued by the Controller of Work Pass, Ministry of Manpower (MOM) for foreigners to work in Singapore?

(a)    Work Permit.

(b)   S – Pass.

(c)    Employment Pass (including Training Employment Pass).

(d)   Entrepreneur Pass (EntrePass).

(e)    Long Term Social Visit Pass (LTSVP).

(f)    Dependant’s Pass.

(g)   All of the above except (e) & (f).

 

Q46.    With which of the following education qualifications can a foreigner be eligible to apply for S- Pass?

(a)    Trade Certificate.

(b)   Skills Evaluation Certificate.

(c)    Technical Certification.

(d)   Diploma Holder.

(e)    Degree Holders.

(f)    All of the above.

(g)   All of the above except (a) & (b).

 

Q47.    In the Employment Pass (EP) category issued by MOM, the EPs are (i) P1-Employment Pass, (ii) P2-Employment Pass and (iii) Q1-Employment Pass.  Which of the following categories of foreigners are eligible to apply for the various EPs?

(a)    Professionals & Managers.

(b)   Executives.

(c)    Semi-skilled Workers.

(d)   Middle-Level Skilled Workers.

(e)    Only (a) & (b) are eligible.

(f)    All of the above.

 

Q48.    An EntrePass is meant for any foreigner who intends to start and operate a new business in Singapore.  Which of the following statements is/are not true in respect of qualifications for an EntrePass?

(a)    The business organisation can be registered as a Limited Liability Partnership (LLP).

(b)   The company registration must be more than six (06) months at the point (date) of application for the EntrePass.

(c)    The company must have a paid-up capital of at least S$50,000.

(d)   The applicant (Owner) of the company must own at least 30% of the company’s shares.

(e)    Only (a) & (b) are not true.

(f)    All of the above.

 

Q49.    Situation:

Pauline Pan is a Taiwanese journalist and professional photographer.  Pauline intends to visit Singapore during the coming Christmas holidays to see for herself how Singaporeans in a multi-racial and multi-cultural country celebrate this festive season.  In order to capture all the festivities, she intends to write about our beautiful island in the sun in a book after she returns to Taiwan.

Question:        What type of entry/work pass must Pauline apply for to enter Singapore as she intends to stay up to not more than 14 days in Singapore?

(a)    Social Visit Pass (SVP).

(b)   Long Term Social Visit Pass (LTSVP).

(c)    Short Term Work Pass.

(d)   Work Permit for Performing Artistes.

(e)    Work Holiday Pass.

(f)    Letter of Consent from the Commissioner of EAs.

 

Q50.    Which of the following documents is/are not Work Pass documents that permit  foreigners to work in Singapore?

(a)    Dependant’s Pass

(b)   Social Visit Pass/Long Term Social Visit Pass.

(c)    Special Pass.

(d)   Employment Pass Eligibility Certificate.

(e)    None of the above.

(f)    All of the above.

 

Q51.    Under the ambit of MOM’s Employment of Foreign Manpower Act, which of

the following actions are deemed as “Breach of Work Pass Conditions”?

[Important: This is an important subject: This type of question can be set under "Work Pass" or "EFMA" .]

 

(a)    Illegal deployment by the Employer/Employee.

(b)   Failure of Employers to pay “S~- Pass Holders (workers) via GIRO Scheme.

(c)    Failure to maintain salary records (of the workers).

(d)   All of the above.

(e)    All of the above except (c).

 

Segment 2 – Part II: Questions on EFMA Matters.

 

Q52.    A Work Pass issued by the Controller of Work Pass-MOM, can be  one or more of the under-mentioned documents ___________.

 

(a)    Work Permit (WP).

(b)   S-Pass.

(c)    Employment Pass (including Training Employment Pass).

(d)   Personalised Employment Pass.

(e)    Entrepreneur Pass (EntrePass).

(f)    All of the above.

 

Q53.    Situation:

Ms. Yeh Xiao-Tong, a Chinese odd-job labourer is in Singapore on a Social Visit Pass and she came from Shanghai, China.  Three (03) days after her arrival, she was arrested by MOM’s Employment Agency Inspectors for working as a cook in her uncle, Jackson Yeh’s restaurant in downtown Orchard Road.

 

Question:        What offences have been committed in this scenario by the parties concerned?

 

(a)    Self-Employment.

(b)   Ms. Yeh – Illegal employment by employee; Jackson – Illegal employment by employer.

(c)    Ms. Yeh -Illegal employment by employer; Jackson -Illegal employment by employee.

(d)   Breach of Work Pass conditions by both Ms. Yeh & Jackson.

(e)    Both (b) & (d).

 

Q54.    Situation:

Further investigations by MOM’s officers into Ms. Yeh Xiao-Tong’s case revealed that she was asked by her uncle (Mr. Jackson Yeh) to temporarily help out with the kitchen workload as he was heavily understaffed. This is a first offence of this nature committed by Jackson Yeh.

 

Question:        What is the appropriate penalty (punishment) to be meted out to Jackson Yeh?

 

(a)    A fine not exceeding $$15,000 or an imprisonment term not exceeding 12 months, or to both.

(b)   A fine not exceeding $15,000 or an imprisonment term of not less than 1 month but not exceeding 12 months.

(c)    A letter of warning from the Commissioner for EAs.

 

Q55.    Based on the MOM’s investigations, what is the appropriate penalty (punishment) to be meted out to Ms. Yeh Xiao-Tong?

(a)    A fine not exceeding $5,000 or an imprisonment term not exceeding 12 months, or to both.

(b)   A fine not exceeding S$10,000 or an imprisonment term not exceeding 6 months, or to both.

(c)    A letter of warning from the Commissioner for EAs.

 

Q56. Situation:

Mrs. Margaret Yao employed a Filipino Domestic Worker (FDW Maria) from Kilat Maid Resources to lake care of her chronically-ill mother-in-law.  On Day 3 into her job, FDW Maria was caught by MOM’s Employment Agency Inspectors for helping to sell frozen foods in Margaret’s mini-mart.

 

Question:        Which of the following statements is/are true, based on the above scenario?

(a)    Illegal employment by employer (Margaret) – A fine not exceeding $15,000 or an imprisonment term not exceeding 12 months, or to both.

(b)   Employer (Margaret) committed breach of Work Pass conditions and is liable for a fine not exceeding $5,000.

(c)    FDW Maria committed breach of Work Pass conditions and is liable for a fine not exceeding $5,000 or an imprisonment term not exceeding 6 months, or to both.

(d)   Both (a) & (c).

(e)    All of the above.

 

This original question was not set with sufficiently clear language.  This is edited

 

Q57.    Section 14 of the Employment of Foreign Manpower Act (EFMA) deals with “Loss/Destruction/Defacement of Work Passes”.  Which of the following statements is/are applicable to this section?

 

(a)    Any person who finds or comes into possession of a Work Pass (regardless of whether it is an original or a duplicate copy) that is not his/hers shall immediately return the said work pass to the Controller of Work Pass, Ministry of Manpower.

(b)   When a duplicate copy of a lost or damaged Work Pass has already been replaced (issued) by Work Pass Division-MOM, and subsequently the foreign worker manages to recover the original Work Pass that was lost, he/she can keep the recovered Work Pass but must return the duplicate copy to MOM for cancellation.

(c)    Upon discovering that a Work Pass is lost, damaged, defaced or destroyed, the foreign employee concerned (including self-employed foreigner holding EntrePass or PEP) shall report the matter to the Controller of Work Pass within 14 working days of the date of discovering the loss, damage or defacement.

(d)   All of the above.

 

Q58.    Under the Employment of Foreign Manpower Act (EFMA), no self-employed foreigner shall engage in any trade, vocation, profession or other activity for the purpose of gain in Singapore, unless he/she satisfies the following conditions:

 

(a)    He/She has obtained a valid Work Pass which permits him/her to work in Singapore.

(b)   He/She can obtain an Exemption Letter from Controller of Work Pass permitting him/her to work for such time until his/her valid Work Pass is obtained.

(c)    He/She can temporarily use his/her Long Term Social Visit Pass to work until ­he/she obtains the valid Work Pass.

(d)   All of the above.

 

Q59.    Situation:

Alicia declared in her Work Permit application to MOM that she would be employing the Indonesian worker Rosiah Fatimah as a Foreign Domestic Worker (FDW) in her household.  But, in actual fact, Alicia knew and had planned at the point of the application that she would be making use of Ms. Rosiah Fatimah to work in her brother-in-law’s fish farm in Choa Chu Kang.

Question:        What offence(s) did Alicia commit (as an employer) under the Employment of Foreign Manpower Act (EFMA)?

 

(a)    Providing false information to Controller of Work Pass.

(b)   Illegal employment of FDW Rosiah Fatimah.

(c)    Making use of a forged or altered Work Pass to “facilitate” FDW Rosiah Fatimah working in the fish farm.

(d)   None of the above.

 

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