Month: May 2019

Singapore Employment Pass Application The Facts And Procedure

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Singapores advancing economic structure attracts a great number of individuals who wish to experience its business potential. Any foreigner who wishes to do business in Singapore, either by seeking employment or putting up his own company, must first obtain a Singapore Employment Pass before he can legally transact his business in the country. A Singapore Employment Pass is a work visa issued by the Ministry of Manpower to foreign business people who are already employed in Singapore or to any business person still seeking for employment or who either owns a Singapore company or is a shareholder or director of such company.

The Singapore Employment Pass has three types, depending on the purpose:

P1 Pass for a minimum monthly income of S$7,000 and holds a managerial, executive or specialist position
P2 Pass for a minimum monthly income of S$3,500
Q1 Pass for a minimum monthly income of S$2,500

Applications for a Singapore Employment Pass are submitted to the Ministry of Manpower (MOM). The MOM is the sole authority that reviews, evaluates and approves EP Applications. To be eligible for a Singapore EP, the applicant must possess specialist skills and professional qualifications. In this case, an applicants educational attainment and background are added considerations, so it is important that a hard copy of the Original Transcript of Records and other relevant certificates pertaining to education is attached to the application. Although, educational attainment is vital, its absence could still be compensated by presenting the following documents: resume or curriculum vitae indicating in details the educational and employment history, testimonials or certificates of employment from previous employers, and a copy of passport. An applicant who has not earned a college degree is not immediately denied by the Ministry of Manpower as long as his application is sufficient in form and substance and his supporting credentials are excellent.

There are three steps in applying for a Singapore EP with the Ministry of Manpower:

First Step: For newly incorporated companies, an authorization code must first be obtained from the MOM before submitting the application. The authorization code is issued within 1-2 weeks.

Second Step: Submit your EP application. An application may be submitted personally to the MOM or online. The approval of the application takes at least 2 weeks.

Third Step: Once an application is approved, the MOM sends through email, an In-Principle Approval (IPA). The IPA must then be presented personally to the Work Pass Division of the MOM upon claiming the EP. The IPA is valid for 6 months from the time of notification of approval. Aside from the IPA, the applicant must also bring a medical exam report (which may be issued by the applicants country of origin or by in Singapore), original passport with entry embarkation cards, recent passport-size photos, and other documents specified in the IPA. Documents which are not in the English language must be translated into English by any Singaporean accredited official translation service.

An EP issued for the first time is valid for 2 years and can be renewed thereafter. The renewed EP is valid for 3 years. Once an Employment Pass (EP) has been issued, the foreign holder may now apply for a Dependent Pass or Long-Term Visit Pass for his/her family members.

Why to Opt For Billig-a-kasse Unemployment Insurance

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Unemployment insurance is one best way to solve the job difficulties. Such services are the foundation to help you out at times of economic crisis.

In today economic scenario, employment is precarious. Your household expenses and daily needs calls for employment and it is considered to be a need for all individual. As the economy is down, more and more people are facing unemployment problems and truly saying it is becoming a major crisis these days. These difficulties tend to make people nervous as it makes them unable to meet their responsibilities and duties. So, in this case seeking benefits of billig-a-kasse unemployment insurance can make you come out of the difficulties and problems. Here in this write up, we would provide you a foundation by enlightening facts about what all you need to know about unemployment insurance.

Government Insurance VS Private Insurance Policies

If you are considering employment insurance, do not get confused with government and private insurance. Such indemnity is basically a coverage bought through a private insurance firm that promises to pay you out if you are out of your service. Public employment is obliged to pay only if you meet certain responsibilities and have lost your job without any liability of your own. Private insurance is the best one and if you consider taking their services, you could be fortunate to get the ultimate level of coverage you wish and further do not have to worry about as many limits.

Why Do You Need Unemployment Insurance

An important reason to get such policies is to safeguard against unemployment problems. This will avoid severe financial repercussions and some other major aspects of your life. Such inexpensive procedures can offer you wide benefits if you opt their services. It can solve all your setbacks in a short span of time.

Huge Benefits of Unemployment Insurance

In case you become unemployed, insurance firms can offer you wide benefits. Some of their advantages are discussed below.

Offers Variation in Plans: They are entitled to offer deviation in their plans and the payouts can mainly be deferred to 30, 60 or 90 days, all depending upon your requirements.

Tax Free: During the claim period, the payouts an individual receives are not taxable. This offers a break to all which further helps in meeting the household expenses.

Reasonable Premiums: Unemployment coverage provides sound premiums, most likely not to cause a burden over your head.

Redundant Policy: The policy would continue to pay benefits on various events as long as you excel in making the premium payments.

So, do not lack behind! Take up such services to get ultimate peace of mind. The reason is that at times of economic crisis, it is the mental peace that will help you out to face the challenges.

About the Author

Alex Kaylee understood the conditions of the unemployed and thereby provided insurance facilities for people to work in finance, HR, IT, management, marketing and many other sectors. For more information please visit, Billig a-Kasse.

Pre-employment Background Checks And Facebook Have Companies Gone Too Far

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One of the most important laws about background checks is the Fair Credit Reporting act, or FCRA. According to this legislation, employers must tell applicants if they will be carrying out pre-employment background screening. A company could face expensive litigation and fines if they fail to follow the letter of the law regarding drug testing, credit reporting, and professionalism when doing background checks. Increasingly, however, social media is becoming a contentious area in pre-employment background screening. The vast majority – 91%, according to Reppler’s 2011 survey of 300 hiring professionals – of companies have researched social media profiles while conducting background checks.

A range of viewpoints exists on this issue. Many applicants purposely tailor their social media profiles for potential employers. These pro-social media types would argue that a modern job search is incomplete without social media networking. Yet on the other hand, many say that companies have gone too far with social media pre-employment background screening, for instance by asking each interviewee for his or her Facebook password. (A password would be required to view profiles for those whose pages are only visible to friends.)

Until recently, those in the public sector were most commonly asked for Facebook passwords in pre-employment background screening. Cops, teachers, and doctors are used to this sort of thing during in-depth background checks. NPR tells of one instance when a Maryland corrections officer was asked to provide his Facebook access during a pre-employment background check. Apparently, the state hiring agency wanted to make sure that this individual had no gang connections. Nowadays, however increasing number of private companies are also requesting social media login data.

At the moment, this form of pre-employment background check is legal across the country, but the Maryland, Michigan, Illinois, and California state legislatures are working on legislation that could ban it, under the argument that social media profile discrimination should be illegal, just like it’s illegal to discriminate against a female applicant because she implies she would like to have children in the next couple of years.

Watch legislative news and court proceedings over the next few years to see where legal boundaries are drawn regarding social media background checks, discrimination, and privacy rights. Until then, protect your company’s reputation and bottom line by following these pre-employment background screening tips:

1. Remember that courts can mandate that you explain the reasoning behind your hiring practices. The threat here is that you could be sued by a rejected applicant. If so, you’ll have to testify in court as to why you chose not to hire this person. Don’t select or reject employees based on parental status, race, age, or sexual orientation – that way your decision will stand up in court. It seems obvious, but it’s still good to remember: Hire people based on their abilities and the position’s requisite skills.

2. Follow FCRA guidelines. Those who carry out pre-employment background screening in-house should have their background check procedure reviewed by an attorney, to make sure it is kosher.

3. Ask third-party pre-employment background check companies to only tell you information related to the job itself. Likewise, in-house specialists in background checks should only tell you data that is relevant to the position at hand.

4. Beware of “Quick Fixes” for background checks. Smartphone apps and other “immediate” pre-employment background screening programs are rarely in complete compliance with employment laws.