What are the key differences between an Indonesian FDW and a Filipino FDW in terms of service?
|Indonesian FDW||Filipino FDW|
|Language||. The Indonesian language is quite similar to the Malay language used here in Singapore College graduates or those with previous experience in Singapore would be able to speak and understand simple English||· Generally they have a good command of English.|
|Diet||· Most of them are Muslims and do not eat pork. However most of them would not mind handling pork during their course of work if so required by their employers.||· Most of them are Catholics or Christians.|
|Day Off||· Generally agreeable to work without day-off in-lieu of compensation of salary. Indonesian FDW form the largest pool of FDWs in Singapore||. Generally they require at least a day-off per month, while some may work without day-off in lieu of compensation of salary.|
Can I apply for a FDW?
Yes if you are a:
• Singapore citizen
• Permanent Resident
• Expatriate with valid work pass
When applying for a FDW, Expatriate employers must declare that family members are living with them. Employers do need a valid reason to employ a FDW at their residence. All applications are subject to the approval of the Ministry of Manpower.
How much levy must I pay?
Employers are required to pay a FDW monthly levy of $265 (normal) or $60 (concessionary, effective 1st May 2015). Levy charges begin on the fifth day after the FDW arrives in Singapore. This includes the day of arrival.
Levy Payment should be made via GIRO only. The FDW’s Work Permit (WP) will be cancelled if the employer fails to maintain a valid GIRO account. Employers can view their levy bills online using the Internet Foreign Worker Levy Billing (iFWLB) System via SingPass.
Do I qualify for levy concession?
There are certain criteria which have to be met.
If an employer satisfies the conditions set by MOM, the employer is eligible for low levy for each FDW (maximum for two FDWs for each household).
A household that has a child/grandchild who is a Singapore Citizen below 16 years old may be eligible to apply low levy concession, subject to MOM approval.
A household that has an elderly person (Employer/Spouse/Parent/parent-in-law/grandparent/gandparent-in-law) who is a Singapore Citizen aged 65 years old or abovemay be eligible to apply low levy concession, subject to MOM approval.
A household with a disabled person may be eligible to apply low levy concession, subject to MOM approval.
For further details on conditions and application procedures, please contact us at Tel: (65) 68414178.
For Indonesian FDWs, their monthly salary basically ranges from S$450 to S$600 depending on their working experience and capabilities and also depending of the employer job order . For Filipino FDWs, their monthly salary is approximately S$500 depending on their working experience and capabilities.
What are your standards and diligent process when selecting FDWs for employment in Singapore?
NEW FDWs :
Our FDWs are personally interviewed by our staff and they have to go through various stringent screenings in order to be selected for employment in Singapore.
The FDWs are first recruited by our provincial recruiters and then transported to our Indonesian Centres. Only those applicants who are considered suitable by the standards set by the Ministry of Manpower in Singapore (MOM) will be shortlisted for the first round..
Essentially, only the good candidates are offered a job in Singapore.
EXPERIENCED FDWs :
Usually the FDW is already familiar with our Agency before finishing their existing contract in Singapore/Malaysia/Taiwan/Hong Kong/ Saudi Arabia. As we have a mobile phone shop in the same building together with our agency, FDWs usually stop by at our shop to ask about our Agency Services before they go back Indonesia.
There are 2 types of transfer FDWs.
1) FDWs placed by Faith Maid who are being transferred back to our Agency for various reasons
2) FDWs currently working in Singapore who want to transfer and the Employer/FDW chooses to process their transfer through our Agency
What is Faith Maid’s policy on requests for immediate FDW placement arising from FDW transfers?
Faith Maid understands that employers usually need the replacement of FDW immediately after their existing FDW has been transferred. As such, we do our very best to make necessary arrangements.
Can I interview the FDWs even if they are not in Singapore?
Yes. At Faith Maid, we do offer 3-way calling via telephone to Indonesia so that you can interview the FDW of your choice. This helps to facilitate your selection. Due to the accessibility of some remote centres, prior notice is required for the arrangement of such interviews.
What happens if the FDW I employ does not meet my expectations?
Unavoidably there may be some qualified FDWs who may not match employers’ expectations. This may be due to personality or compatibility reasons. Faith Maid provides After Placement Follow-Up Service and counselling to these FDWs. We also provide advice to Employers.
During our Follow-Up Service, we will evaluate and if needed, the existing FDW will be transferred and a FDW replacement arranged as soon as possible.
After the FDW has started work, what after placement service can I expect from Faith Maid?
After the FDW starts work, Faith Maid provides a follow-up call service once every 2 months. In addition to this, we also provide support service via SMS / Text from 9.00am – 10.00pm to solve Employers’ problems.
How many transfers am I entitled to and what are the fees?
We offer several service packages comprising of different FDW replacement entitlements and fees. If necessary, this service package for Employers can be customised.
How is Faith Maid different from any other Agency?
What are the accepted modes of payment?
We accept cash and cheque payment for fees. Please speak to our Customer Service Officers should you require other modes of payment. Our priority is to provide convenience to our customers.
Is there any advance payable and would the advance be refundable in the event the FDW is returned?
Faith Maid has a refund policy. We have a refund policy on the balance of the advance payment in the event if the FDW is returned and successfully transferred to a new Employer. This policy is conditional upon the employers not breaching any of the clauses stated in the service agreement between the Employer and the Agency.