“Illegal employment” and “unacceptable housing” are the most common offenses committed by employers in CMP: MOM sectors

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The most common offenses committed by employers in the construction, marine and process (CMP) industries are illegal employment and unacceptable housing, said Minister of Manpower Dr Tan See Leng, Monday August 2.

Dr Tan was responding to parliamentary questions tabled by Leong Mun Wai, Member of the Non-Constituent Parliament of the Progress Singapore Party (PSP), who asked him about the types and number of violations that MOM uncovered in relation to recruitment foreigners in these sectors.

Mr. Leong also asked whether the relevant dependency ratio (DRC) cap applies to companies that provide labor to the CMP and service sectors.

The DRC is the maximum authorized ratio of foreign workers that can be hired compared to the total workforce of a company in a given sector.

The Dependency Ratio Ceiling (DRC) refers to the maximum allowable ratio of foreign workers to the total workforce that a company in the stipulated sector is allowed to hire.

Dr Tan replied, “Employer supply of foreign worker labor to another company is only allowed in construction and process sectors and not in maritime sector,” adding that the employer of foreign workers is still subject to the DRC.

Mr Leong had also asked whether the Ministry of Manpower would consider resuming the regular posting of the Employment Agency (EA) Enforcement Digest on the ministry’s website that contains such information.

To this, Dr Tan noted that the EA Enforcement Digest was introduced in 2016 to share application statistics and common EA violations with industry, adding that the figures provided cover many industries and are not specific to the sectors of the CMP only.

He said that since 2019, MOM has engaged the EA industry through breakout sessions involving relevant agencies, and uses industry emails such as EA Alerts instead of Digest.

“These have been effective for ground detection and updating industry on compliance issues,” Dr. Tan repeated.

In his response, Dr Tan also clarified that companies that provide their own labor to another company are not required to obtain an Employment Agency (EA) license unless they do EA’s job of facilitating the recruitment and hiring of workers by their client companies. .

This work includes communicating with job seekers for the purpose of processing job applications, compiling resumes to help job seekers build a relationship with potential employers, submitting leave applications. moving on behalf of job seekers or employers and placing job seekers with an employer.

According to Dr. Tan, the most common violations within the EA industry are violating EA’s licensing conditions and performing EA activities without EA’s license.

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