well i'll look into what are the procedures of applying a DP WHILE on a work permit, would be nice if this is possible ;D gonna find out what are the solutions to this matter, hopefully i can help others who are in the same situation here in the coming days.but I think if they terminate her (e.g. because she is pregnant) she shouldn't be liable for any damages. She can then get a DP based on your marriage and has the freedom to look for other work.
Married Singaporeans to foreigners and Pr's cannot get dependant pass, only LTVSP which doesn't allow you to work, like the dependant pass does. It also doesn't guarantee your spouse will be allowed in if you haven't been married for a while. This is to disrupt those convenience marriages (provide the evidence that permission was given by MOM)it may help a little.beppi wrote:This is a typical example of how unscrupulous employers take advantage of (but not responsibility for) employees from third world countries who are motivated to work here by the money they can earn.
I think your wife is better off with another employer.
I am not a legal expert (you should consult one before any further move!), but I think if they terminate her (e.g. because she is pregnant) she shouldn't be liable for any damages. She can then get a DP based on your marriage and has the freedom to look for other work.
Dear Bro,newRays wrote:Hi everyone, having a bit of issues here, would deeply appreciate your help.
Yep, i tied the knot with my wife on Sept 2010 after dating for almost 2 years. I'm Singaporean and she's from China, on a work permit here. Prior to our ROM we were given approval from MOM's Controller of Work Passes, and on top of our marriage approval, it is also explicitly written:
" ...in addition, we have no objection to you/your spouse becoming pregnant or delivering your child in Singapore."
Now here's our problem, long story short- after our discussion to start a family, I asked her to check with her company's HR on the maternity benefits and so on. To our horror, the HR person said tt it is her company's policy that they do not allow PRC workers to get pregnant, regardless they are married or not and crudely told her tt they'll send her back to China if she's expecting.
Well I'm considering having her to quit her job and either:
1. apply for a long term visit pass OR
2. look for another job
We are more keen towards option 2, but here are my concerns... is she liable to pay for any damages to the company if she is going to resign (she found this job thru an agent, wanted to contact the agent to ask if there's any agreement contract between her and the company but he can't be contacted)?
I'm worried that her company MIGHT make things difficult should she send in the resignation, is there anyway they can sabotage her by blacklisting her with MOM and all that nonsense which may affect the chance of her being able work here again?
Lastly, can her company even do such a thing? Like terminating someone just because they are expecting despite being approved legally. Isn't that discrimination against pregnant ladies?
I know there are tons of rules regarding for what's OK and what's NOT for PRCs, and I'll be going down to MOM and ICA personally to find out more on our rights (nobody ever answers the phone!) but i'll be grateful if anyone can provide me any insights or solutions on this matter, thank you very much.
-newRays
I submitted an email query via the MOM website. Wrote my situation there with all our details (NIRC, Passport no., WP no. etc). Called the MOM concurrently (boy did it take long for someone to pick up), and spoke to the operator from the relevant department. the approval came around 7 working days.Hope123 wrote:Dear Bro,newRays wrote:Hi everyone, having a bit of issues here, would deeply appreciate your help.
Yep, i tied the knot with my wife on Sept 2010 after dating for almost 2 years. I'm Singaporean and she's from China, on a work permit here. Prior to our ROM we were given approval from MOM's Controller of Work Passes, and on top of our marriage approval, it is also explicitly written:
" ...in addition, we have no objection to you/your spouse becoming pregnant or delivering your child in Singapore."
Now here's our problem, long story short- after our discussion to start a family, I asked her to check with her company's HR on the maternity benefits and so on. To our horror, the HR person said tt it is her company's policy that they do not allow PRC workers to get pregnant, regardless they are married or not and crudely told her tt they'll send her back to China if she's expecting.
Well I'm considering having her to quit her job and either:
1. apply for a long term visit pass OR
2. look for another job
We are more keen towards option 2, but here are my concerns... is she liable to pay for any damages to the company if she is going to resign (she found this job thru an agent, wanted to contact the agent to ask if there's any agreement contract between her and the company but he can't be contacted)?
I'm worried that her company MIGHT make things difficult should she send in the resignation, is there anyway they can sabotage her by blacklisting her with MOM and all that nonsense which may affect the chance of her being able work here again?
Lastly, can her company even do such a thing? Like terminating someone just because they are expecting despite being approved legally. Isn't that discrimination against pregnant ladies?
I know there are tons of rules regarding for what's OK and what's NOT for PRCs, and I'll be going down to MOM and ICA personally to find out more on our rights (nobody ever answers the phone!) but i'll be grateful if anyone can provide me any insights or solutions on this matter, thank you very much.
-newRays
I am in similar situation like you. However, I have yet to engage. Can you let me know how to write in to MOM for approval first? Did you write through email or posted letter? How long do they take to reply? My girl is from PRC too and I am Singaporean. Thanks and hope you can help me with my answers. Thank you!
•If they are a spouse or unmarried child of the sponsor, there is no need for foreign worker levy to be paid. Their employment will not be counted towards the company's dependency quota.Strong Eagle wrote:Absolutely not correct. No working allowed on a LTSVP.ksl wrote:...and employ her too in the business on LTVSP...That is correct SE it's just the way i said it, that you misunderstood.Ksl said: Married Singaporeans to foreigners and Pr's cannot get dependant pass, only LTVSP which doesn't allow you to work,
You can look for work on a LTVP though if you find a position you must apply for the work pass. For married spouses of PR's and Citizens it is just a formality of applying for the the work pass and it is issued on a case by case scenario.
The only difference between Dependant pass and LTVP is one gets an LOC and the other gets a Work permit or pass which is relevant to their educational and experience standard. So to say you cannot work on LTVP is correct, but you can look for work and apply for the permission to work, which is a formality in Singapore for spouses
From September 2010:
http://www.mom.gov.sg/foreign-manpower/ ... lders.aspx
Long Term Visit Pass - After you apply
Employment of Long Term Visit Pass Holders
Long Term Visit Pass (LTVP) holders who wish to work in Singapore and have found prospective employers will need work passes to do so
With the approval you can go ROM already, just make sure you make a soft copy of it and when you eventually apply for anything else just attach the approval along.Hope123 wrote:Hi Bro Ray,
I got the reply from MOM already. One copy myself One copy for my to be spouse. It stated that they have grant approval for my marriage and no objection to my spouse give birth here. So does it mean that i can go ROM and marry already? After ROM, what's the next step? Go ICA apply for long term stay pass? But how soon will they approve? and currently she is on work permit so will she be holding 2 passes together? Or after taking long term pass, her work permit has to be terminated? Thanks if anyone can help because I am not very sure.
Thanks but no!ksl wrote:Congratulations! Just to confirm it was LTVSP? She can still look for work, so it's not a problem, and you can also set up your own business and employ her too in the business on LTVSP, she'll be given the appropriate pass under spousal conditions.
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