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by sundaymorningstaple » Tue, 22 Nov 2011 1:47 pm
That's actually an interesting question. As gaining the specific EP requires a minimum salary of X/month, but doesn't require a minimum per annum salary as the PEP does (the PEP doesn't have a employer as the sponsor so there it's a different kettle of fish altogether), and I've never seen anything about taking time off without pay (nothing illegal about that - at least from an employee's/employer's POV). I don't know if there is a quantum of time whereas the pass would automatically become invalid as it is still being sponsored by the employer. MOM wouldn't know as there are no levies being paid for EP holders. If the employer is okay with them being on a pass but not working it only impacts the employer's headcount.
As far as IRAS is concerned, as long as the employer is here more than 183 days he would be taxed at local rates. This is also allowed to span 2 tax years to accomplish. Might be a matter of interpretation, but they already say that if the company sends your overseas for a temporary period of time, as long as your work visa remains valid, you will still retain "resident" status for tax purposes. Also, IRAS states that income earned overseas isn't taxable anyway, so I really don't see any problem with it at all. The only one who loses is the employee who is home without any income coming in. But on a more positive note, at least he's got a job already to come to.
SOME PEOPLE TRY TO TURN BACK THEIR ODOMETERS. NOT ME. I WANT PEOPLE TO KNOW WHY I LOOK THIS WAY. I'VE TRAVELED A LONG WAY, AND SOME OF THE ROADS WEREN'T PAVED. ~ Will Rogers