Employee remuneration guidelines

All changes to this policy are effective from 1st January, 2017.

  • Employee monthly salary

    1. Healy Consultants Group of companies pays employees by bank transfer on last Wednesday of every month;
    2. You will receive an itemised salary slip each month before every 7th.
    3. Healy Consultants Group of companies pay employees CPF to the Singapore Government before 15th of the following month. Please refer to the CPF policy on this web page;
    4. Staff appraisals occur every 6 months. Staff may receive an increase in monthly salary depending on i) the quality and quantity of employee output ii) adherence to the terms and conditions of the employment contract and iii) the co-approval by both your manager, Aidan Healy and Healy Consultants HR department;
    5. Annually before March 15, Healy Cenonsultants Group Accounting and Tax Department will email staff’s IR8A form to each staff member with the total remuneration received by an employee per calendar year. Healy Consultants Group PLC submits the same to IRAS;
    6. Employees are responsible for submitting their annual income tax return before 15 April (click link). Your annual income tax return should comprise of total remuneration received in the previous calendar year;
    7. Occasionally and in between semi-annual appraisals, staff may receive an increase in their monthly salary as recognition of their extraordinary contribution to the success of Healy Consultants Group of companies. The decision to grant such a bonus is agreed between your manager, Aidan Healy and Healy Consultants HR department;
    8. Staff employed under weekly salary calculation will have their salary calculated as follows:
      • For Non Singaporean or PR: Salary/20*working day for the month
      • For Singaporean or PR: (Salary/20*working day for the month)-CPF contribution
      • Staff employed on fixed monthly salary, will be paid fixed month salary per month.
      • For unpaid leave: Monthly salary-(Monthly Salary/Total Worked Days*Days unpaid leave)

    9. Your final salary payment could vary depending on the following situations:
      In this situationYour final salary must be paid
      Employee resigns and serves the required notice periodOn the last day of employment.
      Employee resigns without notice and have agreed with management not to serve the notice period.Within 7 days of the last day of employment.
      Employee resigns without notice and leaves without serving the notice period.Within 7 days of the last day of employment but salary will be adjusted to accommodate notice not served as per MOMs guidelines.
      Dismissal on grounds of misconductOn the last day of employment.
      If this is not possible, then within 3 working days from date of dismissal.
      Employer terminates the contractOn the last day of employment.
      If this is not possible, then within 3 working days from date of termination.


  • Overtime

    1. Healy consultants strongly advocates work-life balance and does not encourage overtime;
    2. When overtime is required, you must seek prior approval from your manager and discuss ways to minimize time spent at office beyond 6pm. E.g. Arrangements can be made for hours to be adjusted to better accommodate client calls e.g. Come in later in morning and stay on later in evening on temporary basis;
    3. Staff member is entitled to claim taxi fare if they work overtime after 8pm. A valid receipt must be provided to Healy Consultants HR department;
    4. Overtime worked will be reviewed during 6 monthly appraisal and staff salary adjusted to recognize contribution over past months if deemed appropriate.

    Some FAQ’s to help staff understand this policy:
    Q1 – when submitting my annual income tax return, can I receive help from Healy Consultants Accounting and Tax Department to ensure it is accurate and complete?

    A1 – of course. Sharon will be happy to help you. Please be respectful of her workload;

    Q2 – how can I be sure I will receive monthly salary increases at each appraisal, when I feel I deserve it?

    A2 – increases in monthly salary are co-approved by both your manager, Aidan Healy and Healy Consultants HR department. Therefore, salary increases are not subject to the judgement of one person;

    Q3 – I feel I deserve a salary increase, I work hard. Why am I not receiving a salary increase?

    A3 – raise this matter with both your manager, Healy Consultants HR department and Aidan Healy. To keep quality employees and consistently grow the business, it is in Healy Consultants interest to reward staff who consistently produce quality quantity output

    Everybody wants each employee to be successful and to earn a good salary. To further help you, refer to this web page as a guidance as to what is expected from each employee. Finally, please recommend how we can improve our annual remuneration policy;

  • Engagement bonuses

    Effective for all sales closed from 1st January 2017. All sales prior to this follow old policy.

    1. Employees earn an engagement bonus if the following criteria are satisfied:
      • Our staff member gently guides our Client to paying US$10,000 or more in the first year of the engagement ( 1 or more invoices throughout year) and before the annual renewal date;
      • Our staff member timely completes the engagement while i) keeping the Client happy ii) regularly communicating with the Client iii) keeping Aidan and Client informed of problems and solutions; and
      • , the supplier checklist and the Client file checklist is signed off by Simon and Cai Xin and Aidan within reasonable deadlines following beginning of the engagement and completed after its completion;
      • , the engagement completion checklist is signed off by Simon and Cai Xin and Aidan within reasonable deadlines following beginning of the engagement and completed after its completion;

    2. A staff member will not receive a bonus if they fail to satisfy any of the above;
    3. The bonus is 10% of the engagement profit margin. The bonus is capped at US$ 3000 per engagement. Everybody wants staff members to receive engagement bonuses;
    4. To help close your sale and during Client negotiations, I recommend you involve Aidan Healy and The Management Team;

    Some FAQ’s to help staff understand this policy:
    Q1. If Aidan is heavily involved in closing a sale with a staff member, do I lose the opportunity to earn the bonus?

    A.1 Our employee still earns their bonus, regardless of the amount of Aidan involvement;

    Q2. If I close a sale and the Client pays US$ 9,500 at the beginning of the engagement, but a few months later the Client reverts for more services, do I still earn a bonus?

    A2. Yes, if you contribute to the Client paying the additional fees;

    Q3. If I close a sale with a Client, but the engagement is given to another staff member to complete it; do I still get a bonus?

    A3. Yes, you will receive 50% of the total bonus paid to staff. The staff who closed the sale should receive bonus at beginning of engagement independent of performance of project manager. If Healy Consultants Group PLC must refund fees to a Client, the bonus will be clawed back;

    Q4 . What if I close a sale for less than $10,000?

    A4. No bonus payable because not enough margin to distribute amongst staff;

    Q5 . I made some errors and Aidan had to get involved to save the engagement. Do I still get paid a bonus?;

    A4. Generally, no bonus payable. However, if your performance for the remainder of the engagement is of high quality, then you may receive a bonus. The final decision rest with your manager, Aidan Healy and The Management Team;

  • I am willing to act as professional, passive nominee shareholder and/or director for our Client company;

    1. If staff member acts as sole shareholder and\or director and sole bank signatory to build a turnkey solution; that staff member will receive US$ 500 cheque following corporate bank account approval;
    2. When the turnkey solution is sold to a Client (US10,000 or more) and the Client bank signatory is successfully appointed and approved by the bank, the same staff member receives another US$ 500;
    3. If a staff member acts as a professional, passive nominee shareholder for a Client, that employee will receive an annual fee of US$ 1000, payable by two instalments every 6 months;
    4. If a staff member acts as a professional, passive nominee director for a Client, that employee will receive an annual fee of US$1000, payable by two instalments every 6 months;
  • Employee random bonus

    Occasionally and usually during staff meetings, a staff member will be recognized for extraordinary contribution to Healy Consultants success. That staff member will be paid a cheque of US$ 500.
  • Conclusion

    Everybody wants to receive good remuneration. Everybody wants to see another staff member be successful and receive good remuneration. Decisions to reward staff with bonuses and increased monthly salary is decided by both Healy Consultants HR department, Aidan Healy and your manager;

    The success of Healy Consultants Group PLC is correlated with the i) the happiness of our employees and ii) the longevity and experience of employees.

    The Management Team are happy to see quality successful employees remain with the Firm and contribute quality and quantity output. Everyone wins.

    Healy Consultants Group PLC remuneration policy continues to evolve and improve, to fairly reward staff for their contribution to the success of the Group companies. Please email us your suggestions to further improve our remuneration policy.