2011.10.21 nst policy handbook english

21/10/2011

HESS Educational Organization NST Policy Handbook

1

ENGLISH HUMAN RESOURCES PHILOSOPHY

We are committed to providing a positive work environment. The company offers

opportunities for participation, broadening experience and advancement. The company is

also committed to a work environment in which employees receive support and appreciation.

Through the administration of its personnel policies and practices, Hess seeks to reflect this

commitment. In return, the company expects its employees to abide by the teaching

methods outlined in the HESS TEFL Certification Program and the regulations listed in this

NST Policy Handbook.

If there is any discrepancy in this handbook between the English content and the Chinese

translation, the English content is the correct policy. All information in this handbook is

subject to future change.

外籍教師部的觀點

何嘉仁文教機構期許能提供一個友善及能不斷提昇與員工之關係的工作環境。公司希望能提供

使員工有參與感、能拓展工作經驗及精進所學之機會。公司亦期許能提供一個支持與感激員工

之環境。相信此員工手冊之執行，能適度反應公司之期許。相對地，公司亦期望我們的外籍教

師在教學工作上能遵照何嘉仁英語教學師資認證課程手冊，在行為規範上能遵守外籍教師員工

手冊之規定。

目前此手冊之資訊皆正確，唯未來仍有因需要而修正之可能。本手冊的中英文內容如有差異，

將以英文內容為主要解釋內容。

This handbook is the property of Hess.

© 2005 - 2011 Hess Educational Organization

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CONTENTS -

NATIVE SPEAKING TEACHER EMPLOYMENT PROCEDURES - 3

NATIVE SPEAKING TEACHER CONTRACTS - 3

DOCUMENTS - 4

WORK LOCATION - 6

HOURS - 7

MANAGEMENT & WORK PLACE EXPECTATIONS - 9

SUPERVISORY STRUCTURE - 9

CONFLICT RESOLUTION - 9

CONDUCT & APPEARANCE - 10

TRAINING & MATERIALS - 11

TRAINING - 11

TEACHING MATERIALS - 12

COMPENSATION - 13

PAY STRUCTURE - 13

NATIONAL HEALTH INSURANCE - 14

TAXES - 16

ACCOUNTABILITY ROUTINES - 17

LOAN - 17

PAYDAY - 17

PAY ADVANCE - 18

RAISES - 18

BONUSES - 19

RETURN RATE BONUS - 19

CONTRACT RENEWAL BONUS - 21

RAINBOW ADVENTURES AND ALL DAY ENGLISH CLASS PERFECT ATTENDANCE BONUS - 22

LEAVES/ABSENCES - 23

UNPAID TIME OFF - 23

NOTICE OF LEAVE OF ABSENCE - 24

PENALTIES FOR LATENESS/ABSENCE WITHOUT NOTIFICATION 25

SEPARATION FROM EMPLOYMENT - 26

VOLUNTARY SEPARATION - 26

INVOLUNTARY SEPARATION - 26

CONTRACT BREAKING PROCEDURES - 27

GLOSSARY - 28

DIVISIONS - 28

INDEX OF ABBREVIATIONS 28

BRANCHES - 28

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NATIVE SPEAKING TEACHER EMPLOYMENT PROCEDURES

NATIVE SPEAKING TEACHER CONTRACTS -

1. AGREEMENT TO ABIDE BY STANDARDS:

A signed contract indicates that a Native Speaking Teacher (NST) has read and agreed to abide by the

policies outlined in the NST Policy Handbook and Hess TEFL Training Certification Program Training

Handbooks.

2. NON-COMPETITION AND CONFIDENTIALITY AGREEMENTS:

A. Non-Competition Agreement:

An NST cannot work for another school or company in a position related to education in Taiwan.

Also, the NST is prohibited from running any business related to education.

B. Confidentiality Agreement:

NSTs are not allowed to disclose or share any confidential information, policy, information about

teaching methods and teaching materials that they receive from their employment with other

departments, people in Hess, or anyone not working for HESS. This clause is in effect both during

the period of time while working at Hess and after employment ends

C. If an NST contravenes the Non-Competition (2A) or the Confidentiality Agreement (2B) and causes

any damages to Hess, the NST will be liable for these damages and Hess will require

compensation.

3. HLS CONTRACT LENGTHS:

All contracts must have starting and ending dates correlating to the NST intake periods of March 1 /

February 28 (or 29), June 1 / May 31, August 15 / August 14 or December 1 / November 30. All new

NSTs and rehired NSTs must sign a one-year pro forma contract with the English Human Resources

Department (EHRD) in the Main Office. Formal contracts will be signed on completion of the Hess initial

training program or after arrival at the teaching location. NSTs renewing their contracts may sign for less

than 1 year but the time must be agreed upon by all parties. Renewal contracts will be signed at the

branch. Contracts for transferring NSTs must be signed with EHRD.

continued on next page…

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4. HESS LANGAUGE SCHOOL (HLS) CONTRACT TYPES:

There are three types of full-time contracts offered for Native Speaking Teachers.

Contract Name Contract Description 合約內容

20 Hour Contract – HOURLY

CONTRACT

Full-time Hess Language School

(HLS) with or without Young

Learners Classes

An NST is guaranteed a minimum of 20 teaching hours per

week averaged over a month after the first month. NOTE: An

NST is guaranteed 16 hours per week averaged over the

month during the first month.

30.5 Hour Contract – HOURLY

CONTRACT

Full-time Hess Language School

(HLS) with Young Learners classes

Note: this contract is not offered to

new teachers

An NST is guaranteed a minimum of 30.5 hours per week

averaged over a month after the first month. NOTE: an NST is

guaranteed a minimum of 28.5 hours per week averaged over

the month during the first month.

25 Hour Contract – HOURLY

CONTRACT

Hess Language School (HLS) and

Young Learners classes

An NST is guaranteed 25 teaching hours per week averaged

over a month after the first month. NOTE: an NST is

guaranteed a minimum of 22.5 hours per week averaged over

the month during the first month.

5. FIRST MONTH OF EMPLOYMENT:

The first day of teaching at the branch through the last day of the NSTs first 30 calendar days is considered the first month of employment for both the employee and the employer.

DOCUMENTS -

1. EMPLOYER EXPECTATIONS:

If an NST meets the government and employer hiring stipulations, the employer will assist the NST in

securing a Resident Visa / Work Permit, an Alien Resident Certificate, a Re-entry Permit and a Taiwan

National Health Insurance Card. Notification of status, as well as applications for these documents, will

be processed in as timely a manner as possible.


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2. NST EXPECTATIONS:

The NST must accept personal responsibility to keep up to date of their documents expiration dates and

status. The NST should provide the employer with all requested and necessary documents before the

deadlines provided by the employer, unless special arrangements are made in advance with the English

Human Resources Department or the appropriate Area Documents Personnel.

a. NEW NST DOCUMENTS:

All new NSTs must travel to Taiwan on a Visitor Visa or Resident Visa. It is the NSTs

responsibility to provide the correct documentation as outlined in the Documents Procedures

Handbook or as communicated by the English Human Resources Department or their

Overseas Recruiting Manager (ORM). Failure to do so may mean the NST has to redo their

paperwork in Taiwan or may need to leave Taiwan and re-enter on a new Visitor’s Visa at the

NST’s expense. The Documents Personnel will process the paperwork as soon as possible to

transfer the Visitor Visa over to a Resident Visa. Locally hired NSTs may have to cover the

costs of any overseas trips that might be necessary for the Resident Visa / Work Permit

process.

b. RENEWED NST DOCUMENTS:

It is the NSTs responsibility to keep up to date on his/her documents situation and to contact

English Human Resources Department or the appropriate Area Documents Personnel for any

important dates (renewal/ expiration) or problems. The NST must also provide the necessary

paperwork for renewal of the Resident Visa / Work Permit 2 months prior to his/her ARC

expiration date and follow any instructions from the Documents Personnel in his/her area.

Failure to do so may mean that the NST incurs additional related costs. If an NST renews a

contract, the employer will pay for the NSTs health report in Taiwan and ARC. Any cost

incurred due changes in immigration policy will be the responsibility of the NSTs.

c. DOCUMENTS RENEWAL:

Documents Personnel will contact the NST to submit the necessary paperwork. The NST must

make sure the paperwork is received by the Documents Personnel by the deadline

communicated to them. If an NST chooses to renew their health report on their own without the

accompaniment of the Documents Personnel, they must get the approval of the Documents

Personnel. Failure to do so may result in visa problems and additional costs for the NST.

3. CONTRACT RENEWAL NOTICE:

NSTs must renew their contracts by the deadlines below or the branch and the English Human

Resources Department will not renew their working documents with the appropriate government

agencies.

a. HLS CONTRACT RENEWAL DEADLINE:

NSTs must sign a renewal contract at least 4 months before the NST’s current contract expires.

This early deadline is given in order to give current teachers priority in choice of contract and

location, as well as to allow for enough time to recruit a replacement teacher.

：

外籍教師須在美語學校合約期滿前 4 個月完成續約手續。其目的是使在職外籍教師可以優先選擇

任教合約及任教地點，同時也能有充分時間招募合適教師。

Deadlines are:

April 15 for August NSTs 4 月 15 日

July 15 for December NSTs 7 月 15 日

October 31 for March NSTs 10 月 31 日

January 31 for June NSTs 1 月 31 日

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WORK LOCATION -

1. INITIAL PLACEMENT:

The employer will try to honor placement requests from NSTs, however the employer reserves the right

to place any teacher at any of its island-wide branches due to vacancy. Placements are confirmed

during training, the NST has the right to reject the placement. Should the NST reject the placement, the

employment offer may be rescinded due to availability of placements.

2. NUMBER OF BRANCHES:

NSTs will be assigned to 1 main teaching branch. It is possible for the NST to teach classes at up to 2

additional area branches. The maximum number of branches that an NST may be asked to work at will

be limited to 3, unless both parties agree to more than 3.

3. TRANSFERRING OF BRANCHES/CONTRACTS:(Example: Minimum 20 hour contract to a minimum

25 hour contract)

An NST cannot change work locations or contracts until their current contract is completed. It is the

NST’s responsibility to fill out the Transfer Request Form (HNST Procedures Handbook) and send it to

EHRD at the Main Office 4 months before the current contract expires. The transfer can only be made

once the paperwork has been approved. No transfers will be permitted for NSTs who renew a contract

for less than 1 year.

Application Procedure for Transferring Contract/Branches

Contract

Start/End Dates

Deadline for Transfer Written

Request

Deadline for Transfer Location

Confirmation by EHRD in the

Main Office

1 March – 28 (29) February

15 October

31 December

1 June – 31 May

15 January

31 March

15 August – 14 August

1 April

30 June

1 December – 30 November

1 July

30 September

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HOURS -

1. WORK LOAD EXPECTATIONS:

As the provider of the NST’s Resident Visa/Work Permit, Hess expects teachers to be available to take

all classes offered. We are dedicated to giving the NSTs the most working hours possible.

2. TEACHING SHIFTS AND TEACHING SCHEDULE:

Our programs taught by NSTs are generally conducted in morning, afternoon and evening shifts. During

winter and summer public school breaks, NSTs may also be required to teach classes in the morning or

in the afternoon. Every effort will be made to meet working hour and class type preferences of teachers.

However, Management reserves the right to arrange schedules and classes to suit the needs of all

parties (all NSTs, Branch, etc.) involved as best as possible. NSTs are obliged to follow their class

schedule given by the branch.

3. CHANGES OF SCHEDULE:

For reasons other than natural disasters and government inspections, NSTs should be notified 1day in

advance of the opening, closing or changing of classes. If necessary notice wasn’t given for opening or

closing of classes, the NST will still be paid for that class, but they will need to substitute another class

or do office hours at the branch for the paid time.

4. GUARANTEED HOURS:

NSTs are guaranteed a minimum number of teaching hours per week when averaged over the month, excluding disruption of teaching schedules caused by any of the following: fire, natural disasters, national holidays, government inspections, official class closures due to health matters, changes in government policy, mandatory company trainings, or branch renovations of 7 working days or less.

a. FIRST MONTH OF EMPLOYMENT GUARANTEED HOURS:

The NST is guaranteed 16 teaching hours per week averaged over the first month of

employment on a 20 Hour Contract , 28.5 total teacher hours per week averaged over the first

month of employment on a 30.5 Hour Contract and 22.5 total hours per week averaged over

the month of employment on a 25 Hour Contract.

b. GUARANTEED HOURS:

At the conclusion of the first month of employment, NSTs on a 20 Hour Contract are

guaranteed a minimum of 20 teaching hours per week averaged over a month. NSTs on a 30.5

Hour Contract are guaranteed a minimum of 30.5 teaching hours per week averaged over a

month. NSTs on a 25 Hour Contract are guaranteed a minimum of 25 teaching hours per

month.

5. MAKE UP HOURS:

Excluding unpaid time off, if an NST’s teaching hours should fall below the guaranteed teaching hours,

the NST will be able to do the following things to make up the hours. Branches will arrange these

activities.

a. PICKING UP HOURS AT ANOTHER BRANCH:

An NST can be expected to teach at another branch in the same area in order to get the most

hours possible or to cover the guaranteed teaching hours. Head NSTs will call around to the

other branches in their areas to make arrangements. This includes teaching substitute classes,

Open Houses, Summer Classes, Winter Classes or Morning Classes.

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b. TEACHING-RELATED HOURS:

Teaching-related pay is the same as teaching pay. Teaching-related work includes make-up

lessons, or specially designed classes for the administration or teaching staff, students or

parents.

c. OFFICE HOURS FOR MAKE UP HOURS:

1.5 hours of office work is paid at the rate of 1 hour of teaching pay. Making teaching props,

planning games, designing teaching posters are some examples of projects that can be done

for office hours. Correcting homework and preparing for class cannot be done as office hours.

d. TEACHING BOTH SECTIONS OF A CLASS IN A WEEK:

An NST may teach both sections of a class in a week if the CT and the branch agree.

e. TEMPORARY CONSENT TO REDUCED GUARANTEED HOURS:

If all parties agree, then guaranteed hours may be temporarily reduced. The agreement must

be put into writing and signed by the director, manager and NST. Guaranteed hours may not

be lower than 14 hours per week due to government regulations except for people holding

APRC or spousal visas at the discretion of management.

6. PREPARATION TIME:

NSTs are required to punch in 20 minutes prior to their first class each day. If an NST has a scheduled

break of more than one hour, then they must punch out and punch back in 20 minutes prior to their next

class.

7. DAY OFF:

An NST is guaranteed 1 day off per week from HLS, which is usually a Sunday. (If the NST wishes to

work more hours and classes or activities are available, they are not required to take a day off.) The

branch will arrange which day of the week will be the day off. NSTs should not expect to get Saturday as

a day off as it is a popular time for students to study English. There are also various activities and events

that may be held on Saturdays and Sundays (usually once a month).

8. EXTRA HOURS AT ANOTHER HLS BRANCH:

An NST can pick up other classes at another branch if no classes are available at their main teaching

branch for that time slot. The NST must notify their Head NST of their availability who will notify all

relevant Managers and Directors. The NST must agree to stay through the full levels / semesters for the

class(es) at the additional branch. At the completion of each of the levels the NST must discuss with all

parties whether or not to return to the main teaching branch.

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MANAGEMENT & WORKPLACE EXPECTATIONS -

SUPERVISORY STRUCTURE - 管理層級

1. NST SUPERVISION:

Normally, the NST’s direct supervisor is the Head NST. If there is no HNST, and there is an NST Area

Manager (NAM), the NAM is the NST’s direct supervisor. If there is no HNST or NAM then either the

Head CT or the Branch Manager is responsible for the direct supervision of the NST.

2. BRANCH SUPERVISION:

The Branch Manager and NAM have supervisory powers over the HNST and, where applicable, the

Area Director over the Branch Manager and the NAM.

CONFLICT RESOLUTION -

1. PROCESS FOR MANAGING GRIEVANCE AND CONFLICT:

Except in extreme situations, when issues of conflict arise, NSTs should first try to reach a resolution in

partnership with the party concerned. If this cannot be achieved the HNST or HCT need to be involved.

If the conflict still cannot be resolved, the Branch Manager and NAM must be involved. If the conflict

remains unresolved, the Area Director may at his/her discretion request mediation from the manager of

EHRD.

2. CONFLICT MEDIATION:

When conflicts occur within a branch the management team in EHRD at the Main Office can assist as a

mediator to help make a decision if a consensus between the NST and branch cannot be reached.

3. NST HELP EMAIL HOTLINE:

NSTs are welcomed to voice any concerns, comments or suggestions to

[email protected]. This hotline goes directly to the Manager of EHRD at the Main Office.

The purpose of this help hotline is to assist teachers as best possible with any concerns about living

abroad or working at Hess.

mailto:[email protected]

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CONDUCT & APPEARANCE -

1. CONDUCT AS AN EMPLOYEE:

Professional conduct is essential for good working relations. This is especially important in a cross-

cultural environment where NSTs, whether they like or intend to be or not, are ultimately representatives

of western culture. NSTs must strive to embrace high professional standards when handling conflicts in

meetings with supervisors, and to avoid the following: using a raised voice, gossiping, using profanity,

openly flirting with colleagues, lateness, failure to do required paperwork, substance abuse, and

statements of cultural bias. Furthermore, personal and social conduct outside of the work place that

draws unwanted attention and/or damages the reputation of either the company or individuals within the

company is not acceptable and will not be tolerated. A serious instance or continued neglect of

professional conduct as a colleague is grounds for dismissal.

2. CONDUCT AS A TEACHER:

Professional conduct is essential to set the proper example for students to model. Again, this is

especially important in a cross-cultural environment where NSTs, whether they like or intend to be or not,

are ultimately the representatives of western culture. NSTs should strive to embrace high professional

standards when dealing with students and parents in any capacity, and to avoid the following: any form

of corporal punishment, verbally abusive punishment, using profanity. Lateness, failure to be prepared

for class, not completing all required paperwork on time, substance abuse, inappropriate

communications with parents or students outside of school activities and/or premises, private tuition of

Hess students and statements of cultural bias are examples of misconduct as a teacher. A serious

instance or continued neglect of professional conduct as a teacher is grounds for dismissal.

3. PHYSICAL APPEARANCE:

A professional appearance is essential and will assist our teachers in gaining respect and cooperation

from both students and parents. Although business attire is not required and casual dress is acceptable,

it is essential that hygienic habits are maintained and clothing be kept neat and clean.

Specifically, NSTs should not wear: dirty-faded-torn-ripped clothing / inappropriate logos,

writings, or pictures on clothing / open-toed shoes / sleeveless shirts / shorts /facial piercing /

visible tattoos / hats.

Short skirts / mid-rift bearing shirts / low cut tops / low-rise pants are not appropriate teacher

apparel. The clothing you wear should not expose inappropriate flesh or undergarments.

It is suggested that male teachers wear collared shirts.

It is culturally preferred for men to not sport facial hair. If an NST has facial hair it must be kept

neat and trimmed.

Management reserves the right to define appropriate physical appearance standards for their branch

based on expectations of parents and communities.

Neglect of professional appearance is grounds for dismissal. Occasionally NSTs may be asked to wear

company issued T-shirts/uniforms to events such as open houses, parents’ days or student competitions.

Also, NSTs are required to wear semi-formal / formal attire when attending the Annual Chinese New

Year Banquet.

4. RESTRICTIONS ON PHOTOGRAPHS OR VIDEO OF STUDENTS:

NSTs are restricted from displaying photos or video of Hess students on public Internet forums or social networking/display sites (eg, MySpace, Facebook, FlickR, etc), for reasons of cultural sensitivity, legal rights of students and schools in Taiwan, and commercial rights which may be taken by such sites in their licensing agreements.

5. INTERNET, PUBLIC FORUMS AND ALL MEDIA

Reference to the company and colleagues should be kept professional at all times.

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TRAINING & MATERIALS -

TRAINING -

1. HESS TEFL CERTIFICATION PROGRAM - INITIAL TRAINING:

This mandatory training introduces teachers to materials, specific teaching methods, standards and

expectations. All new NSTs are provided with free accommodation during the initial training. All new

NSTs must complete this training before receiving their first pay.

2. HESS TEFL CERTIFICATION PROGRAM - OFF-SEASON INITIAL TRAINING:

NSTs arriving either before or after seasonal initial training groups will attend an Off Season Initial

Training. This training may be done at the Main Office or at the branch area. It will entail the same basic

training content as Initial Training, but it will be covered in a shorter time period. NSTs are provided with

free accommodation during the training. NSTs trained locally will receive similar accommodation

benefits if necessary.

3. HESS TEFL CERTIFICATION PROGRAM – INITIAL TRAINING:

If either the employee or the employer wishes to terminate their working contract during the Hess TEFL

Certification Program - Initial Training, one day of notice is required.

4. HESS TEFL CERTIFICATION PROGRAM - BRANCH ARRIVAL TRAINING:

Upon completing initial training, each NST is given a Branch Arrival Training Workbook to assist them

getting set up at their teaching branch(es). Each teacher needs to sit down with their HNST, HCT, NAM

or Branch Manager to go through the workbook. The branch training helps the new NST to familiarize

themselves with their branch working environment and preparation to start teaching.

5. HESS FOLLOW-UP TRAINING:

These mandatory trainings are conducted by the Training and Development Center Trainers for all first

year teachers in their first month, third month, sixth month and ninth month of teaching. They are

designed to support and train teachers in advanced teaching methods and cross-cultural

communications. Branches outside the city area where the training is occurring cover the NST’s

transportation costs. In order to be eligible to receive the Hess TEFL Certificate, NSTs need to attend all

required trainings, as well as completing and passing the training assignments and tests on time. NSTs

are required to arrive on time and stay for the entire training. NSTs may not miss a training to teach

classes.

6. HESS SEASONAL TRAINING:

This training is done seasonally at various locations around Taiwan by the Training and Development

Center Trainers. Seasonal trainings are held to introduce curricula and teaching techniques for the

continuing development of teachers. There is no pay provided for these trainings. The Branch Manager

will decide which trainings an NST should attend.

Continued on next page…

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7. HESS PEER SEASONAL OBSERVATION TRAINING:

Once each season (every three months) all NSTs are required to observe another teacher teach one

class. This is part of our commitment to support our teachers by providing opportunities for further skill

development through observation and peer discussion. Teachers must observe classes during their free

timeslots if at all possible, to minimize the number of classes that teachers have to miss. If a teacher

observes during their non-teaching time they are paid at office hours rates (see ‘Compensation’, page

18, point 2), with first-year NSTs receiving a rate of NT$320 per observation hour and other NSTs

beyond first year receiving NT$340 per observation hour. If a teacher must observe during their normal

teaching time and the class cannot be made up, they are paid teaching pay. In order to receive pay, the

observer must attend the full observation period, complete and submit the observation report to their

direct supervisor.

8. BRANCH AND AREA TRAININGS:

Area Directors, Branch Managers and NAMs may arrange additional trainings specific to the needs of

their areas. The Management team can make any of these trainings mandatory for teachers in their

branch or area. Failure to attend a mandatory training will negatively affect an NST’s Performance

Appraisal and possibly their pay raise.

TEACHING MATERIALS - 1. MATERIALS ASSIGNMENT:

Each NST has a personal space such as a locker and/or desk to keep their personal belongings at each

branch they teach at, and a set of teaching materials (including the Teacher’s Books) for every level or

semester they teach. Flashcards, posters, CDs, and other props from a branch collection may be shared.

NSTs should keep lockers and personal work space neat and tidy

2. REQUESTING & RETURNING MATERIALS:

It is the responsibility of the NST to request and sign for all necessary teaching materials needed for

classes. The NST requests these from the Branch Personnel responsible for materials. At the end of the

level or semester, the NST must return teaching materials that are not needed for the next term and sign

out the new teaching materials.

3. END OF EMPLOYMENT MATERIALS RETURN:

When the NST finishes employment, the NST must turn in all of the teaching materials and clean out

their locker / desk.

4. LOST OR DAMAGED MATERIALS:

An NST is responsible for their teaching materials. An NST who loses or damages teaching materials

will be required to pay for replacements.

5. OUTSIDE USE OF HESS MATERIALS:

Outside use of Hess materials will result in termination from employment.

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COMPENSATION

PAY STRUCTURE -

1. STARTING & CEILING TEACHING PAY RATE:

All new hourly NSTs begin at the set starting pay NT$580/hr and will receive regular 12 month raises

until they reach the ceiling pay NT$750/hr. Raises should be given every 12 months without regard to

the number of hours taught each week. NSTs on a monthly salary contract also receive raises every 12

months.

2. NST OFFICE HOUR PAY RATE:

The standard NST office hour pay rate range is from NT$320 – NT$340. Area Directors have the right

to determine what the office hour pay rate shall be in each instance, considering the activity and the

experience of the individual. Area Directors have the right to offer a set stipend in lieu of office hour pay.

3. CLASS TYPE PAY RATE:

CLASS TYPES班級類型:

Hess Language School (HLS) Program includes: Jump! (JP), Kids Club (KC), Step Ahead (SA),

Honors, Junior High School (JH), Adult, Business Classes, Theme Classes and Camps.

Young Scholars (YS) Program includes: Tree House (TH) , Club House (CH), ESL Classes,

Theme Classes and Camp class types.

Hess Young Learners Program (YL) includes Rainbow Adventures (RA) and Love It! class

types.

CLASS AND EVENT PAY:

All classes, as well as any mandatory branch event (as decided by the Branch Director) such

as Parent Teacher Association Meetings, Performances and Graduations (but not to include

trainings), will be paid at the NST’s teaching rate if it is during the NST’s teaching hours.

If events occur outside the NST’s normal teaching time, they will be paid at the office hour rate

of NT$320 – NT$340 (determined by the Director) or a set stipend (determined by the Director).

Open Houses are always paid at the NST’s teaching rate for a minimum of 2 hours pay.

An event or class for which attendance is not mandatory does not need to provide any pay.

Field trips will be paid at the NST’s teaching rate for the regular class hours. Pay for any

scheduled field trip that will run significantly over the normal teaching hours should be agreed

upon between the Director and the NSTs prior to the day of the field trip.

4. REHIRED NST’s PAY RATE:

NSTs who return to Hess in good standing will have their pay resume according to the following scale:

a. 1 MONTH TO 6 MONTHS: 100% of the total raises earned added to starting salary.

b. 7 MONTHS to 1 YEAR: 50% of the total raises earned added to starting salary.

c. MORE THAN ONE YEAR: 0% of the total raises earned added to starting salary.


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5. BONUS QUALIFICATIONS

Renewed Contract Completion Bonuses and Contract Renewal Bonus Leave for all rehired NSTs will

be zeroed. After completion of a further one-year contract and signed renewal contract for one-year,

the NST will be eligible to rejoin the Renewed Contract Completion Bonus Scheme starting at

NT$15,000.

NATIONAL HEALTH INSURANCE -

1. COST COVERAGE:

This government health insurance plan is obligatory under Taiwanese law. The Taiwanese government

subsidizes 35% of the monthly premium, Hess pays 35% of the monthly premium and the NST pays

30% (approximately NT$300–1000 per month), which is deducted from their monthly pay.

2. VISA QUALIFYING HEALTH REPORT:

The National Health Insurance program does not cover the qualifying health examination for receiving a

Resident Visa/Work Permit.

3. DEDUCTABLES:

According to different types of hospitals and problems, the following deductibles apply:

{PRIVATE}

Levels of

Hospital

Western Medicine

Outpatient Care

Emergency

Care

Dental

Care

Traditional

Chinese

Medicine

With

Referral

Without

Referral

Medical Centers

NT$210 NT$360 NT$450 NT$50 NT$50

Regional

Hospitals

NT$140 NT$240 NT$300 NT$50 NT$50

District

Hospitals

NT$50 NT$80 NT$150 NT$50 NT$50

Primary Clinics

NT$50 NT$50 NT$150 NT$50 NT$50


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4. OUT PATIENT CARE BENEFITS 門診:

Level of

Hospital

Primary Clinics

Dentist

District, Regional

Hospitals and

Medical Centers

Emergency Cases

for Hospitals and

Medical Centers

Services

Covered

Diagnostic

Services

Check Up

Pharmaceutical

Services

Therapeutic

Materials and

Services

Minor

Operation

Prenatal and

Postnatal Care

Blood Analysis

Blood

Transfusion

Diagnostic

Services

Check Up

Pharmaceutical

Services

Therapeutic

Materials and

Services

Dental

Treatment

Minor Dental

Operation

Diagnostic

Services

Check Up

Pharmaceutical

Services

Therapeutic

Materials and

Services

Minor

Operation

Prenatal and

Postnatal Care

Blood Analysis

Blood

Transfusion

Diagnostic

Services

Delivery

Check Up

Pharmaceutical

Services

Therapeutic

Materials and

Services

Dental

Treatment

Minor

Operation

Blood Analysis

Blood

Transfusion

5. IN PATIENT CARE BENEFITS :

Temporary Illness Chronic Illness

Diagnostic Services、Delivery、Check Up、

Pharmaceutical Services

Therapeutic Materials and Services

Dental Treatment

Major Operation、Blood Analysis

Blood Transfusion

Diagnostic Services、Check Up

Pharmaceutical Services

Therapeutic Materials and Services

Blood Analysis

Percentage of preceding expenses paid by the insured person for hospital stay

Percent 5% 10% 20% 30%

Temporary

Illness

- within 30 days

31 - 60 days

over 61 days

Chronic Illness

Within 30 days

31 - 90 days

91- 180 days

over 181 days

This NHI information comes from the “National Health Insurance Handbook”. For further details and updates, please read the original document or check the NHI website (http://www.nhi.gov.tw). Information, services and costs are subject to change according to rulings of the government of Taiwan

http://www.nhi.gov.tw/

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TAXES -

1. TAIWAN WITHHOLDING & TAX RATES:

Taxes are withheld at a rate of 18% until an NST has been in Taiwan for 183 days in a calendar year in

accordance with Taiwanese tax laws. If an NST leaves the country during this time, those extra days out

of the country will not be included in the 183 days. After an NST has been in Taiwan for an accumulated

183 days in a calendar year, the withholding rate drops to 5%. If an NST is in Taiwan for less than an

accumulated 183 days in a calendar year, no tax refund is given for that calendar year, but the NST is

still required to file a return for that calendar year. All income earned in Taiwan is taxed according to

Taiwanese Tax Law. This information is subject to change according to Taiwan Tax Law. Withholding

taxation practices for holders of APRC or spousal visas may be different for different tax areas.

2. TAIWAN ANNUAL TAX FILING:

The Financial Department at the Main Office will send NST’s Income Tax Withholding Statement(s) to

their main teaching branch. Instructions and guidance will be provided to NSTs, but NSTs are

responsible for filing their own annual tax returns before May 31 each year. If an NST leaves

employment, but remains in Taiwan, it is the NST’s responsibility to arrange for the pick up of their

Income Tax Withholding Statement(s) from their main teaching branch or arrange for them to be mailed

to their local home address (contact [email protected]).

3. TAIWAN DEPARTURE TAX FILING:

An NST who is leaving Taiwan permanently must file a tax return before departure from Taiwan. An NST

who requires an Income Tax Withholding Statement(s) from their branch because they are leaving

Taiwan permanently must fill out an Income Tax Withholding Statement Application Form at their main

teaching branch at least one month before the Income Tax Withholding Statement(s) is needed. The

departing NST must take full responsibility for filing their taxes and arranging for a proxy to manage their

tax affairs

4. HOME COUNTRY TAX FILING:

NSTs are responsible for contacting their home countries about their home country tax codes and to file

accordingly.

mailto:[email protected]

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ACCOUNTABILITY ROUTINES -

1. TIME CARDS:

All NSTs are required to punch a time card when entering and leaving each teaching branch (see p12,

Preparation Time). Failure to clock in 20 minutes before their first class will negatively affect the NST’s

Performance Appraisal and possibly their pay raise (see p25, Raises).

2. DAILY CLASS SIGN-IN SHEETS:

This is the primary record of who taught which class and who will be paid for it. NSTs must sign the

Daily Class Sign-In Sheet for each class taught before the end of the month. NSTs will not receive their

pay for unsigned classes until the Daily Class Sign-In Sheets have been signed. Pay for late signed

classes will be delayed to the next pay cycle.

3. NST MONTHLY INFORMATION SHEET:

The NST must confirm their personnel information in Taiwan (address, phone number, cell phone

number, email address and teaching branches) and details of their emergency contacts in their home

country every month by signing the NST Monthly Information Sheet. This information is necessary for

our personnel records and in case of emergencies.

4. REPORTS:

All NSTs are required to fill out a Monthly Report for classes taught and must submit it to the branch

before receiving their pay. NSTs must also submit their Communication Books, Assessments, Progress

Reports and Monthly Reports for classes that require them.

LOAN -

1. ELIGIBILITY:

A new NST can request an optional one-time interest free loan during the first month of employment.

Applications for this loan are completed during the NST’s Initial Training, or are faxed to English Human

Resources Department with a copy of the information page of the NST’s passport. Note that an NST

who takes a loan forfeits their right to New NST Early Payday (see below).

2. AMOUNT LIMIT:

A maximum of NT$30,000 can be borrowed, with the approval of the Area Director responsible for the

area NST will be working in.

3. PAYMENTS:

A minimum of NT$5,000 will be taken out of the NST’s monthly pay until the loan has been paid back in

full. A loan can be paid back early. The loan agreement requires that the NST leave their passport in the

care of their main teaching branch for the duration of the loan, so vacations requiring a passport should

not be planned during that time. If an NST is not comfortable leaving their passport in the care of the

branch, they cannot take out the loan

PAYDAY -

1. PAYDAY DATE:

Payday is on the 7th of every month after 3:00pm. However, if there are any holidays between the 1st

and the 7th, payday will be delayed by that number of days. If the 7th falls on a Saturday or Sunday,

payday will be on the following Monday.


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2. PAYDAY PROCEDURES:

The method of payment may vary at different branches (cash or bank account transfers). Cash

payments should be counted, verified and signed for in front of the accountant/cashier as soon as they

are received. This is to eliminate any possible inconsistencies immediately. NSTs need to keep track of

all classes taught and paid activities each month to cross-reference with the branch records.

3. NEW NST EARLY PAYDAY:

To help with start-up costs, new NSTs can receive an Early Payday on the 20th of their first month of

teaching, if they have not taken out an NST Loan (see Loan, above). The early pay is the total amount

earned through to the 15th of the first month of teaching less tax. If a teacher begins after the 15th of the

month, then they will receive their pay on the 7th of the next month.

PAY ADVANCE -

1. FREQUENCY LIMIT:

An NST can request pay advances four times a year using the NST Pay Advance Request Form, but

only once in any month, and only with the Branch Director’s approval. The pay advance will be issued

within five calendar days after the NST Pay Advance Request Form has been submitted.

2. AMOUNT LIMIT:

An NST is entitled to request up to 50% (less deductibles) of the pay they have already earned at the

time of request.

RAISES -

1. RAISE PERIODS:

Raises will be considered every 12 months from the NST’s starting date. For NSTs who start teaching

after the 15th of the month, the following month will be considered their first month when calculating

raises.

2. RAISE PROCEDURE: The NST will be observed and an NST Performance Appraisal Form will be filled

out by the NAM, the HNST, the HCT and/or the Branch Manager. Advance notice is not required before

observing a class for any purpose including raises.

3. PAY RAISE RANGE:

Pay raises are determined according to the performance, observations and feedback for a twelve-month

period and scores from the criteria on the Performance Appraisal Form.

The raise scales are as follows:

Hourly Contracts:

NT$0-40 per hour

NT$0 - 10 Needs Improvement

NT$15 Adequate performance

NT$20 Good performance

NT$25 Very Good performance

NT$30 Excellent performance

NT$35 Brilliant performance

NT$40 Outstanding performance

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BONUSES -

RETURN RATE BONUS -

1. BONUS DEFINITION:

Return rate bonuses are bonuses earned when more than a certain percentage of the students in a

class return for the next class level or semester. Percentages are determined by the class type. See the

chart below for full details.

2. BONUS TIME:

a. 1st Year contract: A return rate bonus is given to a first-year NST when completing their first

year contract. The bonuses accumulated for each term during the contract year will be included

in the NST’s final teaching pay. A first-year NST breaking their contract forfeits this return rate

bonus.

b. 2nd and subsequent contracts: NSTs will earn a bonus when each of their classes completes

its level or semester and the class report is submitted. The bonus will be distributed once the

return rate for the class has been confirmed.

SEMESTER BASED CLASSES

a. NSTs teaching semester-based classes will receive their bonus after the start of the new

semester, and once the return rate for the new semester has been confirmed.

Return rates that are calculated after an NST has left Hess' employment can be transferred to the NST's

bank account, providing the NST gives these details to their branch. The NST is responsible for any

bank charges applied to such transfers.

3. BONUS QUALIFICATION:

An NST must teach at least half of the level or semester to receive the bonus, and it must be the second

half. If management requires the NST to sub another class, and this causes the NST to not meet the

minimum requirements, then the bonus will still be paid. Situations such as this will be dealt with on a

case by case basis with the Area Director making the final decision on whether a bonus will be given.

4. BONUS AMOUNT:

The amount of the bonus is based on the percentage of students who return for the next level or

semester.

a. KC & SA CLASSES:


People/

Class

Return Rate

8 to 12

students

13 to 15

students

16 to 20

students

21 to 24

students

25 or more

students

100% NT$800 NT$1,200 NT$1,300 NT$1,400 NT$1,500

95% to 99.9% * NT$800 NT$900 NT$1,000 NT$1,100

90% to 94.9 NT$400 NT$600 NT$700 NT$800 NT$900

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20

b. JUMP (NST ONLY) & HONORS: People/

Class

Return Rate

8 to 10 Students 11 to 16 students 16 or more students

100% NT$2,000 NT$2,200 NT$2,400

95% to 99.9% * * NT$1,800

90% to 94.9% NT$1,000 NT$1,200 NT$1,400

80% to 89.9 NT$600 NT$800 NT$1,000

c. JUMP (TAUGHT 1 TIME BY NST, 1 TIME BY CT / WEEK) People/

Class

Return Rate 8 to 10 Students 11 to 16 students 16 or more students

100% NT$1,000 NT$1,200 NT$1,400

95% to 99.9% * * NT$1,200

90% to 94.9% NT$600 NT$800 NT$1,000

80% to 89.9 NT$400 NT$600 NT$800

d. SA16 STUDENTS GOING TO HONORS People/

Class

Return Rate

8 to 12

students

13 to 16

students

17 to 20

students

21 to 24

students

25 or more

students

100% NT$800 NT$1,000 NT$1,400 NT$1,600 NT$ 2,000

95% to 99.9% * * NT$1,200 NT$1,400 NT$1,600

90% to 94.9% NT$600 NT$800 NT$1,000 NT$1,200 NT$1,400

80% to 89.9% NT$400 NT$600 NT$800 NT$1,000 NT$1,200

70% to 79.9% NT$300 NT$400 NT$600 NT$800 NT$1,000

e. YOUNG SCHOLARS (INCLUDING CH 4 CLASSES FOR STUDENTS GOING TO

HONORS) People/

Class

Return Rate

10 to 15 students 16 and above students

100% NT$2,200 NT$2,400

95% to 99.9% NT$1,200

NT$1,800

90% to 94.9 NT$1,400

5. RAINBOW ADVENTURES PROGRAM or LOVE IT! PROGRAM

Rainbow ADVENTURE 12 students or more

Love It! all-day English 12 students or more

100% NT $150 per student NT $300 per student

90 – 99.9% NT $100 per student NT $200 per student

NSTs will receive NT$50/student for graduating classes.

These numbers are subject to change according to Hess Financial Department and Hess Educational

Business Department

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RENEWED CONTRACT COMPLETION BONUS -

1. BONUS TIME:

Bonuses will be included in the twelfth month’s pay of the renewed contract.


An NST who has completed a full year contract and renews another full year contract is eligible for the

bonus. Any other contracts for less than a year are not eligible for a Renewed Contract Completion

Bonus. NSTs who end employment with Hess and return are not eligible for a Renewed Contract

Completion Bonus, including those doing subcontract work for Hess.

3. BONUS AMOUNT:

A completed renewed 12 month contract (after 2nd

completed full-year contract)

NT$15,000

A completed renewed 12 month contract (after 3rd

completed full-year contract)

NT$20,000

A completed renewed 12 month contract (after 4th or n more completed full-year

contract)

NT$30,000

The maximum bonus amount an NST can receive yearly is NT$30,000.

NSTs who sign for 1 year and does not complete the full term of the contract for whatever reason is not

eligible for the Renewed Contract Completion Bonus. If an NST agrees to a contract for less than a year,

they are not eligible for a bonus. Should the NST renew for a full year after completing a shorter term

contract (less than 12 months), then they are eligible to reenter the Renewed Contract Completion

Bonus schedule.

EXAMPLE

3/2000 to 2/2001 NST completes initial 1-year contract

NST signs a 1-year renewal contract

3/2001 to 2/2002 NST completes the 1-year contract Completion Bonus –

NT$15,000

NST signs a 6-month renewal contract


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3/2002 to 8/2002 NST completes the 6-month contract No Completion Bonus

，





NT$20,000





NT$30,000

9/2005 to 8/2006 NST signs a 1-year renewal contract Completion Bonus –

NT$30,000

PERFECT ATTENDANCE BONUS (RAINBOW ADVENTURES AND ALL DAY ENGLISH CLASSES)-


An NST who took no days off and punched in 20 minutes prior to class time every work day during

the month is entitled to the bonus for Rainbow Adventures and All Day English Classes. Teachers

must punch in 20 minutes before each class and punch out after each class or class section daily

(see p8, Preparation Time).

2. BONUS AMOUNT:

The bonus is NT$800. This bonus will be included in that month’s pay. All Day English Class

teachers or teachers with two Rainbow Adventure Classes are eligible for one NT$800 bonus each

month. The bonus will be determined at a rate of NT$400 for perfect attendance for each class or

class section taught. Areas have the right to set the bonus at NT$400 or NT$800 if the NST only

teaches one half day Young Learners class.

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Leaves/Absences -

UNPAID TIME OFF -

1. SCHEDULE OF UNPAID TIME OFF:

Following are the numbers of working days of unpaid time off an NST is allowed during a 12 month

contract (renewed contracts for less than 1 year have a relative percentage of unpaid time off). The Area

Director has the right to refuse vacation time, especially if the NST is missing too many classes of a

specific program or class.

a. NATIONAL HOLIDAYS: Approximately 8 days each year as determined by the Taiwan

Government.

b. VACATION:

20 Hour Contract (Including 20M): up to 56 class hours (4 hours per day X 14 working days =

56 hours of vacation time) of leave may be taken during a one year contract.

30.5 Hour Contract: Up to 91 hours of leave may be taken per year. Up to 56 of the 91 hours

can be taken during HLS class time and up to 35 of the 91 hours can be taken off during the

Young Learner’s class time.

25 Hour Contract (Including 25K): Up to 70 hours of leave may be taken during a one year

contract.

c. SICK LEAVE: Up to 7 days is allowed. If more than 7 days of sick leave is taken, each

additional day counts as a -2 points on the NST Performance Appraisal Form.

2. EMERGENCY LEAVE:

In emergencies, a written request for additional unpaid time off must be given to the Head NST, NAM

and/or the Branch Director. The approval or rejection of Emergency Leave will be managed by the NAM

in conjunction with the Area Director.

3. MATERNITY / PATERNITY / MARRIAGE / COMPASSIONATE LEAVE:

Maternity Leave: 56 consecutive calendar days unpaid

Paternity Leave: 3 Calendar days unpaid

Compassionate Leave (Family Members): 8 calendar days unpaid (more than 8 days counted as

vacation days.)

Marriage Leave: 7 calendar days unpaid

4. CONTRACT RENEWAL BONUS LEAVE:

After a 12 month contract is completed and the NST has signed for another full year, a leave of up to 1

month can be requested (for example, August 15 to September 14, or February 28 to March 27). The

leave does not have to be taken immediately at the end of the contract. It can be arranged to be taken

at another time, but only with the Branch Director’s approval. Before the NST leaves, they have to follow

the contract renewal process and ensure that their documents are organized for the following year.

Performance Appraisals and pay raises will not be delayed because of the Contract Renewal Bonus

Leave. Contract Renewal Bonus Leave cannot be combined with any other leave of absence (for

example, it cannot be combined with vacation time).

21/10/2011


24


5. CHRISTMAS DAY (12/25):

Christmas Day is the most special holiday of the year for many Western people, and therefore NSTs have the option of working or not working on this day. If an NST chooses not to work on this day, they need to inform their HNST or Manager a minimum of two weeks in advance so that the branch can make arrangements for their absence. If an NST chooses not to work on this day, it does not count as one of their vacation days. In some cases it will be necessary to arrange make up classes to make it possible for an NST to be absent on Christmas Day.

NOTICE OF LEAVE OF ABSENCE -

1. NST APPLICATION FOR LEAVE OF ABSENCE FORM:

This form is used to request leave of absence. The form should be submitted to the HNST. The Branch

Manager and/or NAM must approve all applications before the leave can be taken. NSTs must confirm

approval before making travel arrangements.

2. NST RECORD OF LEAVE OF ABSENCE FORM:

This form is used to record an NST’s absences during the contract and is kept in the NST’s personnel

folder.

3. APPLICATION REQUIREMENT:

An NST Application for Leave of Absence Form must be filled out and given to the Head NST. The

request is to be made in advance of the leave of absence. In cases of sickness or emergency the NST

must fill out the form upon the 1st day of returning to work.

a. FOR AN ABSENCE OF 1 OR 2 DAYS: NST must give at least a 3-day notice.

b. FOR AN ABSENCE OF 3 TO 6 DAYS: NST must give at least a 2-week notice.

c. FOR AN ABSENCE OF OVER 1 WEEK: NST must give at least a 1-month notice.

4. SICKNESS/EMERGENCY PRIOR NOTICE:

An NST who is sick or has an emergency and cannot make it to class must call the Head NST/Head CT

at least one hour prior to class time.

5. All NST ONLY CLASS SUBSTITUTION:

If an NST wants to take any days off and has been given approval from the Branch Manager, it is the

NST’s responsibility to find a substitute teacher for any all NST classes missed. Substitutes must be

approved by Management.

6. ALL NST ONLY CLASS LETTER TO THE PARENTS:

If an NST is going to be absent for more than 5 days, Management has the right to ask that a letter must

be written to the parents by the NST, informing them of the vacation and introducing them to the NST

who will substitute the class(es). Letters must be approved by Management prior to being sent out.

7. VACATION DAYS OVER ALLOTMENT:

If additional hours of vacation leave are taken without the Manager’s approval, the NST will be subject to

the hourly pay deductions listed below. If the director gives approval to go over the allotment, the

penalties below do not apply unless the NST goes over the additional days approved by the director. In

cases of emergency, the Manager’s approval can be sought while already on vacation.

1 to 3 days over allotment = deduct NT$5 from hourly pay rate

4 to 6 days over allotment = deduct NT$10 from hourly pay rate

7 or more days over allotment = dismissal

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25

PENALTIES FOR LATENESS/ABSENCE WITHOUT NOTIFICATION

1. LATENESS:

NSTs arriving late for class (after the class starting time) will have their pay adjusted accordingly (as a

percentage of the time missed in the lesson). At HLS, if an NST arrives late for class, then the CT can

continue to teach the class for that hour if he/she wishes. Continued lateness will be considered a

breach of contract with the NST being released from employment.

2. ABSENCE WITHOUT NOTIFICATION:

Failure to show up for work to teach a scheduled class without advance notice given to the branch may

be considered a breach of contract and as such the disciplinary process could decide that the NST be

released from employment.

3. EXCESSIVE TIME OFF:

Any time taken off in excess of that stipulated in policy will be considered a breach of contract, with the

NST being released from employment.

4. CHANGES OF SCHEDULE REQUESTED BY NST:

(For example: teaching a Monday class during the Thursday time slot or teaching a Young Learner’s

class in the afternoon session as opposed to the morning session) An NST may request time off from

his or her leave entitlement, and may request to make up the class on the same day or a different day.

The decision to find a sub or have the NST make up the class on the same day or a different day is at

the discretion of the Branch Manager or NAM. The decision to allow the class to be made up at a

mutually convenient time allows for efficient scheduling while the NST has the opportunity to benefit

financially from the re-arranged schedule. The request for time off will be counted as time even if the

class is made up by the NST.

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26

SEPARATION FROM EMPLOYMENT -

VOLUNTARY SEPARATION -

1. NORMAL CONTRACT TERMINATION:

If the NST completes the Hess Contract and does not intend to sign another contract, the branch must fax three

forms to the Main Office. The NST Request Form and NST Main Office Termination Form (4 months prior to the

end of the NST contract), and then the NST Branch Termination Form (during the last month of employment).

NSTs who do not renew their contract must submit a letter of resignation.

2. CONTRACT BREAKING STIPULATIONS:

Should the employer fail to live up to the stipulations in this policy, it shall be subject to the payment of the penalty

of NT$20,000 to the NST. Should the NST fail to live up to the stipulations in this handbook or leave employment

before the end of the contract, the NST is subject to the stipulations listed in the Separation From Employment

section.

3. OTHER VOLUNTARY CONTRACT TERMINATIONS:

Should extraordinary circumstances occur in the life of an NST, he/she can discuss a separation procedure with

the NAM and/or Area Director.

4. MANAGEMENT OF DOCUMENTS AT TERMINATION:

Documents will be managed according to Taiwanese law. It is the NST’s responsibility to know and understand

the law regarding their legal status once their work permit has been cancelled. NSTs can find information

regarding departure and/or continued stay at: http://www.immigration.gov.tw/immig_eng/aspcode/mainc.asp

INVOLUNTARY SEPARATION -

1. INVOLUNTARY SEPARATION PROCESS:

a. ORAL WARNING:

Should an NST fail to follow the guidelines set down in this NST Policy Handbook or otherwise fall below

the standard of work expected and/or professional conduct, the NST will first be given an Oral Warning

and corrective training by the Head NST, NAM, HCT or Branch Manager.

b. WRITTEN WARNING:

After 2 weeks, should the NST fail to improve to a sufficient degree, or if there is a reoccurrence of the

specific or similar issue, the NST will be issued a formal Written Warning by the Head NST, NAM and/or

Branch Director. The branch must notify EHRD at the Main Office and any other branch where the

teacher is teaching.

c. TERMINATION:

After an additional 1 week, should the NST fail to show sufficient improvement, or if there is a

reoccurrence of the specific or similar issue the NST will be released from his/her contract. The branch

must notify EHRD at the Main Office and any other branch where the teacher is teaching.

d. All warnings or termination should be carefully documented in writing and filed in the NST’s personnel

folder.

2. IMMEDIATE TERMINATION:

A serious instance or continued neglect of work performance and/or professional conduct is grounds for

immediate dismissal. The branch where the NST has been terminated must notify EHRD at the Main Office and

any other branch where the teacher is teaching. This termination should be carefully documented in writing and

filed in the NST’s personnel folder.

http://www.immigration.gov.tw/immig_eng/aspcode/mainc.asp

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CONTRACT BREAKING PROCEDURE -

1. IMMEDIATE LOSS OF RESIDENT VISA/WORK PERMIT, ARC & NHI CARD:

Employers are required to notify the appropriate government departments if NSTs break their contract. As required

by Taiwanese law, visas and NHI card will also be cancelled on the final day of employment.

CONTRACT BREAKING PROCEDURE：

a. HLS CONTRACT BREAKING TRAINING INVESTMENT FEE REIMBURSEMENT:

If an NST breaks their first year contract, the NST must pay the NT$20,000 Training Investment Fee. If a

second year NST breaks their contract, the NST must pay NT$10,000 of the Training Investment Fee. If

a second year NST gives three months notice they are not subject to paying NT$10,000 of the Training

Investment Fee. If a third year or more NST breaks their contract, the NST is not subject to the Training

Investment Fee, if a one-month notice is given.

b. HESS CONTRACT SIGNATURE BREAKING PROCEDURE:

If an NST signs a renewal contract and then decides to not honor the contract, a minimum of 1-month

notice must be given or the NST will be subject to a payment of NT$5,000. Similarly, if an NST has

signed a renewal contract and the branch then decides to rescind the renewal contract offer, a minimum

of 1-month notice must be given to the NST or the branch will be subject to a payment of NT$5,000.

c. CONTRACT RENEWAL BONUS REASSESSMENT:

NSTs who sign for 1 year and break the contract at 6 months or less must pay back the full amount of

the Contract Renewal bonus. NSTs who sign for 1 year and break the contract at more than 6 months

must pay back the percentage of the contract they did not fulfill. The amount will be deducted from the

NST’s final pay.

d. NO OBLIGATION TO PROVIDE FURTHER ASSISTANCE:

If the NST breaks the contract, Hess has no obligation to assist with any paperwork.

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GLOSSARY -

DIVISIONS -

Hess Language School

Hess Publishing Company

Hess Bookstore

Hess Bilingual School

Hess Foundations School

Hess International Kindergarten

Hess International Studies Institute

Hess Educational Foundation

INDEX OF ABBREVIATIONS

J – Jump Into English Classes

K – Kids Club Classes

N / SA – Step Ahead Classes

Honors – Honors Curriculum Classes

JH – Junior High Classes

TH – Tree House

CH – Club House

CT – Chinese Teacher

PCT – Part-time Chinese Teacher

FCT – Full-time Chinese Teacher

HCT – Head Chinese Teacher

NST – Native Speaking Teacher

HNST – Head Native Speaking Teacher

HRT – Home Room Teacher:

HHRT – Head Home Room Teacher

NAM – NST Area Manager

HLS – Hess Language School

YS – Young Scholars

JHES – Junior High English School

Kindy – Kindergarten

EHRD – English Human Resources Department

MOE – Ministry of Education

ARC – Alien Resident Certificate

NHI – National Health Insurance

NIA – National Immigration Agency

BRANCHES

Area Director: Manages the branches in an area, and

may own a percentage of the branch.

Branch Manager: Manages a branch(es).

Head Administrator: Manages the branch’s

administration staff.

Accountant: Is responsible for keeping the branch’s

financial records and handing out pay.

Personnel Staff: Keeps records of employees including

resident visas, tax, and health insurance information.

Secretary: Front-desk staff who deal with many of the

day-to-day administrative functions of the branch,

including communication with parents.

Head Chinese Teacher (HCT): Manages full and part

time Chinese Teachers. In branches without HNSTs, the

Head CT is also the manager of the NSTs.

Full Time Chinese Teacher (FCT): Co-teaches

classes with NSTs, helps manage part-time CTs, plus

assists with extracurricular activities and material

development.

Part Time Chinese Teacher (PCT): Co-teaches one

or more classes with an NST.

Head Home Room Teacher (HHRT): Manages

Home Room Teachers at Kindergarten.

Home Room Teachers (HRT) : Co-teaches classes

with NSTs and is responsible for the children in their

Young Learners class.

NST Area Manager (NAM): Manages HNSTs and

NSTs. Assists new NSTs at branch arrival; maintains

teaching quality, observes classes, trains HNSTs and

NSTs. Responsible for communication between HNSTs,

NSTs and management.

Head Native Speaking Teacher (HNST): Manages

NSTs and sets up new NSTs; maintains teaching quality,

observes classes, trains NSTs and communicates with

NSTs and management.

Native Speaking Teacher (NST): Teacher from

outside of Taiwan working under a Hess-sponsored Work

Permit and ARC