Job Discussion Forums

[JerkyBoy]

[cmp45]

[JerkyBoy]

Actually it did have a certain succinct quality. I was just heavily inebriated on alcohol - what a luxury! I'm getting a few sessions in while I've still got chance.

[Grendal]

[Grendal]

Mmmmm Mm Mmm Mmmm

G

[fledex]

The joke is that they are talking about actually going back to Qassim. Want to join that party Grendal?

[EnglishDoYouSpeakIt]

Just got this in an e-mail from EdEx, might as well post it here and get some opinions on these options. Kind of confusing for me as far as all the pro-rating and this and that.

You know, something besides the usual disdain, I'll provide some substance to the discussion.

__

Summer 2012 Options
Education Experts

Option 1:
Summer Vacation and Summer Teaching

This option is for staff who wish to work and hence be paid for one month in the summer and who also wish to have one month off in the summer, either by taking their vacation as scheduled if in the summer per their contract or by moving their 12th month vacation �ahead� and taking it in the summer. Vacation must be up to 30 continuous days (as accrued) and can be taken as early in June (if you are assigned that vacation slot) as your institution allows; vacations must be scheduled around the summer work times listed below. Current contract continues on return with renewal of contract: effective up to September 2012 if current contract ends in June-September 30, 2012; contracts ending after October 1, 2012 will be renewed, pro-rated, up to September 2013 so that all will be on September start dates. All must return by August 13, 2012 (the date universities and institutes will begin orientations). Those in this option will have to pay for their vacation flight (= end of contract flight, taken early) and will be reimbursed for flight at end of contract; they will also receive pro-rated benefits prior to leaving; the remainder plus flight reimbursement will be paid after return and renewal. Return flight to KSA will be booked and paid by company. Summary details:

If vacation is outside summer, shift contractual vacation to summer; if vacation is in summer, take in summer: up to 30 continuous days (as accrued) scheduled around work months below
Work one month in EdEx assignments or in summer school, as per below:
KSU: June 11-July 10, July 11-August 9
PNU: June 9 July 10- July 11- August 15 (small number)
Alternative assignments as they arise (Centers, Ministry requests, etc.) TBD
Note: teachers from all sites can be assigned to KSU/PNU/other sites for summer
2000SR bonus for each month taught
See current contract to end; obligatory 2012-13 renewal, either from Sept. 2012 or to 2013, depending on end date of current contract; return August 13
Flight home: paid by candidate and reimbursed (up to 3500SR); return flight to KSA for renewed contract paid by company
Pay to last work day in summer; pro-rated salary for vacation earned (x/12); remainder and other expenses paid at end of current contract over up to two months





Option 2:
Shortened Contract and Lengthened Summer

This option is for staff who have shown good performance with the company and who wish not to work at all in the summer, take a shortened contract with pro-rated vacation, and renew for 2012-13. Individuals will end their current contract no later than June 11 and be paid salary up to leaving and pro-rated vacation accordingly (accrued vacation). Renewal of contract for 2012-13 is required, starting August 13, 2012. Those in this option will have to pay for their vacation flight (= end of contract flight) and will be reimbursed for flight at a pro-rated accrued amount on return (e.g., if you are here for 6 months and take this option, you will get 6/12 or � flight), plus pro-rated end of contract benefits. Return flight to KSA will be booked and paid by company. Summary details:

End contract no later than June 11 (see note below)
Pro-rated closeout of vacation time
New contract effective August 13
Continue unpaid form accrued vacation to August 13 and return
Flight home: paid by candidate, reimbursed at pro-rated rate; return to KSA for renewed contract paid by company
Pay to last work day in summer; pro-rated salary for vacation earned; remainder and other expenses paid on return over up to two months

Note: in certain cases, the �shortened� contract will coincide almost exactly with the completion of a one-year contract (whose end date may exceed June 11), thus allowing the individual to take the whole summer off after a one-year contract and return for a new contract. Individuals affected by this should ask to clarify before choosing.


Option 3:
Secure Iqama

This option is for select staff who have shown good performance and who wish to get an iqama. We strongly encourage many to take this option and will assign many to this category. Individuals will take their vacation in the summer and be given accrued paid vacation plus an additional 14 days of paid vacation to secure the iqama. This additional time is given because (1) recipients will get only accrued vacation; (2) we are in some ways insisting on individuals to take this option, and (3) we have learned that the time to secure summer iqamas can often be delayed or protracted, given consular actions. Individuals must return by August 13, whereupon a new contract for 2012-13 will be required. Individuals will end their current contract no later than June 7 and be paid salary up to leaving and pro-rated vacation accordingly (accrued vacation). They will have to pay for their iqama flight (= end of contract flight) and will be reimbursed for flight at a pro-rated amount on return (e.g., if you are here for 6 months and take this option, you will get 6/12 or � flight), plus pro-rated end of contract benefits and the additional 14 days. Return flight to KSA will be booked and paid by company. Summary details:

Shift accrued contractual vacation to summer and combine with securing of iqama
Up to 44 days paid vacation, depending on amount accrued, starting no later than June 7
Return no later than August 13
Contract renewal as of return
Iqama costs reimbursed
Flight home: paid by candidate, reimbursed at pro-rated rate; return to KSA for renewed contract paid by company
Pay to last work day in summer; pro-rated salary for vacation earned; remainder and other expenses paid on return over up to two months


Option 4:
Canadian Option
This option is for Canadians only. Canadians have had difficulty getting visas/iqamas because of international political issues. We have learned that it is possible to secure these documents in 45 days, with thorough preparation. Individuals in this option will get 45 days paid vacation (accrued time plus remainder up to 45 days). Renewal of contract for 2012-13 will be required. Individuals in this option will end their current contract no later than June 7 and be paid salary up to leaving and pro-rated vacation accordingly (accrued vacation). They will have to pay for their iqama flight (= end of contract flight) and will be reimbursed for flight at a pro-rated amount on return (e.g., if you are here for 6 months and take this option, you will get 6/12 or � flight), plus pro-rated end of contract benefits and the remainder of vacation up to 45 days. Note: Canadians who take a work visit visa and not an iqama on this option will not be able to travel outside the country during their service 2012-13. Return flight to KSA will be booked and paid by company. Summary details:

Shift contractual vacation to summer and combine with securing of iqama
45 days paid vacation (including accrued), starting no later than June 7
Return no later than August 13
Contract renewal as of return
Iqama costs reimbursed
Flight home: paid by candidate, reimbursed at pro-rated rate; return to KSA for renewed contract paid by company
Pay to last work day in summer; pro-rated salary for vacation earned; remainder and other expenses paid on return over up to two months


Option 5:
See Contract to End with Non-Renewal

Those in this option will not renew their contracts for 2012-13, either by choice or by company decision, but must see their present contracts through on their current terms, with no shift of vacation, to secure full benefits. That is Option 5 ≠ Option 1 or Option 2, and ≠ resignation. Summary details:

Complete contract as per normal
See current contract through to end
Take contractual vacation as is in 12th month.
Non-renewal of contract
Flight home: paid by company, taken as final 2011-12 ticket
End of contract payout as per normal

Answers ahead of time to questions that might arise:

1.The options require split pay and closeout across the summer and return and pro-rated pay for time accrued. Why? By law we can pay out only what has accrued. Vacation accrues, e.g., at 2.5 days per month worked.
2.Options 1-4 require me to pay flight ahead and be reimbursed on return. Why? As per the previous, by law we can pay for only what has accrued at the time of departure. We also need assurance of return. Note that we pay fully and ahead for your return to KSA.
3.I want to work in the summer but have a shortened contract (i.e., Option 1 plus Option 2). Can I? Only if completing contract from June-September under Option 1. This is because you need to complete your contract to get full benefits (per Option 1). Option 2 requires that you take a shortened current contract and not work.
4.Why do I have to return by August 13? This is the date universities have given us for the start of orientations. Also, August 13 is prior to Eid and Saudi law requires employees to be present before Eid in order to receive Eid benefits.
5.I am not a Canadian, but I like the Canadian Option. Can I take the Canadian option? No. If you are not a Canadian, you may not suddenly become a Canadian.
6.I want to finish my current contract and then take a job elsewhere and so not renew. What do I do? Take Option 5. Can I take Option 1? No. You have to renew with Options 1-4.
7.Can I just resign? Of course, at any time, but as you know, there are procedures and other consequences for resignations. Please let us know if this is what you want to do.
8.Can I combine options or make up my own option? No. But my preferred option is not on the list. What should I do? Ask.
9.I have special circumstances. What should I do? They have to be very special to be considered, given that we have offered 5 ways to proceed. List them on the option form or contact us and ask. We will try to accommodate everyone as we are able.
10.I don�t understand any of this. It is too detailed and I am tired of reading it. Sorry, but with >500 teachers at very different places, we have to have a complex return plan. Please be conscientious. The options are very clear as soon as you read them. But please read them. Or -- ask.

[fledex]

Last year these were not really options. Teachers were told which option they would be in. A few argued and were able to change their assigned option, but most were forced into one. Is it still true this year, that the options are for management decision, not for teacher decision?

[EnglishDoYouSpeakIt]

[fledex]

Didn't have to take a poll last year. The options came out in an email one day, and a few days later another email was sent to teachers in various option groups telling them which option they were in. There was no choice on the teacher's part. It was management option, not teacher option.