Korean Job Discussion Forums

[Petey Wheatstraw]

I'm planning to come to Korea for the New Year and I want to take a job teaching adults. I have a year's experience teaching in Korea, but I found the disciplining of children to be really exhausting. As such, I'm wondering if anyone out there can comment on what type of outfit "English Channel" is? They seem great based on the ads, but that doesn't mean so much, now does it? I have personal and trustworthy accounts of the Pagoda chain and I wanted to know if anyone can provide any sort of comparison between those two companies.

R.S.V.P. and Thank You,

Peter

[Hyeon Een]

[garykasparov]

English Channel is Crap
____________________

1 ) 10 days of unpaid vacation leave
2 ) 03 day training period is unpaid
3 ) English Channel deducts slightly below 5% for income tax
4 ) 2,000,000 base salary {crappy base salary}
5 ) Paid 15,000 for substituting outside eight ( 8 ) hour days (Therein lies a violation of labor law.)
6 ) The language trainer must apply for vacations 45 days in advance. {This is a little steep}
7 ) Lab coats
8 ) There is a ceiling of 700.000 won on this reimbursement. {They're not GEPIK. This is cheap!}

[Whistleblower]

Wall Street Institute (www.wsikorea.com) is much better for full time teachers:

1) 2,300,000 Base Salary (more salary with experience, qualifications)
2) 1 day paid leave per month
3) Paid national holidays
4) Maximum of 6 lessons per day (Normal day 4/5 lessons)
5) All tax, pension, health contributed
6) Bonus every 3 months (depends upon performance)
7) Company workshop every year (Cebu, Thailand, etc)
Paid training
9) No lab coats
10) No silly deductions

Better benefits and more respect for teachers with Wall Street Institute. Need I say more?

[regicide]

[Young FRANKenstein]

[twg]

[ashishkebob]

1. Great Students who are enthusiastic to speak clearly.
2. Good hours with 6 months of split (you can go to the gym or work on your hobby in the day) and six months of block, where you can be lazy and sleep too much again.
3. Lab Coats, although different, provide a fun and humorous way to enjoy your job. Your attitude counts a lot at EC. If you always complain, then you will hate the job. But if you learn to love your job, despite its unique dress code, then you will be happier.
4. The money is good, after working a few saturdays, or doing overtime. You can save a good amount, depending on your habits. People complain about the hours they work, but there is also a lot of free time, because of absences or whatever.
5. Free Television and internet to enjoy on your free time.
6. Comfortable Couches and Beds to recline on when not teaching.
7. Good coworkers, where half are Korean, and you can practice your Korean language.
8. The apartment is paid for.
9. Cell phone is provided
10. Free Coffee/green tea and Free Cold Water
11. Air-Conditioned offices with comfortable leather seats
12. Your own free locker to place your belongings
13. Nice Staff, who you can get along with, as long you treat them with respect and have open communication.
14. On time pay.


15. Unpaid vacations are the only downpoint, but, that means more money for you in the bank. You can vacation to your hearts content after your fat severance and pension after one year. Time goes fast.

I think English Channel is a great place to work at with good people and good friends made along the way. I've had many good experiences that outweigh the bad. All jobs have its ups and downs, but overall, your job is what you make of it. So be positive, smile a lot, and do your best, because in the end, your students speaking english clearly is your best reward and joy.

[birdflower]

Different posters, from different time periods, have all said that English Channel is a bad place to work.

1) http://forums.eslcafe.com/korea/viewtopic.php?t=57787&postdays=0&postorder=asc&highlight=english+channel+learn&start=15
2) http://forums.eslcafe.com/korea/viewtopic.php?t=74883&highlight=
3) http://forums.eslcafe.com/korea/viewtopic.php?t=74299&highlight=
4) http://forums.eslcafe.com/korea/viewtopic.php?t=76761&highlight=
5) http://forums.eslcafe.com/korea/viewtopic.php?t=77018&highlight=

English Channel's policy of not paying their teachers their last pay check on their last day of work but after they have left the country is a big red flag. As for the idea of staying in Korea to wait for your last pay check, you can not do that as they force their teachers to leave their apartment once they are done working. Where's my f---- hard earned money?!!

[jangsalgida]

[macaronique]

How does unpaid vacation work do the take it out of your salary? Specifically English Channel and Pagoda.

[gmat]

Huh? If you don't work (while on vacation), you don't get paid for those hours. You paycheck will be less, obviously.

[Young FRANKenstein]

[garykasparov]

DIRECT KOREA, INC. ( Direct English )


1st YEAR
EMPLOYMENT AGREEMENT


Direct Korea, Inc.
Seoul, Korea
Direct Korea, Inc.
Employment Agreement

POSITION: Instructor

The following agreement is made between the parties as listed and supersedes any previous agreement made between the parties.

EMPLOYER EMPLOYEE
Direct Korea, Inc. XXXX, XXXX
Seoul (XXXXX) XXXX

IN CONSIDERATION OF the matters described above and of the mutual benefits and obligations set out in this Agreement,
which have been considered sufficient, the Parties to this agreement as follows:

I. TERM OF CONTRACT
A. The employee will commence employment with the Employer on the 16th day of May 2007 (�the Commencement Date�). Subject to termination as provided for in this Employment Agreement, the term of this contract will be in effect for a period of one year starting on the Commencement Date, and ending on the XX day of XXXXXX XXXX (the �Expiration Date�).

II. RENEWAL OF CONRACT

A. The Employer reserves the option to renew the contract, provided that the Employee agrees to the renewal.

B. The Employer will give the Employee a forty-five (45) day notice before the renewal or non-renewal of the Employee�s current contract.

C. The Employee will inform the Employer of their intentions and/or desire to resign or extend this agreement a full sixty (60) days before the Expiration Date.

D. Various provisions of this Employment Agreement extend past termination or expiration of this Employment Agreement.

III. TRAINING PERIOD

A. The Employee is required to report in person to the Employer�s main branch in Kangnam no later than five (5) days prior to the start of his/her first day of teaching. The Employee will be required to go through a training program for a minimum of three (3) days but can be extended depending on the performance, which will be gauged and judged by the Trainer and Center Manager, during the training period.

B. The Employee will receive a minimum of four (4) hours of training per day for two (2) to three (3) days and will be paid W10,000 per training day. This amount will be paid on the 10th of the first month.

IV. EMPLOYEE � POSITION & DUTIES

A. Conduct

1. The Employer will employ the Employee as an English Language Instructor who will always be well-prepared to conduct professional, effective English language classes to the standards of Direct Korea, Inc. in order to satisfy and meet the needs of all clients.

2. The Employee will inform the Center Manager if the student should be re-placed into another level or should be taking another program. The Employee is strictly prohibited from mentioning this to the student.

3. The Employee will use the tools and curriculum of Direct Korea, Inc. and will not slander the Employer or curriculum in anyway.

4. The Employee will cooperate with the Center Staff by performing all assigned tasks efficiently and expeditiously, including Oral-based Interviews when asked by the Center Staff.

5. Employees are not allowed to switch shifts or classes with another Employee within the Center without the permission of the Manager.

6. The Employee will be subject to the general supervision of and act pursuant to the orders, advice, and direction of the Employer, including, without limitation, warnings, both verbal and written, and retraining at the Employer�s request. The Employer will not be required to provide any compensation, monetary or otherwise, to the Employee for retraining.

7. The Employee will act with the appropriate sense of responsibility and professionalism in regards to all matters at the Center of employment.

8. The Employee will be understanding, flexible and professional when a situation arises which is both out of the Employee�s and Manager�s control (i.e. schedule changes when a new Center opens)

9. The Employee will cooperate with the workings of the Center to the best of one�s ability to ensure a smooth running operation

10. The Employee will strive to create an environment conducive to learning and will have interest, enthusiasm, flexibility, and optimism in motivating all students.

11. The Employee will work in tandem with the Bilingual Tutor (KT) to ensure the best results for all students.

12. The Employee will only speak English in the Center.

13. The Employee will not contact students outside of the Center and are prohibited from dating customers.

14. The Employee is strictly prohibited from eating while in class.

B. Dress

1. The Employee will conduct him/herself and dress in a manner befitting and conducive to the professional environment of the Employer.

2. Male Employees will wear dress shirts, ties, dress slacks, dress shoes, and socks at all times during their shifts.

3. Female Employees will wear dress slacks, dress skirts, dresses, blouses, dress shoes and socks/stockings at all times during their shifts.

4. Hats, bandanas, tee shirts, sandals, and all types of jeans will not be permitted to be worn at any time during one�s shift.

5. All Employees must maintain a completely professional appearance at all times when working.

6. Employees are permitted to wear only one set of earrings.

7. All Employees are required to wear one�s nametag during one�s shift.

8. Not abiding by the dress standards required by the Employer will be reflected in the Employee�s Evaluations and could be grounds for dismissal if the Employee consistently does not or refuses to abide by the dress standard.

C. Work Schedule and Tardiness

1. Shifts are scheduled at the Manager�s discretion with seniority taken into consideration and all Employees must work the shifts assigned to them.

2. The Employee must arrive at the school fifteen (15) minutes before one�s designated shift starts.

a. Employees will not be tardy for any class or meeting.

b. If the Employee is late for a class, they will be fined W1,000 per minute for that class. If the entire class is missed, the Employee will be required to reimburse the students� tuition for that class. All penalties will be deducted from the Employee�s next month�s salary.

3. The Employee must receive permission from the branch manager if he/she wishes to leave the center before his/her designated shift is complete.

4. All Employees are required to punch-in/out using their Time Cards

5. At the end of each shift, the Employee must sign-off on the DEMIS Time sheet at the Front Desk.

6. There are no defined separate breaks or a defined lunch/dinner time unless designated by the Manager.

D. Absences

1. All absences will be counted as �used� vacation days.

2. When a situation arises where absence is inevitable, the Employee is responsible for making appropriate arrangements for a substitute who must be found within the Center or with the help of the Manager. All substitutions must be approved by the Manager.

3. An Employee who substitutes for another Employee within the same Center will receive one�s own pay rate and not that of the absent Employee.

4. In the case that an Employee is unable to come to work because of illness or an accident, he/she is required to contact the Center Manager as early as possible and must submit a doctor�s note.

a. All sick days will be counted as �used� vacation days.

b. If an Employee fails to notify the Center Manager of an absence or is unable/unwilling to produce documentation (e.g. official doctor�s note), the Employee will lose any entitlement to vacations and if the behavior happens more than once, will be immediate grounds for termination.

5. If a student withdraws from a class and requests a refund for their tuition because the Employee is late to work, he/she will be given a verbal warning. If such an incident occurs a second time, this will be grounds for immediate termination of this Employment Agreement.

E. Evaluation

1. The Employee will be subject to periodic reviews of his/her job performance, including, but not limited to, in-class assessments and monthly evaluations.

2. Evaluations will only be conducted for those Employees working for six (6) months or longer; or if deemed necessary by the Manager.

3. With the exception of an Employee�s first month of employment with the Employer, evaluations will be conducted on a monthly basis.

4. Evaluations are based on three criteria:

� Manager Evaluations = 40% weight
� Student Evaluations = 30% weight
� Absence, Tardiness, Complaints = 30% weight

a. Each absence will result in 5 points being subtracted from the final evaluation score for the month.

b. Each late will result in 3 points being subtracted from the final evaluation score for the month.

c. Every serious complaint, after investigated and confirmed will result in 5 points being subtracted from the final evaluation score for the month.

5. All increases in pay will be determined according to the results of the Evaluations (Please see Section V. Employee Compensation & Hours � Article E-4)

F. Meetings and Re-Training

1. The Employee will attend all official meetings called together by the Center Manager and/or Direct Korea Management Team at Headquarters (The Employee will not be paid for attending official meetings).

2. The Employee is required to attend intermittent training sessions and workshops throughout the term of his/her contract should the Branch Manager or Management Team deem necessary to improve the Employee�s professional abilities (The Employee will not be paid for attending workshops or seminars).

V. EMPLOYEE COMPENSATION & HOURS

A. The Employee is required to teach twenty-five minute, fifty-minute long and fifty-five minute long classes during an 8 hour block shift or during two four hour block shifts per day. Only by being available to teach for the duration of his/her designated eight-hour working day for the entire month will the Employee be eligible to receive the guaranteed minimum salary and full split-shift bonus. If the Employee has not worked all working days then the minimum salary will be calculated using a daily rate or an hourly rate. The Employee is required to work between the hours of 07:00 and 21:30 with the Employer determining the work schedule. Interviews are not included in teaching hours.

B. The Employee is required to teach either: two (2) Saturday classes per month or a rotating Saturday schedule which is decided by the Manager during the duration of this Employment Agreement.

C. The Employer will pay the Employee W8,500 per Regular Tutorial Class (25 minutes) taught, W20,000 per Topic Class (55 minutes) taught, W17,000 per Conversation Class (50 minutes) and W20,000 per Special class (50 minutes) taught. All Saturday classes are paid at the rate of W20,000 per hour.

D. In order to receive the full rate for a fifty (50) minute Regular Tutorial Class, the Employee must teach the student for a minimum of twenty-six (26) minutes in order to receive the full rate for the class. If the student arrives late and has class for twenty-five (25) minutes or less, the Employee will receive half the rate for the entire fifty (50) minute class.

E. In order to receive the full rate for a Topic Class, the Employee must teach the student for a minimum of fifteen (15) minutes. If the student arrives late and has class for fourteen (14) minutes or less, the Employee will receive the full rate for one twenty-five (25) minute block and fifty percent (50%) for the second block.

F. If the student is absent the Employee will receive fifty percent (50%) of the hourly pay for all classes.

G. The Employer will pay the Employee W1,000 for each Oral-Based Interview Test (OBT) conducted. If the OBT exceeds ten (10) minutes, the Employee will be paid W2,000 per OBT.

H. Pay Increase

1. Pay increases are applicable only for Employees who will be fulfilling a six (6) to twelve (12) month contract.

2. The Employee will be eligible for a pay increase after six (6) months from the starting date of this Employment Agreement. The Employee is eligible for pay increases every six (6) months after the successful completion of the first six months of this Employment Agreement.

3. Pay increases are applicable to Regular tutorial and Conversation classes taught by the Employee.

4. Pay increases are applicable to Topic and Special classes for Employees who have been working for more than one (1) year.

5. Pay increases will be determined by job performance based on the Employee�s Evaluations:

a. 95% and higher = W1,000 / hour salary increase / class
b. 90 � 94.9% = W800/ hour salary increase / class
c. 85 � 89.9% = W600 / hour salary increase / class
d. 80 � 84.9% = W400 / hour salary increase / class
e. 79.9% and below = no increase in pay, may require retraining

5. Hourly pay ceiling: W 23,000/ hour

I. Minimum Salary

1. Only Employees who are contracted for six (6) to twelve (12) months are eligible to receive a guaranteed minimum salary.

2. The Employer will pay the Employee a minimum guaranteed salary of W2,400,000 only if the Employee works eight hours per day while fulfilling all working days for the month.

3. If the Employee has not worked all working days then the minimum salary will be calculated using a daily rate or an hourly rate.

4. Subtractions to the minimum salary will be made for tardiness, vacation, absences, and retraining.

J. The Employer will compensate the Employee with a bonus of W150,000 per month when working a split-shift (07:00-11:00, 17:30-21:30). This split-shift compensation is included in the Employee�s guaranteed minimum salary. An Employee who switches from a split-shift to a block-shift (07:00-15:00 or 13:30-21:30) will no longer be eligible to receive the split-shift bonus.

K. The Employee has the right to refuse to teach more than eight ( hours per day (Chapter 4 Article 49 of the Korean Labor Law). Such refusal will not be grounds for termination of the contract, but may be taken into account by the Manager when evaluating job performance and may possibly be considered grounds for non-renewal of this Employment Agreement.

L. The Employer is entitled to deduct from the Employee�s compensation any applicable deductions and remittances as required by Korean law. Such deductions will be fully disclosed to the Employee and made available for review.

M. Any monies due to the Employee for one full month of work will be paid on the tenth (10th) of the following month. If, due to civic holidays or other circumstances, it is impossible to pay compensation to the Employee on this day, the Employer shall pay compensation no earlier than one (1) day before or no later than two (2) days after the tenth (10th) of the month.

N. Emergency Pay / Overtime

1. An Emergency Pay rate (W10,000 / 30 minute class) will be paid to the Employee if he/she is informed in less than thirty-six (36) hours to cover the class(es) of another Employee who is either sick or unable to come to work for whatever reason.

2. An Employee who covers the shift of another Employee who is on vacation is not eligible to receive Emergency Pay and will receive their normal pay rate for classes covered.

3. An Employee who teaches more than the required eight ( hours per day will receive an additional W1,000 for all classes taught on top of their pay rate for the class(es) as Overtime Pay.

O. Severance Pay

1. Only Employees who will be fulfilling a twelve (12) month contract are eligible for severance pay

2. Severance pay will be paid upon the full completion of the one-year contract period and full discharge of the duties as per the Employment Agreement. Severance pay will be paid within fourteen (14) days following the completion of the contract.

P. Pay Advances

1. Pay advances will be applicable only for those Employees who will be fulfilling a twelve (12) month contract.

2. If the Employee elects, in the first initial month of employment, the Employee can receive an advance equal to but no more than fifty (50) percent of what they have earned for that month

3. Pay advances, after the Employee�s initial month of employment, will be up to the discretion of the Manager.

4. Direct Korea, Inc. does not provide loans to Employees.

Q. After the successful completion of this Employment

Agreement, if the Employee chooses to take an extended vacation before returning to work for Direct Korea, Inc., the Employee must return within a sixty (60) day period in order to receive the same pay rate and housing allowance that the Employee was receiving at the end of this Employment Agreement. However, the Employee will not be guaranteed the same shift which was worked at the end of this Employment Agreement. If the Employee returns to work for Direct Korea, Inc. after the sixty (60) day period, they will not be eligible to receive the pay rate, housing allowance received at the end of this Employment Agreement.

VI. TAXES ON PAY

A. National Pension

1. As mandated by Amendment #102 of the National Pension Law passed on August 8, 1995, a National Pension Tax for all legal aliens employed by Direct Korea, Inc. will be withheld from the Employee�s wages and forwarded to the government.

2. The Employee will not receive back any contributions into the Korean National Pension Fund unless the Employee�s country of citizenship has a law allowing Korean nationals working in the Employee�s country to obtain refunds at the end of the Korean national�s stay for the amount of total contributions.

B. Tax System

1. Every month, the Direct Korea, Inc. Accounting Department will withhold and forward all the appropriate taxes to the Korean IRS. The amount withheld and forwarded will depend upon the Employee�s total monthly earnings.

2. Direct Korea will three (3) different kinds of taxes from the Employee�s paycheck every month:

a. Income Tax

i. Income Tax is taxed at variable rate depending on the Employee�s income.

ii. The rate is calculated according to an income tax table distributed by the Korean IRS, typically around 10%. The more the Employee earns, the higher the Employee�s tax bracket

b. Resident Tax

i. Resident Tax is taxed at the rate of one percent (1%) of the Employee�s total income.

c. National Pension Tax

i. National Pension Tax is taxed at a nine percent (9%) rate of the Employee�s projected monthly earnings during the period of the Employment Agreement.

ii. Direct Korea, Inc. will pay half of the nine percent; therefore, the Employee will pay 4.5% of his/her projected earnings for the National Pension Tax.

iii. The Employer will file the Employee�s tax return every February. If the Employee has underpaid taxes, any excess amount the Employee owes will be withheld from the Employee�s next month�s paycheck. If the Employee has overpaid taxes, the Employee will receive a tax return in May.

iv. When the Employee�s current Employment Agreement expires, Direct Korea, Inc. will calculate the Employee�s taxes and accordingly withhold any underpaid amount from the Employee�s taxes and accordingly withhold any underpaid amount from the Employee�s last month�s paycheck or return any overpaid amount within ninety (90) days to an someone designated by the Employee or to an account of the Employee�s designation.

3. Severance Pay will be subject to the appropriate taxes.

VII. AIR FARE

A. If the Employee will be fulfilling a twelve (12) month working period and is residing outside of Korea when this Employment Agreement is signed, the Employer will reimburse the Employee the cost of an economy class one-way airplane ticket, on a carrier of the Employer�s choosing, to Seoul from the city in which the Employee is residing.

1. All decisions regarding this ticket, including route, stopovers, and class, will be made solely at the Employer�s discretion.

2. Beyond the airfare and applicable taxes, the Employer will not be responsible for reimbursing the Employee for any other expenses incurred while traveling pursuant to the Employer�s directions.

3. This reimbursement is dependent on the Employee having a working E-2 Visa with the Employer before entering Korea.

4. A receipt is mandatory for reimbursement and will be paid be approximately fifteen (15) to thirty (30) days after the Employer has received the receipt from the Employee upon arrival in Korea.

B. If the Employee is residing in Korea when this Employment Agreement is signed, the Employer will provide the Employee with a round-trip airplane ticket to Japan, on a carrier of the Employer�s choosing, and accommodations, only when an overnight stay is required and is signed-off by the Employer, for the sole purpose of obtaining a working visa and related documents necessary to fulfill the terms of this Employment Agreement.

1. All decisions regarding this ticket, including route, stopovers, and class, will be made solely at the Employer�s discretion.

2. Beyond airfare and applicable sales taxes, the Employer will not be responsible for reimbursing the Employee for any other expenses incurred while traveling pursuant to the Employer�s directions.

VIII. TEMPORARY ACCOMODATIONS (OVERSEAS HIRES)

A. The Employer will pay for lodging for the first five (5) nights of the Employee�s stay in Seoul at a facility chosen by the Employer. After five (5) nights of lodging, the employee will be completely responsible for all lodging costs.

B. If the Employee terminates this Employment Agreement at any time the Employee will be required to reimburse the Employer for all lodging costs.

C. Both the Employer and Employee agree to cooperate in good faith to expediently locate suitable permanent housing for the Employee as soon as possible after the Employee�s arrival in Korea.

IX. HOUSING

A. Security Deposit, Apartment Lease Agreement, Rent, and Utilities

1. Only Employees who will be fulfilling a twelve (12) month Employment Agreement are eligible to receive a Security Deposit upon signing of the Apartment Lease Agreement, a contract made between the Employee and Direct Korea, Inc. specifying conditions that both parties must meet if the Employee accepts the Security Deposit or furnishings.

2. The Employer will pay up to W5,000,000 as a Security Deposit on an apartment of the Employee�s choosing. The deposit will be returned to the Employer at the expiration of the Apartment Lease Agreement, Employment Agreement, or upon termination of this Employment Agreement.

a. This clause will not apply in the case where the Employee renews an Employment Agreement with the Employer with terms less than twelve (12) months unless the property owner agrees to sign a lease with Direct Korea, Inc. for a term less than one (1) full year.

3. If the Employee receives the Security Deposit, he/she will be required to pay Direct Korea, Inc. a Housing Deposit that is equivalent to two months rent. The Employee has two options:

a. Pay the full amount or have advanced the full amount of the deposit out of the Employee�s first months paycheck.

b. The Employer can deduct the amount of the Housing Deposit over a four (4) month period starting from the Employee�s first paycheck.

c. After all accounts have been settled in full, the Housing Deposit, minus any outstanding bills, if any, will be wired to an account designated by the Employee with any wire fee to be paid by the Employer. The Employee may also designate someone to receive the remaining Housing Deposit on the Employee�s behalf as long as the identity of the person is confirmed through a written notice. This clause will not apply to Employees who do not receive a security deposit and have made separate living arrangements from Direct Korea, Inc.

4. Upon completion, or violation, of the Apartment Leasing Agreement, the Employee is required to return apartment keys to either the Housing Manager or Landlord. All Employees will comply with showing new potential tenants the housing unit occupied by the Employee.

B. Housing Allowance

1. If the Employee finds housing in cooperation with the Employer and is provided with the Security Deposit, a monthly Housing Allowance of W100,000 will be provided with the Employee�s monthly paycheck.

2. If the Employee currently resides in Korea when this Employment Agreement is signed and is in a housing situation in which the Security Deposit is not needed nor required, Direct Korea, Inc. will pay the Employee a monthly Housing Allowance of W250,000 which will be included with the Employee�s monthly paycheck.

3. If the Employee successfully completes this Employment Agreement, the Employee, will eligible for a raise in his/her housing allowance of up to W50,000 per month.

C. Furnishings

1. In the case the Employee is provided with any of the W5,000,000 from Direct Korea, Inc. as a Security Deposit, the Employer will provide four furnishings for the Employee�s apartment; a bed, refrigerator, gas range, and a washing machine.

2. The Employee will not be eligible to receive furnishings from the Employer if the Employee does not receive the Security Deposit from Direct Korea, Inc.

3. The repair costs of furniture items which are damaged �under normal conditions� will be covered by the Employer for the initial six (6) months of the Apartment Lease Agreement. After the initial six (6) months, any costs to repair furnishings due to damage �under normal conditions� will be split 50:50 between Direct Korea, Inc. and the Employee.

D. Real Estate Agent�s Fee

1. The Real Estate Agent�s Fee will only be paid by the Employer if housing is contracted by Direct Korea, Inc.

2. If the Employee signs an apartment lease agreement with a real estate agent directly without the Employer, the Employee will be fully responsible for the agent�s fees, contract deposit, and security deposit.

E. Moving Costs

1. The Employer will be responsible for moving costs associated with the Employee�s initial housing situation upon arriving in Korea for the express purpose of working for Direct Korea, Inc.

2. All future moving costs are the sole responsibility of the Employee.

F. Changing Apartments

1. In the situation where the Employee changes housing in the middle of the current Apartment Lease Agreement, the Employee is required to notify his/her intention to move to the Manager in writing at least forty-five (45) days prior to the scheduled date of move.

2. The Employee will be solely responsible for continued payments of rent, utilities, and maintenance fees until the end of the Apartment Lease Agreement.

3. Direct Korea, Inc. will not provide any Security Deposit for the new housing but the W100,000 Housing Allowance will continue to be provided to the Employee.

4. All costs related to the real estate agent�s fees and moving costs will be under the responsibility of the Employee

G. Renewal and Non-Renewal of Apartment Lease Agreement

1. The Employee must submit a written notice to the Manager forty-five (45) days in advance if they wish to stay with the same living arrangement at the end of one�s contract term.

2. If the Employee is provided with the Security Deposit, and is not renewing the Apartment Lease Agreement, the Employee is obligated to vacate the apartment with all personal belongings on the date set by the Manager.

3. If the Employee wishes to renew the Employment Agreement for less than a twelve (12) month period and wishes to receive any amount of the Security Deposit after the completion of the current agreement, the Employer must be able to sign a lease with the property owner to the effect that Direct Korea, Inc. will receive the full amount of the Security Deposit immediately after the Employee vacates the premises of the housing unit. If the property owner refuses to agree to such lease terms the Employee will not receive any Security Deposit from the Employer and is wholly responsible for housing arrangement separate from Direct Korea, Inc.

4. After all accounts have been settled in full, the Housing Deposit, minus the amount for any outstanding bills, if any, will be wired to an account designated by the Employee, with any wiring fee to be paid by the Employer, or to a person of their choosing as long the identity of the receiver has been given in a written notice to the Manager.

5. Employees who do not receive the Security Deposit and have made living arrangements separately from the Employer will not receive back any Housing Deposit.

X. HEALTH INSURANCE

A. The Employer will pay fifty percent (50%) of the premium for the Employee�s health plan if he/she is fulfilling an Employment Agreement for a twelve (12) month period. The health plan will be chosen by the Employer and is administered through Direct Korea, Inc. Participation in a health plan is required by Korean law.

B. If desired, the Employee is allowed to apply for additional health plans and coverage along with the required Health Plan designated by the Employer, but the Employee will be solely responsible for all costs associated with additional coverage outside of the required Health Plan.

XI. VACATION

A. The Employee may use twenty (20) working days as vacation per year if they are fulfilling a twelve (12) month Employment Agreement and only after the initial three (3) months of employment.

B. No vacation can exceed five (5) workings days and none can be used during the final month of the Employment Agreement.

C. Employees will not be allowed to take �half days� off. Any day where a vacation is used, regardless of the number of hours for the day used, will be counted as a full �used vacation� day.

D. Vacation is not permitted during the peak months of July, August, January, and February. Exceptions will be made at the sole discretion of the Employer.

E. Employees will not receive pay during a vacation period; however, as a bonus, the Employer will pay the Employee W30,000 per vacation day not used at the end of a one-year Employment Agreement.

F. All vacation requests must be submitted to the Manager forty-five (45) days before the desired period and is granted solely at the discretion of the Manager and other Employees.

G. The Employee must cooperate with the Manager regarding scheduling when another Employee is on vacation.

H. The Employee cannot have consecutive vacations � the period between vacations must be a minimum of twenty working days.

I. In the case of absence by the Employee, that day will be counted as a �used� vacation.

J. If the Employment Agreement is renewed or extended after the completion of this agreement, any accrued vacation time will not roll over nor will it be applicable to the new terms of the Employment Agreement.

XII. TERMINATION OF THE EMPLOYMENT AGREEMENT BY THE EMPLOYEE

A. If, for any reason, the Employee chooses to terminate this Employment Agreement before the full completion of the contract period, the Employee must give the Employer a minimum forty-five (45) days written notice.

B. If, for any reason, the Employee chooses to terminate this Employment before the full completion of the contract period, the Employee will forfeit his/her severance and accrued vacation pay and will be wholly responsible for any remaining rent for the duration of the Apartment Lease Agreement. Furthermore, the Employer will withhold from the Employee�s last month�s pay the amount equivalent to the real estate agent�s fees previously provided to the Employee.

C. If, for any reason, the Employee chooses to terminate this Employment Agreement during the first six (6) months of the term of the contract, the Employer will withhold an amount equivalent to the amount of airfare provided to the Employee. If, for any reason, the Employee chooses to terminate this Employment Agreement after the first six (6) months and prior to the completion of the terms of this agreement, the Employer will withhold an amount equivalent to half the amount of the airfare provided to the Employee.

D. Within fourteen (14) days of the termination of this Employment Agreement by the Employee, the Employer will withdraw sponsorship of the Employee�s legal status within the Republic of Korea and so inform the Seoul Immigration Office.

XIII. TERMINATION OF THE EMPLOYMENT AGREEMENT BY THE EMPLOYER

A. The Employer retains the right to dismiss the Employee resulting in the voidance of this Employment Agreement if, for any reason during the period of this agreement, the Employee is unable to meet the conditions as described in this contract. The Employer�s decision will be final in such matters.

B. Acts of misconduct which may call for warning procedures include:

1. Refusing to cooperate with the Manager, staff, and/or other Employees.

2. Negligence.

3. Leaving the Center during one�s eight ( hour shift without the permission of the Manager.

4. Unsatisfactory work performance.

5. Unauthorized absence and/or oor timekeeping

6. Abusive/offensive/divisive language or behavior.

7. Failure to conduct one�s self in the best interest of the
Employer.

8. Not abiding by the required dress standards as laid out in this Employment Agreement.

C. Warning Procedure

1. Oral Warning: The Manager will give the Employee a verbal warning either when work performance is unsatisfactory or when misconduct occurs. In the case of unsatisfactory work performance, the manager will inform the Employee of required standards and will explain how and to what extent the Employee is falling short of those standards along with a time frame in which he/she is expected to achieve these standards.

2. Formal Warning: If there is further misconduct or unsatisfactory work performance, the Manager will warn the Employee verbally and in writing against further misconduct or unsatisfactory work performance. In the case of unsatisfactory work performance, after discussion with the Manager, the Employee may be required to attend retraining and will not be allowed to return to work until retraining has been completed. The Employee will not be compensated monetarily during the retraining period.

3. Final Warning: A written warning, clearly stating that further misconduct or failure to achieve the required standards or work performance may result in termination of this Employment Agreement, along with a meeting with the Direct Korea, Inc. Management Team as a final warning.

D. Grounds for �Immediate Termination� which will void this Employment Agreement include:

1. The Employee is unable to discharge the responsibilities as set out in this Employment Agreement.

2. Teaching in contradiction to the Employee�s visa status (i.e. private tutoring), which is illegal under the Korean Immigration Laws.

3. Theft, damage to or illegal use of the property of Direct Korea, Inc. or that of another Employee.

4. Possession or use of intoxicants, either alcohol or illegally obtained drugs while on the premises of Direct Korea, Inc. or repeated absence from work due to indulgence in alcohol. If it comes to the knowledge of Direct Korea, Inc. that the Employee has used illegally obtained drugs, he/she will be reported to the police immediately.

5. Serious negligence causing unacceptable loss, damage, or injury.

6. Knowingly falsifying any employment application form, employment record, expenses claim or other Direct Korea, Inc. statutory record.

7. Falsely reporting illness or the willful abuse of sick leave privileges.

8. Unnecessarily boisterous, abusive, violent or careless behavior in the work area, or distracting or hindering others, including fellow Employees or students.

9. Removal of any Direct Korea, Inc. property from Direct Korea, Inc., premises without permission.

10. Poor timekeeping or frequent tardiness/absences after being warned.

11. Failure to carry out reasonable orders or tasks without good cause.

12. Racial or sexual harassment.

13. Continued unsatisfactory work performance and/or frequent student complaints.

14. Borrowing money from students.

E. Termination Responsibilities

1. The Employee will pay any and all outstanding rent, utilities, maintenance fees, and real estate agent�s fees if the Employee or Employer terminates this Employment Agreement before its completion.

2. If, for any reason, the Employee or Employer chooses to terminate the employment agreement during the first six (6) months of the term of the employment agreement, the Employer will withhold an amount equivalent to the amount of airfare previously provided to the Employee. If, for any reason, the Employee or Employer chooses to terminate the employment agreement after the first six (6) months and prior to the completion of the term of the employment agreement, the employer will withhold an amount equivalent to half the amount of airfare previously provided to the Employee.

3. Within fourteen (14) days of the termination of this Employment Agreement, the Employer will withdraw sponsorship of the Employee�s legal alien status within the Republic of Korea and so inform the Seoul Immigration Office.

4. In case of termination for any reason, the Employee is required to sign a Notice of Termination and accompany a Direct Korea, Inc. staff member to the Seoul Immigration Office to notify the Seoul Immigration Office of the termination.

5. Notwithstanding the date of termination, the Employee will diligently execute and complete his/her employment responsibilities at the reasonable direction of the Employer. Failure to responsibly execute his/her obligations to the Employer during the notice period will be considered an abandonment of his/her obligations and will be sufficient cause for immediate termination of the Employee without compensation or notice. In spite of anything contained in this Employment Agreement to the contrary, in the event that the Employer will discontinue operating its business at the location where the Employee is employed, then, at the Employer�s sole option, this Employment Agreement will terminate as of the last day of the month in which the Employer ceases operations at such location with the same force and effect as if such last day of the month were originally set as the Expiration Date of this agreement.

6. In spite of anything contained in this Employment Agreement to the contrary, the Employer has the sole option to terminate this Agreement in the event that the Employee will, during the term of this agreement, become unable to perform his/her duties, for a period of thirty (30) consecutive days due to ill health, physical or mental disability or for other causes beyond the Employer�s control.

XIV. MODIFICATION OF AGREEMENT

A. Any amendment or modification of this Employment Agreement or additional obligation assumed by either Party in connection with this agreement will only be binding if evidenced in writing signed by each party or an authorized representative of each party.

XV. CONFIDENTIAL INFORMATION

A. In any position the Employee may hold, as a result of the Employee�s employment by the Employer, the Employee may make use of, acquire, or add to information about certain matters which are confidential and the exclusive property of the Employer, including, without limitation, student and employee information, information pertaining to curriculum and programs, and current or potential business interests of the Employer. The Employee will ensure and protect the confidentiality of such Confidential Information as defined by this Agreement. This obligation will continue for a period of five (5) years from the date of the expiration or termination, as the case may be, of this Agreement.

XVI. NON-SOLICITAION

A. The Employee agrees that during the term of his/her employment with the Employer, and for a period of three (3) years after the end of that term, the Employee will not in any way, directly or indirectly:

1. induce or attempt to induce any employee or contractor of the Employer to quit employment or retainer with the Employer;

2. otherwise interfere with or disrupt the Employer�s relationship with its employees and contractors;

3. discuss employment opportunities or provide information about competitive employment to any of the Employer�s employees or contractors; or

4. solicit, entice, or hire away any employee or contractor of the Employee

XVII. OWNERSHIP OF PATENTS AND/OR COPYRIGHTS

A. Direct Korea, Inc. will own all past, present, and future patents and/or copyrights for any inventions and any printable and/or publishable material produced by an employee of Direct Korea under the direct supervision of Direct English during the term of the agreement.

B. This Agreement will not apply in respect of any intellectual property, process, design, development, creation, research, invention, know-how, trade-names, trade-marks or copyrights for which;

1. No equipment, supplies, facilities or Confidential Information of the Employer was used.

2. Was developed entirely on the Employee�s own time.

3. Does not result from any work performed by the Employee for the Employer

XVIII. GOVERNING LAW & VENUES FOR DISPUTE

A. It is the intention of the Parties to this Employment Agreement that this agreement and the performance under this agreement, and all suits and special proceeding under this agreement, be construed in accordance with and governed, to the exclusion of the law of any other forum, by the laws of the Republic of Korea, without regard to the jurisdiction in which any action or special proceeding may be instituted.

XIX. GOOD FAITH

A. The Employer and the Employee will act in good faith toward each other. The Employer will not dismiss the Employee without what is reasonably considered good cause and the Employee will do his/her utmost to satisfactorily fulfill all the responsibilities and meet all the conditions as described in the above agreement.

XX. FULL KNOWLEDGE

A. The Employee agrees that he/she has read the entirety of this Employment Agreement and taken independent advice upon it

EMPLOYER : DIRECT KOREA, INC.

Employer:
Kyung Sil Park, President Date


Employee:
XXXXXXXX

[hugo_danner]

I looked at them a bit more than a year ago and was strongly warned away. It's a teaching hell hole!