Korean Job Discussion Forums

[wanderingom]

Terms and Conditions:

1. Job Description:

The �employee� will work for the �employer� as an English Instructor. The duties of the �employee� will be as follows:

1. Implementing curriculum given by the school
2. Finding and using materials and resources to better teach the curriculum
3. Grading and evaluation of students
4. Attendance at teacher�s meetings and workshops
5. Reporting to work 2 hours before the first class
6. Other activities directly related to teaching
7. Monthly student management meetings with academic counselors
8. Participating in maximum of 4 school events




The �employee� will not be expected to work outside the place of employment except with:

a) written approval from the Korean Immigration Official

b) approval from the �employer�


3. Period of Employment

Pending the issuance of an E2 visa from Korean Immigration, the �employee� will teach for the �employer� for a period not exceeding one year in accordance with the E2 visa. The period of employment will begin January 2, 2007 and end on January 1, 2008. If this contract ends in the middle of a monthly term, then the �employee� agrees to teach until the last teaching day set by the �employer.�


4. Regular Hours of Employment and Salary:

As a full time instructor, the �employee� will teach Monday to Friday (excluding Saturday and Sunday) for a total of 30 or less hours a week. All classes exceeding 30 hours per week will be considered OVERTIME, and will be paid with the properly issued overtime salary of 20,000won/hour.

School events aforementioned in section 1 are not considered overtime pay.

The base salary paid for regular hours of employment will be 2,100,000 won per month. The salary will be paid to the �employee� once per month without delay on the tenth of each month. The payment will include services rendered from the first day to the last day of the previous month.

* The �employee� may be required to teach overtime (15 hours per week for eight weeks during one contract year).
* The �employee� may be required to work on a Saturday twice a year. In such an event, the �employee� will be provided with a weekday off in the same month.



5. Income Tax

Income Tax will be deducted from the monthly salary according to the Korean Tax Law.


6. Orientation & Training

There may be a maximum of 4 days of orientation/training before the �employee� begins the first teaching month and a maximum of 12 hours of training workshops outside of working hours throughout the contract. The following may constitute orientation/training:

1. School policies and curriculum orientation
2. Observation of classes
3. Group workshops on curriculum/school development



There will be a small compensation for these activities: W4,000 per hour.


7. Health Insurance & National Pension Plan

The �employer� will provide the �employee� with the National Health Insurance in accordance with Korean Law. The �employer� and �employee� will each share 50% of the cost of the National Health Insurance. Every �employee� will also be provided with the National Pension Plan. The �employee� and �employer� will each contribute 4.5% of the �employee�s� salary into the plan.


8. Housing

A single studio apartment is offered to the �employee.� The �employer� will be responsible for the key money and rent and will provide the following furnishings for the apartment: a bed and comforter, a gas hotplate, a kitchen table and chairs, a refrigerator, an air conditioner and television for the living room, kitchen utensils, a washing machine and a clothes rack. The �employee� is expected to acquire all other essentials related to the apartment. The �employee� is expected to pay for maintenance, utilities, and telephone expenses (including the deposit) from the date the �employee� enters the apartment to the date the �employee� vacates.

If the �employee� chooses to find housing on his/her own, a minimum of three months notice is required. A housing allowance of W400,000/month which is taxed will then be added to the salary.

The furniture provided to the �employee� is clean and nice, and must be returned in the same condition on the last day of this contract. Maintenance of and repairs to the apartment, appliances within and heating system due to normal wear and tear will be the responsibility of the �EMPLOYER.� In return the �employee� agrees to respect and care for the apartment.


9. Airfare

The �employee� will be provided with a FREE economy class ticket from the nearest major International airport from their home to South Korea. The plane ticket will be provided to the �employee� before departure to South Korea. If the �employee� decides to resign or the contract is terminated for whatsoever reason and did not finish at least six months of the agreed one-year contract, then the �employee� must reimburse the �employer� for the cost of the plane fare to Korea. At the end of the contract, the �employee� will be provided with a one-way return ticket home or a 500,000 won relocation bonus or a 500,000 won resigning bonus.


10. Severance Pay

Upon completion of this contract, the �employee� will receive one month�s salary as severance pay in accordance with Korean Labor Laws. Under no circumstances will this severance pay be withheld from the �employee� upon completion of the contract.


11. Vacation

The �employee� will be paid for all statutory national holidays and is not expected to work during these days.

The �employee� will also receive a minimum of eight paid working days vacation during one contract year. The exact dates will be determined at the �employer�s� convenience. No deduction will be made to the regular monthly salary during the vacation periods.


12. Sick Days

In accordance with standard sick leave policies in Korea, the �employee� may miss up to three workdays with pay during the contracted year as a result of sickness. The �employee� must notify the school in a timely fashion and provide a doctor�s note stating the nature and severity of the illness. In the event the �employee� is unable to come to work for more than three days as a result of sickness, the �employee� would lose the workday�s pay (calculated by dividing the salary by the number of workdays in the month) or dealt with on a case-by-case basis. Long term or severe illnesses will also be dealt with on a case-by-case basis and may end as a cancellation of the contract in which the �employee� and �employer� agrees together. If an �employee� fails to come to work without proper medical documentation, it will be considered a breach of contract/unexcused absence and W30,000 will be deducted from the �employee�s� pay for each hour not worked.

In the case where the �employee� does not use any of his/her three sick days, the �employee� will receive a bonus of W400,000 upon completion of the contract period or W200,000 for two out of three unused sick days.


13. Rights and Responsibilities

Both the �employer� and the �employee� are to be considered professionals and as such will treat each other with mutual respect and dignity. However, since the �employee� is working under the contract for the �employer,� the �employee� will make every effort to follow the direction, training and supervision of the �employer.� The �employee� will also carry out the teaching assignments given by the �employer� in a professional manner.


14. Dismissal

The �employer� may immediately dismiss the �employee� from employment under the following conditions:

1. Violation of the laws of the Republic of South Korea
2. Teaching classes while under the influence of drugs or alcohol
3. False information provided during the interview process
4. Being late for work or class on a repeated basis
5. Repeated failures to follow the teaching guidelines and school policies
6. Absence from work without valid reason



With the exception of Section 14a, 14b, and 14c, the �employer� will bring the problem of attention to the �employee� and make every attempt to resolve the situation. The �employee� will then follow the direction of the �employer� and make every attempt to correct the problem. However, circumstances beyond the control of the �employee� are exempt from Section 14.

Resignation can take place if the teacher perceives:

1. Continuous disrespect, or negligence of his/her human rights
2. Negligence of the points of this contract by the school
3. Death or severe sickness of an immediate family member or severe illness of the teacher.




15. Termination of Contract

With the exception of Section 14 of this contract, the �employer� or �employee� may cancel this contract with 30 days written notice. In the event that the �employee� seeks release from this contract, the �employer� will issue a letter of release to the �employee� upon request, without delay after 30 days.


16. Resolving Disputes

While both parties enter into this agreement with total honesty and integrity, disputes may sometimes occur. In such cases, both parties will be bound by all terms and conditions in this contract and will try to resolve the difference in a civil manner that is fair to both parties. In the event that no solution can be found for a problem and either party decides to terminate this contract, they must do so in accordance with Section 14 above. Upon such termination, both parties will agree to remain civil and to speak honestly and fairly about their experiences and not in a disrespectful manner.


17. Transfer of Contract

Under no circumstances can the �employer� exchange, give, sell, or transfer this contract or the service of the �employee� to another party or institute without the written consent of the �employee.�


18. Changes to Contract

There will be no changes or additions to this contract without the written consent and approval of both parties. Any changes made must be in writing and signed by both parties to be included in this contract. Any changes made to this contract, whether verbal or other, without the knowledge and written consent of both parties are to be considered invalid, and as such are not part of this contract.


19. Release from Contract

With the exception of Section 15, both the �employer� and the �employee� are released from this contract in the case of:

1. Death, war accident, or unforeseen events
2. Failure to obtain an E2 visa from the Korean Immigration
3. Failure to meet any or all of the terms and conditions of this contract




20. Language of Contract

The language of this contract is written in English. For the convenience of the �employer� this contract may be translated into Korean upon request and prior to the signing of this document. In the event of an internal dispute, the English version of this contract will prevail.

Both the �employer� and �employee� have read and understood all the terms and conditions of this contract and do hereby enter into this contract which will be binding upon all parties, their heirs and successors.

[huffdaddy]

A couple points.

[alabamaman]

Paid sick days

If there are no paid sick days, then ask for 3 to be written in your labor contract.

Working hours

What are your working hours throughout the contract period?
It would be ideal lfor you to work 6 hour shifts (ex. 2-8/3-9/4-10).

What days of the week will you work? (Monday through Friday)
How many hours will you work per month? (120 )

How many hours will you work per week? (30 )

What constitutes a working hour?

There should be no more than 8 hours between from your daily start time until your daily finish time when working block shifts throughout the contract period. Ask for that to be written in your labor contract.

Is there contractual language staing your employer will allow you a recess period of more than 30 minutes for every 4 working hours and more than 1 hour for every 8 working hours? Korean Labor Laws state that recess periods may be used freely by workers.


Article 53 (Recess Hours)

(1) An employer shall allow a recess period of more than 30 minutes for every 4 working hours and more than 1 hour for every 8 working hours during the working hours.

(2) A recess period may be freely used by workers.

Annual leave/Holidays

Most contracts have 10 days of paid leave. If you have 8 days of Annual leave, ask for 10. Be polite when asking for 10 days to be written in your contract. You are entitled to all Korean National Holidays. No deductions in pay should occur on any Korean National Holidays. There are some schools which count weekend days as annual leave days. You should ask for this to be changed because you take annual leave days on working days.

Penalty clauses

Penalty clauses should be removed from your contract.

Article 27 (Prohibition of Predetermination of Nonobservance)

An employer shall not enter into any contract by which a penalty or indemnity for possible damages incurred from nonobservance of a labor contract is predetermined.

Monthly wage & overtime

You shouldn't settle for wages less than 2,000,000 Korean Won per month. Workers should be paid once per month according to Labor Laws. There are alot of employers who pay on the 10th of the following month. You should ask to be paid on the last working day of every month throughout the contract period, but settle for no less than the 5th on the following month. Employers pay Foreign Language Teachers on the 10th of every month to prevent the "midnight run."

If you are earning 2,000,000 Korean Won per month, you should earn around 20,000 Korean Won per overtime hour. You should work overtime hours after you've mutually consented with your employer. Keep a record of all overtime hours work. Your employer can never force you to work overtime hours.

Employers should also pay additional remuneration according to Article 55 of the Labor Standards Act for hours worked from 10 p.m. - 6 a.m. There are many hagwon contracts that omit additional remuneration from employees labor contracts for hours worked after 10 p.m.

Article 55 (Extended Work, Night Work and Holiday Work)

An employer shall pay additional remuneration of more than fifty percentage points of normal remuneration for extended works (extended works as set forth in the provisions of Articles 52 and 58, and the proviso of Article 67) and night works (works provided from 10 p.m. to 6 a.m.), Sunday or public holiday works.

Severance bonus

You add the last 3 months of your pay, and divide that total amount by 3. That figure will be your severance bonus.

Airfare

Roundtrip airfare from and to the nearest international airport to your home, or cash equivalent thereof! Employers may ask you to reimburse them for the total cost of the airfare for dismissal, or resignation any time throughout the contract period. Ask that airfare reimbursements are waived after completing 6 months of employment.

Emergency leave

Ask for 5-7 days of emergency leave in your labor contract. Emergency leave days are unpaid, separate from paid sick days, and separae from annual leave days. Emergency leave is for a major death in the family, and your employer will require proof.

Dress code

Ask for a dress code clause to be written in your labor contract.

Health Insurance

Korean National Healthcare Plan:

http://www.nhic.or.kr/wbe/faq/faq.html


How much will your employer deduct from your monthly salary for premium payments throughout the contract period in Korean Won? (2.24% of your monthly salary)

How much will your employer prepay per 3 month lump sum (2.24% x monthly salary x 3) for Korean National Healthcare Insurance Premiums?

When will your employer enroll you in the KNHIP?

When will you recive your KNHIP Medical Insurance Card?

Income Taxes

http://www.nts.go.kr/eng/default.html

*Go to check my monthly withholding tax

How much will your employer deduct from your monthly salary for income taxes in Korean Won throughout the contract period ?

Korean Pension Fund

http://www.nps4u.or.kr/eng/enpsk.html?code=./enpsk/a02.html

How much will your employer deduct from your monthly salary to be paid into the Korean Pensiond Fund throughout the contract period (4.5% of your monthly salary)?

How much will your employer contribute to the Korean Pension Fund in Korean Won per month throughout the contract period (employer shall match the deduction from your monthly salary)?

Korean Pension Fund contribution and return of said pension contribution at the end of contract.

http://www.npc.or.kr/social/index_en.html
http://www.eslcafe.com/forums/korea/viewtopic.php?t=45302

Accommodation

The following items should be in working condition, and your apartment should be clean upon arrival.

Rent (A majority of ESL Teachers prefer a one bedroom apartment)
Bed
Desk
Closet
Table
TV
Washing machine
Clothes rack
Pots
Pans
Dishes
Forks/Knives/Spoons
Phone
Refrigerator
Stove
Air conditionar
Heating system
Utilities are paid by the employee.
You're are not responsible for the previous occupant's unpaid bills.

contract length

Contracts are one year. For your protection, insist that you have contractual language stating, "The employee shall work as well as participate in any work related activities for the employer when the employee has been issued an E2 Visa from Korean Immigration Officials." If Korean Immigration Officials see you without an E2 Visa in your place of employment, then you will get deported.

Termination Clause

A majority of hagwon contracts, if not all, omit contractual language pursuant to Article 26 of the Labor Standards Act. Article 26 of the LSA makes it legal under Korean Labor Laws to terminate your contract if your employer violates the conditions of employment. This is contractual language that's crutial to have in your labor contract, because there there are hagwon owners that violate labor laws at your expense.

Article 26 (Violation of Conditions of Employment)

(1) If any of the conditions of employment set forth in accordance with Article 24 is found to be inconsistent with the actual conditions, the worker concerned shall be entitled to claim damages resulting from the breach of the conditions of employment or may terminate the labor contract forthwith.

(2) If a worker intends to claim indemnity for damages in accordance with paragraph (1), he may do so with the Labor Relations Commission. If a labor contract has been terminated, an employer shall pay travel expenses to a worker who changes his residence for the purpose of securing new job. (There should be contractual language pursuant to this clause that defines reasons you can terminate your labor contract. Allot of hagwon contracts use such contractual language as, "The employee may annul the contract if the employer doesn't complete the terms of the contract." [/i]

There are hagwon contracts that state, "The employer will give an advance notice to the worker at least 60 days before dismissal." Article 32 (Advance Notice of Dismissal) of the Korean Labor Standards Act States:

Article 32 (Advance Notice of Dismissal)

(1) An employer shall give an advance notice to a worker at least thirty days before dismissal(including dismissal for managerial reasons). If the notice is not given thirty days before the dismissal, normal wages for more than thirty days shall be paid to the worker, except in cases, prescribed by the Ordinance of the Ministry of Labor, where it is impossible to continue a business because of natural disaster, calamity, or other unavoidable causes, or where a worker has caused considerable difficulties to a business, or damage to properties on purpose.

Article 31 (Restriction on Dismissal for Managerial Reasons)

(1) If an employer wants to dismiss a worker for managerial reasons, there shall be urgent managerial needs. In such cases as transfer, acquisition and merger of business which are aimed to avoid financial difficulties, it shall be deemed that there is an urgent managerial need.

(2) In the case of paragraph (1), an employer shall make every effort to avoid dismissal of workers and shall select workers to be dismissed by establishing rational and fair standards of dismissal. In such cases, there shall be no discrimination on the ground of gender.

(3) With regard to the possible methods for avoiding dismissal and the criteria for dismissal as referred to in paragraph (2), an employer shall give a notice 60 days prior to dismissal day to a trade union which is formed by the consent of the majority of all workers in the business or workplace concerned(or to a person representing the majority of all workers if such trade union does not exist, hereinafter referred to as a �workers� representative�) and have sincere consultation.

(4) When an employer intends to dismiss more than a certain number of workers which is defined by the Presidential Decree under the conditions as referred to in paragraph (1), he/she shall report it to the Minister of Labor as determined by the Presidential Decree.

(5) In cases where an employer has dismissed workers in accordance with the requirements as stipulated in paragraphs (1) to (3), it shall be deemed that the dismissal concerned is made based on the justifiable reasons in accordance with paragraph (1) of Article 30. <This Article Wholly Amended by Act No. 5510, Feb. 20, 1998>

Article 31-2 (Preferential Re-employment, etc.)

(1) When an employer who dismissed workers under Article 31

intends to recruit workers within 2 years from the day of dismissal, he/she shall make efforts to rehire workers dismissed under Article 31 if such workers desire, taking into account of the previous position, etc., of such workers.

(2) The government shall place the first priority in order to take measures such as securing livelihood, reemployment and vocational training, etc., for workers dismissed under Article 31.

Article 35 (Exception of Advance Notice of Dismissal)

The provisions of Article 32 shall not apply to workers who fall within each of the following subparagraphs:
1. a worker who has been employed on a daily basis for less than three consecutive months;
2. a worker who has been employed for a fixed period not exceeding two months;
3. a worker who has been employed as a monthly-paid worker for less than six months ;
4. a worker who has been employed for seasonal work for a fixed period not exceeding six months; and
5. a worker in a probationary period

Grounds permitted under Korean law for termination of employment

http://www.efl-law.org/forums/viewtopic.php?t=1361

When it comes to the matter regarding termination of employment, Korean labor laws are known to apply strict criteria in determining whether a specific termination was just or proper. Let's look at the specific grounds for termination of employment that are prescribed in the Labor Standards Act of Korea (LSA).

Under LSA, an employer may terminate employees pursuant to (i) taking any disciplinary actions taken (with regard to any improper acts committed by the relevant employee) and (ii) laying off of employees due to managerial reasons.

(i) Dismissal by disciplinary action
It is first noted that Article 30 of LSA requires a justifiable cause if and when an employer takes disciplinary actions, including termination of employment, with regard to its employees. Korean courts have held that a justifiable cause refers to such causes as criminal offense, serious illegal acts, and gross negligent acts, etc. which would make maintaining of the relevant employment relationships no longer possible under generally accepted public notions.

Article 30 (Restriction on Dismissal, etc.)

(1) An employer shall not dismiss, lay off, suspend, transfer a worker, or reduce wages, or take other punitive measures against a worker without justifiable reason.

(2) An employer shall not dismiss any worker during a period of temporary interruption of work for medical treatment of an occupational injury or disease and within 30 days thereafter; nor shall any female worker before and after childbirth be dismissed during a period of temporary interruption of work as provided herein and within 30 days thereafter; however, if an employer has paid the lump sum compensation due under Article 87 hereof or is not able to continue his business, this shall not apply.

Especially, because a termination of employment is the most extreme measure, taking away an employee's means of making a living, Korean courts are known to be very strict in applying the above-noted criteria, when it determines whether a particular termination is justified. Thus, unless an employee's specific conduct is something that makes current employer-employee relationship no longer possible to continue, it would be advisable for an employer to take less severe disciplinary actions such as suspension of employment, reduction of salary, or reprimand.

In addition, under the LSA, where an employer wishes to terminate an employee in compliance with (and validly under) the law, there must also be procedural justification to that termination. In other words, the law requires that proper (legally justified) procedures be taken in disciplining the employee, including providing the employee with a proper opportunity to defend himself/herself, no matter how egregious the employee's actions are, and failure to do so will constitute an invalid termination.

[Son Deureo!]

Before we begin, the following is what I've always recommended as the Kiddie Hogwon Bare Minimum (TM). These are the conditions that I believe that every newbie can and should insist on before they accept a job offer at a kiddie hogwon, even if they are teaching for the first time, have a degree in basketweaving, have three nipples, and need to be flown in from Antarctica:

[soviet_man]

It looks like a standard YES Youngdo contract or at a stretch, possibly BCM (am I right?).

So if you know the name of the specific school, maybe it would be more helpful to just ask directly whether anyone has any info on that particular branch.

[Grotto]

First off its a labour contract and should be titled as such

Terms and Conditions:

1. Job Description:

The “employee” will work for the “employer” as an English Instructor. The duties of the “employee” will be as follows:

1. Implementing curriculum given by the school
2. Finding and using materials and resources to better teach the curriculum
3. Grading and evaluation of students

get a sample eval and find out how many and how often!
4. Attendance at teacher’s meetings and workshops

again how many how often how long

5. Reporting to work 2 hours before the first class

get stuffed.....if they want you there early they can pay for it

6. Other activities directly related to teaching

delete too general!

7. Monthly student management meetings with academic counselors

is this on top of meetings?

8. Participating in maximum of 4 school events

unpaid Saturday work get stuffed! you really want to know exactly what they expect here




The “employee” will not be expected to work outside the place of employment except with:

a) written approval from the Korean Immigration Official

b) approval from the “employer”


3. Period of Employment

Pending the issuance of an E2 visa from Korean Immigration, the “employee” will teach for the “employer” for a period not exceeding one year in accordance with the E2 visa. The period of employment will begin January 2, 2007 and end on January 1, 2008. If this contract ends in the middle of a monthly term, then the “employee” agrees to teach until the last teaching day set by the “employer.”

not acceptable! the contract term is cut and dried....Jan 2- Jan 1....dont get jerked around for another month!


4. Regular Hours of Employment and Salary:

As a full time instructor, the “employee” will teach Monday to Friday (excluding Saturday and Sunday) for a total of 30 or less hours a week. All classes exceeding 30 hours per week will be considered OVERTIME, and will be paid with the properly issued overtime salary of 20,000won/hour.

dont settle for less than 25,000 won OT and there should be a schedule...2-8 or 3-9!

School events aforementioned in section 1 are not considered overtime pay.

then they are not mandatory!

The base salary paid for regular hours of employment will be 2,100,000 won per month. The salary will be paid to the “employee” once per month without delay on the tenth of each month. The payment will include services rendered from the first day to the last day of the previous month.

the 10'th is too late...they are supposed to pay you for the month worked during that month...not 10 days late!

* The “employee” may be required to teach overtime (15 hours per week for eight weeks during one contract year).

forced OT is illegal!

* The “employee” may be required to work on a Saturday twice a year. In such an event, the “employee” will be provided with a weekday off in the same month.

sorry hours are set in the contract as Mon - Fri! If they wish you to work Saturdays they can pay OT for it!


5. Income Tax

Income Tax will be deducted from the monthly salary according to the Korean Tax Law.

about 1.6%


6. Orientation & Training

There may be a maximum of 4 days of orientation/training before the “employee” begins the first teaching month and a maximum of 12 hours of training workshops outside of working hours throughout the contract. The following may constitute orientation/training:

1. School policies and curriculum orientation
2. Observation of classes
3. Group workshops on curriculum/school development



There will be a small compensation for these activities: W4,000 per hour.

No thanks....we have already established the OT rate and only an idiot would agree to 1/5 of it for this nonsense!


7. Health Insurance & National Pension Plan

The “employer” will provide the “employee” with the National Health Insurance in accordance with Korean Law. The “employer” and “employee” will each share 50% of the cost of the National Health Insurance. Every “employee” will also be provided with the National Pension Plan. The “employee” and “employer” will each contribute 4.5% of the “employee’s” salary into the plan.


8. Housing

A single studio apartment is offered to the “employee.” The “employer” will be responsible for the key money and rent and will provide the following furnishings for the apartment: a bed and comforter, a gas hotplate, a kitchen table and chairs, a refrigerator, an air conditioner and television for the living room, kitchen utensils, a washing machine and a clothes rack. The “employee” is expected to acquire all other essentials related to the apartment. The “employee” is expected to pay for maintenance, utilities, and telephone expenses (including the deposit) from the date the “employee” enters the apartment to the date the “employee” vacates.

If the “employee” chooses to find housing on his/her own, a minimum of three months notice is required. A housing allowance of W400,000/month which is taxed will then be added to the salary.

The furniture provided to the “employee” is clean and nice, and must be returned in the same condition on the last day of this contract. Maintenance of and repairs to the apartment, appliances within and heating system due to normal wear and tear will be the responsibility of the “EMPLOYER.” In return the “employee” agrees to respect and care for the apartment.


9. Airfare

The “employee” will be provided with a FREE economy class ticket from the nearest major International airport from their home to South Korea. The plane ticket will be provided to the “employee” before departure to South Korea. If the “employee” decides to resign or the contract is terminated for whatsoever reason and did not finish at least six months of the agreed one-year contract, then the “employee” must reimburse the “employer” for the cost of the plane fare to Korea. At the end of the contract, the “employee” will be provided with a one-way return ticket home or a 500,000 won relocation bonus or a 500,000 won resigning bonus.


10. Severance Pay

Upon completion of this contract, the “employee” will receive one month’s salary as severance pay in accordance with Korean Labor Laws. Under no circumstances will this severance pay be withheld from the “employee” upon completion of the contract.


11. Vacation

The “employee” will be paid for all statutory national holidays and is not expected to work during these days.

The “employee” will also receive a minimum of eight paid working days vacation during one contract year. The exact dates will be determined at the “employer’s” convenience. No deduction will be made to the regular monthly salary during the vacation periods.

dont settle for less than 10 vacation days!


12. Sick Days

In accordance with standard sick leave policies in Korea, the “employee” may miss up to three workdays with pay during the contracted year as a result of sickness. The “employee” must notify the school in a timely fashion and provide a doctor’s note stating the nature and severity of the illness. In the event the “employee” is unable to come to work for more than three days as a result of sickness, the “employee” would lose the workday’s pay (calculated by dividing the salary by the number of workdays in the month) or dealt with on a case-by-case basis. Long term or severe illnesses will also be dealt with on a case-by-case basis and may end as a cancellation of the contract in which the “employee” and “employer” agrees together. If an “employee” fails to come to work without proper medical documentation, it will be considered a breach of contract/unexcused absence and W30,000 will be deducted from the “employee’s” pay for each hour not worked.

illegal predetermined penalty clause~!

In the case where the “employee” does not use any of his/her three sick days, the “employee” will receive a bonus of W400,000 upon completion of the contract period or W200,000 for two out of three unused sick days.


13. Rights and Responsibilities

Both the “employer” and the “employee” are to be considered professionals and as such will treat each other with mutual respect and dignity. However, since the “employee’ is working under the contract for the “employer,” the “employee” will make every effort to follow the direction, training and supervision of the “employer.” The “employee” will also carry out the teaching assignments given by the “employer” in a professional manner.


14. Dismissal

The “employer” may immediately dismiss the “employee” from employment under the following conditions:

1. Violation of the laws of the Republic of South Korea
2. Teaching classes while under the influence of drugs or alcohol
3. False information provided during the interview process
4. Being late for work or class on a repeated basis
5. Repeated failures to follow the teaching guidelines and school policies
6. Absence from work without valid reason



With the exception of Section 14a, 14b, and 14c, the “employer” will bring the problem of attention to the “employee” and make every attempt to resolve the situation. The “employee” will then follow the direction of the “employer” and make every attempt to correct the problem. However, circumstances beyond the control of the “employee” are exempt from Section 14.

Resignation can take place if the teacher perceives:

1. Continuous disrespect, or negligence of his/her human rights
2. Negligence of the points of this contract by the school
3. Death or severe sickness of an immediate family member or severe illness of the teacher.

a teacher can resign at any time....there are no restrictions!




15. Termination of Contract

With the exception of Section 14 of this contract, the “employer” or “employee” may cancel this contract with 30 days written notice. In the event that the “employee” seeks release from this contract, the “employer” will issue a letter of release to the “employee” upon request, without delay after 30 days.

if they want 30 days they should also give you the 30 days required of them by law! It should also say....without delay at the end of the 30 days notice!


16. Resolving Disputes

While both parties enter into this agreement with total honesty and integrity, disputes may sometimes occur. In such cases, both parties will be bound by all terms and conditions in this contract and will try to resolve the difference in a civil manner that is fair to both parties. In the event that no solution can be found for a problem and either party decides to terminate this contract, they must do so in accordance with Section 14 above. Upon such termination, both parties will agree to remain civil and to speak honestly and fairly about their experiences and not in a disrespectful manner.

in short please dont blacklist us if we piss you off!


17. Transfer of Contract

Under no circumstances can the “employer” exchange, give, sell, or transfer this contract or the service of the “employee” to another party or institute without the written consent of the “employee.”


18. Changes to Contract

There will be no changes or additions to this contract without the written consent and approval of both parties. Any changes made must be in writing and signed by both parties to be included in this contract. Any changes made to this contract, whether verbal or other, without the knowledge and written consent of both parties are to be considered invalid, and as such are not part of this contract.


19. Release from Contract

With the exception of Section 15, both the “employer” and the “employee” are released from this contract in the case of:

1. Death, war accident, or unforeseen events
2. Failure to obtain an E2 visa from the Korean Immigration
3. Failure to meet any or all of the terms and conditions of this contract




20. Language of Contract

The language of this contract is written in English. For the convenience of the “employer” this contract may be translated into Korean upon request and prior to the signing of this document. In the event of an internal dispute, the English version of this contract will prevail.

Both the “employer” and “employee” have read and understood all the terms and conditions of this contract and do hereby enter into this contract which will be binding upon all parties, their heirs and successors.

2 hours early...no way! No set schedule...no way! Saturday work...no way! 4,000 won an hour orientation lmfao...no way! Sign this contract...no way!