The purpose of SAC is to facilitate Morrison Academy's administrative duties which are at the system level. These duties normally include, but are not limited to, the following:
SAC meetings are chaired by Superintendent. The Superintendent will distribute the agenda at least five days in advance of meetings. The Superintendent shall arrange for the distribution of the necessary supporting documents required to conduct a productive meeting.
Reference - Policy 2031 System Administrative Council (SAC)
A grievance exists if a student, parent, or employee feels that he/she has been wronged, by being subjected to any unjust act, policy, or procedure. The grievance can exist against the action of an employee, a student, the Board of Trustees, or any organization or committee of the school.
The Morrison Academy Organizational Chart will serve as a guide to the appeal process of a grievance.
Informal Level I
A person who has a grievance is to first privately approach the person or people whom the grievance is against and communicate the grievance verbally giving opportunity for positive dialogue.
Informal Level II
If resolution is not reached, the person with the grievance, along with one or more witnesses, should make an appointment to meet with the person or people whom the grievance is against. Ideally, a written statement of the grievance should be presented to the person or people whom the grievance is against, again giving opportunity for positive dialogue.
Formal Level I
If resolution is still not reached; the person with the grievance and the witnesses should approach the appropriate administrator and share the grievance. The administrator will research the grievance, talk with all primary parties, and act upon the grievance in a timely manner. The administrator will document his/her decision. The administrator’s decision will be reported to all parties involved.
Formal Level II
If resolution is not reached at the site administrative level, the person bringing the grievance may address the Superintendent. The Superintendent will communicate with the administrator, reinvestigate the grievance and report his/her decision to all parties involved.
Formal Level III
If resolution is not reached at the Superintendent level; the person bringing the grievance may appeal to the Chair of Board of Trustees. All parties have the right to legal counsel and have the right to call witnesses during formal grievance meetings (Formal Levels I - III).
The administrator shall be responsible for hiring needed hourly employees and for communicating their wage levels according to the Wage Schedule. Teacher substitute's wages will be calculated according to the actual teaching periods/days worked. The Wage Scale is determined by the Director of Finance.
The administrator shall insure that adequate supervision is provided for temporary employees.
The temporary employee's supervisor shall be responsible for keeping track of the number of hours worked and requesting salary payment to the administrator. No parent will serve as the direct work supervisor of his/her own child(ren).
In order to comply with Taiwan labor laws, all hourly paid temporary employees shall be at least 15 years old and fall in one of the following categories: expatriate in Taiwan with a Morrison work permit, student with ROC citizenship currently enrolled at Morrison Academy, or ROC citizen. Current students and Morrison alumni who do not have ROC citizenship or a Morrison work permit may apply to the Student Work program (see below) and Alumni Scholarship program (policy#4286) respectively.
ROC income tax withholding is mandatory for temporary employees who plan to reside in Taiwan less than 183 days during the current calendar year. When withholding is required, the cashier pays after tax wages to the temporary employee and the System Accountant pools withholding in a monthly payment to the Tax Bureau.
Student Work program
Student Work scholarships may be granted to currently enrolled students of Morrison Academy. These scholarships will be awarded based upon services provided to Morrison Academy. Each scholarship will be funded by the accounts that are authorized by account authorizers. The scholarship may be given directly to the students. Scholarship recipients will receive year end wage statements to use when filing the income on their parent(s) tax filing as a dependent, if under 20 years old. Payment and tax will be handled according to the following chart:
|Worker Status||Payment Method||Tax Filing Method|
|Morrison Student and recently graduated seniors|
Taiwan Citizen and in-country on Taiwan ID status.
|NT$ Cash with no tax withholding||If over 20 years old and not enrolled in university, the worker can file independently.|
|Expat with ARC (>183 days)|
Expat in Taiwan on ARC status for more than 183 days (half the year) in the current calendar year.
|NT$ Cash with no tax withholding||Child and parents must stay in Taiwan over 183 days in the year, otherwise Morrison will withhold and/or ask worker to reimburse 20% of their earnings before they leave.|
|Expat with ARC (<183 days)|
Expat who plans (or is highly likely) to be in Taiwan less than 183 days in the current calendar year.
|NT$ Cash with 20% tax withholding||Morrison is required to withhold 20% from income since it is reported as ‘other income.’ If the worker ends up staying longer than 183 days in the year, their income (included on the parents’ tax filing) will be taxed at the parents’ normal rate.|
|Expat without ARC|
Regardless of number of days in Taiwan during the year.
|NT$ Cash with 20% tax withholding||Taxes do not need to be filed and 20% will be withheld from pay with no refund possible.|
|Morrison alum 22 years old or younger|
Taiwan citizen and in-country on Taiwan ID status.
|NT$ Cash with no tax withholding||If over 20 years old and not enrolled in university, the worker can file independently.|
|Expat Morrison Alum|
University enrolled Morrison alum working during the summer months regardless of visitor or resident status and number of days in Taiwan, in accordance with Policy 4286.
|US$ Check with no tax withholding||Worker will receive a US$ check made out to their university overseas. No tax filing is necessary. (Explanation: because the individual is no longer an enrolled student at Morrison, the school is unable to issue an income statement with ‘other income’ as it can for enrolled students).|
The Superintendent, with the assistance of the Director of Human Services, will be responsible for recruiting employees for positions requiring English. The Superintendent, after consulting with the site-level administrator, will make hiring decisions. All initial hiring decisions will be reported to the Board of Trustees.
All expatriate Head of Household staff are considered part of the Protestant missionary movement in Taiwan, therefore, the spouse of all new employees must complete Morrison’s employment application form, sign the statement of faith and sign the Code of Conduct for Child Safety, even if they are not a Morrison employee.
Only the Board of Trustees has the authority to dismiss employees. Administrators will be responsible to follow proper due process procedures and provide documentation on all potential dismissals. The Superintendent should be kept informed by the site-level administrator regarding potential dismissals. The Superintendent will be responsible for making dismissal recommendations to the Board of Trustees.
It is the responsibility of the site-level administrators and Director of Human Services to insure that all employment decisions fall within the authorized FTE parameters established in the budget, procedures and job descriptions. Exceptions may be authorized by the Director of Human Services.
Contracted expatriate employees normally have an ROC resident visa and work permit valid for Morrison employment. They must also have a work permit for any/all other employment within Taiwan while employed by Morrison Academy unless they have an “open work permit.” Those who do not have a valid ROC resident visa and work permit are required to participate in the Taiwan Labor Insurance program and Taiwan Government Pension plan at their own expense.
Working conditions and benefits for expatriate employees are listed in procedures 700 through 799.
Citizens of the Republic of China are normally classified as “national” employees and their working conditions are covered in the National Personnel section of this procedure manual. See procedures 600 through 699.
The Director of Human Services is responsible for recruiting national employees (teachers and professional staff) for positions requiring English language ability. The General Manager is responsible for recruiting contracted staff for positions not requiring English who are national employees. The recruiting process for national employees includes advertising the opening, collecting application documents (i.e. references, medical tests, background check, credentials), arranging interviews, and recommending a hiring level.
The Administrator requests the Superintendent to issue a contract.
Employment of Married Couples
When husband and wife both are employed at Morrison, their employment contracts must fit in one of the following categories.
When a school employee marries another school employee their benefits will be adjusted when their current employment contract(s) expires.
Reference - Policies 3100s
The Director of Human Services coordinates the following process of screening and hiring for new contracted expatriate positions and professional national positions.
Reference – Policy 3100 & 3105
Procedures 540 & 545
The provisions of Policy #3110 for full-time, certified personnel will be applied to part-time teachers, with the exception that consideration will be given to individuals without a teaching certification, if there is other strong evidence that they have sufficient background, experience, and ability to fulfill the duties of the job for which they are being hired. An individual hired without the appropriate certification will be hired on a one-year basis, provided he/she continues to work toward certification.
Reference - Policy 3110 Qualifications For Employment
For each national employee the school will be responsible for paying 100% of the premiums to the government Labor Pension Plan in conjunction with other national retirement benefits, according to procedures #657 and #654. The Labor Pension Plan payments amount to 6% of the employee’s NHI Insurance level. For Labor Insurance, the school pays the “Employer” monthly payment and the “Employee” payment is deducted from payroll.
Expatriate employees who enter Taiwan on an ROC passport must participate in the Taiwan Labor Pension Plan and Labor Insurance. Participants pay 6% of the employee’s NHI Insurance level into the Pension Plan and a separate payment for Labor Insurance. The 13% Expatriate Retirement benefit, provided in procedure #765, may be used towards these Taiwan Labor Pension and Labor Insurance premiums. These expatriate employees are still eligible to utilize any remaining balance of their matching Expatriate Retirement Benefit, in accordance with procedure #765. This benefit is effective January 1, 2019.
After age 60, employees who have participated in Taiwan Labor Pension Plan benefits may apply for a lump sum payment. Those who have participated for more than 15 years may choose to receive either a lump sum payment or monthly payments.
The National Employee salary schedules will be based upon the current ROC Public Schools Employee Salary Scale adjusted for actual days of employment according to the following chart.
|Morrison Scale|| Morrison Total|
# of Levels
| Morrison % of|
|Government Scale||Salary level||Work Support Level|| Supervisor Allowance
Part-time employee salaries and benefits are prorated. Temporary, hourly paid employees do not qualify for benefits.
Reference - Procedure #608 Salary
SAC administrators continue oversight of essential administrative tasks via email throughout the summer holidays in accordance with the work requirement section of their job descriptions.
Each campus and Support Services may appoint a Summer Administrator to be available to oversee summer personnel, ensure that essential services are provided, and oversee renovation projects. Normally this does not include other duties on the administrator’s job description. The Summer Administrator's work season may begin the Monday after graduation and extend to two weeks before the first day of classes in the fall semester. Normally, summer administrator's hours do not exceed 3 hours a day, five days a week. Summer Administrators' pay must be authorized in advance by the Director of Finance. For mission-supported personnel who cannot receive cash payments, compensation may be in the form of job related equipment, donations to school authorized fundraising accounts, or student activity accounts.
Morrison recognizes the time and effort each contracted employee takes to engage students. Work assignments are made by the Principal and approved by the Director of Human Services. The following criteria will be considered in determining FTE. These are minimum requirements. Efforts will be made to maintain equity and consistency in the work day throughout the Morrison Academy campuses.
FTE for clerical and support jobs is based on 8.0 hours/day, not including lunch.
FTE for elementary teachers will be based on a minimum of 1350 instructional minutes/5 day week. Also, 1.0 FTE / campus is allocated to support elementary teachers and relieve elementary teachers of some non-instructional duties.
FTE for secondary teachers is based on 45 minutes / day (210 to 225 minutes / 5 day week) of classroom instruction calculated at 0.17FTE. Full-time secondary teachers are assigned at least four classes equaling at least 210 minutes / day (at least 840 instructional minutes / 5 day week), unless the Superintendent has approved a lower number.
Teachers may also be assigned duties in accordance with following chart, in order to fulfill their contracted FTE. These secondary duties are limited to: MS Coach, Advisor, HS Club Sponsor, HS Assistant Coach, HS Coach, HS Sponsor (Assistant), HS Sponsor (Lead), Reassessment Mentor, Online Learning Monitor, AV Coordinator, HS Head Coach, HS Independent Study, Department Head, AP Prep, HS Drama Coach (Lead, Assistant), EMS Drama Coach, after school activities approved by the Superintendent, translation, independent study, and HS Yearbook. Teacher may volunteer to perform additional duties that are not included in FTE or remunerated.
|Music Lesson||30 min./wk||0.02|
|45 min. period/wk inclusion||0.02|
|45 min. period/wk resource room||0.03|
|Minor Duty||Roughly 30 hours per year||0.02|
|Moderate Duty||Roughly 60 hours per year||0.04|
|Major Duty||At least 120 hours per year||0.08|
|Heavy Duty||At least 180 hours per year (HS Only)||0.12|
|Course Preps||3 or more core course preps/day for HS teachers||0.08|
|EMS Mandarin teachers who have 5 or more core course preps/day may qualify for a supplemental 10% of assigned instructional FTE. (e.g. Five 40 minute classes totaling 200 minutes/day would receive a supplemental 10%, for a total of 220 minutes / day.)|
Part-time personnel FTE will be prorated, based on actual hours or periods per day employed.
Voluntary involvement in co-curricular activities is encouraged and needed. These less formal interactions with students outside of the classroom often provide the best opportunities to build trusting relationships with students and model the VFOLs.
No employee, while fulfilling the terms of their contract, will engage in non-Morrison activities to the extent that such involvement precludes satisfactory completion of the responsibilities of their Morrison Academy contract.
Married couples are expected to reside together. When circumstances arise causing a couple to reside in different homes for more than 4 weeks, the employee needs to consult with the Director of Human Services ahead of time. If after consultation the employee still believes it is in his/her best interest to live separately from his/her spouse, the employee can ask the Superintendent for approval for up to one semester. Employees should realize that continued employment may be affected.
Reference – Policy 3113
Attendance records of each member of the school staff are kept in the site office. This record indicates the reason for the absence (i.e. sickness, personal, bereavement, mission business, etc.). It also indicates approved overtime.
At the end of each semester, each administrator or their designee is responsible to report all employee personal leave, sick leave, and other absences from the work place to the Director of Human Services. On-going records of leaves/absences are kept by the Director of Human Services.
Reference - None
The Principal, or their designee, may authorize independent service providers to deliver optional professional learning services on campus for the benefit of Morrison Academy students and home-schooled MKs. Students from other schools do not qualify for these services. Independent service providers include, but are not limited to, private music lesson teachers, athletics instructors, speech therapists, tutoring and clinical counselors. These independent service providers are not employees of Morrison Academy.
These independent services are considered to be school-authorized, in accordance with procedure 210. Normally, independent service providers and their students are exempt from the facility use fee for their assigned facility. However, a utility fee may be assessed for facilities with relatively high operating costs, such as a large multi-purpose-room.
The school may provide the following support for independent service providers.
Independent service providers must accept the following responsibilities.
Personnel provided by outsourced service companies are not employees of Morrison Academy. The General Manager may sign contracts with outsourced service companies for transportation, security, custodial, and food services. These contracts give the General Manager authority to require the outsourced service provider to replace any personnel that are not fulfilling their assigned duties or causing real or perceived damage to the school's reputation, property, or people related to the school. Similarly, the Director of Information Technology Services may sign contracts with outsourced technology service companies for technicians on each campus. Education Technology Coordinators will assign tasks to these technicians.
In order to ensure child safety within the school community, all personnel hired by outsourced service providers must participate in the school’s child safety training every year, sign the Code of Conduct for Child Safety, and provide a Police Criminal Record Certificate.
When a substitute is required, the employee will notify their immediate supervisor as soon as possible, prior to the beginning of their absence. The Administrative Assistant for the Principal will maintain a list of qualified, available substitutes. Substitutes should have previous experience and skills necessary to accomplish the job to which they are assigned.
The school will compensate all temporary employees according to the (Temporary Employees Wage Schedule).
Before the applicant begins work the following must be completed. (These documents are available on Morrison Academy’s child protection webpage. (http://www.mca.org.tw/about-us/child-safety/)
All substitutes and other temporary employees must complete a refresher child safety training course and re-sign the Code of Conduct for Child Safety every year.
In order to help new staff grow in their ability to live cross-culturally, Morrison requires new staff to attend a Pre-field Orientation (PFO) and participate in on-island orientation.
The Director of Human Services will assist the Principal and the Director of Boarding Services in planning and implementing the new staff on-island orientation for his/her new staff. This orientation will be held two weeks before school starts.
On-island orientation prior to the first day of classes needs to include the following elements:
Reference: Procedure 153 New Staff Expectations
The performance evaluation and contract renewal process is designed to maintain high levels of job performance.
The supervisor who conducts performance evaluations is specified in the organizational chart, as well as in the job descriptions. Performance evaluation for professional positions will be directly related to the job-specific professional practice review (PPR) rubric. A copy of any formal written evaluation is given to the employee. An employee has the option of responding to the evaluation in writing. Any response will be attached to the file copy of the evaluation.
Contract renewal will be based on written performance evaluations. The Superintendent, in consultation with SAC level administrator, will determine whether a contract is offered and for how many years. Professional employees who the Superintendent and administrator believe are at the lowest level on any PPR benchmark may not be offered a new contract. Professional employees who are at next-to-lowest level on three or more PPR benchmarks may only be offered a one year contract renewal. All other employees are normally offered a two year contract renewal.
Normally full-time employment contract renewals are distributed in early October. The deadline for contract renewal for full-time expatriate and national employees will be November 1. The Superintendent may approve an extension until the first day after Christmas break.
Departing employees are advised to inform their colleagues and students prior to December 1 so that other employees have a chance to request transfers before new staff are hired in January and February.
Normally part-time employment contract renewals are distributed in April. Normally, part-time employees are given one week to decide whether or not to sign the contract.
The contract shall include the name of the employee, time period of the contract, and at least one job title. If more than one job title is listed, the FTE proportions for each duty will normally not be included so that duties can be adjusted during the contract period. The contract shall also indicate one of the three benefit packages: national employee, expatriate employee including head-of-household benefits, or expatriate employee excluding head-of-household benefits.
Reference - Policy 172 Professional Practice Review Rubrics
Procedure 612 Performance Evaluation Bonus
Policy 3110 Employment of Expatriate Personnel
Policy 2011 Organizational Chart
Policy 3200 Employee Contracts
Policy 3105 Hiring / Rehiring
Policies 3400 Expatriate Employee Benefits
Policy 3410 National Employee Benefits
Employees who want to transfer to a different position on the same campus the following school year should submit their request in writing to their Principal before December 1. Employees who want to transfer to a different campus the following school year should submit their request in writing to the Director of Human Services before December 1.
Transfers will be made only after the administration determines that the transfer is in the best interest of the students and the school. The Superintendent will consult with the affected employee in a timely manner. (See Procedure 755 Relocation Benefit.)
Personnel records shall be kept for every employee by the Superintendent or the Superintendent’s designated representative. Files will be accessible only to the Superintendent, the Director of Human Services and to the Superintendent's Administrative Assistant. Letters of reprimand or complaint will be reviewed with the employee before copies are placed in the personnel file. Records shall contain application materials, service records, signed contracts, and other pertinent materials. When personnel leave, their administrator should send a copy of their most recent written evaluations and any disciplinary letters to be maintained in their personnel file which will be kept for 10 years.
Employees may review their own personnel records upon request. In order to review personnel records, an individual must make the request directly to the Superintendent. The Superintendent will allow the employee to review his/her own personnel folder within the confines of the support services office area, with the exception of confidential papers, which will be removed from the folder before it is released.
Morrison recognizes the value of community volunteers that support school programs. A volunteer is any unpaid adult (over age 18) who volunteers at school authorized events, or participates in curricular, co-curricular or other school authorized programs for more than 10 hours per year.
In order to ensure child safety within the school community, all volunteers must complete the following tasks before they begin service. More information is available on Morrison Academy’s child protection webpage. http://www.mca.org.tw/about-us/child-safety/
Each volunteer must complete a refresher child safety training course and re-sign the Code of Conduct for Child Safety every year.
Parents of current students who have not completed the volunteer training and screening procedure may participate in school activities under either of the following conditions.
In any settings where children are present, employees and volunteers should implement as many of the safeguards as possible, with a minimum of at least one of the following safeguards.
Each of the following safeguards further improves safe interactions within the school community.
Reference – Policy 1651, 3105 & 5705
Procedure 255, 465 & 535
參考 – 政策 1651, 3105與5705
規章 255, 465 & 535
Each contracted employee is expected to demonstrate the following qualities listed in Policy 3020. The subsequent Bible references provide a partial explanation.
Reference – Policy 3020 CHRISTIAN BEHAVIOR AND PROFESSIONAL ETHICS
A person’s church, friends and colleagues are also an important source of support. Beyond these, Morrison also provides additional support from the member care budget to contribute to the well-being of employees and their dependents. This support may include, but is not limited to, the following services.
Taiwan tax laws consider most of these member care services as taxable income for the employee.
Staff members are encouraged to contact the Director of Human Services or Superintendent regarding personal needs, family needs or the needs of a colleague that cannot be met in their local church or community. These concerns, whether physical, emotional or spiritual, should be treated confidentially.
If an administrator becomes aware of a concern about the physical, emotional or spiritual health of a staff member, the administrator shall report the concern to the Director of Human Services or Superintendent.