The purpose of this document is to help employees maintain their efficiency and to encourage a mutual interest in the welfare of fellow employees.
All potential employees must complete an application form and a health form. The Superintendent makes final approval on all hiring decisions.
Salary and benefits will be paid to all employees who have signed and returned a current contract. Employment contracts will coincide with the school's fiscal year.
Prior experience will be considered when determining on which salary level a new employee will be placed. No more than six years outside experience will be recognized. One level of credit is given for a Master's degree in the area of responsibility. Salary scale will be based upon the current ROC Public Schools Employee Salary Scale, and will be adjusted for actual days of employment.
Benefits listed in procedures 600 through 699 will be provided to contracted national employees. Temporary employees (as defined in procedure 511) will not qualify for these benefits. Benefits will be calculated by pro-rating the actual FTE of the employee, unless otherwise stated in these procedures.
After one year of employment, a bonus of one and a half months of base salary, work support allowance, and supervision allowance will be paid prior to the Lunar New Year's Holiday. Employees who have been employed for less than one full year will be paid a bonus which is prorated over the length of employment.
Employees who have been employed for more than six months in a school year will be paid a bonus in June which is prorated over the length of employment. Employees who have been employed more than six months in a school year will be moved up one salary step on the salary schedule. Those who have been employed less than six months in a school year will remain at the entry level step on the salary schedule. Grade A+, Grade A, Grade B+ or Grade B performance bonuses may be paid at the end of June, depending upon the following conditions:
A Grade A+ Bonus will pay one month's base salary, work support, and supervision allowance as well as jump the person one pay scale level, providing the employee has demonstrated exemplary performance on the job for the fiscal year, has no warnings, and whose behavior has not been detrimental to the school.
A Grade A Bonus will pay 80% of one month's base salary, work support, and supervision allowance as well as jump the person one pay scale level, providing the employee has demonstrated above average performance on the job for the fiscal year, has no warnings, and whose behavior has not been detrimental to the school.
A Grade B+ Bonus will pay 60% of one month’s base salary, work support, and supervision allowance as well as jump the person one pay scale level, providing the employee has demonstrated average performance on the job for the fiscal year, has less than two warnings, and whose behavior has not been detrimental to the school.
A Grade B Bonus will pay 50% of one month's of base salary, work support, and supervision allowance as well as jump the person one pay scale level, providing the employee has demonstrated satisfactory performance on the job for the fiscal year, has less than four warnings, and whose behavior has not been detrimental to the school.
A Grade C evaluation will result in no bonus and no jump on the pay scale level. Employees who do not meet requirements for either Grade A or Grade B will receive a Grade C. This evaluation grade is a sign of work performance that is in need of improvement. It may also indicate abuse of sick days, absences without permission, or discovery of a lifestyle not in accordance with the school's philosophy, but which does not affect work performance.
No bonus will be paid to employees receiving a Grade D evaluation. Such an evaluation grade signifies absence from work that causes the school to suffer ill effect, the practice of promoting gossip or falsehoods among fellow workers in the presence of witnesses, and/or the discovery of a lifestyle not in accordance with the school philosophy (such as gambling, intoxication, cheating in business affairs, etc.) that negatively affects work performance. Such an evaluation grade is cause for immediate dismissal.
Holiday bonuses will be given at the following rates and times:
Dragon Boat Festival NT$2,000 for 0.5 FTE and greater; NT$1,000 for less than 0.5 FTE
Mid-Autumn Festival NT$2,000 for 0.5 FTE and greater; NT$1,000 for less than 0.5 FTE
National employees contracted for 0.5 FTE or greater whose dependent children are enrolled at Morrison Academy will qualify for a discount equivalent to the Christian worker discount. This discount will be prorated according to the employee’s actual FTE. (See Policy #4282 CHRISTIAN WORKER DISCOUNT.)
Employees with children in primary school, secondary school, five-year college, or university (up to five years after high school graduation) will qualify for a children's education benefit unless they already receive such a benefit through their spouses or their children are enrolled at Morrison Academy. Rates of payment are:
|Elementary School||NT$500 per semester per child|
|Middle School||NT$500 per semester per child|
|High School||NT$3,800 per semester per child|
|Vocational High School||NT$3,200 per semester per child|
|Vocational College|| NT$7,700 per semester per child
(for up to three years)
(4th & 5th years of college)
|NT$10,000 per semester per child|
|University||NT$13,600 per semester per child|
Receipts will be required in order to receive payment of the children's education benefit. Request for the “Children's Educational Benefit” along with the receipt or student ID with stamp of registration should be received prior to September 30th, for the first semester's tuition and March 30th, for the second semester's tuition. This benefit will be forfeited if requests are submitted after the deadline dates. Benefit is limited to the actual tuition amount paid and prorated according to the staff’s contracted FTE.
Reference - Policy 3410 National Employee Benefits
The school will provide uniforms for those employees whose jobs require a uniform.
Employee work hours and days per week will be specified on the individual employee's job description or will be communicated by the supervisor. Some staff positions require split shifts. Staff occasionally are required to work on weekends, national holidays, and/or school closure days, on the condition that 1) travel and work conditions are safe for adults and 2) their jobs are essential. For example, during a typhoon, food service, maintenance, custodial, security, and office personnel may be needed to perform essential services. Normally there is no additional compensation when these work days fall within the employee's job description.
The Instructional Staff work year will be designated on the School Calendar. The work year for non-instructional staff (including vacations) will be the same as the School Calendar plus the summer weeks between the end of the spring semester and the beginning of the fall semester. During the summer weeks national office staff will work a minimum of six hours, including office hours five days per week, with the exception of vacation and holidays (School offices will be open to the public during the summer weeks from at least 9:00 to 12:00 and 1:00 to 3:00 Monday through Thursday.)
The supervisor may ask employees to work additional hours when extenuating circumstances arise. Employees may request compensation time in advance. In such cases, the supervisor will determine whether to provide compensatory time or compensatory pay according to the Temporary Worker Pay Scale. With administrator authorization, non-instructional staff may trade a designated work day for another day.
Employees will be allowed to observe National Holidays providing they do not fall on teacher work days.
Regarding procedures 630 through 647, the employee's supervisor must be notified beforehand of all leave, and must have the supervisor's approval. Also where the word “days” is used, it is understood that these are normal work days. The vacation days and leave of absences (Procedures 630 through 647) are calculated based on 1FTE and are prorated if less than 1FTE.
Non-teaching personnel, including office personnel, will receive one week of paid vacation for each year of employment, up to a total of four weeks (based on the current academic year FTE). For employees employed less than one year, their vacation time will be prorated based on the actual number of months employed. The supervisor will normally schedule non-teaching employee vacations during June and July. Non-instructional employees should preferably be on duty three weeks prior to first day of school in August. Teacher vacations and holidays will be determined by the school calendar.
For permanent disabilities, which inhibit an employee from fulfilling his/her responsibilities, sustained while carrying out school duties on or away from the workplace or traveling to or from work that cause the employee to miss work, up to one year of base salary will be paid.
In cases of extended illness, the employer may require a written medical report from a qualified physician.
Employees who have been on leave for one year and are still unable to work will be retired according to retirement regulations. Employees retired under these circumstances will also receive an additional six months of base salary to help cover hospital and medical bills.
In addition to retirement and/or severance pay, benefits for injuries leading to death caused by job related accidents on or away from the workplace will be figured on the last year of employment's base salary (the average of the last 12 months' monthly base salary) according to the following schedule:
|Years of Service||Monthly Base Pay x|
Ten days of accumulative sick leave per year of service, for a maximum of 6 years, will be granted. For 1 FTE employees, the maximum is 60 days. The days of accumulative sick leave are prorated for employees who work less than 1 FTE. Sick leave will be recorded in half or full days. Sick leave may be denied if abused. Employees, terminating service with Morrison Academy, will not receive payment for unused sick leave.
Supervisors are responsible for keeping an accurate accounting of employee absences throughout the current school year and reporting them to the Director of Human Services. Employees may check on the number of sick days they have accumulated by asking the Director of Human Services.
Sick leave is a paid absence from work taken when employees are ill or when they are required to take care of an on-island family member (dependent, spouse, and parent) who is ill. The employee may be required to provide a written medical report from a school designated physician. Female employees may take a maximum of one day per month for period leave (maximum 10 days) as a part of sick leave.
Employees, employed more than one full year and who have exhausted sick leave, may continue to receive Lau Bau/Jyan Bau and accrued bonuses for up to one year; however, all other salary and benefits will be discontinued. If, at the end of one year, the employee is unable to return to work, retirement will be mandatory. Employees retired under these circumstances will also receive an additional six months of base pay.
Employees, employed less than one full year and who have exhausted sick leave may have their employment terminated. If the employee's employment is not immediately terminated, all salary and benefits will be discontinued, with the exception of Lau Bau/Jyan Bau which may be paid by the employer for up to two months.
Employees, employed more than one full year that have exhausted sick leave due to an injury sustained while carrying out school related duties, may continue to receive Lau Bau/Jyan Bau and accrued bonuses for up to two years; however, all other salary and benefits will be discontinued. If, at the end of the second year, the employee is unable to return to work, retirement will be mandatory. Employees retired under these circumstances will also receive an additional six months of base pay.
Bereavement Leave is taken from accrued sick leave days. Paid bereavement leave will be granted up to the following amounts, dependent upon need.
|Grandparents||Maximum one work week|
|Parents and Spouses||Maximum three work weeks|
|Parents in law||Maximum two work weeks|
|Brothers/Sisters||Maximum three days|
|Children||Maximum two work weeks|
The actual amount of bereavement leave must be approved by the employee's supervisor and must be used within three months of the death. Bereavement leave will be deducted from the sick leave that the employee has accumulated. Bereavement leave cannot be accumulated.
Bereavement Leave must be requested through the online Leave Request Form.
Employees may request personal leaves. Personal leaves are short-term absences taken for personal business. Personal leave is calculated in whole day or half day increments and prorated according to FTE. Up to three paid personal leave days per year may be granted. Personal leave days are not accruable from year to year. When possible, arrangements will be made with the immediate supervisor at least one week in advance of the time leave is desired. Immediate supervisors will be authorized to determine whether or not an employee qualifies for Personal Leave.
Personal Leave must be requested through the online Leave Request Form.
A leave of absence may be granted for employees for up to six months. This leave must be approved by the Superintendent, and can be granted for reasons such as caring for a sick family member, professional growth and/or study, or other valid personal reasons. Normally, employees will be granted a leave of absence only at times that will not unduly inconvenience the operation of the school. Leave of absences is calculated in whole day increments.
Workers on a leave of absence will not collect salaries and allowances, nor accrue benefits for the duration of the leave of absence.
Leave of Absence must be requested through the online Leave Request Form.
Up to two work weeks of paid leave will be granted for an employee that is to be married. Normally this leave is to be used within a month of the wedding.
Marriage Leave must be requested through the online Leave Request Form.
Maternity leave will be granted for the delivery and care of newborn infants of employees. Such leave will be arranged with the principal.
Up to eight work weeks paid leave will be granted for maternity leave. Maternity leave begins on the due date or when the child is born, whichever comes first. If the baby is late, the mother may arrange with the principal for the maternity leave to start when the baby is born. Prior to the due date if an expectant mother cannot physically or emotionally continue working, the principal may approve the use of accumulated sick leave up until the maternity leave begins on the due date or the child is born. The principal may request a doctor’s recommendation.
Up to one week paid leave will be granted for miscarriages occurring during the first two months of pregnancy. Up to four work weeks paid leave will be granted for miscarriages occurring after the second month of pregnancy.
Five days (or seven for C-section or exceptional medical needs) paid leave will be granted for a husband for the birth and care of newborn infants. The husband is allowed to use Sick Leave if more days are required because the newborn or mother experience medical complications.
There can be no additional days off when this leave coincides with government holidays or other holidays.
Maternity Leave must be requested through the online Leave Request Form.
Baby Feeding Break
Female employees (1.0 FTE) with babies (maternal or adopted) less than one year of age may take two breaks of up to 30 minutes each per day for the purpose of feeding their baby. These breaks and the location to be used for feeding are to be scheduled with the administrator’s approval. This scheduled should fit the feeding needs of the baby and, as much as possible, minimize disruptions to the fulfilling of the employee's job.
Female employees who have worked for the school more than one year may request to be released from the remainder of their contract in order to care for their baby (maternal or adopted). This leave is available for mothers whose babies have not yet turned three years old. Choosing this leave will not void Maternity Leave benefits. Request for this extended leave must be made via email to the Superintendent at least 6 months prior to the requested start of the leave.
Parental Leave must be requested through the online Leave Request Form.
Cause for dismissal may include, but is not limited to, any one or more of the following: incompetence, homosexual behavior, heterosexual activity outside of marriage, intemperance, abuse of a student, sexual harassment, absence without supervisor approval (abandonment of position), neglect of duty, insubordination, profanity, possession or use of pornography, promotion or involvement in the occult, propagation of beliefs that conflict with organization’s Statement of Faith, violent behavior, drunkenness, or any conduct tending to bring discredit upon the school. Normally, employees will be given one month notice prior to dismissal, and will be paid severance pay. In more serious cases, the employee will be dismissed immediately.
Employees causing real or perceived damage to the school's reputation, property, or people related to the school, will forfeit all benefits, i.e., bonuses, severance pay, or retirement.
Two months of advance notice will be given by the school prior to the involuntary dismissal of an employee, due to a reduction in work force. In such cases, severance pay will be paid to the employee. For employees employed less than eighteen months, the school will pay a minimum of three months of base pay.
All employee dismissals must first be approved by the Superintendent.
Six months' advance notice must be given prior to an employee's resignation. If six months' notice is not given, the employee forfeits Morrison Academy’s severance benefit. Under certain circumstances, exceptions to this requirement may be granted by the Superintendent.
Employees who have worked for the school more than one year and less than 25 years receive severance pay when they resign, giving six months’ advance notice. Severance pay is figured on the basis of two months of base salary per year of employment and will be prorated for the actual number of months employed. (Monthly base salary will be figured on the average of the last 12 months of employment.)
Effective January 1, 2010, 6% of the employee’s pension salary level will be contributed to the government Labor Pension Plan. The difference between the Morrison severance benefit (listed above) and the contribution made to the Labor Pension Plan will be accrued in Morrison’s accounting record. When the employee terminates employment at Morrison, he/she will receive the accrued net severance benefit from Morrison. The contribution made into his/her Labor Pension Plan account will remain in that account until he/she is eligible to withdraw the benefit.
Some employees received retirement benefit prior to July 1, 2005 and continued to work for Morrison. When these employees conclude employment at Morrison their severance benefits will be calculated accordingly,
Employees may apply for retirement, giving six months’ advance notice, under either of the following conditions.
Employee must retire under either of the following conditions.
The Superintendent may make exceptions to offer annual contracts beyond the age of 66.
Reference - Policy #3200 EMPLOYEE CONTRACTS
Retirement pay will be figured on the basis of the last year of employment monthly base salary (the average of the last 12 months' monthly base salary), according to the following schedule:
|Years of Service||Monthly Base Pay x|
|35 (or more)||95|
Retirement pay will be prorated on the actual number of months employed. For example, if an employee was employed for five years and six months, his retirement pay would be 16.5 months' salary. Employees who have previously retired from Morrison Academy will not qualify for retirement benefits.
Effective January 1, 2010, 6% of the employee’s pension salary level will be contributed to the government Labor Pension Plan. The difference between the Morrison retirement benefit (listed above) and the contribution made to the Labor Pension Plan will be accrued in Morrison’s accounting record. When the employee retires from Morrison, he/she will receive the accrued net retirement benefit from Morrison. The contribution made into his/her Labor Pension Plan account will remain in that account until he/she is eligible to withdraw the benefit.
Retirement pay for employees who retire between 55 and 60 years of age is the retirement benefits earned before the age of 60 according to the schedule above.
Retirement pay for employees who retire between 60 and 66 years of age (at the end of the contract year) is the retirement benefits earned before the age of 60 according to the schedule above and the 6% of the employee’s pension salary level contributed to the Government’s Labor Pension Plan for their years of service between ages 60 and 66.
Reference: Procedure 514 Taiwan Labor Insurance and Labor Pension
This Biblical model for peacemaking and resolving differences is characterized by a commitment to Christ-like love, regardless of the wrong committed. Reconciliation as the ultimate goal.
Any student, parent, or employee that feels he/she has been offended by being subjected to any unjust act, policy, or procedure is encouraged to seek peaceful reconciliation by following this process. Morrison Academy uses the Peace Pursuit model. All employees are trained in the following Peace Pursuit terminology and process.
Before you decide to talk or not talk with another person complete these steps. Peace Pursuit’s Quick Start Guide explains each of these steps. (Col 3:13, Matt 7:1-12)
If someone talks to you about a conflict not directly involving you, first decide if you are an appropriate person to help this person. If you are then avoid gossip, be objective, and provide wise counsel.
If it’s appropriate to meet with the other person, then communicate in the way, place, and time which will create the most effective environment for each person to humbly and honestly listen to each other and reach appropriate confession and forgiveness. This meeting should feel like a conversation, not a confrontation. If each person fulfills their role at Stages 1 and 2, they will most likely reach appropriate confession and forgiveness. (Gal 6:1, Eph 4:29, 2Cor 7:8-11, Jam 1:9, Luk 17:3-4, Matt 3:8)
If the other person does not listen after several conversations and reasonable time, you can move to Stage 3.
The two parties converse with each other in the presence of someone else. That third person is in the role of witness or mediator. Their purpose is to provide a safe, respectful environment for the two parties to listen to each other and reach appropriate confession and forgiveness, as necessary. (Matt 18:16, 2 Cor 5:20, Gal 6:1-2)
If reconciliation is still not reached, the two parties converse with each other in the presence of the appropriate SAC level administrator. If this administrator could have a conflict of interest then the two parties should appeal to the Superintendent. The administrator considers the interaction between the assumed offended person and the supposed offender, the nature of the offense(s), and appropriate input from credible witnesses or mediators. If the two parties do not reach peace, the administrator makes an impartial judgment of their relational problem. All parties should respect and submit to the administrator’s decision. Depending on the response of both parties and the nature of the offense(s) between them, the administrator approves a discipleship plan. The administrator can appoint a mentor to guide the offender through Stage 5 or refer the two parties to the Superintendent. (1Pet 5:1-4, Heb 5:14, 13:17, 1 Cor 6:1-8, Mat 18:17a)
A mentor approved by the administrator lovingly and patiently helps the offender complete the discipleship plan which was decided by the leader at Stage 4. (It is possible that the administrator could fill the mentor role themselves.) The goals of this discipleship plan include: reconciliation with God and the offended, renewal of mind, fruits of repentance, and training in righteousness. (2 Cor 7:10-11, Mat 3:8, Eph 4:21-32, Col 3:12, 2Tim 2:22-26, Rom 16:17a, 2Tim 3:16-17, 1Thes 5:14, 2Tim 4:2)
If the offender does not complete this discipleship plan, the administrator can move the process to Stage 6.
If the offender does not complete the Stage 5 discipleship plan, the administrator and/or Superintendent meets with the offender to give him or her one more opportunity to heed wise counsel and accept the loving grace and care of the community. If the offender remains unrepentant or unsubmissive to wise judgment and patient, loving discipleship, the administrator may implement disciplinary action. For students, this could include Discontinuation of Enrollment in accordance with procedure #255. For employees, this could include dismissal, in accordance with policy #3240, formally dismisses him or her from the community. (Mat 7:12, 1Cor 5: 9-13, 2Thes 3:14-15, Tit 3:10, Eph 5:3-5, 2 Tim 3:5, Mat 18:17b)
If anyone believes they have been subjected to any unjust act, policy, or procedure involving the Superintendent or a member of the Superintendent’s family, then the party may communicate this to the Board Chair in writing. If the Board Chair, at his/her discretion, believes that the Superintendent may have violated their duties as defined in policy #3613, then the Board may investigate the Superintendent’s performance.
Upon termination, voluntary or involuntary, no demands shall be placed upon the school which are not stated within this document.
The English text of this document shall stand as the basis for all translations and shall be honored above any translated text in case of a discrepancy.