2018 

 

 

International               Employee Handbook 
FIRST LEAP 
MAY 2018 
  
Contents: 
Contents: .............................................................................................................................. 1 
I. Foreword....................................................................................................................... 3 
II. Company Statement ...................................................................................................... 3 
III. Phase 1 Training ............................................................................................................ 3 
IV. On-going Training .......................................................................................................... 4 
1. Phase 2-4 training ..................................................................................................... 4 
2. Regular on-going teacher training ............................................................................. 4 
3. Boot Camp Training................................................................................................... 4 
4. Specialised Promotion training ................................................................................. 5 
V. Health Insurance Cover ................................................................................................. 5 
VI. Working Hours and Leave .............................................................................................. 6 
1. Working Attendance ................................................................................................. 6 
2. Working Location ...................................................................................................... 6 
3. Standard Working Days and Hours ........................................................................... 6 
4. Late Policy ................................................................................................................. 7 
5. Overtime Work ......................................................................................................... 8 
6. Part Time Work ......................................................................................................... 8 
7. Additional Teaching Programs .................................................................................. 8 
8. Leave Requests ......................................................................................................... 9 
9. Sick Leave ................................................................................................................ 10 
10. Paid Leave ........................................................................................................... 10 
11. Unpaid Leave....................................................................................................... 11 
12. Unexcused Leave ................................................................................................. 11 
13. Holidays .............................................................................................................. 11 
VII. Teaching Requirements ............................................................................................... 12 
1. Inside the Classroom ............................................................................................... 12 
2. General Lesson Procedure....................................................................................... 13 
3. Outside the Classroom ............................................................................................ 13 
4. Class Preparation .................................................................................................... 13 
5. Standardised Lesson Videos (SLP Information) ....................................................... 14 
6. Peer Observation .................................................................................................... 14 
7. Communication ....................................................................................................... 14 
8. Special Events and Marketing ................................................................................. 15 

VIII. Working Requirements ................................................................................................ 15 
1. Personal and Professional Conduct ......................................................................... 15 
2. Dress Code and Appearance Requirements ............................................................ 16 
3. Company Culture and TAL ....................................................................................... 17 
IX. Employee Oversight .................................................................................................... 17 
X. Professional Working Expectation Development (PWED) and Grievance Procedure ..... 17 
1. PWED Overview ...................................................................................................... 17 
2. Verbal Warning Offences ........................................................................................ 18 
3. Written Warning ..................................................................................................... 18 
4. Violation Offence .................................................................................................... 18 
5. Serious Violation ..................................................................................................... 19 
6. Grievance Procedure Overview ............................................................................... 19 
XI. Contracts and Performance Reviews ........................................................................... 20 
1. Performance Review ............................................................................................... 20 
2. Contract Renewal .................................................................................................... 20 
3. Extension of Existing Contract ................................................................................. 20 
4. Promotion ............................................................................................................... 21 
5. Exit Procedure Overview ......................................................................................... 21 
6. Contract Completion ............................................................................................... 21 
7. Early Contract Termination ..................................................................................... 22 
8. Forced Contract Termination .................................................................................. 22 
XII. Payment ...................................................................................................................... 23 
1. Payment Overview .................................................................................................. 23 
2. Demo Bonus Payment ............................................................................................. 23 
3. Partial Payment ...................................................................................................... 23 
4. Additional Payments (overtime, part time, support pay, etc.) ................................ 23 
5. Excessive Class load Bonus ...................................................................................... 24 
XIII. Visa ............................................................................................................................. 24 
1. Visa Overview ......................................................................................................... 24 
2. Visa Fees ................................................................................................................. 24 
3. Physical Exam Requirements .................................................................................. 25 
XIV. Key Contact Information .............................................................................................. 27 
 
I. Foreword 
Starting in Beijing in 2008, First Leap was established as an afterschool English program for young learners. First Leap looks to blend Chinese local teachers and international teachers to create a dynamic global environment for students to learn in. Based on the principles of CLIL, First Leap’s in house curriculum blends Chinese learning styles, western education, and immersion learning. First Leap merged with TAL in 2015. The company mission is to promote education through science and technology, with a customer focus, and to deliver a comprehensive educational package. This has allowed the company to expand and strengthen its brand and reputation as a strong competitor in the educational field in China. 
II. Company Statement 
1.0 This Employee Handbook is an extension of an international employee’s contract. Therefore all international employees or employees working within the International Department are bound by the policies, rules, and regulations outlined in this Handbook. 
2.0 First Leap reserves the right to update, expand, and revise this Handbook periodically and provide new versions to all employees. 
3.0 First Leap reserves the right to interpret this Handbook should opinions on it differ. The English version will always supersede the Chinese version in any interpretation. 
4.0 A delay or failure by First Leap to enforce any of its policies, programs, or rules does not constitute a waiver of First Leap’s right to enforce these policies, programs, or rules in the future.  

III. Phase 1 Training 
1.0 A person is not considered an employee of First Leap until they have completed and passed Phase 1 Training.  
2.0 A Phase 1 trainee will be assessed on their performance and given a score upon the completion of the training. The score will determine if the person has passed or failed the training.  
2.1 A trainee who passes and scores in the top tier will receive the Phase 1 Training Payment in full. 
2.2 A trainee who passes Phase 1 Training and scores in a lower tier will be paid a partial Phase 1 Training Payment.  
2.3 Trainees who do not pass Phase 1 Training will not receive any Phase 1 Training Payment.  
2.4 If a trainee does not pass Phase 1 Training, First Leap has the right to terminate their contract even if they have already gone to their assigned centre.  
2.5 If a centre decides to accept the trainee who did not pass Phase 1 Training, the trainee will be monitored for improvements. If the trainee does not show improvements in within a month period, the centre will give the three days notice to terminate the employment contract.  
2.6 All trainees who pass Phase 1 Training will be on a two month probationary period.   
3.0 If a trainee is unable to attend any part of training, they must be excused prior to the training through written consent from the assigned trainer, or the Training Supervisor. If any part of the training is missed, excused or unexcused, the Phase 1 Training Payment will be adjusted. First Leap will not take any responsibility for loss of payment.  
How many weeks is Phase 1 training? 
The contract only mentions Junior Training/Orientation in Beijing for 2 weeks, nothing about Phase 1. 
Is the salary in Phase 1 the same as for regular employment?
You get paid for Phase 1 only if you score in the top tier: what is the percentile for top tier? How many tiers are there? No pay if you score in lowest tier: what percentage/percentile is the lowest tier?

4.0 The Phase 1 Training payment is separate from the monthly salary outlined in the employment contract.  
So, how much is Phase 1 paid?

4.1 The employment contract will only commence fully once a trainee has completed Phase 1 Training successfully. 
4.2 The first day of employment, and therefore of earning salary, will usually be the Wednesday following the last day of training.  
5.0 Further information can be obtained from the Training Supervisor. 

IV. On-going Training 
1. Phases 2-4 Training 
1.1 Employees who have passed Phase 1 Training will continue to Phases 2-4 of training, arranged under the direction of the Training Supervisor.  
1.2 All employees within their first four months of employment are required to attend Phases 2-4 training. Please refer to TDC (Teacher Development Centre) Training Supervisor for further information. 
What is phase 2-4 training? Additional hours? Or teaching under supervision?

1.3 An employee in Phase 2-4 of training will be informed of training with at least 7 days written notice from the assigned trainer.  
1.4 If any employee is unable to attend any part of training, they must be excused prior to the training through written consent from the assigned trainer, or the Training Supervisor. The employee will be required to attend the next available training session. 
Where does this training take place? In the same town? Away? does it require transportation? Is it on the same premises where one teaches?

1.5 Working hours will be arranged prior to the training. Any deviation from this arrangement should be agreed upon with the employee’s supervisor or Training Supervisor by written agreement.  
How many  hours? What kind of schedule? 
What if you get 8 hours a day, first hour at 7AM and the last at 8PM, and you have to hang out the whole day at the school for office hours etc?

1.6 Performance and attendance of Phase Training will be taken into consideration when an employee’s contract is taken under review.  

2. Regular On-going Teacher Training 
2.1 All employees are expected to attend regular lesson training arranged by specialised trainers or Regional Supervisor.   How often? How long? When? During work hours or during weekends? Transportation?

2.2 A Regional Supervisor may arrange ad hoc training. All relevant employees are expected to attend any training arranged by their regional supervisor or regional trainers, provided correct notice was given. 

2.3 An employee will be notified of any training with a notice of at least 7 days. 
2.4 If an employee is unable to attend training, the employee should be excused through written agreement with specified trainer, or supervisor relevant to the training, before the training commences, otherwise it will be counted as unexcused leave.  
2.5 Employee lateness will be considered the same as absence.  
2.6 Academic team members should attend any on-going training wherever possible.  Again, where, when, how long?
2.7 Performance and attendance of an employee in any training will be taken into consideration when the employee’s contract is under review.  

3. Boot Camp Training 
3.1 All employees employed for a continuous period of six months or more will be invited to apply for Boot Camp training. 

3.2 Boot Camp will be held periodically throughout the year. Notice of application will be sent one and half months prior to the training. 
3.3 Those interested in attending will be asked to complete an application process in preparation for the training. 
3.4  Boot Camp is a not mandatory training, the purpose is to learn more about the company and develop employees’ skills. Therefore there will be no monetary payment or time off in lieu from the training. 
3.5 Attending Boot Camp training does not guarantee a promotion path. 

4. Specialised Promotion Training 
4.1 Employees placed in promotion training are required to pass Boot Camp training.  
4.1.1 In exceptional circumstances, where an employee has taken a promotion opportunity before Boot Camp and subsequently fails Boot Camp training, the promotion may be revoked.  
4.2 An employee must pass the specialised promotion training before a promotion is offered to the employee.  
4.3 Only upon employee acceptance of the promotion position should the promotion be made public to other employees. 

V. Health Insurance Cover 
1.0 All employees that have completed and passed Phase 1 training are entitled to health insurance coverage.  
2.0 Not all health care services are covered by insurance. Those services excluded from insurance cover include but are not limited to: 
2.1 Maternity care 
2.2 Pregnancy termination 
2.3 Dentistry 
2.4 Cosmetic 
3.0 For each contract year, the employee is responsible to pay the first 1000RMB of health care. Beyond the initial 1000RMB, the insurance policy will cover a percentage the cost of health care, if the service is not excluded by the policy.   1000 yuans deductible for medical expenses.  Other expenses, reimbursed partially: what percentage is reimbursed?

4.0 Health insurance coverage will vary in different regions. Employees should contact their Regional Supervisor before seeking medical attention to determine if the hospital and service is covered by the health insurance policy.    So, it is not clear WHAT is covered. They list above things that are NOT covered, but depending on policy or location, other things will not be covered as well. VERY VAGUE.

4.1 Should an employee attend a hospital or seek a service not covered by the insurance policy, the company reserves the right to refuse any payment. 
5.0 All employees should seek assistance before going to a hospital to ensure the correct paperwork is collected to allow for reimbursement.  Reminder: PARTIAL reimbursement.

5.1 Should an employee not collect the relevant paperwork, the company reserves the right to refuse reimbursement. 

VI. Working Hours and Leave 
1. Working Attendance 
1.1 All employees are expected to be able to work each working day within the calendar year. All employees are expected to attend work on time and when scheduled. 
1.2 Employees will clock in and out each day using the designated clocking in systems.  
1.2.1 It is the responsibility of the employee to ensure they clock in and out properly each day.  
1.2.2 Should there be a system failure, it is the employee’s responsibility to communicate this to their direct supervisor.  
1.2.3 Failure to use the clocking in system correctly will result in monetary penalties. This includes forgetting to clock in or out. 
1.3 An employee should alert their supervisor if they forget to clock in, clock in late or clock out early. The supervisor will only approve three clock in or clock out abnormalities each month.    
1.3.1 If this is a repeated issue and not the fault of the clocking in system, the employee will face monetary penalties.  FINES if you don’t punch in / out on time.
1.3.2 If there are more than three abnormalities in one month all abnormalities will result in one hour pay deduction. One hour pay deduction is 120RMB 
1.4 An employee will be considered as late if they arrive at work, or clock in, five or more minutes after the time they were scheduled to work.  
1.5 An employee will be considered to have unexcused leave should they miss extended amounts of time from work, without written approval from their supervisor.  

2. Working Location 
2.1 An employee’s working location will be assigned and communicated with the employee at the point of Phase 1 Training completion.  
2.2 The working location of an employee can only be changed in the contract year through mutual written consent between the employee and company.  
2.3 If a location is no longer available, an employee will be provided with an option of a different location or mutual termination of their contract.  
2.4 Employees may be required to support a centre or a city that is not their set working location according to the needs of the company.  They can move you around if they need-want to.
2.5 An employee cannot be required to work beyond one month outside of their set working location, unless there is written mutual agreement or the employee’s contractual arrangements state as such. 
2.6 Employees who support a city that is not their set working location will receive accommodation and a daily allowance for the duration of the support.  
2.6.1 This daily allowance payment is not available for employees who have not yet been given a set working location from Phase 1 Training.  All these rules can be traps. Or they can be legitimate policies that address real issues that arose in the past. Impossible to tell. It all depends on the honesty of the employer.

3. Standard Working Days and Hours 
3.1 Unless otherwise stated in the employee’s contract or supplementary contractual agreements, an employee’s standard working days will be either : 

Schedule A: Monday, Tuesday, Friday, Saturday and Sunday    5 days a week – weekend is always included
Schedule B: Wednesday, Thursday, Friday, Saturday and Sunday 
3.2 Employees are further required to be able to attend training and company meetings if they are scheduled on Monday or Tuesday. This will also apply for holiday make-up days.  Meetings are in addition to working hourse.

3.3 The standard working week of regular teachers will consist of 36 hours. This will include teaching as well as work activities beyond teaching.  
3.3.1 The specific working hours will vary regionally and may change for the needs of the centre or city. The teacher will be informed of their set regular working hours by their Regional Supervisor.  So it could be spread out: 3 hours in the morning (7-10) and 5 in the evening (6-11) for instance.

3.4 The standard working week of an academic team member will consist of 40 hours.  
3.5 In addition to the contracted hours, the company may require an employee to work up to eight hours outside the standard working time on standard working days to cover classes.
WHAT?
 
3.5.1 This overtime does not require the consent of the employee.  

3.5.1.1 Time off in lieu, six hours and under, should be taken within 7 days of the overtime.  COMP TIME….. you work and get more time off during summer or winter vacation…
Time off in lieu, more than 6 hours can be taken during summer holiday or winter holiday.  Written notification of when the time will be taken back will be sent to the employee.  

3.5.1.2 If an employee would like to take time back at a different time than specified, the employee should send a request by email to their Regional Supervisor, or designated person, detailing the dates and times they would like to take.  Good luck with this.

3.5.1.2.1 This request must be approved before the time is taken back. 
3.5.1.3 If time off in lieu is not possible due to staffing levels, the employee’s supervisor will make alternative arrangements and give written notification to the employee.  If COMP TIME IS NOT POSSIBLE, you eat the hours basically.

3.5.2 The overtime will be compensated monetarily where the majority of the class time is outside of the standard working hours. Unclear what the standard working hours are.

3.6 If an employee works beyond eight hours in one day, they are entitled to one hour unpaid lunch break.  

3.6.1 Teachers working Saturday and Sunday should be scheduled one hour uninterrupted for lunch between 11:00-15:00.  
3.6.1.1 If the teacher is not scheduled for one full hour during this time, the teacher should contact their supervisor to have the schedule adjusted where possible.  Good luck with that.

3.6.1.2 If it is not possible for the teacher to take the full hour for lunch, through mutual written consent, the teacher can take time off in lieu or be paid for one session bonus. 

4. Late Policy 
4.1 If an employee is late to work by five minutes or more without written approval, one hour of pay will be deducted from their pay and the employee will be subject to PWED disciplinary action.  
4.1.1 This policy applies the same if an employee leaves work early by five minutes or more without prior written approval.  
4.2 If an employee is late or leaves work early on a regular basis, but for less than 5 minutes, the employee will face monetary penalties and PWED disciplinary action. 
4.3 An employee should notify their direct supervisor about any lateness.  

4.4 A teacher should notify their supervisor if they are late for work. If they are unable to get an immediate response from their supervisor, they should contact the local teacher of their first class.  
4.5 If a teacher is late to a class, they will be subject to PWED disciplinary action.  
4.6 If a teacher is late to work such that their class is cancelled or taken by another international teacher, they will be subject to PWED disciplinary action and monetary penalties.  
4.6.1 For each class missed, the teacher will have double the hours deducted from their pay. 
4.7 The international teacher taking the class in the absence of the late teacher will have the session added to their monthly sessions. If the total monthly sessions exceed 75, the teachers will be paid 120RMB for each session in excess of 75.    you could expect to work 75 hrs overtime per month

5. Overtime Work 
5.1 Overtime work is work done on days outside the standard working days. For most employees, this is Monday and Tuesday.  So basically, you work 7 days a week. This clause makes it possible for them to schedule you that way.

5.2 Employees can be asked to work at the centres on days outside their standard working days, but the company is unable to require it.  OBSCURE. What does it mean?

5.2.1 This clause is voided during holiday periods where employees are required to make up days.  Make up what days?

5.3 If an employee has a written agreement to work on days outside standard working days, they are subject to the same policies as standard working days.  
5.4 An employee will be compensated for the overtime work monetarily, unless a prior written agreement is reached with the employee’s supervisor.  
5.4.1 This excludes mandatory training arrangements. In these situations, the employee will be given information on specific arrangements before the training. 
5.5 Any overtime work should be recorded by the employee and be available to the employee’s supervisor upon request.  

6. Part Time Work 
6.1 Employees are prohibited from taking any additional work outside the company or company arrangements.  
6.2 If an employee is found by the company to be working outside of First Leap, the employee’s contract will be terminated and visa cancelled on the grounds of breach of contract.  
6.3 An employee found working outside of First Leap by Chinese authorities can face a fine, detention, or deportation for breach of visa arrangements. 
6.4 Part time work includes, but is not limited to, additional teaching or tutoring, modelling, social media, and voice acting not approved by First Leap.  Social media is part time work?

7. Additional Teaching Programs 
7.1 If an employee agrees to take an additional teaching program, they do so in addition to their regular working hours.  There will be pressure to teach more and more.

7.2 An employee will be paid a pre-agreed set amount for each program.  
7.3 An employee cannot take time back in lieu unless explicitly agreed through written consent from the employee’s supervisor and the International Department Manager.  

7.3.1 This agreement must be reached before the commencement of the program.  

8. Leave Requests 
8.1 All leave requests must be applied for through written email to the employee’s supervisor. The email should include the dates of leave and whether the leave is paid, including which dates are paid or unpaid, if approved. 
8.2 Personal leave of one day requires a notice period of at least 14 days. Approval from regional supervisor is required.   Two weeks advanced notice to take a day off

8.3 Personal leave of more than one day requires a notice period of at least 60 days. Approval from regional supervisor is required.   Two days off? 60 days advanced notice. Better plan carefully

8.4 If an employee does not apply within the relevant notice period for personal leave, the request will not be approved.  
8.4.1 A supervisor can however, use their discretion with this clause in exceptional circumstances. 
8.5 Leave requests can only be made by the employee wanting to take the leave. An employee cannot request leave on behalf of another employee.  
8.6 First Leap reserves the right to refuse personal leave requests (paid and unpaid). The employee will be provided with reasoning as to why the request was not approved.  
8.6.1 First Leap will take no responsibility for money lost should an employee book tickets or accommodation prior to the leave request being approved. 
8.6.2 If an employee takes leave without written approval from their supervisor, the leave will be considered unexcused and the employee will face financial penalties, PWED disciplinary action or possible termination of contract. 
8.6.3 If the employee feels the reason for refusal to grant leave is unfair, or contravenes the Handbook, the employee can file a grievance with the International Teacher Department Manager (TMC). Is this an officer WITHIN the company or some kind of public official, like a union rep?
  
8.7 It is the responsibility of the employee to check their visa entry and exit requirements before leaving China. The employee should contact the visa team before departure if they are unsure. First Leap will take no responsibility if an employee is refused re-entry to China.  
8.8 Employees in the first six months of their contract will not be granted leave during standard working days (not including public holidays or demo days).   What are “demo days”?

8.9 Contract breaks will not require the standard notice period. Contract breaks must be approved by the employee’s supervisor through written agreement. 
8.9.1 Contract breaks can only be taken once an employee has completed their contract term completely. 
8.9.2 Contract breaks will be limited to a maximum of three weeks.  
8.9.3 If an employee requires more than three weeks, they need to get mutual agreement with their supervisors. The employee accepts they may be relocated, depending on the needs of the company.  
8.9.4 If the contract break is of an extensive period of time, the employee accepts employment is not guaranteed upon return. 
8.10 Employees requesting time off for demo days must apply to their supervisor through email.   What are these demo days?

8.10.1 The employee’s supervisor will set a deadline to apply for leave by for demo days.  
8.10.2 Applications for leave sent after the set deadline will be refused.  

9. Sick Leave 
9.1 All employees are entitled to five days paid sick leave in each contractual year provided the employee meets the criteria stipulated in this Handbook.  
9.2 If a teacher has used all five days paid sick leave and subsequently takes sick leave in the same contractual year, it will be unpaid leave.  
9.3 If an employee is unable to attend work due to sickness, they should contact their supervisor at least one hour before they are due to start work. Employees are advised to contact their supervisor at the earliest time.  
9.3.1 Communication should be made by phone call or by an instant messaging service, but not by email. 
9.3.1.1 If an employee does not contact their supervisor in the correct manner, the leave may not be approved and the employee will be subject to the same penalties for unexcused leave. 
9.3.2 If an employee is already at work, they should speak face to face to their supervisor, or centre management.  
9.4  An employee must seek medical attention for any sickness causing an absence from work.  
9.4.1 If an employee is unable to attend a hospital or seek medical attention due to the nature of the sickness, they should be able to provide sufficient evidence of illness to their supervisor for the leave to be authorised. How do you prove cramps?
 
9.5 An employee must be able to provide an original doctor’s note upon the request of their supervisor. The supervisor has to send the doctor’s note to International Human Resources Department.  Copies or photographs may not suffice.  
9.5.1 The doctor’s note must be clearly dated from the date(s) of sick leave. 
9.6 An employee will not receive pay for sick leave if they are unable to provide a suitable doctor’s note for the dates of absence. 
9.7 If an employee is unable to provide a doctor’s note or sufficient evidence of sickness to support the sick leave, the leave will be considered as unexcused and the employee will be subject to PWED disciplinary action and deductions in pay.  
9.8 If an employee takes regular sick leave and there are reasons to believe the employee is not taking reasonable steps to look after their health, the International Department may begin an investigation. 

10. Paid Leave 
10.1 All employees are entitled to paid personal leave. This will vary depending on the duration of employment and position held.  
10.1.1 Teachers in their first year will be entitled to three days paid to be taken only on weekdays.  
10.1.2 Teachers in their second year contract are entitled to five days paid personal leave. 
10.1.3 Teachers in their third year contract are entitled to seven days paid personal leave. 
10.1.4 Teachers in their fourth year contract, or beyond, are entitled to ten days paid personal leave. 
10.2 Paid personal leave entitlement only applies to a complete twelve month contract. If the employee does not have a full twelve month contract, or extends their contract beyond twelve months, leave entitlement may vary.  

10.3 If an employee does not use their contracted paid leave entitlement in the contract   

   term, they will not be compensated for this in their new contract.  
10.4 All employees are entitled to five days paid leave for death in the immediate family.  
10.5 All employees are provided with five days paid wedding leave for their own wedding    

and 500RMB as the wedding bonus.  It’s worth getting married just to get time off!!!
 
10.5.1 The employee’s wedding certificate will need to be provided to supervisor or Human Resources Department.  

11. Unpaid Leave 
11.1 An employee is entitled to take unpaid leave after they have exhausted their paid leave entitlement.  
11.2 Unpaid leave will be approved with mutual agreement through the employee’s supervisor.  Excessive requests of unpaid leave will be investigated.  
11.3 If an employee takes five days or more of unpaid leave during their contractual term of employment, the employee’s end of year bonus will be deducted in proportion to the leave taken. 
11.3.1 In some instances, the employee and company can reach mutual agreement to extend the contract to avoid bonus deductions.  
11.4 An employee’s contract break will be unpaid leave.  

12. Unexcused Leave 
12.1 If an employee is absent from work without prior written approval from their supervisor, or the employee is unable to provide a doctor’s note of sickness, the absence will be classed as unexcused leave.  
12.2 An employee found to have taken unexcused leave will face PWED disciplinary action and financial penalties.  
12.2.1 An employee will be fined double the pay for the time absent.  
12.3 If an employee takes two consecutive days of unexcused leave, their contract will be terminated with immediate effect.  

13. Holidays 
13.1 All employees will have paid holiday time in line with the Chinese calendar and company announcements.  
13.2 Employees will be made aware of the holiday working schedule for Spring Festival by the end of December.  
13.3 Employees will be made aware of the full Chinese holiday working schedules by the end of March.  
13.4 Employees are sometimes required to work on days outside the standard working days in coordination with the Chinese holiday schedule.   To make up lost days? Probably.

13.5 If an employee requires personal leave during Chinese holidays, they must apply as they would for a normal personal leave request unless otherwise stated by their supervisor.  
13.6 First Leap reserves the right to adjust, clarify, or update the holiday schedule. Changes will be communicated to the employee with as much notice period as possible. 

13.7 All international employees will be given December 25th off as paid leave, provided this is a standard working day.  
13.7.1 If December 25th falls on a Wednesday or Thursday (for Schedule A employees) or a Monday or Tuesday (for Schedule B employees), it will be treated as just a normal off-work day, without pay. 
13.8 An employee may be asked to work on December 25th but is not required to.  Yeah, sure
13.9 If an employee does work on December 25th, this will be done through mutual 

  written agreement with the employee and their supervisor.  
13.9.1 The official paid public holidays in China all the year round include: 

New Year 	1 day 	
Tomb Sweeping Festival 	1 day 	
Labour Day 	1 day 	
Dragon Boat Festival 	1 day 	
Mid Autumn Day 	1 day 	
National Holiday 	3 days 	
Spring Festival 	3 days 	

 
13.9.2 These dates may differ from the publicised government holiday schedule. 
First Leap holiday schedule will be released from the Human Resource Department.  
3 Teaching Requirements 
1. Inside the Classroom 
1.1 A teacher must be presentable at all times in the centre. Teachers should smile and be active when presenting lessons.  Will training be provided for that? You may need it.

1.2 Teachers must focus on positive student behaviour. Teachers should not punish students unfairly or disproportionately.  
1.2.1 If a teacher is felt to have used punishment excessively in the classroom, the teacher may face PWED disciplinary action and possible termination of employment.  
1.3 Teachers are expected to create a safe learning environment and offer equal opportunities to all students in a class.  
1.4 A teacher should be in the classroom at least five minutes before class is scheduled to begin.  
1.5 Teachers will take demonstration (demo) classes and open classes in addition to regular classes.  When, where, how many?
1.6 A teacher can expect to have any class watched and is unable to refuse a person observing their lesson without valid reasoning.  
1.7 Teachers will receive regular assessments and observations from their centre Teacher Advisor.  
1.7.1 Teachers should show improvement through each contract year in their assessment score.  
1.7.2 Assessment scores and improvements will be taken into consideration when a teacher’s contract is under review.  

2. General Lesson Procedure 
2.1 A teacher is expected to teach the entirety of the lesson scheduled, using the materials provided by the Research and Development (R&D) Department in full. 
2.2 A teacher is required to bring in all materials listed in the teaching guide to the lesson and be able to use them effectively to meet the learning and lesson objectives. 
2.3 All lessons should include a lesson warm up relevant to the lesson and a review at the end of the lesson to check comprehension with each student.  
2.4 Teachers are encouraged to include additional activities not listed in the teaching guide provided these activities do not deviate from the lesson objectives.  
2.5 Teachers should contact a member of the academic team if they are unsure about how to teach any lesson, prior to the lesson. 

3. Outside the Classroom 
3.1 As an ambassador of First Leap, all employees are expected to maintain a respectful manner both inside and outside of the working area. This includes non-working times. 
3.2 Failure to maintain a professional, friendly, and respectful manner outside of the classroom may result in PWED disciplinary action or monetary penalties.  No drunken rowdiness in bars and taverns. No dancing on tabletops 

4. Class Preparation 
4.1 Teachers must be familiar with the lesson teaching steps, assessment points, and materials before class.  
4.2 Teachers should have a clear plan of how to use materials and introduce key points of the lesson. 
4.3 Teachers must have a plan for teacher talk and how to introduce key concepts of the lesson. 
4.4 Teachers are expected to use the standardised lesson videos where available, alongside the teaching guide and presentation materials as part of their preparation process.  
4.5 Teachers in their first year contract are expected to complete a ‘class prep sheet’. This should be submitted to the teacher’s supervisor by 9pm every Sunday.  More work, lots of work.

4.5.1 After 6 months, teachers in their first year will be reviewed by their supervisor and Regional Supervisor. After this review, a decision will be made by the Regional Supervisor of whether the teacher should continue using the class prep sheet.  Can I get a copy of this prep sheet to see what it entails?

4.5.2 A teacher is not permitted to stop their class prep sheet unless there is written agreement from their supervisor.  
4.5.3 If a teacher shows any issues with preparation, the teacher’s supervisor is within their rights to require the teacher to submit regular class prep sheets at any point in the teacher’s employment.  
4.6 The teacher’s centre Teacher Advisor will conduct regular preparation help and guidance meetings. Each teacher is expected to be active and engaged in said meetings.  On top of working hours, I presume

4.7 The teacher’s centre Teacher Advisor will conduct regular preparation checks to ensure the teacher is adequately prepared for lessons.  
4.8 Teachers must consult the local teacher of the class before each lesson about what the activities in the class will be and other relevant additional information.  

4.9 It is the responsibility of the international teacher to prepare and order materials for their lessons. Teachers should regularly check materials needed and supply levels in their centre to ensure materials are available.  Obscure. What kind of supplies?

4.9.1 If supplies are lacking, the teachers in the centre should order materials in advance. Teachers can ask their supervisor to help with this, but are expected to take responsibility for ordering supplies. 
4.10 If a teacher repeatedly shows a lack of preparation, the teacher will face PWED 

disciplinary action.  

5. Standardised Lesson Videos  
5.1 All teachers are encouraged to watch at least one standardised lesson video per week.  How long is it? More work, unpaid.
 
5.2 Teachers in their first six months should watch one video a week and submit corresponding paperwork relating to the standardised lesson video to their supervisor every Sunday by 9pm.  Watch the video and write a report. More work

5.2.1 A teacher should only submit paperwork relevant to the video they have watched in the given week. Video watching should not be ‘rolled over’ week by week.  
5.2.2 After a period of six months, a teacher’s supervisor will review the teacher’s performance with the Regional Supervisor. Both parties must agree whether the teacher should continue to submit paperwork relevant to the standard lesson (SLP) videos.  
5.2.3 A teacher is not permitted to stop SLP paperwork submissions without written agreement from their supervisor.  They can ask you to do it for the entire period you work.

5.2.4 First Leap reserves the right to require any employee to engage in the SLP process at any point of their employment with the company.  Why? This is really weird. 

5.3 Teachers should use the standardised lesson videos available as a preparation tool for their lessons or training sessions.  
5.4 Teachers must be familiar with the assessing points of each lesson, where available.  
5.4.1 Repeated failure by the teacher to meet the assessing points of lessons will result in PWED disciplinary action.  
5.5 Teacher’s engagement in and use of the standardised lesson video program will be recorded, tracked, and taken into consideration when the teacher’s contract comes up for review, as well as monthly KPI review.  They will know when you watched it (must log in, I assume) and if you used it in class.

6. Peer Observation 
6.1 Employees can be required to watch peers’ classes and complete observation forms. More work. 

6.2 The employee observing the class should provide constructive feedback in a professional manner following the observation. 
6.3 Observation forms should be submitted by the given deadline. Failure to submit paperwork could result in PWED action.  

7. Communication 
7.1 Teachers are expected to communicate with parents and students on a regular basis, in a professional and respectful way.  In chinese?
7.2 Information given to parents should be objective and include how their child is doing and how they can improve.  
7.3 Teachers are required to speak with parents and students to review lessons regularly.  In chinese

7.3.1 The teacher’s supervisor will specify how the lesson review should be done and recorded.  
7.4 Teachers are required to be logged into the company’s instant messaging service during all working hours.  
7.5 Teachers can use the company’s instant messaging service as a forum to share ideas for classes. Language used must be professional at all times.  I wonder if there will be pressure to use this platform, forcing people to “cooperate” during non-working hours
 
7.6 Teachers should log into their emails daily to check for any updates or company announcements.  
7.7 Any communication with co-workers or clients should represent the company’s mission and values.  
7.8 If a teacher uses any communication platform in an unprofessional or disrespectful manner, or to the detriment of the company image, the teacher will face PWED disciplinary action.  

8. Special Events and Marketing 
8.1 Teachers are expected to partake in additional events beyond teaching arranged by their centre or First Leap.  Unpaid, more work
8.2 A notice period of at least 3 days should be given to teachers taking part in an event or marketing activity.  
8.3 If a teacher is unsure of an activity, they should contact their supervisor for information before the activity.  
8.4 A teacher is unable to refuse to do such events unless the correct notice period was not provided. If this is the case, the teacher must first consult with their Teacher Advisor before speaking with centre management.  
8.5 First Leap reserves the right to use images of employees for marketing and other products. 

4 Working Requirements 
1. Personal and Professional Conduct 
1.1 All employees are expected to observe the rules of the company and laws of the People’s Republic of China.  
1.2 Any employee found to have broken the laws of China will have their contract terminated with immediate effect. 
1.2.1 Any use of drugs will not be tolerated. If an employee is found to have taken any illegal substances either by state officials or company employees, the company will not offer any protection to them.  
1.2.2 Any employee found to be involved in any criminal activity, including the defamation of the Chinese government through social media or other sources, will also not be provided any protection from the company.  
1.3 Every employee has a responsibility to keep their personal desk and communal areas clean and tidy. This includes minimising food being left in office areas and centres.  
1.4 Employees should not smoke or present themselves with a strong smell of smoke during working hours.  
1.5 Employees should not drink alcohol or present themselves as intoxicated or with a strong odour during working hours.  

1.6 Employees should not post negative or defamatory statements on social media about the company.  
1.6.1 If an employee is found to have used social media to the detriment of the company, the employee could face PWED disciplinary action, financial penalties, or contract termination. 
1.7 All working time should be used for work related matters.  
1.8 Employees should not accept large gifts or money from clients.  
1.9 All employees are responsible for their personal property. First Leap will not be liable for property missing or lost in the work place or company provided accommodation. 
1.10 Workplace relationships must remain professional.  
1.10.1 Relationship breakdowns, arguments, fights, or other problems should be kept out of the workplace. These situations will not give sufficient reason for an employee to change their working location until the end of their contract term.  
1.11 If an employee becomes pregnant, they should inform their supervisor to allow for  

reasonable adjustments to be made. Any information will be kept confidential.  
1.11.1 An employee who is pregnant can consult with the International Department Manager, or a supervisor of the same level, to discuss how best to proceed in the interest of the employee’s health.  
1.12 Employees must not bully, intimidate, demean, hit, or otherwise interact with  

students, clients, or any First Leap employees or guests in an unacceptable or  
unprofessional manner.  
1.12.1 If any employee is found to have acted in such a way, the employee’s contract can be terminated with immediate effect.  

2. Dress Code and Appearance Requirements 
2.1 First Leap requires all employees to present themselves in a clean and professional manner.  
2.2 All employees should wear a uniform whenever required to do so. If an employee does not have a uniform, they should contact their teacher advisor.  
2.2.1 All teachers are required to wear the provided uniform at all times while in the centre during working hours, or when interacting with co-workers and clients.  
2.3 Employees should not have bare feet in the classroom. Any shoes should be closed toe.  
2.4 Clothing should not bare excessive amounts of skin, be see-through, or provocative or distasteful in nature. Clothing should not be torn, or in poor condition. 
2.5 All clothing must at the knee or below the knee.  
2.6 All employees should cover tattoos and remove any facial piercings.  
2.7 All employees should maintain a high level of cleanliness and avoid having any strong odours, including perfume or cologne.  
2.8 All dress code enforcement is down to the discretion of centre management or the employee’s supervisor.  
2.9 Additional requirements may be given to an employee. The employee will be notified of this by their supervisor and expected to implement said requirements within a specified timeframe.  
2.10 We will provide teachers two uniforms when they first go to their centre, any extra  

uniforms will need to be purchased by the employee. 
3. Company Culture and TAL 
3.1 Employees should not be wasteful or reckless in their use of materials.  
3.2 Employees should always consider the needs of the client and students and serve these well.  
3.3 TAL is a floated company on the New York Stock Exchange. As such, all employees in First Leap may be required by a legal obligation to be interviewed by an auditor. 
3.3.1 All employees should be honest and open with the answers they give in the auditor interview.  
3.3.2 If an employee is found to have purposefully mislead an auditor, the employee will be subject to PWED disciplinary action.  
3.4 All First Leap employees can buy into TAL stocks. An employee can get information about this from Human Resources Department.  

5 Employee Oversight 
1.0 Every employee will have a supervisor who will monitor working progress and engagement.  
2.0 Teachers will be monitored by their centre Teacher Advisor primarily but will also be supervised by a Regional Supervisor.  
3.0 Other employees will be supervised by their allocated supervisor.  
4.0 Trainers, including Specialised Trainers, will supervise teachers in a training program and communicate performance with other supervisors.  
5.0 Employee engagement and progress will be monitored and tracked on the Employee Data Sheet. 
6.0 The Employee Data Sheet is the primary source of information when considering employee promotion or contract review.  

6 Professional Working Expectation Development (PWED) and Grievance Procedure 
1. PWED Overview 
1.1 All employees working within the International Department, including Academic Team members, are subject to the requirements of this handbook and guidance and discipline within the PWED system. 
1.2 The PWED system is designed to improve an undesired behaviour from International Department employees. As such, all employees should show an engagement in the PWED system.  
1.3 The PWED system follows five steps: feedback, verbal warning, written warning, violation, and serious violation.  
1.4 Any use of PWED, not including step one of feedback, requires consultation with the issuer’s supervisor.  
1.5 The use of PWED should always begin with feedback, unless a supervisor deems the employee’s action warrants the issuance of a warning or violation.  
1.6 If the employee does not show sufficient improvement in the given timeframe following feedback, PWED action will be escalated through the PWED system until the employee shows sufficient improvement or reaches the final stage of PWED. 

1.7 Any use of PWED will be recorded on the employee’s Employee Data Sheet and will be taken into consideration when their contract is reviewed.  
1.8 If an employee does not agree with any use of PWED against them, they should raise a grievance to the International Department. 

2. Verbal Warning Offences 
2.1 A verbal warning will be expunged after three months of issuance without any further action being taken.  
2.2 If an employee is issued multiple verbal warnings, their supervisor may consider escalating the disciplinary action to a higher warning or violation.  
2.3 An employee may be issued a verbal warning without the feedback stage of the PWED system if:  
2.3.1 The employee does not communicate with their team or supervisor in the necessary medium or in a professional manner.  
2.3.1.1 An employee violates the company dress code. 
2.3.1.2 An employee is five or more minutes late to work, or is repeatedly late by less than five minutes.  
2.3.1.3 The employee’s action or behaviour is deemed as such to warrant a verbal warning by the employee’s supervisor.  

3. Written Warning 
3.1 A written warning will be expunged after six months of issuance without any further action being taken.  
3.2 If an employee is issued with multiple written warnings, their supervisor may consider escalating the disciplinary action to a violation.  
3.3 An employee may be issued a written warning without the feedback or verbal warning stage of the PWED system if:  
3.3.1 An employee is late to class or leaves a class early without prior written consent from their supervisor.  
3.3.2 An employee is insubordinate and does not follow reasonable requests from their supervisor.  
3.3.3 An employee takes unexcused leave. 
3.3.4 An employee changes a class schedule, lesson topic, or session without written approval from their supervisor. 
3.3.5 An employee refuses to take a scheduled class. 
3.3.5.1 The employee’s action or behaviour is deemed as such to warrant a written warning by the employee’s supervisor.  

4. Violation Offence 
4.1 A violation offence will be expunged after twelve months without any further action being taken. 
4.2 If an employee receives two violations for unrelated activities in a twelve month period, the employee will be issued with a serious violation and immediate termination of employment.  
4.3 An employee may be issued a violation without previous stages of PWED being taken if: 

4.3.1 An employee misuses social media to impair the image of the company, another employee, or the Chinese government.  
4.3.2 An employee refuses mandatory training or meetings. 
4.3.3 An employee is negligent, such that the company loses money or the company or a department suffers significant loss. 
4.3.4 An employee misuses the PWED system to discipline another employee without the proper consultation from their supervisor, or with a misrepresentation of the facts. 
4.3.5 An employee misuses the grievance system to libel another employee. 
4.3.6 An employee breaches confidentiality agreements.  
4.3.6.1 The employee’s action or behaviour is deemed as such to warrant a violation by the employee’s supervisor.  

5. Serious Violation 
5.1 If an employee is issued with a serious violation offence, the employee’s contract will be terminated with immediate effect and the employee accepts the penalties related to this.  
5.2 An employee may be issued a serious violation without previous stages of PWED being taken if: 
5.2.1 An employee negligently or deliberately injures or hits another employee, a client, parent or student.  
5.2.2 An employee is sufficiently intoxicated or hungover in action or smell. 
5.2.3 An employee is found to have defrauded the company or engaged in theft from the company, another employee, or any client. 
5.2.4 An employee represented facts dishonestly in order to gain promotion or employment.  
5.2.5 An employee is found to be engaged in or investigated for criminal activity. 
5.2.6 An employee is engaged in bullying, intimidation, or continual harassment of any nature towards a student, parent, client, or another employee.  
5.2.7 An employee takes two consecutive days of unexcused leave.  
5.2.8 The employee’s action or behaviour is deemed as such to warrant a serious violation by the employee’s supervisor.  

6. Grievance Procedure Overview 
6.1 The employee is expected to first try to resolve the matter through amicable communication with the person in question.  
6.2 If an employee encounters a problem with their supervisor or another employee, the employee should use the grievance procedure.  
6.3 If the employee has shown to have exhausted all reasonable steps to resolve the issue themselves, they should contact the International Department Manager through email. 
6.3.1 The email should be clear that the employee is raising a grievance, the reason why, who it is against and what steps have already been taken.  
6.4 Once a grievance is received, the International Department Manager will begin an investigation. 
6.5 All information will be kept confidentially.  

6.5.1 Where there is a clear conflict of interest, or where an employee needs to be identified, the International Department Manager will contact the person raising the grievance to get their consent to proceed.  
6.6 An employee raising the grievance will be informed when an investigation has begun and finished, but will not be informed of the specific action taken.  
6.7 If a grievance is raised against the International Department Manager, the employee should file the grievance to the International Department Director.  

7 Contracts and Performance Reviews 
1. Performance Review 
1.1 Every employee will have a data sheet that records various aspects of their performance, attendance, and employee engagement.  
1.2 An employee may be put under review at any point of their employment if there is sufficient reason to do so.  
1.3 The employee’s supervisor will review the Employee Data Sheet for periodical employee performance review and contract re-sign decisions.  

2. Contract Renewal 
2.1 An employee will be contacted three to four months before their contract expires to discuss the next steps.  
2.2 The decision of whether an employee is re-signed is based on the performance and other data collected through their contractual year.  
2.2.1 The decision will be made through agreement with the National Operation Supervisor and Regional Supervisor following data analysis. 
2.3 The employee should discuss with their supervisor if they wish to take a contract break at the point they are contacted about contract renewal.  
2.4 If an employee wishes to change centres, they should speak with their supervisor when discussing terms of the new contract. 
2.5 If a teacher wishes to change cities after their contract is completed, the employee should speak with the Regional Supervisors first. Then, the International Department Manager will be involved in the next steps to discuss the terms of the new contract. 
2.6 Not all employees are guaranteed to be re-signed for another year.  
2.6.1 If an employee is not re-signed, their supervisor should provide reasons for this.  

3. Extension of Existing Contract 
3.1 Employees who wish to stay beyond twelve months can discuss with their supervisor the extension of their contract if they are unable to commit to an additional twelve month period.  
3.2 If an employee wishes to extend their contract by six months or less, they will extend their current contract, with the existing terms.  
3.3 If an employee wishes to extend their contract by six months or more but less than twelve months, they will be offered a new contract with updated terms.  
3.4 If an employee’s visa has to be extended beyond the agreed extension of the contract, the employee will be asked to pay the portion of fees for the time unworked.  

3.5 Employees unable to commit to a twelve month contract will not be eligible for promotion. 

4. Promotion 
4.1 Promotion will be offered to employees who show skills suitable for promotion roles.  
4.2 All employees who complete Boot Camp will be eligible for a promotion position. 
4.3 In some circumstances, promotion will be offered before the completion of Boot Camp. In these situations, the employee must complete Boot Camp at the next available opportunity.  
4.4 Initial promotion contracts will be a twelve-month period and will not take into consideration the period of time the employee has already worked on their current contract.  
4.5 Employees can be removed from their promotion position without the company terminating employment.  

5. Exit Procedure Overview 
5.1 Employees exiting the company must return all company materials and property.  
5.2 After an employee leaves the company’s employment, all visa documents will be transferred or cancelled.  
5.2.1 It is the responsibility of the employee to acquire a new visa once they leave First Leap’s employment.  
5.3 Employees leaving before their contract term will be paid by the payday of the subsequent month of departure, unless a special agreement was reached before departure.  
5.4 All employees leaving the company will be provided with an ‘Early Exit Agreement’ outlining the responsibilities of the employee and company in the exit process.  

6. Contract Completion 
6.1 If an employee’s contract is not renewed either through mutual agreement or because the employee does not meet the necessary criteria for re-sign, the employee will leave at the end of their contract. 
6.2 An employee will know two months prior to the end of their contract if their contract will be renewed or not.  
6.3 Provided the employee completes the contract term in full, they will receive their contract completion bonus.  
6.4 If the employee’s working permissions expire before the end of their contract term and First Leap is unable to renew the paperwork, the teacher will be asked to terminate their contract early.  
6.4.1 In this instance, the employee will be paid their contract completion bonus.  
6.5 Once an employee leaves First Leap’s employment, an employee can request a proof of employment letter, visa letter, visa recommendation letter, or a letter of recommendation. All of these documents should be collected on their last working day from their regional Human Resources Department. Both parties should come to a mutual agreement before the date of departure.  

6.6 The visa release and recommendation letters are subject to approval from the International Department, based on the employee’s record and performance.  

7. Early Contract Termination 

RED FLAG
7.1 If an employee wishes to leave First Leap’s employment before the end of their contract term, they should give a 30 day notice sent to their supervisor and the International Department Manager by email.  
7.2 Mutual agreement of the last day of work must be agreed upon in writing and recorded in the Early Exit Agreement document.  
7.3 In signing the Early Exit Agreement document, the employee and company agree to all the terms outlined.  

DOUBLE RED FLAG

7.3.1 If agreement is not reached by the point the employee leaves employment, it will be considered the employee quit maliciously, thereby breaching their contract.  
7.3.2 In this instance, the employee will receive no payment.  
7.4 Employees will be responsible to pay back their visa fee and other company payments proportional to the time worked.  
7.4.1 MEGA RED FLAG  If an employee leaves in the first six months of their contract, they will repay the welcome package in full.  

7.5 Employees are not eligible for any part of their contract completion bonus or other end of contract bonuses.  

8. Forced Contract Termination 
8.1 If an employee fails to meet the expectations laid out in the PWED disciplinary system or the teaching expectations in a centre, the company will review the contract status of the employee and may make the decision to terminate employment.  
8.2 If an employee is issued with a serious violation under the PWED disciplinary system, employment will be terminated with immediate effect.  
8.3 If an employee fails to meet teaching or professional standards in their employment, the employee will be given at least a thirty-day notice period to terminate employment.  
8.3.1 This will be sent by their supervisor after consultation with the International Department Manager.  
8.3.2 First Leap will pay compensation to the employee based on time worked at First Leap. This compensation will be averaged from previous pay. 
8.4 If the decision to terminate employment is that of the company’s, the employee will be paid for work done, but will not receive any part of their contract completion bonus or other related end of contract bonuses.  
8.4.1 This is with the exception of contract termination due to a serious violation offence.  
8.5 If employment is terminated within the first month of an employee’s contract, they will receive no payment for work done. In addition, they will be required to repay money for training provided. Payment for visa fees and housing will be outlined in the Early Exit Agreement document.  

8 Payment 
1. Payment Overview 
1.1 Payment of salary, housing allowance, KPI bonuses, and other benefits will be paid by the 10th of each month.  
1.2 The payment period is the first day to the last day of each month.  
1.3 Payment will never be paid in advance or given as a payment loan.  
1.4 All employees are required to open a Chinese bank account at the bank specified by the management in the region they are located.  
1.5 If there is an irregularity in payment, the employee should contact their supervisor to query the irregularity.  
1.6 An employee’s contract completion bonus will be paid with the last salary payment on the standard date of pay, unless there is a prior mutual agreement to an alternative date of payment.  

2. Demo Bonus Payment 
2.1 Demo bonuses will only be paid to an employee if there has been a payment in full (for at least one year study) for a student following a demo.  
What is a demo? 
2.2 The payment of a deposit for a student does not warrant the employee to be paid a bonus, until tuition is paid in full.  
2.3 If the student refunds in the same payment period, the employee will not receive the bonus. You could be working for nothing
  
2.4 The employee will receive a set amount for each student signed up. This is regardless of the period of study the parents have agreed to.  

3. Partial Payment 
3.1 If an employee does not work a full month, their salary will be paid proportionally to the days worked.  
3.2 An employee will be considered to not have worked a full month in situations including but not limited to, unpaid sick leave, unexcused or unpaid leave or lateness.  
3.2.1 If any employee begins or ends their contract during a payment period, the time unworked will but unpaid and considered using the same partial payment calculation.  There is a word missing here

3.3 The calculation for any unpaid leave is:  

(Total days worked/total possible work days)*(base salary +housing + KPI bonuses) 
3.3.1 Base pay, housing allowance and KPI bonuses are paid as a pro-rated amount. 

4. Additional Payments (overtime, part time, support pay, etc.) 
4.1 Employees will receive a set amount for each class taught outside the standard working times.  
4.2 Special events and marketing will follow the same pay amount as the standard working day overtime rate, with one session amount as an hourly payment.  
4.3 Employees supporting a city different to their set location will receive a set daily food allowance. They can send you somewhere else and pay a per diem

5. Excessive Class load Bonus 
5.1.1 A session can be defined as a standard class (KJE, Baby Start, or Super Start) or demo class on a standard working day.  
5.1.2 Sessions taken outside the standard working days or standard working hours will not be included in this calculation if the teacher is already compensated for this overtime.  Unclear. 

9 Visa 
1. Visa Overview 
1.1 First Leap will assist all employees and potential employees in the visa process.  
1.2 Employees must comply with the requests from the company for documentation and other related visa requests.  
1.2.1 Any delay in the visa process due to the employee not complying with company request may result in offer of employment being revoked or financial penalties.  
1.3 Once a visa is issued, the employee should register at their local police station.  
1.3.1 The employee should consult the visa specialist before police registration for information of where and how to register.  
1.4 First Leap will do everything in its power to ensure all employees are protected should they experience any visa related incidents.  
1.4.1 First Leap will not assist an employee if their visa is being investigated because of criminal activity.  
1.5 All employees should take responsibility to ensure their visa is up to date.  
1.6 All employees should consult a visa specialist when planning trips outside of China to ensure they are able to re-enter China.  
1.7 If an employee misses work due to their visa application, the employee will not be paid for the work missed.  

2. Visa Fees 
2.1 Visa fees incurred in a visa application outside of China will be covered by the employee. 
2.2 Employees are responsible for all photographs and medical checks costs.  
2.3 First Leap will cover up to 60% of fees associated with travel and housing to apply for or renew a visa while the employee is with First Leap and must travel outside of China for visa processing. 
2.3.1 First Leap will only pay the percentage of fees incurred if the employee complies with the dates specified by the visa specialist.  
2.3.2 Hong Kong, Macau, and Taiwan are all considered to be outside of China and count as an exit and entry on a visa.  
2.4 If an employee is deemed to be responsible for delays in the visa process, they are liable to pay all visa fees in full. The employee is responsible in all matters First Leap is not responsible.  
2.5 All payments made by First Leap are considered as a loan until the completion of the employee’s contract.  WATCH OUT

2.5.1 If an employee leaves employment before the end of their contract, they will be required to repay visa fees proportional to time worked.  

3. Physical Exam Requirements 
3.1 All employees will be required to take a physical exam as part of the visa application.  
3.2 If an employee has taken a physical exam in their home country, they are still required to have it verified in a specified hospital in China during Phase 1 Training.  
3.3 The requirements and costs of the physical exam will vary depending on the laws of the People’s Republic of China.  
3.4 The location of the correct hospital, the cost and requirements of the physical exam will be provided to employees by the visa specialist.  
3.5 All employees will be offered a yearly physical check by First Leap.  

 

 

 

 

 

 

 

 
Organization chart of First Leap-HQ 

Organization Chart of First Leap-Regions 

 
Organization chart of First Leap- Regional International Teacher Department 

 
10 Key Contact Information 
 
Teaching Management Centre (TMC):  
Andy.Ma- Teacher Management Centre Director 
Email: andy.ma@100tal.com 
Wechat ID: Andy807532539 
Telephone: 13581901339 
Reason to contact: Working conditions, grievances  
 
Winnie Kang – International Department Manager 
Email: winnie.kang@100tal.com 
Wechat ID: Winniekevin 
Telephone: 13521968984 
Reasons to contact: Working conditions, Complaint from the regions, grievances, handbook,  
 
Samantha Mascotti – National Senior Specialist  
Email: Samantha.mascotti@100tal.com 
Wechat ID: sammascotti 
Telephone: 13718127266 
Reason to contact: Teaching Advisor Training (Cooperate/Franchise), Boot Camp, Handbook, International Teachers Programs (First Leaps Got Talent/TED) 
 
John Salvino – National operation specialist 
Email: john.salvino@100tal.com 
Wechat ID: jsalvino 
Telephone:  13436306061 
Reason to contact- Referral, Social media, Team building, Employee benefit, FL website(English version) 
 
Danni Wang – National operation specialist 
Email: Danni.wang@100tal.com 
Wechat ID: 18810373204 
Telephone: 18810373204 
Reason to contact- Social media, Mandarin lesson (InT employees), Employee benefit, Team building, First Leap got talent 
 
Ritchie Ding – Beijing Regional Supervisor 
Email: ritchie.ding@100tal.com 
Wechat ID: ritchieding 
Telephone: 18710056750 
 
Camera Xu – Nanjing Regional Supervisor 
Email: camera.xu@100tal.com 
WechatID: Camerababy 
Telephone: 13851718683 

Rachel Xu – Shenyang Regional Supervisor 
Email: rachel.xu@100tal.com 
Wechat ID: rachel317 
Telephone: 13342456846 
 
David Shave – Chongqing Regional Supervisor 
Email: david.shave@100tal.com 
Wechat ID: David_Shave 
Telephone: 15736212373 
 
Adele Featherstone – Hefei Regional Supervisor 
Email: adele.featherstone@100tal.com 
Wechat ID: adelefeatherstone 
Telephone: 15056318842 

 

Teacher Development Centre (TDC) 
 
Minghua.Piao- Teacher Development Center Director 
Email: minghua.piao@100tal.com 
Wechat ID: piaominghua 
Telephone:  13581912529 
 
Annie.Feng – Teacher Development Center Manager 
Email: annie.feng@100tal.com 
Wechat ID:  18810823088 
Telephone: 18810823088 
 
Stephen Manthorpe- Training supervisor (North Beijing + Shenyang) 
Email: Stephen.manthorpe@100tal.com 
Wechat ID: CyberInsekt 
Telephone:  13241635016 

Claire.Henwood-Training Supervisor (South Nanjing+Chongqing+Hefei) 
Email: Claire.henwood@100tal.com 
Wechat ID: wxid_ye46pltf34vt12 
Telephone: 13611505141 
 
Human Resource Department  
Clair.yu- HRBP 
Email: clair.yu@100tal.com 
Wechat ID: yuchen908829 
Telephone: 13811643852 
Reason to contract:  Payment, Contract 
 
Other contacts are available upon request from the International Department Manager or Regional Supervisor.