Explanation. Overseas Hire Expatriate Teacher. Overseas Hire Expatriate Teacher

Transcription

1 Faculty and Staff Benefits - Effective for all Employment Agreements beginning August 1, 2015 The benefits that will apply to you will depend on which category of contract you have with ISU. Not all benefits apply to every staff member. The contracted year commences 1 st August and ends 31 st July. amounts are in USD. /Staff Benefits Contract Categories Travel (reimbursable for new arrivals and cash benefit for current teachers) The cost of the least expensive economy rate and route ticket to/from the declared Home of Record* indicated in Employment Agreement will be paid to the overseas recruited full time employee and one resident dependent. The Home of Record cannot be changed during contract period. ISU will base the cost estimation on contracted ticketing office information. The cost estimation will not necessarily be equivalent to the actual cost of the ticket at the time you purchase it. *The amount paid for the air ticket is only for the flight cost to the international airport as determined by ISU that is closest to your Home of Record. There is no payment for other transportation or portions of flights to reach your final destination. Housing owance (reimbursable) Single up to $1500 / month Teaching Couple up to $2050 / month The allowance is paid quarterly. This allowance is for furnished apartments. The actual amount of housing allowance will be determined on the presentation of the lease agreement and/or receipts and will equal the actual costs of housing rental. Any difference between the actual rental cost and the housing allowance limit is not given as a cash benefit. Explanation For the 1 st year of contract, the cost of the least expensive one-way ticket to Ulaanbaatar from the international airport closest to Home of Record will be paid upon arrival in Ulaanbaatar. The reimbursable limit will be determined by ISU based on cost determination with local ticketing office and the newly hired teacher will be informed about this limit after their visa approval. For subsequent contract years, not including final year of contract, the cost of the least expensive return ticket from Ulaanbaatar to the international airport closest to Home of Record, as determined by ISU based on cost determination with local ticketing office, will be paid in April of each school year. For the final contract year, the cost of the least expensive one-way ticket from Ulaanbaatar to the international airport as determined by ISU that is closest to your Home of Record and based on cost determination with local ticketing office, will be paid in April of the last contracted school year. The school provides up to 10 calendar days stay at a hotel in one room. If the newly-hired overseas recruited teacher does not make a decision on their housing within 10 calendar days then any additional hotel days will be at their own expense. The school will pay the hotel room cost only and no other expenses. The school will assist with the apartment search using local real estate agents scheduling apartment search trips with a translator. The school assists in negotiating and signing the lease agreement. The teacher will then be responsible for following the terms of his/her lease agreement. The housing allowance is paid to the teacher on three months installments. This must be taken into consideration when the Lease Agreement is negotiated.

2 Shipping owance (reimbursable) Single /Teaching Couple (no dependents): up to $1560 each teacher at the beginning and at the end of the contract. Single with one resident dependent: up to $1790 at the beginning and at the end of the contract. Teaching Couple with one resident child: up to $3350 at the beginning and at the end of the contract. Teaching Couple with two or more resident children: up to $3575 at the beginning and at the end of the contract. Settling In owance (reimbursable) Single /Teaching Couple (no dependents): up to $500 each teacher; Single with one resident dependent: up to $700; Teaching Couple with one resident child: up to $1200; The school assists in the teacher s move from their temporary stay hotel to their newly-leased apartment. The utilities costs are the teachers responsibility, unless this has been negotiated differently with their landlord in the Lease Agreement. Apartments are usually furnished. This means they usually have: wall unit, sofa set (lounge set) coffee table, coat stand, wardrobe, queen bed, bedside table, dining table with chairs, washing machine. Often times the kitchen area and the living room are adjoining in a larger open space. The kitchen usually has refrigerator, electric stove with oven (or without oven), cupboards, some crockery and cutlery: cups, plates, glasses, mugs, spoon, and forks etc. ( of this furnishing is usually second hand). Apartments do not have sheets, pillows, blankets and ISU does not supply these. At the end of the teacher s contract, the school offers to place the teacher in a hotel of the school s choosing for two days in order to enable handover of their apartments. The school pays the hotel cost only. No other expenses are covered. The shipping allowance is reimbursement based. The shipping allowance is intended to assist with shipping but not to cover all shipping expenses. Shipping to and from UB is expensive. shipping arrangements are the overseas recruited teacher s responsibility The number of dependents beyond what is stated at left will not change the allowance amount. (Example: A single teacher with two resident dependents would be entitled to the same amount as a teacher with one resident dependent.) This allowance is reimbursable based on receipts submitted. Reimbursements will be made upon presentation of receipts no later than December 1 st of the year of arrival. NOTE: The settling in allowance is for household goods only and does not include clothing and food or other non-household items. The number of dependents beyond what is stated at left will not change the allowance amount. (Example: A teacher with two resident dependents would be

3 Teaching Couple with two or more resident children: up to $1400. Mongolian Exit/Entry Visa (reimbursable) applicable to the overseas hire expatriate teacher and one resident dependent (if applicable); Mongolian Work Visa & Residency Permit (Alien Card) (reimbursable) applicable to the overseas hire expatriate teacher and local hire expatriate teacher; International Medical Insurance 1 applicable to the overseas hire expatriate teacher and one resident dependent (if applicable); worldwide medical insurance coverage subject to some restrictions; i.e. in USA and Canada only emergencies may be covered 1 ; NOTE: The school asks that US and Canadian citizens inform us in writing by January 15th (or date of hire for new teachers) of the prior school year IF they wish health coverage for elective (non-emergency) treatment in the USA or Canada. entitled to the same amount as a teacher with one resident dependent.) The overseas recruited teacher is responsible for obtaining their entry and exit visas for themselves and their resident dependents and the costs will be reimbursed for the overseas hire expatriate teacher plus one resident dependent. The school will assist with obtaining the visa but the teacher must adhere to the required protocol by the Mongolian immigration authorities. If an overseas recruited teacher has additional dependents that are not covered with their benefit, the school will help to obtain visas as well. The visa expenses for these extra dependents will be deducted from the teacher s salary. NOTE: passport expiration dates including dependents must have a minimum of 12 months at the time the visa application is submitted. The Mongolian work visa and permit will be obtained by the school only for ISU expatriate employees. ISU covers the costs. An employee shall cover the cost of renewing their visa and permits if they: 1. renews his/her passport and the visa has been issued in the old passport and must be transferred into the new passport; 2. loses his/her passport and accordingly applies for visa re-issuance; 3. loses or damages his/her Alien Card (residential permit card). Currently ISU uses Scholar s Health Insurance that includes medical, dental & vision coverage with co-payment and annual deductible of $250. This is international health and accident insurance subject to some restrictions. (ISU may change the health insurance provider if it is deemed to be in the best interest of school.) 1 In USA and Canada, this international health and accident insurance will cover accidents and medical emergencies that arise during a travel in these countries. It will not cover treatment that the teacher has chosen to have in USA or Canada unless they are citizens of USA and Canada and have requested of ISU for coverage in these countries and paid the annual extra charge of $600 per teacher and 1 resident dependent to ISU to cover partially the cost of this insurance premium. ISU will also pay partially the cost of this optional extension. NOTE that the US or Canadian teacher must inform ISU by December 10 th of the prior academic year if they wish this coverage extension. Questions regarding ISU-provided health insurance coverage should be directed specifically to the Deputy Director.

4 SOS Medical Clinic Membership for local medical services; applies to overseas hire expatriate teacher and one resident dependent (if applicable); for locally employed expatriate teacher only - this membership does not extend to any resident dependents Tuition Waiver/Capital Bldg Fund Reduction does not include the annual registration fee; the annual capital building fund fee is reduced for 1 resident dependent Local dental subsidy (reimbursable) applies to local hire Mongolian staff and faculty and immediate family up to equivalent of US$300 total per year Local medical costs subsidy (reimbursable) applies to local hire Mongolian staff and faculty and immediate family up to equivalent of US$600 total per year Sick Leave up to 12 days accruable up to 30 days Expat Mongolian staff Mongolian staff This membership provides staff with access to the SOS local clinics with English-speaking doctors trained by the Western standards. It also provides benefits such as medical consultation, annual health check-up and emergency medevac to overseas treatment if deemed medically necessary. This SOS membership may be removed as of the start of school year ISU staff are also able to attend the new Grand Med and Intermed hospitals if they so choose and this would be covered by the Scholars Insurance. In all cases, teachers are responsible themselves for submitting charges by SOS Medica Mongolia, Grand Med, Intermed or any other medical service to the Scholars Health Insurance for reimbursement. The admission form for a resident dependent needs to be submitted by 1 st April of the prior academic year; The registration and capital building fund fees (both non-refundable) will be deducted from expat teacher s first pay in August; The Registration Fee is $150/year currently. The Capital Building Fund fee is $1000/year currently Local Mongolian staff and faculty are reimbursed for local dental treatment up to the equivalent of US$300 per year for the immediate family. Immediate family is defined as wife or husband and children only. In the case of a single employee living with their parents, then their parents expenses are covered by this benefit. Local Mongolian staff and faculty are reimbursed for local medical treatment up to the equivalent of US$600 per year for them and their immediate family. Immediate family is defined as wife or husband and children only. In the case of a single employee living with their parents, then their parents expenses are covered by this benefit. Note that supplemental medicines, vitamins, dietary supplements, beauty aids, cosmetic or plastic surgery and such medications, unless otherwise are recommended by the doctor for health purposes, will not be covered. Sick leave may be used by staff and faculty parents who need to care for a sick dependent/ child.

5 Emergency Leave (Personal Leave) up to 2 days in hourly segments Annual Vacation Leave Bereavement Leave 10 days for overseas recruited expatriate teachers and local hire expatriate teachers 5 days for local hire Mongolian staff Recruitment Leave 3 days for the first two year contract + one additional day for each additional contract year; 10 days is the maximum recruitment leave; Re-signing bonus $3,000 for each of year contract extension up to a maximum of two years extension; Local hire Mongolian staff Absence due to circumstances beyond the control of the employee shall be considered as emergency leave upon the approval of the Director. Requests and evidence of reason for emergency leave shall be submitted to the Head of Primary, Head of Secondary, or Deputy Director as applicable prior to the absence. This type of leave cannot be used adjacent to scheduled school holidays. Emergency leave may be granted for: 1. Illness in immediate family 2. Required religious holidays 3. Immigration and customs department appointments 4. Personal business that cannot be scheduled after school hours 5. Legal court appointments Mongolian admin and support staff are entitled to annual vacation leave as provided by Article 79.6 of the Mongolian Labour Law. The timing of the vacation will be decided by the Administration in line with best interests of the school. Bereavement leave shall be allowed for death in the immediate family. The immediate family is defined as paternal and maternal grandparents, mother, father, spouse, daughter, son, mother-in-law and father in-laws, and siblings. This leave is available to expatriate teachers and administrators after their official resignation and after approval by the Director. It may only be used directly in connection to seeking another job e.g. for attendance at recruitment fair or for visit to prospective employer location. Additional unpaid leave attached to or separately in addition to this leave allotment may be granted in special circumstances to be approved by the Director. This amount will be paid at the start of each contract year in the second August salary payment;

6 Maternity Leave 120 calendar days for local hire Mongolian staff; 8 continuous calendar weeks for overseas hire expatriate teachers and local hire expatriate teachers; for expatriate teachers, overseas or local hire, this benefit begins only from the 2 nd contract year onward; Paternity Leave 2 calendar weeks begins only from 2 nd contract year onward As per Mongolian Law, local hire Mongolian staff at ISU are entitled to 120 calendar days for Maternity leave. It is subject to all Mongolian Labour laws with respect to compensation during the leave period. ISU teachers are entitled to 8 continuous calendar weeks commencing from the date that the employee begins the leave period. Compensation will be 100% of salary and allowances. Expat staff are not eligible for this leave during their first contract year of employment at ISU. Sick leave cannot be used to lengthen maternity leave for either Mongolian or expat staff. Only one pregnancy/maternity benefit will be permitted in any 2-year contract period. Employees who apply for maternity leave must do so in writing well in advance of the required leave to allow the school the best opportunity to employ a substitute. This leave is for the purpose of an expatriate staff member being with their partner during the maternity period. Expat ISU staff are entitled to 2 continuous calendar weeks commencing from the date that the employee begins leave. Expat staff are not eligible for this leave during their first contract year of employment at ISU. Sick leave cannot be used to lengthen paternity leave. Compensation will be 100% of salary and allowances. Eligible annual allowance can be used at this time. Employees who apply for paternity leave must do so in writing well in advance of the required leave to allow the school the best opportunity to employ a substitute. Nursing Leave Mother of the newborn child or the single father parenting his newborn will be granted 2 hours nursing leave per day for infants from birth to 6 months of age. From the child s age of 6 to 12 months, the employee will be granted 1 hour of leave per day. In the case of twins, the nursing leave will be extended to the age of 12 months at 2 hours per day. Sick leave cannot be used to lengthen nursing leave. ISU requires the employee to be aware of the needs of the school and of the

7 Adoption Leave 8 weeks for one parent only per family applies to adoption of a child who is less than 5 years of age as of September 1 st of the school year to which this benefit applies; Length of Contract overseas hire expatriate teacher: 2 years then either 1- or 2-year extensions; all others: 1 or 2 years then either 1- or 2- year extensions; Professional Development Grant (reimbursable) $800 for Mongolian professional teachers $500 for expatriate teachers and EAs annually $400 all other staff annually Pension 5% on base salary annually students and plan their leave time accordingly. Leave times should be decided in consultation with the HOP and HOS as applicable and the Director. ISU staff who are legally adopting a resident dependent child of less than 5 years of age as of September 1 st of the applicable school year are entitled to 8 continuous calendar weeks of leave commencing from the date that the employee begins the leave period. If both adoptive parents are members of the ISU staff, only 1 parent may apply for this leave at any one time and only then for a combined total of 8 weeks. Compensation will be 100% of salary and allowances. staff are not eligible for this leave during their first contract year of employment at ISU. Sick leave cannot be used to lengthen adoption leave for either Mongolian or expat staff. Only one adoption leave benefit will be permitted in any 2-year contract period. Employees who apply for adoption leave must do so in writing well in advance of the required leave to allow the school the best opportunity to employ a substitute. extensions to be offered are dependent on successful annual performance appraisals. This is to be used for professional development of the staff member according to the staff member s choice. The HOP/HOS/DD recommends the PD grant application to the Director for his/her final approval. The Director will approve a request for this allowance based on the justification of the use with respect to the staff member s professional development in relation to their role at ISU. ISU covers the costs of PD that it mandates for faculty and staff members. This benefit is not accruable. The annual pension is payable to overseas recruited teachers and local hire expats at the end of each contracted year in the 2 nd August salary payment. For teachers who have left ISU, it is transferred to the employee s preferred

8 Gratuity 5% on base salary annually Tsagaan Sar Bonus Local hire Mongolian teacher; Mongolian admin and support staff Local hire Mongolian teacher; Mongolian admin and support staff overseas account and the school bears the transaction cost. The annual gratuity is payable to all local hire Mongolian staff and faculty at the end of each contracted year in the final June salary payment. This bonus is payable to local hire Mongolian staff and faculty annually just before Tsagaan Sar. Revised and approved at the December 12, 2014 Admin Team Meeting