2011.10.21 NST Policy Handbook English

21/10/2011
HESS Educational Organization NST Policy Handbook

1
ENGLISH HUMAN RESOURCES PHILOSOPHY

We are committed to providing a positive work environment. The company offers
opportunities for participation, broadening experience and advancement. The company is
also committed to a work environment in which employees receive support and appreciation.
Through the administration of its personnel policies and practices, Hess seeks to reflect this
commitment. In return, the company expects its employees to abide by the teaching
methods outlined in the HESS TEFL Certification Program and the regulations listed in this
NST Policy Handbook.

If there is any discrepancy in this handbook between the English content and the Chinese
translation, the English content is the correct policy. All information in this handbook is
subject to future change.

This handbook is the property of Hess.
2005 - 2011 Hess Educational Organization
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CONTENTS -
NATIVE SPEAKING TEACHER EMPLOYMENT PROCEDURES - 3
NATIVE SPEAKING TEACHER CONTRACTS - 3
DOCUMENTS - 4
WORK LOCATION - 6
HOURS - 7
MANAGEMENT & WORK PLACE EXPECTATIONS - 9
SUPERVISORY STRUCTURE - 9
CONFLICT RESOLUTION - 9
CONDUCT & APPEARANCE - 10
TRAINING & MATERIALS - 11
TRAINING - 11
TEACHING MATERIALS - 12
COMPENSATION - 13
PAY STRUCTURE - 13
NATIONAL HEALTH INSURANCE - 14
TAXES - 16
ACCOUNTABILITY ROUTINES - 17
LOAN - 17
PAYDAY - 17
PAY ADVANCE - 18
RAISES - 18
BONUSES - 19
RETURN RATE BONUS - 19
CONTRACT RENEWAL BONUS - 21
RAINBOW ADVENTURES AND ALL DAY ENGLISH CLASS PERFECT ATTENDANCE BONUS - 22
LEAVES/ABSENCES - 23
UNPAID TIME OFF - 23
NOTICE OF LEAVE OF ABSENCE - 24

PENALTIES FOR LATENESS/ABSENCE WITHOUT NOTIFICATION
25
SEPARATION FROM EMPLOYMENT - 26
VOLUNTARY SEPARATION - 26
INVOLUNTARY SEPARATION - 26
CONTRACT BREAKING PROCEDURES - 27
GLOSSARY - 28
DIVISIONS - 28
INDEX OF ABBREVIATIONS 28
BRANCHES - 28
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NATIVE SPEAKING TEACHER EMPLOYMENT PROCEDURES
NATIVE SPEAKING TEACHER CONTRACTS -
1. AGREEMENT TO ABIDE BY STANDARDS:
A signed contract indicates that a Native Speaking Teacher (NST) has read and agreed to abide by the
policies outlined in the NST Policy Handbook and Hess TEFL Training Certification Program Training
Handbooks.

2. NON-COMPETITION AND CONFIDENTIALITY AGREEMENTS:

A. Non-Competition Agreement:
An NST cannot work for another school or company in a position related to education in Taiwan.
Also, the NST is prohibited from running any business related to education.

B. Confidentiality Agreement:
NSTs are not allowed to disclose or share any confidential information, policy, information about
teaching methods and teaching materials that they receive from their employment with other
departments, people in Hess, or anyone not working for HESS. This clause is in effect both during
the period of time while working at Hess and after employment ends

C. If an NST contravenes the Non-Competition (2A) or the Confidentiality Agreement (2B) and causes
any damages to Hess, the NST will be liable for these damages and Hess will require
compensation.

3. HLS CONTRACT LENGTHS:
All contracts must have starting and ending dates correlating to the NST intake periods of March 1 /
February 28 (or 29), June 1 / May 31, August 15 / August 14 or December 1 / November 30. All new
NSTs and rehired NSTs must sign a one-year pro forma contract with the English Human Resources
Department (EHRD) in the Main Office. Formal contracts will be signed on completion of the Hess initial
training program or after arrival at the teaching location. NSTs renewing their contracts may sign for less
than 1 year but the time must be agreed upon by all parties. Renewal contracts will be signed at the
branch. Contracts for transferring NSTs must be signed with EHRD.

continued on next page
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4. HESS LANGAUGE SCHOOL (HLS) CONTRACT TYPES:
There are three types of full-time contracts offered for Native Speaking Teachers.

Contract Name Contract Description

20 Hour Contract HOURLY
CONTRACT
Full-time Hess Language School
(HLS) with or without Young
Learners Classes

An NST is guaranteed a minimum of 20 teaching hours per
week averaged over a month after the first month. NOTE: An
NST is guaranteed 16 hours per week averaged over the
month during the first month.

30.5 Hour Contract HOURLY
CONTRACT
Full-time Hess Language School
(HLS) with Young Learners classes
Note: this contract is not offered to
new teachers

An NST is guaranteed a minimum of 30.5 hours per week
averaged over a month after the first month. NOTE: an NST is
guaranteed a minimum of 28.5 hours per week averaged over
the month during the first month.

25 Hour Contract HOURLY
CONTRACT
Hess Language School (HLS) and
Young Learners classes

An NST is guaranteed 25 teaching hours per week averaged
over a month after the first month. NOTE: an NST is
guaranteed a minimum of 22.5 hours per week averaged over
the month during the first month.

5. FIRST MONTH OF EMPLOYMENT:
The first day of teaching at the branch through the last day of the NSTs first 30 calendar days is
considered the first month of employment for both the employee and the employer.

DOCUMENTS -
1. EMPLOYER EXPECTATIONS:
If an NST meets the government and employer hiring stipulations, the employer will assist the NST in
securing a Resident Visa / Work Permit, an Alien Resident Certificate, a Re-entry Permit and a Taiwan
National Health Insurance Card. Notification of status, as well as applications for these documents, will
be processed in as timely a manner as possible.


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2. NST EXPECTATIONS:
The NST must accept personal responsibility to keep up to date of their documents expiration dates and
status. The NST should provide the employer with all requested and necessary documents before the
deadlines provided by the employer, unless special arrangements are made in advance with the English
Human Resources Department or the appropriate Area Documents Personnel.

a. NEW NST DOCUMENTS:
All new NSTs must travel to Taiwan on a Visitor Visa or Resident Visa. It is the NSTs
responsibility to provide the correct documentation as outlined in the Documents Procedures
Handbook or as communicated by the English Human Resources Department or their
Overseas Recruiting Manager (ORM). Failure to do so may mean the NST has to redo their
paperwork in Taiwan or may need to leave Taiwan and re-enter on a new Visitors Visa at the
NSTs expense. The Documents Personnel will process the paperwork as soon as possible to
transfer the Visitor Visa over to a Resident Visa. Locally hired NSTs may have to cover the
costs of any overseas trips that might be necessary for the Resident Visa / Work Permit
process.

b. RENEWED NST DOCUMENTS:
It is the NSTs responsibility to keep up to date on his/her documents situation and to contact
English Human Resources Department or the appropriate Area Documents Personnel for any
important dates (renewal/ expiration) or problems. The NST must also provide the necessary
paperwork for renewal of the Resident Visa / Work Permit 2 months prior to his/her ARC
expiration date and follow any instructions from the Documents Personnel in his/her area.
Failure to do so may mean that the NST incurs additional related costs. If an NST renews a
contract, the employer will pay for the NSTs health report in Taiwan and ARC. Any cost
incurred due changes in immigration policy will be the responsibility of the NSTs.

c. DOCUMENTS RENEWAL:
Documents Personnel will contact the NST to submit the necessary paperwork. The NST must
make sure the paperwork is received by the Documents Personnel by the deadline
communicated to them. If an NST chooses to renew their health report on their own without the
accompaniment of the Documents Personnel, they must get the approval of the Documents
Personnel. Failure to do so may result in visa problems and additional costs for the NST.

3. CONTRACT RENEWAL NOTICE:
NSTs must renew their contracts by the deadlines below or the branch and the English Human
Resources Department will not renew their working documents with the appropriate government
agencies.

a. HLS CONTRACT RENEWAL DEADLINE:
NSTs must sign a renewal contract at least 4 months before the NSTs current contract expires.
This early deadline is given in order to give current teachers priority in choice of contract and
location, as well as to allow for enough time to recruit a replacement teacher.

4

Deadlines are:
April 15 for August NSTs 4 15
July 15 for December NSTs 7 15
October 31 for March NSTs 10 31
January 31 for June NSTs 1 31
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WORK LOCATION -
1. INITIAL PLACEMENT:
The employer will try to honor placement requests from NSTs, however the employer reserves the right
to place any teacher at any of its island-wide branches due to vacancy. Placements are confirmed
during training, the NST has the right to reject the placement. Should the NST reject the placement, the
employment offer may be rescinded due to availability of placements.

2. NUMBER OF BRANCHES:
NSTs will be assigned to 1 main teaching branch. It is possible for the NST to teach classes at up to 2
additional area branches. The maximum number of branches that an NST may be asked to work at will
be limited to 3, unless both parties agree to more than 3.

3. TRANSFERRING OF BRANCHES/CONTRACTS:(Example: Minimum 20 hour contract to a minimum
25 hour contract)
An NST cannot change work locations or contracts until their current contract is completed. It is the
NSTs responsibility to fill out the Transfer Request Form (HNST Procedures Handbook) and send it to
EHRD at the Main Office 4 months before the current contract expires. The transfer can only be made
once the paperwork has been approved. No transfers will be permitted for NSTs who renew a contract
for less than 1 year.

Application Procedure for Transferring Contract/Branches

Contract
Start/End Dates

Deadline for Transfer Written
Request

Deadline for Transfer Location
Confirmation by EHRD in the
Main Office

1 March 28 (29) February

15 October

31 December

1 June 31 May

15 January

31 March

15 August 14 August

1 April

30 June

1 December 30 November

1 July

30 September

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HOURS -
1. WORK LOAD EXPECTATIONS:
As the provider of the NSTs Resident Visa/Work Permit, Hess expects teachers to be available to take
all classes offered. We are dedicated to giving the NSTs the most working hours possible.

2. TEACHING SHIFTS AND TEACHING SCHEDULE:
Our programs taught by NSTs are generally conducted in morning, afternoon and evening shifts. During
winter and summer public school breaks, NSTs may also be required to teach classes in the morning or
in the afternoon. Every effort will be made to meet working hour and class type preferences of teachers.
However, Management reserves the right to arrange schedules and classes to suit the needs of all
parties (all NSTs, Branch, etc.) involved as best as possible. NSTs are obliged to follow their class
schedule given by the branch.

3. CHANGES OF SCHEDULE:
For reasons other than natural disasters and government inspections, NSTs should be notified 1day in
advance of the opening, closing or changing of classes. If necessary notice wasnt given for opening or
closing of classes, the NST will still be paid for that class, but they will need to substitute another class
or do office hours at the branch for the paid time.

4. GUARANTEED HOURS:
NSTs are guaranteed a minimum number of teaching hours per week when averaged over the month,
excluding disruption of teaching schedules caused by any of the following: fire, natural disasters,
national holidays, government inspections, official class closures due to health matters, changes in
government policy, mandatory company trainings, or branch renovations of 7 working days or less.

a. FIRST MONTH OF EMPLOYMENT GUARANTEED HOURS:
The NST is guaranteed 16 teaching hours per week averaged over the first month of
employment on a 20 Hour Contract , 28.5 total teacher hours per week averaged over the first
month of employment on a 30.5 Hour Contract and 22.5 total hours per week averaged over
the month of employment on a 25 Hour Contract.

b. GUARANTEED HOURS:
At the conclusion of the first month of employment, NSTs on a 20 Hour Contract are
guaranteed a minimum of 20 teaching hours per week averaged over a month. NSTs on a 30.5
Hour Contract are guaranteed a minimum of 30.5 teaching hours per week averaged over a
month. NSTs on a 25 Hour Contract are guaranteed a minimum of 25 teaching hours per
month.

5. MAKE UP HOURS:
Excluding unpaid time off, if an NSTs teaching hours should fall below the guaranteed teaching hours,
the NST will be able to do the following things to make up the hours. Branches will arrange these
activities.

a. PICKING UP HOURS AT ANOTHER BRANCH:
An NST can be expected to teach at another branch in the same area in order to get the most
hours possible or to cover the guaranteed teaching hours. Head NSTs will call around to the
other branches in their areas to make arrangements. This includes teaching substitute classes,
Open Houses, Summer Classes, Winter Classes or Morning Classes.

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b. TEACHING-RELATED HOURS:
Teaching-related pay is the same as teaching pay. Teaching-related work includes make-up
lessons, or specially designed classes for the administration or teaching staff, students or
parents.

c. OFFICE HOURS FOR MAKE UP HOURS:
1.5 hours of office work is paid at the rate of 1 hour of teaching pay. Making teaching props,
planning games, designing teaching posters are some examples of projects that can be done
for office hours. Correcting homework and preparing for class cannot be done as office hours.

d. TEACHING BOTH SECTIONS OF A CLASS IN A WEEK:
An NST may teach both sections of a class in a week if the CT and the branch agree.

e. TEMPORARY CONSENT TO REDUCED GUARANTEED HOURS:
If all parties agree, then guaranteed hours may be temporarily reduced. The agreement must
be put into writing and signed by the director, manager and NST. Guaranteed hours may not
be lower than 14 hours per week due to government regulations except for people holding
APRC or spousal visas at the discretion of management.

6. PREPARATION TIME:
NSTs are required to punch in 20 minutes prior to their first class each day. If an NST has a scheduled
break of more than one hour, then they must punch out and punch back in 20 minutes prior to their next
class.

7. DAY OFF:
An NST is guaranteed 1 day off per week from HLS, which is usually a Sunday. (If the NST wishes to
work more hours and classes or activities are available, they are not required to take a day off.) The
branch will arrange which day of the week will be the day off. NSTs should not expect to get Saturday as
a day off as it is a popular time for students to study English. There are also various activities and events
that may be held on Saturdays and Sundays (usually once a month).

8. EXTRA HOURS AT ANOTHER HLS BRANCH:
An NST can pick up other classes at another branch if no classes are available at their main teaching
branch for that time slot. The NST must notify their Head NST of their availability who will notify all
relevant Managers and Directors. The NST must agree to stay through the full levels / semesters for the
class(es) at the additional branch. At the completion of each of the levels the NST must discuss with all
parties whether or not to return to the main teaching branch.

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MANAGEMENT & WORKPLACE EXPECTATIONS -
SUPERVISORY STRUCTURE -
1. NST SUPERVISION:
Normally, the NSTs direct supervisor is the Head NST. If there is no HNST, and there is an NST Area
Manager (NAM), the NAM is the NSTs direct supervisor. If there is no HNST or NAM then either the
Head CT or the Branch Manager is responsible for the direct supervision of the NST.

2. BRANCH SUPERVISION:
The Branch Manager and NAM have supervisory powers over the HNST and, where applicable, the
Area Director over the Branch Manager and the NAM.

CONFLICT RESOLUTION -
1. PROCESS FOR MANAGING GRIEVANCE AND CONFLICT:
Except in extreme situations, when issues of conflict arise, NSTs should first try to reach a resolution in
partnership with the party concerned. If this cannot be achieved the HNST or HCT need to be involved.
If the conflict still cannot be resolved, the Branch Manager and NAM must be involved. If the conflict
remains unresolved, the Area Director may at his/her discretion request mediation from the manager of
EHRD.

2. CONFLICT MEDIATION:
When conflicts occur within a branch the management team in EHRD at the Main Office can assist as a
mediator to help make a decision if a consensus between the NST and branch cannot be reached.

3. NST HELP EMAIL HOTLINE:
NSTs are welcomed to voice any concerns, comments or suggestions to
hess.nst.helpline@hess.com.tw. This hotline goes directly to the Manager of EHRD at the Main Office.
The purpose of this help hotline is to assist teachers as best possible with any concerns about living
abroad or working at Hess.

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CONDUCT & APPEARANCE -
1. CONDUCT AS AN EMPLOYEE:
Professional conduct is essential for good working relations. This is especially important in a cross-
cultural environment where NSTs, whether they like or intend to be or not, are ultimately representatives
of western culture. NSTs must strive to embrace high professional standards when handling conflicts in
meetings with supervisors, and to avoid the following: using a raised voice, gossiping, using profanity,
openly flirting with colleagues, lateness, failure to do required paperwork, substance abuse, and
statements of cultural bias. Furthermore, personal and social conduct outside of the work place that
draws unwanted attention and/or damages the reputation of either the company or individuals within the
company is not acceptable and will not be tolerated. A serious instance or continued neglect of
professional conduct as a colleague is grounds for dismissal.

2. CONDUCT AS A TEACHER:
Professional conduct is essential to set the proper example for students to model. Again, this is
especially important in a cross-cultural environment where NSTs, whether they like or intend to be or not,
are ultimately the representatives of western culture. NSTs should strive to embrace high professional
standards when dealing with students and parents in any capacity, and to avoid the following: any form
of corporal punishment, verbally abusive punishment, using profanity. Lateness, failure to be prepared
for class, not completing all required paperwork on time, substance abuse, inappropriate
communications with parents or students outside of school activities and/or premises, private tuition of
Hess students and statements of cultural bias are examples of misconduct as a teacher. A serious
instance or continued neglect of professional conduct as a teacher is grounds for dismissal.

3. PHYSICAL APPEARANCE:
A professional appearance is essential and will assist our teachers in gaining respect and cooperation
from both students and parents. Although business attire is not required and casual dress is acceptable,
it is essential that hygienic habits are maintained and clothing be kept neat and clean.
Specifically, NSTs should not wear: dirty-faded-torn-ripped clothing / inappropriate logos,
writings, or pictures on clothing / open-toed shoes / sleeveless shirts / shorts /facial piercing /
visible tattoos / hats.
Short skirts / mid-rift bearing shirts / low cut tops / low-rise pants are not appropriate teacher
apparel. The clothing you wear should not expose inappropriate flesh or undergarments.
It is suggested that male teachers wear collared shirts.
It is culturally preferred for men to not sport facial hair. If an NST has facial hair it must be kept
neat and trimmed.
Management reserves the right to define appropriate physical appearance standards for their branch
based on expectations of parents and communities.
Neglect of professional appearance is grounds for dismissal. Occasionally NSTs may be asked to wear
company issued T-shirts/uniforms to events such as open houses, parents days or student competitions.
Also, NSTs are required to wear semi-formal / formal attire when attending the Annual Chinese New
Year Banquet.

4. RESTRICTIONS ON PHOTOGRAPHS OR VIDEO OF STUDENTS:
NSTs are restricted from displaying photos or video of Hess students on public Internet forums or social
networking/display sites (eg, MySpace, Facebook, FlickR, etc), for reasons of cultural sensitivity, legal
rights of students and schools in Taiwan, and commercial rights which may be taken by such sites in
their licensing agreements.

5. INTERNET, PUBLIC FORUMS AND ALL MEDIA
Reference to the company and colleagues should be kept professional at all times.

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TRAINING & MATERIALS -
TRAINING -
1. HESS TEFL CERTIFICATION PROGRAM - INITIAL TRAINING:
This mandatory training introduces teachers to materials, specific teaching methods, standards and
expectations. All new NSTs are provided with free accommodation during the initial training. All new
NSTs must complete this training before receiving their first pay.

2. HESS TEFL CERTIFICATION PROGRAM - OFF-SEASON INITIAL TRAINING:
NSTs arriving either before or after seasonal initial training groups will attend an Off Season Initial
Training. This training may be done at the Main Office or at the branch area. It will entail the same basic
training content as Initial Training, but it will be covered in a shorter time period. NSTs are provided with
free accommodation during the training. NSTs trained locally will receive similar accommodation
benefits if necessary.

3. HESS TEFL CERTIFICATION PROGRAM INITIAL TRAINING:
If either the employee or the employer wishes to terminate their working contract during the Hess TEFL
Certification Program - Initial Training, one day of notice is required.

4. HESS TEFL CERTIFICATION PROGRAM - BRANCH ARRIVAL TRAINING:
Upon completing initial training, each NST is given a Branch Arrival Training Workbook to assist them
getting set up at their teaching branch(es). Each teacher needs to sit down with their HNST, HCT, NAM
or Branch Manager to go through the workbook. The branch training helps the new NST to familiarize
themselves with their branch working environment and preparation to start teaching.

5. HESS FOLLOW-UP TRAINING:
These mandatory trainings are conducted by the Training and Development Center Trainers for all first
year teachers in their first month, third month, sixth month and ninth month of teaching. They are
designed to support and train teachers in advanced teaching methods and cross-cultural
communications. Branches outside the city area where the training is occurring cover the NSTs
transportation costs. In order to be eligible to receive the Hess TEFL Certificate, NSTs need to attend all
required trainings, as well as completing and passing the training assignments and tests on time. NSTs
are required to arrive on time and stay for the entire training. NSTs may not miss a training to teach
classes.

6. HESS SEASONAL TRAINING:
This training is done seasonally at various locations around Taiwan by the Training and Development
Center Trainers. Seasonal trainings are held to introduce curricula and teaching techniques for the
continuing development of teachers. There is no pay provided for these trainings. The Branch Manager
will decide which trainings an NST should attend.

Continued on next page

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7. HESS PEER SEASONAL OBSERVATION TRAINING:
Once each season (every three months) all NSTs are required to observe another teacher teach one
class. This is part of our commitment to support our teachers by providing opportunities for further skill
development through observation and peer discussion. Teachers must observe classes during their free
timeslots if at all possible, to minimize the number of classes that teachers have to miss. If a teacher
observes during their non-teaching time they are paid at office hours rates (see Compensation, page
18, point 2), with first-year NSTs receiving a rate of NT$320 per observation hour and other NSTs
beyond first year receiving NT$340 per observation hour. If a teacher must observe during their normal
teaching time and the class cannot be made up, they are paid teaching pay. In order to receive pay, the
observer must attend the full observation period, complete and submit the observation report to their
direct supervisor.

8. BRANCH AND AREA TRAININGS:
Area Directors, Branch Managers and NAMs may arrange additional trainings specific to the needs of
their areas. The Management team can make any of these trainings mandatory for teachers in their
branch or area. Failure to attend a mandatory training will negatively affect an NSTs Performance
Appraisal and possibly their pay raise.

TEACHING MATERIALS -
1. MATERIALS ASSIGNMENT:
Each NST has a personal space such as a locker and/or desk to keep their personal belongings at each
branch they teach at, and a set of teaching materials (including the Teachers Books) for every level or
semester they teach. Flashcards, posters, CDs, and other props from a branch collection may be shared.
NSTs should keep lockers and personal work space neat and tidy

2. REQUESTING & RETURNING MATERIALS:
It is the responsibility of the NST to request and sign for all necessary teaching materials needed for
classes. The NST requests these from the Branch Personnel responsible for materials. At the end of the
level or semester, the NST must return teaching materials that are not needed for the next term and sign
out the new teaching materials.

3. END OF EMPLOYMENT MATERIALS RETURN:
When the NST finishes employment, the NST must turn in all of the teaching materials and clean out
their locker / desk.

4. LOST OR DAMAGED MATERIALS:
An NST is responsible for their teaching materials. An NST who loses or damages teaching materials
will be required to pay for replacements.

5. OUTSIDE USE OF HESS MATERIALS:
Outside use of Hess materials will result in termination from employment.

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COMPENSATION
PAY STRUCTURE -
1. STARTING & CEILING TEACHING PAY RATE:
All new hourly NSTs begin at the set starting pay NT$580/hr and will receive regular 12 month raises
until they reach the ceiling pay NT$750/hr. Raises should be given every 12 months without regard to
the number of hours taught each week. NSTs on a monthly salary contract also receive raises every 12
months.

2. NST OFFICE HOUR PAY RATE:
The standard NST office hour pay rate range is from NT$320 NT$340. Area Directors have the right
to determine what the office hour pay rate shall be in each instance, considering the activity and the
experience of the individual. Area Directors have the right to offer a set stipend in lieu of office hour pay.

3. CLASS TYPE PAY RATE:
CLASS TYPES :
Hess Language School (HLS) Program includes: Jump! (JP), Kids Club (KC), Step Ahead (SA),
Honors, Junior High School (JH), Adult, Business Classes, Theme Classes and Camps.

Young Scholars (YS) Program includes: Tree House (TH) , Club House (CH), ESL Classes,
Theme Classes and Camp class types.

Hess Young Learners Program (YL) includes Rainbow Adventures (RA) and Love It! class
types.

CLASS AND EVENT PAY:
All classes, as well as any mandatory branch event (as decided by the Branch Director) such
as Parent Teacher Association Meetings, Performances and Graduations (but not to include
trainings), will be paid at the NSTs teaching rate if it is during the NSTs teaching hours.

If events occur outside the NSTs normal teaching time, they will be paid at the office hour rate
of NT$320 NT$340 (determined by the Director) or a set stipend (determined by the Director).

Open Houses are always paid at the NSTs teaching rate for a minimum of 2 hours pay.

An event or class for which attendance is not mandatory does not need to provide any pay.

Field trips will be paid at the NSTs teaching rate for the regular class hours. Pay for any
scheduled field trip that will run significantly over the normal teaching hours should be agreed
upon between the Director and the NSTs prior to the day of the field trip.

4. REHIRED NSTs PAY RATE:
NSTs who return to Hess in good standing will have their pay resume according to the following scale:

a. 1 MONTH TO 6 MONTHS: 100% of the total raises earned added to starting salary.

b. 7 MONTHS to 1 YEAR: 50% of the total raises earned added to starting salary.

c. MORE THAN ONE YEAR: 0% of the total raises earned added to starting salary.

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5. BONUS QUALIFICATIONS
Renewed Contract Completion Bonuses and Contract Renewal Bonus Leave for all rehired NSTs will
be zeroed. After completion of a further one-year contract and signed renewal contract for one-year,
the NST will be eligible to rejoin the Renewed Contract Completion Bonus Scheme starting at
NT$15,000.

NATIONAL HEALTH INSURANCE -
1. COST COVERAGE:
This government health insurance plan is obligatory under Taiwanese law. The Taiwanese government
subsidizes 35% of the monthly premium, Hess pays 35% of the monthly premium and the NST pays
30% (approximately NT$3001000 per month), which is deducted from their monthly pay.

2. VISA QUALIFYING HEALTH REPORT:
The National Health Insurance program does not cover the qualifying health examination for receiving a
Resident Visa/Work Permit.

3. DEDUCTABLES:
According to different types of hospitals and problems, the following deductibles apply:

{PRIVATE}
Levels of
Hospital

Western Medicine
Outpatient Care
Emergency
Care
Dental
Care
Traditional
Chinese
Medicine
With
Referral
Without
Referral
Medical Centers

NT$210 NT$360 NT$450 NT$50 NT$50
Regional
Hospitals

NT$140 NT$240 NT$300 NT$50 NT$50
District
Hospitals

NT$50 NT$80 NT$150 NT$50 NT$50
Primary Clinics

NT$50 NT$50 NT$150 NT$50 NT$50

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4. OUT PATIENT CARE BENEFITS :
Level of
Hospital

Primary Clinics

Dentist

District, Regional
Hospitals and
Medical Centers

Emergency Cases
for Hospitals and
Medical Centers

Services
Covered

Diagnostic
Services
Check Up
Pharmaceutical
Services
Therapeutic
Materials and
Services

Minor
Operation

Prenatal and
Postnatal Care

Blood Analysis

Blood
Transfusion

Diagnostic
Services
Check Up

Pharmaceutical
Services
Therapeutic
Materials and
Services

Dental
Treatment

Minor Dental
Operation

Diagnostic
Services
Check Up
Pharmaceutical
Services
Therapeutic
Materials and
Services

Minor
Operation

Prenatal and
Postnatal Care

Blood Analysis

Blood
Transfusion

Diagnostic
Services
Delivery

Check Up
Pharmaceutical
Services
Therapeutic
Materials and
Services

Dental
Treatment

Minor
Operation

Blood Analysis

Blood
Transfusion

5. IN PATIENT CARE BENEFITS :
Temporary Illness Chronic Illness
Diagnostic ServicesDeliveryCheck Up
Pharmaceutical Services
Therapeutic Materials and Services
Dental Treatment
Major OperationBlood Analysis
Blood Transfusion
Diagnostic ServicesCheck Up
Pharmaceutical Services
Therapeutic Materials and Services

Blood Analysis

Percentage of preceding expenses paid by the insured person for hospital stay

Percent 5% 10% 20% 30%
Temporary
Illness
- within 30 days

31 - 60 days

over 61 days
Chronic Illness

Within 30 days

31 - 90 days

91- 180 days

over 181 days

This NHI information comes from the National Health Insurance Handbook. For further details and updates, please
read the original document or check the NHI website (http://www.nhi.gov.tw). Information, services and costs are
subject to change according to rulings of the government of Taiwan
21/10/2011
16
TAXES -
1. TAIWAN WITHHOLDING & TAX RATES:
Taxes are withheld at a rate of 18% until an NST has been in Taiwan for 183 days in a calendar year in
accordance with Taiwanese tax laws. If an NST leaves the country during this time, those extra days out
of the country will not be included in the 183 days. After an NST has been in Taiwan for an accumulated
183 days in a calendar year, the withholding rate drops to 5%. If an NST is in Taiwan for less than an
accumulated 183 days in a calendar year, no tax refund is given for that calendar year, but the NST is
still required to file a return for that calendar year. All income earned in Taiwan is taxed according to
Taiwanese Tax Law. This information is subject to change according to Taiwan Tax Law. Withholding
taxation practices for holders of APRC or spousal visas may be different for different tax areas.

2. TAIWAN ANNUAL TAX FILING:
The Financial Department at the Main Office will send NSTs Income Tax Withholding Statement(s) to
their main teaching branch. Instructions and guidance will be provided to NSTs, but NSTs are
responsible for filing their own annual tax returns before May 31 each year. If an NST leaves
employment, but remains in Taiwan, it is the NSTs responsibility to arrange for the pick up of their
Income Tax Withholding Statement(s) from their main teaching branch or arrange for them to be mailed
to their local home address (contact hess.nst.helpline@hess.com.tw).

3. TAIWAN DEPARTURE TAX FILING:
An NST who is leaving Taiwan permanently must file a tax return before departure from Taiwan. An NST
who requires an Income Tax Withholding Statement(s) from their branch because they are leaving
Taiwan permanently must fill out an Income Tax Withholding Statement Application Form at their main
teaching branch at least one month before the Income Tax Withholding Statement(s) is needed. The
departing NST must take full responsibility for filing their taxes and arranging for a proxy to manage their
tax affairs

4. HOME COUNTRY TAX FILING:
NSTs are responsible for contacting their home countries about their home country tax codes and to file
accordingly.

21/10/2011
17
ACCOUNTABILITY ROUTINES -
1. TIME CARDS:
All NSTs are required to punch a time card when entering and leaving each teaching branch (see p12,
Preparation Time). Failure to clock in 20 minutes before their first class will negatively affect the NSTs
Performance Appraisal and possibly their pay raise (see p25, Raises).

2. DAILY CLASS SIGN-IN SHEETS:
This is the primary record of who taught which class and who will be paid for it. NSTs must sign the
Daily Class Sign-In Sheet for each class taught before the end of the month. NSTs will not receive their
pay for unsigned classes until the Daily Class Sign-In Sheets have been signed. Pay for late signed
classes will be delayed to the next pay cycle.

3. NST MONTHLY INFORMATION SHEET:
The NST must confirm their personnel information in Taiwan (address, phone number, cell phone
number, email address and teaching branches) and details of their emergency contacts in their home
country every month by signing the NST Monthly Information Sheet. This information is necessary for
our personnel records and in case of emergencies.

4. REPORTS:
All NSTs are required to fill out a Monthly Report for classes taught and must submit it to the branch
before receiving their pay. NSTs must also submit their Communication Books, Assessments, Progress
Reports and Monthly Reports for classes that require them.

LOAN -

1. ELIGIBILITY:
A new NST can request an optional one-time interest free loan during the first month of employment.
Applications for this loan are completed during the NSTs Initial Training, or are faxed to English Human
Resources Department with a copy of the information page of the NSTs passport. Note that an NST
who takes a loan forfeits their right to New NST Early Payday (see below).

2. AMOUNT LIMIT:
A maximum of NT$30,000 can be borrowed, with the approval of the Area Director responsible for the
area NST will be working in.

3. PAYMENTS:
A minimum of NT$5,000 will be taken out of the NSTs monthly pay until the loan has been paid back in
full. A loan can be paid back early. The loan agreement requires that the NST leave their passport in the
care of their main teaching branch for the duration of the loan, so vacations requiring a passport should
not be planned during that time. If an NST is not comfortable leaving their passport in the care of the
branch, they cannot take out the loan
PAYDAY -
1. PAYDAY DATE:
Payday is on the 7th of every month after 3:00pm. However, if there are any holidays between the 1st
and the 7th, payday will be delayed by that number of days. If the 7th falls on a Saturday or Sunday,
payday will be on the following Monday.

21/10/2011
18

2. PAYDAY PROCEDURES:
The method of payment may vary at different branches (cash or bank account transfers). Cash
payments should be counted, verified and signed for in front of the accountant/cashier as soon as they
are received. This is to eliminate any possible inconsistencies immediately. NSTs need to keep track of
all classes taught and paid activities each month to cross-reference with the branch records.

3. NEW NST EARLY PAYDAY:
To help with start-up costs, new NSTs can receive an Early Payday on the 20th of their first month of
teaching, if they have not taken out an NST Loan (see Loan, above). The early pay is the total amount
earned through to the 15th of the first month of teaching less tax. If a teacher begins after the 15th of the
month, then they will receive their pay on the 7th of the next month.

PAY ADVANCE -
1. FREQUENCY LIMIT:
An NST can request pay advances four times a year using the NST Pay Advance Request Form, but
only once in any month, and only with the Branch Directors approval. The pay advance will be issued
within five calendar days after the NST Pay Advance Request Form has been submitted.

2. AMOUNT LIMIT:
An NST is entitled to request up to 50% (less deductibles) of the pay they have already earned at the
time of request.

RAISES -
1. RAISE PERIODS:
Raises will be considered every 12 months from the NSTs starting date. For NSTs who start teaching
after the 15th of the month, the following month will be considered their first month when calculating
raises.

2. RAISE PROCEDURE: The NST will be observed and an NST Performance Appraisal Form will be filled
out by the NAM, the HNST, the HCT and/or the Branch Manager. Advance notice is not required before
observing a class for any purpose including raises.

3. PAY RAISE RANGE:
Pay raises are determined according to the performance, observations and feedback for a twelve-month
period and scores from the criteria on the Performance Appraisal Form.

The raise scales are as follows:
Hourly Contracts:
NT$0-40 per hour
NT$0 - 10 Needs Improvement
NT$15 Adequate performance
NT$20 Good performance
NT$25 Very Good performance
NT$30 Excellent performance
NT$35 Brilliant performance
NT$40 Outstanding performance
21/10/2011
19
BONUSES -
RETURN RATE BONUS -
1. BONUS DEFINITION:
Return rate bonuses are bonuses earned when more than a certain percentage of the students in a
class return for the next class level or semester. Percentages are determined by the class type. See the
chart below for full details.

2. BONUS TIME:
a. 1st Year contract: A return rate bonus is given to a first-year NST when completing their first
year contract. The bonuses accumulated for each term during the contract year will be included
in the NSTs final teaching pay. A first-year NST breaking their contract forfeits this return rate
bonus.

b. 2nd and subsequent contracts: NSTs will earn a bonus when each of their classes completes
its level or semester and the class report is submitted. The bonus will be distributed once the
return rate for the class has been confirmed.

SEMESTER BASED CLASSES
a. NSTs teaching semester-based classes will receive their bonus after the start of the new
semester, and once the return rate for the new semester has been confirmed.

Return rates that are calculated after an NST has left Hess' employment can be transferred to the NST's
bank account, providing the NST gives these details to their branch. The NST is responsible for any
bank charges applied to such transfers.

3. BONUS QUALIFICATION:
An NST must teach at least half of the level or semester to receive the bonus, and it must be the second
half. If management requires the NST to sub another class, and this causes the NST to not meet the
minimum requirements, then the bonus will still be paid. Situations such as this will be dealt with on a
case by case basis with the Area Director making the final decision on whether a bonus will be given.

4. BONUS AMOUNT:
The amount of the bonus is based on the percentage of students who return for the next level or
semester.

a. KC & SA CLASSES:


People/
Class
Return Rate
8 to 12
students
13 to 15
students
16 to 20
students
21 to 24
students
25 or more
students
100% NT$800 NT$1,200 NT$1,300 NT$1,400 NT$1,500
95% to 99.9% * NT$800 NT$900 NT$1,000 NT$1,100
90% to 94.9 NT$400 NT$600 NT$700 NT$800 NT$900
21/10/2011
20
b. JUMP (NST ONLY) & HONORS:
People/
Class
Return Rate
8 to 10 Students 11 to 16 students 16 or more students
100% NT$2,000 NT$2,200 NT$2,400
95% to 99.9% * * NT$1,800
90% to 94.9% NT$1,000 NT$1,200 NT$1,400
80% to 89.9 NT$600 NT$800 NT$1,000

c. JUMP (TAUGHT 1 TIME BY NST, 1 TIME BY CT / WEEK)
People/
Class
Return Rate
8 to 10 Students 11 to 16 students 16 or more students
100% NT$1,000 NT$1,200 NT$1,400
95% to 99.9% * * NT$1,200
90% to 94.9% NT$600 NT$800 NT$1,000
80% to 89.9 NT$400 NT$600 NT$800

d. SA16 STUDENTS GOING TO HONORS
People/
Class
Return Rate
8 to 12
students
13 to 16
students
17 to 20
students
21 to 24
students
25 or more
students
100% NT$800 NT$1,000 NT$1,400 NT$1,600 NT$ 2,000
95% to 99.9% * * NT$1,200 NT$1,400 NT$1,600
90% to 94.9% NT$600 NT$800 NT$1,000 NT$1,200 NT$1,400
80% to 89.9% NT$400 NT$600 NT$800 NT$1,000 NT$1,200
70% to 79.9% NT$300 NT$400 NT$600 NT$800 NT$1,000

e. YOUNG SCHOLARS (INCLUDING CH 4 CLASSES FOR STUDENTS GOING TO
HONORS)
People/
Class
Return Rate
10 to 15 students 16 and above students
100% NT$2,200 NT$2,400
95% to 99.9%
NT$1,200
NT$1,800
90% to 94.9 NT$1,400

5. RAINBOW ADVENTURES PROGRAM or LOVE IT! PROGRAM

Rainbow ADVENTURE 12 students or more

Love It! all-day English 12 students or more

100% NT $150 per student NT $300 per student
90 99.9% NT $100 per student NT $200 per student
NSTs will receive NT$50/student for graduating classes.

These numbers are subject to change according to Hess Financial Department and Hess Educational
Business Department

21/10/2011
21
RENEWED CONTRACT COMPLETION BONUS -
1. BONUS TIME:
Bonuses will be included in the twelfth months pay of the renewed contract.

An NST who has completed a full year contract and renews another full year contract is eligible for the
bonus. Any other contracts for less than a year are not eligible for a Renewed Contract Completion
Bonus. NSTs who end employment with Hess and return are not eligible for a Renewed Contract
Completion Bonus, including those doing subcontract work for Hess.

3. BONUS AMOUNT:
A completed renewed 12 month contract (after 2
nd
completed full-year contract)

NT$15,000
rd
completed full-year contract)

NT$20,000
th
or n more completed full-year
contract)

NT$30,000

The maximum bonus amount an NST can receive yearly is NT$30,000.

NSTs who sign for 1 year and does not complete the full term of the contract for whatever reason is not
eligible for the Renewed Contract Completion Bonus. If an NST agrees to a contract for less than a year,
they are not eligible for a bonus. Should the NST renew for a full year after completing a shorter term
contract (less than 12 months), then they are eligible to reenter the Renewed Contract Completion
Bonus schedule.

EXAMPLE

3/2000 to 2/2001 NST completes initial 1-year contract

NST signs a 1-year renewal contract

3/2001 to 2/2002 NST completes the 1-year contract Completion Bonus
NT$15,000

NST signs a 6-month renewal contract

21/10/2011
22
3/2002 to 8/2002 NST completes the 6-month contract No Completion Bonus




NT$20,000




NT$30,000

9/2005 to 8/2006 NST signs a 1-year renewal contract Completion Bonus
NT$30,000

PERFECT ATTENDANCE BONUS (RAINBOW ADVENTURES AND ALL DAY ENGLISH CLASSES)-
An NST who took no days off and punched in 20 minutes prior to class time every work day during
the month is entitled to the bonus for Rainbow Adventures and All Day English Classes. Teachers
must punch in 20 minutes before each class and punch out after each class or class section daily
(see p8, Preparation Time).

2. BONUS AMOUNT:
The bonus is NT$800. This bonus will be included in that months pay. All Day English Class
teachers or teachers with two Rainbow Adventure Classes are eligible for one NT$800 bonus each
month. The bonus will be determined at a rate of NT$400 for perfect attendance for each class or
class section taught. Areas have the right to set the bonus at NT$400 or NT$800 if the NST only
teaches one half day Young Learners class.

21/10/2011
23
Leaves/Absences -
UNPAID TIME OFF -
1. SCHEDULE OF UNPAID TIME OFF:
Following are the numbers of working days of unpaid time off an NST is allowed during a 12 month
contract (renewed contracts for less than 1 year have a relative percentage of unpaid time off). The Area
Director has the right to refuse vacation time, especially if the NST is missing too many classes of a
specific program or class.

a. NATIONAL HOLIDAYS: Approximately 8 days each year as determined by the Taiwan
Government.

b. VACATION:
20 Hour Contract (Including 20M): up to 56 class hours (4 hours per day X 14 working days =
56 hours of vacation time) of leave may be taken during a one year contract.

30.5 Hour Contract: Up to 91 hours of leave may be taken per year. Up to 56 of the 91 hours
can be taken during HLS class time and up to 35 of the 91 hours can be taken off during the
Young Learners class time.

25 Hour Contract (Including 25K): Up to 70 hours of leave may be taken during a one year
contract.

c. SICK LEAVE: Up to 7 days is allowed. If more than 7 days of sick leave is taken, each
additional day counts as a -2 points on the NST Performance Appraisal Form.

2. EMERGENCY LEAVE:
In emergencies, a written request for additional unpaid time off must be given to the Head NST, NAM
and/or the Branch Director. The approval or rejection of Emergency Leave will be managed by the NAM
in conjunction with the Area Director.

3. MATERNITY / PATERNITY / MARRIAGE / COMPASSIONATE LEAVE:

Maternity Leave: 56 consecutive calendar days unpaid

Paternity Leave: 3 Calendar days unpaid

Compassionate Leave (Family Members): 8 calendar days unpaid (more than 8 days counted as
vacation days.)

Marriage Leave: 7 calendar days unpaid

4. CONTRACT RENEWAL BONUS LEAVE:
After a 12 month contract is completed and the NST has signed for another full year, a leave of up to 1
month can be requested (for example, August 15 to September 14, or February 28 to March 27). The
leave does not have to be taken immediately at the end of the contract. It can be arranged to be taken
at another time, but only with the Branch Directors approval. Before the NST leaves, they have to follow
the contract renewal process and ensure that their documents are organized for the following year.
Performance Appraisals and pay raises will not be delayed because of the Contract Renewal Bonus
Leave. Contract Renewal Bonus Leave cannot be combined with any other leave of absence (for
example, it cannot be combined with vacation time).

21/10/2011
24

5. CHRISTMAS DAY (12/25):
Christmas Day is the most special holiday of the year for many Western people, and therefore NSTs
have the option of working or not working on this day. If an NST chooses not to work on this day, they
need to inform their HNST or Manager a minimum of two weeks in advance so that the branch can
make arrangements for their absence. If an NST chooses not to work on this day, it does not count as
one of their vacation days. In some cases it will be necessary to arrange make up classes to make it
possible for an NST to be absent on Christmas Day.
NOTICE OF LEAVE OF ABSENCE -
1. NST APPLICATION FOR LEAVE OF ABSENCE FORM:
This form is used to request leave of absence. The form should be submitted to the HNST. The Branch
Manager and/or NAM must approve all applications before the leave can be taken. NSTs must confirm
approval before making travel arrangements.

2. NST RECORD OF LEAVE OF ABSENCE FORM:
This form is used to record an NSTs absences during the contract and is kept in the NSTs personnel
folder.

3. APPLICATION REQUIREMENT:
An NST Application for Leave of Absence Form must be filled out and given to the Head NST. The
request is to be made in advance of the leave of absence. In cases of sickness or emergency the NST
must fill out the form upon the 1
st
day of returning to work.

a. FOR AN ABSENCE OF 1 OR 2 DAYS: NST must give at least a 3-day notice.

b. FOR AN ABSENCE OF 3 TO 6 DAYS: NST must give at least a 2-week notice.

c. FOR AN ABSENCE OF OVER 1 WEEK: NST must give at least a 1-month notice.

4. SICKNESS/EMERGENCY PRIOR NOTICE:
An NST who is sick or has an emergency and cannot make it to class must call the Head NST/Head CT
at least one hour prior to class time.

5. All NST ONLY CLASS SUBSTITUTION:
If an NST wants to take any days off and has been given approval from the Branch Manager, it is the
NSTs responsibility to find a substitute teacher for any all NST classes missed. Substitutes must be
approved by Management.

6. ALL NST ONLY CLASS LETTER TO THE PARENTS:
If an NST is going to be absent for more than 5 days, Management has the right to ask that a letter must
be written to the parents by the NST, informing them of the vacation and introducing them to the NST
who will substitute the class(es). Letters must be approved by Management prior to being sent out.

7. VACATION DAYS OVER ALLOTMENT:
If additional hours of vacation leave are taken without the Managers approval, the NST will be subject to
the hourly pay deductions listed below. If the director gives approval to go over the allotment, the
penalties below do not apply unless the NST goes over the additional days approved by the director. In
cases of emergency, the Managers approval can be sought while already on vacation.

1 to 3 days over allotment = deduct NT$5 from hourly pay rate
4 to 6 days over allotment = deduct NT$10 from hourly pay rate
7 or more days over allotment = dismissal
21/10/2011
25
PENALTIES FOR LATENESS/ABSENCE WITHOUT NOTIFICATION

1. LATENESS:
NSTs arriving late for class (after the class starting time) will have their pay adjusted accordingly (as a
percentage of the time missed in the lesson). At HLS, if an NST arrives late for class, then the CT can
continue to teach the class for that hour if he/she wishes. Continued lateness will be considered a
breach of contract with the NST being released from employment.

2. ABSENCE WITHOUT NOTIFICATION:
Failure to show up for work to teach a scheduled class without advance notice given to the branch may
be considered a breach of contract and as such the disciplinary process could decide that the NST be
released from employment.

3. EXCESSIVE TIME OFF:
Any time taken off in excess of that stipulated in policy will be considered a breach of contract, with the
NST being released from employment.

4. CHANGES OF SCHEDULE REQUESTED BY NST:
(For example: teaching a Monday class during the Thursday time slot or teaching a Young Learners
class in the afternoon session as opposed to the morning session) An NST may request time off from
his or her leave entitlement, and may request to make up the class on the same day or a different day.
The decision to find a sub or have the NST make up the class on the same day or a different day is at
the discretion of the Branch Manager or NAM. The decision to allow the class to be made up at a
mutually convenient time allows for efficient scheduling while the NST has the opportunity to benefit
financially from the re-arranged schedule. The request for time off will be counted as time even if the
class is made up by the NST.

21/10/2011
26
SEPARATION FROM EMPLOYMENT -

VOLUNTARY SEPARATION -
1. NORMAL CONTRACT TERMINATION:
If the NST completes the Hess Contract and does not intend to sign another contract, the branch must fax three
forms to the Main Office. The NST Request Form and NST Main Office Termination Form (4 months prior to the
end of the NST contract), and then the NST Branch Termination Form (during the last month of employment).
NSTs who do not renew their contract must submit a letter of resignation.

2. CONTRACT BREAKING STIPULATIONS:
Should the employer fail to live up to the stipulations in this policy, it shall be subject to the payment of the penalty
of NT$20,000 to the NST. Should the NST fail to live up to the stipulations in this handbook or leave employment
before the end of the contract, the NST is subject to the stipulations listed in the Separation From Employment
section.

3. OTHER VOLUNTARY CONTRACT TERMINATIONS:
Should extraordinary circumstances occur in the life of an NST, he/she can discuss a separation procedure with
the NAM and/or Area Director.

4. MANAGEMENT OF DOCUMENTS AT TERMINATION:
Documents will be managed according to Taiwanese law. It is the NSTs responsibility to know and understand
the law regarding their legal status once their work permit has been cancelled. NSTs can find information
regarding departure and/or continued stay at: http://www.immigration.gov.tw/immig_eng/aspcode/mainc.asp

INVOLUNTARY SEPARATION -
1. INVOLUNTARY SEPARATION PROCESS:
a. ORAL WARNING:
Should an NST fail to follow the guidelines set down in this NST Policy Handbook or otherwise fall below
the standard of work expected and/or professional conduct, the NST will first be given an Oral Warning
and corrective training by the Head NST, NAM, HCT or Branch Manager.

b. WRITTEN WARNING:
After 2 weeks, should the NST fail to improve to a sufficient degree, or if there is a reoccurrence of the
specific or similar issue, the NST will be issued a formal Written Warning by the Head NST, NAM and/or
Branch Director. The branch must notify EHRD at the Main Office and any other branch where the
teacher is teaching.

c. TERMINATION:
After an additional 1 week, should the NST fail to show sufficient improvement, or if there is a
reoccurrence of the specific or similar issue the NST will be released from his/her contract. The branch
must notify EHRD at the Main Office and any other branch where the teacher is teaching.

d. All warnings or termination should be carefully documented in writing and filed in the NSTs personnel
folder.

2. IMMEDIATE TERMINATION:
A serious instance or continued neglect of work performance and/or professional conduct is grounds for
immediate dismissal. The branch where the NST has been terminated must notify EHRD at the Main Office and
any other branch where the teacher is teaching. This termination should be carefully documented in writing and
filed in the NSTs personnel folder.

21/10/2011
27

CONTRACT BREAKING PROCEDURE -
1. IMMEDIATE LOSS OF RESIDENT VISA/WORK PERMIT, ARC & NHI CARD:
Employers are required to notify the appropriate government departments if NSTs break their contract. As required
by Taiwanese law, visas and NHI card will also be cancelled on the final day of employment.

CONTRACT BREAKING PROCEDURE
a. HLS CONTRACT BREAKING TRAINING INVESTMENT FEE REIMBURSEMENT:
If an NST breaks their first year contract, the NST must pay the NT$20,000 Training Investment Fee. If a
second year NST breaks their contract, the NST must pay NT$10,000 of the Training Investment Fee. If
a second year NST gives three months notice they are not subject to paying NT$10,000 of the Training
Investment Fee. If a third year or more NST breaks their contract, the NST is not subject to the Training
Investment Fee, if a one-month notice is given.

b. HESS CONTRACT SIGNATURE BREAKING PROCEDURE:
If an NST signs a renewal contract and then decides to not honor the contract, a minimum of 1-month
notice must be given or the NST will be subject to a payment of NT$5,000. Similarly, if an NST has
signed a renewal contract and the branch then decides to rescind the renewal contract offer, a minimum
of 1-month notice must be given to the NST or the branch will be subject to a payment of NT$5,000.

c. CONTRACT RENEWAL BONUS REASSESSMENT:
NSTs who sign for 1 year and break the contract at 6 months or less must pay back the full amount of
the Contract Renewal bonus. NSTs who sign for 1 year and break the contract at more than 6 months
must pay back the percentage of the contract they did not fulfill. The amount will be deducted from the
NSTs final pay.

d. NO OBLIGATION TO PROVIDE FURTHER ASSISTANCE:
If the NST breaks the contract, Hess has no obligation to assist with any paperwork.

21/10/2011
28
GLOSSARY -
DIVISIONS -
Hess Language School
Hess Publishing Company
Hess Bookstore
Hess Bilingual School
Hess Foundations School
Hess International Kindergarten
Hess International Studies Institute
Hess Educational Foundation
INDEX OF ABBREVIATIONS
J Jump Into English Classes
K Kids Club Classes
N / SA Step Ahead Classes
Honors Honors Curriculum Classes
JH Junior High Classes
TH Tree House
CH Club House
CT Chinese Teacher
PCT Part-time Chinese Teacher
FCT Full-time Chinese Teacher
HCT Head Chinese Teacher
NST Native Speaking Teacher
HNST Head Native Speaking Teacher
HRT Home Room Teacher:
HHRT Head Home Room Teacher
NAM NST Area Manager
HLS Hess Language School
YS Young Scholars
JHES Junior High English School
Kindy Kindergarten
EHRD English Human Resources Department
MOE Ministry of Education
ARC Alien Resident Certificate
NHI National Health Insurance
NIA National Immigration Agency

BRANCHES
Area Director: Manages the branches in an area, and
may own a percentage of the branch.
Branch Manager: Manages a branch(es).

Head Administrator: Manages the branchs
administration staff.
Accountant: Is responsible for keeping the branchs
financial records and handing out pay.
Personnel Staff: Keeps records of employees including
resident visas, tax, and health insurance information.
Secretary: Front-desk staff who deal with many of the
day-to-day administrative functions of the branch,
including communication with parents.

Head Chinese Teacher (HCT): Manages full and part
time Chinese Teachers. In branches without HNSTs, the
Head CT is also the manager of the NSTs.
Full Time Chinese Teacher (FCT): Co-teaches
classes with NSTs, helps manage part-time CTs, plus
assists with extracurricular activities and material
development.
Part Time Chinese Teacher (PCT): Co-teaches one
or more classes with an NST.

Head Home Room Teacher (HHRT): Manages
Home Room Teachers at Kindergarten.
Home Room Teachers (HRT) : Co-teaches classes
with NSTs and is responsible for the children in their
Young Learners class.

NST Area Manager (NAM): Manages HNSTs and
NSTs. Assists new NSTs at branch arrival; maintains
teaching quality, observes classes, trains HNSTs and
NSTs. Responsible for communication between HNSTs,
NSTs and management.
Head Native Speaking Teacher (HNST): Manages
NSTs and sets up new NSTs; maintains teaching quality,
observes classes, trains NSTs and communicates with
NSTs and management.
Native Speaking Teacher (NST): Teacher from
outside of Taiwan working under a Hess-sponsored Work
Permit and ARC

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HESS Educational Organization NST Policy Handbook

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