Employment Terms and Conditions

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The Baldwin School of Puerto Rico, Inc., a non-profit corporation organized and operating under the laws of the
Commonwealth of Puerto Rico, hereinafter the “School” represented in this act by James Nelligan, Head of School;
and Bianca Juan Souto, Teacher Assistant, hereinafter the “Teacher Assistant”.

FIRST: The School hereby contracts the Teacher Assistant to provide professional services as a Teacher
Assistant and to perform such other duties as the School may require. The Teacher Assistant accepts appointment as
such and agrees to perform the duties required of her/him to the best of her/his abilities. These duties are outlined in
the Teacher Assistant's Job Description and other requirements are outlined in the employment handbook, a copy of
which the Teacher Assistant has received and read. The School reserves the right to amend the employment
handbook as the need arises.

SECOND: In consideration of the faithful performance of the duties assigned to the Teacher Assistant, the
School agrees to pay the Teacher Assistant the following compensation:

(1) The sum of $26,265.00 for the period commencing August 1, 2020, and terminating July 31, 2021.
Payment will be made in twenty-four (24) equal installments and each installment will be paid on the
fifteenth (15th) day and the thirtieth (30th) day or no later than the last day of each month. In case the
fifteenth (15th), thirtieth (30th) or last day of the month fall on a Saturday, Sunday or legal holiday, the
payment will be advanced to the last working day prior to the Saturday, Sunday or legal holiday.
(2) A bonus, equivalent to one twelfth (1/12) of the annual salary stated in the preceding paragraph,
will be paid in two equal installments, the first of which will be paid on a date no earlier than December 1,
2020 and no later than December 15, 2020. The second installment will be paid on a date no earlier than
June 1, 2021, and no later than June 15, 2021. The first installment will be credited as the annual bonus
prescribed by law.

THIRD: The Teacher Assistant agrees to abide by all the rules, regulations, and special instructions of the
School as determined, or as the need arises, and as are found in the By-laws and resolutions of the members of the
Corporation or The Board of Directors, and the policies reflected in the guidelines, manuals and handbooks of the
School, which are hereby incorporated by reference.

FOURTH: The Teacher Assistant understands that any violation of the terms of this contract, the By-laws,
resolutions of the members of the Corporation or The Board of Directors, Employment handbook, policy manual or
any policy established by the School, may result in disciplinary procedures including dismissal.

FIFTH: This contract constitutes the sole and complete agreement between the School and the Teacher
Assistant, together with such rules and regulations, which are incorporated herein by reference, and no verbal
statements, inducements or representations have been made or relied upon as a predicate for its execution.

SIXTH: It is mutually understood and agreed that all agreements and covenants contained herein are
severable and that, in the event any of them, with the exception of those contained in paragraph Second hereof, shall
be held to be invalid in arbitration or by a competent court, this contract shall be interpreted as if such invalid
agreements or covenants were not contained herein.

SEVENTH: Notice of the intention of the School to employ the Teacher Assistant for the next School year
shall be communicated in writing by the conclusion of the school year annually. The Teacher Assistant shall be
notified of any salary change by that same date.

EIGHTH: Upon hire, the Teacher Assistant will provide official transcripts, two letters of recommendation,
curriculum vitae, a completed school employment application, and other documents, as required. A Health
Certificate will be requested at the Employee Orientation in August, and annually thereafter.
NINTH: The Teacher Assistant is expected to follow specific guidelines, apart from the rules and
regulations outlined in the employment handbook. These guidelines are specified to ensure Teacher Assistant's
employment with School and relationship with faculty, parents and students are effective and efficient. These
include:

(1) A commitment to and positive attitude towards the School's Mission, Vision, Pedagogy and overall
educational goals, including the International Baccalaureate (IB) Program.
(2) A commitment to and positive attitude towards professional development activities on and off
campus. I may be required to travel abroad at times for professional development. In certain cases, I
may be asked to engage in professional development during summer months when I would normally
be away from school.
(3) Demonstrated professionalism through timeliness, attendance, proper attire, language, demeanor,
intra-school communications, etc. as outlined in the employment handbook.
(4) A commitment to collaborative and reflective practice.
(5) Faculty members are expected to be in attendance at Mandatory Weekly Meetings, all regularly
scheduled professional development days and workshops. They are also expected to be constructive at
such meetings. Other obligations, including tutoring, coaching practices, and personal appointments
must be scheduled around such Mandatory Weekly Meetings. Meetings will typically be held on
Mondays, but may be subject to change if there is interference in scheduling. Only documented
medical emergencies will be considered excusable absences to these meetings.
(6) Faculty commitment to updating their student's progress reports, homework, class activities, school-
wide information, etc. on available online Teacher-Parent portal on a periodic basis, as prescribed by
your Division Principal.

TENTH: Force Majeure Clause:

1) Each party shall be excused from liability for the failure or delay of any obligations under this
Agreement by reason of any event beyond such Party’s reasonable control. This includes, but is not
limited to, Acts of God, acts of war, civil unrest or terrorism, pandemics, epidemics, or outbreaks of
disease, fire, flood, explosion, hurricanes, earthquakes or other acts of nature, breakdowns or
malfunctions, power failures or mechanical difficulties with information storage or retrieval systems,
labor difficulties or accident, or any other event similar to those listed here.
a) In the event of circumstances rising to the level of concern as described in item 1, Baldwin
School reserves the right to modify weekly schedules, assigned duties, the program of study
and its mode(s) of delivery, and the school year calendar, so as to address emergent conditions
throughout the period of emergency. 
2) Such excuse from liability shall be effective only to the extent and duration of the event(s) causing the
failure or delay in performance and provided that the Party has not caused such event(s) to occur and
continues to use diligent, good faith efforts to avoid the effects of such event(s) and to perform the
obligation as initially stated in this Agreement.
3) Notice of a Party’s failure or delay in performance due to force majeure must be given to the other
Party promptly thereafter its occurrence. This Notice shall describe the force majeure event and the
actions taken to minimize the impact thereof.
4) Should the event(s) of force majeure suffered by a Party exceed a period of four (4) months, the other
Party may then terminate this Agreement by notice to the non-performing Party, with the consequences
of such termination be the same as if this Agreement had expired and had not terminated.

IN WITNESS WHERE OF, the parties have executed this agreement voluntarily at THE BALDWIN SCHOOL OF PUERTO RICO.

By:

James Nelligan, Headmaster Date:

Bianca Juan Souto, Teacher Assistant Date: