EUROPEAN INTERNATIONAL SCHOOL
TEACHERS’ HANDBOOK N° 1
The present regulations apply to all
locally hired teachers.
For particulars regarding
these regulations, teachers will refer to the contract they personally entered into
with the school employing them.
The European International School is an
educational institution whose policies are governed by its mission of educating
children of various origins and nationalities residing in the Philippines.
The European International School seeks to
enhance amicable relationships and reinforce positive ties between the various communities
interacting at the European International School, in a Philippine environment.
I.CONDITIONS
OF EMPLOYMENT
II.LETTER
OF APPOINTMENT
III.SCOPE
OF RESPONSIBILITIES
IV.WORKING
HOURS
V.FULL-TIME
and PART-TIME EMPLOYMENT
VI.ADDITIONAL
TEMPORARY ASSIGNMENT
VII.TARDINESS
VIII.SALARY
IX.SICK
LEAVE and ACCIDENT LEAVE
X.VACATION
and CONVENIENCE LEAVE
XI.MATERNITY
and PATERNITY LEAVE
XII.FRINGE
BENEFITS
XIII.LOANS
XIV.MOVING-IN
ALLOWANCE
XV.MOVING-BACK
HOME ALLOWANCE
XVI.AIRFARE
XVII.VISA
XVIII.RENEWAL
OF CONTRACT – END OF CONTRACT
XIX.TERMINATION
– DISCIPLINARY ACTIONS
XX.SCHOOL
GENERAL RULES
XXI.CONTROL
SYSTEM
ANNEX A - RECRUITMENT
PROCEDURES
ANNEX B – CONTRACT OF EMPLOYMENT
I.
CONDITIONS OF EMPLOYMENT
1.
To successfully complete the selection
process, no teacher shall be appointed to any position and entrusted a teaching load
unless the following requirements are submitted by the applicant before the start of
the school year :
a.
Letter of application
b.
Curriculum Vitae & supporting documents
c.
Copy of diploma(s)
d.
SSS, Philhealth, & TIN numbers (if available)
e.
Bank account opened at the branch designated by the
school
f.
2 pcs i.d. pictures (size 1x1)
g.
Medical clearance (including chest X-Ray)
h.
NBI clearance (or equivalent document)
II.
LETTER OF APPOINTMENT
2.
The applicant-teacher shall be issued a
Letter of Appointment/Contract with a copy of the School Administrative Policies.
The teacher shall affix his/her signature to the Letter of Appointment/Contract and copy
of the policies to show his conformity and understanding of the terms and conditions of
his/her employment.
3.
The teachers’ employment
status and school of reference shall be indicated in the Letter of Appointment or
Contract of engagement they will receive and sign to express their agreement.
Contracts are established for a maximum period of two school years, renewable as deemed
appropriate.
4.
Newly hired teachers may undergo a
probationary period of three (3) months during which the school or the teacher may
terminate the contract following pre-established principles indicated in the
contract of engagement.
III.
SCOPE OF RESPONSIBILITIES
5.
All teachers, whether employed part-time
or full time, must render all services pertaining to their teaching position, specially
ensuring the students’ supervision during recess time, attendance at professional and
faculty meetings, class evaluation meetings, parents-teachers meetings, supervision and
checking of examinations, updating of absences record books and assignment record books,
filling up of quarterly and yearly report cards, organization and handling of
field trips, involvement in school activities.
IV.
WORKING HOURS
6.
Each teacher will receive his/her work schedule at
the start of the school year.
7.
Schedules may vary within the school year following the
imperatives of the curricula or due to the departure of students or arrival of new
enrollees.
V. FULL TIME and PART
TIME EMPLOYMENT
8.
Any teacher whose teaching load is smaller than the load
determined as full load by the school employing him/her is considered as a part time
teacher.
VI.
ADDITIONAL TEMPORARY ASSIGNMENT
9.
Any teacher may be requested by the headmaster to replace
another teacher who is absent or for a special project or for any other unforeseen reason.
This temporary assignment will in no case modify the teacher’s status of employment
for the current school year.
VII.
TARDINESS
10.
Any teacher is considered tardy when he/she fails to report on time as required by his/her
teaching load. Any teacher who is late for more than fifteen (15) minutes and who
did not call the headmaster in advance shall be considered absent for the whole period and
his/her salary shall be adjusted accordingly
VIII.
SALARY
11. All
teachers whether part-time or full time will receive their salaries on the 25th of the
month, as currently practiced and agreed upon between the school and the faculty.
Salaries will automatically be credited to the teachers individual bank
account. It will be the teachers’ responsibility to get their pay slip from
the school accounting department.
12. Salaries are
computed according to the teacher’s level of experience and expertise in the
subject matter, the number of hours or periods he/she is assigned to teach, and the scale
of reference implemented by the school he/she is employed by.
13.
Teachers are entitled to receive a 13th month pay, equivalent to one twelfth (1/12)
ofthe basic salary received during the current year, payable on or before the 15th
of December. However, should a teacher resign or be terminated from service
prior to December 15, a pro-rated 13th month pay shall be given to him/her upon
clearance from the E.I.S.
14.
School breaks - Teachers who have been teaching for one complete school year, shall
be remunerated during school breaks including the vacation months of July and August.
However, teachers who have not yet completed one full school year of
teaching, shall not be remunerated during the vacation months of July and August.
15.
Whenever a contract is not going to be renewed for the following school year,
all dueamounts to the concerned teacher shall be credited to the teacher’s
bank account on or before the 30th of June.
IX.
SICK LEAVE and ACCIDENT LEAVE
16.
Sick leave and Accident leave – Any teacher who is employed part-time or
full-time and who is absent for more than two (2) consecutive days due to sickness or
accident will promptly submit a medical certificate to the headmaster upon his return.
The teacher’s contract of engagement specifies the rules regarding
remuneration in case of sick leave and accident leave which cannot exceed a total of
six (6) weeks within one (1) school year.
X.
VACATION and CONVENIENCE LEAVE
17.
Vacation leave (VL) - All teachers whether full time or part time may be on
leaveduring school breaks enjoyed by the students during the school year. The minimum
vacation leave per school year is thirty (30) days.
18.
Teachers are not allowed to be absent during school days when they have class.
19.
Convenience leave (CL) - Teachers who need to be absent during school days for
personal convenience or necessity will submit to the headmaster at least one (1)
week in advance a written request for special leave. If this leave is approved,
no remuneration will be received by the teacher for the days of his/her
absence which cannot exceed 3 days / SY maximum.
20.
Teachers who are absent without approved justification just before or after school
breaks will not be remunerated for the days of absence and this absence will constitute a
breach of contract which may lead to the termination of the contract of employment
or its non-renewal.
XI.
MATERNITY and PATERNITY LEAVE
21.
Any female teacher employed full time who gives birth or suffers miscarriage
shall be granted maternity leave and shall be entitled to all the benefits under the
Philippine Social Security System & Philhealth.
22.
Any male teacher employed full time whose legitimate wife give birth or suffers
miscarriage shall be granted paternity leave and shall be entitled to all the
benefits under the Philippine Social Security System & Philhealth.
XII.
FRINGE
BENEFITS
23.Accident insurance – Teachers,
whether employed part time or full time, are covered by an accident insurance for
the current school year.
24.
Medical insurance – Locally-hired teachers have the option to maintain
and shoulderthe cost of a medical insurance taken abroad or to avail of a local medical
insurance through the services of the school, following the rules defined in the
teacher’s contract of employment
25.
Educational benefits / Study allowance for teachers’ dependent children –
Full-time locally-hired teachers whose children study at Ecole Française de Manille (EFM)
or Deutsche Schule Manila (DSM) within the European International School (E.I.S.) shall
pay a maximum of 25% of the basic tuition fees if they cannot avail of a scholarship
program from their government. This discount does not apply to inscription fees,
extra-curricular activities fees, field trips and/or other related expenses. This
discount does not apply to the I.B. fees and related expenses. The teachers whose children
already receive an educational allowance through their spouse’s employment benefits
and compensations, will not be granted any discount.
26. Teachers training and
development benefit – Teachers may attend seminars, whether within or outside the
Philippines, to improve their skills and keep informed about new techniques. Related
expenses may be partially or fully shouldered by the school following the recommendation
of the headmaster and within the limits of the approved budget.
XIII. LOANS
26.
On a case to case basis, a full-time locally-hired teacher may avail of a
loan,refundable within one year through salary deductions . Loan requests will be
submitted to the headmaster for the approval by the E.I.S. Board of Directors. No loan
shall be granted unless its purpose has been clearly stated in writing, its request
supported by relevant documents and all previous loans have been fully paid by the
borrower.
XIV MOVING-IN ALLOWANCE
28.
Full-time locally hired teachers who have been recruited abroad may be entitled to
a moving-in allowance of two thousand (2 000) Euros maximum, as specified in their
contract of employment. Teachers who already benefit from their spouse employment benefits
and compensations, including a moving-in allowance, will not be entitled to this benefit.
XV.
MOVING-BACK HOME ALLOWANCE
29.
Full-time locally hired teachers who have been recruited abroad may be
granted a moving-back home allowance of two thousand (2 000) Euros maximum, as specified
in their contract of employment. This allowance shall be decided upon by the E.I.S.
Board of Directors. Teachers who already benefit from their spouse’s employment
benefits and compensations, including a moving-back home allowance, will not be entitled
to this benefit.
XVI.
AIRFARE
30.
Full-time locally hired teachers who have been recruited abroad will be entitled to
a refund of their plane transportation economy class ticket (one way) when they
arrive in the Philippines and when they return to their home country (one way) at
the end of their 2nd year contract. Since no foreigner can enter the Philippines
without an exit plane ticket, it is agreed that any teacher who gets refunded for a
two-way ticket when he arrives in Manila will shoulder the cost of his ticket at the time
of his last departure from the country. Teachers who already benefit from their
spouse’s employment benefits and compensations, including an airfare allowance, will
not be entitled to such airfare allowance.
XVII. VISA
31. Full-time locally hired teachers may
avail of the services of their respective school for the obtention of a working visa
to be filed with the Philippine Department of Justice and issued by the Philippine
Immigration authorities. Teachers will secure from the Human Resources Office a list
of documents to be promptly submitted at least five (5) working days before the start of
the school year. All related expenses shall be charged to the school except if
requested documents are incomplete or submitted late in which case all related expenses
will be charged to the teacher through salary deduction. Teachers who already benefit from
their spouse’s employment benefits and compensations regarding the securing of their
visa, will not be entitled to this benefit.
XVIII.
RENEWAL OF CONTRACT - END OF CONTRACT
32.
Teachers shall signify in writing on the 15th of March at the latest their
intention to leave the school or renew their contract for the following school year.
33.
Teachers intending to renew their contract for the following school year and who
need to get a visa through the services of the E.I.S. shall secure from the E.I.S. Human
Resources office, before the end of the school year, a list of the documents they must
submit for visa purposes upon their return. It is understood that their return to
the Philippines shall be scheduled in such a way that it will not delay the filing of
their visa renewal. All documents will be promptly submitted at least five (5)
working days before the expiration of their previous visa. In case of non-compliance all
visa related expenses will be charged to the teacher through salary deduction.
34.
Teachers whose contracts are not going to be renewed for the following school year
and who have been employed for at least three (3) consecutive school years, may be
entitled to receive an end of contract remuneration as stated in their contract of
employment.
XIX. TERMINATION –
DISCIPLINARY ACTIONS
35.
All locally hired teachers, whether they are employed part-time or full-time may be
terminated for violation of School rules and regulations and for just causes as
defined under Philippine Law (please refer to Article 282 of the Philippine Labor Code 6)
« An employer may terminate an
employment for any of the following causes :
a.
Serious misconduct or wilful disobedience by the employee of the lawful orders of his
employer or his representative in connection with his work ;
b.
Gross and habitual neglect by the employee of his duties
c.
Fraud or willful breach by the employee of the trust reposed in him by his employer or
duly authorized representative ;
d.
Commission of a crime or offense by the employee against the person of his employer or any
immediate member of his family or his duly authorized representative ; and
e.
Other causes analogous to the foregoing. »
36.
Any teacher, whether employed part-time or full-time, and charged with an offense, shall
be required by the headmaster to explain in writing within forty eight (48) hours, to give
him/her an opportunity to be heard. After the teacher submits his/her written
explanation, an investigation will be conducted by the school regarding the offense
charged.
37.
Should the teacher fail to submit a written explanation, it shall be construed as a waiver
on his/her part to be heard.
38.
Should the teacher be found guilty of the offense charged, he/she shall be notified of the
penalty whether it be warning, suspension or termination as the case may be.
39.
Disciplinary cases shall be handled by the Headmaster(s) of the teacher’s respective
school and finalized by the Board of Directors of the E.I.S.
XX.
SCHOOL GENERAL
RULES
40.
All teachers shall be guided by the principle that honesty, accountability and
transparency is the best policy. They shall exercise accepted moral values, shall
abide by all relevant legal codes of the Philippines and shall strive to keep their
integrity and dignity in the workplace, in the community, as well as within their
families.
41.
Dress code – Teachers are required to wear a presentable attire, suitable for
the best accomplishment of their duties and respectful of the local environment.
42.
ID’s will be displayed upon entering the school for proper control by the
school security agents.
43.
Classroom utilization – Teachers are required to leave the classrooms tidy,
making sure that the students pick up their personal belongings before they leave the
classrooms before recess or before going home. Cabinets are available in all
classrooms to put away any instructional material that need to remain in the classrooms
and it is the responsibility of the teachers/students to eventually bring their own lock
if they wish to fully secure their belongings.
44.
Teaching materials are placed at the disposal of teachers and students. It is
prohibited to bring home any classroom equipment except if special authorization has been
secured from the headmaster and a gate pass properly filled up and submitted to the Lobby
guard.
45.
Teachers’ Room - The teachers’ room is strictly reserved for
the use of teachers. No students, family members and friends are allowed in this
room. The teachers’room must be kept clean and tidy at all times, plates
promptly returned to the canteen and smoking done only in the designated area. The
teachers’ room is a working area and none should use it as a playground or a
bedroom.
46.
Canteen – The canteen is open every school day from 7.30 am to 3.30 pm.
Waiting in line and assisting the smaller students whenever a problem arises is the duty
of all teachers while at the canteen
47.
Bus service – Upon presentation of their school i.d., teachers may take the
bus for free though they in return are expected to assist the bus crew and enforce
discipline and good behaviour among the riding students.
48.
Pool and Gymnasium usage – teachers may use the pool and the gymnasium after
school hours and on week-ends except on Saturday morning. No school sports
facilities will be used after eight (8) pm. All teachers shall leave the school on
or before 10 pm except when attending meetings and/or other special events.
49.
Library – The use of library materials and books is encouraged. The
library is open every school day from 7.30 am to 4.00 pm. Recent newspapers,
magazines and some books are for in-house reading only, though they may be brought out
according to the rules and regulations decided upon by the Head-librarian and/or
Headmaster.
50.
The School Parking - is reserved for sticker-holder
vehicles. Stickers may be obtained for free from the school accounting department upon
presentation of the vehicle OR and CR. Cars and motorcycles shall be parked according to
current regulations and yellow lines must be kept free in all cases. No sticker no
entry.
51.
Telephone/Fax – are exclusively for official use. Long distance personal calls
and fax messages shall be listed with the Secretariat office and charged accordingly.
52.
The teachers’ behaviour towards the staff shall in all cases remain
civil and respectful of local cultural specificities.
XXI.
CONTROL SYSTEM
53.
Classrooms must be closed by the teacher whenever he/she leaves the room. A KEY
will be given to all teachers at the start of the school year, to be promptly
returned at the end of the school year without the need of a special request. Any lost key
will be charged accordingly.
54.
Physical INVENTORY of all equipment and furniture shall be made by the principal
teacher for the classroom equipment he/she is in charge of as well as for the
classroom books and pedagogical materials he is handling. A listing will be promptly
submitted to the school administrator during the first month of each school year. A
similar listing will be submitted at the end of the school year indicating the items
that have been lost or destroyed or those which need to be repaired or replaced during the
summer break.
55.
Teachers who need to bring valuable personal items to school must fill up with the
Lobby guard a PERSONAL PROPERTY DECLARATION FORM available at the entrance desk so that
they can be allowed to bring back home these items later on. Items which have not
been declared upon entry will be considered as property of the school.
56.
Teachers who need to bring out of the school any property of the school shall fill
up a GATE PASS available with the Lobby guard. Upon returning this item, they shall
register again with the guard who will indicate on the gate pass that this item has been
returned. Failure to do so will mean that said item is still in the custody of the
gate pass signatory who may be charged accordingly for the replacement of this
non-returned item.
57.
Bag/Body search – Teachers will graciously submit themselves to bag and/or
body search any time they are requested to do so by the E.I.S. accredited Security Agency.
58.
Safety and security shall be the collective responsibility of all employees.
Anyone who notices hazardous elements and/or doubtful characters shall immediately
call the attention of the security officer and/or administrator.
(Done in Metro-Manila in March 2004 -
To be reviewed in March 2005)
-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-.-
ACKNOWLEDGMENT RECEIPT
This is to acknowledge receipt of a copy
of the European International School (EIS) Teachers’ Handbook.
Printed name of Teacher (with
signature and date)
ANNEX A
RECRUITMENT PROCEDURES
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