Piti Suksa School Regulations (Revised March 2007)
Contents
1. Introduction
1.1. General
1.2. Definitions
2. Appointment
2.1. Pre-employment processing
2.2. Employment processing
2.3. Types of Appointments
2.4. Orientation
2.5. Probation Period
3. Beneficiary
3.1 Pay scale
3.2 Salary
3.3 Pay Day
3.4 Salary increments
3.5 Welfare and pension Program
3.6 Health benefit Plan
3.7 Income Tax
3.8 Child Enrollment Subsidy
3.9 Teacher License and work permit
3.10 Visa arrangement
4. Attendance and Leave
4.1 Workweek, office hour and lunch hour
4.2 Holidays
4.3 Compassionate Leave
4.4 Sick Leave
4.5 Maternity Leave
4.6 Military Leave
4.7 Monk hood Leave
4.8 Leave without pay
4.9 Leave of absence
5. Human Resource Development
5.1 On the Job Training
5.2 After hours Training
5.3 Training and Seminars Conducted atNon-Government Facilities
6. Performance Evaluation
6.1 Purpose of the performance Evaluation Report
6.2 Type of Performance Evaluation Report
7. Disciplinary Action
8. Resignation
1. Introduction
In accordance to Ministry of Education Regulation for preservation the right of teacher in Private School in B.E. 2542
1.1 General
This handbook represents official personnel policies and practice for all employees of Piti Suksa (Chiang Rai Montessori)School under Piti Suksa Foundation,a non–profit organization who provides high quality affordable education, cultivating children’s potential for life-long joy of learning.
The school does not discriminate in matters of employment on the basis of race, gender, religion, or ethnic background.
1.2 Definitions
School meansthe Piti Suksa (Chiang Rai Montessori) School, bi-lingual private Thai school using Montessori teaching methodology.
Teacher means Thai and Non-Thai teacher and head of teacher in accordance to the Act of Private School in B.E. 2525 who teach in Piti Suksa (Chiang Rai Montessori) School.
Student meansa child who studies in Piti Suksa (Chiang Rai Montessori) School.
Principal means a person who supervises teaching faculty; she/he is aware of educational issues and trends in both the world of Montessori and the world of conventional educational.
Manager means a person who supervises non-teaching faculty; she/he will support the educational activities and takes responsibility in accounting & financing and caring environments.
School Support Staff means a personwho has been employed by Piti Suksa (Chiang Rai Montessori)School in a non academic capacity.
Licensee means the person or the authorized person who receive the license. In case of Piti Suksa (Chiang Rai Montessori) School, this means The Piti Suksa Foundation by the president of Foundation.
Academic Year means the year from education start from May 1st to March 31 of the next calendar year.
Working Day means Monday to Friday scheduled for the teacher to work. Normally it lasts eight hours including one hour lunch, beginning at 8:00 a.m. and ending at 4:00 p.m.
Holiday means any day when school does not operate, notably Saturday and Sunday, traditional holidays, school vacations and the official holidays announced by the Government of Thailand.
Day Leave means the day which a teacher takes sick leave, compassionate leave,maternity leave, Monk hood leave and military leave.
Salary means monthly payment which the licensee pays to the teacher.
Wage means the payment which licensee pays to the extra-teacher for their teaching.
Compensation means the money pay to the teacher whose contract has been terminated prematurely.
Severance Pay means the money which the teacher shall receive after the contract finish or terminated by the reason of reduction due to lack of fund or reduction of a certain activities.
Pay Day is the day salaries are paid presently scheduled on 25th day of each month.
2. Appointment
2.1 Pre-Employment Processing
The principal is responsible for receiving and reviewing applications, processing documents, setting the rates of pay, making appointments and prepare the various types of documents as follows:
a. Application Form
b. Pre-Employment Memorandum
c. Transcript
d. Copy of Household Registration
e. Copy of ID card / passport
f. Education Certificate
g. Teacher Certificate (if available)
h. Letters of recommendations
2.2 Employment Processing
The following forms are completed when an application enters on duty:
a. Appointment Affidavit
b. Job Description Contract prepared by school
2.3 Types of Appointments
1. One year contract
2. Part time or temporary
2.4 Orientation
To assure that all new employees develop positive attitude toward their employment with the school, it is essential that new employees be given accurate and complete information regarding condition of their employment.
The Manager/Principal will provide the initial orientation to new employee.
2.5 Probation Period
All new employees will be required to serve a probationary for 90 days up to 180 days. During this time, employee must demonstrate his/her qualifications and general suitability for continued employment. After completion of probation, the employee will be evaluated and if the result is satisfactory, he/she will be fully employed. If the result is not satisfactory, the employment will terminate.
Staff members on probation are not entitled to the business leave. The business leave during the probation period will be deducted from the working hour.
Teaching staff will not be registered with the Ministry of Education until after they have satisfactorily completed the probation.
3. Beneficiary
3.1 Pay scale
The school has established Piti Suksa salary scale setting out the wages of all staff members.
New staff must serve at least twelve months at the full salary level before they are entitled to receive the annual increase in the next year.
The school will revise this wage scale from time to time in keeping with inflation, the general rise of salaries and the school’s ability to pay.
3.2 Salary
Salary is decided upon the qualification, ability and responsibility.
3.3 Pay Day
Salaries will be paid on 25th of each month.
3.4 Salary Increments
Employees will be normally eligible for a salary adjustment each of employee years if there is the satisfactory work performance.
3.5 Welfare and Pension Programs:
The school will provide benefits and welfare in accordance to the Ministry of Education and the Labor Office Acts. Thai teachers have a right to apply to the Teacher Welfare Fund organized by the National Commission of Private Schools or the Employee & Social Welfare Fund organized by The Provincial Office of Social Welfare and National Ministry of Labor and Social Welfare. Those wishing to participate in either fund must pay 3% of his/her monthly salary. School will deduct this amount from his/her salary and pay it into the fund along with an equal employer’s contribution from the school’s general resources. Both funds provide health insurance and a pension depending on the number of years of contributions to the program. . (Please see details in the Teachers Welfare regulation handbook.)
A new Thai teacher may join the Private School Teacher Welfare Fund (ÊÁÒªÔ¡¤ØÃØÊÀÒ) once the teaching license approved. The school will apply for the teacher’s license after the successful completion of the probation period.
Support staff is entitled to participate in the Employee & Social Welfare Fund. Those employees choosing to enroll must pay5% of his/her monthly salary. School will deduct this amount from his/her salary and pay in addition equivalent amount into the fund. (Please see details The Employee and Social Welfare Regulation Handbook in the office.)
3.6 Health Insurance:
School will provide individual health insurance for Expatriate employee. The school will pay for this individual insurance premium up to 5,000 baht
Staff members are responsible to obtain the necessary receipts and otherwise follow the requirements of his/her respective funds in order to obtain reimbursement for his/her health costs. The school will not normally advance money or reimburse medical costs directly.
During his/her initial three month probationary period, new Thai staffs members do not qualify yet qualify to participate in any of the funds above. They must make his/her own arrangements for health insurance during this period.
3.7 Income Tax
Any employee who earns above 50,000 THB /year is required to obtain a Tax ID card and must pay personal income tax. The school will deduct such taxes from his/her monthly salary and pay directly to the Tax Office monthly. The school will issue the employer’s notification for them to submit to the tax office by the end of the year.
The school will issue the notification of taxes paid to any expatriate teacher for presentation to the Customs Department when they leave the country.
3.8 Child Enrollment Subsidy
Employee who has children will receive enrollment benefits from school as follows:
The first child will receive 100% tuition free of charge,
The 2nd child will receive 50 % tuition support
Each child thereafter will be charged full tuition
Employees are expected to donate to the school any tuition subsidy received from government for his/her child who attends the school free of charge to school.
3.9 Teacher License and Work Permit
The school will help to arrange for work permit and teaching license for expatriate teacher. School will provide the fee for first work permit and teaching license arrangement. In case of teacher restrains the right of those official documents, the teacher has to pay for those fee and expenses occurring.
The documents required to submit to The Ministry of Education are as follows
1. Original copy of his/her graduation certificates.
2. Teaching License.
3. Copy of Passport.
4. 1 inch photographs.
5. Work permit fee.
3.10 Visa arrangement
School will coordinate to obtain one year visa (one year permission to stay in Thailand) and single re-entry permission. School will provide the fee for first visa arrangementand single retry permission in Thailand. In case of teacher restrains the right of those official documents, the teacher has to pay for those fee and expenses occurring.
The requested documents for visa arrangement are as follows;
1. Work permit.
2. Teaching license.
3. Copy of passport.
4. 2x2 inch photographs.
5. Visa fee.
6. Single re-entry permission fee.
4. Attendance and Leave
4.1 Workweek, Official Hour and Lunch Hour
Basic workweek consists of 40 hours per week of full 8 hours days a week as minimum. The work hours are 8:00 a.m. to 16:00 p.m. inclusive of lunch hour. Lunch period is of one-hour duration. Employees are expected to be punctual.
Teaching time will be limited so as not to exceed to 25 hours per week
4.2 Holidays
Employees are normally not required to work on designated days as follows;
- Weekends.
- School vacation as specified in school calendar.
- Traditional holidays.
- Holiday as announced by the cabinet.
- School holiday as specified in school calendar.
During a holiday the principal/manager might request a staff member to work for one of the following reasons without paying additional overtime.
1.On duty station at school
2. To attend a meeting or training for teaching development.
3. To conduct the activities related to school curriculum
4. Preparation for opening school (not more than 15 days)
5. To make up teaching time
4.3 Compassionate Leave:
Employees are granted with business leave not more than ten (10) working days for each academic year. Any addition days will be considered as leave without pay.
Application and approval for businessleave must be made in advance. If not requested in advance, the report of business leave must be done following the staff members return to duty. Failure to report may result in the employee’s absence being charged to leave without pay.
Business leave, if not used, cannot be carried over to the next year.
4.4 Sick Leave:
Sick leave may be granted up to 10 days during one academic year for the reasons for medical, dental, optical or other examination and treatment.
a) Admission in Hospital:
In case of serious injury or prolonged illness, staff may be granted with paid sick leave not more than total sixty (60) working days for each academic year
b) Procedures:
Request of the leave must be made, in advance whenever possible. If not requested in advance, the report of illness must be done upon return to work. Failure to report may result in the employee’s being charged to leave without pay. All requests for sick-leave exceeding three (3) consequent workdays must be supported by a recognized physician’s certificate. Sick leave, if not used, cannot be carried over to the next year.
c) Supervision about sick leave:
A review shall be made for the circumstances for seemingly excessive or indiscriminate use of sick leave, in order to determine whether the sick leave is properly used. In case of continued excessive or discriminate use of sick leave, disciplinary action may be taken. An employee whose sick leave record is questionable may also be requested to take a fitness for duty examination at the recognized hospital.
4.5 Maternity Leave:
Maternity Leave will not be chargeable to sick leave and annual leave. Maternity Leave generally begins 1-4 weeks before the expected delivery date and extends 8-11 weeks after childbirth a maximum total of 12 weeks.
Employee shall be granted maternity leave with pay not to exceed 45 calendar days.
4.6 Military Leave:
Employee shall be granted military leave with pay not to exceed 60 calendar days.
4.7 Monk hood Leave
Employee shall be granted Monk hood leave with pay not to exceed 120 calendar days. Only person who have worked for the school at least 3 years may exercise this entitlement. Employees wishing to join the monk hood must submit their application of leave3 months in advance.
4.8 Leave without pay:
Leave without pay is a temporary status without both payment and duty granted upon the request of the employee and approval of the principal.
Leave without pay may be granted for not more than 30 calendar days and the specific reasons for the leave without pay shall be:
1. In case of serious illness after exhaustion of sick leave, or in maternity cases after using all accrued sick leave.
2. When an employee is injured during duty.
3. In case of personal emergencies.
4.9 Leave of absence:
The situation which results from an employee failure to report for work for some other reason without obtaining the principal/Manager’s approval is called absence without official leave. No salary or other benefits will be paid.
The absence of authorization will be charged as absence without leave, and pay will be forfeited for the entire period of such absence. If the employee can offer a satisfactory explanation, the Manager / principal may later change the leave status to business, sick leave or leave without payment, as the circumstances warrant. If the employees are unable to justify the absence, the charge to absence without leaves with remains. In these cases, disciplinary action may be taken against the employee.
5. Human Resource Development
Training is primarily the responsibility of the staff member to enhance their ability to perform their official functions. Employees are encouraged to take advantage of any relevant courses. Training my be full-time or part-time, on duty or off-duty, day or evening, or may combination of these, according to the needs of the post, availability of funds and training opportunities. Training may be taken at Government or Non-Government facilities.
5.1 On the Job Training
On the job training is a requirement for the majority of school or every non-Montessori certified teachers in order to improve the employee skills in the performance of the duties, which they are assigned, either to increase their proficiency or to become familiar with new techniques, procedure or materials. The school will fund for this training.
5.2 After hours Training
Employees may take one or more job-related course after hours at university or other Suitable Institute. The school may fund this training if given appropriate information to judge the effectiveness of course.
5.3 Training and Seminars Conducted by other organization
The employee may participate in the training or seminars conducted by other organization at the school expenses provided if it is job-related function or activity.The employees request to submit a report of all kinds of training. The content of report should inform about the title, date, duration, organizer, contact address and planning after trained.
6. Performance Evaluation
6.1 Purpose of the performance Evaluation Report
Performance evaluation is an integral part of a comprehensive personnel program. It has benefits both for management and employees, particularly in situations where supervisors change frequently. Appropriate involvement by management, the supervisor and employee in the performance evaluation process including the proper use of performance evaluation reports will facilitate the strengthening of the supervisor-employees relationship identification and discussion of work requirements, development and discussion of work goals and objectives which will serve as the basis for the employee’s end-of year appraisal, identification of training and other developmental needs, recognition of outstanding performance, correction of deficiencies in work, performance counseling and unsatisfactory performance by employees who perhaps should be reassigned or dismissed.
Performance evaluation will be done twice a year;
1st evaluation will be done at the end of the first semester
2nd evaluation will be done at the end of the 2nd semester
The employee should return their complete evaluation document to the office two weeks in advance, prior to the end of each semester. This will be a combination of individual self-assessment, and assessment by his/her Montessori supervisor and/or the principal twice a year.
6.2 Type of Performance Evaluation Report
1. General Performance Evaluation – General performance evaluation reports will assess the general issue beside the Montessori philosophy such as; punctuality, honesty, efficiency, management skill, creative thinking and devotion to the works after working hour.
2. Specific Evaluation on Montessori philosophy
7. Disciplinary
1. Duty of confidentiality
Information concerning individual children is only to be shared with staff members who need to know in order to do their job. This information must be kept in complete confidentiality. Unauthorized sharing of this information may result in the staff member’s dismissal and even criminal persecution.
2. Duty of human morality:
No staff members should do physical or emotional harm to any other person either on the school grounds or elsewhere.
3. All employees must be obedient to and follow the legal instructions.
4.During office hours, the employee is expected to inform the school office where she/he will be working if not in the classroom or playground.
5.It is forbidden to gamble or to consume liquor and smoking on the school ground
6. An employee shall not, directly or indirectly, abuse or allow the use of school property of any kind. An employee has a duty to protect and conserve school property, including equipment; supplies and other property entrusted or issued to employee.
7. Any materials brought to School by a member of our faculty and staff, purchased with his or her own funds, shall remain his or her property.
It is mutually understood that any teacher-made educational materials produced by a member of the faculty and staff during the term of this Agreement using school materials and supplies shall be considered the property of the school. However, faculty and staff members may use school materials to make a duplicate set of these materials for his or her, own professional library. Should a faculty member develop any new curricula, teaching techniques, teaching aids, or any other educational materials during the course of his or her employment with the School, he or she grants to the School a perpetual license to utilize said materials or ideas in its educational programs with both children and teacher training.
Any teaching aids, materials, or curricula developed by the School, as well as any mailing lists of the School’s students and families, represent the proprietary property of the School. No member of the faculty will be authorized to sell, transfer, assign, or disseminate said materials to a third person or a competitor of the School without first obtaining the Head of School's written approval.
8 Disciplinary actions:
Disciplinary actions including warning, written notice, reduction of salary, and termination of employment will be done if the employee will be against the above mentioned regulations.
8. Resignation
1. Resignation due to employee’s accord:
Normally staff members intend to leave the school will advise the principal /Manager as soon as possible and plan their departure to coincide with the summer school vacation period to enable the school to recruit his/her replacement . As a legal minimum, an employee who plans to resign must inform school with thirty- (30) calendar days or 22 working days in advance with a written notice. A notice of resignation must include a proposed effective date and an address where the employee can be reached thereafter. Any leave during the period will be deducted from the working hour.
2. Termination of Employment due to School reasons:
In case employment is terminated by the school for any reason or it the school closes, the employee is entitled to receive a severance pay up to three month salary calculated as follows:
(Duration of employment by month) * (one month salary)/12
(Upper limited is three months salary)
3. Termination of Employment without severance payment:
Employment will be terminated without advance notice or severance payment for:
1. Employee who violated the confidentiality of child information obtained through the school or his/her experience with the child in the school.
2. Employee whose performance is unacceptable due to the reasons such as little or no contribution to school.
3. When as employee is found quality of improper behavior such as falsifying official documents and papers, stealing, improper relationship with children or other members of the school community etc.
4. During the probation period [the first three- (3) months], if the principal determines the individual is unsuited for continued employment.
5. Absence without leaves for more than 10 days.
