Teacher contracts are a common source of friction, with teachers often feeling overburdened and employers sometimes perceiving teachers as inflexible. To ensure a fair and protective agreement for both parties, consider the following:
First, approach the contract with the right mindset. As an employer, ensure the contract contains only achievable clauses. Avoid the unfair practice of binding teachers while expecting to circumvent the terms yourself.
Second, recognize that teachers may not be familiar with the specific legal requirements of contracts in a foreign country. Therefore, clearly explain how the contract adheres to local employment laws. If required by law, provide an accurate English translation of the contract. Include details about visa and work permit requirements, as well as any limitations on working hours or overtime. Regardless of whether a written contract is legally mandatory in your country, a well-defined agreement outlining the rights and responsibilities of both the teacher and the employer is crucial to prevent potential issues.
Beyond legal aspects, the contract should specify the number of class contact hours, administrative hours, and preparation hours. If a standard work week involves a set number of classroom hours, admin duties, and preparation time, avoid encroaching on preparation time for additional teaching. If flexibility is needed for covering absences or increased student enrollment, incorporate these terms into the contract, such as allowing for a limited number of extra teaching hours per week. Offer overtime pay for additional hours beyond this allowance. List any other responsibilities, such as exam invigilation, curriculum development, or student engagement activities.
Strive for precision in all areas. If accommodation is provided, describe it accurately and detail the conditions. Clarify whether teachers will be required to travel to other locations and explain the transportation arrangements. Be explicit about health insurance and medical care, including procedures for repatriation in case of accidents or long-term illnesses.
Clearly state holiday entitlements, grievance procedures, disciplinary actions, and termination notice periods. Prioritize clarity and readability over complex legal jargon. It is advisable to have a lawyer review the contract to ensure it complies with local legal requirements before distribution.