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Discussion in 'Teaching overseas' started by roamingteacher, Jan 4, 2018.
Mine, no. Second tier at best.
Mine thinks it's first tier... Probably on a global scale its second.
I'm in Eastern Europe, I don't know what tier I would call my school. I don't know how to interpret this to be honest.
Anyhow we get flights for teachers and all dependents. I think its after the first 2 year contract, then every year thereafter. The amount is according to locational zones. To get the money we just need to provide proof that we travelled home at some point during the school year. This doesn't require receipts, the fixed amount is given, the school just wants to know that we did actually travel home at some point.
I would say Oman- third tier, China second tier
My current school in Thailand provides them at the end of each contract. This is one of the many reasons that I only sign yearly contracts - that way me and my child have a flight home every year.
dont most people sign yearly contracts after the initial 2 years? i thought this was the "norm".
Most schools in Shanghai have a two year contract and call it breach of contract if you leave after one year. This is a grey area under Chinese Labour Law which all international teachers are covered under. One school has started issuing a three year contract and if you leave before the end its called a breach of contract. The school then refuse to issue the necessary letters for the teacher to transfer to another school in China or at least making it more difficult.
I think we must be at the same school!
Depends on the school. Some schools will offer 1, 2 or 3 year extensions, some only 1. It varies.
well you learn something new everyday
In my experience every school does what it thinks is best for its own recruitment and retention. It depends on the attitude/prejudices of the recruiter, usually the Principal or Head of Section. The demands of the market in their country/region/city. The incentives they feel they have to offer as a result of that market (so package, gratuity, etc) and the local labour laws.
This is by no means an exhaustive list. There is no 'norm'! And if there ever was, it is changing rapidly.