Equal Opportunity and Anti-Discrimination
The Tianjin Juilliard School is committed to a policy of equal treatment and opportunity in every aspect of its relations with its faculty, staff, students and other members of the Tianjin Juilliard community, and does not discriminate on the basis of actual or perceived race, color, religion, creed, age, sex, national origin, alienage, ancestry, citizenship, sexual orientation or preference, gender identity, physical or mental disability, medical condition, predisposing genetic characteristics, marital status or partnership status. This non-discrimination policy covers, but is not limited to, recruitment, hiring, training, benefits, rates of pay and other forms of compensation, as well as student admission, access, and treatment in school programs and activities.
With regard to this non-discrimination policy as it pertains to a physical or mental disability, an individual with a disability is defined as a person who has a physical or mental impairment that substantially limits one or more major life activities or has a record of such impairment or is regarded as having such an impairment. To be protected by the policy, a person must not only be an individual with a disability but must be qualified. A qualified individual with a disability is an employee or applicant who satisfies the requisite work, experience, education and other job-related requirements of the employment position such individual holds or desires, and who, with or without reasonable accommodation, can perform the essential functions of such position.
If you or someone who reports to you needs a change at work or an adjustment in a benefit or privilege of employment for a reason related to a disability (or if an applicant for employment needs an adjustment in the application process), please contact the Director of Human Resources for further information and guidance.
For the complete Tianjin Juilliard Nondiscrimination and Harassment Policy, please click HERE.
The Office of Human Resources maintains an “Open Door” policy for staff and faculty. While in general staff members are encouraged to discuss workplace-related issues directly and constructively with their supervisor, there may be instances in which the staff member feels uncomfortable having that discussion or has had conversations regarding workplace- related issues but with unsatisfactory results. In such situations, staff members should feel free to make an appointment with the Director of Human Resources who will attempt to develop an approach to resolving the matter through fact-gathering and discussion with all parties involved. Whether the situation involves a potential violation of School policy, or a conflict in style or personal approach, the Director will work toward the best and most appropriate resolution possible. Issues involving sexual harassment or discrimination will be handled in accordance with the Juilliard Sexual Misconduct Policy.
Staff members should be aware that Human Resources seeks to help address staff members’ workplace issues as discreetly and, if at all possible, confidentially. However, depending on the nature of the issue, it may be necessary or required to disclose the matter to others at The Tianjin Juilliard School on a “need to know” basis in order to conduct an effective inquiry regarding the matter.
Salaried faculty are paid on the fifth day of the month for work completed the previous month by direct deposit into a Chinese bank account. Expatriate employees may elect to have a fixed percentage of their salary deposited into a foreign bank account. Part-time faculty are also paid per hour on the fifth day of the month for hours reported on timesheets for the period ending on the 20th of the month prior to the pay date. All faculty can track direct deposits of salary into their bank accounts through the payroll management system. Human Resources will inform faculty how to use their user credentials to log onto the payroll management system.
Flexible Working Hours
With government authority’s approval, The Tianjin Juilliard School implements flexible working hours in some of positions. All salaried faculty work flexible hours. According to the labor law of the People’s Republic of China (PRC), salaried faculty in flexible working hours should not apply for overtime pay for work outside of the normal working hours unless the salaried faculty are asked to work on a Chinese statutory holiday. The following are not eligible for overtime compensation:
- Business trips: this includes trips for performances, recruiting and auditions.
- Attending training or group activities.
Faculty Absences and Substitute Policy
Faculty members, both studio and classroom, are contracted to teach during each week (30 weeks) of the school year, and studio faculty are also expected to attend all juries and auditions. Faculty are not expected to work during holiday breaks or government holidays as specified on the academic calendar. In an exceptional situation, should faculty be asked to work or perform during a holiday, faculty will be compensated at a daily rate not lower than local regulatory requirements.
Any faculty member teaching a classroom course should alert the Assistant Dean of Academic Affairs (as well as the Pre-College Office where applicable) if s/he needs to take any sick days and/or personal or professional leave amounting to less than one week in length. Any anticipated absences of one week or longer should be discussed in advance with the Dean and/or the Assistant Dean of Academic Affairs.
Studio faculty members should notify the Dean as well as the Assistant Dean of Academic Affairs at least two weeks in advance of any absence of one week or more and indicate how students will receive lessons during the time the teacher is absent. Each student is entitled to 30 lessons each school year. The regularity of lessons is essential for students’ development. When studio faculty members need to miss lessons for personal reasons or illness, it is recommended to schedule makeup lessons whenever possible. In certain extenuating situations, it may be possible to teach Graduate School lessons remotely via a digital platform; but this must be cleared in advance with the Dean.
Substitute and Guest Teaching
A substitute instructor must be engaged when classroom faculty need to miss classes. When appropriate, Tianjin Juilliard faculty can cover for each other. If a faculty member is asked to teach as guest in another faculty member’s class, prior arrangement must be agreed upon and approved by the Assistant Dean of Academic Affairs with copy to the Dean. Studio teachers, in consultation with the Dean and/or Assistant Dean of Academic Affairs, also have the option of engaging a substitute when they prefer not to make up missed lessons. The Office of the Dean will work with faculty to create a pool of viable substitute teachers. All substitute faculty must be approved by the Office of the Dean and authorized to work in the People’s Republic of China.
In all cases, the substitute will be paid directly by The Tianjin Juilliard School (as faculty members should not pay substitutes directly). In addition, substitutes are required to fill out the necessary tax and employment forms with Human Resources. Except in the case of illness, recruitment, or performance activities on behalf of Tianjin Juilliard, a deduction in the faculty member’s pay will be made in order to properly compensate the substitute.
Guest Teaching, such as a resident faculty member visiting an academic class as a guest speaker, should be arranged in advance by the class teacher in consultation with the Dean and/or the Assistant Dean of Academic Affairs. TJS will then properly compensate the guest teacher at an hourly rate not lower than local regulatory requirements.
Leaves of Absence
An official letter of request should be sent to the Dean not later than January 15th of the school year preceding the requested leave. Normally, such leave will be for no more than one year, during which time the faculty member will not receive compensation from The Tianjin Juilliard School.
If the faculty member was benefits eligible and covered prior to going on leave, The Tianjin Juilliard School will maintain their coverages, at pre-absence levels.
1.1 Sick Leave
Faculty members who become ill after the start of a semester and provide medical documentation to verify their inability to teach, will be paid 80% of the remainder of their salary for that semester. The Tianjin Juilliard School may require the faculty member to attend a medical examination by a hospital designated by The Tianjin Juilliard School to further evaluate the faculty member’s health situation.
1.2 Marriage Leave
Employees who reach legally marriage age are entitled to three (3) working days of marriage leave as stipulated by law.
Employee should apply one week prior to taking the marriage leave and present a copy of his/her marriage certificate when submitting the application. Marriage leave must be used within one year after employee gets his/her marriage certificate; otherwise it will be deemed as waived. Marriage leave cannot be applied by separate times.
1.3 Maternity Leave
(1) Female employees are entitled to ninety-eight (98) continuous days of maternity leave, including fifteen (15) days before the childbirth. In the event of a difficult delivery and/or Cesarean section, the female employee is entitled to an additional fifteen (15) days. For multiple births, additional fifteen (15) days will be granted for the birth of each additional child. Additional thirty (30) days will be granted for childbirth that complies with law and regulations (if no more additional maternity leave can be granted, one month’s salary will be granted as benefit).
(2) Maternity leave should be calculated by continuous calendar days, that is, weekends and statutory holidays are counted as leave days once the leave begins.
(3) Female employees who comply with maternity policies of China are entitled to paid maternity leave during the maternity leave in accordance with law.
1.4 Miscarriage leave
(1) Fifteen (15) days for miscarriage in the first twelve (12) weeks of pregnancy
(2) Thirty (30) days for miscarriage during the twelve (12) to sixteen (16) weeks of pregnancy
(3) Forty-two (42) days for miscarriage during the sixteen (16) to twenty-eight (28) weeks of pregnancy
(4) Ninety-eight (98) days for miscarriage over twenty-eight (28) weeks of pregnancy
(5) Applying for miscarriage leave should comply with relevant policies and regulations.
(6) Miscarriage leave should be calculated by continuous calendar days, that is, weekends and statutory holidays are count as leave days once the leave begins.
1.5 Paternity Leave
(1) Male employees are entitled to seven (7) days of paternity leave.
(2) Paternity leave should be calculated by continuous calendar days, that is, weekends and statutory holidays are count as leave days once the leave begins.
(3) Leave for Pre-Maternity Exam
(4) Half (0.5) day per time, once per month, from the commencement to the end of the 6th month of pregnancy.
(5) Half (0.5) day per time, twice per month, from the beginning of the 7th month to the end of the 8th month.
(6) Half (0.5) day per time, one time per week, in the last month before childbirth.
(7) Special cases with particular disease that do not fall under above three scenarios.
1.6 Lactation Leave
(1) Female employees are entitled to one (1) hour for lactation per working day during the first year of childbirth. For multiple births, additional one (1) hour per working day will be granted for the birth of each additional child.
(2) In case the employee is not able to take the one-hour lactation leave every working day, she can apply with the Office of Human Resource for consolidated calculation of days off (in lieu of the accumulative hours).
1.7 Bereavement Leave
(1) Employees are entitled to three (3) working days off for bereavement leave on the occasion of the death of his/her parents, grandparents, spouse, children, sibling, spousal parents or spousal grandparents.
(2) Employees need to indicate their relationship of the deceased person when filing the request for bereavement leave.
Further information may be obtained from the Director of Human Resources.
The Tianjin Juilliard School provides a supportive environment to enable breastfeeding employees to express their milk during work hours. A private room is available for employees to breastfeed or express milk. If employees prefer, they may also breastfeed or express milk in other comfortable locations agreed upon in consultation with Human Resources. Expressed milk can be stored in the designated refrigerator provided in the lactation room. For specific information, please contact Human Resources.
Terms of Employment
Background Check Policy
In order to promote a safe and productive learning, working and living environment, The Tianjin Juilliard School conducts background checks for all new faculty and staff to the extent permitted by law. Background checks may also be conducted periodically during employment. Employees are also required to self-disclose to the Director of Human Resources, within 30 days of the conviction, any criminal convictions between background checks.
The background check will be conducted by a third-party vendor selected by Tianjin Juilliard. The results of the check will be kept on file by the Office of Human Resources.
All information concerning convictions will be maintained in a secure location and will be shared only with individuals who have a legitimate need to know.
- Full-time faculty work flexible hours and receive an annual salary; full-time status is indicated where applicable in faculty contracts.
- Part-time salaried faculty are those employees who receive a set salary each pay period but work less than full time.
- Part-time hourly faculty are those employees who work variable hours each pay period and report hours worked on time sheets.
Upon employment, the employee will be required to complete an Employee Information Registration Form as required by the Office of Human Resource, including, but not limited to, the employee's home address, telephone number, marital status, information of family dependents, emergency contact, and etc. The employee must immediately notify the Office of Human Resource in writing to update the record when any of the information changes. Accurate records are necessary for payroll, for working documents, for tax purposes, and for the administration of employee benefits.
Rules of Conduct
The Tianjin Juilliard School may take disciplinary action (up to and including termination against any staff or faculty member for failing to adhere to recognized standards of behavior. Such failure has already been noted elsewhere under sections dealing with attendance, sexual harassment, and a drug-free workplace. Additional examples of unacceptable behavior at The Tianjin Juilliard School include, but are not limited to, the following:
- Three or more unexcused absences without prior written approval within one year
- Falsification of employment application or other school records and forms.
- Unauthorized possession, use or copying of school records or disclosure of information contained in such records to unauthorized persons.
- Possession of firearms or other types of weapons while on School premises.
- Creating or contributing to unsafe or unsanitary conditions.
- Theft or misappropriation of property belonging to the School, to a student, or to another School employee.
- Accessing inappropriate internet sites while using a School computer or while on School premises.
- Failing or refusing to perform satisfactorily the duties and responsibilities of the job or related duties as assigned.
- Violating Work Permit restrictions on receiving payment for work in the PRC from individuals or organizations outside of The Tianjin Juilliard School.
- Making statements promoting any religion or religious activity in the workplace at The Tianjin Juilliard School.
- Discussing undesirable and sensitive topics in public or on School premises including but not limited to violence (such as blood or corpses), sexual content, gambling, abetting others to commit crimes, sensitive contents regarding national and public security.
- Any violations of School policies
- Any violations of local law.
Private Teaching Policy
Faculty who are eligible to work outside of Tianjin Juilliard may teach private lessons to students not enrolled in the Graduate Studies or Pre-College programs, although prospective students are encouraged to be routed through the Admissions Office as consultative lessons. Otherwise, faculty can arrange lessons and payments directly with the private students and should follow relevant Chinese tax laws regarding external income.
Faculty should not let private teaching interfere with their responsibilities at Tianjin Juilliard. As representatives of Tianjin Juilliard, faculty should set appropriate private teaching rates, consider the School’s image and brand, and avoid potential conflicts of interest.
It is the faculty’s responsibility to bring questions or issues relating to private teaching to the appropriate administrative departments at TJS.
Faculty who are not eligible to work outside of Tianjin Juilliard are not legally permitted to teach private students. Tianjin Juilliard has established the following ways for these faculty to teach students not enrolled in Graduate Studies or Pre-College programs.
- Consultative lessons allow all Tianjin Juilliard Graduate and Pre-College studio faculty to work with each applicant and potential applicant up to six (6) times per academic year. Faculty will be compensated for every consultative lesson taught.
- The Music Development Program (MDP) engages non-enrolled students in regular lessons throughout the academic year. The MDP will employ a discrete teaching faculty, but it is also available for non-studio Tianjin Juilliard faculty. Tianjin Juilliard studio faculty may not teach privately in the MDP.
Policy Regarding Working Outside of Tianjin Juilliard
The Tianjin Juilliard School has established the Working Outside of Tianjin Juilliard Policy , which governs the regulations regarding non-Chinese-national faculty who wish to engage in performing and teaching activities outside of The Tianjin Juilliard School.
Resignation and Termination
The Tianjin Juilliard School strongly requests that faculty planning to terminate their employment give twelve months’ notice. Faculty is required to give a minimum of one calendar-month’s-notice in writing through their supervisor with copy to the Office of Human Resources (If a faculty is still in his/her probationary period, the required notice in writing is one week).
Employees terminated by The Tianjin Juilliard School will be given at least one month’s notice of such termination, or pay in lieu of notice, except in cases where gross misconduct requires immediate dismissal.
Upon the last working day with Tianjin Juilliard, the leaving employee must turn over all properties belonging to Tianjin Juilliard, including but not limited to computers, digital products, relevant electronic files, and key cards, and settle all outstanding financial items during the service period.
Proof of employment or payroll/welfare documentation of any existing or former employees can be supplied only through the Office of Human Resource.
Any work-related inquiries or request for proof documentation regarding existing or former employees should be submitted directly to the Office of Human Resource five (5) working days in advance. The Office of Human Resource will evaluate the requests based on the application before issuing the documents.
Health Insurance Information
All full-time faculty are covered by social insurance. In addition, all full-time expat faculty and accompanying family members are also provided with complementary commercial health insurance coverage. Full-time Chinese national faculty and their minor children are also provided with complementary commercial health insurance coverage. Commercial insurance coverage is not extended to spouses of full-time Chinese national faculty. All health insurance coverage begins on the first day of employment. For additional information faculty can also contact the Office of Human Resources.
Employers’ Liability Insurance
Employees under The Tianjin Juilliard School contracts are covered by Employers’ Liability insurance (EL) —an insurance carried in case of a work-related illness or injury. It is essential that every injury or accident be reported at once —even those injuries not requiring immediate medical care. Reports on such incidents can be made through Tianjin Juilliard's designated report and maintenance management app, "EAMic", which can be used to initiate paperwork for an Employer’s Liability insurance claim where applicable.
Students admitted to a School program, whose father or mother is an employee of the School for at least one full year of service at the time of his/her child’s enrollment, are eligible for tuition remission in the Graduate School, Pre-College, Public Education and Continuing Education programs.
Lockers accessed by code called “Smart Mail Box” will be set up outside of the south door of the School Building for staff to pick up mail and packages.