Equal Opportunity & Anti-Discrimination 

The School is committed to a policy of equal treatment and opportunity in every aspect of its relations with its employee 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. The Anti-Discrimination, Harassment and Hate/Bias Conduct 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.

Please click HERE to read the complete policy.

Sexual Misconduct Policy 

Please click HERE to read the complete policy.
 

Grievance Policy

The Office of Human Resources maintains an "Open Door" policy for employees. In general, staff members are encouraged to first discuss issues met in workplace directly and constructively with their supervisor. However, there may be instances in which the staff member feels uncomfortable having that discussion or has discussed with supervisors about it but with unsatisfactory results. In such situations, staff members should feel free to make an appointment with the Director of Human Resources, Room 2B03, ext. 6443, who will attempt to develop an approach to resolving the matter through fact-gathering and discussion with the parties involved. Whether the situation involves a potential violation of School policy, or a conflict in style or personal approach, the Director of Human Resources will work toward the best and most appropriate resolution possible. Issues involving sexual harassment or discrimination will be handled in accordance with the Tianjin Juilliard Sexual Misconduct Policy.

Staff members should be aware that The Office of Human Resources seeks to help address staff members’ issues in the workplace as discreetly and confidentially as possible. However, depending on the nature of the issue, it may be necessary or required to disclose the matter to others at the School on a "need to know" basis, or with others in order to conduct an effective inquiry regarding the matter.
 

Compensation Policies

Payroll
Salaried staff are paid on the last working day of each month for work completed in the current 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.

Employees can track direct deposits of salary into their bank accounts through logging on the payroll management system. The Office of Human Resources will inform
employees how to use their user credentials to log into the payroll management system.

The payment of monthly salary, calculation of overtime compensation and leave deductions are based on reported working hours for the period from the 21st of the month prior to the pay date to the 20th of the month of the pay date.

Working Hours
- Flexible Working Hours 

Subject to government authority’s approval, the School implements flexible working hours in certain positions. 

If there is no special work arrangement, employees whose position fall under the flexible working hours system shall ensure eight hours’ working per day and the monthly working hours shall not be less than statutory working hours as stipulated by law, and shall maintain regular attendance at work as required.

In principle, employees whose positions fall under the flexible working hours system are not entitled to overtime compensation, unless otherwise stipulated by law.

- Standard Working Hours

Except for staff under flexible working hours, all other staff are under standard working hours system, working from Monday through Friday 9:00a.m. to 5:00p.m. 

The School encourages employees to finish their assigned work efficiently and with quality, without working overtime. 

During business travel, employees are entitled to expense reimbursement in accordance with School’s regulatory policies. Business travel is entitled to travel treatment, which is not deemed as overtime work unless otherwise stipulated by law.

Employees’ participation in training and School’s activities will not be deemed as overtime work unless otherwise stipulated by law. 

If an employee really needs to work overtime due to work requirement of the School, he/she should get approval from his/her direct supervisor in advance and submit the overtime application in the payroll management system within twenty-four (24) hours upon the completion of overtime work. The application is effective only after being approved by the direct supervisor. The overtime work incurred without supervisor’s approval should not be regarded as overtime work. In principle, the overtime hours should not exceed three (3) hours per day, and thirty-six (36) hours per month, except for the following conditions:

• Emergency aids are needed in occasion of natural disaster, accident or other conditions that threaten employees’ life or health, and property safety; or
• Emergency repair is needed due to the malfunction of equipment or public facilities that impacts operation or public well-being.

If an employee works overtime during normal working days and statutory holidays, The Office of Human Resources will calculate the overtime compensation based on the approved overtime records in the payroll management system and pay it together with the salary in the following month.

The minimum overtime application is half an (0.5) hour. 

If an employee works overtime on weekends, the School will first arrange for compensatory time-off, which will be calculated according to the principle that one hour compensatory time-off will offset one hour overtime work. The employee may apply for compensatory time-off within three months of the overtime work. If the department to which the employee belongs is unable to arrange for compensatory time-off due to work reasons, The Office of Human Resources will, after the confirmation by the direct supervisor, calculate the overtime compensation according to the approved overtime records in the payroll management system, and the overtime compensation will be paid together with the salary in the following month.

Attendance Policy
Employees need to apply for leaves in advance through the payroll management system and provide relevant proofs as required. The application is effective only after being approved by the direct supervisor. Any leave without approval is taken as absence from work without prior notice. 

The following types of leave also need prior approval from The Office of Human Resources before taking effective:

• Sick leave for three (3) or more consecutive days
• Personal leave exceeds ten (10) working days accumulatively within a calendar year
• Child Care Leave, Compassion Leave, Marriage leave,  maternity leave, miscarriage leave, paternity leave, leave for pre-maternity exam, lactation leave and bereavement leave

In case of any emergency and the employee is not able to apply for leaves in advance, he/she must notify his/her direct supervisor via phone, text message or WeChat. After getting approval from his/her direct supervisor, either in verbal, through message or WeChat, he/she can then take the leave. The Employee needs to make up the leave application procedures in a timely manner within three (3) days after back to office.
 

Tianjin Juilliard Intimate Relationship Policy
Please click HERE to read the complete policy.
 

Terms of Employment

Background Check Policy
In order to ensure a safe and productive learning, working and living environment, the School conducts background checks for all new employees to the extent permitted by law. Regular and irregular background checks may also be conducted during employment. Employees are also required to self-disclose to the Director of Human Resources on the same day of detention if being hold in administrative and/or criminal detention for any reason.
 

The background check will be conducted by a third-party vendor selected by the School. 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.
 

Personnel Data
Upon employment, the employee will be required to complete an Employee Information Registration Form as required by The Office of Human Resources, 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 Resources 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 School may take disciplinary action (up to and including termination of employment) against any staff for failing to adhere to recognized standards of behavior. Examples of unacceptable behaviour at the School include, but are not limited to, the following:

1. Absence from work for three (3) or more accumulative days without prior written approval within one year.
2. Falsification or distortion of employment application materials or supporting documents or other school records or forms.
3. Unauthorized possession use or copying of school records or disclosure of information contained in such records to unauthorized persons.
4. Possession of firearms or other types of weapons while on School premises.
5. Creating or contributing to unsafe or unsanitary conditions.
6. Theft or misappropriation of property belonging to the School, to a student, or to another School employee.
7. Accessing inappropriate internet sites while using a School computer or while on School premises. 
8. Failing or refusing to perform satisfactorily the duties and responsibilities of the job or related duties as assigned.
9.  Violating (expatriate) work permit restrictions on receiving payment for work in the PRC from individuals or organizations outside of the School. 
10. Making statements promoting any religion or religious activity in the workplace at the School.
11. Discussing undesirable and sensitive topics in public or on School premises including but not limited to violence (such as blood or corpses), gambling, abetting others to commit crimes, sensitive contents regarding national and public security.
12.  Violations of School policies.
13. Any violations of local laws.

 

Dress Code
Employees of the School should maintain clean and professional look in line with the working environment. Image of the staff represents the School to students, parents, partners and government officials. It also shows respect for working colleagues.

Staff are required to wear smart casual, business casual, or business formal wear in the office. For more information, please contact the Office of Human Resources.
 

Expatriates Working in China
Expatriate employees holding legal work visas/residence permits must strictly comply with applicable laws and regulations relevant to foreign nationals working in China, including, but not limited to, not engaging in activities or work within the territory of the People's Republic of China that exceed limits of the work permit. Any illegal activities will result in the cancellation of the work permit or even repatriation to the home country. Any adverse consequences by an expatriate employee's violation of this paragraph and applicable laws shall be borne by the employee him/herself.
 

Resignation and Termination
The School requires that staff planning to terminate their employment give their direct supervisor three (3) months’ notice if possible to allow the School to make personnel arrangement in advance. An employee who voluntarily resigns must give at least one month's written notice to his or her direct supervisor (one week's notice if possible for employees on probation, but three days' formal written notice in any event), with copy to The Office of Human Resources.

On the last working day with the School, the leaving employee must complete the handover procedures as required, including but not limited to computer used for work, access card, office keys, and confirm all outstanding but payable financial items.
 

References
Proof of employment or payroll/welfare documentation of any existing or former employees can be supplied only through The Office of Human Resources. 

 

Any work-related inquiries or request for proof documentation regarding existing or former employees should be submitted directly to Human Resource five (5) working days in advance. The Office of Human Resources will evaluate the requests based on the application before issuing the documents. 

Welfare Policies

Statutory Benefits
The School will contribute following benefits for employees in accordance with local laws and regulations.  

• social insurance 
• housing provident 
• paid annual leave 
• paid childcare leave 
• paid compassion leave 
• statutory holidays 
• high temperature subsidies 
• winter heating subsidies 
• central heating subsidies and etc. 

Supplementary Benefits
The School also provides a range of supplementary benefits for its employees, including, but not limited to

• school welfare holidays 
• school welfare annual leave 
• paid sick leave 
• paid personal leave 
• weekday lunch subsidies 
• mobile subsidies 
• supplementary medical insurance (for employees and their minor children)
• annual health check
• retirement plan
• employee assistance program (EAP)
• professional development fund (PD)
• employee activities and caring gifts etc.

Subsidies in the form of cash are paid with monthly salaries and are consolidated for taxation.

Supplementary benefits are additional benefits provided by the School to its employees. The School reserves the right to adjust or terminate these benefits based on the actual situation of the School. Details please refer to the relevant official notices or policies issued by the School.

Tuition Remission and Discounts
Children of full-time staff members who have completed at least one full year of service at Tianjin Juilliard are eligible for full tuition remission in the Graduate School and Pre-College. They are also eligible for institutional discounts on all other existing and new educational programs, including those in Public Education and Continuing Education. Specific discounts are determined annually and are posted on MyHub. Please note that enrollment in any TJS program is subject to all admissions processes and standards. All relevant application fees must be paid in full and are not subject to discount.
 

School Holidays

Employees are entitled to school holidays as outlined in the staff holiday calendar, which is updated each academic year. School holidays include both statutory holidays and school welfare holidays. Employee should refer to the latest notice issued by The Office of Human Resources for the most up-to-date information.

In the event that an employee is unable to take school welfare holidays due to work conflicts, they have the option to apply for shifted days-off through their direct supervisor. It’s important to note that unused school welfare holidays cannot be compensated as overtime.
 

Leave Plans

Annual Leave

1. New recruits are entitled to paid annual leave from their on-board date. Paid annual leaves are constituted by statutory annual leave and school welfare annual leave.
2. The application of three (3) or more consecutive working days’ paid annual leave one single time should be submitted one week in advance in order for the direct supervisor to make work arrangement. 
3. The minimum annual leave application is half (0.5) day.
4. The School encourages employee to arrange his/her work and rest time reasonably to keep work and life balance. Employee should plan for his/her own annual leave. Statutory annual leave should be used up within the current calendar year. If the employee has any unused annual leave in a year, the School allows the employee to carry forward up to five (5) working days’ annual leave by March 31st of the following calendar year. 
5. As of the termination date of the employment, unused statutory annual leave of that year should be compensated on pro-rata basis according to the relevant laws and regulations. Unused school welfare annual leaves will be deemed as waived.
6. The default set of the payroll management system for annual leave priority is: 1) annual leave taken over from the previous year, 2) statutory annual leave, 3) school welfare annual leave.

* The brackets means the number of statutory annual leave days.

* The Tianjin Juilliard job grade of an employee should refer to the notice issued by The Office of Human Resources to the individual.

* Work seniority is generally calculated from the year on which the person started his/her first official job, by reference to the first year on which he/she started to pay insurance.

Sick Leave

1. Sick leave is calculated on a calendar year basis. Employee is entitled to paid sick leave of no more than ten (10) working days in each year. For those who have less than one year of service (new employees or leaving employees), the paid sick leave entitlement will be calculated based on the actual number of days of service during the year. The calculation formula is as follows:        Entitled paid sick leave of that year = actual calendar days of service of that year / total calendar days of that year * 10
2. Employee must provide medical records issued by the hospitals at second- or above level, as well as diagnostic certificate proposed by the doctor, for application of sick leave for three (3) or more consecutive days.
3. Employee should apply for sick leave based on real circumstances. Besides being used on Employee themselves, sick leave can also be used on taking care of Employee’s sick children, siblings, spouse, parents and other sick immediate family members. In such scenario, sick children should be above 3 years old, otherwise employee should apply for childcare leave. Unused paid sick leave cannot be rolled over to the following year.
4. If sick leave days are more than ten (10) working days, the exceeding part will be dealt according to relevant laws and regulations.

Childcare Leave

1. Employee who are parents are entitled to ten (10) working days of paid childcare leave every year before employee’s child turns three (3).  
2. For multiple births, additional ten (10) working days will be granted for each additional child.
3. The year cycle is calculated based on the actual age of the child. For example, if the child was born on Dec 1st 2021, the child will turn one (1) year old by Nov 30th 2022, during which time both parents are entitled to paid child care leave of 10 working days each.
4. Childcare leave can be taken continuously or dispersed according to the actual situation of the Employee’s family.

Compassion Leave

1. Employee is entitled to a paid compassion leave each year to take care of his/her hospitalized elderly parent who is over sixty (60) years old.
2. If the Employee is the only child in his/her family, the annual compassion leave is capped at twenty (20) days each year; if the Employee is NOT the only child in his/her family, the annual compassion leave is capped at ten (10) days each year.      
3. Copy of the hospitalization records and diagnosis certificates issued by the hospital need to be filed when submitting the leave application.  
4. Compassion leave should be calculated by continuous calendar days, that is, weekends and statutory holidays are counted as leave days once the leave begins.
5. Compassion leave can be taken continuously or dispersed according to the actual situation of the Employee’s family.

Personal Leave

1. Employee is entitled to up to two (2) working days of paid personal leave in each calendar year. Salary will be deducted by day for any personal leaves that are more than two (2) working days. 
2. The total personal leave (paid or unpaid) should not exceed ten (10) working days per calendar year. Any non-approved personal leaves that exceed ten (10) working days accumulatively will be taken as absence from work without prior notice.
3. Paid personal leave cannot be rolled over to the following year.

Marriage Leave

1. Employees who register their marriage in accordance with the law are entitled to ten (10) working days of marriage leave as stipulated by law.
2. 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.

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 caesarean 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 sixty (60) days will be granted for childbirth that complies with law and regulations. 
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. Maternity leave cannot be applied by separate times. 
3. Female employees who qualify under maternity policies of China are entitled to paid maternity leave during the maternity leave in accordance with law.

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 counted as leave days once the leave begins.

Paternity Leave

1. Male employees are entitled to fifteen (15) days of paternity leave. 
2. Paternity leave should be calculated by continuous calendar days, that is, weekends and statutory holidays are counted as leave days once the leave begins. Paternity leave cannot be applied by separate times.

Leave for Pre-Maternity Exam

1. Half (0.5) day per time, once per month, from the commencement to the end of the 6th month of pregnancy.
2. Half (0.5) day per time, twice per month, from the beginning of the 7th month to the end of the 8th month.
3. Half (0.5) day per time, one time per week, in the last month before childbirth.
4. Special cases with particular disease that do not fall under above three scenarios.

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 Resources for consolidated calculation of days off (in lieu of the accumulative hours). 
3. The School provides a supportive environment to enable breastfeeding employees to express their milk during work hours. A lactation 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 The Office of Human Resources. Expressed milk can be stored in the designated refrigerator provided in the lactation room. For more information, please contact The Office of Human Resources.

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.

Please click the links below to read the complete policy.

Anti-Corruption Policy  

Conflict of Interest Policy 

Gifts from External Parties Policy 

Policy on Standardization and Management of TJS Issued Computer 

Inspections Policy 

Security Policy 

Social Media Policy 

Solicitation and Distribution Policy 

Alcohol and Drug Policy