All Nations Christian Academy

222-2 ShinaeRi, Yangpyeong-Eup, Yangpyeong-Kun, Kyunggi-Do, Korea 476-803; Mr. In-Se Jin, Headmaster; Tel:
011-904-90660; Off: (031) 773-5665;; Rev. In, You-Jin, Chaplain:; Dr. Ruth Eshenaur, International Relations Director: Off: (031) 773-5765;

IN ORDER TO SOLEMNIFY the desire of the undersigned parties to glorify the Lord with their obedience to Him and to promote a clear understanding of the duties and responsibilities of each party, the undersigned parties adopt the following agreement: I, , (hereafter Employee) for and in consideration of being awarded the position of teacher by All Nations Christian Academy (hereafter ANCA Employer) do hereby accept such position and the duties and responsibilities entailed therein and agree to be bound by the terms of this Agreement and the Employee Handbook. I agree to cooperate in every way and adhere to the policies adopted by the administration. I understand that this Agreement shall not take effect until fully executed by both parties. IN WITNESS WHEREOF, the parties have executed this Agreement on the ____ day of _______________, 200__. ACCEPTED AND APPROVED: BY_______________________________ Employee BY______________________________ BY______________________________ Staff Member/Ministry Official Article 1. (Term of Employment) The Term of Employment shall commence on ..….., 2008, and end at midnight on …. . , 2010 (2 years). Article 2. (Salary) [1] The Employee shall be paid the total amount of USD$1,500.00 per month, plus furnished housing. [2] The Employer will deduct Korean Income Tax as required under Korean law (usually 2.5 to 3%) and half of health insurance premiums. The health insurance also covers spouse and children. [3] The Employee's salary will be paid on the 30th day of each month. When that day is a Saturday, Sunday or Public Holiday, the Employer must pay the Employee on the immediate preceding or following business day. [4] The Employer guarantees to pay the amount stipulated in Article 2 {1} above irrespective of whether or not the Employer provides the hours stipulated in Article 4. [5] If the Employee has been absent from his designated work place without prior approval, that salary will be calculated on a pro-rata basis for the days absent. [6] If the Employer fails to comply with the provisions of [1] herein for a further 7 days beyond the specified date, the Employer must immediately supply the Employee a Letter of Release from the contract if the Employee so agrees. [7] If the spouse of the Employee cannot obtain an E2 visa and wants to work, he or she can work for the Employer as a volunteer helper or secretary if the Employer so agrees. [8] If the Employee/s has children, they will be given 100% tuition discount for the first child and 50% tuition discount for each of the remaining children. Employee/s will be charged for the cost of textbooks and teaching materials. [9] Because this is a pioneer mission school, especially for Missionary Kids (MKs), if the Employee is married and/or wishes additional support and/or agrees to a reduced salary, the Employee can raise partial or all support from his/her church, family, and friends as a Tentmaking Missionary. Article 3. (Job Description and Duties) [1] The Employee shall carry out all duties required by the Employer to (a) provide teaching lessons to students and/or Korean teachers and (b) help in other tasks such as transporting students to and from school, etc., if necessary. [2] The Employee shall only be required to work at the primary place of employment, and where a secondary place of employment is required, the Employer must provide the Employee’s traveling expenses. [3] The Employee subscribes without reservation to the Articles of Faith and the Standards of Conduct of ANCA as stated in the Staff Orientation to ACTS and to Korea, and he/she agrees to abide by these doctrines and standards in all aspects of life, both at and away from ministry functions.

[4] The Employee agrees to faithfully attend the school and church’s public services and take an active part in the total ministry program, to be loyal to the ministry leadership and the ministry’s programs in word and in deed. The Employee agrees to fulfill all duties and responsibilities of employment in ANCA, including but not limited to supporting all endeavors of the ministry. a. The Employee must be a born again Christian and must manifest by precept and example the highest Christian virtue and personal decorum, serving as a Christian Role Model (Rom. 10:9-10; I Tim. 4:12; Luke 6:40) both at and away from ANCA and as an example to all in judgment, dignity, respect, and Christian living. This includes maintaining a personal Quiet Time in order to strengthen the Employee’s relationship with Christ. b. The Employee understands that the bona fide occupational qualification of being a Christian Role Model includes but is not limited to abstaining from all perversions, such as acts of homosexuality, fornication, adultery, transvestitism, and deviant gender identity—or any violation of the unique roles of male and female (Rom. 1:21-27; I Cor. 6:9-20). ANCA believes that biblical marriage is limited to a covenant relationship between a man and a woman. Employees will conduct themselves in a way that will not raise questions regarding their Christian testimonies. A Christian lifestyle should reflect the biblical perspective of integrity and appropriate personal and family relationships, business conduct, and moral behavior. An Employee is expected to demonstrate a teachable spirit, an ability to share love for others, a willingness to live contentedly under authority, and a commitment to follow the Matthew 18 principle when an issue arises with fellow Employees or management. The Employee will maintain a lifestyle based on evangelical/biblical standards of conduct. Failure to do so may result in a reprimand or, in some cases, dismissal from employment. ANCA’s goal is that each Employee will have a lifestyle where “…He might have the pre-eminence.” Col. 1:18. c. The Employee agrees to instruct the students. This includes studying, preparing, and giving instruction and evaluation; giving of and collecting of assignments (class work, homework, quizzes, tests, and projects); grading assignments; and keeping accurate records (grades, attendance, lesson plans, evaluations, unusual occurrences) and informing parents thereof in order to indicate the pupil’s progress. d. The Employee agrees to manage the classroom. This includes preparing weekly lesson plans if ANCA does not provide them, maintaining proper discipline and classroom control, and room décor (including bulletin boards, overall neatness, and safety), and providing materials needed by a substitute. e. The Employee agrees to aid in the communication with parents through newsletters, phone calls (when possible), home visits, parent-teacher conferences, PTF meetings, progress reports and evaluations, and report cards. f. The Employee agrees to perform or supervise various assigned duties (chapel, morning supervisor, lunch supervisor, play time, after school dismissal, bathroom breaks, cleaning, devotions, etc.) g. The Employee agrees to support and involve in extracurricular activities, such as athletics, fine arts and English competitions, student council, etc., when such activities are provided by the school. h. The Employee agrees to understand the needs of individual students and to minister to those needs. This is to be accomplished by systematically praying for each student, talking to the students about their salvation and spiritual growth, providing remedial instruction for struggling students, counseling—spiritual and academic, writing letters to students, and tutoring students after school, when appropriate. i. The Employee agrees to utilize school forms properly (attendance, dress code violations, homework violations, infractions and merit slips, accident report forms, progress reports, assessment report cards, etc.) j. The Employee agrees to attend and participate in devotions, teachers’ meetings, and staff functions, school sponsored events, PTF meetings, and All Nations Community Church worship services and related functions. Participation includes teaching Sunday school classes alternatively with other English teachers and Korean assistants. k. Notify the ANCA administrative/maintenance personnel of any physical safety issues, repair needs, burned out light bulbs, etc., and requests for equipment, such as chairs. l. The Employee agrees to substitute for another class during a free period if asked. m. The Employee agrees to be available to assist in any way needed within the ministry of the school and its related church, including preaching, leading praise and worship, and teaching Sunday school if needed. [6] The Employee agrees that God’s command for his/her role as a member of the staff is to perform at the will of the ministry leadership. Following this command of God, he/she agrees to perform all duties and responsibilities entrusted to him/her by the ministry leadership to their complete and full satisfaction. Article 4. (Working Hours) [1] ANCA’s school program is for children and adults. In this program, the Employee shall work for at least 40 hours per calendar week and shall work for one or two years unless otherwise stipulated. If ANCA has camps and/or special programs, Employees shall work eight hours a day except during some of the winter and summer vacation camps or VBS. Then Employees may volunteer to live together with students and teach them during the day and evenings. Employees will then receive a vacation afterward. Those Employees who escort students on a Mission Vision Trip to another country are expected to live and travel with the students during that time. For compensation, Employees’ travel expenses will be covered.

[2] The working week for the purpose of this agreement excludes Saturdays and Sundays, except when the Employee agrees to work Saturdays or Sundays. [3] The Employee shall not work a split shift, except where both parties agree otherwise. [4] The Employer may change the agreed working hours pursuant to this agreement with the agreement given of the Employee. [5] The Employer may allow the Employee to work outside the hours and days stipulated in the contract if the Employer gives permission and if this additional work does not interfere with the Employee’s quality and/or quantity of work. Article 5. (Housing) [1] The Employer must provide the Employee with housing and furniture. Housing selected by the Employer may include a leased house or an apartment. The Employee may volunteer to share the said housing with one or more persons, depending on the size of the accommodations. [2] If the Employer is not able to provide housing pursuant to [1] hereof, the Employer must provide the Employee with adequate Korean Won per month as rent subsidy in lieu of the housing set forth in [1] hereof. [3] The Employer may provide temporary housing not exceeding 30 days until appropriate housing becomes available. [4] The Employee is liable and responsible for any fees, namely utility charges, gas, electricity, telephone, etc., incurred whilst the said Employee is in residence. [5] The Employer must provide the Employee's accommodation with furniture (a minimum of one bed, one wardrobe, refrigerator, kitchen sink, kitchen cabinet--but more as the Lord provides), unless the Employee or Landlord provides it. [6] The Employee undertakes to take all due and reasonable care of said provisions, and the Employee shall be liable for the cost of repairs or replacement of any equipment or furniture damaged as a result of the Employee's negligence or accident. [7] Where this contract is agreed to outside of Korea and the Employee has NOT seen the accommodation, nor has it been certified as acceptable for living by an agent of the Employee, this contract is absolutely conditional upon acceptance on sight of the accommodation by the Employee. Where the Employee declines the accommodation upon sight, the employer must house the Employee until suitable accommodation is agreed. [6] The Employee agrees that his/her responsibilities as a member of the ministry staff are inseparable from his/her private life, and that he/she will be immediately removed from the staff if he/she violates biblical standards of Christian behavior, as determined by the ANCA leadership. The Employee understands that no rights of tenure or presumptions of continued employment are conferred or implied by this Agreement or any consecutive Agreements. The Employee further agrees that no right to notice of renewal or non-renewal of the Agreement is conferred or implied. Article 6. (Sick leave) [1] The Employee shall be entitled to 12 paid days sick leave per contract, calculated as one day per month, but these days can be accumulated for one or more sick leaves, if necessary. [2] Where the sick leave exceeds a week, the Employee must provide the Employer with a certificate signed by a medical practitioner. [3] The Employee must advise the Employer as soon as possible prior to the sick leave and expected duration thereof, and submit an “Absence Report Form” to the business office upon return to school. [4] If Employee returns to home country because of wedding, illness, or death of a friend or family member, Employee is not paid during absence. [5] The Employee is not entitled to additional compensation for any unused sick days accumulated during the contract period, that is, these cannot be “banked” and added to the number of paid days agreed upon in the original contract. Article 7. (Medical Insurance and Taxes) [1] ANCA provides 50% of the premium for medical insurance required by the government for the Employee and the Employee provides the remaining 50% if the Employee so agrees. In accordance with Korean law, Employees are charged 0.033% p.m. for annuity and 0.0168 p.m. of the monthly stipend for medical insurance. The insurance covers physical (including an opthomologic) expenses but not dental. Also W9,000 p.m. is deducted and twice a year there's a small charge for "scattered employment insurance." ANCA pays an additional 50% p.m. on these fees. Article 8. (Vacation) [1] The Employee shall be given two weeks of vacation: normally one in summer and one in winter (dates to be mutually agreed upon by both Employer and Employee) annual leave per contract. Normally the vacations cannot be taken in consecutive weeks because this disrupts the classroom schedules too much, but in special circumstances, such as for family emergencies and/or sick leave, they can be taken consecutively. [2] In the absence of both Employee and Employer agreeing mutually upon the time for taking said leave, the Employee's leave shall commence 7 or 14 working days prior to the end of the contract date specified in Article 1 hereof [3] The Employee shall be entitled without exception to all Korean public holidays stipulated by government proclamation. The Korean government has many public holidays. [4] The Employee must work at least three months before getting a vacation.

[5] The time used for trips away from the school to obtain a visa or for visa extension (normally the visa can be extended in country) is not counted as part of Employee’s vacation. Article 9. (Termination of Contract) [1] The Employer may terminate this contract upon occurrence of any one of the following events; (a) if the Employee violates the criminal laws of the Republic of Korea as found by a court of Law; (b) If the Employee fails to perform the duties or unsatisfactorily performs any of the duties stipulated in this contract, as indicated in the Schedule hereto; (c) if the Employee fails to perform the duties specified herein continuously for more than 5 working days without excuse; (d) if the sick leave used by the Employee exceeds 20 days; (e) if the Employee undertakes any other paid teaching duties outside of this contract, except where written approval has first been granted by the Employer. [2] In the event that this contract is terminated pursuant to the foregoing [1], the Employer shall pay the Employee up to the date of termination. In such case, the Employee shall be absolutely liable for his return flight ticket costs, and the Employee's visa shall be canceled forthwith. [3] Ordinarily, the Employer must provide the Employee with 6 months written notice of Intention to terminate the Contract, setting forth the reasons therein, and allowing the Employee to remedy the situation within that time. The Employee agrees that Employer reserves the right to terminate this Agreement in unusual circumstances upon seven (7) days written notice. [4] No representations made or information distributed by any representative of this ministry shall be considered to alter the “at will” status of this position. I understand that termination of this agreement shall not release either party from Article 8, and that all disputes must still be resolved through binding arbitration. [5] The Employee should provide the Employer an adequate written notice of resignation at least six months prior to leaving. Should the Employee fail to do so or voluntarily resigns before six (6) months, the Employee agrees to meet the expenses incurred to the Employer for hiring a replacement instructor. Article 10. (Immigration and Alien Registration Card) [1] That it is a fundamental term of this Contract that the Employer complete ALL necessary steps to legalize the Employee's stay in Korea in relation to the Employee's arrival in the Republic of Korea. [2] That the Employer undertakes and guarantees to pay all and any fines or fees incurred as a result of not complying with article [1] hereof. [3] That the Employee shall pay all the expenses related to obtaining a visa in the country of his/her residence. If Employer advances the cost of the Employee’s travel to Korea after Employee has obtained a visa with the agreement that this cost will be deducted from the Employee’s salary over a period of time, and if the Employee leaves ANCA for whatever reason, the entire remaining undeducted cost of the ticket shall be deducted from the final income payment to the Employee. The Employer pays for the cost of obtaining the visa, visa extension/s (usually $30 to $60), and Alien Registration Card (usually $10) in Korea. [4] That the Employee shall be entitled to attend at Immigration without said Employer if said Employer fails to complete or satisfactorily initiate as soon as practicable the Immigration requirements. That failure to complete said Immigration proceedings and issuance of Alien Registration Card within a reasonable time period of the date of arrival in Korea constitutes a fundamental breach of this contract, whereupon the Employee may terminate immediately the said contract. Article 11. (Renewal of Contract) [1] No later than 6 months before the date of termination as set forth in Article 1 hereof, the Employer and Employee shall agree upon an extension or termination to this contract. Article 12. (Severance Pay) [1] An average wage of not less than 30 days in one year shall be paid as retirement (severance) allowance to a retired Employee. Provided, however, that this shall not apply in cases in which the period of employment is less than two years. The amount to be paid is worked out by taking the base salary of the last 3 months of Employee’s employment, adding them together, and then dividing by 3. The severance pay shall not total more than 30 days pay even if the Employee stays longer than 2 years. Article 13. (Procedures of Arbitration) [1] As the Employee is a Christian and ANCA is a Christian ministry organization, both parties agree that they would never make demands, threaten to sue, or actually litigate any matter whatsoever relating to or resulting from this Agreement or employment with ANCA. The Employee understands that making demands, threatening to sue or actually litigating a matter against ANCA clearly violates Biblical teaching and practice and shall constitute sufficient grounds for immediate termination. Accordingly, the parties agree to resolve all potential claims, disputes or causes of action, including but not limited to claims for wrongful termination, breach of contract, through binding arbitration using the procedures outlined in the Employee Handbook. I understand that retaining or instructing an attorney to contact the ministry in any context other than the binding arbitration procedures with regard to a potential claim or dispute will be interpreted as a threat to sue.

a. The Employee agrees to follow the Biblical pattern of Matthew 18:15-17 and Galatians 6:1 and always give a good report. All differences are to be resolved by utilizing Biblical principles. Appropriate confidentiality will be observed in regard to confidential matters. b. The parties agree that the methods outlined in this article shall be the sole remedies for any and all controversies or claims arising out of the employment relationship or this Agreement and expressly waive their right to file a lawsuit against one another in any civil court for such disputes, except to enforce a legally binding arbitration decision. c. The Employee acknowledges that he/she has read and understands the Procedures for Arbitration adopted by ANCA and agrees to abide by the procedures outlined therein. [2] The parties agree that there are no other agreements or understandings between them relating to the subject matter of this Agreement. This Agreement supersedes all prior agreements, oral or written, between the parties and is intended as a complete and exclusive statement of the agreement of the parties. Neither this Agreement nor its execution have been induced by any reliance, representations, stipulations, warranties, agreements or understandings of any kind other than those expressed herein. If any provision of this agreement is found to be void or voidable, it shall not affect the validity of any other provision. Both parties shall remain bound by all other provisions. [3] The Employee has read and agrees to abide by the regulations set forth in the Employee Handbook/s, as well as any additions or changes made by the administration during his/her employment and agrees to cooperate in every way and adhere to the policies adopted by the administration, with the understanding that the conditions of this Agreement are to be interpreted according to the understanding of the ministry leadership. During the period of Employment, “Employer” should treat “Employee” on the basis of fair and just policies according to the role of a teacher. Article 14. (Governing Law) [1] The terms of this contract and the rights and obligations of the parties to this Contract shall be construed and determined in accordance with the Laws of the Republic of Korea [2] That the governing language for this contract shall be English, provided always that the Employer provides the Employee with a true and faithful translation of the said English wording into Korean if the Employee so desires. [3] That the Employer and the Employee must sign the English language version of the said contract.

PROCEDURES FOR ARBITRATION SECTION 1: SCOPE OF ARBITRATION The parties must, prior to the selection of arbitrators, agree to the scope of the matters to be considered by the arbitrators. In doing so the parties must conduct themselves with the utmost courtesy as befits believers in Jesus Christ. If the scope of the dispute for arbitration cannot be agreed upon by the parties, the scope shall be determined by the arbitrators. SECTION 2: SUBMISSION TO ARBITRATION 2.1 The parties, as Christians, believing that lawsuits between Christians are prohibited by Scripture, and having agreed, according to the Employee Handbook and Staff Member Agreement to submit disputes to binding arbitration, and to waive any legal right to take the dispute to a court of law, will refer and submit any and all disputes, differences, and controversies whatsoever within the agreed scope of arbitration to a panel of three arbitrators, to be selected as follows: a. All arbitrators must be born-again Christians of good reputation in the community and who affirm the Ministry’s Statement of Faith in its entirety. Each party shall submit a list of three proposed arbitrators to the other party, and the other party will choose one of the three proposed arbitrators to serve on the panel. b. The third arbitrator will be selected by mutual agreement of the other two arbitrators. In selecting the arbitrators, each party shall act in good faith in choosing Christian arbitrators who have no prior knowledge of the facts leading up to the dispute, are not related to or close friends with the selecting party, and who will act impartially and with fundamental fairness. No arbitrator may be an attorney and no arbitrator may be employed or ever have been employed by, or under the authority of, either party or any other arbitrator. The arbitrators will be selected as soon as possible but no later than 30 days after the parties have agreed to the scope of the arbitration and the arbitration will be held at a neutral site agreed to by the arbitrators. 2.2 The arbitrators shall, subject to the provisions of these procedures, arbitrate the dispute according to the terms of these procedures, the Bible as interpreted by the Ministry’s Statement of Faith, and any applicable ministry documents. 2.3 Each party may be represented by counsel throughout the process at the party’s own expense. Discovery will be allowed as needed, as determined in the discretion of the arbitrators. Formal rules of evidence shall not apply. SECTION 3: TERMS AND CONDITIONS OF ARBITRATION 3.1 The arbitrators shall have full power to make such regulations and to give such directions as they shall deem expedient in respect to a determination of the matters and differences referred to them. 3.2 The arbitrators shall hold the arbitration hearing as soon as possible, but no later than thirty (30) days after the selection of the third arbitrator. There will be no post-hearing briefs. 3.3 There shall be no stenographic record of the proceedings, and all proceedings shall be closed to the media and any other individuals not directly involved in the proceedings. The arbitrators are to make and publish their award, in writing, signed by

each of them concerning the matters referred, and to be delivered to the parties no later than 48 hours from the conclusion of the hearing, unless otherwise agreed by the parties. The arbitrators may, in their discretion, furnish an opinion. SECTION 4: CONDUCT AND RULES OF HEARING 4.1 The arbitrators may, in their absolute discretion, receive and consider any evidence they deem relevant to the dispute, whether written or oral, without regard to any formal rules of evidence. 4.2 The parties and their respective witnesses must, when required by the arbitrators, attend and submit to examination and cross-examination under oath as to all or any of the matters referred to in the proceedings, and to produce and deposit with the arbitrators all or any evidence within their possession or control concerning such matters. 4.3 If a party defaults in any respect referred to in Subsection 4.2, above, the arbitrators may proceed with the arbitration in their discretion as if no such evidence were in existence, insofar as it may be favorable to the party in default. 4.4 All presentations and disputes regarding procedure shall be controlled by the arbitrators. SECTION 5: DUTIES OF ARBITRATORS 5.1 The arbitrators are to receive all evidence, prayerfully consider such evidence in an impartial manner, and render a decision which, based upon Scriptural principles, is fair to all parties. 5.2 The arbitrators have full power to order mutual releases to be executed by the parties, and either of the parties failing, such orders shall have the effect of a release, and may be duly acknowledged as such. 5.3 In the event that either party or a witness for either party shall fail to attend the arbitration hearing, after such written notice to such party as the arbitrators shall deem reasonable, the arbitrators may proceed in the absence of such party or witnesses without further notice. SECTION 6: DECISION OF ARBITRATORS 6.1 It is preferred that the arbitrators reach a unanimous decision, but if a unanimous decision cannot be obtained, a majority decision will be accepted. The written decision of a majority of the arbitrators shall be final and binding on all parties, and judgment upon the award rendered by the arbitrators may be entered in any court having jurisdiction thereof. There is no appeal from the decision of the arbitrators. 6.2 The decision of the arbitrators is to be kept confidential by all parties for a period of one year. For purposes of these procedures, the ministry membership may be informed of the decision if the ministry or any ministry leaders, officers, trustees, Employees, or board members were a party to the proceeding. Should any party commence legal proceedings against another party with respect to the agreed scope of the dispute or the binding decision of the arbitrators, with the exception of an action to enforce the decision of the arbitrators, that party shall pay to the other party all expenses of said proceedings, including reasonable attorneys’ fees. In the event it becomes necessary for one party to commence legal proceedings to enforce the decision of the arbitrators, the non-prevailing party must bear all of the costs of said proceedings, including reasonable attorneys’ fees. SECTION 8: COSTS AND EXPENSES Each party shall pay his or her own costs and expenses related to presenting the party’s case to the arbitrators. The costs of the arbitration, including any fees for the arbitrators is to be shared equally by both parties. ___________________ Date Approved ____________________________________________ Chairman of the Committee or Headmaster or Acting General Director of ANCA

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