SIE - Succeed in Education

We appreciate you acknowledging SIE's reliability in paying salaries on time and assisting with legitimate work permits. At the same time, we sincerely apologize for the feelings you expressed regarding our team's communication style. We are consistently committed to improving internal training to ensure respect for every teacher. However, concerning the serious allegations about "not being allowed to leave" and "threats," we must provide a clarification based on facts and the law: Regarding Contract Fulfillment and Legal Responsibility: Chinese work visas (Z-Visa/Work Residence Permits) are legally bound to the employment contract. When an employment contract is legally terminated, the employer (the sponsor) has a legal obligation to process the visa cancellation or transfer for the foreign employee. ·Regarding "Not Being Allowed to Leave": We have never and would never illegally restrict anyone's freedom. What we insist upon is that foreign teachers fulfill their contractual and legal obligations: First, to complete their teaching duties and safeguard students' right to education; Second, upon contract termination, to cooperate with us in completing the legally required visa cancellation process. A teacher unilaterally and without valid reason abandoning their post mid-semester constitutes a serious breach of contract towards the students and the school. Regarding "Threats and a Blacklist": We do not maintain any "blacklist." What we practice is the lawful, industry-standard sharing of information for background checks. It is crucial to clarify that if a foreign teacher does not cooperate in completing the legally required visa cancellation process, the relevant Chinese government authorities will enforce cancellation according to the law. This will leave a negative mark on the teacher's visa record, potentially affecting any future visa applications in China. This consequence is a direct result of their own failure to comply with legal procedures, not a "threat" from our company. Our Position: As visa sponsors, we bear significant legal responsibility. A foreign teacher who no longer works for us but remains registered under our company's visa sponsorship poses substantial legal and security risks for SIE. Therefore, completing the visa cancellation process in a timely and lawful manner is a necessary action that protects both parties. Our Actions: Enhanced Communication: We will further improve our procedures to explain both contractual rights and legal obligations more clearly to teachers during onboarding and offboarding. SIE remains committed to providing a fair and professional working environment for foreign teachers within the legal framework of China. We appreciate all feedback, as it helps us become a better company.

Thank you for taking the time to share your feedback. We take all comments seriously and are committed to providing a positive and professional experience for every educator we work with. We were concerned to read your comments, as they describe an environment that does not align with our core values or operational standards. We are dedicated to continuous improvement, and we thank you for your suggestions — many of which reflect areas we have already strengthened through updated teacher support and communication systems in recent years. That said, we must clarify that the generalized issues raised do not accurately reflect the consistent experience of the vast majority of our teaching staff. Regarding the specific incident from 2021 mentioned in the attached image, it is important to note that this matter was formally reviewed by a local court, which found that the teacher’s public statements constituted defamation. The teacher subsequently issued a public apology for the misinformation shared. This situation involved a teacher who chose to break their contract prematurely. Our request for the reimbursement of initial setup costs (such as flights and hotel), which was clearly outlined in the contract as contingent upon contract fulfillment, was a standard upholding of our agreement. This isolated contractual matter from years past is not representative of our current practices or the support we provide. Our Commitments to Our Teachers: Clear Communication & Consistent Policies: We have implemented standardized onboarding and communication protocols to ensure all staff and teachers receive clear, consistent information from a dedicated point of contact. Valuing Qualified Educators: We highly value professionally qualified teachers and are proud to have a diverse team of experienced educators. Our compensation and workload structures are designed to be fair and transparent. Safeguarding & Support: The safety and well-being of our students and staff are paramount. We have robust safeguarding policies in place and provide relevant training. We encourage questions and feedback, and our HR and academic operations teams are structured to provide ongoing support. Fair Dispute Resolution: In the rare event of a dispute with a partner school, our goal is always to act as a fair mediator, gathering all facts to reach a resolution that is reasonable and respects the terms of our agreements with all parties. We are sorry that your experience fell so far short of our standards. We invite you to contact us directly at [email protected] so we can understand your specific concerns in more detail. We are always listening and learning, and feedback, even when difficult, is essential to our growth. For potential applicants reading this, we encourage you to also look at the many positive reviews from our current and former teachers. We remain dedicated to being a trustworthy and supportive bridge for educators seeking to build a rewarding career in China. More reviews at: https://siechinateachers.com/testimonials/