December 15, 2017, 09:55:40 PM

Author Topic: Contract Review, Please... Is 2.2 Million Won w/no Vacation Days Good for Busan?  (Read 283 times)

Offline onephatdude

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BUKBUSAN CHOIL LANGUAGE INSTITUTE
CONTRACT AGREEMENT FOR INSTRUCTOR

This Employment agreement has been made between   ************** (herein after called “Employer”) and Patrick Ray, a citizen of the _USA whose domicile is at                                        (herein after referred to as “Employee”)

____________ has been selected and approved by Choil Language Institute, to teach the English language; therefore, Employer and Employee, in consideration of the mutual promised and covenants contained herein, agree as follows:

1.   EMPLOYMENT OF EMPLOYEE

Employer hereby employs employee to teach the English language in form, manner and under the terms and conditions set forth in this contract.  Employee hereby accepts employment from Employer to teach the English language in the form, manner and under the terms and conditions set forth in this contract.

2.   PLACE OF EMPLOYMENT

Employee will be employed to teach the English language at the address of the principal office as above (herein after referred to as “Institute”).

The teacher will be required to teach programs to students legally registered at the institute the teacher is officially and legally employed at (as per immigration registration).

3.   TERM OF RENEWAL
December 6th, 2017 ~ December 5th, 2018
The term of this contract shall be      one year (12 months)         full and consecutive months from the first day onsite at the institute in Korea.


4.   DUTIES OF EMPLOYEE

   During the term of this contract the employee shall accept and comply with the instructions, supervision, training, and discipline of the Academic Director.  These duties shall include ESL instruction in all phases of the program, administrative duties related to the employee, classroom duties, administrative at scheduled staff meetings, workshops, institute sponsored outings, and any other duties (within reason) that may be assigned by the academic director.  The academic director is responsible for establishing standards of performance relative to the employee and is empowered to take necessary steps to assure that those standards are met.
   The employee will be required to complete work assigned for a total time of 120  hours a month for the full-time period of this contract.  Any hours worked over 120 a month, or weekend classes, shall be considered overtime.  In that case, overtime shall be considered on a monthly basis and not on a weekly basis. The working days are Monday to Friday. A teaching hour is defined as the unit of class, as prescribed by the institute. As with any teaching position, the instructor should be adequately prepared for classes, and use the instructor’s own time as necessary.  The academic director can request the employee to work up to 30 hours a week with any hours worked over 120 hours a month being at an overtime rate of 20,000 won an hour.
   The teacher would be expected to be at the institute by 2 p.m. and always be prompt to attend all timetabled classes during the day. (The working hour will be changed during the vacation programs from 2:00p.m.-10:00p.m, to 10:00a.m.-7:00 p.m.) The teacher is also expected to do suitable professionally organized preparation (prior to any class), and he/she may be requested to attend organized staff meetings; also, he/she may be requested to evaluate and report students’ progress.
   The employee shall observe class hours strictly: any absence, or tardiness, early dismissal of class, non-observance of working hours, etc., can only take place with permission of the Director. Employee agrees that two instances of tardiness will be regarded as one hour of absence. In such, one hour’s pay will be deducted.

5.   COMPENSATION AND OTHER TREATMENT OF EMPLOYEE

   SALARY: The institute shall pay the employee a monthly base salary of 2.2        million won.  Each monthly session consists of a maximum of 120 hours.  Payment of the salary will be in Korean won.  This payment will be made on school pay day one month past the first teaching day. If the employee begins teaching during a session, the first paycheck will be calculated based on the working days actually taught up to end of the first session and will be paid on the 10th of the following month. The agreed upon salary in the contract will be applied when the employee teaches on full session. The Grade A earned income tax and residents’ will be withheld from employee’s monthly salary.
   SEVERANCE PAYMENT:  The employee will be given an additional severance payment upon the completion of this contract period.  This amount will be paid at the time of, and is depending on, completion of the full contract term.  This amount is also subject to Korean income taxes.
   AIR TICKET:
   In the event the Employee successfully completes the full 1 year contract period, the Employee will receive a return one-way economy-class air ticket for passage to the nearest airport to the employee’s hometown.
   The Employee's one-way ticket home is given when the Employee leaves employment. In the event that the Employee continues employment under a subsequent employment with the Employer, the return air ticket shall be provided at the time of completion of the subsequent contract period(s). If the Employee is fired from the institute before the completion of a 12-month teaching session, the Employee will not be given a one-way ticket home.
   VACATION AND SICK LEAVE:  The employee will receive days off only on public national holidays and days that the school may be closed (as applicable under the Korean labor law). holidays this year (which are subject to change every year).  Moreover, about 10 school Holidays can only be taken as scheduled by the employer.  According to the calendar, there are approximately 10 national days off will occur depending on the school schedule. 
   Paid Sick Leave:  The employee may take up to  18 classes of paid sick leave in an one year period.  Any sick leave taken must be proven with a medical certificate or a reasonable insurance that the employee was indeed unable to attend work.  The employee is required to notify the institute as soon as possible to inform them of illness so that the suitable staffing arrangements can be organized by the director for all student classes.
   MEDICAL INSURANCE AND NATIONAL PENSION : Medical insurance premium will be borne half by Employer and half by Employee. Employee will be provided with medical coverage by Korean government. National Pension will be borne half by Employer and half by employee and it will based on a monthly salary. Medical Insurance and National Pension will be deducted from the salary every month. Coverage will commence after joining the NHIC and Pension or approximately 4—6 weeks after the Employee’s arrival in Korea and the Employee has received the Alien Registration Card (ARC) and been properly registered with both the immigration and tax authorities.
   ACCIDENT COMPENSATION:  In the event that the employee suffers injuries from an accident or mishap during the course of the normal work duties inside the institute, the employer agrees to pay all medical and hospital costs which are in excess of those covered by medical insurance.  In case the accident or mishap occurs outside the workplace, the employer assumes neither responsibility nor obligation to pay for medical costs.
DRESS CODE : Employee agrees to dress appropriately at all times when teaching or when present on the premises of the place of employment and to follow the advice, directives and policies of employer regarding what constitutes appropriate dress.
HOUSING:  The institute will select and provide, free of charge to the employee, a single (non-share) apartment within decent distance of the institute. Employee can be provided a furnished single apartment. Each Employee will have basic household furniture: Bed, a refrigerator, a washing machine, a telephone, an air conditioner, a closet, a desk & a chair will be provided. The cost of any land based telephone, installation, reconnection costs for an existing phone, and payments of monthly rental and tolls is the full responsibility and cost of the employee.
   MAINTENANCE COSTS:  The cost of monthly utilities for the employee’s housing such as management fees, gas, electricity, and water will be the responsibility of the employee.
6.   DISMISSAL BY THE INSTITUTE
   The institute shall have the right at its sole discretion to dismiss an employee for clear and frequent neglect of duties under the contract agreement.  Including, but not limited to, frequent absences from the institute without the approval of the academic director, or good reason thereof, or for manifest inability to perform duties as set under this agreement.  Provided, however, before any such dismissal, the employee shall be warned in writing of dissatisfaction with the performance and shall be afforded at least twenty (20) working days in which to remedy the situation. The employee, then, has to be allowed six (6) weeks in order to organize belongings and plan to leave the country or find a new job.
   In the event of a teacher being dismissed for reasons other than described in section 7.1, a period of sixty(60) days notice in writing, or payment in lieu of, must be given to the employee as per the Korean labor law requirements.
   In the event of the employee wishing to leave the institute, a period of sixty(60) days notice must be given in writing on all outstanding debts, such as the repayment of the airfare and travel costs paid to the employee, house utility costs, recruiting fee, visa insurance and courier costs, must be paid back to the school prior to departure.  The school must pay correctly for all classes taught by the employee.  If all debts are paid correctly, then the employee is entitled an official employment release letter from the employer.  At no stage can other costs, not mentioned in this contract, be requested for repayment from the employee.
   An institute cannot dismiss an employee in the last six (6) weeks of employment (or during the employee’s last month previous to the end of the contract). This is to ensure that no employer or institute dismiss an employee in order to avoid the end of the contract compensation (as outlined in section 5.2). Such dismissal is a direct violation of sections 7.1, 7.2, and of ethical conducts.

7.   MERGER CLAUSE

This contract constitutes the entire understanding between the parties hereto with respect to the subject matter here of, and supersedes all previous negotiations, commitments, and writings with respect here to.  No modification of this contract will be binding or have any legal effect unless set forth in a written agreement amending this agreement and signed by both parties here to.  Furthermore, this contract nullifies and voids any previous contract between the two parties.

The employee and employer have executed this agreement on the date indicated below.


_______________________________          _______________________________
Employer  Lee, Sun-min

 Date       /           /                 Date        /           /

Offline cara.crosby

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10 days paid holiday is standard. The fact it says ‘about’ means they can give you less days.
Also just noticed you have the school name in the contract. I’d advised taking it out when posting it on here. :)
2.2 million is a decent wage as standard is 2.0 or 2.1.

Offline Dave Stepz

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*****First off, remove your name and school name from the top and bosses name at the bottom!!!!

Quote
   VACATION AND SICK LEAVE:  The employee will receive days off only on public national holidays and days that the school may be closed (as applicable under the Korean labor law). holidays this year (which are subject to change every year).  Moreover, about 10 school Holidays can only be taken as scheduled by the employer.  According to the calendar, there are approximately 10 national days off will occur depending on the school schedule.

This is absolute basic Labour Law.  Why would you accept a job with no holiday?  We come back to this again and again with teachers wanting to take hagwon job and that is what you really want from your time here.  Korea is really nice to travel around and there are the other Asian countries that are great to visit while you live here.  If you take a job that is only dependent on Korean national holidays, many of which could fall on a weekend anyway, that gives you little or no time to explore the area.

Quote
Paid Sick Leave:  The employee may take up to  18 classes of paid sick leave in any one year period. 

So, three days then?

Pension, Health insurance and even the accident compensation look ok.  But make sure you receive a payslip monthly with all deductions outlined.

Quote
  In the event of a teacher being dismissed for reasons other than described in section 7.1, a period of sixty(60) days notice in writing, or payment in lieu of, must be given to the employee as per the Korean labor law requirements.

Ok

 
Quote
In the event of the employee wishing to leave the institute, a period of sixty(60) days notice must be given in writing on all outstanding debts, such as the repayment of the airfare and travel costs paid to the employee, house utility costs, recruiting fee, visa insurance and courier costs, must be paid back to the school prior to departure.

Airfare, ok!  House utility costs, ok!  Recruiting, NO!  Visa Insurance, NO!  Courier costs, NO!
Also 60 days is too long.  30 is the norm.

Quote
  An institute cannot dismiss an employee in the last six (6) weeks of employment (or during the employee’s last month previous to the end of the contract). This is to ensure that no employer or institute dismiss an employee in order to avoid the end of the contract compensation (as outlined in section 5.2). Such dismissal is a direct violation of sections 7.1, 7.2, and of ethical conducts.

First time I ever saw this clause.   :huh:  If you work more than a year then your severance is secured + whatever you work in the second year (if you quit early)

This is another contract that doesn't stink the place out but like I said it depends what you want here.  Only getting national holidays is a bummer.  If you're still wanting to sign this contract check with the current teachers to see what it is like.

Online JohnD

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From what I read, It's better to work in a Mcdonalds back home, then this place.

Trust me, you want atleast 10 days of vacation.

Don't accept the job until you get your vacation days in that contract.

Online dalkyr

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BUKBUSAN CHOIL LANGUAGE INSTITUTE
CONTRACT AGREEMENT FOR INSTRUCTOR

This Employment agreement has been made between   ************** (herein after called “Employer”) and <REDACTED>, a citizen of the _USA whose domicile is at                                        (herein after referred to as “Employee”)

Don't post your real name...

____________ has been selected and approved by <REDACTED>, to teach the English language; therefore, Employer and Employee, in consideration of the mutual promised and covenants contained herein, agree as follows:

ESPECIALLY not if you're posting the school name as well.

1.   EMPLOYMENT OF EMPLOYEE

Employer hereby employs employee to teach the English language in form, manner and under the terms and conditions set forth in this contract.  Employee hereby accepts employment from Employer to teach the English language in the form, manner and under the terms and conditions set forth in this contract.

2.   PLACE OF EMPLOYMENT

Employee will be employed to teach the English language at the address of the principal office as above (herein after referred to as “Institute”).

The teacher will be required to teach programs to students legally registered at the institute the teacher is officially and legally employed at (as per immigration registration).

3.   TERM OF RENEWAL
December 6th, 2017 ~ December 5th, 2018
The term of this contract shall be      one year (12 months)         full and consecutive months from the first day onsite at the institute in Korea.


4.   DUTIES OF EMPLOYEE

   During the term of this contract the employee shall accept and comply with the instructions, supervision, training, and discipline of the Academic Director.  These duties shall include ESL instruction in all phases of the program, administrative duties related to the employee, classroom duties, administrative at scheduled staff meetings, workshops, institute sponsored outings, and any other duties (within reason) that may be assigned by the academic director.  The academic director is responsible for establishing standards of performance relative to the employee and is empowered to take necessary steps to assure that those standards are met.
   The employee will be required to complete work assigned for a total time of 120  hours a month for the full-time period of this contract.  Any hours worked over 120 a month, or weekend classes, shall be considered overtime.  In that case, overtime shall be considered on a monthly basis and not on a weekly basis.

Monthly overtime is a bit BS. They can work you 60 hours one week, then give you the next week off and they wouldn't owe you any OT...

Actually, I'd kinda like that. But I'm weird.


The working days are Monday to Friday. A teaching hour is defined as the unit of class, as prescribed by the institute.

Clear language that "One Hour" = "One Class"! Awesome!

As with any teaching position, the instructor should be adequately prepared for classes, and use the instructor’s own time as necessary.  The academic director can request the employee to work up to 30 hours a week with any hours worked over 120 hours a month being at an overtime rate of 20,000 won an hour.

20,000/hour is not bad. Average is 25,000, but it doesn't really matter, because with monthly OT you'll never actually get this pay. They'll just reduce your schedule the next week.

   The teacher would be expected to be at the institute by 2 p.m. and always be prompt to attend all timetabled classes during the day. (The working hour will be changed during the vacation programs from 2:00p.m.-10:00p.m, to 10:00a.m.-7:00 p.m.) The teacher is also expected to do suitable professionally organized preparation (prior to any class), and he/she may be requested to attend organized staff meetings; also, he/she may be requested to evaluate and report students’ progress.
   The employee shall observe class hours strictly: any absence, or tardiness, early dismissal of class, non-observance of working hours, etc., can only take place with permission of the Director. Employee agrees that two instances of tardiness will be regarded as one hour of absence. In such, one hour’s pay will be deducted.

5.   COMPENSATION AND OTHER TREATMENT OF EMPLOYEE

   SALARY: The institute shall pay the employee a monthly base salary of 2.2        million won.  Each monthly session consists of a maximum of 120 hours.  Payment of the salary will be in Korean won.  This payment will be made on school pay day one month past the first teaching day. If the employee begins teaching during a session, the first paycheck will be calculated based on the working days actually taught up to end of the first session and will be paid on the 10th of the following month. The agreed upon salary in the contract will be applied when the employee teaches on full session. The Grade A earned income tax and residents’ will be withheld from employee’s monthly salary.
   SEVERANCE PAYMENT:  The employee will be given an additional severance payment upon the completion of this contract period.  This amount will be paid at the time of, and is depending on, completion of the full contract term.  This amount is also subject to Korean income taxes.
   AIR TICKET:
   In the event the Employee successfully completes the full 1 year contract period, the Employee will receive a return one-way economy-class air ticket for passage to the nearest airport to the employee’s hometown.

Return airfare! Nice!

   The Employee's one-way ticket home is given when the Employee leaves employment. In the event that the Employee continues employment under a subsequent employment with the Employer, the return air ticket shall be provided at the time of completion of the subsequent contract period(s). If the Employee is fired from the institute before the completion of a 12-month teaching session, the Employee will not be given a one-way ticket home

   VACATION AND SICK LEAVE:  The employee will receive days off only on public national holidays and days that the school may be closed (as applicable under the Korean labor law). holidays this year (which are subject to change every year).  Moreover, about 10 school Holidays can only be taken as scheduled by the employer.  According to the calendar, there are approximately 10 national days off will occur depending on the school schedule. 

No vacation is a MAJOR downside.

   Paid Sick Leave:  The employee may take up to  18 classes of paid sick leave in an one year period.  Any sick leave taken must be proven with a medical certificate or a reasonable insurance that the employee was indeed unable to attend work.  The employee is required to notify the institute as soon as possible to inform them of illness so that the suitable staffing arrangements can be organized by the director for all student classes.

I... Guess it's cool that they do it by classes? So if you develop a migraine halfway through the day you won't get docked a full day.

   MEDICAL INSURANCE AND NATIONAL PENSION : Medical insurance premium will be borne half by Employer and half by Employee. Employee will be provided with medical coverage by Korean government. National Pension will be borne half by Employer and half by employee and it will based on a monthly salary. Medical Insurance and National Pension will be deducted from the salary every month. Coverage will commence after joining the NHIC and Pension or approximately 4—6 weeks after the Employee’s arrival in Korea and the Employee has received the Alien Registration Card (ARC) and been properly registered with both the immigration and tax authorities.

Not sure about the timing on this. I *think* they're supposed to do pension from your start date, rather than your ARC date, but I don't know for sure.

   ACCIDENT COMPENSATION:  In the event that the employee suffers injuries from an accident or mishap during the course of the normal work duties inside the institute, the employer agrees to pay all medical and hospital costs which are in excess of those covered by medical insurance.  In case the accident or mishap occurs outside the workplace, the employer assumes neither responsibility nor obligation to pay for medical costs.
DRESS CODE : Employee agrees to dress appropriately at all times when teaching or when present on the premises of the place of employment and to follow the advice, directives and policies of employer regarding what constitutes appropriate dress.

I'd want something about "Appropriately" in writing. Not necessarily in the contract, but something written you can point to if they get capricious

HOUSING:  The institute will select and provide, free of charge to the employee, a single (non-share) apartment within decent distance of the institute. Employee can be provided a furnished single apartment. Each Employee will have basic household furniture: Bed, a refrigerator, a washing machine, a telephone, an air conditioner, a closet, a desk & a chair will be provided. The cost of any land based telephone, installation, reconnection costs for an existing phone, and payments of monthly rental and tolls is the full responsibility and cost of the employee.

AC is listed! HUZZAH! Definitely going to need that for summer in Busan.

   MAINTENANCE COSTS:  The cost of monthly utilities for the employee’s housing such as management fees, gas, electricity, and water will be the responsibility of the employee.
6.   DISMISSAL BY THE INSTITUTE
   The institute shall have the right at its sole discretion to dismiss an employee for clear and frequent neglect of duties under the contract agreement.  Including, but not limited to, frequent absences from the institute without the approval of the academic director, or good reason thereof, or for manifest inability to perform duties as set under this agreement.  Provided, however, before any such dismissal, the employee shall be warned in writing of dissatisfaction with the performance and shall be afforded at least twenty (20) working days in which to remedy the situation. The employee, then, has to be allowed six (6) weeks in order to organize belongings and plan to leave the country or find a new job.

This is actually a REALLY good termination clause. Technically they're supposed to be giving you 30 days after 2 written notices.

However, the way it's written you're getting the 6 weeks of time after notices, so I guess it's ok.


   In the event of a teacher being dismissed for reasons other than described in section 7.1, a period of sixty(60) days notice in writing, or payment in lieu of, must be given to the employee as per the Korean labor law requirements.

Pretty good, actually.

   In the event of the employee wishing to leave the institute, a period of sixty(60) days notice must be given in writing on all outstanding debts, such as the repayment of the airfare and travel costs paid to the employee, house utility costs, recruiting fee, visa insurance and courier costs, must be paid back to the school prior to departure. 

Airfare... I guess. It's a huge grey area these days, but it's also "standard", so whatever. Utility costs,
 sure. Everything else (Recruiting, visa fees, etc) are huge no-nos and are illegal.


The school must pay correctly for all classes taught by the employee.  If all debts are paid correctly, then the employee is entitled an official employment release letter from the employer. 

LoR is good! But it's tied to those ridiculous repayments, so BAD!

At no stage can other costs, not mentioned in this contract, be requested for repayment from the employee.
   An institute cannot dismiss an employee in the last six (6) weeks of employment (or during the employee’s last month previous to the end of the contract). This is to ensure that no employer or institute dismiss an employee in order to avoid the end of the contract compensation (as outlined in section 5.2). Such dismissal is a direct violation of sections 7.1, 7.2, and of ethical conducts.

So... They'll follow the law?  :laugh:


7.   MERGER CLAUSE

This contract constitutes the entire understanding between the parties hereto with respect to the subject matter here of, and supersedes all previous negotiations, commitments, and writings with respect here to.  No modification of this contract will be binding or have any legal effect unless set forth in a written agreement amending this agreement and signed by both parties here to.  Furthermore, this contract nullifies and voids any previous contract between the two parties.

The employee and employer have executed this agreement on the date indicated below.


_______________________________          _______________________________
Employer  <REDACTED<

Again, no names.

Huh. This is actually a REALLY good contract. Comprehensive, all the things that usually set me off are covered and dealt with fairly. No KMIU insurance, no IC tax rate. Some quibbling on the repayments in the termination clause. It's actually not bad.


BUT...


No vacation. That would be a deal-breaker for me. I think I used about half my vacation days last contract, but it's still nice to have them available. Being limited to just national holidays (A few of the big ones are on weekends in 2018) and the "About 10 days" of school vacations is a pain.

Plus travelling during national holidays is a right pain in the butt. You're going to be in the second biggest city in Korea, and EVERYONE is going to be trying to get out during holidays. Trains will book solid, Buses will book solid. The backup buses for the holidays will book solid. Roads will be clogged. That's the nature of living here, but having a few non-holiday vacation days really alleviates some of that pain.

Like Dave said: You need to know what you want from the job. Are you just looking for cash? Then maybe this will be fine for you. If you're looking to experience Korea I'd pass, because you're not going to have any time to do so.

My recommendation would be to pass, based purely on the vacation issue.

Offline Dave Stepz

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Huh. This is actually a REALLY good contract. Comprehensive, all the things that usually set me off are covered and dealt with fairly. No KMIU insurance, no IC tax rate. Some quibbling on the repayments in the termination clause. It's actually not bad.

BUT...

No vacation. That would be a deal-breaker for me. I think I used about half my vacation days last contract, but it's still nice to have them available. Being limited to just national holidays (A few of the big ones are on weekends in 2018) and the "About 10 days" of school vacations is a pain.

Plus travelling during national holidays is a right pain in the butt. You're going to be in the second biggest city in Korea, and EVERYONE is going to be trying to get out during holidays. Trains will book solid, Buses will book solid. The backup buses for the holidays will book solid. Roads will be clogged. That's the nature of living here, but having a few non-holiday vacation days really alleviates some of that pain.

Like Dave said: You need to know what you want from the job. Are you just looking for cash? Then maybe this will be fine for you. If you're looking to experience Korea I'd pass, because you're not going to have any time to do so.

My recommendation would be to pass, based purely on the vacation issue.

Always good Dalkyr  ;D

This is the second contract in three or so weeks that wasn't terrible (although like you said no holiday is a crapshoot and dealbreaker).  It also doesn't have the obvious glaring nonsense of other contracts that always set you off and actually has the decent clauses.  It definitely shows that if you get lucky or look hard enough there are the decent hagwon jobs for first-time teachers that will pay benefits and try and look after their teachers rather than give you no benefits and try and kill you with work, which a lot of people lump for.  If you're going to move halfway around the world to work there is no excuse for not trying to make it as problem-free as possible.

Online thunderlips

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No vacation no deal for me. I am not sire if contract workers are entitled to vacation days, but labor law says employees accrue vacation days at one per month to start.
Kor Share at jcink

Offline Dave Stepz

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No vacation no deal for me. I am not sire if contract workers are entitled to vacation days, but labor law says employees accrue vacation days at one per month to start.

Quote
Weekly holiday

If an employee works for 15 hours or more per week for
four weeks on average, he or she should be granted a
paid leave (weekly holiday) for at least one day per week.

Paid leave: a holiday when wages are paid
·Weekly holiday is paid leave (workers are paid without
working). Even if there is no specific agreement
between labor and management, the law stipulates
that weekly holidays and workers’ day (May 1) are paid
leave.


·Agreed holidays are specific days that are defined as
holidays in the collective agreement, employment
regulations, and labor contract. The wages for agreed
holidays depend on the clauses in these documents.

Q&A

After I changed companies, I found that the holiday is
not Sunday, but Saturday. I prefer to have my day off on
Sunday. Is there any way I can change this?

If an employer does not guarantee weekly
holidays and workers’ day, workers may report
the employer to the Ministry of Employment
and Labor, and the employer may receive a punishment.

This shows the nature of Korean working and especially their expression, 'Monday, Tuesday, Wednesday, Thursday, Friday, Friday, Friday'.  Your day off on Sunday is a 'paid leave' day. 

Quote
A worker who has been employed for at least one
year and worked at least 80 percent of that year
shall be granted a paid leave of 15 days. A worker
who has been employed for less than a year or
who has been employed for at least one year but
has worked for less than 80 percent of that period
shall be granted one day of paid leave for each
month during which he or she worked without
missing a single day.

This is the bit you're talking about.  To me that says that if they already give you Sundays off for working a full contractual 6-day week, then they can give you one extra Saturday a month off too.  Then that is your 'paid leave', done.  Therefore nothing illegal.  To us westerners, that seems ridiculous.  But remember that Labour Law covers the basic human rights of workers.  If hagwons were to offer these conditions that were basically Korean working standards then no one would touch them.  Basically 5 days off a month, no actual block of holiday, only May 1st off, but no national holidays off, you'd be mental to take those jobs unless they were offering you a ridiculous amount of money, but for 2.1 million?  No way. Some of the contracts you see on here, get very close to that, so like the OP's one, looks good for everything else except the 'paid leave'.  But it isn't illegal if he gets the five 'paid leave' days off a month. 

Quote
Agreed leave can be granted according to what is
stated separately in the employment regulations.

Which is why EPIK can give 18 days + all national holidays and Saturday and Sunday, which by Korean standards is really sweet.  Or universities can give two months off.  So not even close to being illegal.

From page 18/19 of this...

http://english.seoul.go.kr/wp-content/uploads/2015/03/A_Notebook_on_the_Labor_Rights_of_Foreign_Workers_e.pdf

Well worth reading...