Art of Living Full-Time Policies for Teachers
By Ex-USA AOL Teacher
Art of Living Full-Time Policies for Teachers
Updated: November, 2007
These Policies have been prepared to give our full-time teachers general information about their employment with the Art of Living Foundation. These Policies supersede all previous practices, procedures, or policies, either written or unwritten, which have previously been in effect. These Policies are intended to eliminate (we hope) and certainly reduce difficulties arising from a teacher’s incorrect understanding of policy or lack of proper communications. These Policies do not necessarily cover all matters which may arise. We reserve the right to make changes at any time, with or without notice.
Indeed, one of the purposes of any updates will be to cover additional matters that may normally arise. Nothing in these Policies is intended to create a contract between the Foundation and any teacher, or to eliminate the rights of the Foundation or any teacher to terminate the employment relationship at any time, with or without cause.
These Policies are a general statement of policies, to be modified and applied by the Art of Living Foundation at its discretion.
Your Responsibility: Part of your job is to know and understand the rules and practices of the Foundation that affect your teaching and activities on its behalf.
1. Full-time Teacher’s Work Program
a.Full-time teachers will take their direction directly from the President of the Art of Living Foundation. The President may delegate this responsibility to another individual when appropriate for specific full-timers.
b. In general, our goal will be to conduct formal performance reviews semi-annually to discuss quality of work, attitude and goals. Performance reviews can be given more frequently if a supervisor feels it is necessary. Pay/salary increases and bonuses are based on, but not limited to, cost of living adjustments, performance reviews, meeting or exceeding goals, quality of work, merit, attitude and self-motivation, punctuality, and ability to work with others.
c. Each full-time teacher is required to teach a minimum of 30 full paying participants per month in your assigned region (as the primary teacher) unless working on agreed special projects assigned by the President (or delegated individual).
2. Advanced Course and Inspiration
a.Each full-time teacher will receive one advanced course (up to 1 week in duration) with Sri Sri per year (travel, course fee, and accommodation provided by Foundation).
b.Full-time teachers are required to attend a minimum of two advanced courses per year to ensure they stay rested and refreshed (course fee and accommodation provided by Foundation). Full-time teachers may attend two additional local weekend advanced courses, DSN, or equivalent courses per year in their local region. If any travel is needed, it must be pre-approved by the President.
c.The President may from time to time invite full-time teachers to special events with Sri Sri (such as our Silver Jubilee event during 2006/2007) (travel and accommodation provided by Foundation).
3. Paid Time Off From Regular Duties
a.Three weeks vacation:
– Two weeks paid time off per year for personal, family, vacation, touring with Sri Sri, etc. (all travel expenses are the full-timer’s responsibility).
– The Foundation will be closed from December 24th through January 1st each year. The full-time teachers will have a one-week vacation at this time (all travel expenses are the full-timer’s responsibility). If the full-time teacher must teach during all or part of this period, they may use any missed vacation days at another time
– Vacation days are not cumulative and should be taken in the year in which they are awarded.
b.When a Sri Sri tour is within 500 driving miles from the full-timer teacher’s home base, up to an additional five days of paid time off per tour are approved.
c.Paid holidays are Memorial Day, July 4th, Labor Day, Thanksgiving Day, the day after Thanksgiving Day, and Christmas Day. If the full-time teacher teaches during any of these holidays, they may use any missed holiday days at another time.
4.Communication Responsibilities of Full-timers
a.Activity and Expense reports are required to be completed and submitted on time per the instructions on these forms.
b. Response to emails, voice messages, verbal or other written requests from the President, his designate, or the Executive Director are expected to be within two days.
c. Course schedules will be given to the President (or delegated individual) as soon as a course is scheduled.
d.Time off must be requested in writing at least two weeks in advance and approved by the President (or delegated individual).
e. All international travel must receive approval in advance by the President (or delegated individual).
5. Health Insurance
Health insurance will be provided 6 months after going full time and will end when you are no longer a full time paid employee.
6. Pay Period
a. Pay date will be the 15th of each month for the prior calendar month.
b. Taxes and Social Security will taken out of you paycheck each month per IRS requirements.
I have read and agree to follow the above policies: ______________________________________
Printed Name of Full Time Employee ______________________________________
Signature of Full Time Employee ______________________________________
Date Signed
subject:US full time guidelines 2007
Dear Full Timers,
As our organization continues to grow and expand, it has become essential for us to have set policies, goals and guidelines for everyone’s mutual benefit. Having clear guidelines will allow all of us to have less hurt feelings and misunderstanding, and help us be more effective/efficient at our tasks.
In addition, we believe that having clear goals will provide greater dignity for our full time staff, and create a greater sense of accomplishment as objectives are met.
Therefore, in order for all of us to proceed and avoid confusion in the future, we need to ensure that everyone is willing to follow the updated version of the Full Time Staff Guidelines document that has been previously sent to you. Please note that this document will be updated from time to time as we receive your suggestions and as situations change and in fact the attached Policies have been updated to conform with certain legal requirements etc.
Although it is clear that Sri Sri Ravi Shankar is the spiritual leader and inspiration of the personal dedication for the full time teachers, it is no longer practical for him to play the role of directing and managing the work assignments for the foundation’s teachers. That responsibility has now been delegated by the foundation Board to its Officers.
One aspect of the Policies that may deserve further explanation is the section setting a specific teaching goal for each of you. The intent of having a monthly goal is keep everyone moving forward and growing in their regions. If obstacles come up in achieving your goals, it is essential to communicate with your supervisor to mutually find ways to move forward.
The focus here is in seeing a trend towards meeting these goals and a willingness to stay focused towards their achievement. Please be assured that we will exercise our reasonable judgment and discretion in this area.
If you are willing to work within these guidelines/policies, we ask that you kindly sign, date and fax back the signature page or confirm by reply email your acceptance of them. If any of you is unwilling to do so please let us know at your earliest convenience and in any case by no later than November 28, 2007 so that we can discuss with you the possibility of alternative arrangements to a full time teaching relationship.
We know that during this time of transition with regards to our Corporate culture and management style, various challenges can occur from time-to-time. Demonstrating a positive attitude and supporting these new policies assures the success of the organization and your role as a continued inspirational leader in the foundation.
We appreciate your patience and willingness to move forward with us into this new phase of the organization as we seek to address the practical problems associated with the growth of our organization while sustaining the original ideals and goals of our Sri Sri. We look forward to your positive response.
Sincerely,
Michael Fischman
Kalpana Sing
Jeff Houk
Beyond The Art of Living 
This is most bizarre, a contract which is not a contract! On one hand it says this is not a contract:
On the other hand, the president forces the teachers to sign it or else(!):
Also this sounds illegal:
Usually employees can terminate their contract giving enough notice, but an employer cannot terminate the employment without a cause.
Was there even one AOL teacher who stood up to these bullies and refused this “non-contract” compulsory contract?!
“Usually… an employer cannot terminate the employment without a cause.”
This is not correct, at least in the US. Most people working for companies in the US are employed on an “at-will” basis. Employers can terminate employment at any time, with or without cause.
Agree, Work force reduction (or Reduction in Force) – no cause needed (may get unemployment benefits though, probably not in AOL). AOL may need to start acting on these contract very soon.
@FactLover
With a reply like that, I know you are on AOL USA board! ; – )
Hardly. I know how things work because I have a real job 🙂
@FactLover
You are not suggesting that paid members of AOL USA board don’t have a real job, are you?
So tell us what is your position with AOL?
It’s quite clear that AOL is a corporation and like any corporation the employees need to sign a contract. They should just give up this act of being a non-profit service based organization.
If it uses marketing strategies like a corporation and implements employment policies like a corporation…………..it must be a Corporation.
True that rights of an employee are very different from country to country. That is not the issue , the AOL employer read (board) can send some one packing and they are left with nothing IS.
Each year that passes no contribution has gone towards one’s own pension plan, I wonder if we could say the same for the Board members I bet their futures will be OK. Then suddenly your out on the streets with know healthcare insurance. How scary is that thought. Yet just see how much revenue as a full time teacher you made for the corporation, all in the name of spirituality.
I have seen so many full time teachers give their best years of their life in order to help create a One World Family. And seen how their world just crumbled when they were fired just like an ordinary employee of a company. How along the way they got estranged from their family and their children and had to make end meet. And these were very qualified professional people.
The sad thing was that they were let go without any dignity, compassion or even a THANKS. They were told that they did not make their quotas (signing up new people) that they did not give it a 100%. That they were questioning the knowledge and grace of the Guru, so they were impeding their own spiritual growth. The thing was they were of no use anymore to the Company. The games being played is what destroys people’s lifes.
Is it about spirituality or about the numbers, I have my opinion. What about the quality…..
“Each full-time teacher is required to teach a minimum of 30 full paying participants per month in your assigned region (as the primary teacher) unless working on agreed special projects assigned by the President (or delegated individual).”
Others may have theirs, but one thing is for sure it is about CONTROL. Control over people, control over money, control over who will benefit the most, control and manipulate who to make special.
“In general, our goal will be to conduct formal performance reviews semi-annually to discuss quality of work, attitude and goals. Performance reviews can be given more frequently if a supervisor feels it is necessary. Pay/salary increases and bonuses are based on, but not limited to, cost of living adjustments, performance reviews, meeting or exceeding goals, quality of work, merit, attitude and self-motivation, punctuality, and ability to work with others.”
It is not the guru who through divine grace will evaluated your performance . It will be Ravi the CEO of the AOL corporation who as the chairman has implemented these standards. Based on the above the review can always be in favor of the corporation. It can all be exchanged in to one concept, you did not give it your 100% and you just do no know how to receive the Guru’s grace. Therefore you get a ZERO. I have seen it happen and then the teacher would go all out and crash and burn. No big loss to the Corporation, there are plenty more who are dying to get this once of a life time opportunity…..
“We know that during this time of transition with regards to our Corporate culture and management style, various challenges can occur from time-to-time. Demonstrating a positive attitude and supporting these new policies assures the success of the organization and your role as a continued inspirational leader in the foundation.”
Corporate culture and Management style are imbedded in the AOL organization. Does this not give it a flavor of a corporation……..it does taste that way.
But be nice and play along or ELSE your role as a teacher might be questioned keep up the good effort your time is very precious to US. Any questions you might have place them in the botheration box. DO NOT VOICE THEM out load, any doubts will be taking care of in silence through the Guru’s grace……………..
I do have one: Why are we not allowed to call AOL a Corporation ?
The little giant has awakened.
what about part time teachers?? how much they earn, and what’s the hierarchy?? do they still are instructed by big fishes of the organization? what if they do the teacher’s training and cut off from AOL- can they impart Sudarshan Kriya independently or these people will sue them for using their patented technique…as there is no certificate given to any of the teachers of the teacher’s training–so there is anyway no documented authenticity…how about this that the public starts demanding teachers (claiming to be) some proof of their worth as teachers before enrolling for a class.