Dispatch to Schools

As a licensed dispatch operator and a Certified Excellent Dispatch Company, a distinction granted by the Japanese government to companies that uphold the highest standards of integrity, quality, and employee care, AtoZ hire Assistant Language Teachers (ALTs) and assign them to local schools. 

This means that while your employer is AtoZ, your workplace will be the schools you are dispatched to. Once you successfully pass our selection process and accept our job offer, an employment agreement is formed, and the school where you will work is determined.

At the schools, you will receive your work instructions directly from the teachers, while AtoZ Corporation handles your salary payments.

In addition to salary payment, we support you by taking care of social insurance procedures, introducing other job opportunities, and coordinating with the School. 

We also take pride in providing comprehensive support for our ALTs. Our local Japanese staff are available to assist with onboarding support, such as opening bank accounts and handling procedures at local government offices like address registration. 

Additionally, we assign teacher trainers to help you enhance your teaching skills and grow professionally.

At AtoZ, we are here to ensure you feel supported every step of the way, both inside and outside the classroom.

Recruitment process

• Screening
• 1st Interview (Video Interview via Fujiyama Jobs)
  Reference Check
  Online Aptitude Test

• 2nd Interview
  Mock Lesson Test

• Background Check
• Job Offer (For Successful Applicants)

About Salary

Salary for Dispatch Workers

Here’s an explanation regarding the salary for those working as dispatch employees.

Salary Payment

The salary for our ALTs are calculated on a monthly basis.  It is calculated based on the timesheet, which records daily working hours, and is paid once a month. The calculation is finalized at the end of the month, and the payment is made via bank transfer on the 10th of the following month.

Salary Calculation Method

At AtoZ, the salary for ALTs is calculated on a monthly basis, not hourly, and follows a labor-management agreement method. The hourly wage is set based on the average wage of full-time employees engaged in similar work in the same region. The hourly wage also includes considerations for bonuses and retirement benefits.

Basic Monthly Salary (per hour) = ① (Basic salary and bonus amount converted to an hourly rate based on the job wage statistics of the Employment Security Bureau × Regional coefficient) + Retirement benefit portion (5% of ① pre-paid)

The “Total Amount Paid” includes the hourly wage for legal working hours, the hourly wage for overtime and holiday work, and commuting expenses.

• Note: Overtime, holiday, and late-night work will be compensated at the statutory premium rate according to our company’s employment regulations.
• Note: Commuting expenses will be handled in accordance with our company’s employment regulations.

Calculation Example

Legal hours (Actual working hours × Hourly wage) + Overtime/holiday hours (Actual working hours × Hourly wage × Premium rate) + Commuting expenses = Total Amount Paid

Income Tax

Income tax will be deducted from the monthly salary. You do not need to pay it yourself.

Resident Tax

This will be deducted from the salary.

Year-End Tax Adjustment

For those employed throughout the year, AtoZ will handle the year-end tax adjustment.

Withholding Tax Slip

A withholding tax slip will be issued to those who have received a salary at least once during the year and will be sent to your current address by the end of January of the following year.

Social Insurance Premiums

If applicable, social insurance premiums will be deducted from the salary.

Equal Pay for Equal Work for Temporary Workers — About the Labor-Management Agreement Method

The purpose of “Equal Pay for Equal Work” for temporary workers is to eliminate unreasonable differences in treatment between temporary workers and regular employees (full-time workers employed by the client company under indefinite-term contracts). To ensure proper treatment for temporary workers, either the “Client Company Equal and Balanced Treatment Method” or the “Labor-Management Agreement Method” must be adopted. Our company uses the “Labor-Management Agreement Method.”

What is the Labor-Management Agreement Method?

Under the Labor-Management Agreement Method, it is required that the wages of temporary workers are equal to or higher than those of regular employees engaged in the same type of work. At our company, hourly wages are determined based on the average wages of regular employees engaged in the same type of work in the same region, following the standards set by the “Job Wage Statistics of the Employment Security Bureau,” which converts basic salary and bonuses into an hourly rate. Additionally, the hourly wage includes considerations for bonuses and retirement benefits.

For detailed information on wage determination, please refer to the previous section titled “Salary.”

Indefinite-Term Employment Dispatch

What is Indefinite-Term Employment Dispatch?

Indefinite-term employment dispatch refers to a working style where employees work as dispatched or contract workers without a fixed contract period. There are no restrictions on the contract duration, allowing employees to work long-term at the same client company and in the same role as a dispatched worker under AtoZ. If a staff member has been employed under a part-time contract for more than five consecutive years or as a dispatched worker for more than three consecutive years, they can choose to work as an indefinite-term employment dispatch worker if they wish.

Key Points of Indefinite-Term Employment

• No Contract Period Restrictions: There are no limitations on the contract period. As long as the contract with the client company continues, the employee can keep working at the same location. However, due to contract termination or other circumstances, the work location or job content may change based on the company’s reassignment orders.
• Job Security During Involuntary Unemployment: If the assignment at the client company ends for reasons not attributable to the employee, the employment contract with AtoZ continues, and a certain amount of salary will be paid during the waiting period.
• Benefits and Paid Leave Continuation: Paid leave and various benefits accrued during fixed-term employment are carried over to indefinite-term employment.
• Retirement Age: The retirement age is 60, with a re-employment system that extends up to 65 years old.

When a dispatched employee wishes to continue working at the same client company for more than three years, the dispatch agency (AtoZ) is required to take one of the following measures:

• Request the client company to directly hire the dispatched employee.
• Offer the dispatched employee a new assignment with a different client.
• Provide the dispatched employee with an opportunity for indefinite-term employment within the company.
• Take other necessary measures to ensure job stability, such as offering training or arranging temp-to-perm placements.

Benefits

All temporary staff members working with us are required to enroll in labor insurance and social insurance. However, there may be cases where enrollment is not possible depending on the specific working conditions.

Social Insurance

Health Insurance

Health insurance is a system that provides necessary medical benefits and allowances in cases where you or your family members become ill or injured, are unable to work and receive pay due to these conditions, or in the event of childbirth.

Employees’ Pension Insurance

Employees’ Pension Insurance is a social security system designed to ensure that people working at companies covered by this insurance can live a secure and independent life in their old age, regardless of their economic situation or family circumstances.

Long-Term Care Insurance

Long-term care insurance is a system where individuals aged 40 and above become insured, pay premiums, and, upon being certified as needing care, can access care services by paying part of the costs.

Social Insurance Enrollment Requirements

You must enroll in social insurance if you meet the following conditions:

• Working Hours: Your scheduled working hours are 20 hours or more per week.
• Working Days: You work 16 or more days per month.
• Employment Duration: Your employment is expected to continue for more than two months. (If you are initially employed for less than two months but continue working beyond that period, you will need to enroll.)

AtoZ is affiliated with the Nagano Branch of the Japan Health Insurance Association (JHIA). For more details on health insurance, please visit the JHIA (Nagano Branch) website.

If you do not meet these requirements, except for certain individuals, you will need to enroll in National Health Insurance and the National Pension through your local municipality. For details on the National Pension and Employees’ Pension, please visit the Japan Pension Service website. Information on National Health Insurance can be found on the website of your local municipality.

Labor Insurance

Employment Insurance

Employment insurance provides necessary benefits to individuals who are willing and able to work but are unable to find employment, or when it becomes difficult to continue employment due to reasons such as aging. You must enroll in employment insurance if your scheduled working hours are 20 hours or more per week and if you are expected to be employed for more than 31 days.

Workers’ Accident Compensation Insurance (Workers’ Compensation)

Workers’ Compensation is a system that provides medical treatment (compensation) benefits and leave (compensation) benefits if you are injured or have an accident while on duty or commuting (excluding incidents caused by third parties, such as car accidents).

This insurance applies to all employees, regardless of their working conditions.

Support for Living and Working Brightly and Energetically

Health Checkups

You can receive a health checkup once a year. AtoZ will provide guidance for those eligible. The company covers the cost of the basic health checkup, but any additional tests or optional examinations will be at your own expense.

Stress Check

To prevent mental health issues, AtoZ conducts a stress check once a year. Those eligible will receive guidance from AtoZ.

Mental and Physical Health Consultation

In today’s stress-filled society, maintaining both physical and mental health is crucial to continue working brightly and energetically. If you have any concerns, even minor ones, please consult with the AtoZ Headquarters Administration Office.

Health Guidance for Those Working Long Hours

If you are working overtime exceeding 80 hours per month and feel fatigued, AtoZ offers health guidance, including consultations with an industrial physician. If you meet these conditions and would like to take advantage of this service, please contact the AtoZ Headquarters Administration Office.

Various Types of Leave

Paid Leave

Given the nature of the foreign language assistant work, AtoZ provides 10 days of paid leave for the first year of employment. For subsequent years, additional paid leave is granted based on the number of working days within the year. Note: Eligibility for paid leave requires both “continuous employment” and attendance of at least 80% of the total working days specified in the employment contract.

Maternity Leave, Parental Leave, and Maternal Protection Measures

Temporary employees are also eligible for maternity and parental leave. For maternity leave, you must be on a dispatch contract with us at the time you start maternity leave. For parental leave, you must have been continuously employed with us for at least one year, and it must be clear that your employment contract will not end before your child turns 1 year and 6 months old.

For more details, please visit the Ministry of Health, Labour and Welfare’s website on Childcare and Family Care Leave.

From a maternal protection perspective, we work with client companies to ensure that pregnant and postnatal female employees have time to attend health checkups and receive health guidance. We strive to provide a supportive work environment, including potential adjustments to working hours or work load, to ensure a comfortable working experience.

Family Care Leave and Family Care Leave

If certain conditions are met, temporary employees are also eligible for family care leave and family care leave. You must have been employed for at least one year for family care leave and at least six months for family care leave.

For more details, please visit the Ministry of Health, Labour and Welfare’s website on Childcare and Family Care Leave.