rewrite but be careful with the tone, must no threatning, be nice:

**Subject:** Response to Contract Clarifications and Adjustments Request  

Dear [Teacher's Name],  

I hope this email finds you well. We sincerely appreciate your feedback and the effort you've made to ensure clarity in our contractual agreement. Below is our response to your requests, carefully considered in accordance with legal regulations and school policies:  

1. **Probation Period Adjustment**  
   We agree to remove the probation period clause (Section 2.1.1) as per Article 19 of the *Labor Contract Law*, which stipulates a single probation period for consecutive employment. Our rights and obligations will continue to align with practical implementation.  

2. **Location Specification**  
   While we acknowledge your suggestion, "Guangzhou" remains appropriate under Article 29 of the *Education Law*, which authorizes cross-regional educational activities. Our current campus-based focus ensures operational efficiency.  

3. **Salary Adjustment Consideration**  
   We value your three-year dedication and recognize the challenges faced. Salary adjustments involve holistic evaluations of service duration, market trends, school performance, and recruitment needs. We remain open to discussing reasonable increments in future negotiations.  

4. **Gratuity Clarification**  
   As outlined in Annex 1, Clause 1.3, gratuity is contingent on operational performance, contract compliance, and market engagement—consistent with Chinese staff evaluation standards. Details will be shared during performance reviews.  

5. **Campus Limitation Revision**  
   Pending future cross-campus developments, we propose deleting Section 2.4.2 or restricting its scope to Ersha Island. Any adjustments will be mutually negotiated in advance.  

6. **Duty Clarifications**  
   To summarize your questions:  
   - **Work Hours**: Winter/Summer Camps and market events are counted within regular working hours as per the published school calendar.  
   - **Non-Participation Consequences**: Refer to Annex 1, Clause 1.3 regarding performance-related deductions.  
   - **Activity Communication**: Updates are shared via weekly briefings, SLT meetings, and the activity calendar. Daily checks of workgroups and proactive communication with Chinese colleagues are strongly encouraged.  
   - **Preparatory Activities**: Focus on classroom setup, materials preparation, and safety training (detailed task lists will be issued quarterly).  
   - **Compensation & Penalties**: Summer/Winter Camp participation grants a **¥4,000 weekly allowance** (based on attendance). Non-compliance may affect gratuity pursuant to legal provisions.  

7. **Overtime & Bonuses**  
   Activities beyond contractual expectations do not qualify for overtime compensation. Existing salary structures (base salary + post-class income) remain unchanged.  

8. **Flexibility & Exceptions**  
   Market event participation requires advance confirmation. Personal absences must be notified to Ms. Bella/Mr. Ben **at least 3 working days prior**, allowing us to coordinate alternatives while respecting our staffing needs.  

9. **Activity Calendar Communication**  
   Major events are advertised through official channels (e.g., British Chamber of Commerce website) and detailed activity calendars distributed twice annually. Updates will always be prioritized.  

10. **Contract Renewal Flexibility**  
    Renewal terms depend on agreed duration. A 1-year extension retains camp participation requirements, while 2-3-year agreements offer greater flexibility. Gratuity amounts will align accordingly.  

11. **Annual Hours Confirmation**  
    Please refer to our previous clarification regarding work hour calculations.  

12. **Notice Period Adjustment**  
    We maintain the current 30-day notice period to ensure teaching continuity, as mandated by the *Labor Contract Law*. This balances operational stability with reasonable transition planning.  

13. **Renewal Timeline & Implications**  
    Our January 2025 discussions provided ample time for deliberations. While we encourage timely responses by February 28, 2025, failure to confirm does not affect current employment or benefits. Recruitment processes will proceed as standard, but confirmed candidates retain priority.  

14. **Gratuity Deduction Guidelines**  
    - **Valid Absences**: Include medical certificates or urgent circumstances (e.g.,突发紧急事件). Known PD Day absences without valid reasons are ineligible.  
    - **Communication**: Deductions will be addressed during performance evaluations.  
    - **Discretionary Authority**: Adjustments adhere to Annex 1, Clause 1.3, ensuring consistency for all staff.  
    - **Unforeseen Circumstances**: 48-hour advance notice with documentation is required to avoid penalties.  
    - **Personal Reasons**: Must involve direct health issues (medical proof), severe family emergencies (notarized documents), or school-approved exceptions.  

We sincerely hope these clarifications address your concerns. Should you require further discussion or have additional questions, please feel free to reach out to me directly. We value your contributions and strive to maintain a collaborative, mutually respectful working relationship.  

Thank you for your understanding and continued dedication.