please rewrite below content, wording needs to be friendly, no threatening, 
1. Answer: 
(1) We very much appreciate your concern about the rigour of the contract terms. Regarding the holiday arrangement, the school is indeed strictly regulated by the Education Bureau and all systems are designed with compliance in mind. Considering the difference in the working pace between Chinese and foreign teachers, we have specially added Christmas holidays (3 days) for foreign teachers for two consecutive years on top of the guaranteed statutory holidays, even though it means that the Chinese team still needs to maintain their teaching operation at full capacity during this period.
(2) Regarding winter and summer camps and marketing activities, these arrangements are common practices in the education industry and are designed to enhance teamwork and professionalism. We are committed to providing each teacher with a full summer and winter holiday (with full pay), as well as the usual salary and additional allowances during the period of participation. We recognise the importance of family reunion for overseas workers and try to accommodate individual needs in our activities - for example, we have co-ordinated flexible participation for a number of foreign teachers during the Christmas holidays last year.
(3) As for the English and Chinese versions of the contract, we initially provided only a draft in English to facilitate the understanding of the tutors, but would be happy to provide a Chinese version for your reference.
2. Answers:
(1) Regarding the transparency of event announcements, we have always been guided by the principle of clear communication. Taking last year's British Day as an example, MS Bella first previewed the British Chamber of Commerce event on 2 November in the Week 8 report on 20 October, and then continued to follow up the progress of the preparations for the magical concert night in the weekly reports on 27 October and 3 November. This phased forecasting mechanism not only ensured adequate communication of the event information, but also reserved room for teachers to flexibly adjust their schedules.’
(2) We have always been open and collaborative, and have placed special emphasis on teachers' participation in the preparation process. In the past year, before each marketing event, we have fully communicated our scheduling intentions with all teachers through emails, meetings and regular workgroups. If you are unable to participate due to personal reasons, we fully respect your choice and take the initiative to co-ordinate with other teachers as substitutes to ensure the smooth progress of the event - this is not only a reasonable deployment of team resources, but also a trust in the professional ability of teachers!
3. Answers: 
(1) We very much appreciate your concern about the length of notice of separation. It is important to note that the 90 days required by the university refers to natural days (including weekends and holidays), which takes into account the special needs of foreign employees who usually need a longer period of time to go through administrative procedures such as work permits and residence visas. If ‘working day’ is specified in the contract, it will be counted as working days by default.
(2) With regard to the notice period of separation, we always take legal compliance as the premise, and at the same time take into account the actual needs of foreign employees working in China. According to the Labour Contract Law, 30 days is the legal minimum notice period, but we have noticed that many international schools (including local headquartered organisations) generally adopt a flexible notice period of 5-10 months in order to safeguard the rights and interests of both the teacher and the school. This arrangement is in line with the legal framework and allows sufficient time for the expatriate teacher to go through procedures such as residence permits. We fully understand that this may differ from your individual planning and can assist in liaising with the Labour Inspectorate for advice if you require personalised advice.
(3) Our requirement of 90 natural days is a prudent consideration of the administrative process: the renewal of a foreign teacher's work permit involves multiple approvals from the Education Bureau, the embassy, etc., and usually takes a 2-3 month cycle. This is both responsible for the school's compliance management and to avoid a situation where you are forced to leave the country due to delays in the process.
4. Answers: 
(1) Regarding your friend's situation, we deeply regret it. When the school needs to adjust its teachers due to objective circumstances, we always uphold the principle of humane communication: we initiated the consultation process on 5/7/23, informed you of the solution in writing the next day, and made several attempts to communicate with your friend in order to seek a consensus, which we regrettably failed to reach despite our continuous efforts to communicate. We fully understand the distress this matter has caused you. As a senior teacher who has been working in the school for three years, your professional ability and dedication have always been highly valued by us. 
(2) We fully understand the pressure and changes you have experienced in recent years. As an educational organisation, we have to keep up with market dynamics and parents' needs - this is not only an inevitable choice for survival and development, but also an adherence to the principle of fairness in education under the Chinese legal framework. However, it is important to note that these adjustments are not one-way pressures, but are based on a vision of shared growth for all teachers!
5. Answer:
Bonus assessment is based on multi-dimensional evaluation (including but not limited to teaching results, activity participation, teamwork, etc.), and the same set of evaluation criteria applies to both Chinese and foreign teachers. If you are in doubt about the results of your individual performance appraisal, you can also appeal to us at any time by requesting access to your individual performance data and raising objections, which will be reviewed by HR in conjunction with the Finance, Campus Director and Operations Director.
6. Answer: 
We take your concerns about the renewal process very seriously. In relation to the three core issues you have mentioned, we have clarified each of them below:
a) The reason for setting the date for confirmation of intention to renew: The reason for setting 28 February as the confirmation of intention is to plan ahead for the stability of the teaching team - the school has always valued the professional growth of its teachers, as you have demonstrated over the past three years by successfully leading your classes. This arrangement is in no way an assessment criterion, and your contract of employment will remain in force until 31 July 2025 without any impact on your rights and benefits.
b) Explanation of the legal compliance of the terms of the contract: Regarding the dispute about the 90-day notice period mentioned by you, we confirm once again that: the legal basis: Article 40 of the Labour Contract Law does stipulate a minimum notice period of 30 days, but it can be extended by agreement!
c) If you still have questions about the terms of the contract, we invite you to visit the Labour Inspection Department at any time for professional consultation. As an educational institution, we always insist on legal compliance, and at the same time value the professional dignity of every teacher.