Common use of Coursework Reimbursement Clause in Contracts

Coursework Reimbursement. Based upon the availability of funds, the Board shall reimburse bargaining unit members (employees) expenses incurred in taking coursework or continuing education units required for recertification or directly related to the duties and responsibilities of their individual position descriptions, not to exceed Fifteen Hundred Dollars ($1,500) per qualifying individual per program year. Employees must receive prior written approval from the Superintendent (see form in Appendix E), in accordance with this contractual language, in order to be eligible for reimbursement. Employees are responsible for all costs incurred if prior approval is not obtained. Requests for approval must include the cost of the coursework, and a course description in order to ensure that the course directly relates to the duties and responsibilities of the employees’ current position. Costs for registration, books, lab fees, lodging, meals and/or transportation shall not be reimbursable. Reimbursements will be approved contingent upon receipt of proof of completion of the course with a grade of at least 2.0 (C) or passing in a pass/fail course. For the purposes of coursework reimbursement, the program year would begin June 1 and end May 31. Tuition reimbursement will be reduced if the staff member receives any other financial aid that does not have to be repaid (i.e., GI xxxx, scholarships, and grants). The staff member is responsible for notifying the Board if he/she receives any other financial aid. Failure to notify the Board may result in loss of tuition reimbursement eligibility and re-payment of tuition reimbursement funds already paid to the staff member. Approved coursework shall be completed on the employee’s own time (i.e., nights, weekends, personal or vacation time). Tuition reimbursement is considered taxable under the IRS guidelines and will be reimbursed through the employee’s regular payroll check. By virtue of accepting reimbursement, an employee agrees to remain employed by the Board for a period of at least one (1) year after reimbursement. Reimbursement shall not occur if, prior to the Superintendent’s approval, the applicant requesting this is in process to terminate employment for any reason, such as, but not limited to resignation, retirement or disciplinary action. If an applicant is reimbursed and then leaves the Board’s employment before the specified one year, the reimbursed amount will be recovered through a deduction from the employee’s last paycheck. Separation due to layoffs are not included in this clause, and employees included in a layoff would be reimbursed in accordance with the rest of this policy.

Coursework Reimbursement. Based upon the availability of funds, the Board shall reimburse bargaining unit members (employees) expenses incurred in taking coursework or continuing education units required for recertification or directly related to the duties and responsibilities of their individual position descriptions, not to exceed Fifteen Hundred Dollars ($1,500) per qualifying individual per program year. Employees must receive prior written approval from the Superintendent (see form in Appendix E), ) in accordance with this contractual language, in order to be eligible for reimbursement. Employees are responsible for all costs incurred if prior approval is not obtained. Requests for approval must include the cost of the coursework, and a course description in order to ensure that the course directly relates to the duties and responsibilities of the employees’ current position. Costs for registration, books, lab fees, lodging, meals and/or transportation shall not be reimbursable. Reimbursements will be approved contingent upon receipt of proof of completion of the course with a grade of at least 2.0 (C) or passing in a pass/fail course. For the purposes of coursework reimbursement, the program year would begin June 1 and end May 31. Tuition reimbursement will be reduced if the staff member receives any other financial aid that does not have to be repaid (i.e., GI xxxxbill, scholarships, and grants). The staff member is responsible for notifying the Board if he/she receives any other financial aid. Failure to notify the Board may result in loss of tuition reimbursement eligibility and re-payment of tuition reimbursement funds already paid to the staff member. Approved coursework shall be completed on the employee’s own time (i.e., nights, weekends, personal or vacation time). Tuition reimbursement is considered taxable under the IRS guidelines and will be reimbursed through the employee’s regular payroll check. By virtue of accepting reimbursement, an employee agrees to remain employed by the Board for a period of at least one (1) year after reimbursement. Reimbursement shall not occur if, prior to the Superintendent’s approval, the applicant requesting this is in process to terminate employment for any reason, such as, but not limited to resignation, retirement or disciplinary action. If an applicant is reimbursed and then leaves the Board’s employment before the specified one year, the reimbursed amount will be recovered through a deduction from the employee’s last paycheck. Separation due to layoffs are not included in this clause, and employees included in a layoff would be reimbursed in accordance with the rest of this policy.

Coursework Reimbursement. Based upon the availability of funds, the Board shall reimburse bargaining unit members (employees) expenses incurred in taking coursework or continuing education units required for recertification or directly related to the duties and responsibilities of their individual position descriptions, not to exceed Fifteen Hundred Dollars ($1,500) per qualifying individual per program year. Employees must receive prior written approval from the Superintendent (see form in Appendix E), in accordance with this contractual language, in order to be eligible for reimbursement. Employees are responsible for all costs incurred if prior approval is not obtained. Requests for approval must include the cost of the coursework, and a course description in order to ensure that the course directly relates to the duties and responsibilities of the employees’ current position. Costs for registration, books, lab fees, lodging, meals and/or transportation shall not be reimbursable. Reimbursements will be approved contingent upon receipt of proof of completion of the course with a grade of at least 2.0 (C) or passing in a pass/fail course. For the purposes of coursework reimbursement, the program year would begin June 1 and end May 31. Tuition reimbursement will be reduced if the staff member receives any other financial aid that does not have to be repaid (i.e., GI xxxxbill, scholarships, and grants). The staff member is responsible for notifying the Board if he/she receives any other financial aid. Failure to notify the Board may result in loss of tuition reimbursement eligibility and re-payment of tuition reimbursement funds already paid to the staff member. Approved coursework shall be completed on the employee’s own time (i.e., nights, weekends, personal or vacation time). Tuition reimbursement is considered taxable under the IRS guidelines and will be reimbursed through the employee’s regular payroll check. By virtue of accepting reimbursement, an employee agrees to remain employed by the Board for a period of at least one (1) year after reimbursement. Reimbursement shall not occur if, prior to the Superintendent’s approval, the applicant requesting this is in process to terminate employment for any reason, such as, but not limited to resignation, retirement or disciplinary action. If an applicant is reimbursed and then leaves the Board’s employment before the specified one year, the reimbursed amount will be recovered through a deduction from the employee’s last paycheck. Separation due to layoffs are not included in this clause, and employees included in a layoff would be reimbursed in accordance with the rest of this policy.

Coursework Reimbursement. Based upon the availability of funds, the Board shall reimburse bargaining unit members (employees) expenses incurred in taking coursework or continuing education units required for recertification or directly related to the duties and responsibilities of their individual position descriptions, not to exceed Fifteen Hundred Dollars ($1,500) per qualifying individual per program year. Employees must receive prior written approval from the Superintendent (see form in Appendix E), ) in accordance with this contractual language, in order to be eligible for reimbursement. Employees are responsible for all costs incurred if prior approval is not obtained. Requests for approval must include the cost of the coursework, and a course description in order to ensure that the course directly relates to the duties and responsibilities of the employees’ current position. Costs for registration, books, lab fees, lodging, meals and/or transportation shall not be reimbursable. Reimbursements will be approved contingent upon receipt of proof of completion of the course with a grade of at least 2.0 (C) or passing in a pass/fail course. For the purposes of coursework reimbursement, the program year would begin June 1 and end May 31. Tuition reimbursement will be reduced if the staff member receives any other financial aid that does not have to be repaid (i.e., GI xxxx, scholarships, and grants). The staff member is responsible for notifying the Board if he/she receives any other financial aid. Failure to notify the Board may result in loss of tuition reimbursement eligibility and re-payment of tuition reimbursement funds already paid to the staff member. Approved coursework shall be completed on the employee’s own time (i.e., nights, weekends, personal or vacation time). Tuition reimbursement is considered taxable under the IRS guidelines and will be reimbursed through the employee’s regular payroll check. By virtue of accepting reimbursement, an employee agrees to remain employed by the Board for a period of at least one (1) year after reimbursement. Reimbursement shall not occur if, prior to the Superintendent’s approval, the applicant requesting this is in process to terminate employment for any reason, such as, but not limited to resignation, retirement or disciplinary action. If an applicant is reimbursed and then leaves the Board’s employment before the specified one year, the reimbursed amount will be recovered through a deduction from the employee’s last paycheck. Separation due to layoffs are not included in this clause, and employees included in a layoff would be reimbursed in accordance with the rest of this policy.