Educational Leave and Tuition Reimbursement. An employee may be permitted leave with pay to attend classes, conferences, workshops, or educational meetings on topics pertinent to the mission of the Employer or to the employee's current duties with the Employer. All requests for such educational leave require the advance approval of the Sheriff or his designee. An employee shall not receive payment for wages for more than their regularly scheduled shift per day at his regular rate of pay while attending any such educational function, however, employees driving to and from seminars and or training on the same day will have such total driving time count as hours worked, unless housing has been provided. Bargaining unit employees may request, and be approved, at the discretion of the Sheriff, to be reimbursed for the cost of tuition to obtain their Law Enforcement Certification. However, since this certification is not required for their current position, the time spent in class will not be considered hours of work. Such reimbursement shall only be paid upon successful completion of OPOTC testing. The Employer shall establish a fund from which employees may be reimbursed for the cost of authorized tuition. The Employer shall budget one thousand dollars ($1000) each year for this fund to be used collectively by all employees. Employees receiving tuition reimbursement pursuant to this section will re-pay such tuition on a pro-rated basis if they leave the employ of the Sheriff’s Office within two (2) years after completion of such class. This reimbursement is limited to those courses which are job-related and approved in advance by the Sheriff or his designee which may include OPOTA certification. In order to be eligible for reimbursement, the employee must "pass" under a pass-fail system or receive a grade of "C" or better. Employees may request that the cost of tuition be advanced under this provision. If the employee should fail, receive less than a grade of "C," resign, or be removed from his position, the Employer may withhold the cost of tuition from the employee's pay. Employees authorized to attend OPOTA certification shall be relieved from working overtime during the course of the training so as not to be removed from the course.
Educational Leave and Tuition Reimbursement. Solely at the Agency's discretion, the Agency may provide an educational leave and tuition reimbursement plan. The Agency may choose to reimburse expenses for tuition, books, and curriculum fees incurred by an employee for classes given by accredited institutions of learning or approved specialized training groups. Such programs must be related to the employee's job duties and must be approved in advance by the Human Resources Director or designee. An employee may request an advance of funds subject to the approval of the Human Resources Director or designee. Advances may be granted for tuition, books and curriculum fees. If an advance is granted, the employee must present evidence that each course is satisfactorily completed. If a course for which an advance has been made is not satisfactorily completed, the employee will repay the Agency through deductions from the employee's pay in a sum to be determined at the sole discretion of the Agency. The Agency's administrative directives shall govern implementation of this policy.
Educational Leave and Tuition Reimbursement. Actions taken under this Section shall be governed by the appropriate County Procedures Manual section entitled "Educational Assistance Program." Total reimbursement for each employee participating in the Program will not exceed $950.00 per fiscal year.
Educational Leave and Tuition Reimbursement a) The County shall maintain an educational leave and tuition reimbursement program for the term of this Agreement. The total monies in this program will be administered at the County level. The fund will consist of seventy thousand dollars ($70,000) per contract year. The fund shall be divided equally between each calendar year of the contract for the duration of the contract. Half of one year’s money will be available on January 1st and half of one year’s money will be available on July 1st. Funds not used for any six (6) month period shall be carried over for use in the next six (6) month period.
Educational Leave and Tuition Reimbursement. Actions taken under this Section shall be according to the County’s Education Reimbursement Program (ERP) that is administered by the Finance Agency’s Controller-Treasurer Department. Total reimbursement for each employee participating in the Program will not exceed $1000.00 per fiscal year. Time off to participate in courses during scheduled work hours must be approved by the Department head or Designee before payment is granted. Employees must submit required documentation to the ERP for reimbursement.
Educational Leave and Tuition Reimbursement. 272 Section 1 –
Educational Leave and Tuition Reimbursement. The City’s tuition reimbursement program shall be continued for the term of this Agreement.
Educational Leave and Tuition Reimbursement. 12.10.1 The City shall contribute Eleven Thousand Two Hundred Dollars ($11,200.00) annually on July 1st of each year to an educational leave and tuition reimbursement fund. The City will reimburse expenses for tuition, books, lab fees and equipment, and curriculum fees incurred by a worker, to a maximum of One Thousand Dollars ($1,000.00) per fiscal year, for classes completed in accredited institutions of learning or approved specialized training groups leading to an academic degree or improved job related skills. Parking fees or non-mandatory health fees related to enrollment will not be included. Programs must be approved in advance. Reimbursement will be provided upon successful completion of approved courses. Employees must attach a final grade of “C” or better for both undergraduate and graduate work. The employee may not elect to take a “pass/fail” grade if the letter system of grading is offered. Courses providing a “pass/fail” must achieve a “pass” to qualify for reimbursement. Funds expended on tuition reimbursement will be subject to appropriate IRS regulations.
Educational Leave and Tuition Reimbursement. Fund (G10.2 replaces) Section 12.14 Education Reimbursement Committee Section 12.15 Drivers Licenses County Response: accept UP 05/17/23 to TA CCL for G.3
Educational Leave and Tuition Reimbursement. Solely at the Agency's discretion, the Agency may provide an educational leave and tuition reimbursement plan. The Agency may choose to reimburse for IRS approved educational expenses which may include tuition, books, and curriculum fees incurred by an employee up to an established maximum as determined by the IRS for classes given by accredited institutions of learning or approved specialized training groups. Such programs must be related to the employee's job duties and must be approved in advance by the Human Resources Director or designee upon recommendation of the employee’s Assistant General Manager or Plant Manager. An employee may request an advance of funds subject to the approval of the Human Resources Director or designee. Advances may be granted for IRS approved educational expenses. If an advance is granted, the employee must present evidence that each course is satisfactorily completed. If a course for which an advance has been made is not satisfactorily completed, the employee will repay the Agency through deductions from the employee's pay in a sum to be determined at the sole discretion of the Agency. The Agency's administrative directives shall govern implementation of this policy.
