Tuition Reimbursement Sample Clauses
A Tuition Reimbursement clause outlines an employer’s commitment to repay employees for educational expenses related to their job. Typically, this clause specifies which courses or programs qualify, the maximum reimbursement amount, and any conditions such as maintaining a certain grade or continued employment for a set period after course completion. Its core function is to support employee development while ensuring the company’s investment in education directly benefits the organization and is protected if the employee leaves soon after receiving reimbursement.
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Tuition Reimbursement. A. The BOARD agrees to allocate the sum of $35,000 per year for each contract year for the purpose of reimbursing teachers at the rate of $90 per semester or credit hour for the actual tuition expenses incurred by teachers for academic courses completed.
B. It is understood that the academic courses completed must be towards an M.A., Ed.S., Ed.D., or Ph.D. degree or be within or related to the field in which the teacher is assigned. Academic courses completed must be from an accredited college or university.
C. In order to receive reimbursement for academic courses completed during the preceding contract year, the teacher must still be under contract with the BOARD for the current school year and s/he must submit a transcript of credits to the Department of Employee Services on or before September 30th of the current school year. It is understood that teachers involuntarily laid off shall receive the applicable amount of tuition reimbursement for academic courses completed prior to the end of the present contract year in which they received notice of layoff, provided that they comply with the requirements and time limits set forth above. Payment shall be made within 30 days after the filing deadline. Teachers who are on a general leave of absence as provided under Article VII, Section 1, B, may apply for and receive tuition reimbursement under this provision provided that they sign a promissory note that in the event they do not return to the school district the following year they will repay the total amount of reimbursement to the BOARD. Failure of a teacher to repay such amount will result in the reduction of the tuition reimbursement fund by the same amount the following year.
D. In the event the total request for reimbursement exceeds the amount allocated, payments to each teacher shall be reduced in proportion to the amount by which the total request exceeds the allocation.
E. The BOARD agrees to reimburse total expenses for tuition, materials, and mileage of any teacher who, at the BOARD'S specific request and terms, agrees to obtain additional academic training for the purpose of becoming qualified in an area for which the BOARD is having a great deal of difficulty in securing new personnel. This reimbursement is not to be deducted from the allocation mentioned above.
Tuition Reimbursement.
A. The Agency may approve full or partial tuition reimbursement, consistent with agency policy and within available resources.
B. The Agency will reimburse eligible employees who provide proof of satisfactory completion of a course that was previously approved for tuition reimbursement.
C. Agency funds expanded for tuition reimbursement will be limited to tuition or registration fees, and will not include textbooks, supplies or other school expenses, except in accordance with agency policy.
D. Absent an agreement to the contrary, when an employee moves to another agency prior to completion of an approved course, the approving agency will retain the obligation for reimbursement if the course is satisfactorily completed. When payment is not made by the approving agency the gaining agency may, at its option, reimburse the employee.
Tuition Reimbursement.
A. The Agency may approve full or partial tuition reimbursement consistent with agency policy and within available resources.
B. The Agency will reimburse eligible employees who provide proof of satisfactory completion of a course that was previously approved for tuition reimbursement.
C. Agency funds expended for tuition reimbursement will be limited to tuition or registration fees and will not include textbooks, supplies, or other school expenses, except in accordance with agency policy.
Tuition Reimbursement. 1. Eligibility for tuition reimbursement is subject to the following criteria:
(a) The employee’s written career plan for courses (or degree requirements) not related to the employee’s present position must be approved by the appointing authority and the Commissioner of Human Resources or designee(s).
(b) The course is post-secondary and/or graduate level taken at a properly accredited educational institution.
(c) As determined by the State, the course must:
(1) Increase the employee’s expertise in his or her present position, or other career-related positions in State service; and/or,
(2) Fulfill the requirements of a degree program, which will also meet the above criteria.
(3) Have begun after the effective date of this Agreement.
(d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution.
2. Representatives of the VSEA and the Department of Human Resources shall meet periodically to review and discuss administrative guidelines concerning implementation of this program.
3. An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources if the basis for that decision was that a course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee and the State.
4. Written requests for reimbursement will be first submitted to the employee’s own department which may determine if its own department’s funds will be allocated in whole or in part. Such decision shall not be subject to appeal or grievance.
5. The employee may then request reimbursement from the Tuition Reimbursement Fund, for any remainder. The application shall be submitted to the Department of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEA, shall hav...
Tuition Reimbursement. For each fiscal year (July 1-June 30), the College shall budget sixty thousand dollars ($60,000) to be used to reimburse Employees for the cost of tuition for classes taken at regionally accredited institutions which are related to maintaining or improving the Employees skills. The tuition reimbursement must be approved in advance by the College. Employees must apply for approval for a specific class at least fourteen (14) days before it begins. The amount of tuition reimbursement shall be based on the amount of tuition expense incurred by the Employee and will be made within fourteen (14) days of the submission of official verification that the class was completed with a passing grade and verification of the cost of tuition. No Employee shall receive more than six thousand dollars ($6,000) for the first year of the contract, seven thousand dollars ($7,000) the second year (2nd) of the contract and eight thousand dollars ($8,000) the third (3rd) year of the contract for approved classes. The tuition reimbursement shall be made in the order of the approval of classes until the fund is exhausted. An Employee who is required to attain additional education in order to remain qualified pursuant to Ohio Department of Higher Education and/or the Higher Learning Commission, and third-party accreditation bodies, as determined by the College's Chief Academic Officer (CAO), will be given preference over those Employees who do not have this requirement. Employees who receive tuition reimbursement must be continuously employed with the College for at least three (3) full academic years after the last date of reimbursement. Any Employee who leaves prior to three (3) year will repay the tuition reimbursement to the College on a prorated basis. Any amounts under this Section shall be withheld from any and all payments owed to the Employee in the absence of a written repayment agreement specifying a different method of payment. This agreement shall constitute a written signed payroll deduction authorization. Employees who are non-renewed will not be subject to this Section.
Tuition Reimbursement. Section 1. The purpose of this Article is to provide an incentive for bargaining unit employees to continue their education and training in job-related programs that will improve their skills and abilities in performing their job responsibilities.
Section 2. The City will reimburse employees up to 100% of the cost of tuition and/or proficiency examinations incurred in pursuing a job-related educational program leading to an Associate, Bachelor’s or Master’s degree from any institution of higher education. The following reimbursement will apply: Grade "C" or higher = 100% Proficiency exams and/or courses without grades given will be reimbursed at 100%. Annual maximum reimbursement will not exceed $1500.00.
Section 3. On or before August 15 of each year, each member will complete an education request form indicating his or her intention to enroll in continuing education for the following calendar year. The member will indicate his or her name, degree sought, the courses to be taken in the following calendar year, and an explanation as to how such courses of study relate to the employee’s job responsibilities. All such requests will be subject to the approval of the Chief, which approval must be obtained in writing before enrolling in the course(s).
Section 4. To be eligible for reimbursement, the member must have successfully completed the course with a grade of “C” or better. Reimbursement will be made within 30 days following receipt of the following information:
1. A transcript or grade report.
2. A receipt indicating the amount of tuition paid by the member.
3. An authorization form permitting the City to deduct the amount of the reimbursement from his or her final pay check should the member terminate his or her employment within one year of completing the course, for whatever reason. In the event the final check(s) do not cover the tuition reimbursed the member by the City, the member will be required to make payment to the City, to the extent the tuition reimbursed exceeds the final check(s).
Section 5. In order to be eligible for tuition reimbursement, the member must have one year of continuous service with the City and must have obtained each of the various certifications required in the member’s job description.
Tuition Reimbursement. Consistent with the State's Administrative Procedure 21, at the discretion of the President/designee, an ASF Member may receive tuition reimbursement. The discretionary function of the Employer as provided in this Section shall not be subject to the grievance procedure.
Tuition Reimbursement. Employees shall be eligible for tuition reimbursement up to six hundred dollars ($600.00) per contract year in accordance with the following stipulations:
a. The course must be in a job-related field as outlined below; and pursued as part of a degree - granting academic program through a recognized, accredited college or university; and approved in advance by the Department Head. $ Law Enforcement $ Natural Science $ Law $ Business Administration $ English $ Public Administration $ Speech $ Computer Science $ Social Science $ Humanities $ Languages Tuition reimbursement cannot be denied due to budgetary reasons.
b. The course must be completed and the employee receive at least a "C", or the employee must receive a "pass" if the course was offered on a "pass/fail" basis; proof of payment and requests for reimbursement must be presented to the Department within two months after the ending date of the semester/quarter in order for the employee to receive reimbursement.
c. Excluded costs are: $ non-credit special interest courses completed by examination only $ late fees $ lab fees $ extracurricular fees $ textbooks or other course related materials $ tuition covered by other sources such as government assistance to a veteran (GI ▇▇▇▇), grants, scholarships and similar programs
d. In the case of any courses not specifically covered by the provisions of this Section, the determination as to whether said course qualifies for tuition reimbursement will be determined at the sole discretion of the Department Head.
e. Tuition reimbursement may also be used for outside training.
Tuition Reimbursement. A. The FEA, the Board, and the Administration of the Firelands Local School District recognize the value of continued education by members of the teaching staff. The parties mutually agree that the learning process and the quality of education will be substantially enhanced when members of the staff acquire additional expertise in their teaching fields and when they have familiarized themselves with the most up-to-date teaching techniques.
B. All certificated employees of the School District shall be eligible for tuition reimbursement subject to the following conditions:
1. The teacher shall have at least one (1) years of professional service in the Firelands Local School District. The teacher must serve in the District for a total of five (5) years of professional service or he/she will have to pay back any tuition reimbursement received from the District prorated for each year less than five (5) that he/she worked through payroll deduction.
2. The course work shall have the prior approval of the Superintendent. (Application on Staff Intranet)
3. Reimbursement may be for graduate courses. Undergraduate or non-credit courses will only be reimbursed if they directly serve a specific District need and are approved by the Superintendent.
4. The teacher must receive a grade of “B-” or better, and/or if a pass/fail course, receive a passing grade to be eligible for reimbursement.
5. To be eligible to receive payment for courses taken in the spring or during the summer, the teacher must teach in Firelands Local Schools the following school year or must have been granted a leave of absence or have been RIF’d.
6. The maximum number of semester hours per teacher to be included under this policy shall be twelve (12) semester hours or equivalent quarter hours from September 1 to September 1 of any school year. Certification of grades and tuition costs must be received in the Treasurer’s Office by September 15.
7. The Board of Education will reimburse a certified/licensed employee for tuition costs for graduate or under-graduate courses at the rate of one hundred fifty dollars ($150) per semester hour and one hundred twenty dollars ($120) per quarter hour, less if actual cost, upon proof of successful completion of each course and submission of a transcript or record of same.
8. The amount of money available for this provision shall be fifteen thousand dollars ($15,000) per year. Any unused amount from each year shall be added to the following year with the total in a...
Tuition Reimbursement. The County may reimburse workers for tuition and related fees paid for courses of study taken in off-duty status if the subject matter is closely related to the worker's present or probable future work assignments. Limits to the amount of reimbursable expense may be set by the Human Resources Director with the County Manager's concurrence. There must be a reasonable expectation that the worker's work performance or value to the County will be enhanced as a result of the course of study. Courses taken as part of a program of study for a college undergraduate or graduate degree will be evaluated individually for job relatedness under the above criteria. The worker must both begin and successfully complete the course while employed by the County. The worker must apply on the prescribed form to their department head giving all information needed for an evaluation of the request. The department head shall recommend approval or disapproval and forward the request to the Human Resources Director whose decision shall be final. In order to be reimbursed the worker's application must have been approved before enrolling in the course. If a course is approved and later found to be unavailable a substitute course may be approved after enrollment. Upon completion of the course the worker must submit to Human Resources a request for reimbursement accompanied by a copy of the school grade report or a certificate of completion. Human Resources shall, if it approves the request, forward it to the Controller for payment. Reimbursement may include the costs of tuition and related fees. Effective July 1, 2007, the County will reimburse up to $25.00 per course for books under conditions specified in the Tuition Reimbursement program. Reimbursement for books will only be made for community college, undergraduate level or graduate level courses.