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. Any regular full time employee covered by this contract is eligible for financial assistance for tuition cost for college or university courses taken in a technical, undergraduate, or graduate program after one (1) complete year of full time County employment. The Employer shall reimburse fifty percent (50%) of tuition cost of up to a maximum of $1,000.00 per year if:
1. Recommended by the employee's supervisor and approved by the Chief Judge of the applicable Court prior to enrollment in the course; and,
2. The course taken meets one (1) of the following criteria:
(a) it is directly job related, as determined by the Chief Judge;
(b) it is in preparation of a job related promotion;
(c) it is required or is elective subject mandatory to obtain a diploma, certificate, or undergraduate degree in preparation for advancement to a higher classification in employment with the Court.
3. Under special circumstances a supervisor may authorize an employee to attend classes during normal working hours. HOWEVER, IT IS THE RESPONSIBILITY OF THE INDIVIDUAL EMPLOYEE TO ENSURE THE INDIVIDUAL MAKES UP ALL LOST WORK TIME.
4. Prior to being reimbursed for tuition expenses, the employee must present to the Employer a receipt for payment and proof of a grade of C (or its equivalent) or higher.
5. Employees eligible for education compensation under the veterans G.I. ▇▇▇▇ or other government sponsored programs will have to exhaust their other benefits prior to being eligible for Employer education benefits.
6. Reimbursement includes tuition only and does not include registration, books, lab fees, etc.
7. Reimbursement is subject to and conditioned upon money being appropriated in the Employer's budget for this specific purpose and employees must apply for the tuition reimbursement by August prior to the calendar year for which the funds are requested so the applicable court can seek funding for the request through the annual budget process.
8. Tuition reimbursement is subject to all IRS required tax withholdings.
9. Repayment to the Employer in one lump sum will be required by an employee who voluntarily resigns or is discharged from employment within three (3) years following completion of coursework. In the event the employee does not continue employment for the prescribed period, the employee will be required to reimburse the Employer on a prorated basis for tuition reimbursement received as follows:
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. 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.
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. The City will reimburse permanent full-time employees for the cost of tuition and required study materials for career improvement or job enhancement courses approved by the Department Head and subject to appeal to and approval of the Director of Human Resources. The amount allowed under this provision shall equal the total cost of tuition (exclusive of lodging and meals) and the total cost of required study materials, provided however, that:
A. The maximum amount per employee shall not exceed $2,750 per fiscal year.
B. The course of study must be approved in advance by the employee’s Department Head and the Human Resources Director. The course of study must be taken from an accredited college or university.
C. The course must be directed to qualify the employee for employment in a position represented in the City work force or to enhance current job skills.
D. Only employees who have completed an initial probationary period with the City are eligible for this program.
E. Courses covered by this provision must be taken on the employee’s time or on authorized vacation leave.
F. The employee must exhibit some reasonable expectation of qualifying for the new position upon successful completion of the study course if that was the reason for the course.
G. The tuition and other covered expenses shall be paid in advance by the City upon the pre-authorization of the course by the Department Head and the Director of Human Resources. Proof of completion must be provided to the Human Resources Department.
H. In no event shall the amount of this City-paid benefit be reduced when there is an outside source of aid except in those cases where the aid from any outside source, plus the amount of the City-paid benefit, exceeds the cost of tuition and study material for the approved study course.
I. The procedure to be followed with regard to the administration of the tuition payment program shall be established by the Human Resources Department. Prior to the implementation of any revisions to the procedure, the Human Resources Department will meet with STA to review the changes.
J. If the employee does not pass the pre-authorized course or separates from City employment before completing the course, the employee is required to reimburse the City for any payment made by the City under this provision.
Tuition Reimbursement. The City supports and encourages employees to increase skills by continuing education through tuition reimbursement.
A. A full-time (at least 3/4 time) permanent or provisional employee is eligible for 100% tuition reimbursement for achieving a grade of A in an approved course, 80% tuition reimbursement for achieving a grade of B in an approved course, 60% for achieving a grade of C in an approved course. In courses that are graded on a pass/fail basis, 80% tuition reimbursement will be granted for a passing grade, 0% reimbursement for a failing grade. Reimbursement for up to six credit hours is available per academic session under the following conditions:
1. The employee has completed his probationary period or six months of employment, whichever comes first, before the course begins.
2. The education or training is obtained from an accredited school during non-working hours. An agency may allow courses to be taken during work hours, provided vacation and/or compensatory time is used.
3. The course is job-related to the employee's current position or to his future City development and promotion.
4. Request for reimbursement is filed before course registration using the designated form. The reimbursement is only for tuition expenses. Lab fees, etc. are not reimbursable. Funds from the Agency's budget must be available. If authorized by his or her department, an employee may receive 60% of the reimbursement amount upon course approval by the Director of Human Resources. The balance shall be reimbursed at course completion based on grade achieved.
5. A receipt of tuition payment and a grade report is submitted within 30 days after the academic session ends. A grade of at least "C" or equivalent must be achieved in each course.
6. Human Resources Department will monitor for consistency and fairness, and will meet with the Union and employees when requested. Final determination regarding course relatedness or accreditability shall be made by the Director of Human Resources.
7. The rate of reimbursement shall be capped at the undergraduate credit hour rate at the University of Cincinnati. In no event shall an employee be reimbursed for more than twenty-four (24) quarter hours or sixteen (16) semester hours per calendar year.
8. Employees will be required to remain employed with the City for a minimum of two
Tuition Reimbursement. Effective fall 2007, full-time faculty members may receive tuition reimbursement for educational units that have content that is likely to enhance the professional development of the applicant and the educational program of the district.
a) All graduate units shall be eligible for reimbursement if the request receives approval from the Chief Instructional Officer or designee prior to enrollment. Undergraduate units may be eligible for reimbursement if (a) upon review of the Chief Instructional Officer or designee, it is determined that the units relate to the faculty’s assignment and (b) the request receives approval from the Chief Instructional Officer or designee prior to enrollment.
b) Units eligible for reimbursement shall be earned at institutions accredited by an organization or association recognized by the Council for Higher Education Accreditation. Reimbursement for units from universities outside of the U.S. is subject to a determination of equivalency by an evaluation service recognized by the District. All costs associated with this evaluation shall be borne by the faculty member. The following units are not eligible for tuition reimbursement: Units which are non/no credit Units which are duplicated Units which are applied to column advancement Units which are earned during a retraining leave
c) The Chief Instructional Officer or designee shall approve or deny each request for reimbursement in writing in a timely manner. Such decision is final and non-grievable.
d) Faculty are eligible to receive reimbursement for one (1) course per academic semester/term/quarter/session as defined by the institution that awards the units.
e) Faculty are eligible for a maximum reimbursement of $300 per unit; if the tuition cost per unit is less than $300, faculty shall be reimbursed an amount equal to the tuition cost of each unit.
f) Reimbursement shall occur when units are credited.
g) Requests for a series of courses spanning several semesters/terms/ quarters/sessions as defined by the institution that awards the units may be granted with a single application. Reimbursement shall occur when units are credited.
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. 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.