Common use of College Degrees, Specialty Certificates, and College Level Courses Clause in Contracts

College Degrees, Specialty Certificates, and College Level Courses. Career employees who have passed probation may take college-level, specialty certificate, and continuing education courses as described below. Satisfactory job performance is a prerequisite to participation in these Tier 1 and Tier 2 programs. The employee must have an Employee Development Plan approved by his or her supervisor, division director, or the Operations Department Head, and the Human Resources Operations Manager or designee. Approval is based on: a. Relevance to LBNL’s mission. b. Mutual benefit to the employee's career and the long-term interests of LBNL. c. Whether there is a reasonable expectation that the employee shall remain as a employee of LBNL for a sufficient period of time to provide a fair return for the training costs. d. Whether the proposed curriculum and timetable are realistic. e. Whether the department/division’s work needs can be met during any employee absences due to attending class. Employees may be reimbursed as noted below for tuition, laboratory fees, educational fees, and other fees required for registration when the employee submits proof of successful course completion and receipts for payment of fees to the Training Administrator in the Human Resources Department. Nonresident tuition is not reimbursable. Successful completion is receipt of a grade of at least a “C” for undergraduate work or “B” for graduate work if the institution uses the “A–F” system of grading. If there is a choice between receiving a letter grade or a “Pass/Fail” evaluation, the employee must take the letter grade. Reimbursement is also allowed when an employee is forced to withdraw from a course because of work requirements, provided he/she submits evidence from the instructor that the employee’s work in the course was satisfactory at the time of forced withdrawal. When necessary, the Human Resources Operations Manager or designee may advance payment of the costs provided the employee agrees to return the payment if the employee is unable to provide evidence of satisfactory completion. Employees who are eligible for the University of California Reduced-Fee Enrollment Benefit must take advantage of that benefit. Employees who terminate employment before the end of the quarter or semester are not eligible for reimbursement of fees unless the termination is due to an involuntary layoff and when the employee was notified of layoff after the beginning of the class. Employees whose fees have been paid through an advance agreement must repay the advance at termination. Time off with pay may be granted when the employee’s absence will not adversely affect progress of work, in accordance with the following provisions: • The employee must remain in career status during the entire quarter or semester. • The course or courses must be listed on the Employee Development Plan and approved before registration for each academic quarter or semester. • Time off to attend and register for approved courses may be allowed only when such courses cannot reasonably be taken outside the employee's scheduled working hours. • Time off with pay may not exceed six hours per week, including time for travel and registration. Time off with pay is not allowed for study, library, or faculty consultation time. Additional time required must be accounted for by an adjusted work schedule or by use of vacation credit. • Time off with pay to take Web/Internet based courses is not allowed. a. Tier 1: b. Tier 2:

College Degrees, Specialty Certificates, and College Level Courses. Career employees who have passed probation may take college-level, specialty certificate, and continuing education courses as described below. Satisfactory job performance is a prerequisite to participation in these Tier 1 and Tier 2 programs. The employee must have an Employee Development Plan approved by his or her supervisor, division director, or the Operations Department Head, and the Human Resources Operations Manager or designee. Approval is based on: a. : • Relevance to LBNLthe Laboratory’s mission. b. . • Mutual benefit to the employee's career and the long-term interests of LBNL. c. the Laboratory. • Whether there is a reasonable expectation that the employee shall remain as a employee in the employ of LBNL the Laboratory for a sufficient period of time to provide a fair return for the training costs. d. . • Whether the proposed curriculum and timetable are realistic. e. . • Whether the department/division’s work needs can be met during any employee absences due to attending class. Employees may be reimbursed as noted below for tuition, laboratory fees, educational fees, and other fees required for registration when the employee submits proof of successful course completion and receipts for payment of fees to the Training Administrator in the Human Resources Department. Nonresident tuition is not reimbursable. Successful completion is receipt of a grade of at least a “C” for undergraduate work or “B” for graduate work if the institution uses the “A–F” system of grading. If there is a choice between receiving a letter grade or a “Pass/Fail” evaluation, the employee must take the letter grade. Reimbursement is also allowed when an employee is forced to withdraw from a course because of work requirements, provided he/she submits evidence from the instructor that the employee’s work in the course was satisfactory at the time of forced withdrawal. When necessary, the Human Resources Operations Manager or designee may advance payment of the costs provided the employee agrees to return the payment if the employee is unable to provide evidence of satisfactory completion. Employees who are eligible for the University of California Reduced-Reduced- Fee Enrollment Benefit must take advantage of that benefit. Employees who terminate employment before the end of the quarter or semester are not eligible for reimbursement of fees unless the termination is due to an involuntary layoff and when the employee was notified of layoff after the beginning of the class. Employees whose fees have been paid through an advance agreement must repay the advance at termination. Time off with pay may be granted when the employee’s absence will not adversely affect progress of work, in accordance with the following provisions: • The employee must remain in career status during the entire quarter or semester. • The course or courses must be listed on the Employee Development Plan and approved before registration for each academic quarter or semester. • Time off to attend and register for approved courses may be allowed only when such courses cannot reasonably be taken outside the employee's scheduled working hours. • Time off with pay may not exceed six hours per week, including time for travel and registration. Time off with pay is not allowed for study, library, or faculty consultation time. Additional time required must be accounted for by an adjusted work schedule or by use of vacation credit. • Time off with pay to take Web/Internet based courses is not allowed. a. Tier 1: b. Tier 2:

College Degrees, Specialty Certificates, and College Level Courses. Career employees who have passed probation may take college-level, specialty certificate, and continuing education courses as described below. Satisfactory job performance is a prerequisite to participation in these Tier 1 and Tier 2 programs. The employee must have an Employee Development Plan approved by his or her supervisor, division director, or the Operations Department Head, and the Human Resources Operations Manager or designee. Approval is based on: a. Relevance to LBNL’s mission. b. Mutual benefit to the employee's career and the long-term interests of LBNL. c. Whether there is a reasonable expectation that the employee shall remain as a employee of LBNL for a sufficient period of time to provide a fair return for the training costs. d. Whether the proposed curriculum and timetable are realistic. e. Whether the department/division’s work needs can be met during any employee absences due to attending class. Employees may be reimbursed as noted below for tuition, laboratory fees, educational fees, and other fees required for registration when the employee submits proof of successful course completion and receipts for payment of fees to the Training Administrator in the Human Resources Department. Nonresident tuition is not reimbursable. Successful completion is receipt of a grade of at least a “C” for undergraduate work or “B” for graduate work if the institution uses the “A–F” system of grading. If there is a choice between receiving a letter grade or a “Pass/Fail” evaluation, the employee must take the letter grade. Reimbursement is also allowed when an employee is forced to withdraw from a course because of work requirements, provided he/she submits evidence from the instructor that the employee’s work in the course was satisfactory at the time of forced withdrawal. When necessary, the Human Resources Operations Manager or designee may advance payment of the costs provided the employee agrees to return the payment if the employee is unable to provide evidence of satisfactory completion. Employees who are eligible for the University of California Reduced-Reduced- Fee Enrollment Benefit must take advantage of that benefit. Employees who terminate employment before the end of the quarter or semester are not eligible for reimbursement of fees unless the termination is due to an involuntary layoff and when the employee was notified of layoff after the beginning of the class. Employees whose fees have been paid through an advance agreement must repay the advance at termination. Time off with pay may be granted when the employee’s absence will not adversely affect progress of work, in accordance with the following provisions: • The employee must remain in career status during the entire quarter or semester. • The course or courses must be listed on the Employee Development Plan and approved before registration for each academic quarter or semester. • Time off to attend and register for approved courses may be allowed only when such courses cannot reasonably be taken outside the employee's scheduled working hours. • Time off with pay may not exceed six hours per week, including time for travel and registration. Time off with pay is not allowed for study, library, or faculty consultation time. Additional time required must be accounted for by an adjusted work schedule or by use of vacation credit. • Time off with pay to take Web/Internet based courses is not allowed. a. Tier 1: b. Tier 2:

College Degrees, Specialty Certificates, and College Level Courses. Career employees who have passed probation may take college-level, specialty certificate, and continuing education courses as described below. Satisfactory job performance is a prerequisite to participation in these Tier 1 and Tier 2 programs. The employee must have an Employee Development Plan approved by his or her supervisor, division director, or the Operations Department Head, and the Human Resources Operations Manager or designee. Approval is based on: a. : • Relevance to LBNLthe Laboratory’s mission. b. mission • Mutual benefit to the employee's career and the long-term interests of LBNL. c. the Laboratory • Whether there is a reasonable expectation that the employee shall remain as a employee in the employ of LBNL the Laboratory for a sufficient period of time to provide a fair return for the training costs. d. costs • Whether the proposed curriculum and timetable are realistic. e. realistic • Whether the department/division’s work needs can be met during any employee absences due to attending class. class Employees may be reimbursed as noted below for tuition, laboratory fees, educational fees, and other fees required for registration when the employee submits proof of successful course completion and receipts for payment of fees to the Training Administrator in the Human Resources Department. Nonresident tuition is not reimbursable. Successful completion is receipt of a grade of at least a “C” for undergraduate work or “B” for graduate work if the institution uses the “A–F” system of grading. If there is a choice between receiving a letter grade or a “Pass/Fail” evaluation, the employee must take the letter grade. Reimbursement is also allowed when an employee is forced to withdraw from a course because of work requirements, provided he/she submits evidence from the instructor that the employee’s work in the course was satisfactory at the time of forced withdrawal. When necessary, the Human Resources Operations Manager or designee may advance payment of the costs provided the employee agrees to return the payment if the employee is unable to provide evidence of satisfactory completion. Employees who are eligible for the University of California Reduced-Fee Enrollment Benefit must take advantage of that benefit. Employees who terminate employment before the end of the quarter or semester are not eligible for reimbursement of fees unless the termination is due to an involuntary layoff and when the employee was notified of layoff after the beginning of the class. Employees whose fees have been paid through an advance agreement must repay the advance at termination. Time off with pay may be granted when the employee’s absence will not adversely affect progress of work, in accordance with the following provisions: • The employee must remain in career status during the entire quarter or semester. • The course or courses must be listed on the Employee Development Plan and approved before registration for each academic quarter or semester. • Time off to attend and register for approved courses may be allowed only when such courses cannot reasonably be taken outside the employee's scheduled working hours. • Time off with pay may not exceed six hours per week, including time for travel and registration. Time off with pay is not allowed for study, library, or faculty consultation time. Additional time required must be accounted for by an adjusted work schedule or by use of vacation credit. • Time off with pay to take Web/Internet based courses is not allowed. a. 1. Tier 1: b. 2. Tier 2: