College Tuition. The Board agrees to pay the tuition for college credit hours beyond the M.A. + thirty (30) if the application for approval is signed by the Superintendent, or his/her designee.
College Tuition. The Board agrees to reimburse each professional employee for up to three (3) approved semester credits earned during the 2021-2022 contract year. Courses for which credit is reimbursed must be from an accredited college or university and may be graduate or undergraduate level. Reimbursement for successful completion of an American Board for Certification of Teacher Excellence (ABCTE) assessments during the 2021-2022 contract year. The reimbursement amount per credit will be the lesser of: The actual cost of the credit, or 75% of the average cost per credit at Boise State University, Idaho State University, and the University of Idaho during the time that the credit is earned, regardless of where the employee actually takes the course. The administration shall calculate the average cost. ABCTE completion will be reimbursed at 75% of the average cost of three (3) college credits. The professional employee’s reimbursement payment request must be in the Superintendent’s office on or before January 15th for courses taken after September 1 to be eligible for payment on the February payroll, by September 15 for courses taken after January 15th to be eligible for payment on the October payroll. To be eligible for credit reimbursement the professional employee must be on a current contract. Credits earned through participation in courses where the District contributes funding for the class will not be eligible for tuition reimbursement if the District participation equals or exceeds the District’s financial responsibility listed above. Expires June 30, 2022
College Tuition. The Board will appropriate $5,000 each fiscal year of the contract for college credit reimbursement (excluding testing and/or licensure) during the length of this contract. This appropriation will not be carried over so it needs to be used during the fiscal year in question. Fiscal years run from July 1 to June 30. The Board shall reimburse up to a maximum of $400 per employee per fiscal year for any superintendent or designee approved college tuition paid out of pocket by the bargaining unit employee for any job-related college courses taken during the fiscal year. Proof of payment along with proof of completion of class (example: grade) must accompany request for reimbursement. The course must be approved in advance by the superintendent or his/her designee in order to be eligible for the reimbursement. (See Appendix F for the Tuition Reimbursement Form). Payment will be made on a first-come, first-service basis until the appropriation is fully depleted for the fiscal year. The reimbursement will be paid within 30 days of submission of course completion paperwork to the Treasurer/CFO’s office of the approved reimbursement. Applications for course approval can be obtained at the Treasurer’s office or website.
College Tuition.
1. The XxXxxx-Xxxxxxxx Joint School District will reimburse teachers the actual cost of the course, credit, and instructor fees, up to $300 per employee per year for continuing education for the current fiscal year. Reimbursement will be made upon submittal of official transcripts and proof of payment during the current fiscal year, July 1 – June 30.
2. Staff hired in certified positions who are enrolled in their first state approved master’s degree program are eligible for up to $4,000 reimbursement of course, credit, and instructor fees. The master’s degree program must be applicable to education and pre-approved by the staff member’s building principal and Superintendent. It must also qualify the District for additional revenue from the state of Idaho. Reimbursement will be made upon submittal of official transcripts and proof of payment during the current fiscal year, July 1 – June 30.
3. Courses must be directly related to educational assignment and/or professional improvement. For reimbursement, prior approval must be granted by the building principal and Superintendent of schools.
4. A record showing credits earned and a statement showing cost of course must be on file in the District Office before reimbursement will be made.
5. By May 1, the certificated employee must notify the District of plans to complete requirements in time for advancement on the salary schedule the next school year. Transcripts or proof of completion must be on file by September 15 in order to advance on the salary schedule for that school year.
6. For credits to apply toward movement on the salary schedule, prior approval must be granted by the building principal and the Superintendent.
College Tuition. Employees shall be entitled to receive the tuition remission benefits under University policy applicable to employees in this bargaining unit.
College Tuition. Employees shall be entitled to receive the tuition remission/reimbursement benefits in accordance to the TUHS policy with the understanding that Xxxxxx has the sole right to change the policy. If Temple changes the policy it shall meet and discuss with the Union in advance if so requested.
College Tuition. The Board agrees to reimburse each professional employee for up to three (3) approved semester credits earned during the 2016-2017 contract year. Courses for which credit is reimbursed must be from an accredited college or university and may be graduate or undergraduate level. The reimbursement amount per credit will be the lesser of: The actual cost of the credit, or 75% of the average cost per credit at Boise State University, Idaho State University, and University of Idaho during the time that the credit is earned, regardless of where the employee actually takes the course. The administration shall calculate the average cost. The professional employee’s reimbursement payment request must be in the Superintendent’s office on or before February1, for courses taken after September 1 and by September 15 for courses taken after February 1. To be eligible for credit reimbursement in September, the professional employee must be on current contract. Credits earned through participation in courses where the District contributes funding for the class will not be eligible for tuition reimbursement if the District participation equals or exceeds the District’s financial responsibility listed above.
College Tuition. Section 22.1 The Town of Xxxxxxx shall reimburse an employee up to $500 per fiscal year
College Tuition. A. Employees shall be entitled to receive the tuition remission benefits under University policy applicable to employees in this bargaining unit.
B. The legally dependent children (whether by birth or adoption) of a permanent, full-time employee shall be entitled to full tuition for ten semesters of undergraduate work in Temple’s undergraduate colleges, if they are enrolled as full-time students and must complete the benefit no later than six (6) years after enrollment.
C. These tuition benefits cease with the employee’s termination of employment, permanent layoff or extended leave of absence.
D. If an employee dies while a legally dependent child is enrolled at Temple under this benefit, such child may continue to receive the benefit until the completion of eight semesters of undergraduate work.
College Tuition. The Board agrees to reimburse each professional employee for up to three (3) approved semester credits earned during the 2020-2021 contract year. Courses for which credit is reimbursed must be from an accredited college or university and may be graduate or undergraduate level. Reimbursement for successful completion of an American Board for Certification of Teacher Excellence (ABCTE) assessments during the 2020-2021 contract year. The reimbursement amount per credit will be the lesser of: The actual cost of the credit, or 75% of the average cost per credit at Boise State University, Idaho State University, and the University of Idaho during the time that the credit is earned, regardless of where the employee actually takes the course. The administration shall calculate the average cost. ABCTE completion will be reimbursed at 75% of the average cost of three (3) college credits. The professional employee’s reimbursement payment request must be in the Superintendent’s office on or before January 15th for courses taken after September 1 to be eligible for payment on the February payroll, by September 15 for courses taken after January 15th to be eligible for payment on the October payroll. To be eligible for credit reimbursement the professional employee must be on a current contract. Credits earned through participation in courses where the District contributes funding for the class will not be eligible for tuition reimbursement if the District participation equals or exceeds the District’s financial responsibility listed above. ARTICLE XIII – COMPENSATION
1. Salary Schedule for Professional Employees Residency 1 $40,000 $40,000 $40,000 Residency 2 $40,000 $40,000 $40,500 Residency 3 $40,000 $40,000 $41,000 Prof 1 $42,500 $44,500 $46,000 Prof 2 $42,500 $44,500 $46,000 Prof 3 $42,500 $44,500 $46,000 Prof 4 A $43,988 $46,280 $47,840 Prof 4 B $44,510 Prof 5 $45,527 $48,131 $49,754 Prof 6 $47,121 $48,800 $49,963 Prof 7 A $49,571 $50,745 Prof 7 B $49,571 $51,672 Prof 8 A $51,285 $52,485 Prof 8 B $52,234 $53,447 Prof 9 A $53,063 $54,288 Prof 9 B $53,063 $54,288 Prof 10 A $54,910 $56,162 Prof 10 B $55,931 $57,197 Prof 10 C $56,823 $58,103 Prof 10 D $58,584 $60,940 Prof 10 E $59,679 $65,263 All staff will be frozen and will not advance on the rung or lanes for the 2020-2021 school year. Staff that were incorrectly placed on the 2019-2020 salary schedule will be placed on the correct rung and lane. The District honored the misplacement on the salary schedule for ...
