Educational Assistance. Section 1. Tuition reimbursement shall be provided to employees covered by this collective bargaining AGREEMENT under the same terms and conditions, policies and procedures as the rest of Hennepin County and reflecting a county–wide pool for funding. See Hennepin County Tuition Reimbursement Policy Frequently Asked Questions
Section 2. Where courses are required and certified by the appointing authority as essential to current job performance, such appointing authority shall grant 100% reimbursement for tuition, required fees and required study materials.
Section 3. At the request of an employee, an Individual Development Plan shall be established. Any employee making the request shall be provided with paid time to work with their Supervisor or Human Resources to develop a training plan for career development within Hennepin County. Human Resources will be a source of career information, and postings, in which the employee may have an interest. Time allotted for this activity and the training plan adopted shall be subject to mutual agreement of the Employee and Supervisor.
Educational Assistance. To qualify for reimbursement, an employee must be a regular employee upon enrolment. To be approved, the courses described below must be related to the employee's present position or career development:
(a) on-campus or extension courses taken for credit and given by accredited higher educational institutions;
(b) correspondence courses taken from recognized schools;
(c) vocational or business courses taken from recognized schools;
(d) technical courses taken from recognized engineering/technical institutions;
(e) seminars. All applications for training assistance must be submitted prior to registration in the course. The employee shall initially pay the tuition fees, with reimbursement provided on proof of successful completion of the program.
Educational Assistance. The Company shall provide financial assistance to eligible employees who, while still employed and outside of their regular working schedule, satisfactorily complete approved courses in accordance with educational assistance programs as established by the Company.
Educational Assistance. The City of Batavia may provide educational assistance to all full-time employees who have completed one year of service. Educational Assistance benefits will be provided in accordance with the current City’s approved Educational Assistance Policy.
Educational Assistance. To aid and encourage employees to complete approved educational courses that are job related and/or deemed beneficial to the Employer, full-time employees who have completed at least 12 months of employment with the Employer are eligible to apply for reimbursement of tuition and certain other expenses as set forth herein.
a) Employees must obtain prior written approval from the Employer using forms designated by the Employer. Requests must be submitted at least two weeks prior to the first day of class. Courses must be taken from an accredited two-year or four-year institution. Seminars, workshops and other training sessions which do not provide credit are excluded under this policy. Class attendance and homework assignments must be completed on the employee's own time, unless PTO is being used and is authorized by the Employer.
b) Reimbursement for a completed course will be at one-hundred percent (100%) for tuition, textbook and lab fee expenses only up to maximum of $3,000 per calendar year, provided a grade of “C” or better is attained. Reimbursement will be processed as a non-taxable expenditure to the extent permitted by law. Request for reimbursement must be made within 30 days of completion of course and must include an official grade transcript and a receipt verifying that the tuition and other eligible expenses for the course(s) have been paid in full. The Employer will not provide reimbursement if the tuition or other eligible expenses were covered by scholarship, grants, veterans benefits, etc.
c) If an employee voluntarily separates from employment with the Employer within 12 months of reimbursement of tuition and other eligible expenses, the employee will be liable for repayment of such reimbursement on a pro-rated basis and such amount will be deducted from the separating employee's final payroll check prior to distribution.
Educational Assistance. 28.01 The Employer encourages vocational development by providing financial assistance for approved education programs. On successful completion of an approved course, the Employer will refund up to a maximum of two hundred dollars ($200.00) for the tuition cost of education courses (not including textbooks or materials) provided the following conditions are met:
a) The course is relevant to the employee’s job either now or in the future.
b) The course is provided by a recognized educational institution, and
c) The course is successfully completed.
28.02 Requests for educational assistance must be submitted to the department supervisor and approved by the Employer prior to the commencement of the course and, in order to receive a refund, proof of successful completion of the course must be submitted.
Educational Assistance. Employees shall be eligible for the Educational Assistance Program as provided in the Personnel Policies and Practices Resolution #98-394. Funding levels for this County- wide program shall be set by the Board of Supervisors by adoption of the County’s annual budget.
Educational Assistance. 15.01 The University agrees to waive the cost of tuition (excluding the costs of textbooks and laboratory fees) for a regular full-time employee who wishes to enroll in any course or program of studies offered by the University of Guelph, including courses offered in programs of the University of Guelph-Humber partnership, for which the employee is accepted.
15.02 Wherever possible the courses attended should be scheduled outside the employee’s normal working hours. When this is not possible the employee will not lose regular pay (excluding premiums) for attendance during working hours up to a maximum of three (3) hours per week provided that:
(a) if the course is available outside the employee’s working hours the paid leave as mentioned herein will not be available to the employee; and
(b) a request for the application of tuition waiver and leave of absence must be approved by the Assistant Vice-President, Human Resources prior to registering for the course. Approval by the Department Head/Supervisor will be required only in cases where time off the job is requested. Such approval will not be unreasonably withheld; and
(c) such leave will be granted provided that the operating needs of the department are not prejudiced, but the University agrees to take into account the needs of the employee. In the event of conflicts between employees such conflicts will be resolved on a seniority basis where operating requirements of the department are not a factor; and
(d) the employee will inform their supervisor of the course schedule as soon as the employee is made aware of the schedule.
Educational Assistance. When an employee is requested by the Employer to take a special educational course, the Employer will pay the full cost of the course plus required course material. When an employee takes a course on his/her own initiative, the Employer will refund 50% of the cost of tuition fees to a maximum of $400 per calendar year (effective January 1, 2006 the maximum shall be increased to $450). However, the employee must comply with the following requirements:
a) The employee is to have been employed for at least six (6) months;
b) The course must be work-related and be taken at a recognized educational institution approved by the Employer. Prior approval must be received for each course;
c) The employee must be on permanent staff upon completion of the course. Upon successful completion of a course, evidence of such should be presented to his/her Publisher who will make the refund payment. It is the right of the Employer to refuse or withdraw financial assistance to any employee who does not adhere to the above requirement.
