Educational Reimbursement Plan Sample Clauses

Educational Reimbursement Plan. All full-time employees who have completed 6 months of service may qualify for the Educational Reimbursement Plan.
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Educational Reimbursement Plan. The educational reimbursement program encourages personal development through formal education so that employees can maintain and improve job related skills or enhance their ability to compete for reasonably attainable jobs within the City of Pensacola. Individual courses that are part of a degree, licensing, or certification program must be related to the employees current job duties or a foreseeable future position. The City of Pensacola may reimburse employees for the costs of obtaining undergraduate or graduate degrees with the City of Pensacola. Employees should contact Human Resources for more information about educational reimbursement. Employees requesting educational reimbursement must prior to registration, submit an application for reimbursement on the Application for Education Benefits Form (PF-202), to the department director for approval prior to class registration. The department director will determine if funds have been budgeted and are currently available in the department’s budget. Each course must be part of a curriculum related to an employee’s present position with the City of a reasonable promotional objective as determined by the Chief Human Resources Officer. Once this determination has been made, then the approved request form (PF 202) will be submitted by the department director to the Human Resources Division, before course registration commences. In order to receive reimbursement, an employee must submit a copy of his or her final grades within forty-five (45) days of completion of the course, to the department director to be forwarded to the Chief Human Resources Officer for final review and payment. When an employee has received advance approval for education reimbursement, following the receipt of grades at the end of a course, the employee must have achieved a grade of “C” or better; however, an employee will not receive reimbursement by the City of any course for which the employee has also received reimbursement or payment from any other source. The City encourages all employees to utilize courses offered by the University of West Florida or Pensacola State College. Approved reimbursement will be made at the prevailing hourly course rate for “in state” students, utilized at the University of West Florida or at Pensacola State College, respectively. Employees who otherwise meet the educational reimbursement criteria set forth above but who elect to attend a college or university other than the University of West Florida or...
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Educational Reimbursement Plan. For job related educational programs approved by the Police Chief and a minimum passing grade of “C” the following reimbursement schedule is applicable:
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Educational Reimbursement Plan. The educational reimbursement program encourages personal development through formal education so that employees can maintain and improve job related skills or enhance their ability to compete for reasonably attainable jobs within the City of Pensacola. Individual courses that are part of a degree, licensing, or certification program must be related to the employees current job duties or a foreseeable future position. The City of Pensacola may reimburse employees for the costs of obtaining undergraduate or graduate degrees in a position with the City of Pensacola. Employees should contact Human Resources for more information about educational reimbursement.
Sample 1Sample 2Sample 3See All (4)
Educational Reimbursement Plan. The educational reimbursement program encourages personal development through formal education so that employees can maintain and improve job related skills or enhance their ability to compete for reasonably attainable jobs within the City of Pensacola. Individual courses that are part of a degree, licensing, or certification program must be related to the employees current job duties or a foreseeable future position. The City of Pensacola may reimburse employees for the costs of obtaining undergraduate or graduate degrees with the City of Pensacola. Employees should contact Human Resources for more information about educational reimbursement. Employees requesting educational reimbursement must prior to registration, submit an application for reimbursement on the Application for Education Benefits Form (PF-202), to the department director for approval prior to class registration. The department director will determine if funds have been budgeted and are currently available in the department’s budget. The City will budget $30,000 toward the educational reimbursement annual total for members of the all three FOP collective bargaining units (Officer, Sgt, and Lt). If 75% of the funds are allocated during a
Sample 1
Educational Reimbursement Plan. Section 1 - Objective XXXXX’s Educational Reimbursement Plan is designed to encourage Employees to continue education in subjects and fields of endeavor which directly relate to their present job and to the Company’s operation, activities, and objective. All full-time Employees who have completed twelve (12) months of employment are eligible to register for courses under educational assistance. The Company will reimburse the total cost, up to a maximum of $750.00 per calendar year for job-related courses. High school or college level courses must be given at a generally recognized institution of learning.
Sample 1
Educational Reimbursement Plan 
Sample 1
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Related to Educational Reimbursement Plan

  • Educational Reimbursement SECTION 1. The purpose of this Article is to xxxxxx a learning environment and provide educational opportunities that are mutually beneficial to the employees and the County and will encourage eligible employees to participate in education programs which will further their skills and knowledge for use in their current position or for use in a possible future position of greater responsibility. The Educational Reimbursement Program shall be a plan as provided for in Section 127 of the Internal Revenue Code of 1986, as amended (the “Code”) and shall be construed consistently with the requirements of Section 127. Amounts paid for tuition reimbursement meeting the requirements of Section 127 of the IRS Tax Code are not included in an Employee’s income or subject to income tax withholding up to a maximum of $5,250 annually. If subsequent tax law changes fail to continue the tax-free treatment, or in any way modify its treatment, appropriate adjustments in tax withholding will be made from the effective date of the change. This Article does not apply to training seminars, conferences, workshops, etc.

  • Travel Reimbursement 2.1 The County will only cover costs associated with travel on vendors outside a 50 mile radius from Xxxxxxxxxx County, Texas.

  • Tuition Reimbursement A. Agencies may approve full or partial tuition reimbursement, consistent with agency policy and within available resources.

  • Transportation Reimbursement Employees who, during the course of their normal duties, are required to actually transport clients/consumers/felons in their own personal vehicle on a regular basis, are eligible for reimbursement for the cost of an automobile rider to their existing insurance policy. To be eligible for the reimbursement, the employee must demonstrate the following:

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