Common use of Educational Reimbursement Clause in Contracts

Educational Reimbursement. A) The City will reimburse tuition costs and general fees for courses taken at an educationally accredited college or university by full-time permanent employees. Such course work must be approved prior to enrolling by submitting documentation that the course(s) is necessary toward a degree which is required for a position in the City (including electives for that degree). Thereafter, the course work must be approved by the Department Head and finally to the Director of Human Resources. The fact that a specific course is required for a degree major where the degree with such a major exists as a minimum requirement for a higher classification will be relevant. B) The city will also reimburse for technical courses. Courses must either be directly related to the employees current job or related to another classification career path. The determination of relatedness shall be made by the Director of Human Resources. To be related to a career path the course work must be within three (3) normal promotional steps. Technical courses will be fully reimbursed for a passing grade. C) The City will reimburse the employee the cost of tuition and general fees for ten (10) credit hours per quarter/semester at the percentage rate of 100% for a grade of "A" "B" or "C". Reimbursement shall be limited to tuition levels and general fees charged by the University of Toledo. These costs will be reimbursed upon the documented presentation of a "C" or 2.0 grade or better. D) If licensing or certification is a requirement of a classification held by an employee, the City shall pay the employee's licensing or certification expenses. Expenses for required training and/or educational units necessary for maintaining licenses or certifications used or mandated for any classification shall also be reimbursed by the City. E) The City shall provide training and/or educational programs for full-time permanent employees to enhance career development under a program established jointly by the parties. (refer to Section 2105.72) F) The City and AFSCME Local 2058 recognize the importance of maintaining and upgrading skills as changes occur in the workplace. The parties are committed to identifying resources to assist employees with upgrading their skills. Training in these new areas may be done by City personnel. When it is beyond the scope of City personnel, training may be conducted through outside services. These costs shall be borne under the City's continuing education program. G) Any employee participating in the tuition reimbursement program that resigns, retires (non- disability) or is terminated must repay in full the tuition reimbursement paid by the City for courses completed less than five (5) years prior to the date of resignation, retirement, or termination. If necessary, this amount shall be deducted from the employee’s severance pay and/or his or her final paycheck. In the event the employee’s severance pay and/or final paycheck are insufficient to cover the full tuition reimbursement owed to the City, the employee must make arrangements to repay the amount owed. The City may pursue collection of the amount owed, if necessary. An employee who resigns or is terminated for cause or performance will lose all rights and benefits under the educational reimbursement refund policy effective on the date of his or her resignation, retirement, or termination.

Educational Reimbursement. A) The City will reimburse tuition costs and general fees for courses taken at an educationally accredited college or university by full-time permanent employees. Such course work must be approved prior to enrolling by submitting documentation that the course(s) is necessary toward a degree which is required for a position in the City (including electives for that degree). Thereafter, the course work must be approved by the Department Head and finally to the Director of Human Resources. The fact that a specific course is required for a degree major where the degree with such a major exists as a minimum requirement for a higher classification will be relevant. B) The city City will also reimburse for technical courses. Courses must either be directly related to the employees employee’s current job or related to another classification career path. The determination of relatedness shall be made by the Director of Human Resources. To be related to a career path the course work must be within three (3) normal promotional steps. Technical courses will be fully reimbursed for a passing grade. C) The City will reimburse the employee the cost of tuition and general fees for ten (10) credit hours per quarter/semester at the percentage rate of 100% for a grade of "A" "B" or "C". Reimbursement shall be limited to tuition levels and general fees charged by the University of Toledo. These costs will be reimbursed upon the documented presentation of a "C" or 2.0 grade or better. D) If licensing or certification is a requirement of a classification held by an employee, the City shall pay the employee's licensing or certification expenses. Expenses for required training and/or educational units necessary for maintaining licenses or certifications used or mandated for any classification shall also be reimbursed by the City. E) The City shall provide training and/or educational programs for full-time permanent employees to enhance career development under a program established jointly by the parties. (refer to Section 2105.722106.72) F) The City and AFSCME Local 2058 recognize the importance of maintaining and upgrading skills as changes occur in the workplace. The parties are committed to identifying resources to assist employees with upgrading their skills. Training in these new areas may be done by City personnel. When it is beyond the scope of City personnel, training may be conducted through outside services. These costs shall be borne under the City's continuing education program. G) Any employee participating in the tuition reimbursement program that resigns, retires (non- disability) or is terminated must repay in full the tuition reimbursement paid by the City for courses completed less than five (5) years prior to the date of resignation, retirement, or termination. If necessary, this amount shall be deducted from the employee’s severance pay and/or his or her final paycheck. In the event the employee’s severance pay and/or final paycheck are insufficient to cover the full tuition reimbursement owed to the City, the employee must make arrangements to repay the amount owed. The City may pursue collection of the amount owed, if necessary. An employee who resigns or is terminated for cause or performance will lose all rights and benefits under the educational reimbursement refund policy effective on the date of his or her resignation, retirement, or termination. 2106.92 Base Annual Salaries A) Hourly Wages B) In accordance with Section 2106.02 “Classifications,” effective January 1, 2019, the Supervisor – Communications position will be divided into Supervisor - Police Communications and Supervisor - Fire Communications. The Supervisor - Fire Communications classification will be assigned to salary group eleven (11) and the Supervisor - Police Communications classification will be assigned to salary group thirteen (13). The employees will not receive another base wage increase for the duration of the agreement. CD) An employee who is promoted or who works above his classification will receive the Starting Rate of the class to which the employee has been promoted unless the Starting Rate of the new classification is less than four percent (4%) greater than the rate the employee was earning in his regular classification. If the Starting Rate of the new classification is not at least four percent (4%) greater than the rate the employee was earning in his regular classification, then the employee shall receive the full rate of the new classification. When an employee falls into a pay status that reflects less than one (1) cent, between the start rate and the full rate, then the City shall pay the full rate of pay. The Mayor may decide to pay a promoted employee at the full rate of pay that is applicable, provided that such decisions shall not establish a precedent or practice. Promoted employees at the Starting Rate will remain at the rate for one thousand forty (1,040) actual work hours after their appointment.

Educational Reimbursement. A‌ A. Upon proof of satisfactory completion, which is defined as a "C" or better or "Pass" in a pass/fail course, the City shall reimburse the employee for one hundred percent (100%) The City of the costs incurred in the pursuance of educational courses subject to the following limitations: 1. Reimbursable items include textbooks, materials, fees and/or tuition, which are required for the course. 2. All expenses claimed must be accompanied by appropriate receipts. 3. Courses or subjects covered will reimburse tuition costs be job-related in that they: a. Directly relate to present job b. Directly relate to a position to which the employee could be promoted. 4. All courses covered and general fees for courses taken at an educationally accredited college or university expenditures made by full-time permanent employees. Such course work this Agreement must be approved prior to enrolling by submitting documentation that the course(s) is necessary toward a degree which is required for a position in the City (including electives for that degree). Thereafter, the course work must be approved advance by the Department Head employee's department head and finally to the Director of Human Resources. The fact that a specific course is required for a degree major where the degree with such a major exists as a minimum requirement for a higher classification will be relevant. B) The city will also reimburse 5. To be eligible for technical coursesreimbursement the courses must be offered through an accredited college, university, community college or vocational schools. 6. Courses must either be that do not directly related relate to the employees current job or related to another classification career path. The determination of relatedness shall be made job, i.e., safety courses, management courses, etc., qualify if they are approved in writing by the department head and Director of Human Resources. To be related . B. Expenditures under this program shall not exceed $10,000 per fiscal year subject to a career path maximum of $800 per individual employee for the course work must be within three (3) normal promotional steps. Technical courses term of this Agreement; funds will be fully reimbursed for allocated on a passing grade"first come, first served" basis. C) C. The City shall encourage career growth and provide counseling to employees. Cross training shall be encouraged. On-the-job training and appropriate experience shall be considered and applied in evaluating employees for promotion. D. Dispatcher POST Training: Effective following ratification of this agreement by Local 1245 and adoption by the City Council in accordance with the MMBA, the City will allow Communications Dispatchers to attend POST training courses that are necessary to obtain and maintain certifications and/or to perform duties that the City may require. The City will reimburse pay for required travel costs related to POST training courses as specified in the employee City's travel policy. The City will pay the cost of tuition and general fees for ten (10) credit hours per quarter/semester at educational materials related to POST training courses by either the percentage rate of 100% for a grade of "A" "B" City purchasing materials in advance or "C". Reimbursement shall be limited to tuition levels and general fees charged by the University of Toledo. These costs will be reimbursed upon the documented presentation of a "C" or 2.0 grade or betteremployee receiving reimbursement for materials they are approved to purchase on their own. D) If licensing or certification is a requirement of a classification held by an employee, the City shall pay the employee's licensing or certification expenses. Expenses for required training and/or educational units necessary for maintaining licenses or certifications used or mandated for any classification shall also be reimbursed by the City. E) The City shall provide training and/or educational programs for full-time permanent employees to enhance career development under a program established jointly by the parties. (refer to Section 2105.72) F) The City and AFSCME Local 2058 recognize the importance of maintaining and upgrading skills as changes occur in the workplace. The parties are committed to identifying resources to assist employees with upgrading their skills. Training in these new areas may be done by City personnel. When it is beyond the scope of City personnel, training may be conducted through outside services. These costs shall be borne under the City's continuing education program. G) Any employee participating in the tuition reimbursement program that resigns, retires (non- disability) or is terminated must repay in full the tuition reimbursement paid by the City for courses completed less than five (5) years prior to the date of resignation, retirement, or termination. If necessary, this amount shall be deducted from the employee’s severance pay and/or his or her final paycheck. In the event the employee’s severance pay and/or final paycheck are insufficient to cover the full tuition reimbursement owed to the City, the employee must make arrangements to repay the amount owed. The City may pursue collection of the amount owed, if necessary. An employee who resigns or is terminated for cause or performance will lose all rights and benefits under the educational reimbursement refund policy effective on the date of his or her resignation, retirement, or termination.

Educational Reimbursement. A) The City encourages all employees to continue to develop themselves through special training and academic courses. The City will reimburse tuition costs and general fees for participate in an educational reimbursement program as follows: a. For courses taken at an educationally accredited college or university the request of the City, the full cost of tuition and books will be paid by full-time permanent employeesthe City. b. For job- related academic courses (up to eight (8) credits per term) taken on the employee’s own initiative, the City shall reimburse the employee fifty percent (50%) of the cost of tuition. Such course work must be approved prior Employees may pursue courses not directly eligible only when such courses are necessary to enrolling by submitting documentation that the course(s) is necessary toward complete requirements for a continuing program for a degree or certificate that is job-related. Job-related refers to courses directly related to the employee’s current position or other related positions within the City to which is required the employee might reasonably be promoted or transferred. Educational reimbursement may also be provided for courses that will lead to qualification for a position in new trade or profession within the City if approved by the Department Director. Educational reimbursement shall not be provided, however, for courses that will lead to qualification for a new trade, business or profession outside of the City. c. (including electives housekeeping) All applications for that degree). Thereafter, the course work educational reimbursement must be approved by the Department Head and finally dDepartment dDirector prior to the Director employee taking the course, and the employee must receive a passing grade of Human Resources. The fact that a specific “C” or above in the course is required to be eligible for a degree major where the degree with such a major exists as a minimum requirement for a higher classification will be relevantreimbursement. B) The city will also reimburse for technical courses. Courses must either be directly related to the employees current job or related to another classification career path. The determination of relatedness shall be made by the Director of Human Resources. To be related to a career path the course work must be within three (3) normal promotional steps. Technical courses will be fully reimbursed for a passing grade. C) The City will reimburse the d. An employee the cost of tuition and general fees for ten (10) credit hours per quarter/semester at the percentage rate of 100% for a grade of "A" "B" or "C". Reimbursement shall be limited to tuition levels and general fees charged by the University of Toledo. These costs will be reimbursed upon the documented presentation of a "C" or 2.0 grade or better. D) If licensing or certification is a requirement of a classification held by an employee, the City shall pay the employee's licensing or certification expenses. Expenses for required training and/or who receives educational units necessary for maintaining licenses or certifications used or mandated for any classification shall also be reimbursed by the City. E) The City shall provide training and/or educational programs for full-time permanent employees to enhance career development under a program established jointly by the parties. (refer to Section 2105.72) F) The City and AFSCME Local 2058 recognize the importance of maintaining and upgrading skills as changes occur in the workplace. The parties are committed to identifying resources to assist employees with upgrading their skills. Training in these new areas may be done by City personnel. When it is beyond the scope of City personnel, training may be conducted through outside services. These costs shall be borne under the City's continuing education program. G) Any employee participating in the tuition reimbursement program that resigns, retires (non- disability) or is terminated must repay in full the tuition reimbursement paid by funds from the City for courses completed less than five taken at the employee’s initiative under (5b) years above, must remain in the employ of the City for one (1) full year after the date of payment, or must repay the City for the full amount of the reimbursement received during their last year. Educational reimbursement will not be provided to any employee whose employment is terminated prior to the date completion of resignation, retirement, or terminationthe course unless the employee is terminated due to a reduction in force. 1. Employees shall submit in writing to the Department Director a request for educational reimbursement by December 1st of each year for budget consideration for the following fiscal year. If necessarythe employee does not submit their request by December 1st, this amount the Department Director may grant the request if funds are available to accommodate the request. The request shall contain the following: A. Type of course and institution B. Time, days each week (estimated) C. Estimated cost for tuition D. Course justification (i.e., relationship to job, other City jobs, and career) 2. The request for educational reimbursement shall be deducted from evaluated by the employee’s severance pay and/or his or her final paycheck. In Department Director using the event the employee’s severance pay and/or final paycheck are insufficient following criteria: A. Relationship to cover the full tuition reimbursement owed to the City, the employee must make arrangements to repay the amount owed. The City may pursue collection job duties B. Availability of the amount owed, if necessary. An employee who resigns or is terminated for cause or performance will lose all rights and benefits under the educational reimbursement refund policy effective on the date of his or her resignation, retirement, or termination.appropriations

Educational Reimbursement. ‌ A) The City will reimburse tuition costs and general fees for courses taken at an educationally accredited college or university by full-time permanent employees. Such course work must be approved prior to enrolling by submitting documentation that the course(s) is necessary toward a degree which is required for a position in the City (including electives for that degree). Thereafter, the course work must be approved by the Department Head and finally to the Director of Human Resources. The fact that a specific course is required for a degree major where the degree with such a major exists as a minimum requirement for a higher classification will be relevant. B) The city will also reimburse for technical courses. Courses must either be directly related to the employees current job or related to another classification career path. The determination of relatedness shall be made by the Director of Human Resources. To be related to a career path the course work must be within three (3) normal promotional steps. Technical courses will be fully reimbursed for a passing grade. C) The City will reimburse the employee the cost of tuition and general fees for ten (10) credit hours per quarter/semester at the percentage rate of 100% for a grade of "A" "B" or "C". Reimbursement shall be limited to tuition levels and general fees charged by the University of Toledo. These costs will be reimbursed upon the documented presentation of a "C" or 2.0 grade or better. D) If licensing or certification is a requirement of a classification held by an employee, the City shall pay the employee's licensing or certification expenses. Expenses for required training and/or educational units necessary for maintaining licenses or certifications used or mandated for any classification shall also be reimbursed by the City. E) The City shall provide training and/or educational programs for full-time permanent employees to enhance career development under a program established jointly by the parties. (refer to Section 2105.72) F) The City and AFSCME Local 2058 recognize the importance of maintaining and upgrading skills as changes occur in the workplace. The parties are committed to identifying resources to assist employees with upgrading their skills. Training in these new areas may be done by City personnel. When it is beyond the scope of City personnel, training may be conducted through outside services. These costs shall be borne under the City's continuing education program. G) Any employee participating in the tuition reimbursement program that resigns, retires (non- disability) or is terminated must repay in full the tuition reimbursement paid by the City for courses completed less than five (5) years prior to the date of resignation, retirement, or termination. If necessary, this amount shall be deducted from the employee’s severance pay and/or his or her final paycheck. In the event the employee’s severance pay and/or final paycheck are insufficient to cover the full tuition reimbursement owed to the City, the employee must make arrangements to repay the amount owed. The City may pursue collection of the amount owed, if necessary. An employee who resigns or is terminated for cause or performance will lose all rights and benefits under the educational reimbursement refund policy effective on the date of his or her resignation, retirement, or termination.. 2105.94 Base Annual Salaries‌ A) Starting the first full pay period of January 2022, the rates which were effective in January 2021, shall be increased by four percent (4.0%): 3 $16.464 $18.301 $17.286 $19.120 4 $17.509 $19.456 $18.329 $20.280 5 $18.695 $20.774 $19.509 $21.589 6 $20.160 $22.395 $21.060 $23.298 7 $21.759 $24.192 $22.780 $25.200 8 $23.639 $26.265 $24.797 $27.425 9 $24.489 $28.809 $25.752 $30.076 10 $25.766 $30.315 $27.133 $31.682 11 $27.224 $32.022 $28.696 $33.500 12 $28.887 $33.985 $30.473 $35.575 13 $30.802 $36.240 $32.550 $37.985 14 $33.003 $38.827 $34.943 $40.768 15 $35.522 $46.046 $37.546 $48.075 B) Starting the first full pay period of January 2023, the rates which were effective in January 2022, shall be increased by four percent (4.0%): C) Starting the first full pay period of January 2024, the rates which were effective in January 2023, shall be increased by four percent (4.0%):

Educational Reimbursement. AA. Upon proof of satisfactory completion, which is defined as a "C" or better or "Pass" in a pass/fail course, the City shall reimburse the employee for one hundred percent (100%) The City of the costs incurred in the pursuance of educational courses subject to the following limitations: 1. Reimbursable items include textbooks, materials, fees and/or tuition, which are required for the course. 2. All expenses claimed must be accompanied by appropriate receipts. 3. Courses or subjects covered will reimburse tuition costs be job-related in that they: a. Directly relate to present job b. Directly relate to a position to which the employee could be promoted. 4. All courses covered and general fees for courses taken at an educationally accredited college or university expenditures made by full-time permanent employees. Such course work this Agreement must be approved prior to enrolling by submitting documentation that the course(s) is necessary toward a degree which is required for a position in the City (including electives for that degree). Thereafter, the course work must be approved advance by the Department Head employee's department head and finally to the Director of Human Resources. The fact that a specific course is required for a degree major where the degree with such a major exists as a minimum requirement for a higher classification will be relevant. B) The city will also reimburse 5. To be eligible for technical coursesreimbursement the courses must be offered through an accredited college, university, community college or vocational schools. 6. Courses must either be that do not directly related relate to the employees current job or related to another classification career path. The determination of relatedness shall be made job, i.e., safety courses, management courses, etc., qualify if they are approved in writing by the department head and Director of Human Resources. To be related . B. Expenditures under this program shall not exceed $10,000 per fiscal year subject to a career path maximum of $800 per individual employee for the course work must be within three (3) normal promotional steps. Technical courses term of this Agreement; funds will be fully reimbursed for allocated on a passing grade“first come, first served” basis. C) C. The City shall encourage career growth and provide counseling to employees. Cross training shall be encouraged. On-the-job training and appropriate experience shall be considered and applied in evaluating employees for promotion. D. Dispatcher POST Training: Effective following ratification of this agreement by the Union and adoption by the City Council in accordance with the MMBA, the City will allow Communications Dispatchers to attend POST training courses that are necessary to obtain and maintain certifications and/or to perform duties that the City may require. The City will reimburse pay for required travel costs related to POST training courses as specified in the employee City’s travel policy. The City will pay the cost of tuition and general fees for ten (10) credit hours per quarter/semester at educational materials related to POST training courses by either the percentage rate of 100% for a grade of "A" "B" City purchasing materials in advance or "C". Reimbursement shall be limited to tuition levels and general fees charged by the University of Toledo. These costs will be reimbursed upon the documented presentation of a "C" or 2.0 grade or betteremployee receiving reimbursement for materials they are approved to purchase on their own. D) If licensing or certification is a requirement of a classification held by an employee, the City shall pay the employee's licensing or certification expenses. Expenses for required training and/or educational units necessary for maintaining licenses or certifications used or mandated for any classification shall also be reimbursed by the City. E) The City shall provide training and/or educational programs for full-time permanent employees to enhance career development under a program established jointly by the parties. (refer to Section 2105.72) F) The City and AFSCME Local 2058 recognize the importance of maintaining and upgrading skills as changes occur in the workplace. The parties are committed to identifying resources to assist employees with upgrading their skills. Training in these new areas may be done by City personnel. When it is beyond the scope of City personnel, training may be conducted through outside services. These costs shall be borne under the City's continuing education program. G) Any employee participating in the tuition reimbursement program that resigns, retires (non- disability) or is terminated must repay in full the tuition reimbursement paid by the City for courses completed less than five (5) years prior to the date of resignation, retirement, or termination. If necessary, this amount shall be deducted from the employee’s severance pay and/or his or her final paycheck. In the event the employee’s severance pay and/or final paycheck are insufficient to cover the full tuition reimbursement owed to the City, the employee must make arrangements to repay the amount owed. The City may pursue collection of the amount owed, if necessary. An employee who resigns or is terminated for cause or performance will lose all rights and benefits under the educational reimbursement refund policy effective on the date of his or her resignation, retirement, or termination.

Educational Reimbursement. A) The City will reimburse tuition costs and general fees for courses taken at an educationally accredited college or university by full-time permanent employees. Such course work must be approved prior to enrolling by submitting documentation that the course(s) is necessary toward a degree which is required for a position in the City (including electives for that degree). Thereafter, the course work must be approved by the Department Head and finally to the Director of Human Resources. The fact that a specific course is required for a degree major where the degree with such a major exists as a minimum requirement for a higher classification will be relevant. B) The city City will also reimburse for technical courses. Courses must either be directly related to the employees employee’s current job or related to another classification career path. The determination of relatedness shall be made by the Director of Human Resources. To be related to a career path the course work must be within three (3) normal promotional steps. Technical courses will be fully reimbursed for a passing grade. C) The City will reimburse the employee the cost of tuition and general fees for ten (10) credit hours per quarter/semester at the percentage rate of 100% for a grade of "A" and 90% for a grade of "B" or "C". Reimbursement shall be limited to tuition levels and general fees charged by the University of Toledo. These costs will be reimbursed upon the documented presentation of a "C" or 2.0 grade or better. D) If licensing or certification is a requirement of a classification held by an employee, the City shall pay the employee's licensing or certification expenses. Expenses for required training and/or educational units necessary for maintaining licenses or certifications used or mandated for any classification shall also be reimbursed by the City. E) The City shall provide training and/or educational programs for full-time permanent employees to enhance career development under a program established jointly by the parties. (refer to Section 2105.722106.72) F) The City and AFSCME Local 2058 recognize the importance of maintaining and upgrading skills as changes occur in the workplace. The parties are committed to identifying resources to assist employees with upgrading their skills. Training in these new areas may be done by City personnel. When it is beyond the scope of City personnel, training may be conducted through outside services. These costs shall be borne under the City's continuing education program. G) Any employee participating in the tuition reimbursement program that resigns, retires (non- disability) or is terminated must repay in full the tuition reimbursement paid by the City for courses completed less than five (5) two (2) years prior to the date of resignation, retirement, or termination. If necessary, this amount shall be deducted from the employee’s severance pay and/or his or her final paycheck. In the event the employee’s severance pay and/or final paycheck are insufficient to cover the full tuition reimbursement owed to the City, the employee must make arrangements to repay the amount owed. The City may pursue collection of the amount owed, if necessary. An employee who resigns or is terminated for cause or performance will lose all rights and benefits under the educational reimbursement refund policy effective on the date of his or her resignation, retirement, or termination.

Educational Reimbursement. A) The City will reimburse tuition costs and general fees for courses taken at an educationally accredited college or university by full-time permanent employees. Such course work must be approved prior to enrolling by submitting documentation that the course(s) is necessary toward a degree which is required for a position in the City (including electives for that degree). Thereafter, the course work must be approved by the Department Head and finally to the Director of Human Resources. The fact that a specific course is required for a degree major where the degree with such a major exists as a minimum requirement for a higher classification will be relevant. B) The city will also reimburse for technical courses. Courses must either be directly related to the employees current job or related to another classification career path. The determination of relatedness shall be made by the Director of Human Resources. To be related to a career path the course work must be within three (3) normal promotional steps. Technical courses will be fully reimbursed for a passing grade. C) The City will reimburse the employee the cost of tuition and general fees for ten (10) credit hours per quarter/semester at the percentage rate of 100% for a grade of "A" and 90% for a grade of "B" or "C". Reimbursement shall be limited to tuition levels and general fees charged by the University of Toledo. These costs will be reimbursed upon the documented presentation of a "C" or 2.0 grade or better. D) If licensing or certification is a requirement of a classification held by an employee, the City shall pay the employee's licensing or certification expenses. Expenses for required training and/or educational units necessary for maintaining licenses or certifications used or mandated for any classification shall also be reimbursed by the City. E) The City shall provide training and/or educational programs for full-time permanent employees to enhance career development under a program established jointly by the parties. (refer to Section 2105.72) F) The City and AFSCME Local 2058 recognize the importance of maintaining and upgrading skills as changes occur in the workplace. The parties are committed to identifying resources to assist employees with upgrading their skills. Training in these new areas may be done by City personnel. When it is beyond the scope of City personnel, training may be conducted through outside services. These costs shall be borne under the City's continuing education program. G) Any employee participating in the tuition reimbursement program that resigns, retires (non- disability) or is terminated must repay in full the tuition reimbursement paid by the City for courses completed less than five (5) two (2) years prior to the date of resignation, retirement, or termination. If necessary, this amount shall be deducted from the employee’s severance pay and/or his or her final paycheck. In the event the employee’s severance pay and/or final paycheck are insufficient to cover the full tuition reimbursement owed to the City, the employee must make arrangements to repay the amount owed. The City may pursue collection of the amount owed, if necessary. An employee who resigns or is terminated for cause or performance will lose all rights and benefits under the educational reimbursement refund policy effective on the date of his or her resignation, retirement, or termination.

Educational Reimbursement. AA. Full-time, regular employees shall qualify for participation in the tuition reimbursement program. Reimbursement will be subject to the following: (1) The course elected must be of benefit to the City will reimburse tuition costs and general fees for courses directly related to the employee’s current duties or future employment with the City. Courses taken to satisfy a degree requirement may be approved, provided that the degree goal is in the field of current employment of the employee or future employment with the City. (2) The employee must be enrolled in an institution of higher education fully accredited by the Western Association of Schools and Colleges (“WASC”), with the exception that any employee who is enrolled at an educationally a non-WASC accredited institution shall be deemed a legacy beneficiary of this section, so long as they were enrolled in such college or university by full-time permanent employees. Such course work must be approved prior to enrolling by submitting documentation July 31, 2024. (3) Each employee must attend on their own time and complete the course satisfactorily with a passing grade of “C” or its numerical equivalent, or a “pass” or “credit” for the class. (4) Employees planning on taking classes or entering a specific program that may be reimbursable will obtain approval for the course(sreimbursement prior to enrollment. (5) is Such reimbursement shall include tuition, necessary toward a degree which is required for a position in books, and parking fees used to complete course requirements on assigned projects, but shall not include travel time, mileage, or other miscellaneous costs. B. Upon completion of the City (including electives for that degree). Thereaftercourse, the course work must be employee shall attach the grade report along with receipts for eligible reimbursements to their approved by application for educational assistance and present it to the Department Head and finally Chief of Police or designee. The Chief of Police or designee will forward the records of completion to the Director of Human Resources. The fact that a specific course is required for a degree major where the degree with such a major exists as a minimum requirement for a higher classification will be relevant. B) The city will also reimburse for technical courses. Courses must either be directly related C. Reimbursement is limited to the employees current job or related to another classification career path. The determination of relatedness shall be made by the Director of Human Resources. To be related to a career path the course work must be within three five thousand five hundred dollars (3) normal promotional steps. Technical courses will be fully reimbursed for a passing grade$5,500 per calendar year. C) The City will reimburse D. Should the employee the cost leave City service within one year after completion of tuition and general fees course(s) paid for ten (10) credit hours per quarter/semester at the percentage rate of 100% for a grade of "A" "B" or "C". Reimbursement shall be limited to tuition levels and general fees charged by the University of Toledo. These costs will be reimbursed upon the documented presentation of a "C" or 2.0 grade or better. D) If licensing or certification is a requirement of a classification held by an employee, the City shall pay the employee's licensing or certification expenses. Expenses for required training and/or educational units necessary for maintaining licenses or certifications used or mandated for any classification shall also be reimbursed by the City. E, the costs of such course(s) The City shall provide training and/or educational programs for full-time permanent employees to enhance career development under a program established jointly by the parties. (refer to Section 2105.72) F) The City and AFSCME Local 2058 recognize the importance of maintaining and upgrading skills as changes occur in the workplace. The parties are committed to identifying resources to assist employees with upgrading their skills. Training in these new areas may be done by City personnel. When it is beyond the scope of City personnel, training may be conducted through outside services. These costs shall be borne under the City's continuing education program. G) Any employee participating in the tuition reimbursement program that resigns, retires (non- disability) or is terminated must repay in full the tuition reimbursement paid by the City for courses completed less than five (5) years prior to the date of resignation, retirement, or termination. If necessary, this amount shall will be deducted from the employee’s severance pay and/or his or her final last paycheck. In If the event the employee’s severance last pay and/or final paycheck are check is insufficient to cover repay the full tuition reimbursement owed to the Citycosts, the employee must will be required to make arrangements appropriate arrangements, including a promissory note, to repay the amount owedbalance within one year of leaving City service. The City Manager or designee may pursue collection alter the above requirement in unusual circumstances. E. Unit members may request prepayment or reimbursement of costs required for the course. Failure to present proper proof of completion will cause the amount owedof prepayment to be deducted from successive paychecks, if necessary. An employee not to exceed fifty dollars ($50) per pay period, except in the case of a unit member who resigns or is terminated for cause or performance will lose all rights terminates, in which case the total amount shall be deducted from monies due and benefits under owing the educational reimbursement refund policy effective on the date of his or her resignation, retirement, or terminationunit member.

Educational Reimbursement. ‌ A) The City will reimburse tuition costs and general fees for courses taken at an educationally accredited college or university by full-time permanent employees. Such course work must be approved prior to enrolling by submitting documentation that the course(s) is necessary toward a degree which is required for a position in the City (including electives for that degree). Thereafter, the course work must be approved by the Department Head and finally to the Director of Human Resources. The fact that a specific course is required for a degree major where the degree with such a major exists as a minimum requirement for a higher classification will be relevant. B) The city will also reimburse for technical courses. Courses must either be directly related to the employees current job or related to another classification career path. The determination of relatedness shall be made by the Director of Human Resources. To be related to a career path the course work must be within three (3) normal promotional steps. Technical courses will be fully reimbursed for a passing grade. C) The City will reimburse the employee the cost of tuition and general fees for ten (10) credit hours per quarter/semester at the percentage rate of 100% for a grade of "A" "B" or "C". Reimbursement shall be limited to tuition levels and general fees charged by the University of Toledo. These costs will be reimbursed upon the documented presentation of a "C" or 2.0 grade or better. D) If licensing or certification is a requirement of a classification held by an employee, the City shall pay the employee's licensing or certification expenses. Expenses for required training and/or educational units necessary for maintaining licenses or certifications used or mandated for any classification shall also be reimbursed by the City. E) The City shall provide training and/or educational programs for full-time permanent employees to enhance career development under a program established jointly by the parties. (refer to Section 2105.72) F) The City and AFSCME Local 2058 recognize the importance of maintaining and upgrading skills as changes occur in the workplace. The parties are committed to identifying resources to assist employees with upgrading their skills. Training in these new areas may be done by City personnel. When it is beyond the scope of City personnel, training may be conducted through outside services. These costs shall be borne under the City's continuing education program. G) Any employee participating in the tuition reimbursement program that resigns, retires (non- disability) or is terminated must repay in full the tuition reimbursement paid by the City for courses completed less than five (5) years prior to the date of resignation, retirement, or termination. If necessary, this amount shall be deducted from the employee’s severance pay and/or his or her final paycheck. In the event the employee’s severance pay and/or final paycheck are insufficient to cover the full tuition reimbursement owed to the City, the employee must make arrangements to repay the amount owed. The City may pursue collection of the amount owed, if necessary. An employee who resigns or is terminated for cause or performance will lose all rights and benefits under the educational reimbursement refund policy effective on the date of his or her resignation, retirement, or termination.