Educational Reimbursement. The Employer encourages employees to participate in courses and training to enhance their skills and enable them to advance in the same Employer occupational series. Accordingly, it shall be the Employer's goal to assist regular full-time employees in the furtherance of this policy by offering a tuition and book reimbursement program for courses or training taken by employees at accredited colleges and universities. The maximum tuition and book reimbursement shall be established at the average of resident tuition charged by Washington State University and the University of Washington. 28.1.1 To qualify for reimbursement, the employee must make application and receive prior approval from the department head and the City Manager. In addition, the employee must complete each course with a 2.0 or better grade point average or better or "pass" in a pass/fail system. Reimbursement shall be for actual tuition, or the cost of the course and books. All other expenses, such as travel, lab fees, etc., shall be borne by the employee. Advance reimbursement may be requested by an employee. However, the Employer has the sole discretion of authorization. In the event that advance reimbursement is granted and the employee fails to complete the course as outlined above, said advance reimbursement shall be returned to the Employer in a lump sum or through an employee monthly payroll deduction at a rate specified by the Employer and the employee shall be disqualified from further tuition assistance for a period of one year. If the failure to complete the course was due to circumstances beyond the employee’s control (i.e., employee medical condition or cancellation of the course by the institution), the disqualification provision of this section shall not be implemented. 28.1.2 Department heads may require an employee to submit a signed statement agreeing to remain in the service of the Employer for a period of time that equals the duration of time spent in school as a condition of being reimbursed for educational expenses, employees who fail to remain in the employ of the Employer for the specified time period, shall reimburse the Employer all money received for educational assistance. 28.1.3 An employee shall be required to submit attendance records to their respective department heads a minimum of thirty (30) calendar days in advance of the commencement day of the requested course. The Employer shall be required to respond to the employee's request, with an approval, denial, or a request for additional clarification within fourteen (14) calendar days from the date of submittal. Requests shall contain the following information: a) The course to be taken. b) The institution at which the course is being offered.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Educational Reimbursement. The Employer encourages employees to participate in courses Section 1 - Course Work/Amount Reimbursed
a. Class attendance and training to enhance their skills homework assignments must be completed on the employee's own time and enable them to advance in the same Employer occupational series. Accordingly, it shall be the Employer's goal to assist regular full-time employees in the furtherance of this policy by offering a tuition and book reimbursement program for courses or training taken by employees at accredited colleges and universities. The maximum tuition and book reimbursement shall be established at the average of resident tuition charged by Washington State University and the University of Washington.
28.1.1 To qualify for reimbursement, the employee must make application and receive prior approval from the department head and the City Managernot during working hours. In addition, employees are prohibited from utilizing break periods and/or lunch periods to attend class for which they are requesting to receive educational reimbursement. Employees will be permitted to utilize vacation, personal and/or compensatory time to attend class when authorized to do so by their Department.
b. Employees must be full-time and on the active employment rolls at the beginning of the course, during the course, and at the completion of the course. Probationary employees are excluded from applying and being reimbursed.
c. Coursework must be job related. It is the understanding of the parties that the term "job related" will also encompass coursework taken by the employee must complete each course in order to provide that employee with a 2.0 the necessary academic training to qualify for regular opportunities within the established County-wide classification system.
d. Seminars and workshops are excluded, except for education required to maintain certification or better grade point average or better or "pass" in a pass/fail system. Reimbursement shall be for actual tuition, or the cost registration of the course employee's current job.
e. Employees must satisfactorily meet academic requirements ("C" or equivalent for all undergraduate coursework, and books"B" or equivalent for all graduate coursework).
f. Reimbursement per employee is limited to $2000.00 for approved courses which end in those calendar years. All In no instance will a refund exceed the employee's actual expenditures, nor will reimbursement be issued for expenses also being reimbursed through other expensessources (i.e., such as travelscholarships, lab feesG.I. Xxxx, etc.). Fees and payments for books, supplies, transportation, parking, meals, recreational activities and graduation are excluded. Total reimbursement for Local 496 employees is limited to $44,000. If applications for reimbursement exceed this maximum limit, reimbursement shall be borne on a first-come, first-served basis, in accordance with the date on which the application was received by the employee. Advance reimbursement may be requested by an employee. However, the Employer has the sole discretion of authorizationHuman Resources Department. In the event that advance reimbursement the bargaining unit maximum is granted and the employee fails to complete the course as outlined above, said advance reimbursement shall be returned to the Employer reached in a lump sum or through an employee monthly payroll deduction at a rate specified by the Employer and the employee shall be disqualified from further tuition assistance for a period of one year. If the failure to complete the course was due to circumstances beyond the employee’s control (i.e., employee medical condition or cancellation of the course by the institution)three consecutive calendar years, the disqualification provision of this section shall not maximum will be implementedincreased to $54,000 for subsequent years.
28.1.2 Department heads may require an employee to submit a signed statement agreeing to remain in the service of the Employer for a period of time that equals the duration of time spent in school as a condition of being reimbursed for educational expenses, employees who fail to remain in the employ of the Employer for the specified time period, shall reimburse the Employer all money received for educational assistance.Section 2 - Application Process
28.1.3 An employee shall be required to submit attendance records to their respective department heads a minimum of thirty (30) calendar days in advance of the commencement day of the requested course. The Employer shall be required to respond to the employee's request, with an approval, denial, or a request for additional clarification within fourteen (14) calendar days from the date of submittal. Requests shall contain the following information:
a) The course to be taken.
b) The institution at which the course is being offered.Section 3 - Tuition Refund
Appears in 1 contract
Samples: Collective Bargaining Agreement
Educational Reimbursement. The Employer encourages employees to participate in courses and training to enhance their skills and enable them to advance in the same Employer occupational series. Accordingly, it shall be the Employer's goal to assist regular fullFull-time seniority employees in the furtherance of this policy by offering a will be reimbursed for tuition and book reimbursement program fees for courses or training taken by employees at accredited colleges approved course work, in accordance with the following provisions:
a. Class attendance and universities. The maximum tuition homework assignments must be completed on the employee's own time and book reimbursement shall be established at the average of resident tuition charged by Washington State University and the University of Washington.
28.1.1 To qualify for reimbursement, the employee must make application and receive prior approval from the department head and the City Managernot during working hours. In addition, employees are prohibited from utilizing break periods and/or lunch periods to attend class for which they are requesting to receive educational reimbursement. Employees will be permitted to utilize vacation or personal time to attend class when authorized to do so by their Department.
b. Employees must be full-time and on the active employment rolls at the beginning of the course, during the course, and at the completion of the course. Probationary employees are excluded from applying and being reimbursed.
c. Course work must be taken through an accredited college or educational institution, and must be job related. It is the understanding of the parties that the term "job related" will also encompass course work taken by the employee in order to provide that employee with the necessary academic training to qualify for regular promotional opportunities within the established County-wide promotional system.
d. Seminars and workshops are excluded.
e. Employees must complete each satisfactorily meet academic requirements ("C" or equivalent for all undergraduate course with work, and "B" or equivalent for all graduate course work).
f. Reimbursement per employee is limited to $1,500.00 for approved courses which end in those calendar years. In no instance will a 2.0 or better grade point average or better or "pass" in a pass/fail system. Reimbursement shall refund exceed the employee's actual expenditures, nor will reimbursement be issued for actual tuitionexpenses also being reimbursed through other sources (i.e., or the cost of the course and books. All other expensesscholarships, such as travel, lab feesGI Bill, etc.). Fees and payments for books, supplies, transportation, parking, meals, recreational activities and graduation are excluded. Total reimbursement for Genesee County Deputy Sheriff’s Association employees is limited to $12,000 for the calendar year. If applications for reimbursement exceed this maximum limit, reimbursement shall be borne on a first-come, first-served basis, in accordance with the date on which the application was received by the employeeHuman Resources Department. Advance The total annual reimbursement may limit will be requested by an employee. Howeverincreased to $15,000 starting the calendar year beginning January 1, the Employer has the sole discretion of authorization2005. In the event that advance the total reimbursement hits the new maximum of $15,000 for two (2) consecutive years, the maximum will be increased to $18,000.
g. Educational Reimbursement is granted available to cover EMT/paramedic training, police academy and continuing education credits necessary to maintain certification. Employees must verify, from the employee fails Employer, approved education/training programs prior to complete the course as outlined above, said advance reimbursement shall be returned enrolling. This does not apply to training the Employer in a lump sum or through an employee monthly payroll deduction at a rate specified by the Employer and the employee shall be disqualified from further tuition assistance for a period of one year. If the failure to complete the course was due to circumstances beyond the employee’s control (i.e., employee medical condition or cancellation of the course by the institution), the disqualification provision of this section shall not be implemented.
28.1.2 Department heads may require requires an employee to submit a signed statement agreeing attend. In order to remain in be eligible for reimbursement, employees must make application for educational reimbursement through the service Human Resources Department on designated forms. The application will not be approved if it is after two (2) weeks following the first day of class. Proof of class registration and an itemized bill from the institution must accompany the application. It is the sole responsibility of the Employer for employee to submit the application, class registration, and itemized bill to the Human Resources Department by this deadline. Upon receipt, a period of time that equals determination will be made as to whether the duration of time spent in school as a condition of being reimbursed for educational expenses, employees who fail to remain in employee and the employ course work meet program eligibility requirements and notification will be sent.
1) Official copy of the Employer grade report (or similar official evidence of completion of the course); 2) Receipt verifying that the tuition for the specified time period, shall reimburse course(s) has been paid in full; and 3) Copy of the Employer all money received approved application form. Tuition reimbursement will be issued for educational assistance.
28.1.3 An employee shall be required to submit attendance records to their respective department heads a minimum of approved courses within thirty (30) calendar days in advance of receipt of the commencement day above documents. If an employee receiving educational reimbursement leaves County's employment prior to expiration of a one (1) year period following completion of the requested course. The Employer reimbursed course(s), the employee shall be required to respond to repay the employee's request, with an approval, denial, or a request County on the basis of 1/12 of the amount for additional clarification within fourteen each month they are short of meeting this one (141) calendar days from the date of submittal. Requests shall contain the following information:
a) The course to be taken.
b) The institution at which the course is being offered.year requirement
Appears in 1 contract
Samples: Labor Agreement
Educational Reimbursement. The Employer encourages SECTION 1: Full time employees to participate in enrolled for accredited extension or formal educational courses may request reimbursement for tuition, fees, and training to enhance their skills and enable them to advance supplies. Approval for reimbursement shall only be considered when the education maintains or improves the employee’s skill in the same Employer occupational series. Accordinglyarea in which they are employed.
SECTION 2: Request for reimbursement must be made in writing and shall include a description of the course, it shall be the Employer's goal to assist regular full-time employees in beginning and concluding date of the furtherance course, the cost of this policy by offering a tuition tuition, fees and book reimbursement program supplies (such as books, manuals, or special materials) and, if applicable, grants, aids, or scholarships available or provided.
SECTION 3: Approval of the request for courses or training taken by employees at accredited colleges and universities. The maximum tuition and book reimbursement shall be established at the average of resident tuition charged by Washington State University and the University of Washington.
28.1.1 To qualify for reimbursementcontingent upon available funding, the employee must make application and receive prior approval from the department head and the City Manager. In addition, the employee must complete each course with a 2.0 or better grade point average or better or "pass" in a pass/fail system. Reimbursement shall be for actual tuition, or the cost relevancy of the course and books. All other expenses, such as travel, lab fees, etc., shall be borne by to the employee. Advance reimbursement may be requested by an employee. However’s job, the Employer has the sole discretion of authorization. In the event that advance reimbursement is granted and the employee fails to complete the course as outlined above, said advance reimbursement shall be returned to the Employer in obtaining a lump sum or through an employee monthly payroll deduction at a rate specified by the Employer and the employee shall be disqualified from further tuition assistance for a period of one year. If the failure to complete the course was due to circumstances beyond the employee’s control (i.e., employee medical condition or cancellation of the course by the institution), the disqualification provision of this section shall not be implemented.
28.1.2 Department heads may require an employee to submit a signed statement agreeing to remain passing grade in the service of the Employer for a period of time that equals the duration of time spent in school as a condition of being reimbursed for educational expenses, employees who fail to remain in the employ of the Employer for the specified time period, shall reimburse the Employer all money received for educational assistance.
28.1.3 An employee shall be required to submit attendance records to their respective department heads a minimum of thirty (30) calendar days in advance of the commencement day of the requested course. The Employer shall be required have the right to respond to the employee's request, with an approval, denial, approve or deny a request for additional clarification within fourteen (14) calendar reimbursement for all or part of any tuition, fees, and/or supplies as provided in Section 4. Approval, if granted, must be in writing and shall stipulate the extent of tuition, fees, and/or supplies to be reimbursed. The request shall be considered to be denied in the absence of written approval.
SECTION 4: Reimbursement shall not exceed $500.00 per course deductible from accrued sick days. Sick days shall be deducted at the rate of half the value of the sick day to the course cost. In other words, the Employer shall have deducted from the date employee’s accrued sick days two (2) times the number of submittalsick days equal in cost to the amount of reimbursement. Requests Any fraction of a sick day shall contain be computed as a full sick day.
SECTION 5: An employee shall have at least one year of full time service with the following information:
a) The course Juvenile Center to be takeneligible for consideration.
b) The institution SECTION 6: An employee shall not be entitled to attend class or complete class assignments during their regularly scheduled working hour at which the expense of the Employer. Nor shall the employee be entitled to utilize the resources of the Employer including supplies, equipment, or personnel without supervisory approval. Failure to comply with either provision may result in forfeiture of reimbursement for course is being offeredexpenditures or discipline including discharge or both.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Educational Reimbursement. The Employer encourages employees to participate in courses and training to enhance their skills and enable them to advance in the same Employer occupational series. Accordingly, it shall be the Employer's goal to assist regular full-SECTION 1: Full time employees enrolled for accredited extension or formal educational
SECTION 2: Request for reimbursement must be made in writing and shall include a description of the furtherance course, the beginning and concluding date of this policy by offering a tuition the course, the cost of tuition, fees and book reimbursement program supplies (such as books, manuals, or special materials) and, if applicable, grants, aids, or scholarships available or provided.
SECTION 3: Approval of the request for courses or training taken by employees at accredited colleges and universities. The maximum tuition and book reimbursement shall be established at the average of resident tuition charged by Washington State University and the University of Washington.
28.1.1 To qualify for reimbursementcontingent upon available funding, the employee must make application and receive prior approval from the department head and the City Manager. In addition, the employee must complete each course with a 2.0 or better grade point average or better or "pass" in a pass/fail system. Reimbursement shall be for actual tuition, or the cost relevancy of the course and books. All other expenses, such as travel, lab fees, etc., shall be borne by to the employee. Advance reimbursement may be requested by an employee. However’s job, the Employer has the sole discretion of authorization. In the event that advance reimbursement is granted and the employee fails to complete the course as outlined above, said advance reimbursement shall be returned to the Employer in obtaining a lump sum or through an employee monthly payroll deduction at a rate specified by the Employer and the employee shall be disqualified from further tuition assistance for a period of one year. If the failure to complete the course was due to circumstances beyond the employee’s control (i.e., employee medical condition or cancellation of the course by the institution), the disqualification provision of this section shall not be implemented.
28.1.2 Department heads may require an employee to submit a signed statement agreeing to remain passing grade in the service of the Employer for a period of time that equals the duration of time spent in school as a condition of being reimbursed for educational expenses, employees who fail to remain in the employ of the Employer for the specified time period, shall reimburse the Employer all money received for educational assistance.
28.1.3 An employee shall be required to submit attendance records to their respective department heads a minimum of thirty (30) calendar days in advance of the commencement day of the requested course. The Employer shall be required have the right to respond to the employee's request, with an approval, denial, approve or deny a request for additional clarification within fourteen (14) calendar reimbursement for all or part of any tuition, fees, and/or supplies as provided in Section 4. Approval, if granted, must be in writing and shall stipulate the extent of tuition, fees, and/or supplies to be reimbursed. The request shall be considered to be denied in the absence of written approval.
SECTION 4: Reimbursement shall not exceed $500.00 per course deductible from accrued sick days. Sick days shall be deducted at the rate of half the value of the sick day to the course cost. In other words, the Employer shall have deducted from the date employee’s accrued sick days two (2) times the number of submittalsick days equal in cost to the amount of reimbursement. Requests Any fraction of a sick day shall contain be computed as a full sick day.
SECTION 5: An employee shall have at least one year of full time service with the following information:
a) The course Juvenile Detention Center to be takeneligible for consideration.
b) The institution SECTION 6: An employee shall not be entitled to attend class or complete class assignments during their regularly scheduled working hour at which the expense of the Employer. Nor shall the employee be entitled to utilize the resources of the Employer including supplies, equipment, or personnel without supervisory approval. Failure to comply with either provision may result in forfeiture of reimbursement for course is being offeredexpenditures or discipline including discharge or both.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Educational Reimbursement. The Employer encourages Full-time seniority employees to participate will be reimbursed for tuition fees for approved college level course work, and Lansing Community College adult educational courses, if applicable, in courses accordance with the following provisions:
A. Class attendance and training to enhance their skills homework assignments must be completed on the employee's own time and enable them to advance in the same Employer occupational series. Accordingly, it shall not during work hours.
B. Employees must be the Employer's goal to assist regular full-time employees in on active employment rolls at the furtherance beginning of this policy by offering a tuition the course, during the course, and book reimbursement program for courses at the completion of the course.
C. Course work must be taken through an accredited college or training institution, and must be job related. It is the understanding of the parties that the term "job related" will also encompass course work taken by the employee in order to provide that employee with the necessary academic training to qualify for regular promotional opportunities within the bargaining unit.
D. Seminars and workshops and other training sessions which do not provide credit are excluded.
E. Employees must satisfactorily meet academic requirements: "C" or equivalent for all undergraduate course work and "B" or equivalent for all graduate course work.
F. Reimbursement per employee is limited to two hundred dollars ($200.00) per fiscal year for tuition expenses for approved courses which end in that fiscal year. In no instance will a refund exceed the employee's actual expenditures, nor will reimbursement be issued for expenses also being reimbursed through other sources (i.e., scholarships, GI bill, etc.) Fees and payments for books, supplies, transportation, parking, meals, recreational activities, and graduation are excluded. Total reimbursement for Union employees at accredited colleges and universitiesis limited to fourteen hundred ($1,400.00) dollars for the fiscal year. The If applications for reimbursement exceed this maximum tuition and book amount, reimbursement shall be established at on a first come, first served basis, in accordance with the average of resident tuition charged by Washington State University and date on which the University of Washington.
28.1.1 To qualify for reimbursement, the employee must make application and receive prior approval from the department head and the City Manager. In addition, the employee must complete each course with a 2.0 or better grade point average or better or "pass" in a pass/fail system. Reimbursement shall be for actual tuition, or the cost of the course and books. All other expenses, such as travel, lab fees, etc., shall be borne was received by the employee. Advance reimbursement may be requested by an employee. However, the Employer has the sole discretion of authorization. In the event that advance reimbursement is granted and the employee fails to complete the course as outlined above, said advance reimbursement shall be returned to the Employer in a lump sum or through an employee monthly payroll deduction at a rate specified by the Employer and the employee shall be disqualified from further tuition assistance for a period of one year. If the failure to complete the course was due to circumstances beyond the employee’s control (i.e., employee medical condition or cancellation of the course by the institution), the disqualification provision of this section shall not be implementedHuman Resources Department.
28.1.2 Department heads may require an employee to submit a signed statement agreeing to remain in the service of the Employer for a period of time that equals the duration of time spent in school as a condition of being reimbursed for educational expenses, employees who fail to remain in the employ of the Employer for the specified time period, shall reimburse the Employer all money received for educational assistance.
28.1.3 An employee shall be required to submit attendance records to their respective department heads a minimum of thirty (30) calendar days in advance of the commencement day of the requested course. The Employer shall be required to respond to the employee's request, with an approval, denial, or a request for additional clarification within fourteen (14) calendar days from the date of submittal. Requests shall contain the following information:
a) The course to be taken.
b) The institution at which the course is being offered.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Educational Reimbursement. The Employer encourages SECTION 1: Full time employees to participate in enrolled for accredited extension or formal educational courses may request reimbursement for tuition, fees, and training to enhance their skills and enable them to advance supplies. Approval for reimbursement shall only be considered when the education maintains or improves the employee’s skill in the same Employer occupational series. Accordinglyarea in which they are employed.
SECTION 2: Request for reimbursement must be made in writing and shall include a description of the course, it shall be the Employer's goal to assist regular full-time employees in beginning and concluding date of the furtherance course, the cost of this policy by offering a tuition tuition, fees and book reimbursement program supplies (such as books, manuals, or special materials) and, if applicable, grants, aids, or scholarships available or provided.
SECTION 3: Approval of the request for courses or training taken by employees at accredited colleges and universities. The maximum tuition and book reimbursement shall be established at the average of resident tuition charged by Washington State University and the University of Washington.
28.1.1 To qualify for reimbursementcontingent upon available funding, the employee must make application and receive prior approval from the department head and the City Manager. In addition, the employee must complete each course with a 2.0 or better grade point average or better or "pass" in a pass/fail system. Reimbursement shall be for actual tuition, or the cost relevancy of the course and books. All other expenses, such as travel, lab fees, etc., shall be borne by to the employee. Advance reimbursement may be requested by an employee. However’s job, the Employer has the sole discretion of authorization. In the event that advance reimbursement is granted and the employee fails to complete the course as outlined above, said advance reimbursement shall be returned to the Employer in obtaining a lump sum or through an employee monthly payroll deduction at a rate specified by the Employer and the employee shall be disqualified from further tuition assistance for a period of one year. If the failure to complete the course was due to circumstances beyond the employee’s control (i.e., employee medical condition or cancellation of the course by the institution), the disqualification provision of this section shall not be implemented.
28.1.2 Department heads may require an employee to submit a signed statement agreeing to remain passing grade in the service of the Employer for a period of time that equals the duration of time spent in school as a condition of being reimbursed for educational expenses, employees who fail to remain in the employ of the Employer for the specified time period, shall reimburse the Employer all money received for educational assistance.
28.1.3 An employee shall be required to submit attendance records to their respective department heads a minimum of thirty (30) calendar days in advance of the commencement day of the requested course. The Employer shall be required have the right to respond to the employee's request, with an approval, denial, approve or deny a request for additional clarification within fourteen (14) calendar reimbursement for all or part of any tuition, fees, and/or supplies as provided in Section 4. Approval, if granted, must be in writing and shall stipulate the extent of tuition, fees, and/or supplies to be reimbursed. The request shall be considered to be denied in the absence of written approval.
SECTION 4: Reimbursement shall not exceed $500.00 per course deductible from accrued sick days. Sick days shall be deducted at the rate of half the value of the sick day to the course cost. In other words, the Employer shall have deducted from the date employee’s accrued sick days two (2) times the number of submittalsick days equal in cost to the amount of reimbursement. Requests Any fraction of a sick day shall contain be computed as a full sick day.
SECTION 5: An employee shall have at least one year of full time service with the following information:
a) The course Juvenile Detention Center to be takeneligible for consideration.
b) The institution SECTION 6: An employee shall not be entitled to attend class or complete class assignments during their regularly scheduled working hour at which the course is being offered.expense of the
Appears in 1 contract
Samples: Collective Bargaining Agreement
Educational Reimbursement. The Employer encourages County Education Assistance Program is provided as an incentive for employees to participate in courses further their education and training to enhance their skills and enable them to advance development. The incentive is provided through partial financial reimbursement. The course(s) must, in the same Employer occupational seriesSheriff’s determination, be law enforcement related or deemed job related by furthering the employee’s skills and/or knowledge in his/her present job or in a future position with the Sheriff’s Office. Accordingly, it shall be Participation in the Employer's goal to assist regular program does not guarantee the employee a promotion and/or pay increase. The employer will reimburse full-time employees who have completed, their introductory period, fifty percent (50%) of tuition for courses at an accredited education institution that have been approved by the Sheriff or his designee prior to enrollment in the furtherance class up to a maximum of this policy by offering a one thousand one hundred dollars ($1100) per fiscal year. Only tuition and book reimbursement program for courses or training taken by employees at accredited colleges and universities. The maximum tuition and book reimbursement shall will be established at the average of resident tuition charged by Washington State University and the University of Washington.
28.1.1 To qualify for reimbursementreimbursed, the employee must make application and receive prior approval from the department head and the City Manager. In addition, the employee must complete each course with a 2.0 or better grade point average or better or "pass" in a pass/fail system. Reimbursement shall be for actual tuition, or the cost of the course and not books. All other expenses, such as travel, lab fees, etc.parking or other miscellaneous fees. Employees shall attend courses during their off duty hours only. The employee must successfully complete the course with a grade of “C” or better to receive reimbursement. In order to be eligible to receive this benefit, an employee must complete the applicable request form and submit it to the Sheriff or his designee for approval no less than thirty (30) days prior to the start of the course. Upon completion of the course the employee must submit a copy of the grade(s) and the tuition costs to the employer within sixty (60) days in order to receive reimbursement. The County shall be borne by issue the employee a check for the reimbursement amount within forty-five (45) days of the employee. Advance reimbursement may be requested by an employee. However, the Employer has the sole discretion ’s submission of authorizationgrades and tuition costs. In the event that advance reimbursement is granted and the employee withdraws from the class prior to the completion of the class or fails to complete obtain at least a “C” grade, the course as outlined above, said advance Employer is not responsible for any reimbursement for the educational benefit. Employees who terminate their employment with Pottawattamie County and have received educational reimbursement within the past twelve (12) months shall reimburse the County for the total amount of dollars the employee received under educational reimbursement within the past twelve (12) months. It shall be returned the responsibility of the Sheriff to notify the Auditor’s Office prior to the Employer in a lump sum or through an employee monthly payroll deduction at a rate specified by the Employer and the employee shall be disqualified from further tuition assistance for a period issuing of one year. If the failure to complete the course was due to circumstances beyond the employee’s control (i.e., final paycheck as to whether or not the employee medical condition or cancellation of the course by the institution), the disqualification provision of this section shall not be implemented.
28.1.2 Department heads may require an employee is required to submit a signed statement agreeing to remain in the service of the Employer for a period of time that equals the duration of time spent in school as a condition of being reimbursed for educational expenses, employees who fail to remain in the employ of the Employer for the specified time period, shall reimburse the Employer all money received County for educational assistancefunds spent on education reimbursement. This policy does not apply to required continuing education for County positions.
28.1.3 An employee shall be required to submit attendance records to their respective department heads a minimum of thirty (30) calendar days in advance of the commencement day of the requested course. The Employer shall be required to respond to the employee's request, with an approval, denial, or a request for additional clarification within fourteen (14) calendar days from the date of submittal. Requests shall contain the following information:
a) The course to be taken.
b) The institution at which the course is being offered.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Educational Reimbursement. The Employer encourages employees to participate in courses and training to enhance their skills and enable them to advance in the same Employer occupational series. Accordingly, it shall be the Employer's goal to assist regular fullFull-time seniority employees in the furtherance of this policy by offering a will be reimbursed for tuition and book reimbursement program fees for courses or training taken by employees at accredited colleges approved course work, in accordance with the following provisions:
a. Class attendance and universities. The maximum tuition homework assignments must be completed on the employee's own time and book reimbursement shall be established at the average of resident tuition charged by Washington State University and the University of Washington.
28.1.1 To qualify for reimbursement, the employee must make application and receive prior approval from the department head and the City Managernot during working hours. In addition, employees are prohibited from utilizing break periods and/or lunch periods to attend class for which they are requesting to receive educational reimbursement. Employees will be permitted to utilize vacation or personal time to attend class when authorized to do so by their Department.
b. Employees must be full-time and on the active employment rolls at the beginning of the course, during the course, and at the completion of the course. Probationary employees are excluded from applying and being reimbursed.
c. Course work must be taken through an accredited college or educational institution, and must be job related. It is the understanding of the parties that the term "job related" will also encompass course work taken by the employee in order to provide that employee with the necessary academic training to qualify for regular promotional opportunities within the established County-wide promotional system.
d. Seminars and workshops are excluded.
e. Employees must complete each satisfactorily meet academic requirements ("C" or equivalent for all undergraduate course with work, and "B" or equivalent for all graduate course work).
f. Reimbursement per employee is limited to $1,500.00 for approved courses which end in those calendar years. In no instance will a 2.0 or better grade point average or better or "pass" in a pass/fail system. Reimbursement shall refund exceed the employee's actual expenditures, nor will reimbursement be issued for actual tuitionexpenses also being reimbursed through other sources (i.e., or the cost of the course and books. All other expensesscholarships, such as travel, lab feesGI Xxxx, etc.). Fees and payments for books, supplies, transportation, parking, meals, recreational activities and graduation are excluded. Total reimbursement for Genesee County Deputy Sheriff’s Association employees is limited to $12,000 for the calendar year. If applications for reimbursement exceed this maximum limit, reimbursement shall be borne on a first-come, first-served basis, in accordance with the date on which the application was received by the employeeHuman Resources Department. Advance The total annual reimbursement may limit will be requested by an employee. Howeverincreased to $15,000 starting the calendar year beginning January 1, the Employer has the sole discretion of authorization2005. In the event that advance the total reimbursement hits the new maximum of $15,000 for two (2) consecutive years, the maximum will be increased to $18,000.
g. Educational Reimbursement is granted available to cover EMT/paramedic training, police academy and continuing education credits necessary to maintain certification. Employees must verify, from the employee fails Employer, approved education/training programs prior to complete the course as outlined above, said advance reimbursement shall be returned enrolling. This does not apply to training the Employer in a lump sum or through an employee monthly payroll deduction at a rate specified by the Employer and the employee shall be disqualified from further tuition assistance for a period of one year. If the failure to complete the course was due to circumstances beyond the employee’s control (i.e., employee medical condition or cancellation of the course by the institution), the disqualification provision of this section shall not be implemented.
28.1.2 Department heads may require requires an employee to submit a signed statement agreeing attend. In order to remain in be eligible for reimbursement, employees must make application for educational reimbursement through the service Human Resources Department on designated forms. The application will not be approved if it is after two (2) weeks following the first day of class. Proof of class registration and an itemized xxxx from the institution must accompany the application. It is the sole responsibility of the Employer for a period of time that equals the duration of time spent in school as a condition of being reimbursed for educational expenses, employees who fail to remain in the employ of the Employer for the specified time period, shall reimburse the Employer all money received for educational assistance.
28.1.3 An employee shall be required to submit attendance records the application, class registration, and itemized xxxx to their respective department heads the Human Resources Department by this deadline. Upon receipt, a minimum of determination will be made as to whether the employee and the course work meet program eligibility requirements and notification will be sent. Within thirty (30) calendar days in advance of the commencement day completion of approved course(s), the following documents must be submitted to the Human Resources Department: 1) Official copy of the requested grade report (or similar official evidence of completion of the course); 2) Receipt verifying that the tuition for the course(s) has been paid in full; and 3) Copy of the approved application form. The Employer shall Tuition reimbursement will be required to respond to the employee's request, with an approval, denial, or a request issued for additional clarification approved courses within fourteen thirty (1430) calendar days from of receipt of the date above documents. If an employee receiving educational reimbursement leaves County's employment prior to expiration of submittal. Requests a one (1) year period following completion of the reimbursed course(s), the employee shall contain repay the following information:
aCounty on the basis of 1/12 of the amount for each month they are short of meeting this one (1) The course to be taken.
b) The institution at which the course is being offered.year requirement
Appears in 1 contract
Samples: Labor Agreement
Educational Reimbursement. The Employer encourages employees to participate in courses and training to enhance their skills and enable them to advance in the same Employer occupational series. Accordingly, it shall be the Employer's goal to assist regular fullFull-time seniority employees in the furtherance of this policy by offering a will be reimbursed for tuition and book reimbursement program fees for courses or training taken by employees at accredited colleges approved course work, in accordance with the following provisions:
a. Class attendance and universities. The maximum tuition homework assignments must be completed on the employee's own time and book reimbursement shall be established at the average of resident tuition charged by Washington State University and the University of Washington.
28.1.1 To qualify for reimbursement, the employee must make application and receive prior approval from the department head and the City Managernot during working hours. In addition, employees are prohibited from utilizing break periods and/or lunch periods to attend class for which they are requesting to receive educational reimbursement. Employees will be permitted to utilize vacation or personal time to attend class when authorized to do so by their Department.
b. Employees must be full-time and on the active employment rolls at the beginning of the course, during the course, and at the completion of the course. Probationary employees are excluded from applying and being reimbursed.
c. Course work must be taken through an accredited college or educational institution, and must be job related. It is the understanding of the parties that the term "job related" will also encompass course work taken by the employee in order to provide that employee with the necessary academic training to qualify for regular promotional opportunities within the established County-wide promotional system.
d. Seminars and workshops are excluded.
e. Employees must complete each satisfactorily meet academic requirements ("C" or equivalent for all undergraduate course with work, and "B" or equivalent for all graduate course work).
f. Reimbursement per employee is limited to $1,500.00 for approved courses which end in those calendar years. In no instance will a 2.0 or better grade point average or better or "pass" in a pass/fail system. Reimbursement shall refund exceed the employee's actual expenditures, nor will reimbursement be issued for actual tuitionexpenses also being reimbursed through other sources (i.e., or the cost of the course and books. All other expensesscholarships, such as travel, lab feesGI Xxxx, etc.). Fees and payments for books, supplies, transportation, parking, meals, recreational activities and graduation are excluded. Total reimbursement for Genesee County Deputy Sheriff’s Association employees is limited to $12,000 for the calendar year. If applications for reimbursement exceed this maximum limit, reimbursement shall be borne on a first-come, first-served basis, in accordance with the date on which the application was received by the employeeHuman Resources Department. Advance The total annual reimbursement may limit will be requested by an employee. Howeverincreased to $15,000 starting the calendar year beginning January 1, the Employer has the sole discretion of authorization2005. In the event that advance the total reimbursement hits the new maximum of $15,000 for two (2) consecutive years, the maximum will be increased to $18,000.
g. Educational Reimbursement is granted available to cover EMT/paramedic training, police academy and continuing education credits necessary to maintain certification. Employees must verify, from the employee fails Employer, approved education/training programs prior to complete the course as outlined above, said advance reimbursement shall be returned enrolling. This does not apply to training the Employer in a lump sum or through an employee monthly payroll deduction at a rate specified by the Employer and the employee shall be disqualified from further tuition assistance for a period of one year. If the failure to complete the course was due to circumstances beyond the employee’s control (i.e., employee medical condition or cancellation of the course by the institution), the disqualification provision of this section shall not be implemented.
28.1.2 Department heads may require requires an employee to submit a signed statement agreeing attend. In order to remain in be eligible for reimbursement, employees must make application for educational reimbursement through the service Human Resources Department on designated forms. The application will not be approved if it is after two (2) weeks following the first day of class. Proof of class registration and an itemized xxxx from the institution must accompany the application. It is the sole responsibility of the Employer for employee to submit the application, class registration, and itemized xxxx to the Human Resources Department by this deadline. Upon receipt, a period of time that equals determination will be made as to whether the duration of time spent in school as a condition of being reimbursed for educational expenses, employees who fail to remain in employee and the employ course work meet program eligibility requirements and notification will be sent.
1) Official copy of the Employer grade report (or similar official evidence of completion of the course); 2) Receipt verifying that the tuition for the specified time period, shall reimburse course(s) has been paid in full; and 3) Copy of the Employer all money received approved application form. Tuition reimbursement will be issued for educational assistance.
28.1.3 An employee shall be required to submit attendance records to their respective department heads a minimum of approved courses within thirty (30) calendar days in advance of receipt of the commencement day above documents. If an employee receiving educational reimbursement leaves County's employment prior to expiration of a one (1) year period following completion of the requested course. The Employer reimbursed course(s), the employee shall be required to respond to repay the employee's request, with an approval, denial, or a request County on the basis of 1/12 of the amount for additional clarification within fourteen each month they are short of meeting this one (141) calendar days from the date of submittal. Requests shall contain the following information:
a) The course to be taken.
b) The institution at which the course is being offered.year requirement
Appears in 1 contract
Samples: Labor Agreement
