Common use of Educational Reimbursement Clause in Contracts

Educational Reimbursement. 10.7.1 The Employer is desirous of having employees participate in courses and training opportunities to enhance their skills and enable them to advance to other positions. Accordingly, it shall be the Employer’s goal to assist regular full-time employees in the furtherance of this policy by offering a tuition reimbursement program for courses or training at accredited colleges and universities. 10.7.2 To qualify for reimbursement, the employee must make application to, and receive prior approval from, the Administrator. Such approval shall be at the sole discretion of the Administrator. 10.7.3 An employee requesting tuition reimbursement must submit a written application showing: a) the course curriculum description; b) dates and times of classes; c) duration of the course; d) narrative statement of how the course will benefit the Employer as well as the employee in the performance of the employee’s job. 10.7.4 If an employee’s application is approved, the reimbursement will be for tuition only if and when: a) the course is completed within six (6) months of approval; b) completed with a “pass” in a pass/fail grading system or a grade of “C” or better. The maximum reimbursement per credit will be the cost of a credit charged by Centralia College. 10.7.5 An employee who receives tuition reimbursement agrees to continue to work for the Employer for twenty-four (24) months following the completion of the course; if not, the reimbursement is pro- rated and the employee authorizes reimbursement to the Employer from the last paycheck issued. An employee who is unable to remain in the Employer’s employment, due to circumstances beyond the employee’s control, shall not be required to reimburse the Employer if the twenty-four (24) month period is not met. The Administrator, at his or her sole discretion, may choose to reduce or waive the requirement of the employee to reimburse the Employer. 10.7.6 Reimbursement shall be for actual tuition, or the cost of the course. All other expenses, such as travel and books, shall be borne by the employee.

Educational Reimbursement. 10.7.1 1. The Employer is desirous of having employees participate in courses and training opportunities to enhance their skills and enable them to advance to other positionsBoard will create an Educational Reimbursement Fund as shown below. Accordingly, it shall The fund will be the Employer’s goal to assist regular used for tuition reimbursement for full-time employees and part-time (25-hour) staff members after one year of employment, in accredited (by the furtherance Higher Learning Commission or equivalent), credit-bearing programs of this policy by offering study at a tuition reimbursement program for courses college or training at accredited colleges and universities. 10.7.2 To qualify for reimbursement, the employee must make application to, and receive prior approval from, the Administratoruniversity. Such approval shall be at the sole discretion of the Administrator. 10.7.3 An employee requesting tuition reimbursement must submit a written application showing: aFor FY 2017 (7/1/2016 – 6/30/2017) the course curriculum description; b) dates and times of classes; c) duration of the course; d) narrative statement of how the course will benefit the Employer as well as the employee in the performance of the employee’s job. 10.7.4 If an employee’s application is approved, the reimbursement amount will be for tuition only if and when: a$42,000 For FY 2018 (7/1/2017 – 6/30/2018) the course is completed within six amount will be $42,000 For FY 2019 (67/1/2018 – 6/30/2019) months of approval;the amount will be $42,000 For FY 2020 (7/1/2019 – 6/30/2020) the amount will be $42,000 For FY 2021 (7/1/2020 – 6/30/2021) the amount will be $42,000 • Courses which provide job-related information • Courses which develop job-related skills • Courses in an accredited degree program b) completed with a “pass” in a pass/fail grading system or 3. All courses must be taken for credit. Eligible employees must receive a grade of “C” or betterbetter to receive reimbursement. The maximum reimbursement Continuing education units (CEUs) and courses taken on an audit basis are not eligible for tuition reimbursement. 4. If an employee receives a scholarship, monetary gift, or grant for educational expenses, the employee must provide proof of the amount, and the Educational Reimbursement Fund may reimburse the difference owed, per the stipulations in items 9 and 13 below. 5. To receive money from the fund, the employee must submit a Staff Tuition Reimbursement form to Human Resources 4 weeks prior to the start date of the course, and must provide: • A copy of the student schedule with start/end dates, and • A copy of the tuition xxxx. 6. Employees who meet these deadlines shall be reimbursed for courses up to $345 per credit will be the cost of hour for classes taken on a semester schedule and $230 per credit charged by Centralia Collegehour for courses taken on a quarter/trimester schedule. Costs for student activity fees and other miscellaneous expenses related to taking courses are not reimbursable. 10.7.5 An employee who receives tuition reimbursement agrees to continue to work for the Employer for twenty-four (24) months following 7. No later than 30 days after the completion of the course, employees who have submitted all materials according to above deadlines shall submit to Human Resources: • Proof of grade or official transcript/or certificate of completion (H.R. will retain these documents); if notand • Original paid tuition receipt. 8. To receive reimbursement, the reimbursement course must be completed within six months of the course ending date. 9. An eligible employee may be reimbursed for not more than four semester hours (six quarter hours) per term, and not more than nine semester hours (13.5 quarter hours) per fiscal year (July 1 through June 30). 10. Employees must maintain their status as College employees throughout the approved term and at the time the grade is pro- rated submitted to Human Resources to receive tuition reimbursement. 11. Employees may also request money from this fund for work-related educational seminars, workshops and travel. 12. No employee shall receive more than $600 per year from the fund for seminars, workshops and travel, except as provided under item 15 below. 13. No employee may be reimbursed more than $3,105 from this fund per fiscal year, except as provided under item 15 below. 14. A list of employees who have been reimbursed and the employee authorizes reimbursement status of the Educational Reimbursement Fund shall be given to the Employer from Association President prior to June 1 of each year. 15. Should there be excess funds available after the last paycheck issued. An employee who June 1 list is unable to remain in received, the Employer’s employmentEducational Reimbursement Committee, due to circumstances beyond the employee’s control, shall not be required to reimburse the Employer if the twenty-four (24) month period is not met. The Administrator, at his or her sole discretionwhich considers requests and approves funding, may choose to reduce or waive reimburse employees who have received the requirement of the employee to reimburse the Employermaximum funding for that year and whose approved educational expenses were capped. 10.7.6 Reimbursement shall be for actual tuition, or the cost of the course. All other expenses, such as travel and books, shall be borne by the employee.

Educational Reimbursement. 10.7.1 SECTION 1. All full-time, non-probationary employees who have completed at least one (1) year of continuous service are eligible for educational reimbursement for pre- approved, job related courses at 9075% of the cost of tuition, books, and class- associated fees up to a maximum of two thousand dollarsone thousand fifteen hundred ($2,000.001,500.00) per fiscal year for new courses. In the event that an employee has outstanding costs which have not yet been fully reimbursed, those costs shall be reimbursed at the rate referenced in this Section, provided that those costs were submitted to and approved by Human Resources prior to effective date of this Agreement. The Employer is desirous annual reimbursement shall continue for employees who remain employed until such time as they are reimbursed for 9075% of having the cumulative tuition, books, and class-associated fees incurred by the employee. For example, employees participate who incur covered educational expenses in the cumulative amount of $10,000 shall be reimbursed $9,0007,500 (9075% of the total covered educational expenses) in annual increments of $1,500, over a five year period, provided they remain employed for five years. Supplies and other fees and charges will not be reimbursed. In order to receive reimbursement, employees must successfully complete the course with a grade "C" or higher (or a passing grade in courses that do not assign a letter grade) from an accredited college, university, or technical institute (trade school), or approved on-line courses. (Plus or minus modifiers will be disregarded). Graduate level courses require a grade of "B" or above for reimbursement. For employees taking graduate level courses, the course for which reimbursement is sought must be leading to a graduate degree in a course of study in which the Employee is enrolled. Receipts and training opportunities to enhance their skills and enable them to advance to other positions. Accordingly, it shall transcripts are required before reimbursement will be the Employer’s goal to assist regular full-time employees in the furtherance of this policy by offering a tuition reimbursement program for courses or training at accredited colleges and universitiespaid. 10.7.2 SECTION 2. An employee requesting educational reimbursement shall provide information concerning each course to the Sheriff’s Office and County Human Resources Department for approval prior to registration for each course. The employee will complete an Education Reimbursement Application, in duplicate, for each course. A copy of the course description, related course costs, and course dates must be attached. There will be no loans or advances of money to Employees for purposes of taking courses. Reimbursement will be paid only after the course has been completed and the grades have been received. Only expenses actually incurred by the employee are eligible for reimbursement. a. Tuition costs that are covered by grants, scholarships, or other waivers (and therefore not the financial obligation of the employee) are not eligible for reimbursement SECTION 3. To qualify for receive tuition reimbursement, the employee eligible Employee must make application tosubmit to the Human Resources Department the original official grade report for the course, or a copy certified by the registrar or other appropriate official of the educational institution, and receive prior approval froman original receipt of payment of tuition for the course, or a copy certified by the Administrator. Such approval shall be at the sole discretion registrar or other appropriate official of the Administrator. 10.7.3 An employee requesting tuition reimbursement must submit educational institution, attached to a written application showing: a) the course curriculum description; b) dates and times of classes; c) duration copy of the course; d) narrative statement of how the course will benefit the Employer as well as the employee in the performance of the employee’s jobapproved application for reimbursement. 10.7.4 If an employee’s application is approved, the reimbursement will be for tuition only if and when: a) the course is completed within six (6) months of approval; b) completed with a “pass” in a pass/fail grading system or a grade of “C” or better. The maximum reimbursement per credit will be the cost of a credit charged by Centralia College. 10.7.5 An employee who receives tuition reimbursement agrees to continue to work for the Employer for twenty-four (24) months following the completion of the course; if not, the reimbursement is pro- rated and the employee authorizes reimbursement to the Employer from the last paycheck issued. An employee who is unable to remain in the Employer’s employment, due to circumstances beyond the employee’s control, shall not be required to reimburse the Employer if the twenty-four (24) month period is not met. The Administrator, at his or her sole discretion, may choose to reduce or waive the requirement of the employee to reimburse the Employer. 10.7.6 Reimbursement shall be for actual tuition, or the cost of the course. All other expenses, such as travel and books, shall be borne by the employee.

Educational Reimbursement. 10.7.1 1. The Employer is desirous of having employees participate in courses and training opportunities to enhance their skills and enable them to advance to other positionsBoard will create an Educational Reimbursement Fund as shown below. Accordingly, it shall The fund will be the Employer’s goal to assist regular used for tuition reimbursement for full-time, part-time employees in the furtherance of this policy by offering a tuition reimbursement program for courses or training at accredited colleges and universities. 10.7.2 To qualify for reimbursement(25-hour), the employee must make application to20-hour, and receive prior approval fromother continuing employees (19-hour or less) after one year of employment, in accredited (by the AdministratorHigher Learning Commission or equivalent), credit-bearing programs of study at a college or university. Such approval shall be at the sole discretion of the Administrator. 10.7.3 An employee requesting tuition reimbursement must submit a written application showing: aFor FY 2021 (7/1/2020 – 6/30/2021) the course curriculum description; b) dates and times of classes; c) duration of the course; d) narrative statement of how the course will benefit the Employer as well as the employee in the performance of the employee’s job. 10.7.4 If an employee’s application is approved, the reimbursement amount will be for tuition only if and when: a$42,000 For FY 2022 (7/1/2021 – 6/30/2022) the course is completed within six amount will be $42,000 For FY 2023 (67/1/2022 – 6/30/2023) months of approval;the amount will be $42,000 For FY 2024 (7/1/2023 – 6/30/2024) the amount will be $42,000 For FY 2025 (7/1/2024 – 6/30/2025) the amount will be $42,000 For FY 2026 (7/1/2025 – 6/30/2026) the amount will be $42,000 • Courses which provide job-related information • Courses which develop job-related skills • Courses in an accredited degree program b) completed with a “pass” in a pass/fail grading system or 3. All courses must be taken for credit. Eligible employees must receive a grade of “C” or betterbetter to receive reimbursement. The maximum reimbursement Continuing education units (CEUs) and courses taken on an audit basis are not eligible for tuition reimbursement. 4. If an employee receives a scholarship, monetary gift, or grant for educational expenses, the employee must provide proof of the amount, and the Educational Reimbursement Fund may reimburse the difference owed, per the stipulations in items 9 and 13 below. 5. To receive money from the fund, the employee must submit a Staff Tuition Reimbursement form to Human Resources 4 weeks prior to the start date of the course, and must provide: • A copy of the student schedule with start/end dates, and • A copy of the detailed tuition bill. 6. Employees who meet these deadlines shall be reimbursed for courses up to $450 per credit will be the cost of hour for classes taken on a semester schedule and $300 per credit charged by Centralia Collegehour for courses taken on a quarter/trimester schedule. Costs for student activity fees and other miscellaneous expenses related to taking courses are not reimbursable. 10.7.5 An employee who receives tuition reimbursement agrees to continue to work for the Employer for twenty-four (24) months following 7. No later than 30 days after the completion of the course, employees who have submitted all materials according to above deadlines shall submit to Human Resources: • Proof of grade or official transcript/or certificate of completion (H.R. will retain these documents); if notand • Original paid tuition receipt. 8. To receive reimbursement, the reimbursement course must be completed within six months of the course ending date. 9. An eligible employee may be reimbursed for not more than five semester hours (seven and a half quarter hours) per term, and not more than ten semester hours (15 quarter hours) per fiscal year (July 1 through June 30). 10. Employees must maintain their status as College employees throughout the approved term and at the time the grade is pro- rated submitted to Human Resources to receive tuition reimbursement. 11. Employees may also request money from this fund for work-related educational seminars, workshops and travel. 12. No employee shall receive more than $750 per year from the fund for seminars, workshops and travel. 13. No employee may be reimbursed more than $4,500 from this fund per fiscal year, except as provided under item 15 below. 14. A list of employees who have been reimbursed and the employee authorizes reimbursement status of the Educational Reimbursement Fund shall be given to the Employer from Association President prior to June 1 of each year. 15. Should there be excess funds available after the last paycheck issued. An employee who June 1 list is unable to remain in received, the Employer’s employmentEducational Reimbursement Committee, due to circumstances beyond the employee’s control, shall not be required to reimburse the Employer if the twenty-four (24) month period is not met. The Administrator, at his or her sole discretionwhich considers requests and approves funding, may choose to reduce or waive the requirement of the employee to reimburse the Employeremployees who have received funding for that year. 10.7.6 Reimbursement shall be for actual tuition, or the cost of the course. All other expenses, such as travel and books, shall be borne by the employee.

Educational Reimbursement. 10.7.1 1. The Employer is desirous of having employees participate in courses and training opportunities to enhance their skills and enable them to advance to other positionsBoard will create an Educational Reimbursement Fund as shown below. Accordingly, it shall The fund will be the Employer’s goal to assist regular used for tuition reimbursement for full-time staff members in accredited (by the Higher Learning Commission or equivalent), credit-bearing programs of study at a college or university. For FY 2013 (7/1/2012 to 6/30/2013), the amount will be $34,000 For FY 2014 (7/1/2013 to 6/30/2014), the amount will be $36,000 For FY 2015 (7/1/2014 to 6/30/2015), the amount will be $38,000 For FY 2016 (7/1/2015 to 6/30/2016), the amount will be $40,000 For FY 2017 (7/1/2016 to 6/30/2017), the amount will be $42,000 2. Approved courses must be in one or more of the following categories: Courses which contribute to personal or professional development Courses which provide job-related information Courses which develop job-related skills Courses in an accredited degree program 3. All courses must be taken for credit. Eligible employees in the furtherance must receive a grade of this policy by offering a ―C‖ or better to receive reimbursement. Continuing education units (CEUs) and courses taken on an audit basis are not eligible for tuition reimbursement program for courses or training at accredited colleges and universitiesreimbursement. 10.7.2 To qualify 4. If an employee receives a scholarship, monetary gift, or grant for reimbursementeducational expenses, the employee must make application toprovide proof of the amount, and the Educational Reimbursement Fund may reimburse the difference owed, per the stipulations in item 9 below. 5. To receive prior approval frommoney from the fund, the Administrator. Such approval shall be at the sole discretion of the Administrator. 10.7.3 An employee requesting tuition reimbursement must submit a written application showing: a) Staff Tuition Reimbursement form to Human Resources 4 weeks prior to the course curriculum description; b) dates and times of classes; c) duration start date of the course; d) narrative statement of how the course will benefit the Employer as well as the employee in the performance , and must provide: A copy of the employee’s jobstudent schedule with start/end dates, and A copy of the tuition xxxx. 10.7.4 If an employee’s application is approved, the reimbursement will 6. Employees who meet these deadlines shall be reimbursed for tuition only if and when: a) the course is completed within six (6) months of approval; b) completed with a “pass” in a pass/fail grading system or a grade of “C” or better. The maximum reimbursement courses up to $300 per credit will be the cost of hour for classes taken on a semester schedule and $200 per credit charged by Centralia Collegehour for courses taken on a quarter/trimester schedule. Costs for student activity fees and other miscellaneous expenses related to taking courses are not reimbursable. 10.7.5 An employee who receives tuition reimbursement agrees to continue to work for the Employer for twenty-four (24) months following 7. No later than 30 days after the completion of the course, employees who have submitted all materials according to above deadlines shall submit to Human Resources: Proof of grade or official transcript/or certificate of completion (H.R. will retain these documents); if notand Original paid tuition receipt. 8. To receive reimbursement, the reimbursement is pro- rated course must be completed within six months of the course ending date. 9. An eligible employee may be reimbursed for not more that four semester hours (six quarter hours) per term, and not more than nine semester hours (13.5 quarter hours) per fiscal year (July 1 through June 30). No employee may be reimbursed more than $3,000 from this fund per fiscal year, except as provided under item 14 below. 10. Employees must maintain their status as full-time College employees throughout the approved term to receive tuition reimbursement. 11. Employees may also request money from this fund for work-related educational seminars, workshops and travel. 12. No employee shall receive more than $600 per year from the fund for Seminars, Workshops and travel, except as provided under item 14 below. 13. A list of employees who have been reimbursed and the employee authorizes reimbursement status of the Educational Reimbursement Fund shall be given to the Employer from Association President prior to June 1 of each year. 14. Should there be excess funds available after the last paycheck issued. An employee who June 1 list is unable to remain in received, the Employer’s employmentEducational Reimbursement Committee, due to circumstances beyond the employee’s control, shall not be required to reimburse the Employer if the twenty-four (24) month period is not met. The Administrator, at his or her sole discretionwhich considers requests and approves funding, may choose to reduce or waive reimburse employees who have received the requirement of the employee to reimburse the Employermaximum funding for that year and whose approved educational expenses were capped. 10.7.6 Reimbursement shall be for actual tuition, or the cost of the course. All other expenses, such as travel and books, shall be borne by the employee.