Employer Reimbursement. In the event an employee leaves the City of Barberton within four (4) years of receiving educational reimbursement or acquiring any certifications required for employment or otherwise paid for by the Employer, they will be required to pay back to the city the costs for funding such training or certification. Reimbursement shall be made in the manner determined by the Employer. In the event of retirement or disability retirement no such fees or reimbursements shall be withheld. This reimbursement requirement only applies to benefits received after January 1, 2011.
Employer Reimbursement. Once an OJT has started, the employer is entitled to reimbursement for the extraordinary cost of providing training and additional supervision related to the training (calculated as the Trainee’s wage). The Career Center is responsible for ensuring the employer submits wage reimbursement invoices according to the terms outlined in the OJT Contract.
Employer Reimbursement. The Employer will reimburse the employee for loss, damage, or destruction of the following which is not the result of negligence on the part of the employee:
1. Personal property authorized by the Employer for use on school premises, when such property is needed or used in the normal work of the employee, not to exceed $250.00. The Employer will not be responsible for any personal property which has not been previously reported in writing to the Employer.
2. The Board will carry non-owner vehicle insurance when employees are required to use their personal vehicles for authorized school business.
3. If an employee provides the Employer with an itemized list of personal tools, the Employer will replace any such tools stolen or broken during the course of normal work on behalf of the District.
Employer Reimbursement. Provides reimbursement directly to the employer for 100% of the individual’s wages and is designed to reduce the expense of hiring new employees and training them. The reimbursement is paid to the employer by OVR for hours worked at up to 100% of the hourly wage. Wages must be paid at $12.00 an hour or higher.
Employer Reimbursement. Your negotiation team fought off language that would have allowed the hospital to determine and implement reimbursement programs for RN’s who “fail to meet their commitments to the employer”.
Employer Reimbursement. 1. The Board of Trustees may reimburse the employer for the training of the apprentice-employee/employee. Each year, the Board of Trustees determines the total amount available for financing and, by 1 July of the study year concerned, the amount to be reimbursed. This reimbursement applies for the entire duration of the course of training (see the table below).
2. The vocational training courses with the accompanying levels and the maximum duration of each course are defined in WEB/WHW and are reimbursed by the foundation for the duration stated, with a maximum of four years. Within this period, a maximum of two courses will be reimbursed for an apprentice-employee/ employee (the maximum also applies to courses reimbursed under previous financing schemes). Course/programme Level Maximum duration under WEB Foundation reimbursement period MBO Assistant training BBL level I min. 6 months / max. 1 year 1 year MBO Basic vocational training BBL level II min. 2 years / max. 3 years 2 years MBO Trade-professional training BBL level III min. 2 years / max. 4 years 3 years MBO Middle management training BBL level IV min. 3 years / max. 4 years 4 years Associate degree level V min. 1 year / max. 2 years 2 years HBO level V min. 1 year / max. 4 years 4 years WO level VI min. 1 year / max. 4 years 4 years MBO: intermediate vocational education BBL: professional practical skills course of study/training HBO: higher professional education WO: academic university education
3. The same conditions apply to an apprentice-employee/ employee who is immediately going on to the next level in a continuous programme of study/training, in which case the employer must submit an application for reimbursement for that course and conclude a new apprenticeship contract relating to the new practical training contract at BBL level III or IV or at HBO level within six months of the start of the year of study.
4. If an employee only follows one or more parts of the vocational training course to obtain the diploma, the reimbursement is determined pro rata on the basis of the nominal length of the entire course. The expected total study duration must be supported by a statement provided by the educational institution.
5. If an employee is taking a separate course module, the employer must apply for the reimbursement before the employee completes the module.
6. An employer whose company is based in the Netherlands may apply to the managing director of the foundation for reimbursement of costs ...
Employer Reimbursement. Employer apprenticeship reimbursement for day school to employers shall be paid from a separate fund. The amount of reimbursement must be agreed upon by the trustees as appointed by the Union and Mechanical Contractors Association of North Central Wisconsin.
Employer Reimbursement. Employers submit invoices to be reimbursed training wages according to Mass Workforce Issuance 100 MDCS 07.101.1 Policy guidelines.
Employer Reimbursement. The University will extend payment of tuition and related charges for Student whose employers offer tuition reimbursement. Payment of eligible charges will be extended until approximately four weeks after the conclusion of the term. In addition a $45 extended payment fee plus all charges not eligible for employer reimbursement must be paid in full by the due date. The Student must pay the balance by the
