Reimbursement for Courses.
(a) Both parties to this agreement recognize the importance of professional development. The following rules shall apply to employees who take courses:
(1) all courses requested to be taken by the Employer shall be one hundred percent (100%) paid for by the Employer, this includes all associated costs. (e.g. tuition, books, membership fees etc.)
(2) employees who take courses approved by the Employer shall have the following cost share arrangements;
(i) fifty percent (50%) of course cost paid for by the Employer
(ii) upon successful completion of course, the Employer shall reimburse the employee their fifty percent (50%) portion.
(iii) if the employee fails to pass, or fails to complete, the course, the fifty percent (50%) cost advanced in (i) will be deducted from the employee's pay.
(b) When the Employer requires an employee to attend a course or courses, leave with pay shall be provided and the employee shall be reimbursed for reasonable and justifiable expenses.
(c) If an employee is required to attend a course or courses on a regular day off the employee will be offered another day off as mutually agreed upon.
(d) Where an employee is directed by the Employer to attend programs which are not included in the normal duties of the employee's job, and are outside their regional district location, such that the employee incurs additional child care expenses, the employee may be reimbursed for additional child care expense up to fifty dollars ($50) per day upon production of a receipt.
(e) Where an employee, who is not on leave of absence, attends a course directed by the Employer outside the employee's normal scheduled workday such that the employee incurs additional child care expenses, the employee may be reimbursed for the additional child care expense up to twenty-five dollars ($25) per day upon production of a receipt. This reimbursement shall not exceed fifteen (15) days per calendar year.
(f) Reimbursement in (d) or (e) shall only apply where no one else at the employee's home can provide the child care.
Reimbursement for Courses. The Board shall budget, to the best of its ability, a reasonable amount of funds each fiscal year to reimburse employees for coursework directly related to their field. The following conditions apply: 1) Courses will be reimbursed on a first come, first served basis until the pool has been depleted for the year (although no employee will be reimbursed for more than two courses per year); 2) Reimbursement will be for 85%of the credit cost of the course, based on the current undergraduate or graduate credit rate at the University of Southern Maine; 3) Employees must be currently employed at MECDHH/GBSD and obtain pre-approval from the Executive Director. The Executive Director’s decision as to whether a course is reimbursable is final and non-grievable; 4) Employees must receive a “B” or better in the course to be eligible for reimbursement; and
Reimbursement for Courses. The Committee agrees to reimburse BCBAs for the costs of all courses required by the Committee. An ad hoc Tuition Reimbursement Fund (TRF) Committee shall be established consisting of two (2) members selected by the Association and two (2) members selected by the Superintendent. The TRF Committee shall develop and promulgate the procedure and application for accessing the TRF. In an effort to encourage and support the professional development of the educators of the Weymouth Public Schools, the Committee agrees to reimburse BCBAs for the costs associated with taking courses at accredited colleges or universities. The Committee will establish a Tuition Reimbursement Fund (TRF) which shall be subject to the following:
A. Members are eligible for reimbursement to a maximum of the costs associated with taking a three (3) credit hour graduate level course at Bridgewater State College. The rate of reimbursement in each contract year shall be the rate effective on September 1st of said contract year.
B. Each fiscal year, there will be $80,000 for the summer semester, $60,000 available for the fall semester and $60,000 for the spring semester for an annual budget of $200,000. This fund shall cover BCBAs covered by this agreement and Unit A. Any monies not used in the summer semester will be rolled over to the fall semester and from the fall to the spring semester. Any monies not used in the spring semester will be used to reimburse members, if any, who applied for reimbursement earlier in the year and were denied for lack of funds.
C. Reimbursement shall be provided upon successful completion of the course as evidenced by a grade of B (or its equivalent) or better.
D. In the event the demand for course reimbursement exceeds the amount available in a semester, first priority shall be given to BCBAs who are applying for courses for a degree or certificate program. Next, reimbursement shall be provided on a first-come, first-served basis; however, BCBAs who are making application for their first course of the year shall be given preference over BCBAs who are applying for a second or third course.
Reimbursement for Courses. To be eligible for full reimbursement as per this Section, a teacher must be initially certified to teach. Non tenured teachers will be considered eligible for reimbursement only after having completed 18 credits in their specific skills area of study. The Superintendent shall evaluate the skills areas in terms of the certification manual. Teachers must be enrolled in a planned program of study, or enrolled in a course within the teacher specialty, or a related area as approved by administration. Refer to Section 50.0 if involved in a 30-credit program. Reimbursement for course credits will be paid at the rate of 1/2 of the cost per credit hour not to exceed 1/2 of the cost per credit hour at the University of Connecticut. If the teacher is reimbursed for courses taken by an outside agency or group, the teacher shall not be reimbursed by the Board. Credit reimbursement will be made up to a total of 15 credits or 5 courses per calendar year. Credit reimbursement will not be made without prior written approval from the Superintendent for the courses to be taken. No reimbursement will be paid unless the teacher receives a grade of B or better in the course. Credit reimbursement shall be made by the second pay period after submission of evidence of successful completion of course work, but not later than June 30 of any given year. A request for credit reimbursement, together with acceptable substantiation, will not be accepted if received later than the second week in June, and may not be applied for in the following year. Credit reimbursement for courses taken during summer months will be granted only if the teacher returns for the following school year.
Reimbursement for Courses. If a support staff employee is requested by the administration to enroll in a training program or coursework, the employer shall pay the cost of the training program or coursework.
Reimbursement for Courses. (a) All courses requested to be taken by the Employer shall be one hundred percent (100%) paid for by the Employer, this includes all associated costs (e.g. tuition, books, membership fees, etc.).
(b) Employees who take courses approved by the Employer shall be reimbursed course costs upon successful completion of the course.
(c) If an employee is required to attend a course or courses on a regular day off the employee will be offered another day off as mutually agreed upon. Employees who travel to a course outside of regular working hours shall be compensated at straight-time rates.
Reimbursement for Courses. 1. The sum of $85,000 per contract year, will be made available as part of the Staff Development Program to subsidize course work completed by certified CEA bargaining unit employees subject to the following conditions:
a. Maximum amount of reimbursement will be at the actual UNH credit hour costs. An individual is limited to reimbursement for nine (9) credit hours in a fiscal year.
b. Prior approval of course work must be obtained from the Superintendent of Schools.
c. Courses taken must be demonstrated to be of value to, and in the interest of, the District.
d. The District will provide the Association with a copy of each request for course reimbursement and with the Superintendent's disposition of each request.
2. The sum of $20,000 per contract year will be made available as part of the Staff Development Program to cover the cost of course work (payable directly to the school) to be completed by certified CEA bargaining unit employees who have completed two (2) years of employment in the District and are on steps 3 through 6 of the CEA salary scale during the school year in which the course will be taken or during the school year following the summer in which the course will be taken. Any payment from this fund is subject to the conditions outlined in Paragraph 1 above for course reimbursement. Each pre-paid course must be successfully completed or the employee must reimburse the District for the cost of the course. No bargaining unit employee hired for the 2006-2007 contract year or thereafter will be eligible for payment for course work pursuant to this Article V.I.2.
3. The sum of $50,000 for the 2006-2007 contract year and $60,000 for the 2007- 2008 and 2008-2009 contract years will be made available as part of the Staff Development Program to cover the cost of course work (payable directly to the school) in an approved Master’s degree program which is completed by certified CEA bargaining unit employees subject to the following conditions:
a. Beginning in the 2006-2007 contract year, all teachers who are hired into full-time positions on the Bachelors track of the salary schedule which are not designated as one-year- only positions and meet the requirements set out below will be eligible to receive pre-payment for up to 9 credit hours per fiscal year until a pre-approved Masters’ degree program is completed. The maximum reimbursement will be at the actual UNH credit hour costs.
b. To be eligible for pre-payment, teachers must before enrolling in c...
Reimbursement for Courses. The Board shall budget, to the best of its ability, a reasonable amount of funds each fiscal year to reimburse employees for coursework directly related to their field. The following conditions apply: 1) Courses will be reimbursed on a first come, first served basis until the pool has been depleted for the year (although no employee will be reimbursed for more than two courses per year); 2) Reimbursement will be for 60% of the credit cost of the course, based on the current undergraduate or graduate credit rate at the University of Southern Maine;
Reimbursement for Courses. Section A. The Committee agrees to reimburse Members for the costs of all courses required by the Committee
Section B. With prior approval from the Superintendent or their designee, Members shall have the right to be reimbursed for the cost of seminars and workshops that are directly connected to their job responsibilities, duties, and/or skill sets when such professional development occurs outside of the workday.
Section C. Members shall be eligible for reimbursement to a maximum of the costs associated with taking a three (3) credit hour post-secondary level course at Bridgewater State University.
1. Reimbursement shall be paid to the Member following:
a. successful completion of coursework as evidenced by a grade of B (or its equivalent or better, subject to the limits of Section C.3 below.
b. receipt of payment for coursework, including but not limited to credit card statements or other acceptable proof of payment.
2. To be eligible for reimbursement, coursework must be directly connected to the Member’s job responsibilities, duties, and/or skill sets.
3. Each fiscal year, there shall be five thousand dollars ($5,000) available for the summer semester, five thousand dollars ($5,000), available for the fall semester, two thousand dollars ($2,000) available for winter semester, and five thousand dollars ($5,000) available for the spring semester, for an annual budget of seventeen thousand dollars ($17,000).
a. Any monies not used in the summer semester shall be rolled over to the fall semester, and from fall to winter and from the winter to the spring semester.
b. Any monies not used in the spring semester shall be used to reimburse members, if any, who applied for reimbursement earlier in the year and were denied due to lack of funds.
c. Reimbursement shall be provided on a first-come, first-served basis; however, Members who are making an application for their first course of the year shall be given preference over Members who are applying for a second or third course.
Reimbursement for Courses. Section 1. The Committee shall reimburse a Professional Employee, including Nurses, in an amount not to exceed eight hundred dollars ($800) in any year of the Agreement for a graduate course approved in advance by the Superintendent and which is directly related to the employee's area of teaching responsibility. Reimbursement shall be contingent upon the employee's obtaining a satisfactory grade (B-minus or better) in any such course according to the standards of the institution and submitting evidence of such completion and payment to the Superintendent. Reimbursement may also be allowed under the same conditions for use in obtaining PDPs and CEUs. Specialists (but not classroom teachers) may also seek reimbursement for attendance at conferences. Notwithstanding the foregoing provisions, the maximum amount to be expended by the Committee for such course reimbursement shall not exceed fifty-six thousand, seven hundred dollars ($56,700) during each year of the Agreement. The annual budget amount shall be used to cover all related costs of such courses and conferences, including, where applicable and approved in advance, travel tuition and substitute costs. In the event the said sum of fifty-six thousand, seven hundred dollars ($56,700) is not fully expended at the end of any year of the Agreement, the balance left shall be distributed to employees who are eligible for reimbursement for a second course and who make application therefore.
