Tuition Reimbursement. A. The Employer will reimburse a full-time employee for the cost of tuition in accordance with Regulation 10.12.060 and for the cost of books as long as the subject matter of the specific course or course of study is job-related and the tuition costs do not exceed those found at a state university. The employee must receive approval from the Chief prior to taking the course. Tuition reimbursement shall be approved for all job-related undergraduate and graduate work. A request for tuition shall not be unreasonably denied.
B. If an employee receives a scholarship, the total amount of the reimbursement from the Employer, combined with the scholarship, shall not exceed one hundred percent (100%) of the cost of tuition and books.
C. A satisfactory grade of C or higher or equivalent is required for reimbursement, and a copy of the course transcript showing satisfactory completion, along with a copy of the approved reimbursement application, a copy of the registration or receipt showing the amount paid, and a taxability of tuition reimbursement Interoffice Communication shall be submitted with the reimbursement request within sixty (60) calendar days of receiving final grades.
D. In the event the Employer directs an employee to attend any formal training course, the costs of all books and incidental fees will be paid by the Employer. “Life experience” credits will be reimbursed on a per-credit basis, not to exceed the University of Washington tuition rates.
E. Once a request for tuition reimbursement has been approved, the Employer will reimburse the cost of tuition as provided above. Approved tuition reimbursements shall be paid to the employee within sixty (60) calendar days of timely submission to the Employer. An employee shall not receive federal or state educational reimbursement funds that exceed the total tuition for any course.
F. If an employee receiving tuition reimbursement misses two (2) consecutive terms of school, the Employer shall send a letter requesting the employee notify the Employer of whether the employee intends to continue to attend school. If the employee does not attend school during the following two (2) terms then the employee must reapply for tuition reimbursement when attendance resumes.
G. When an employee completes an educational program, the employee shall notify the Employer so the Employer can remove the employee’s name from the tuition reimbursement list. If the employee pursues an additional degree then the employee must reap...
Tuition Reimbursement.
A. The Agency may approve full or partial tuition reimbursement, consistent with agency policy and within available resources.
B. The Agency will reimburse eligible employees who provide proof of satisfactory completion of a course that was previously approved for tuition reimbursement.
C. Agency funds expanded for tuition reimbursement will be limited to tuition or registration fees, and will not include textbooks, supplies or other school expenses, except in accordance with agency policy.
D. Absent an agreement to the contrary, when an employee moves to another agency prior to completion of an approved course, the approving agency will retain the obligation for reimbursement if the course is satisfactorily completed. When payment is not made by the approving agency the gaining agency may, at its option, reimburse the employee.
Tuition Reimbursement.
A. The Agency may approve full or partial tuition reimbursement consistent with agency policy and within available resources.
B. The Agency will reimburse eligible employees who provide proof of satisfactory completion of a course that was previously approved for tuition reimbursement.
C. Agency funds expended for tuition reimbursement will be limited to tuition or registration fees and will not include textbooks, supplies, or other school expenses, except in accordance with agency policy.
Tuition Reimbursement. A. The Board shall pay a portion of the cost of tuition fees for courses taken by teachers up to and including twelve (12) credit hours per school year in an educational field or related area approved by the Board. Tuition reimbursement payments by the Board shall be taxed only as required by IRS rules and regulations. Reimbursement will be in accordance with the following percentages:
1. Up to and including Master’s Degree – 75% tuition reimbursement
2. Beyond Master’s Degree - 50% tuition reimbursement
B. Teachers with less than five (5) years of continuous service receiving tuition reimbursement shall be required to remain an employee of the Board for two (2) school years following the reimbursement. Teachers with more than five (5) years of continuous service shall be required to remain an employee of the Board for the entire year following the reimbursement. In that regard, the teacher shall be required to sign a reimbursement agreement. Teachers with less than five (5) years of continuous service who voluntarily terminate employment shall return 75% of all tuition reimbursement monies to the Board for the previous two (2) school years. Teachers with more than five (5) years of continuous service who voluntarily terminate employment shall return 100% of all tuition reimbursement monies to the Board for the previous semester. Teachers who retire from the BCPSS are not required to reimburse the Board.
C. Teachers who minimally hold a standard professional certificate and who obtain a post graduate degree in a critical shortage area as identified by BCPSS (e.g. math, science or special education) will receive a $1,500 payment not to be added to the base rate. Such payment shall be paid at $500 per school year, in June, over a three (3) year period. Only full time classroom teachers are eligible and payment shall be contingent upon the teacher receiving a satisfactory evaluation each year.
D. The grade requirement for tuition reimbursement shall be “B” or better.
E. Applications for course approval and proof of passing shall be hand delivered (receipt provided) or made by certified mail to the Office of Human Capital, Attention: Tuition Reimbursement, 000 X. Xxxxx Xxxxxx, Xxxxxxxxx, Xxxxxxxx 00000.
F. The deadlines for submitting applications for approval of tuition reimbursement shall be as follows:
1. October 1 – Fall semester
2. February 1 – Spring semester
3. July 1 – Summer semester Note: A tuition payment statement or xxxx with a canceled check must...
Tuition Reimbursement. For each fiscal year (July 1-June 30), the College shall budget sixty thousand dollars ($60,000) to be used to reimburse Employees for the cost of tuition for classes taken at regionally accredited institutions which are related to maintaining or improving the Employees skills. The tuition reimbursement must be approved in advance by the College. Employees must apply for approval for a specific class at least fourteen (14) days before it begins. The amount of tuition reimbursement shall be based on the amount of tuition expense incurred by the Employee and will be made within fourteen (14) days of the submission of official verification that the class was completed with a passing grade and verification of the cost of tuition. No Employee shall receive more than six thousand dollars ($6,000) for the first year of the contract, seven thousand dollars ($7,000) the second year (2nd) of the contract and eight thousand dollars ($8,000) the third (3rd) year of the contract for approved classes. The tuition reimbursement shall be made in the order of the approval of classes until the fund is exhausted. An Employee who is required to attain additional education in order to remain qualified pursuant to Ohio Department of Higher Education and/or the Higher Learning Commission, and third-party accreditation bodies, as determined by the College's Chief Academic Officer (CAO), will be given preference over those Employees who do not have this requirement. Employees who receive tuition reimbursement must be continuously employed with the College for at least three (3) full academic years after the last date of reimbursement. Any Employee who leaves prior to three (3) year will repay the tuition reimbursement to the College on a prorated basis. Any amounts under this Section shall be withheld from any and all payments owed to the Employee in the absence of a written repayment agreement specifying a different method of payment. This agreement shall constitute a written signed payroll deduction authorization. Employees who are non-renewed will not be subject to this Section.
Tuition Reimbursement. 1. Eligibility for tuition reimbursement is subject to the following criteria:
(a) The employee’s written career plan for courses (or degree requirements) not related to the employee’s present position must be approved by the appointing authority and the Commissioner of Human Resources or designee(s).
(b) The course is post-secondary and/or graduate level taken at a properly accredited educational institution.
(c) As determined by the State, the course must:
(1) Increase the employee’s expertise in his or her present position, or other career-related positions in State service; and/or,
(2) Fulfill the requirements of a degree program, which will also meet the above criteria.
(3) Have begun after the effective date of this Agreement.
(d) Non-credited courses, classes or seminars which are job-related may be approved by the Commissioner of Human Resources, whether or not they are provided at a properly accredited educational institution.
2. Representatives of the VSEA and the Department of Human Resources shall meet periodically to review and discuss administrative guidelines concerning implementation of this program.
3. An employee may appeal the denial of tuition reimbursement by the Commissioner of Human Resources if the basis for that decision was that a course was not considered related to an employee’s job or career development. At the request of VSEA or employee, an arbitrator jointly selected by the parties shall resolve any such dispute in an expedited, informal procedure, with any costs to be shared equally by the VSEA or employee and the State.
4. Written requests for reimbursement will be first submitted to the employee’s own department which may determine if its own department’s funds will be allocated in whole or in part. Such decision shall not be subject to appeal or grievance.
5. The employee may then request reimbursement from the Tuition Reimbursement Fund, for any remainder. The application shall be submitted to the Department of Human Resources before the course begins. For courses beginning between January 1st and June 30th, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between November 7th and November 21st. For courses beginning between July 1st and December 31st, applications must be submitted by U.S. mail to the Department of Human Resources and must be postmarked between May 25th and June 7th. The Department of Human Resources, following consultation with the VSEA, shall hav...
Tuition Reimbursement. Consistent with the State's Administrative Procedure 21, at the discretion of the President/designee, an ASF Member may receive tuition reimbursement. The discretionary function of the Employer as provided in this Section shall not be subject to the grievance procedure.
Tuition Reimbursement. All employees covered by this contract are eligible for tuition reimbursement at a rate of one thousand two hundred fifty dollars ($1,250), inclusive of lab fees, per contract year for courses offered by an accredited educational institution. Course work must be work related. The following list of courses is for illustrative purposes only and not all inclusive. Sciences (i.e. environmental studies, health, lab sciences, etc.) Math/Accounting English/Foreign languages History Engineering and related courses Criminal Justice Public Administration/Planning Computer Sciences/Technology Library Sciences Business/Marketing Real Estate Or courses as approved by the Department Head All courses must be approved in advance by the Department Head. Department Head must reply to request within 30 days from receipt of request of approval of course; there shall be no denial based on budgetary reasons. The employee must receive a passing grade of "C" or above in the stated courses, or the employee must receive a "pass" if the course is only offered on a "pass/fail" basis. Evidence of completion with a passing grade, and proof of payment for the course, must be received in order for the employee to receive reimbursement.
Tuition Reimbursement. The County may reimburse workers for tuition and related fees paid for courses of study taken in off-duty status if the subject matter is closely related to the worker's present or probable future work assignments. Limits to the amount of reimbursable expense may be set by the Human Resources Director with the County Manager's concurrence. There must be a reasonable expectation that the worker's work performance or value to the County will be enhanced as a result of the course of study. Courses taken as part of a program of study for a college undergraduate or graduate degree will be evaluated individually for job relatedness under the above criteria. The worker must both begin and successfully complete the course while employed by the County. The worker must apply on the prescribed form to their department head giving all information needed for an evaluation of the request. The department head shall recommend approval or disapproval and forward the request to the Human Resources Director whose decision shall be final. In order to be reimbursed the worker's application must have been approved before enrolling in the course. If a course is approved and later found to be unavailable a substitute course may be approved after enrollment. Upon completion of the course the worker must submit to Human Resources a request for reimbursement accompanied by a copy of the school grade report or a certificate of completion. Human Resources shall, if it approves the request, forward it to the Controller for payment. Reimbursement may include the costs of tuition and related fees. Effective July 1, 2007, the County will reimburse up to $25.00 per course for books under conditions specified in the Tuition Reimbursement program. Reimbursement for books will only be made for community college, undergraduate level or graduate level courses.
Tuition Reimbursement. Employees shall be eligible for tuition reimbursement up to six hundred dollars ($600.00) per contract year in accordance with the following stipulations:
a. The course must be in a job-related field as outlined below; and pursued as part of a degree - granting academic program through a recognized, accredited college or university; and approved in advance by the Department Head. $ Law Enforcement $ Natural Science $ Law $ Business Administration $ English $ Public Administration $ Speech $ Computer Science $ Social Science $ Humanities $ Languages Tuition reimbursement cannot be denied due to budgetary reasons.
b. The course must be completed and the employee receive at least a "C", or the employee must receive a "pass" if the course was offered on a "pass/fail" basis; proof of payment and requests for reimbursement must be presented to the Department within two months after the ending date of the semester/quarter in order for the employee to receive reimbursement.
c. Excluded costs are: $ non-credit special interest courses completed by examination only $ late fees $ lab fees $ extracurricular fees $ textbooks or other course related materials $ tuition covered by other sources such as government assistance to a veteran (GI xxxx), grants, scholarships and similar programs
d. In the case of any courses not specifically covered by the provisions of this Section, the determination as to whether said course qualifies for tuition reimbursement will be determined at the sole discretion of the Department Head.
e. Tuition reimbursement may also be used for outside training.
