Common use of Tuition Reimbursement Program Clause in Contracts

Tuition Reimbursement Program. An employee may be reimbursed for a class of study up to a maximum of $200.00 per class which is the approximate University of California or the California State University system cost, or per course equivalence. The City may reimburse an employee for tuition and related fees paid for taking classes of study in an off-duty status if the subject matter content of the class is closely related to the employee’s present work assignment, and appropriate funds are in the department budget. Also, an employee may be reimbursed if the class is deemed desirable to enhance promotion to the next higher position. There must be a reasonable expectation that the employee’s work performance or value to the City will be improved as a result of the class. Classes taken as part of the program of study for a college undergraduate or graduate degree will be evaluated individually for job relatedness under described criteria. The employee must both begin and successfully complete the class while employed by the City. The employee must submit an application on the prescribed form to the appropriate Department Head giving all information needed for an evaluation of the request. The Department Head and the City Manager’s office shall recommend approval or disapproval and the decision shall be final. In order to be reimbursed the employee’s application must have been authorized by the appropriate Department Head and approved by the City Manager or his/her designee before enrolling in the class. If a class is approved and later found to be unavailable, a substitute class may be approved after enrollment. Requests for exceptions to the maximum reimbursement level of $200.00 must be submitted in writing to the Department Head. They will be considered on a case by case basis by the City Manager, whose decision will be final. Upon completion of the class, the employee must submit to the City a request for reimbursement accompanied by a copy of the school grade report or a certificate of completion. The employee must have attained a grade of “C” or above (or a pass on the pass/fail system) to be entitled to reimbursement. Reimbursement may include tuition, related fees, books and materials, but not transportation costs. The final determination as to the reimbursement of such items will rest with the Department Head and/or the City Manager’s office. Receipts must accompany the request for reimbursement. If any employee is receiving benefits from any other form of Career Incentive Program, such as (CIP) or Education Longevity Program (ELP) he/she is not entitled to tuition reimbursement.

Tuition Reimbursement Program. An employee may be reimbursed The purpose of the program is to create an opportunity for classified employees to climb within the organization. Those eligible employees who participate in the program can select one of two avenues: Earn a Bachelor’s degree that can lead to candidacy to a teaching credential program that can lead to a teaching position within the district or taking coursework/specialized trade training that leads to the ability to compete for a class job of study higher classification within the classified ranks. A joint committee made up of the two shop stewards, the Director of Classified Employees and the Assistant Superintendent for Human Resources (Two Teamsters Representatives and two District Representatives) will approve/reject all applications to the program. This is a first come, first serve program as there is a yearly maximum dollar amount to be used for the sustenance of the program. The committee will determine eligibility utilizing proof of acceptance to a maximum University/College or Trade Program, the current performance evaluation (no unsatisfactory ratings) of the employee and the appropriateness of the course work towards growing within the organization. The tuition reimbursement program will operate on a fiscal year basis (July 1 through June 30). Permanent classified employees, who work 3 hours or more daily, shall be eligible to participate in the program. Each fiscal year, the district will place $200.00 per class 20,000 on a line item to support this program. This program will automatically sunset should there be a fiscal crises in which is cuts to the approximate University budget are necessary except those employees who have been pre-approved by the committee will be allowed to complete the courses they are enrolled in and receive reimbursement. The reimbursement rate used to reimburse eligible participants will not exceed the current Per Unit Cost/Registration Fee of California or the California State Universities. Community College fees will be approved as long as they do not exceed Cal State University system costper unit cost and course work is approved by the committee. Monies will be used to reimburse eligible participants for tuition costs only. Monies will not be used to reimburse for application fees, parking fees, textbook fees, fees for materials related to coursework or fees related to retaking a course. The Tuition Reimburse Program is voluntary and time spent on courses will not be considered as time worked for the District. Interested participants must complete the application and hand deliver to Human Resources. The application will be receipted (date and time) and a receipt will be issued to the employee as proof of completed application. When an employee is selected to participate in the program, in order to remain eligible for reimbursement, the following criteria must be continuously met: A course grade of “C” or equivalent, or per higher must be attained in all course equivalencework. The City may reimburse participant must be currently employed by the District (three hour employee minimum) and the most recent evaluation must include satisfactory ratings in all areas. All course work must be taken at an employee for tuition and related fees paid for taking classes accredited educational institution (University Program) or at a government recognized institution (Trade Program). Failure to meet the aforementioned conditions will result in the immediate removal of study in an off-duty status if the subject matter content of the class is closely related to the employee’s present work assignment, and appropriate funds are participation in the department budgetprogram as well as future participation. Also, Reimbursement will be provided to an employee may be reimbursed if in a timely manner once the class is deemed desirable to enhance promotion to the next higher position. There must be a reasonable expectation that the employee’s work performance or value to the City will be improved as a result employee has shown proof of the class. Classes taken as part of the program of study for a college undergraduate or graduate degree will be evaluated individually for job relatedness under described criteria. The employee must both begin and successfully complete the class while employed by the City. The employee must submit an application on the prescribed form to the appropriate Department Head giving all information needed for an evaluation of the request. The Department Head and the City Manager’s office shall recommend approval or disapproval and the decision shall be final. In order to be reimbursed the employee’s application must have been authorized by the appropriate Department Head and approved by the City Manager or his/her designee before enrolling in the class. If a class is approved and later found to be unavailable, a substitute class may be approved after enrollment. Requests for exceptions to the maximum reimbursement level of $200.00 must be submitted in writing to the Department Head. They will be considered on a case by case basis by the City Manager, whose decision will be final. Upon completion of the class, the employee must submit to the City coursework by providing an official form indicating a request for reimbursement accompanied by a copy of the school grade report or a certificate of completion. The employee must have attained a course grade of “C” or above and a copy of receipt of payment. Any employee who receives reimbursement must remain in the employ of the District for two (2) years after completion of any course for which reimbursement was made. If the employee is terminated or a pass on the pass/fail system) to be entitled to reimbursement. Reimbursement may include tuition, related fees, books and materials, but not transportation costs. The final determination as voluntarily terminates employment prior to the reimbursement of such items will rest with the Department Head and/or the City Manager’s office. Receipts must accompany the request for reimbursement. If any employee is receiving benefits from any other form of Career Incentive Programtwo year mark, such as (CIP) or Education Longevity Program (ELP) he/she is not entitled must repay the District for all reimbursed costs. Each employee selected to tuition reimbursementparticipate in the program will sign a contract acknowledging the conditions of the program. In the case where an employee temporarily leaves district employment for internship purposes (i.e., student teaching) and returns to the District after 1 year, the repayment of educational reimbursement shall be waived. This item will remain a non-grievable item.